In the past week, Brandon Hall Group published 12 pieces of research – 2 new proprietary research reports, 3 award-winning case studies, 2 webinars, 2 answers to questions from members, and 3 research-based blogs.

In this blog, we will make public some of these reports (click on the links) as a way for non-members to familiarize themselves with our research:

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Here is an overview of research released the week of Dec. 14-20:

New Research Report

State of Learning & Development: The Struggle with Strategy

This industry perspective presents Brandon Hall Group’s point of view on the state of corporate learning and development as we head into 2016. Learning is undergoing a gradual, but seismic, shift that is slowed mainly by many organizations’ inability to create a thoughtful strategy that closely aligns with business and performance goals. This report shares major research findings from 2015, along with seven critical calls for action and an explanation of Brandon Hall Group’s Learning and Development Framework, which provides organizations with guidance to build a comprehensive framework aligned with business needs.

Executive Summary: State of Learning & Development: The Struggle with Strategy

This executive summary provides a high-level overview of Brandon Hall Group’s perspective on the state of learning and development as we head into 2016. It summarizes major research findings from 2015, along with seven critical calls to action.

Award-winning Case Studies

These case studies – winners of 2015 Brandon Hall Group Excellence Awards – were released for publication this week:

Teknosa Hits the Target with Coaches and Mentors

This awards case study details how Teknosa’s “Golden Goal” project was realized together with Sabancı University, different counselors, and supporters to identify how the needs, standards, vision, organizational structure, and future of the retail company would look like. The project led to an extensive coaching and mentoring program that earned a Gold Award for Best Use of Coaching and Mentoring in Leadership Development in the 2015 Brandon Hall Group Awards.

Microsoft Uses MOOC to Enable Global Sales

This awards case study examines Microsoft’s decision to use a Massive Online Open Course (MOOC) to create sales enablement training to its global salesforce. While MOOCs often have low course completion rates, Microsoft was interested in the agility inherent in an online solution. It motivated Microsoft to pursue this avenue and to utilize the best practices of blended learning instructional design and technology. The results dramatically exceeded expectations and earned a Silver Award for Best Advance in Creating a Learning Strategy in the 2015 Brandon Hall Group Excellence Awards.

Reinventing Tomorrow at Learning@Cisco

This awards study examines Learning@Cisco’s effort, through an extensive education and change management initiative, to relaunch a project management tool that had a low adoption rate and faced great skepticism within the organization due to a flawed initial implementation. The strategy was extremely successful and earned a Bronze Award for Best Advance in Creating a Learning Strategy in the 2015 Brandon Hall Group Excellence Awards

Answers to Questions from Members

One great benefit to Brandon Hall Group members is the ability to ask questions of our HCM analyst team and get quick answers, usually within 24 hours. The questions answered this week included:

  • Do you have anything that shows the impact of frontline leadership development? I need a stat that shows ROI/impact to back up my own research.
  • Where can I find information on best practices/methodology for a needs analysis to investigate learning needs?

Webinars

Research Spotlight: Fresh Insights about Today’s Leadership Development

This session of the Brandon Hall Group Monthly Research Spotlight Series highlighted this year’s newest findings on leadership development that makes a business difference. Laci Loew, Vice President Talent Management Practice and Principal Analyst, shared our new leadership development framework, key data that informs high-impact leadership development decisions, and examples of organizations that have implemented winning formulas.

Improving the Bottom Line: Should Training Graduate to a Corporate University?

There comes a time when an organization needs to decide how to approach learning. Will it be a tactical delivery of skills and compliance training, or a strategic endeavor with an impact on organizational performance? There are some important differentiators between the corporate university model and a traditional training department. Corporate universities traditionally align with an organization’s strategic initiatives, offer a model that compels learners to grow and develop and can actually help boost an organization’s bottom line. David Wentworth and Ben Eubanks, Learning Analysts with Brandon Hall Group, examined what exactly a corporate university is, what it isn’t, and how it differs from standard training functions.

Research-based Blogs

How to Actually Start Utilizing Talent Analytics

An organization’s ability to execute well on today’s talent management relies on the degree to which they have and use empirical knowledge about their talent. This knowledge enables informed decisions about the right number of employees, with the right knowledge, skills, behaviors, and experience. It allows organizations to place the right person, in the right role, at the right time, for the right cost. These decisions and actions are called workforce planning, and this process is informed by talent analytics. In this blog, Laci Loew walks through an overview of talent analytics and how companies can use them.

Applying Marketing Strategies to Sourcing

Hiring organizations last year spent an average of $3.2 million on their talent acquisition budget, and 19% of that budget went to sourcing candidates, according to our research. That’s a considerable chunk of the TA budget used for sourcing, ranking just behind the actual hiring (21%). The lack of success companies have in finding high-quality candidates raises the question of how effectively they are spending their sourcing budgets to utilize tools that lead to quality hires. In this blog post, Daria Friedman analyzes how companies can overcome this challenge.

HCMx Radio: Training Without Coaching is Not Worth the Investment

But two-third of respondents to our 2015 Performance Management Study indicated that it’s critical to hold leaders accountable for employee performance. In the latest HCMx Radio episode, Brandon Hall Group COO Rachel Cooke talks with Sarah Vita, who leads the sales training organization at Prudential. Vita discusses how Prudential successfully implemented coaching across the entire sales function to create thought-provoking partnerships and foster self-motivated problem-solvers.

Mike Cooke

Chief Executive Officer of Brandon Hall Group Mike Cooke Prior to joining Brandon Hall Group, Mike Cooke was the Chief Executive Officer and co-founder of AC Growth. Mike held leadership and executive positions for the majority of his career, at which he was responsible for steering sales and marketing teams to drive results and profitability. His background includes more than 15 years of experience in sales, marketing, management, and operations in the research, consulting, software and technology industries. Mike has extensive experience in sales, marketing and management having worked for several early high-growth emerging businesses and has implemented technology systems to support various critical sales, finance, marketing and client service functions. He is especially skilled in organizing the sales and service strategy to fully support a company's growth strategy. The concept of growth was an absolute to Mike and a motivator in starting AC Growth, in order to help organizations achieve research driven results. Most recently, Mike was the VP and General Manager of Field Operations at Bersin & Associates, a global analyst and consulting services firm focused on all areas of enterprise learning, talent management and talent acquisition. Tasked with leading the company's global expansion, Mike led all sales operations worldwide. During Mike's tenure, the company has grown into a multi-national firm, conducting business in over 45 countries with over 4,500 multi-national organizations. Mike started his career at MicroVideo Learning Systems in 1992, eventually holding a senior management position and leading all corporate sales before founding Dynamic Minds. Mike was CEO and Co-Founder of Dynamic Minds, a custom developer of software programs, working with clients like Goldman Sachs, Prentice Hall, McGraw Hill and Merrill Lynch. Also, Mike worked for Oddcast, a leading provider of customer experience and marketing solutions, where he held a senior management position leading the company into new markets across various industries. Mike also serves on the Advisory Board for Carbon Solutions America, an independent sustainability consulting and carbon management firm that specializes in the design and implementation of greenhouse reduction and sustainability plans as well as managing the generation of carbon and renewal energy and energy efficiency credits. Mike attended University of Phoenix, studying Business Administration and Finance. He has also completed executive training at the Chicago Graduate School of Business in Chicago, IL.

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