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senior professionals understand and recognise the long-term benefits of learning and leadership development, even if it isn’t a number-one priority at present,” says Silveira. Only 24% of respondents in

this year’s survey cite learning and development as a top-three priority for the year. In addition, 22% claim their company must address this challenge in the next three years. Senior professionals report that,

instead of learning and development activities, their organisations are more focused on market growth (33%), strat- egy development and execution (31%), and financial management (26%). “While this might suggest that

corporate learning and development isn’t valued within organisations, a deeper analysis of the results reveals otherwise,” Silveira points out. “Some 58% of senior professionals believe that these programmes can deliver tangible and intangible value to their organisation – and the same percentage believe executive education and leadership development are the keys to holding onto their best employees. “What’s more, 53% agree that

investing in their employees via learning and leadership development programmes drives change and innovation in their organisation. Tis highlights the correlation between employee development and how that can help organisations meet their

business priorities of growth, strategy and sound financial management.” Te 2017 research reveals that 84%

of senior professionals believe that learning and leadership development programmes have improved their business knowledge, competencies and confidence. Some 83% believe that these programmes are vital to achieving business goals – and 81% say that exec- utive education and leadership devel- opment are more important than ever.

Learning and development priorities

While the world has experienced unexpected and volatile change over the last 12 months, senior professionals report having consistent learning and development priorities from 2016 to 2017. Tey say they want programmes that help them plan, implement and lead more effectively within their organisations. Te top corporate learning needs

for senior professionals continue to be customer engagement, along with

The largest gains in learning priorities are in managing reputation and risk (from 49% in 2016 to 54% in 2017) and commercial acumen (from 46% to 54%)

strategy and planning. Since 2016, the largest gains in learning priorities are in managing reputation and risk (from 49% in 2016 to 54% in 2017) and com- mercial acumen (from 46% to 54%). Te key talent management

issues are now said to be recruitment, training and executive education/ leadership development (each identified by 38% of respondents). Tose in Germany and China

were most likely to identify talent management issues that needed to be addressed in their organisation.

Living up to expectations

“Our research has found that learning and leadership development programmes haven’t lived up to senior professional expectations,” Silveira says. “However, senior professionals are optimistic that future programmes will be worth the investment. While they believe in the value these programmes can deliver, only 47% say they’re highly satisfied with their current corporate learning programmes.”

30 | August 2017 |


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