The current approach to corporate learning is about to be swamped under a tsunami of business change. It’s time for Learning and Talent Management teams to overhaul their corporate learning strategies. Or, if they’ve been focused on delivering programs and managing training operations, they need to develop one for the first time.? It all begins as leaders increasingly hear about the marketplace conditions and challenges of volatility, uncertainty, complexity, and ambiguity. This paper is a case for preparing — on the basis of reasoned faith — for a faster rate of change in business, knowledge, and know-how. Corporate learning teams must begin to understand the dimensions of tough challenges that are confronting leaders and their workforces. They also must understand why these new challenges require new learning skills, new learning methods, and new approaches for prioritizing the learning function’s time, attention, and resources. In essence, it is time for learning and talent management teams to overhaul their strategies.
“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