Challenging Perceptions

Jun 25, 2019 | Featured, General, Research

New whitepaper written in collaboration with Mind Tools and Towards Maturity.

The corporate learning market is rapidly evolving to meet the ever-changing demands of work and worker. The C-suite and L&D leaders can no longer ignore that over 90% of organisations do not realise the full value of their investments.

To create value-adding learning cultures that support today’s consumer learners, the core purpose and approach of L&D needs to focus on performance, creating skills-based organisations rather than job based, and bringing a competitive edge to businesses through capable people who are set up for success.

About this report

This report, based on fresh data gathered over the past 18 months, takes a deep dive into learner behavior and considers whether L&D is getting closer to the needs of its learners, or if it is failing to meet their increasing expectations, and why.

Drawing on lessons from top-performing L&D teams, it identifies the key learning expectations you need to meet, and the changes you can make, to have the biggest impact on bridging the divide that may exist in your organisation.

 

This report is in collaboration with Mind Tools. By downloading this report, you confirm that you’re happy for your details to be passed to the report sponsor, for the purposes of receiving information on relevant products and services. If you do not wish for your details to be passed on, simply contact us for a copy of the PDF.

Download this report

Create an account or sign in to download this report and get instant access to:

  • L&D Benchmark Reports
  • In-Focus Reports
  • Sector Reports
  • Case Studies
  • Free Resources

Download this report

Create an account or sign in to download this report and get instant access to:

  • L&D Benchmark Reports
  • In-Focus Reports
  • Sector Reports
  • Case Studies
  • Free Resources

This report is in collaboration with Mind Tools. By downloading this report, you confirm that you’re happy for your details to be passed to the report sponsor, for the purposes of receiving information on relevant products and services. If you do not wish for your details to be passed on, simply contact us for a copy of the PDF.

Featured content

The Great Training Robbery

The Great Training Robbery

According to research published by Harvard Business School (HBS), organisations across the globe are experiencing ‘The Great Training Robbery’ because the correct conditions and culture for learning are not in place. People are not ready and willing to change, and ultimately learn.

La Vie en Rose, does seeing ‘life in pink’ matter?

La Vie en Rose, does seeing ‘life in pink’ matter?

Learning can be defined in many ways, but most psychologists would agree that it is a relatively permanent change in behaviour that results from experience. The three major types of learning described by behavioural psychology are; classical conditioning, operant conditioning and observational learning. In order for learning to stick and becomes the new normal, all three types require self-driven will. Therefore, how people view the world through their lens matters.

More research

Going beyond ticking the box

Going beyond ticking the box

With 56% of organisations reporting that a lack of learner engagement is hindering the success of compliance within the business, it is clear that something needs to be done to highlight the value of these programmes to learners in order for them to engage with the content and retain the information.

Professionalising learning and development: The CIPD’s new Profession Map and key L&D development needs

Professionalising learning and development: The CIPD’s new Profession Map and key L&D development needs

In a world in which the nature of work, the workplace and workforce are changing at a relentless pace, organisations must respond to change. In the context of such rapid change Learning and Development (L&D) functions play a vital role. The transformation of organisations demands the transformation of L&D practitioners, however many L&D teams are struggling to change.

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