More than one thousand leadership, learning, and talent development professionals were asked about their top challenges in navigating a post-pandemic world with both a scarcity of available talent and high employee expectations. This year’s survey paints a picture of organizations taking experimental steps during a time of accelerated change. The increasingly competitive landscape for attracting and retaining talented employees and the rising expectations of today’s workforce have all combined to put added pressure on human resources professionals and leaders.
Resources in this Stream
One big challenge that makes most L & D professionals nervous is having to show the impact of training in a way that makes sense to senior executives in your company.
Learning design experts Ann Rollins and Britney Cole share how to get the most out of your current learning technology investment to create world-class leadership development experiences.
Researchers at Blanchard posed questions about innovation to executives, managers, and individual contributors.
Training won’t make a difference if learners don’t apply their newly acquired knowledge and skills.
Private sector and public sector organizations have three common organizational goals, which must be met for leadership to be labeled effective.
Ann Rollins and Britney Cole, two members of The Ken Blanchard Companies' Solutions Architecture Center for Excellence, identify key focus areas for L&D leaders to explore as we head into 2021.
Learn how to calculate the estimated return in these three areas: employee retention, customer satisfaction, & employee productivity.
2:06In creating a leadership development curriculum for clients, we look at the entire life-cycle of a leader to identify and provide the skills that are needed at each stage of development.
1:20Discover The Ken Blanchard Companies research on The Leadership Profit Chain which differentiates between strategic and operational leadership.
Learning design experts Ann Rollins and Britney Cole encourage L&D professionals to rethink their leadership development plans to create more engaging experiences for learners.
Learn the three top attributes of coach-like managers and how they can help improve performance across all levels of your organization.
Explore the profound connections between leadership effectiveness, employee passion, customer devotion, and organizational vitality.
Coaching makes a difference in organizations because it addresses key business issues and lets people know what they should do more of or less of to achieve personal and organizational goals.