LINKEDIN LEARNING: Chief Learning Officers—the folks who head-up learning and development initiatives for companies and organizations—are frequently tasked with delivering new and engaging learning opportunities for workers. But return on investment for special training isn't always easy to measure, making it difficult for CLOs to get other executives on-board with new resources and programs. A recent LinkedIn report offers five ways for learning and development professionals to get around that barrier. Here’s a peek:
1. Don’t just take orders, identify real training needs: Know how to pinpoint where your organization is and how it’s doing, but also predict what sorts of needs and skills your company might need in the future using models like the “Greiner Curve.”
2. Develop a tightly executed communication plan: A strong communication play should strategize and customize outreach to both internal and external audiences. Doing so is important to keeping all channels informed about different learning opportunities and problematic skills gaps.
