We must do our best to understand the root causes of training requests in order to realize our impact on the business in behavior changes and, ultimately, some form of return on investment.
As coaching becomes more popular as a development tool, organizations are investing more money – and, therefore, looking for a greater return.
Leadership coaching continues to grow beyond an estimated $2 billion-sized industry. As companies continue to invest in leadership coaching, the need to manage and measure coaching's impact is critical.
Tech training impacts organizations’ processes and functions as businesses have shifted to digitization. Understanding the skill gap, identifying the roadblocks and developing effective learning programs will help organizations meet their business goals.
With the disruption we’re seeing in business and ways of working, the L&D organization can play a significant role to future-proof its business. However, there are several phenomena that L&D professionals say are holding their teams back.
Leadership is one of the most common topics organizations provide training in, spending over $1.5 million just on external leadership courses in 2016.
Organizations in North America alone spend over $160 billion on training and employee development every year. Most organizations are not measuring the business returns on these colossal training expenditures.