At a time when businesses need to do more with less, there’s no wiggle room to invest in training initiatives that fail to deliver results. That’s why businesses should consider prioritizing competency-based upskilling programs.
Even great in-person learning programs can fail if we simply “lift and shift” the material to a virtual environment. When thoughtfully designed and facilitated, remote learning can be very engaging and effective.
Investing in employee development with robust learning and development (L&D) plans is no longer a nice thing to have — it’s a necessity. Either organizations invest in creating learning opportunities for the modern workforce or risk losing top talent.
Adopting a next-level approach to customer service is an opportunity to show your customers that you’re committed to using every opportunity to learn how you can better serve them and meet their needs.
When training is built to correlate with the sales process and pipeline, it makes a direct impact on results. To keep this training-results-training feedback loop flowing, we need to make training an ever-present practice with a culture of learning.
As L&D and employee training is, without doubt, a strategic business function, HR, employee development and training leaders must possess an almost super-human agility in identifying complex and evolving skill set needs.
Insurers and their sales leaders are embracing third-party tech advancements to help their CSRs become both proficient and efficient in talking through policy packages and other needs with clients.
A strong L&D program establishes a foundation for long-term business success and delivers real impact. Let’s take a look at some key strategies L&D teams can use to lead their organizations into the future of work.