Traditionally, the learning function has been more like baseball, lagging behind changing business dynamics. However, it is slowly evolving into an approach that’s more like basketball. Here's how.
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Topic: Strategy, Alignment and Planning
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Your organization has a culture, and that culture places a value on certain kinds of behavior. These behaviors are not limited to one job. They are system-wide, and they greatly impact the success of the organization.
Integrating learning agility with new employee orientation has significant potential benefits for organizations in terms of engagement.
L&D is increasingly serving not just internal clients (employees) but also learners outside the organization, such as external partners and customers.
There are many ideas for how to bring the training functions together across a decentralized organization.
The road to extended enterprise learning success is seldom straight, but increasingly, companies of all types are increasingly recognizing the need to educate and train outside audiences.
While there are many interrelated factors contributing to the well-known gender leadership gap, it’s clear equalizing leadership training is an important step.
Gone are the days of the uniform workplace. Today’s workforce isn’t defined by any one race or gender, and it also isn’t dominated by one age group. In fact, for the first time, five generations of people are active members of the labor supply.
Ask any CEO to tell you the key to a successful organization and the response will more than likely be, “Our people.” But companies that put their people first are few and far between.
When it comes to the potential for training to enable strategic alignment with the business’s story, IC professionals are no different from the employees they are striving to engage.