Learning leaders play an integral role in ensuring the organization uses its time, money and resources well by conducting effective needs assessments in times of organizational crisis.
Crisis management often kicks in after angry villagers have descended upon the village. Why? Because most companies address the root of a crisis only after a major fallout has occurred.
Proactive needs analyses are a way to discover performance challenges and fill gaps with effective training before they become larger problems.
Much of cross-cultural training bought in the corporate world is the right solution to the wrong problem and yields low return on investment.
This e-book offers high-profile examples of well-crafted L&D programs that help create an internal pipeline of high-performing talent. Use it as a guide for upskilling your workforce while creating real returns on investment.
We all know that, even with the best training, learning isn’t always applied back on the job. An investigative approach can help us expand our skill set and ensure that learning is a success for learners and companies.
As L&D professionals, we need to respond to digital disruption. This response requires that we align L&D to business and learner needs, which means ensuring that there is a clear line of sight between L&D and organizational performance.
Successful learners are the ultimate outcome of any training course, but that objective is not always reflected in the strategies and goals companies set for their training initiatives.
The reason most of our training programs do not have an impact on the learners is that we don’t know who our learners are. To determine which learning content suits our audience, we first need to determine who our audience is.