Strategic Human Capital Insights

The State of Learning Transfer – A Business Imperative

Posted by Joanne Flynn

6/30/15 3:00 PM


By most estimates, only 10 – 30% of training transfers into job performance. That low estimate creates a trillion dollar training problem in the U.S. alone.  The whole area of learning transfer – has been significantly neglected as a business discipline.  As a result, companies are now being forced to evaluate if their training is having business impact, adding value and delivering the strategic advantage that it should. 

Learning_TransferTo deal with this issue, there appears to be a global movement of people who are filling the potential vacuum in both corporations and the entrepreneurial market.  It’s a force not only in the West, but in the Middle East, India and Asia. The outdated learning and development models of the past are being questioned and broken.

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Topics: Learning & Development

10 Critical Success Factors for High Impact Learning & Development

Posted by Joanne Flynn

12/18/14 9:30 AM


This blog was co-authored by Joanne Flynn, Jim Bosserman and Debbie Gower. This article brings together perspectives and research from three strategic performance and learning and development professionals.

Part 6 - Learning & Development Series

When an organization is going through change (however initiated), its ability to strategically leverage Learning & Development (L&D) to accelerate the business through the cycle of change can be a key, strategic differentiator. 

Employees who feel satisfied and successful are more engaged and perform at a higher level. This final stage of satisfaction and success is rarely achieved automatically without deliberate planning, action and accountability.

Accelerating through the cycle of change can move an organization to peak performance faster.

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Topics: Learning & Development

Learning & Development Series: [Checklist] How Does L&D Partner with the Business?

Posted by Joanne Flynn

12/9/14 12:53 PM

This blog was co-authored by Joanne Flynn, Jim Bosserman and Debbie Gower.  This article brings together perspectives and research from three strategic performance and learning and development professionals.

Part 5 – Learning & Development Series

“In the end, we expect our people capability to improve and our results to be better.”[1] - David Novak, CEO of YUM! Brands

How many other leaders have utilized learning to improve the performance of their business as effectively as David Novak?  It is our observation that while many have utilized learning as a catalyst for improving business results, there are other leaders who, in looking back, would observe they only wished they had spent more time and effort on improving the capability of their workforce. 

In our case study, the role of learning and development (L&D) varied through the four transformations and the business results were dramatically different.  It’s not uncommon for businesses to be distracted and forget about the power of learning to help improve the performance and accelerate the pace of change of the business and its people.

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Topics: Learning & Development

Learning & Development Series: How Can the Learning Function Deliver Relevant L&D and Business Value?

Posted by Joanne Flynn

11/20/14 8:30 AM

This blog was co-authored by Joanne Flynn, Jim Bosserman and Debbie Gower.  This article brings together perspectives and research from three strategic performance and learning and development professionals.

Part 4 – Learning & Development Series

What happens when you make learning a strategic investment in your people?  You “move the dial” on individual and organizational agility and, thus, the performance of the business.

In our series demonstrating why learning and development (L&D) is critical to an organization’s success, we offered points of view about:

Discover more about the Learning Function itself and its true need to:

  • Establish an active partnership with business operations to understand changing business and related workforce L&D needs
  • Validate the results-driven connection between L&D investments and desired business outcomes
  • Touch the “minds and hearts” of the workforce to reinforce commitment to individual and collective organizational improvements
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Topics: Learning & Development

Learning & Development Series: Workforce Development - Why You Should Want to “Take People with You”

Posted by Joanne Flynn

11/13/14 8:17 AM

This blog was co-authored by Joanne Flynn, Jim Bosserman and Debbie Gower.  This article brings together perspectives and research from three strategic performance and learning and development professionals.

What happens when you make learning a strategic investment in your people?  Discover two real life stories showing how “taking people with you” achieves business performance objectives.  

This is the third post in our series demonstrating why learning and development (L&D) is critical to an organization’s success. We’ve previously set the stage for 1) why L&D needs to elevate its game to support organizational growth and change initiatives and  2) leadership’s “make or break” role in L&D.  Today we highlight the workforce … the “arm” of the organization that executes strategy and a key differential for success.

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Topics: Learning & Development

Learning & Development Series: The Critical “Make or Break” Role of Leadership

Posted by Joanne Flynn

11/4/14 10:21 AM

This blog was co-authored by Joanne Flynn, Jim Bosserman and Debbie Gower.  This article brings together perspectives and research from three strategic performance and learning and development professionals.

As we described in last week’s discussion, the first blog in our learning & development (L&D) series, L&D is critical to an organization’s success. It’s not surprising that CEO’s of organizations continue to assert that talent is their #1 or #2 concern, particularly as it relates to skill gaps. [1]

Significant business change typically requires:

  1. Reassessment of business strategies, operating models, organization structures and competencies (i.e., knowledge, skills and behaviors) to address the very nature of work being performed
  2. Answering the questions of our people: “How do I get my job done to my very best ability?” and “What is in it for me?”
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Topics: Learning & Development

Learning & Development as a Growth Accelerator: Sales Force Application

Posted by Joanne Flynn

10/28/14 11:53 AM

3 competency considerations for when
learning & development can help accelerate strategic growth goals

As we get into the fourth quarter, the strategic planning time for many companies, this is a perfect time to review your sales force competencies.  For many organizations, the sales function is the front line into the marketplace. Keeping the sales function aligned with strategic goals can and does have a significant impact on growth. So how do you ensure your current sales function is robust, ready and upskilled to accomplish the task?  When is it appropriate to determine if it is time for learning & development to play a part in accelerating strategic growth goals?  


Going Beyond the Numbers

Sales numbers give you only one part of the total sales story.  Dig deeper, behind those numbers, to determine what they really mean.

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Topics: Learning & Development

Learning & Development Series: The Shift from a “War for Talent” to a “War to Develop Talent”

Posted by Joanne Flynn

10/15/14 1:13 PM

This blog was co-authored by Joanne Flynn, Jim Bosserman and Debbie Gower.  This article brings together perspectives and research from three strategic performance and learning and development professionals.

What is the role of Learning & Development (L&D) in an organization’s growth and transformation?

What is the role of L&D in dealing with continuous change?

6 Key L&D Strategic Issues

Learning & Development is critical to an organization’s success. Although the “war for talent” focused attention and efforts on recruiting since the late 1990’s[1], the “war to develop talent”[2] recently emerged more prominently on CEO agendas. Why?  Concerns over talent shortages and skill gaps have created obvious obstacles to achieving business performance and transformation goals.

As a result, the investment and ROI to elevate organizational learning functions has become just as, if not more, important as “buying” talent through the recruiting function.

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Topics: Organizational Effectiveness, Learning & Development

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