Peruse articles about talent development and youll find that many focus on the war for talent, engagement drivers, and the future of work. The days of talent development professionals being asked to exclusively focus on talent development is coming to an end, and its something to be celebrated.
Get employees technologically up to speed through hiring, upskilling, and reskilling. Do your employees know how these tools relate to your organizations success?
While looking forward, we cant lose sight of the fundamentals of learning. I have growing concerns that, as talent development executives, we will lose sight of the process while focusing on the outcomes.
Succession planning is essential for ensuring business continuity and operations, but research shows that not many organizations actually have formal succession plans in place. In fact, the Association for Talent Developments latest research, Succession Planning: Ensuring Continued Excellence, found that just 35 percent of organizations have a formalized succession planning process.
After a hiatus, midcareer professionals may consider returnships as a way to reenter the workforce. If so, you may want to consider launching a returnship program that taps midcareer professionals who have taken a brief hiatus from their careers to care for dependents.
When it comes to conferences, a better slogan would be, What happens in Vegas should NOT stay in Vegas. Share them when you get back.Sharing what youve learned will not only benefit others in your workplace, it may help you take better notes and stay more organized during the conference.
Negotiating skills can take you far in life and in the C-suite. Do you need to convince a colleague to join forces on a new project?
Business acumen is the ability to link keen insights about and a thorough assessment of the business landscape with an awareness of how money is made and then executing a strategy that delivers results. At its core, having business acumen means understanding how your business operates, competes against other organizations, and makes money.
Ive talked to many talent development executives like you who struggle to keep up with ongoing changes in the workplace. Learning leaders understand that the professions best practices of today may be irrelevant tomorrow, and they feel a certain anxiety that they will be unable to keep up with this accelerated pace of ongoing change.
Unemployment numbers are hitting new lows after years of recovery from the 2008 recession, which means organizations must work harder to appear attractive to new and current talent. 2017 Talent Development Compensation, Benefits, and Job Seeker Report , dove into the data to discover just how many talent development practitioners are currently looking for jobs and what they consider before accepting a new one.
UST Global gives minority women the tech skills they need to embark on successful IT careers. Consider a few stats: The National Center for Women Information Technology (NCWIT) reports that women held 57 percent of all professional occupations in 2015, but they held only 25 percent of all computing occupations.
As a result, employees who understand and use their strengths achieve greater levels of productivity, longer organizational tenure, and a higher impact to an organizations bottom line. As a C-suite executive, do you know your strengths and how you can use them to lead and influence your team?
The argument: Employees, not employers, should take responsibility for career development. But if employees likely wont remain with one company throughout their entire careers, and given the evolving work dynamics in place, its to employees advantage to take professional development into their own hands, to achieve their personal goals.
The executive talent officers job is to attract, develop, and retain highly skilled, productive, and engaged employees. All that, plus implementing robust learning and development opportunities to leverage the potential of all employees.
Learn to recover quickly from a workplace blunder. Posting the CEOs name with a typo on the company blog.
Viable solutions for organizations and women themselves to address the gender gap. Instead, Id like to focus on what my colleagues and I at WOMEN Unlimited have learned about moving the needle of gender parity.
Here are five ways to help you leverage the power of your personal brand to stand out and attract the right opportunities for your career and your firm. Youre a C-suite executive for your employer and youre also CEO of Brand YOU.
Dont let fear of failure hold you back. The word fail is firmly nested in its list of top 1,000 frequently used words.
It should come as no surprise that one of the findings from Learners of the Future: Taking Action Today to Prevent Tomorrows Talent Crisis, a research report by the Association for Talent Development and the Institute for Corporate Productivity, is that technology will play a greater role in talent development in the future. According to 70 percent of respondents, blends of live and electronic learning will characterize delivery mechanisms in 2020.
Just because youve reached the C-suite doesnt mean you no longer can benefit from networking. Whats more, once they reach a certain level, few managers grasp that maintaining their seat at the table involves maintaining key relationships.