For Western Union, a financial services and communications company featured in this issue’s Spotlight article, aligning development to strategic need is one of the pillars of its talent development vision.
“I’m proud of the way we’ve connected learning to moments that matter during significant organization change,” says Josh Craver, vice president of talent management at Western Union. “I believe that learning done in the absence of a need to change or perform in a certain way isn’t effective.”
This issue of CTDO magazine explores several talent development solutions that can meet your people at such points of need. We calculate how to measure the value of coaching in Prove It, argue the benefits and drawbacks of social learning in Debate, propose a new approach to identifying and growing high-potential talent in Hot Topic, and suggest how to appropriately sell training to less engaged participants in Confessions From the C-Suite.
We’ve watched the talent development function transform in recent years as we move from a narrow focus on workplace learning and training to a larger umbrella of purposeful people development.
Craver explains how the definition of talent development has evolved for his company: “Over time we have adapted our approach to be more self-directed. We encourage people to own their development and growth. This allows them to be empowered to take ownership and drive their development.”
And what about your talent development future? How are you driving your own professional development in 2017? Wendy Terwelp, author of Career Hacks, suggests some “rock star moves” to revolutionize your personal brand for the coming year.
Thank you for your interest in CTDO magazine, full of essential insight for leaders like you. As always, I’d love to hear your feedback about this issue. What article was your favorite? Which column is most beneficial in helping to inform your role as a talent development executive? Please contact me at any time with your thoughts.