Making Resolutions or Solutions?

It’s traditional at this time of year for most of us to resolve to change our behavior or meet personal goals. We’ll lose weight, stop smoking or finish that lingering home improvement project. We’ll be kinder and gentler, avoid caffeine or exercise every day. As ardent and admirable as these promises are, they rarely pan out or even survive past Jan. 31. We shake our heads, look chagrined and have a good chuckle at our own expense. Then we get back to being who we are and business as usual. Breaking our resolutions — more so than making them — has become the real tradition.

But, in today’s rapidly evolving business world, this kind of tradition doesn’t cut it. Successful organizations must commit to — and consistently deliver on — their promises. There’s no such thing as business as usual. Enterprises need to reinvent themselves constantly — not just once a year — and apply sharply honed solutions every day to solving the issues that affect their enterprise.

I don’t need to tell you that learning is a critical component of this process of continuous, focused transformation. You already know that. You also know the professional ramifications. Learning leaders can’t afford to be mere mortals, simply planning to add a few more e-learning opportunities or resolving to deploy a new LMS this year. You have to be acutely aware of the bedrock challenges your business faces and dedicated to finding strategic workforce development solutions.

As we prepared this issue for publication, the editors of Chief Learning Officer magazine reached out to several industry leaders and asked them to share their thoughts on the critical challenges they see ahead in 2008. Their responses illustrate both the high stakes and the high impact of enterprise education and development.

Tina Busch, director of employee development and performance at Pitney Bowes, weighed in on aligning learning and development initiatives to the business. Her solution? “Speak the language of the business and ensure that the L&D team functions as human performance consultants — proven strategic as well as tactical partners who can provide quantitative as well as qualitative measurement of impact.”