Less than 25% of corporate training initiatives are directly tied to a company's key business initiatives.
Economic uncertainty often rightfully spells trouble for corporate learning and development agendas, along with any other expenditures that are not closely linked to a company's strategic priorities. Difficult times can also be a difficult time to get leaders to attend learning programs because they are too busy working on "other priorities."
However, these times can also be a call to Learning & Development leaders to align their activities with prevailing priorities and mission critical programs intended to have a quantifiable impact on the bottom line of the company. If none exist, consider taking your game to the next level by championing a learning initiative that will do just that.
For Learning & Development leaders looking to have a real impact on the business, their challenge is turning L; D initiatives into direct value creation processes - one that prepares leaders to better manage the business and execute the strategy while creating immediate value to the business. State of the art leadership development is quickly being viewed as learning that takes place within the context of work initiatives tied to strategic business imperatives.
Action Learning provides an ideal platform for achieving both powerful leadership learning and meaningful business results. It is a process where developing leaders work on a project to produce real business results while learning new leadership and management skills. In essence, it creates a structured practice field to learn through doing. The level of complexity and infrastructure can range from simple assignments with a small group of leaders to company wide, mission critical business transformations.