Transforming Learning into a Strategic Business Function

Your executives want results, impact, and organizational growth; your people want content that engages them personally. It’s your job to deploy a learning program that does both. But in circumstances like these, balancing the two with inadequate tools and resources is way more difficult than it already is. 

You don’t want to be paddling the storm with a teaspoon. Do you? 

Seventy-nine percent of CEOs believe that the persistent skill-gap is hurting their organization’s future. Learning and development (L&D) leaders say that their organizations don’t value learning, and L&D barely receives any direction from the top. 

However, there’s no magic solution to turn all that around. But a solid plan with a right amount of work in the right direction can: 

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