I’ve always felt L&D as a department was kind of forced into that space since that’s how traditional organizational design works; skills, tasks, departments, etc. But unlike Accounting or Marketing, “learning” doesn’t play nice with ROI. We have also come to accept that “learning” doesn’t come in one flavor, i.e. training. Most, however, subscribe to
The 702010 Learning (Department) Model Read More »
According to a recent CLO Magazine article/survey, executives added or supported social tech for 3 very big and very common reasons: increase collaboration (47%), increase engagement (42%) and create a culture of continuous learning (60%). Each is sincere but since an investment has been made, measurability is desired and rarely found. There are two problems.
Need to Measure Social? Look Down More. Read More »
You can sense it. An economic slow down is approaching. The dreaded “R” word. When it hits and demand drops, savvy business leaders make moves – fast! Time is critical, head and heart come into play but in the end those functions, process and people that don’t appear to impact the bottom line are deemed
Why Wait for the Storm to Hit? Read More »
L&D, if they want it, is rightly positioned to lead organizational social. At it’s very core social is about community, collaboration and sharing. Those last 2 are vehicles for knowledge, strategy and tactics to be transmitted and are how new ideas flourish and old problems are solved. L&D’s function is helping a business achieve optimal
L&D is Primed to Drive Enterprise Social, So Why Aren’t They? Read More »
So you’ve probably picked up on a recent theme in my posts – organizational design. Now, I’m far from an org design specialist. It’s a field that is deep, has been around as long as there have been organizations, and has numerous authors, consultants and academics behind it. That being said, I am personally curious