Join Jamal Watkins, learning evangelist at Adobe, for this demonstration of the tools and technologies that can help ensure your learning experiences are sticky and engaging.
Pretty much every organization out there treats L&D as a “cost center” to be managed (downwards) like all cost centers. And this is the heart of the problem. In this article, we'll review how AI in training measurement can get you a seat at the table.
In addition to AI, the changing nature of jobs, adapting to hybrid work, the need for DE&I and the migration to a new human-centric role of leadership are critical issues impacting L&D and HR professionals.
By showcasing the ROI of L&D and, in turn, proving its value as a function within the organization, internal champions can help learning leaders gain the executive support and buy-in they need to deliver learning initiatives that drive change.
Learning and development is a lot like advertising; both are often the first department to be scaled back or eliminated during budget cuts. Sadly, it looks like another “belt-tightening” is headed this way in the next year or two.
As leaders in learning and development, we are continually tasked with influencing others. Sales might have a bad rap, but it is misunderstood. The sales profession has mastered the skills and strategies necessary to influence people.
Having a partner can help learning organizations prove their value in the business and change the perception of simply being a cost center.
In order to align your goals to support the whole organization, let’s start with the understanding that every organization can be divided into two types of functions: core functions and support functions.
Being “people people”, L&D professionals tend not to have huge egos that crave constant approval from others. Rather, they express concerns that their hard work hardly rates a “thank you” from senior managers.