Learning, and developing people to perform better, is a strategic business tool. Yet it’s not about the learning that people care about. If you ask someone why they’re taking a training class, pursuing a micro credential, or taking courses that lead to a more traditional certificate or degree the response you’ll receive will center on their next job, a possible promotion, or a new professional path. In this short video I highlight that learning is the tool that’s a part of the advancement process, but the focus isn’t about the content, it’s about their career.
Then what’s the outcome that provides success for both employer and employee? Implementing a career path that clearly outlines the growth opportunities available and identifies the technical skills along with the business behaviors the person will need to be successful in the new role. Then, align these criteria to a learning ladder that shows people how, and where, they can acquire and develop these capabilities.
Developing a robust internal talent pipeline is the real strategic business tool, learning is a key component to achieve this growth. It works best when everyone clearly understands what’s needed to grow using a learning ladder aligned to a career path model. Let’s talk more about how you can use these processes as your strategic business and retention tool. We can Zoom or even use the phone to talk because together, we are stronger, and we don’t need being remote or at a distance to keep us from connecting and engaging – let’s learn and work together! I’ll bring some coffee….
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