Strategy

The American defense contracting firm shifted from annual performance reviews and a promotion-based career culture to one of career enablement — employees are given the opportunity to expand their knowledge of the business and their value to the company through parallel moves that build their skills.

To successfully dial down the pressure for working moms, managers must understand that the realities working mothers face are different from those of their male colleagues and those of women without children.

Data from LinkedIn Learning’s new “2021 Workplace Learning Report” indicates that L&D is well-positioned to have a long-term, elevated role within organizations today, from promoting internal mobility to actively creating a more inclusive and equitable workforce.

The stress, anxiety and uncertainty over the past year have steered workplaces away from wanting strict, aggressive and “traditional” forms of leadership. In 2021, people desire leaders with compassion who are unafraid of showing vulnerability.

As technology continues its rapid advance, those of us on the forefront of workplace learning are wondering: Are we, as humans, learning, pivoting and adapting fast enough to keep up? Enter people skills.

Person-centricity is often the key to a smart learning strategy. L&D is, after all, deeply personal. Leveraging your skill data can help you personalize your learning to all workers.

A longer work life characterized by multiple career transitions and technological advancements will require people to become lifelong learners. But we need an infrastructure that will support learners on this journey.

The key to building a culture in which failure is seen as a learning experience and strategic risk-taking is both encouraged and rewarded is to remain consistent in your approach.

When it comes to talent mobility, a real-life “talent concierge” can beat out any algorithm.

This type of approach is more of an investment of time and energy, but the payoff is substantial.

As organizations head into 2021, L&D is more important than ever, says Asfa Malik, who is the vice president of learning and development at Addison Group.

47 learning leaders across several continents participated in this survey, which revealed how the leadership requirements across various industries have shifted due to the COVID-19 pandemic.

There are 3 shifts that learning leaders can focus on to get better learning requests from their business leader stakeholders.

With so much unrest, uncertainty and rapid change taking place, this is the time to reevaluate traditional systems and make them work for the betterment of our people. Here’s what we can do to shift the learning ecosystem to bring about significant change and ultimately achieve greater business outcomes.

The long-awaited age of transparency for both investors and employees is finally here.