Some organizations understand what it takes to do talent development exceptionally well, including those that have won a BEST Award 10 or more times, earning the Association for Talent Development's Best of the BEST designation. What are their secrets?

1. Tie learning to business objectives.

Align it with business direction and strategy as well as people, both employees and customers. Partner with other business units to determine the necessary skills to meet clients' and the changing industry's needs.

2. Create a culture of learning.

Learning should radiate through the organization. Offer accessible and relevant learning opportunities and enable employees to have autonomy and learn at their own pace but with guidance.

3. Have leaders serve as role models.

They can function as coaches and advocates for learning and act in a leaders-as-teachers capacity. They also should share experiences, exemplify organizational culture expectations, and encourage risk-taking and experimentation.

4. Provide development opportunities to everyone.

Make training and development available at every point in the talent life cycle instead of only for high potentials and leaders. Further, make sure employees understand how development completion will enable them to progress in their careers via learning paths.

5. Use data robustly.

Data is critical for astute decision making that will drive innovation—tap into it at the organizational level, the program or business unit level, and the individual level.

SOURCES: IBM, INFOSYS BPM LIMITED, TATA CONSULTANCY SERVICES, TELUS, UNIVERSITY HEALTH, AND WIPRO LIMITED