Leaders see L&D matters, but it remains at a distance.
In total, just 22 percent of the survey's respondents claimed that L&D would be a top-three priority for their organizations in the coming year, trailing competitors such as market growth (33 percent), strategy development and execution (31 percent), and financial management (26 percent).
However, most respondents also acknowledged that while L&D isn't a top focus now, its importance is set to grow. Eighty-three percent agreed that effective L&D is vital to achieving business goals, and 81 percent said that executive education and leadership development are more important than ever. Many also recognized that their company's talent development investments had furthered their careers, with 84 percent saying that L&D improved their business knowledge, competencies, and confidence.
So, why is it that although most senior professionals see L&D as both important to achieving future organizational goals and something that has helped them advance their careers, it hasn't emerged as a top-three priority?
When asked whether other senior leaders at their organization thought past investments in L&D added value, less than half of respondents (47 percent) said yes. Likewise, only 47 percent said that their senior leaders thought that current L&D programs add value and 53 percent said their senior leaders express optimism that future programs would.
Where does this poor perception come from?
According to Corporate Learning Pulse, among those who don't feel that their senior leaders believe L&D investments have added value, "the main reason is that they have not been able to measure the success or outcomes" of these programs.