Being a corporate training manager in today’s world is challenging. Aligning training to organizational goals created by the C-suite — which can be disconnected from the needs of individual learners and the organization — can prove difficult.
To help you make your L&D programs more sustainable, this article will outline the three components that all sustainable programs have in common.
Organizations are experiencing dramatic change, and redefining your L&D strategy and its execution is vital to success.
Without strategic alignment, business functions would be chasing drastically different goals and objectives, resulting in little to no business impact.
Performance consulting is a process that focuses on the gaps between current business performance and desired results to create a training program that bridges those gaps.
Regardless of where a company is headquartered, people often believe the company and its employees think and function the same way at every location. This HQ-centricity creates cultural blind spots that hinder the success of global implementations.
L&D teams with limited funding and resources can look to design thinking methods to establish a framework that is replicable across industries. This framework serves as the foundation of countless possibilities when it comes to creating timely training.