IBM is no stranger to the concept of corporate education. In fact, providing workforce development opportunities is part of the technology giant’s corporate heritage, a time-tested effort to ensure market leadership through top-notch associates trained an
Now the second largest lighting company in the United States, OSRAM SYLVANIA has proved throughout its 102 years in business that it can invent itself repeatedly using technology and redirecting leadership development to attract and retain the most demand
As executives with a strong interest in the delivery of learning, you don’t have to be told that education is big business. Whether your business is manufacturing or marketing, there are undeniable advantages to leading a well-trained team.
We hear the phrases every day: “That’s not my job.” “I can’t help you; talk to my boss.” “That’s just how we do things around here.” “Someone else was supposed to do that.” Such are the warning signs of organizational indifference.
It is a challenge to train toward future states rather than to current practices. Training efforts are being stretched in many organizations to meet the current demands of developing proficient employees in the jobs that exist today. Moreover, organizatio
A more effective way of transferring what was learned during training to on-the-job performance may require a change in the way we think about what learning is. For many, learning is defined as “acquiring new knowledge.” In today’s results-oriented world,
Why would a university of all places need a chief learning officer? Isn’t that like bringing coals to New Castle? Or disciples to MIT? Are not all or most professors CLOs? But looking more closely, and especially from the inside, there are at least three
First came the articles, then the books, and now I see that an entire conference is devoted to the ROI of training. Obviously we’re seeing a backlash against the orgy of IT spending of the late 1990s, and against e-learning initiatives that fell short of
The relationship between productivity and learning has often been hard to demonstrate in the business world. The key question that remained unanswered is how to ensure a value on investment from learning projects. In a broader context, learning presents p
Executives in charge of the learning for their organizations are well aware that money spent on developing the workforce is money well spent. But determining budgets and figuring out how much is the right amount to spend can be a time-consuming and diffic