Sunday, March 14, 2021

Learning Summary: Inner-talent-training

 Attitude and culture shift first, tools and techniques training then delivers more. 

High organizational learning relates to high response in recognizing and addressing system constraints, adapt to the ever-changing environment. 

With the increasing pace of changes and the cutting-throat competitions, to effectively respond to the digital dynamics, either individually or collectively, continuous learning becomes an important skill for capability building and prerequisite of developing changeability.


Inner-talent-training Leadership growth comes from identifying opportunities, tailoring development and putting the appropriate level of effort into a continuous process. A leadership development program implies 'doing things differently' as well as 'doing different things' at all leadership levels. To renew organizational energy and rejuvenate business culture, developing leaders is a crucial investment, requiring time and energy, best practices and next practices.

Interactive-talent-development To make a Talent Development Plan, the first need would be to identify the Gaps. Talent Development Plans are often used in a variety of ways, depending on individual and organizational needs. Some companies treat them as something that happens annually (annual event), others use them as the need arises and yet others do a combination. Some use them only for growth and use action plans for improving work that is below minimum standards

Improving-leadership-training Attitude and culture shift first, tools and techniques training then delivers more. Leadership is a life-long learning journey. That learning comes in many forms, classrooms, study, service work in the field, moments of triumph and life experience. It is spiritual, intellectual, and mostly in the trenches. It is a cognitive, cultural, behavioral, and systemic issue as to why we are not getting the impact we need.

Innovating-Soft Skill-Training The spirit of the organization comes from the top. Management plays a significant role in shaping high-performing business culture. In order to improve management quality, how to apply soft skill training to the management employees. Your development interventions may be individual or group training based on the outcomes of the assessments. What soft skills should be taught to the management employees in a short time to help them achieve goals

Identifying-Filling-Skills Gaps-via-Proper-Trainings Training should be a means to an end for improving competence and increased workforce capability. We live in a time of rapidly changing technology and business dynamics, the growth minds, the new skills, or digital capabilities are needed every day. From a talent management perspective, more specifically, how do you identify skill gap issues (some are real, some are “artificial,”) and how to fill competency gaps via proper training?

The “Future of CIO” Blog has reached 5 million page views with about 7600+ blog posting in 59+ different categories of leadership, management, strategy, digitalization, change/talent, etc. The content richness is not for its own sake, but to convey the vision and share the wisdom. Blogging is not about writing, but about thinking; it’s not just about WHAT to say, but about WHY to say, and HOW to say it. It reflects the color and shade of your thought patterns, and it indicates the peaks and curves of your thinking waves. Unlike pure entertainment, quality and professional content takes time for digesting, contemplation and engaging, and therefore, it takes time to attract the "hungry minds" and the "deep souls." It’s the journey to amplify your voice, deepen your digital footprints, and match your way for human progression.


Post a Comment