Leadership, Total Rewards

Culture, Learning Impact & The Power of One

/ February 3, 2017

 

Corporate learning is one of the driving forces behind organizational sustainability. In a fast-paced, ever-changing marketplace, the ability to remain current is at the forefront of success in any 21st century industry. As companies attempt to address the demands of their constituents, it is imperative that the most important aspect of any organization, the employee workforce, be engaged and enabled to thrive. To that end, across industries, billions of dollars are pouring into talent learning & development as the engine for transformative employee experience. Whether it be:

  • Online learning environments such as Litmos that have evolved to encompass a wide variety of platforms to meet the context of the company environment.
  • Global networking systems like Slack that breakdown the boundaries of knowledge flow.
  • The reinvention of learning management systems built on cloud networks with enterprise-wide goal-driven programs (Adobe Captivate Prime or TalentLMS)

Leaders around the globe are searching for the best means of keeping up with extensive organizational and marketplace transformation. With such a vast array of solution offerings available and each one demanding a significant commitment in time and resources, it’s no wonder that companies are hesitant to make a big leap.  Where do you start with so much to consider? Let’s return to the basics.

A successful learning initiative is reflected in a behavioral change. At its core, a behavioral change of any magnitude begins and ends with the motivations of the individual. It starts with one. The ripple-effects of a well-developed leader can drive change across an entire organization. Imagine the impact of a training program that reinforces a consistent culture? We have. Let’s talk about how.

concentric

  • Well-being: Teaching essential “life skills” like resiliency, mindfulness, emotional intelligence, and self-care.
  • Communication: Raising awareness of individual communication strengths and blind spots in order to impact internal and external relationships.
  • Building Blocks of Leadership: Developing core competencies such as active listening, driving engagement, giving/receiving feedback, etc.

How we approach learning & development requires that we bridge the gap between yet another new technology initiative and the work it takes to drive performance. Let’s get back to basics. With a concentrated effort on increasing the self-awareness necessary to ground foundational leadership skills, the right learning program can drive a culture that is prepared to face the challenges of a fast-paced world. It’s not enough to ensure your employees have the technical skills, they’ll need to have the agility to face the unknown.

 

Comments