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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.
Communicating Your Learning Organization's ProgramsIt’s hard to create excitement over training programs if employees and other stakeholders don’t understand the value of what you do. So what if you could generate Olympic-sized passion and reactions from employees when it comes time for training? You can. It’s called marketing and learning organizations everywhere are gaining quality reputations because of it.
Creating Team Values at Memorial Health
Memorial Health Development Center Consultant - Human Resources Julie Olsen describes how the organization's CEO focused on five major themes that would make Memorial Health a great place to work.
You can’t do it all yourselfThere have always been partnerships and alliances in the business world, but their use as strategic business tools really accelerated in 1990. Learning organizations have to think about the needs of the business, concentrate on the areas where they can add the most value, and find partners to do the rest.
Showing the Value of LearningMeasurement 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.