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Learning Myths Busted

“If we only had a ‘seat at the table’, we would be able to really make a difference.” The learning leader’s lament. It is the ultimate goal for corporate learning organizations, yet CorpU research shows that it is rarely the case, even for highly respected learning organizations.

Setting the Stage for Learning

Businesses around the globe try to describe their corporate strategy using mission and vision statements. Well-crafted statements provide employees, investors, customers, and other stakeholders with information about what the company is, where it is going, and how it’s going to get there. Many learning organizations, however, have yet to make the move towards devising and communicating a mission and vision.

Showing the Value of Learning

Measurement matters. When L&D can show the value of its efforts, it is easy to gain support for new program development and to avoid being the “first place companies cut” in a downturn. There are encouraging signs when it comes to how companies are handling this critical aspect of their learning organization, and the work of the CorpU award winners show some of what is being done.

6 Personalities of a CLO

The term CLO is a miniscule component within the overall functions of a learning organization. With 6 key competencies that identify the CLO’s individual roles and responsibilities, why can’t these terms also be used as informal titles for the CLO?

The 1 Secret Every Learning Organization Should Know

Think about how clear the goals are in The Wizard of Oz. If you get to Oz with the witches broom, Scarecrow gets a brain, Tin Man gets a heart, Lion gets courage, and Dorothy gets a trip back to Kansas. No, it isn’t easy and yes, there will be obstacles, but achieving the desired goals is well worth the risks and sacrifices made. Here is 1 secret that every learning organization should know.