In 2020 HR leaders listed their top strategic priorities as (in descending order) employee experience, leadership development, learning transformation, next generation leaders, and people analytics. Just one year later, however, that list has been radically transformed.
In order to tap into this pool of potentially valuable employees, however, businesses may need to adjust their hiring and other workplace practices.
As companies grow organically, some team members gain more experience and are perceived as natural leaders.
Over the past year, leaders learned (if they didn't know it already) that companies that can reinvent themselves are better positioned to weather crises and thrive. Even when the pandemic ends, though, organizations must continue to give their teams the tools they need to be resilient and able to cope with uncertainty and adapt, so that the efforts made throughout the past year can be sustained and amplified.
When it comes to professional development and leadership courses, it's often the case that the most memorable learning experiences come not from the curriculum but from the interactions among the participants. That's why the most successful learning programs usually have a strong, in-person component. Unfortunately, the COVID-19 pandemic has limited that option and forced companies to rethink how to do their training.