Companies are collectively
spending billions of dollars on training and development and often don’t
know if their investment is adding to the bottom line. Often a sizable
percentage of this investment is wasted, because it is not systematically
managed to contribute to business performance. Executives often
arbitrarily cut their investment in learning during tough times, because
they do not know what return to expect.
Our approach aligns the Learning
and Development Systems with key business drivers and manages learning
and development as an investment in profitable performance. Typical
business issues that drive learning needs are
-
Profitably implementing change
- New technology
- Business strategies
- New markets, customers, and competition
- New products and services
- Reengineered processes
- Reorganizations, mergers, and acquisitions
-
Raising the bar on performance
capability for mission-critical roles
- Finding and deploying best practices
- Developing new practices that outperform existing best practices
-
Getting to high performance fast
as people enter new roles
- Leaders at all levels
- Functional professionals (engineering, marketing, etc.)
- Hourly workers
We help our clients
systematically examine all the business drivers, analyze the learning
implications, assess the capabilities of the existing Learning and
Development System, design a future-state Learning and Development
System aligned with business needs, develop an implementation plan and
resource estimate, and build a business case with estimated return on
investment over a three- to five-year period.
