Bringing Learning To The C Suite With Our CEO Training Program


 

To survive and thrive in this dynamic business world, organizations need to continuously unlearn and learn. However, it is not enough that every organization has a learning and development department to handle this. Leaders must rethink the WHYs of learning followed by the HOWs of the learning.

Before we look into the ways of enhancing corporate learning and how a CEO training program is relevant today, more than in the past, let us understand the forces that are changing the learning ecosystem. The basis of competition is changing – it is no longer about products and services, but also about agility, resilience, and the learning advantage – the way organizations are reimaging learning and development. The second force is the way work models are evolving – upskilling and reskilling will become regular activities as we move into new ways of delivering work. Finally, the HOW of learning is changing – it is no longer limited to classroom hours and instructor-led training. The training models should upgrade themselves to meaningful models where employees retain and use the training imparted to them.

Looking for a starting point? Here we go

#1 Learning should begin from the top

Learning should start from the top. It should not be limited to improving the skills and competencies but expanded to improve the overall mode of business conduct within the organization. This is where our CEO training program comes into the picture. This should involve shifting learning from just an HR function to creating a new vertical under a Chief Learning Officer.

#2 Build the new vertical

Once the new learning vertical has been set, you can look to groom architects and create content to engage your employees. This means that tech folks, designers, and content curators need to work in tandem with each other and create a strong function to promote learning and development within the organization.

#3 Make learning a continuous journey

Learning should not be about forgetting. You must be surprised, but the reality is that most employees forget what they are taught in training sessions. Learning should be embedded in the everyday work activities so that employees not only learn but also remember since they would be applying their learnings at work.

#4 Harness the power of the tech

Leverage the new learning platforms that operate on the next-gen technology stack. These platforms provide intuitive and interactive content and make learning a fun-filled and engaging activity. At the same time, it would help you keep track of the entire process, progress updates for individuals, and share content at ease.

#5 Create an ecosystem of learning

Learning should be there right from the last mile employee to the entire community at large. Think about individual learning, team learning, CEO Training Program, organizational learning, and the community at large. It would create an ecosystem involving all stakeholders – customers, suppliers, academicians, and board members.

If you are looking to revamp the learning ecosystem and stay ahead of the competition, you must partner with one of the best leadership development management services firm and leverage an enterprise-grade CEO training program.

At The Taplow Group help you source the best-fit for your organization’s leadership through our CEO search services. To know more about our services like leadership coaching, professional hiring, management consulting, reach out to us at www.taplowgroup.com

 

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