A workplace culture of learning benefits both employees and organizations. Organizations with learning cultures are more likely to realize positive business results, according to Developing a Culture of Learning: Strategies for Organizational Achievement, a new research report from the Association for Talent Development that Schoox sponsored. ATD defines a culture of learning as "an organizational culture in which employees continuously seek, share, and apply new knowledge and skills to improve individual and organizational performance." ATD surveyed talent...

Companies with dedicated diversity teams also had leaders committed to those efforts. Those who reported their organization performed poorly identified pay equity and representation in senior leadership as the weakest areas.

Companies can retain talent by working with employees and offering accommodations. Yet, despite the many challenges, employers have at least had time to consider what their postpandemic workplace will look like and the benefits they will offer to retain and attract talent.

Throughout the pandemic, to survive, organizations have had to change their business models and how they perform daily activities. In a McKinsey Company survey of 200-plus organizations in various industries, more than 90 percent of executives said they expect the fallout from COVID-19 to fundamentally change the way they do business during the next five years, with almost as many asserting that the crisis will have a lasting impact on their customers needs.

Change isnt going anywhere. And, as you may expect or have experienced first-hand, many organizations arent handling change all that well, with many efforts resulting in failure.

As automation and the pandemic have reduced some roles, companies are redeveloping employees skills to meet other business needs. Even though some industries like healthcare and online retail have maintained growth, one in five Americans has filed for unemployment benefits.

Corporate universities and in-person training are taking the backseat to digital learning options. According to Corporate University Xchange, the value proposition of the corporate university rests both in what it helps a company avoid (prevent a gap) and in what it addresses due to subpar performance (fill a gap), as well as in building on that which currently is in place (building on strength).

The work world has changed, and talent development leaders must step up, reassess, and innovate. Talent leaders have been debating the future of work for many years.

As companies integrate more digital technologies, theyre also expanding the ways employees learn. According to data from McKinsey, even before the pandemic, 92 percent of companies thought their business models would need to change to respond to digitization.

Track short sims to better understand your learners. Those that use short simsquick, engaging, learning to do online learning contentget better metrics than those that use traditional content alone or full games.

This is a crucial characteristic for anyone in the C-suite. Executive presence is an essential trait for anyone aspiring to reach the ranks of the C-suite.

Taking shortcuts will lead to unproductive and likely costly outcomes. When I was a talent development manager at a public accounting firm, I administered the most disastrous learning event of my career.

Learn to find purpose, power, and perspective. It was a time of change: Glam rock was taking the charts by storm the worlds first major computer virus, the infamous Morris (later Internet worm) had reared its head and what was then the Soviet Union had begun its restructuring and the start of its eventual collapse.

Top execs develop emotional intelligence skills to improve their relationships and make smart decisions. Now imagine you receive final signatures for a major contract just minutes before you have to deliver news of a demotion to a member of your team.

The largest obstacle is many practitioners inability to capture metrics that tell the quantifiable story of success in mentorship programs. Mentorship programs are social learning relationships that are transformational for individual employees and drivers for strategic organizational success.

Patrick Bosworth Founder and CEO, Leadership Choice Cultural fit is typically described as the likelihood that someone will adapt to or mesh well with the core beliefs, attitudes, and behaviors within your organization. This, however, may be only a fraction of the total cost of poor cultural fit when compared to lost sales, reduced productivity, poor customer experiences, and reduced morale that result from bad cultural fit issues.

Classic change management advice doesnt apply to transformational change. Ive spent the past couple decades studying what the top scholars in the space have to say, even meeting and working with some.

Director of Talent Management Mary McNevin helps U.S. Venture prepare future leaders while broadening its talent acquisition scope. As director of talent management, McNevin oversees talent acquisition, performance management, talent development, and succession planning and preparation for U.S. Ventures 1,800 employees across the United States.

Learn to purposefully guide your companys culture. Our company has something specialfigure out what it is, cultivate it, transform it, but dont screw it up.

In some organizations, it is becoming tougher to manage peopleregardless of whether they are employees or contract workers. As more and more high-level, independent workers are staffed on projects, hiring managers are learning that they must follow new rules to manage these gig workers, rules that may not seem intuitive and may even seem harsh.