Companies rely on training to upskill employees and drive culture, but many, if not all, learning and development (L&D) organizations face obstacles to successful training.
Let’s face it: No one buys anything based on a brand’s word alone. Customer review sites have changed the way we market to consumers. What does this mean for L&D? Much like big box brands, you also deliver a product.
When a learning program needs to scale, the list of variables that could cause expenses to balloon can grow exponentially. With a solid plan for expansion, creating and deploying custom content to a global organization won’t sink your L&D initiative.
How much of global spending on corporate training it is spent on initiatives that are strategically global? Our discipline has the potential to connect people, to create shared understanding and values, and to accelerate change.
With various options for delivering your courses, what’s the right solution for you and your client base? This e-book covers the most effective ways to put your content in front of more learners, track use and drive revenue.
Our development approach is evolving, but the experience driving that evolution reveals insights that can help any organization ensure skills are retained and refined over time. We need to cultivate skills, and we need to make them stick.