Businesses didn’t respond to the world going remote, people did. It was our people that made the biggest sacrifices to ensure that our businesses were able to function as normal (or at least, as normal as possible). As the world starts to settle into our new normal work styles, it is again our people who will need to transform, if we want our business to transform.
Engaged employees are productive employees. We have invested significant time and resources over the past
years to create brand new strategies and models for engaging employees and leaders
who may never have the opportunity to meet in-person.
Changing the mindset of L&D organizations to create a digital learning ecosystem to adapt to over 50% of the workforce that plan to never return to the office.
Leaders need new playbooks to help them manage people who they might never meet face to face. Traditional leadership programs won’t cut it.
Remote work changed learning programs overnight, but it did not necessarily change L&D organizations. Many are still struggling
with how they can apply new technology and processes to become more agile and cost-effective, while improving
business performance at the same time.
To respond to the unpredictable nature of work and the decreasing half-life of skills, organizations must reconstruct learning and development (L&D) to enable enterprise and workforce adaptability.Know More
Measuring the return on investment for any activity is the most important metric for any business. It is the same for Learning & Development.Know More