To be seen as a strategic operation within the business, the learning function must truly understand the strategies of the business, be able to develop trusting interdependent relationships built out of respect and offer expertise from a mindset of what learning can bring to the business.
A specific example of this is by coaching those who have a traditional understanding of learning in an academic and classroom based setting to view learning as transformational in many forms.
Finally, learning is a business and must be run like a business. As is the case for all business units, learning needs to deliver more value. It must deliver it more efficiently, deliver more for the investment, and lead motivated teams of people.
“I’m grateful to be in this network. The calls I had with other members gave me the information I needed to move my project forward.”Annette RollsLeadership Development Program Designer, Boeing
“We were able to realize almost immediate value—in terms of definitively quantifiable savings—by implementing the concepts introduced during this [Art of Negotiation] program.”Ken MurphyEVP of Sales and Operations, Mattress Firm
“In my particular case, I certainly care about the HR functions, but that’s not why I wake up every day. I care about advancing the ball down the field with our people’s professional development skills and knowledge. You guys focus 100% on the learning piece, and that’s what I like.”Jim StewartCLO, Teradata