Your people have skills, but are they “future ready”?

When many generations in the current workforce started their careers, the so-called “half life” of a skill (the point at which it loses half of its value and relevance to the person and/or organization) was measured in decades. Now, for most general skills, that’s down to five years, and just around three years for more technical skills.

And, that’s for EVERYONE in the organization.

Instead of thinking and learning in five-year chunks, learning conversations with your people have to occur quarterly, both to validate the skills that are relevant TODAY and to build the skills that they will need TOMORROW.

Why a fractional Chief Learning Officer?

If you’re a small to medium sized enterprise, it’s understandable that you don’t have a dedicated learning or training capacity in-house. That doesn’t mean that you don’t have people who implement learning programs, but the capability you’re most likely missing is how that work fits into an integrated talent and learning strategy.

Talent is the leading edge of building your organization’s capacity for success. That means attracting the right people, putting them in the right roles focused on the right work, and moving them through whatever your talent pipeline looks like.

Learning is a key part of what gets them to the level of capability they need to succeed in those roles: it should never be done outside of an integrated framework.

Our fractional Chief Learning Officer solution gives you the expertise you need to design an effective integrated strategy for talent and learning. Most often, that means navigating the vast array of learning offerings that are the right choice(s) for your people… if only you knew what they needed.