Category: Organization & Governance

Managing Innovation:  Google and the “Learning Culture”

Managing Innovation: Google and the “Learning Culture”

As we prepare for our annual research conference IMPACT 2008:  The Business of Talent®, I want to mention an important topic which has come up frequently in the last few weeks:  the critical importance of managing innovation.

All organizations in all industries must continuously deal with change.

Our research continues to show that one ... Read more»

The Business-Driven CLO

The Business-Driven CLO

This week we talked with five top Chief Learning Officers representing training leadership at EMC, Extra Space Storage, MetLife, Textron, and Trinity Health. This group of learning leaders will be discussing their L&D strategies and solutions at our upcoming research conference.

One of the biggest topics we discussed was how to build a corporate ... Read more»

Is it time to Re-Centralize Corporate Training?

Is it time to Re-Centralize Corporate Training?

An interesting trend is occurring in 2008.  Over the last 7-8 years organizations have been working very hard to create a “federated” model for training, which centralizes certain core functions (e.g. LMS administration, leadership development, compliance, tuition reimbursement, catalog content) and decentralizes key training areas in sales, onboarding, customer service, and operations.

This organization model ... Read more»

Learning Outsourcing Marches Ahead:  New Economics

Learning Outsourcing Marches Ahead: New Economics

We have always regarded the term “learning outsourcing” as a misnomer.  The very nature of a training function requires that many of the topics, programs, and solutions are outsourced – after all, training managers are expected to be able to train and support every function in the company.  How can they possibly do this without ... Read more»

The New Chief Learning Officer: 2008 and Beyond

The New Chief Learning Officer: 2008 and Beyond

The role of chief learning officer has been hard to define for years.  While it is becoming more prevalent (our research shows that approximately 30% of large organizations have a named CLO), the definition of what a CLO does is changing.
Typically the CLO is defined as the “business leader of corporate learning.”  At organizations ... Read more»

High Impact Talent Management: Top 22 High-Impact Processes

High Impact Talent Management: Top 22 High-Impact Processes

The Top 22 Business Processes which Drive Business Impact


In 2007 we conducted one of the largest-ever studies of corporate talent management:  we interviewed and surveyed more than 750 corporations to gain an understanding of their business problems, their talent challenges, and their levels of maturity and sophistication in 62 different talent management processes.

This ... Read more»

Death of the Corporate University

Death of the Corporate University

In our High Impact Learning Organization® research and workshops we talk with training managers and directors about their challenges in organization, management and governance.  Nearly every organization tells us the same thing:  their current organization model for corporate training is undergoing a dramatic change.  This article summarizes these changes and what they mean for you.... Read more»

Learning Organization Benchmarking

Learning Organization Benchmarking

As organizations evolve their training organizations to further improve business impact, better leverage technology, and become more service-oriented, we find them looking more and more to benchmarking.  As a research organization we have had the opportunity to help dozens of organizations with benchmarking.  This article will explain what benchmarking is and how you can ... Read more»