As an Organizational Effectiveness consultant, I look to add PROVEN value to customers every day. My value proposition – or where I add the most value – is in developing the people in organizations with a purposeful intent to increase their performance and bottom-line results.
As for the bottom-line, here it is:
Being the best takes a concerted effort from an intentional team. An effort that embeds and involves L&D (Learning and Development) deep into the organizations CULTURE.
According to ASTD (American Society for Training & Development), the BEST are bench-marked by:
• L&D has an enterprise-wide role.
L&D professionals are not just Lackeys holding NEO (New Employee Orientation) classes. They are savvy business partners that are involved in the executive team, they understand and create solutions to business issues and are vital in setting organizational strategy.
• Learning has value in the organization’s CULTURE
Again, the Culture (Language, Beliefs, and Behaviors) embraces learning opportunities for employees and Leadership, alike. These organizations don;t just talk the culture – they walk the culture – they back up their language with BEHAVIORS because of their belief that L&D can and will make a difference. It exists, purposefully, for
the growth of the organization, and helps drive innovation.
The commitment extends to the heights of C-level involvement. Learning is not something that is done at the lower levels. As many of you have heard me say, “They are Growing Leaders, Growing Leaders!”
• L&D is directly linked to individual and organizational performance
The BEST realize that in order for the organization to achieve the desired level of sustained performance, L&D must be aligned with the business performance goals and the measurement of the effectiveness of learning it that it must help drive personal/organizational efficiency and effectiveness.
• Investment is made in learning and performance initiatives
Again, Culture is not about language only – it’s not all talk! You can tell the BEST because they put their money where their mouth is – they fund L&D – they make a strategic investment!
Investment, by it’s nature expects a return. L&D professional cannot expect an endless stream of funding without some level of increase in individual/organizational performance. On the other hand, Leaders need to understand that behavioral change doesn’t happen overnight. As with most strategic initiatives, the return will take some time to play out.
In a study conducted by the University of Pennsylvania (1995 Richard Zemsky). It was discovered that a 10% investment in PPE (Property, Plant, & Equipment) companies realized a 3.8% increase in productivity whereas that same 10% invested into People Development yielded an 8.6% increase in productivity.
On average, the BEST according to ASTD re-invest
• About 0.7% of Revenue, or
• Approx. 10.88% of Profit, or
• Roughly 2.15% of Payroll, or
• $1081 per employee
How about your organization?
Is it’s mantra, “Growing Leaders, Growing Leaders…”?
Is the Learning tied to performance enhancement?
How does it’s investment bench-mark against the BEST?