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Companies struggle to stay relevant with digital transformations, ever-evolving technologies, and changing customer needs. Corporate learning initiatives become crucial for organizations to ensure their employees have the ability and resources to understand and respond to disruption. Larger organizations will likely have a Chief Learning Officer at the helm of learning programs; smaller companies may have dedicated training managers working with human resources to implement learning programs. Regardless of the leadership structure of the learning environment, outcomes are most successful when the framework is built on three foundational pillars.

1. Thought Leadership and Insights

Learning teams develop impactful and insightful learning initiatives when the new information is based on systematic research and best practices. Delivering thought leadership and insights content should be scalable and accessible. To increase learning retention, the new knowledge should be distributed through powerful content channels, including learning portals, live conferences, interviews, and forums. As thought leaders, learning managers may use personal experiences to complement relevant topics – promoting in-house or in-person discussions during meetings and roundtables.

2. Development Programs

Development programs or corporate training needs to be scalable and customizable to focus on specific goals and targeted audiences. Organizations have employees that must collaborate to perform a function, giving them a shared responsibility. These teams can be further broken down into groups of people with shared values, which may give them different motivations or a sense of purpose. For learning leadership to make a better impact and promote learning, development programs should consider the distinct concerns and expectations of different groups. Corporate training teams should also consider different communication styles, particularly multicultural and diverse teams.

High potential individuals are also likely to reveal themselves; therefore, development programs should be customizable to nurture talent and prepare them for the next level.

3. Mentoring and Assessment Programs  

To understand the success of corporate training initiatives, leadership needs to gather data from learners. Therefore, mentoring and assessment programs are more consultative in nature rather than formal training. These programs involve testing to determine training success or focused discussions. The information from these sessions may reveal the need for retraining, gaps in processes, or additional support. Learning managers may assess individuals or teams through surveys or tests to identify learners who may need mentoring. Assessment may also be used in succession planning as learners who excel reveal their potential as future leaders.

Mentoring gives leadership new perspectives on the outcome of development programs. Mentoring doesn’t have to only involve a senior advisor guiding a subordinate. Peer mentoring between employees at the same stage in their career allows them to learn from one another, creates new opportunities, and increases retention. 

As a former CEO and COO, I have built leaders and their teams for over 30 years. I now count top organizations among my grateful clients.

I can custom-tailor an executive coaching and team-building plan just for you. There is never any cost for a discovery call which you can schedule right here:

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Inscape Consulting Group
Greg Nichvalodoff, BSc. BM (Honors), MBA, PCC, CMC
Office: 604.943.0800
Mobile: 604.831.4734