Developing people and embracing learning is a question of choice. You either adapt, develop and grow, or you stay put, shrink and die.
One of the key indicators of a true leader is a growth mindset, an appetite for learning and a strong focus on creating and supporting a learning culture, one that encourages people to grow, to learn, to move out of their comfort zone and push the boundaries through curiosity and learning.
This belief in learning, and in the ability of their people to learn and to grow stems from an understanding that people will grow the business and that they are the ones who will take the organisation into the future.
It is the role of leadership to ensure that the people who have the potential to make a business and an organisation grow are nudged out of their comfort zone and to pushed to think outside the box, through learning and development, in line with the vision and the business goals of the organisation.
It is critical for leaders and CEOs to champion and actively support a talent development strategy and culture. Ultimately such a choice is one that leadership need to make and commit to, because it comes with a cost. Yes developing people takes time and money, but true leaders understand that when done in the right manner it is an investment in the business.
And why do I say done in the right manner? Because investment in learning and development needs to be strategically aligned with the business vision and goals.
While the decision to develop or not ultimately stands with leadership, strategic talent development and learning is the responsibility of HR. It is the responsibility of people managers to ensure that talent development and learning structures are aligned with business goals.
How?
➡ Clear understanding of business goals, vision, direction and challenges, gained through regular and focused communication with organisational leaders.
🌐 Know and understand the business. HR need good business acumen.
🔃 Create an L&D development architecture aligned with business goals, direction and challenges.
📢 Clearly communicate in what ways the development programme is designed and aligned to strategic goals.
🔄 Be flexible to change, adapt and amend in line with changes in the business.
A change in mindset of leaders in favour of learning and development, has the potential to create significant changes in people and organisations.
"While it may seem small, the ripple effects of small things is extraordinary" Matt Bevin
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