In May 2018, Harvard Business Publishing released their 2018 State of Leadership Development research report on top issues around leadership development and explores necessary changes for programs to improve business impact. According to the study, organizational transformation has become the new normal, with 86 percent of organizations having had recent experience with transformation. Successful transformation starts with changing learning and development (L&D) programs to support new business objectives; however, 75 percent of those surveyed believe that these programs need improvement.
We’ll focus our roundtable discussion on the following:
- What are examples of transformations going through and your role in that transformation?
- How can L&D/OD/Talent make an impact during large-scale business transformation initiatives? What role do we typically play and where would we like to play (e.g., being brought in earlier)?
- What are your biggest lessons learned/mistakes?
- Advice for others who are going through big transformation initiatives?
- If you were your business clients, what would they say they like about working with you/want to be different about working with you? How do you partner with extended internal teams who are also trying to partner with the same internal clients? (e.g. HR Business Partner/Talent/IT/PMO) (How communicate value and truly collaborate as equal partner) (Sitting on same side table)
- How do you partner with extended internal teams who are also trying to partner with the same internal clients? (e.g. HR Business Partner/Talent/IT/PMO) (How communicate value and truly collaborate as equal partner) (Sitting on same side table)
- How can our teams
Organizations that consider L&D as business-critical have continued to deliver top performance. In fact, 66 percent of those organizations indicated they had stronger market position than their competitors.