It's Time to Turn Your Learning and Talent Vision into Reality

If you've been in learning or talent management for a while, you've probably had your dreams of better processes and technology held back. Either the technology wasn't there or the organization wasn't ready yet.

And you're not alone in wanting more. CEOs rank talent as the top issue they're concerned about. According to PWC's 18th Annual Global CEO Survey, 73% of CEOs reported being concerned about the availability of key skills.

It's sometimes difficult to envision taking your learning and talent to new heights when you're constantly facing the same challenges-internal roadblocks, external factors and technology gaps-year after year.

So how do you get off the merry-go-round and turn your talent vision into a reality?

Taking your dream forward requires looking at a comprehensive set of technology, service, and support, and having a common vision.

Much of what makes certain learning organizations exceptional is their ability to focus on the highest level. After all, if you can't pull back to view the whole road map, how will you know which way you should go?

There are three key areas you should be looking at in order to drive the full value of your learning strategy:

1. Drive innovation. Automate repetitive tasks whenever possible - clearing your plate allows you to focus on innovative technologies that can move your organization forward. More agile training resources and technologies can make learning personal and powerful.

2. Integrate across multiple solutions. Talent and learning don't live in a vacuum - they have to be considered as part of a larger conversation. Not only is it possible to integrate with various point solutions that help make learning effective and easy to administer, you can also integrate with a system of record, ERP, CRM, or other enterprise technologies.

Predict and proactively take action. Being caught off-guard and playing catchup isn't where any learning organization wants to be. With learning technologies, reporting, and integrations in place, you can better understand the future and plan for it instead of being reactive.

All three of these aspects work together with your vision to create a foundation that builds the learning strategy of your dreams. Successfully incorporating these key areas into your learning strategy allows you to focus on loftier goals and imagine a better future and talent solution for your organization.

It can take courage to take steps to articulate a compelling vision for the future. It requires organizational change, which is always hard. You have to be ready to overcome some obstacles.

Unfortunately, the big challenges facing learning and talent professionals don't have simple solutions. Not everyone understands the need for learning and talent management, but they are important now more than ever. It's not just about analysis, it's about success. It's time to imagine how to bring your learning vision to fruition.

It's time to stop asking "What if?" and start asking "when?" Read our newest lightpaper, What If...Making Your Vision for Learning and Talent a Reality, to learn how Tribridge can help you turn your learning and talent vision into reality.

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