Nothing is more important to an organization’s future than ensuring that it will be well led into the future. But what happens if the organization has no plan for leadership succession?
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Topic: Strategy, Alignment and Planning
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By spelling out both the problems and solutions, L&D professionals are equipped to save the day, end the conflict and rescue all survivors. (Rescuer life-lines are also provided).
Having a L&D strategy is widely recognized in the training profession as a vital cornerstone to driving business success. Do the individuals at the top of the org chart feel the same way?
Learning and development (L&D) professionals consistently say their biggest challenge is a lack of resources – but that’s not the perspective of executive leadership, who generally believe training is funded appropriately.
Every organization, regardless of whether it's impacted by Brexit, will undergo some major change at some point in its lifetime. Use the lessons from this British example to learn how L&D can enhance a business' responsiveness and agility.
The U.S. is experiencing historically low levels of unemployment. As a result, L&D, talent management and HR thought leaders are declaring that the war for talent is over.
The focus on client acquisition needs to be turned on its head, and the HR “customer” – the employee – needs more attention.
Oh, the shiny things! We are all attracted by the latest, flashiest (no pun intended) tool or technique that will cure all the issues with our death by PowerPoint event.
Collecting a few key pieces of data before meeting with a stakeholder can help drive a faster, more productive conversation and elevate L&D from order-takers to trusted advisers, delivering quality and impact.