The 2019 Training Industry Conference and Expo (TICE) is in the books. We learned quite a bit from our peers and vendors. Here is a culmination of my takeaways and some steps on how to make what I learned actionable.
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This five-step learning strategy evaluation infographic will help you determine the challenges your organization is facing and then develop a plan of action for achieving your goals.
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.
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.
Improving alignment between the achievement of business goals and leaders’ skills starts with the creation of a business strategy, followed by a leadership strategy, followed by a leadership development strategy.
Creating and maintaining strategic alignment between the learning and development function and the overall mission, vision and goals of the organization is the single most important responsibility of L&D leaders.