Risk in the C-Suite: It’s time to unleash the power of your people
This report is a new addition to Towards Maturity’s longitudinal research series, investigating trends in modern learning practices at work, with a focus on the priorities of the C-suite – the most senior executives in each organisation.
Research conducted by the top global thought leadership consultancies pre and post the Brexit vote has highlighted a number of common and complex challenges facing the C-suite.
A number of the biggest risks and opportunities concern how the C-suite drives, communicates and sustains a living people strategy. A future-focused business requires a 21st century agile ecosystem. This report will spotlight how moving from transactional organisational learning initiatives to a ‘learning organisation’, will be vital for any business transformation.
The dynamics of these challenges requires a different approach from the C-suite. How they engage and direct their people professionals will be one of the most critical elements within their strategy.
What you’ll learn in this report
It is imperative that the C-suite challenge their business leaders and people professionals to create a learning organisation strategy with pace, one that is based on sound research and delivers the best fit, value and impact for the organisation. Like any strategic investment, the budget should be analysed and where possible internal expertise maximised to reduce cost.
We have curated evidence that helps you:
- Explore the risks shared by the C-suite today
- Expect more impact from your people professionals
- Unleash the power of people
We will show you how moving to a C-suite led ‘learning organisation’ strategy helps you manage risk and prepare for the future.
About the authors
Jane Daly is Founder and Chief People Officer at People-Star, a consultancy with a mission to step up and speed up the transformation and future impact of the business of people and performance.
Jane has been working in partnership with Towards Maturity for a number of years and led Marks & Spencer to become a top-deck learning organisation through the benchmark study. She is currently working with Laura Overton on a number of key initiatives as a Strategic Analyst.
Until April 2016, Jane was the Global Head of Learning & Development for Marks & Spencer. She created an award-winning business led academy model to impact business performance and mitigate critical capability risks. The academy was strategically embedded within the global business and people plan and transformed how senior business leaders, HR & L&D analysed, created and delivered learning organisation benefits.
Laura Overton is the founder and CEO of Towards Maturity – a not for profit benchmark practice that provides independent research to help organisations deliver improved performance through learning innovation. Her work is based on 30 years of practical experience in implementing technology enabled learning strategies for business advantage and is backed by her independent research.
Laura established the Towards Maturity Benchmark to provide organisations with independent evidence to influence positive change. Since 2003, 5,000 people professionals have used the benchmark to help them establish an effective e-enabled learning culture in the workplace. Passionate about influencing change, the core research base is provided free of charge for all L&D professionals looking for independent evidence on which to base their decisions. She was also one of the first to research directly with learners in the workplace and runs the Towards Maturity Learning Landscape to help L&D understand how staff learn what they need for their jobs. To date, over 25,000 learners have been involved in this research.
Qantas Airway, the flag carrier airline of Australia, is on a learning transformation journey. Michelle Ockers, who recently partnered with Towards Maturity as an expert learning analyst, worked with Qantas as an independent strategic advisor in 2017. She engaged Towards Maturity to help Qantas identify how they could create a modern and engaging learner experience.
New evidence from 10,000 workers dispel the myths that business leaders have about how they learn in the modern workplace.
Measuring the benefits of L&D and comms initiatives remains a challenge. Just one in eight learning and development professionals1 believe their organization measures the return on investment of learning programmes. Success can be measured either through quantitative measurement or qualitative change, but whatever approach is chosen, effective measurement is vital to ensure L&D and comms strategies are delivering on objectives and attract future investment.
Micro-learning delivers learning nuggets in easily digestible, bite-sized chunks. Learners can access micro-learning as they need it, on the job. Industry expert Josh Bersin describes micro-learning as an ‘amazing innovation’, explaining that microlearning platforms now let you manage the proliferation of video, assessment, and other small content objects with tools for curation, tracking, recommendations, and AI-based prescriptive learning”.
New research finds 54% of learning is still being conducted solely in the classroom – but change is needed for formal learning to remain effective
Towards Maturity delve deeper into the dichotomy L&D are facing between formal learning and the desire for increased accessibility and availability. Supported by ambassadors, Raytheon Professional Services, this brand new In Focus report uncovers new insight into the most effective ways to improve formal learning by exploring what successful organisations are doing differently.
This brand-new report uncovers new insight into the most effective ways to improve formal learning by exploring what successful organisations are doing differently.
Drawing on 15 years of experience and independent data from over 700+ L&D professionals, 10,000+ learners and 200+ L&D leaders that took part in our 2018 Leadership Pulse survey, Towards Maturity and Skillsoft set to uncover real evidence to highlight where the best opportunities are to develop leadership capabilities.
The ability to change behaviour through habit creation is crucial to becoming a top performing organisation, particularly as learners have the skills to build new capabilities quickly and ‘unbuild’ old behaviours that are no longer relevant. But how do you actually create habits in the workplace?
What does L&D’s relationship with data look like today? With over 150 L&D leaders from a variety of sectors and organisations of all sizes taking part in the Towards Maturity L&D Data Pulse, this report analyses why it is important to use data effectively and outlines pathways to success and real impact.
At a time when L&D are talking about UX and learner centric design more than ever before, their staff have unprecedented access to technology and communities.