You know the value of learning to the future success of your organization is as high as the value of any other key function. But your experience has also taught you the difficult process of defending your budget or receiving buy-in from senior leaders.
Congratulations! You’ve convinced senior leadership to sign off on a central learning strategy. Now, how will you make sure the strategy is aligned with local business needs?
Most leaders cite sustained value creation as the most critical business objective; execution readiness is the missing link, as it can predict execution success with greater certainty.
After a company is acquired or merges with another business, each department, including learning and development, needs to merge, too.
One challenge many L&D leaders face is getting a seat at the executive table and making sure executives understand the importance of - and provide budget for - training.