What CEO Wants from Strategic Learning & Development?

Identify skill gaps flagged by leaders and design a targeted training objective, not just a learning objective, to fix performance gaps and keep all parties on the same page.

Agree on clear training success criteria and thresholds, such as test scores or international certifications like Cecchetti, while prioritizing business leader goals over traditional metrics.

Conduct a free evaluation for Entraining to gauge participants' current knowledge, plan contextual interventions, and compare with post-Katrina evaluation to measure learning improvement.

Set training in motion by finalizing objective success criteria and preloading evaluation, then choose modes like instructor-led, classroom, self-paced, on the job training, mentoring, or coaching.

Conduct a post evaluation after training and compare it with the pre evaluation to reveal true skill improvement and training success; perform a forced assessment to complete the picture.

Step 6 collects assessment results to confirm they meet the agreed success criteria, then shares outcomes with the business team, ensuring stakeholder agreement and alignment with organizational goals.

Develop a systematic onboarding program for campus hires and new staff to cover leaders, culture, values, work environment, and induction training, then focus on core and functional trainings.

Guide freshers through campus-to-corporate transition with a two-phase onboarding—core trainings, technical, Java, and domain learning—leading to a capstone project and a two-year learning journey to boost productivity and reduce attrition.

Plan two phases of learning interventions to guide the organization through changes in technology, process, and business model, with general awareness training for all employees.

Design role-specific, in-depth training for each function, tailored to technology, process, or business model changes; include assessments and potential level two specialization to empower employees to adapt quickly.

Create an ecosystem where top performers share practical, best practices through multiple channels (email groups, forums, and speaking sessions) and mentor high-potential employees, rewarding mentors when their mentees succeed.

Maintain complete training records and make learning data, dashboards, and avenues, including platforms, library, and assessments, available to individuals, managers, leadership, and clients in real time.

Conclude with a six-step employee learning plan—identify objectives, pre/post assessments, and execute training—plus campus hires, large-scale and role-specific programs, a top-performer ecosystem, and 24/7 access to learning and data.