Addressing the global skills shortage

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Addressing the global skills shortage

A vast divide The gap between the percentage of employers and employees that strongly agree and agree that they’re confident in their organization’s ability to develop employee’s skills is massive — 30%. ㅤ ㅤ

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Behind the scenes of Cornerstone’s bold new vision to power the future ready workforce

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Meet the Future, Ready: A Guide for Talent Leaders Shaping the New World of Work

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Empowering people in the age of agility: Real stories of success from Cornerstone clients

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The Business Case for Skill Intelligence

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Countdown to Cornerstone Convergence: Customize your limitless experience

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Countdown to Cornerstone Convergence: Customize your limitless experience

On October 18–20, 2022 at Resorts World Las Vegas, join your peers for three days of limitless learning, networking, inspiration and fun. To help you plan a Convergence that you’ll love, check out the official agenda and design your perfect schedule from over 75 sessions. What accomplished keynote speakers, industry thought leaders, product experts and peers will you connect with this year? This year’s Convergence may be Limitless, but we know your time is precious, so here’s a preview of what you can expect so you can plan even better. The can’t-miss Main Stage Kick off your Convergence experience with a welcome like no other from Cornerstone CEO Himanshu Palsule. And he’s not the only must-see speaker gracing the Convergence Main Stage. Brilliant host and MC, Mark Jeffries will guide you through two exciting keynote speakers (an award-winning comedian, actor and producer, and a ground-breaking astronaut), the RAVE Awards Ceremony, special talent leader panels and more. The lineup is fantastic, but you’ll also want to venture into some great breakout sessions. Build your perfect Convergence – Breakout sessions With more than 75 sessions over the course of 2 full days, there is something for everyone at this year’s Convergence, and your growth, learning and fun will truly be limitless. Product & Tech Jams In addition to dedicated roadmap sessions by platform, when you join a Product & Tech Jam, you can discover how the new Cornerstone enhancements and innovations can boost your organization and people. You can also deep dive with product and technology experts into everything from creating career growth opportunities for your people, advancing compliance and architecting the future with Cornerstone Tech Fabric. You won’t want to miss out on these valuable product sessions. The Content Channel In these sessions, the Cornerstone content team welcomes you into a new world of the ideas shaping the future of learning content. In one session, you’ll discover 5 ways to invite innovation and foster "intrapreneurs" at your organization. In another, you’ll get the chance to vote on which Cornerstone Original series we should produce next! Plus, don’t miss your chance to experience our award-winning learning series, A Seat at the Table live to hear how Cornerstone customers use diversity, equity, inclusion and belonging content to change the face of their organizations for the better. Peer Inspiration Inspiration is limitless at this year’s Convergence, and these sessions will be unlike any other. You can learn directly from your peers in the Cornerstone customer community as they share their creative ideas and strategies for how they use various Cornerstone solutions to uplift their people and organizations. Looking to drive your learner engagement as a Cornerstone Content Anytime customer? Need new ways to market learning content to the public as a Cornerstone Extended Enterprise customer? Your peers have got you! These are just a few of the many inspiring sessions where you can learn from the customer community first-hand. Theory into Practice Learn by doing with Cornerstone experts! Join Theory into Practice sessions to explore key talent management concepts and learn how to put them into practice with demos led by Cornerstone experts. These sessions include creating a skills strategy to create a future ready workforce, analyzing employee engagement with dashboards to understand if your talent development initiatives are working, and so much more. Don’t miss out on these valuable sessions. Influencers & Ideators Come one, come all! Join industry thought leaders and influencers as they discuss the latest trends and research across learning, talent and growth. Whether it’s discovering the keys to unlocking hypergrowth or learning how agile organizations can win with talent, you're bound to find inspiration from leaders’ big ideas for the future of work and talent management. You’ll hear from luminaries including: Josh Bersin of the Josh Bersin Academy David Wilson, CEO of Fosway Group Katy Tynan of Forrester Research Ben Eubanks from Lighthouse Research Stacey Harris from Sapient Research Jessica Miller-Merrel of Workology Dr. Henryk Krajewski from Kilberry David Lewis of Board Member Connect Plus, you’ll hear from Cornerstone’s own talent team — Carina Cortez, chief people officer, Marc Ramos, chief learning officer, Brianna Foulds, vice president of talent and Duane La Bom, chief diversity officer — about what Cornerstone is doing to embrace the future. Network with speakers and peers throughout Convergence Connecting with your fellow customer community and speakers from around the world is one of the best parts of Convergence. And there will be plenty of opportunities for attendees and speakers alike to connect with each other at event breakfasts, Lunch & Learns, Exploratorium, and the highly anticipated Customer & Partner Appreciation Party. Let the networking and fun begin! "Limitless” is the theme of this year’s Convergence because when we come together to learn, share and connect, there’s no limit to how we can grow together. So don’t wait, register for Cornerstone Convergence today and start building your personalized agenda!

Glencore’s bespoke ethics and compliance training boosts employee engagement globally

Customer Story

Glencore’s bespoke ethics and compliance training boosts employee engagement globally

Glencore is one of the world’s largest global diversified natural resource companies and a major producer and marketer of more than 60 responsibly sourced commodities that advance everyday life. Through a network of assets, customers and suppliers that spans the globe, it produces, processes, recycles, sources, markets and distributes the commodities that enable decarbonization while meeting the energy needs of today. Glencore companies employ around 135,000 people, including contractors. With a strong footprint in over 35 countries in both established and emerging regions for natural resources, our marketing and industrial activities are supported by a global network of more than 40 offices. Glencore's customers are industrial consumers, such as those in the automotive, steel, power generation, battery manufacturing and oil sectors. We also provide financing, logistics and other services to producers and consumers of commodities. GLENCORE’S TRAINING CHALLENGES Glencore has invested significant resources over the last number of years to build and implement a best-in class ethics and compliance program and has made significant investments in systems. Glencore recognized that to effectively embed ethical behaviors as a strategic corporate and cultural objective, it would need to adopt a refreshed approach, one which worked globally and communicated the company’s Values and expectations to everyone in a simple and effective way. One of the solutions to tackle this challenge was to work strategically with two key partners, Cornerstone and SAI360, to identify the training needs, design appropriate and engaging learning content and deliver it to the target audiences in an impactful manner. The company realized that the success or failure of this important undertaking would be determined by its approach to a number of specific logistical challenges, including: Geographically remote locations with low bandwidth that could not handle video-and image-heavy content due to internet connectivity. Diverse sets of employees requiring training to be translated into 11 languages. A large variety of employee roles that necessitated Glencore’s training be tailored and relevant for individual groups. A large global presence that made tracking and reporting training progress essential and required streamlined delivery. A large population of frontline workers, most of whom don’t have access to online training. Glencore reviewed several off-the-shelf content offerings but quickly discovered that they didn’t meet the needs identified. In addition, most of the content seemed to only focus on specific industries such as Financial Services and Pharmaceuticals, which did not reflect Glencore’s core business. Furthermore, there was not enough focus in these off-the-shelf trainings on how employees can turn to the company’s Values for guidance in decision making. TURNING TO CORNERSTONE AND SAI360 To address its training challenges, Glencore turned to Cornerstone and its expansive content partner network. Through this first move, Glencore implemented Cornerstone’s widely used Learning Management System (LMS) to digitally transform training across its workforce. The LMS offered Glencore the ability to group its employees in different categories thereby allowing for targeted training assignments. Cornerstone also offers an app that would enable some of Glencore’s frontline and more remote workers to access training courses on their mobile devices. The LMS functions as a one-stop shop for employees and, because of this ease of use, was a clear choice for Glencore. Other benefits Glencore saw in Cornerstone included: A large and experienced support team with key project management skills. The ability to host large quantities of content on servers globally, making it more accessible. Varying administrative rights at the corporate, regional and local levels to ensure a smooth global rollout of annual compliance training completions. Email notifications and automated reminders, escalations and managerial oversight to review, assign and track training. Robust reporting within the LMS that allows Glencore to track in-depth information about employee progress and knowledge retention. The ability to access the effectiveness of its training through deployment of feedback surveys. Cornerstone and SAI360 have collaborated through a strategic partnership for several years, leveraging each other’s expertise as needed. As a leader in the compliance industry and a trusted partner, the volume and variety of courses and topics in SAI360’s library of content is unmatched. SAI360 also has the in-house expertise and capability to transform and manage a training program of Glencore’s size and scope. As a global compliance specialist, SAI360 is able to offer: A comprehensive compliance content library. Bespoke and configurable content to match Glencore’s unique needs. Top-tier translation services supporting 60+ languages. An Instructional Design team to craft an engaging learning experience supported by a robust network of legal SMEs. Dedicated Customer Success Manager for training initiatives. An internal Project Management team committed to managing the full life-cycle of the project. Solutions for co-branded content. Continuous library updates with the latest regulatory changes and new, relevant scenarios. Glencore now had two companies working in tandem to improve its employee compliance training experience. Cornerstone provided the system that allowed for better training management as well as program access for geographically distributedemployees, while SAI360 worked with Glencore to tailor trainings to specific roles and their risk exposure. COMBINING CORNERSTONE AND SAI360 This expert partnership has been pivotal to helping Glencore achieve its compliance training aspirations. Training content quality has risen to the standards the company was aiming for with more focus and relevance for its employees. Through SAI360, Glencore now offers four core courses for its employees: Code of Conduct, Anti-Corruption and Bribery, Conflicts of Interest, and GDPR/Data Protection and Privacy. These have each been customized to fit the unique needs of Glencore and are better targeted towards the employees who present the highest risk for each of these subjects. An added feature is the ability to track employee confidence in the behavioral decisions they make during the scenario-based learning. This has been a journey for all involved. SAI360 and Glencore first focused on streamlining the comprehensive 45-minute learning sessions which proved too time-intensive and detailed for employees. The companies then worked together to design an experience that focused on behaviors more than theory, focusing on real-life situations that employees might encounter at work. By cutting out the excess information that didn’t help their employees do their jobs, most trainings were reduced to 15-minute sessions. Glencore had also emphasized to SAI360 and Cornerstone the need for an effective training assignment and tracking system, to further improve employee satisfaction as well as ensure that each course was tailored to the right audience. This was a key requirement for Glencore. Subsequently, 50,000+ employees and contractors were classified in the LMS by function and/or roles, based on the company’s compliance risk rating. HOW CORNERSTONE AND SAI360 DELIVERED Cornerstone and SAI360 partnered to enhance Glencore’s compliance training program by delivering creative solutions, clear communications and measurable goals. The optimization of content with bespoke branding and improved data collection met the expectations set out by Glencore. Together, SAI360 and Cornerstone designed and implemented a customized system for Glencore featuring: Transparency through Reporting – It is now possible to track employees who may not have company email addresses, and link users from various HR systems. Data tracking and reporting are now much more sophisticated than before. Improved Assigning – The system now has the option to assign trainings to various groups within Glencore. This has helped accommodate the company’s employee risk classification system and deliver trainings to the right people. Translations – The system supports 11 translations for Glencore’s diverse teams. Compliance Assistance – SAI360 ensured that Glencore would continue to have a dedicated compliance contact for project management of training initiatives. Engaging Content – Content is now available in an engaging format that is user-friendly and easy to understand. An Updated Library – A significant amount of custom content had to be created for Glencore’s program, leveraging the continual updates to SAI360’s library that focus on recent regulatory changes and pertinent scenarios. In addition, Glencore developed its own training in-house, targeted at high-risk employees. Improved Analytical Capabilities – The content created for Glencore was designed for maximum data output. Through the LMS and SAI360’s content, Glencore is able to view and report on the number of attempts on any interactive activities and measure how much information employees have retained. About SAI360 SAI360 is the leading provider of GRC, Learning, EHS, and Sustainability software. Its cloud-first SAI360 platform contains flexible, scalable, and configurable modules for a better vantage point on risk management. More information: sai360.com

Cornerstone Create Tool

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Cornerstone Create Tool

Cornerstone Create Tool gives you the power to customize Grovo courses or build new ones from scratch to align with your organization’s needs. Learn how you can quickly and easily edit Grovo courses to match your organization’s key words and themes, create custom courses using various media files, and more. Download this datasheet for all the important details about Cornerstone Create Tool from product capabilities, what you can edit and create, and how it integrates with Cornerstone learning solutions.

Trends at Work

3 ways my HR career prepared me for my customer-facing role

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3 ways my HR career prepared me for my customer-facing role

Throughout my career, I’ve had the opportunity to work in a variety of fields. My first role after undergrad was as an elevator sales consultant. After that, I joined the airline industry, and during my time there transitioned from customer care to operations and human resources. And for 15 years now, I’ve worked in HR, leading talent and recruiting teams focused on the tremendous possibility and contributions of people. When I joined Cornerstone over eight years ago, I was able to take my critical HR skills and apply them to a new area for me — customer success. Now, I find myself embarking on the next step in my career as Cornerstone’s Chief Customer Officer. I’m genuinely thrilled about this new role, and honestly, I feel more confident than ever. The combination of skills I’ve learned throughout my career in HR — empathy, grit and perseverance — and the skills I’ve learned serving our customers around the world have enabled me to anticipate their needs. I recently collaborated with some of our customers and colleagues in Paris, and the energy our teams and customers feel for the future is contagious. During my time there, I gained first-hand knowledge from one of our customers, Danone, about their next-level workforce engagement, growth and learning opportunities. I came away from this trip even more passionate about our work and making sure our customers are always at the center. How to be customer-first in your organization I like to think I have a healthy “customer obsession.” I’m always thinking about what Cornerstone can do better as an HR technology provider and advisor to uncover practical ways to turn ideas into realities. As the global workforce and economy brace for more change and challenges ahead, it’s time for every organization to be laser-focused on their customers’ needs and feedback. Based on my experience supporting both HR and customer-facing functions, here are three ways businesses can practice customer-centricity. 1) Be employee-centric first While I might be partial, I truly think running a customer-centric business starts with being employee-centric. The way your people feel about your organization has a lot to do with how they’ll make your customers feel. If you focus exclusively on customers at the expense of employee engagement, satisfaction, growth opportunities and more, ultimately, you’ll be doing your customers a disservice. Choosing to be an employee-centric organization can lead directly to greater customer-centricity in a powerful way. When your people are successful — continuously learning and growing and fulfilled by their jobs — their energy and excitement can come through in every customer interaction. 2) Let feedback inform your strategy, not define it One of my favorite parts of visiting with customers is hearing what they think we can do better. It’s not always easy to have these conversations, but they can prove to be extremely helpful in guiding your strategy. Let me give you an example. Our customers told us that they shouldn’t have to operate in a walled garden. They’re looking for technology solutions that can integrate easily with others, enabling them to have more options when choosing a solution that’s right for them. That feedback was key to why we made a couple of essential acquisitions this year — EdCast and SumTotal. They allow us to provide more choices to our customers and help them use the best technology that’s right for them. I share this as a great example of how customer feedback can lead to impactful change and growth for the business. When a customer is willing to take the time to share valuable feedback, we must listen. But we also must be careful with feedback and avoid the instinctive response to fixevery gripe immediately. Our job as business leaders is to listen, digest and prioritize decisions for the good of the organization and the collective customer base. I encourage us all to listen more than we speak and always be thoughtful in how we react to feedback. 3) Be a strategic advisor for your customers Often when I meet with customers, they’re very interested to know how other Cornerstone customers are using our products — particularly new approaches to new challenges. Customers want to understand whether they might be missing something in their own approach to learning and talent development, and they also want to get ahead of anything they haven’t yet anticipated. These conversations always remind me that our customers aren’t just looking to us for a quick transaction. They see us as experts in our field with knowledge and insights that they don’t have access to themselves. So as HR leaders, we must go beyond delivering products and services to them and excel as strategic advisors who help them unearth their challenges, strategize solutions and achieve their goals. It’s important not to let your advisership wither after the sale. Make an effort to share trends you’re seeing among your customers, share stories of success regularly and schedule a recurring time to discuss challenges and brainstorm new approaches. You’ll gain the advantage of having your finger on the pulse of your customers’ needs, and you’ll be first in line when those needs turn into new opportunities. A customer obsession is worth the work Being a genuinely customer-obsessed organization takes both time and effort. But if you commit to treating your people well, listening to and prioritizing customer feedback, and consistently counseling and advising your customers, you’ll reap the rewards far greater than your investment.

Impacting  and enabling  lifelong  education,  one learner  at a time

Customer Story

Impacting and enabling lifelong education, one learner at a time

Early on, the Cornerstone OnDemand Foundation team recognized that nonprofits serving their communities around the world lacked access to training. Recognizing Cornerstone had the right technology and relevant eLearning resources, the Cornerstone OnDemand Foundation utilized the Cornerstone Extended Enterprise learning platform to launch programs such as DisasterReady — the largest free and open online learning portal and library targeted to humanitarian aid and international development professionals. “The idea behind the Cornerstone OnDemand Foundation (‘The Foundation’) was a simple one: By investing in the people working in the nonprofit sector, we could help transform, strengthen, and empower communities around the world,” explained Julie Brandt, executive director, the Cornerstone OnDemand Foundation. Brandt continued, “We started The Foundation with the basic premise that we could leverage [Cornerstone’s] human capital management software, our HR expertise, and our ecosystem to help us accomplish this ambitious and important goal.” With that goal in mind, The Foundation began providing technology grants to qualified nonprofit organizations. These nonprofits gained access to the Cornerstone platform to develop their employee base at no cost or a discounted cost. One of the earliest beneficiaries of this technology access, support, and training was the large nonprofit, Save the Children. In late July 2010, a humanitarian crisis occurred in Pakistan and inadvertently shifted how The Foundation addressed building up and transforming communities. Heavy monsoon rains led to devastating floods in Pakistan, impacting one-fifth of the country and affecting millions of people. As Save the Children ramped up its humanitarian relief efforts, it came to The Foundation with an urgent request for more training licenses to support its team. Additionally, Save the Children needed to train thousands of other volunteers committed to assisting quickly but lacked the required skills to respond safely and effectively. The birth of an open platform — DisasterReady Since the Cornerstone OnDemand Foundation was established, the mission has been to transform the way people help people. Having witnessed the catastrophe caused by the floods in Pakistan and the inability to mobilize adequately skilled volunteers, The Foundation realized they could take the Cornerstone Extended Enterprise platform and create an open, online learning site that houses content of interest and relevance to humanitarians from all different organizations. The platform would serve as a central place for the nonprofit humanitarian and development world where everyone could access free learning. And in 2013, DisasterReady was born. Tina Bolding, director of DisasterReady, shared, “While humanitarian work is very rewarding, it is also a very challenging, high-stress, high-turnover job that impacts many people and helps communities in their most vulnerable time of need. And while learning and development opportunities would be even more needed in these circumstances, many times, this much-needed training is not readily available and accessible.” Global impact on the humanitarian sector In addressing the humanitarian and development sector, The Foundation found that the development and growth of employees through learning was a challenge. Nonprofit organizations found it hard to allocate money to their own development, to their own learning, to their own growth. As Kim Hagan, The Foundation’s director of learning strategy and engagement, stated, “There was this huge need for developing the people who work in these humanitarian aid organizations, and it was a perfect opportunity for us to do something we at Cornerstone were really good at, which was educating the world.” DisasterReady was phenomenally successful right from the start. It is now considered one of the most successful humanitarian free online learning platforms with more than 300,000 active global users (160,000 of which signed up in 2020) and more than one million learning objects accessed in 2020. Apart from global citizens who value humanitarian work, major international humanitarian and development organizations utilize DisasterReady. Those include Mercy Corps, International Rescue Committee, Project HOPE, United Nations High Commissioner for Refugees Agency (UNHCR), Oxfam International, Catholic Relief Services, and many others. Bolding shared, “As an example, safety and security is a really important topic for humanitarian organizations. Save the Children requires all their staff members to complete an assessment-based safety and security certificate program in DisasterReady that is comprised of 10 courses and a test. So, we have examples of organizations that use content in DisasterReady as mandatory training for their staff, as well as leveraging content for their learning strategy and their staff development programs." Responding to COVID-19 head-on As early as February 2020, the team started curating and creating content on COVID-19. Partnering with Project HOPE and Brown University, the team co-developed new online courses on COVID-19 for frontline healthcare workers. The DisasterReady team also created original infographics and learning playlists and added courses to the library on understanding COVID-19, including Working Remotely, Fundraising in a Crisis, and Mental Health & Stress Management. Hagan noted, “We partnered with Project HOPE to create COVID training for healthcare workers. We managed this project, and it took only eight weeks. Project HOPE paid for a vendor to create it, but we were heavily involved in the design and putting it out there.” Once the content was developed, the team used the Cornerstone Extended Enterprise’s playlist feature to curate the content and get it in front of users. With the onset of the COVID-19 pandemic in early 2020, DisasterReady content was accessed at even higher rates, reaching all-time highs in active and daily users starting in March and continuing through June 2020. Monthly active users continue at double the levels of 2019, showing the need for learning content in the humanitarian and development space to address 2020 challenges. Content partnership with other nonprofits Of the 100 local and global humanitarian nonprofits The Foundation counts as partners, the majority also donate content they developed to DisasterReady. “Our partner organizations get excited as they see the reach of their training expand to aid workers globally via DisasterReady and the opportunity to co-develop original online content to build capacity in the sector,” stated Bolding. For example, one of the most popular training curricula within DisasterReady was co-developed with Mercy Corps, a large international NGO. The Procurement and Logistics Certificate program is a series of six courses, one test, and is accredited by the Chartered Institute of Logistics and Transport. Of 34,000 registrations, 7,000 learners from all over the globe achieved their certificate in 2020. Other certification programs, enabled through Cornerstone Extended Enterprise, include one on core essentials of the humanitarian sector (16 hours of content and four tests — 515 people certified in 2020) and another certificate program on financial management. Overall, there are more than 1,000 free learning resources in the DisasterReady library, spanning a full array of content from technical courses on water, sanitation, and shelter in emergencies to Excel and unconscious bias training. Focusing on learner growth, learner engagement, and user experience “Even though we’re providing free learning content,” Alec Green, The Foundation’s chief marketing evangelist, emphasized, “it’s really about finding the right learners who have a specific need for this type of training.” Hagan added, “We’re not just looking for anyone to sign up for DisasterReady. We’re looking for people who have a commitment to learning, a commitment to really developing their skills, and the way we facilitate that is by doing a great job of always having great content [in DisasterReady].” The marketing team primarily leverages online advertising and social media to raise awareness of DisasterReady around the world and generate new signups. Once the marketing team introduces and attracts users to DisasterReady, the user experience takes over. Leah Hunsicker, solutions manager for The Foundation, works behind the scenes to ensure that she utilizes and configures Cornerstone Extended Enterprise features to help users seamlessly navigate the portal and find relevant content. To motivate learners to complete their learning, the team unleashes the portal’s power to generate badging, completion certificates, completion pages (which drive learner reviews), and custom emails to remind users to finish courses and certifications. Additionally, learner surveys, learner reviews (totaling more than 100,000 to date), and partner and advisory boards are leveraged to improve the product continuously. Expanding content globally In addition to English language content, DisasterReady also offers content in French, Spanish, and Arabic. In recent years, there has been a commitment to expand the content provided in Arabic. Bolding expressed, “Five years ago, we started working with Mercy Corps and the International Rescue Committee to create a program that would help equip humanitarian aid workers inside Syria.” She continued, “The aim was to make sure that local NGOs inside Syria and the surrounding countries would have access to training [to aid in alleviating the Syrian refugee crisis resulting from the Syrian civil war that began in 2011].” Training covers a wide range of topics, including implementing aid programs, applying for grants, and managing programs with training available in English and Arabic. To date, there are about 230 learning resources in Arabic. What’s next Hagan concluded, “Learning is central to everything we do, and it’s happening all around us [in every single sector, including the nonprofit sector]. We have capitalized on this new opportunity, and in 2021 and beyond, we believe DisasterReady will become the destination for professional development in the humanitarian sector. [DisasterReady] is the embodiment of our mission. It is the most effective way we can provide universal access to education to humanitarians around the world.” Going forward, The Foundation is committed to developing new courses and certificate programs to enable change-makers around the world to learn essential skills, develop their careers, and maximize their impact in the communities they serve. Learn how companies around the globe use Cornerstone to give leaders and their teams the tools and training needed to unlock people’s full potential. Start your demo with Cornerstone today!

How to build the power skills every employee needs today

Article

How to build the power skills every employee needs today

You may have heard the buzz about power skills. People often describe them as a rebranding of soft skills or human skills. But they're so much more than that. This new world of work we're all operating in requires a combination of specific soft and hard skills to be successful. Every employee, regardless of business function, should possess these power skills to succeed in this digital transformation age. For many organizations, digital transformation happened in a hurry during lockdowns. Along with virtual working environments came the need for employees to be digitally savvy, better communicators and competent using a suite of collaboration tools, to name a few. But according to a Salesforce 2022 digital skills study, just 25% of respondents labeled themselves "advanced in collaboration technology skills needed specifically for the workplace." Their responses imply that a large majority of workers still feel unprepared for jobs in the digital-first economy. Organizations need to help employees upskill and feel confident that their power skills will help them operate effectively in this new work environment. The birth of power skills Historically, hiring managers emphasized employees' functional capabilities, referred to as hard skills, more than their interpersonal abilities, referred to as soft skills. Hard skills encompass the skills candidates can demonstrate through previous roles, typically based on their resumes. These hard skills can be anything like coding, bookkeeping, graphic design and so much more. And in today's digital, hybrid work environment, some hard skills are no longer just specialties for specific roles. In many cases, they're an expectation that employees across all functions of an organization can analyze data to make strategic decisions. And while these hard skills are necessary to do the job in most instances, many organizations have come to realize they can teach these skills to employees on the job and don't always have to prioritize them as much when hiring. That's when organizations unearthed an emerging need for softer people skills, such as empathy in leadership, strategic thinking and problem-solving. And digital transformation has amplified that need. Teams had to learn to collaborate virtually, and even jobs that required employees to continue operating in person required expanded tech proficiency. There's also an understanding that organizations are more attractive and enjoyable places to work if they're rich in soft skills. There are all kinds of benefits, like increased productivity, improved customer experience and loyalty, better job satisfaction and retention rates, and greater employee confidence and adaptability. We've now entered the era of power skills, the powerful combination of critical functional skills and people skills. Growing interest in power skills from employees across the globe Organizations aren't the only ones gravitating toward this new era of power skills. Employees across industries are increasingly seeking opportunities to develop their power skills. In the first half of 2022, Cornerstone saw more than 1 billion minutes of learning content consumed, with topics related to power skills leading the charge among learner interest. Courses centered around power skills secured four of the top five most-registered courses during this timeframe, reinforcing the growing need for organizations to incorporate these skills to continue to grow their people and organization. Similarly, power skills also claimed leading spots when looking at top self-directed learning courses, top curation subjects and overall learning time. These courses featured topics surrounding productivity, emotional intelligence, teamwork and more. This growing interest in power skills wasn't limited to just one region. At Cornerstone, learners' increased global interest in power skills topics. In EMEA, for example, the top course topics in the first half of 2022 included personal development, communication, productivity, execution and more. The emerging essential power skills Organizations that focus on upskilling employees' power skills have immediately impacted employees' daily function and their organization as a whole. The power skills critical to the work environment today — and tomorrow — include: Communication and teamwork Team building Business writing Intercultural fluency Bias to action and adaptability Emotional intelligence Leadership and management Diversity, equity, inclusion and belonging Strategic thinking Critical thinking Problem-solving Coaching and mentoring Productivity and collaboration Computer skills Time management Communication tools (e.g., Slack, Teams, Outlook, PowerPoint, Word) Collaboration tools (e.g., SharePoint, Google Drive, Box) Project management tools (e.g., Asana, Wrike, Jira, Monday, AirTable) Digital and data fluency Digital literacy Data literacy Microsoft Excel Data analysis Cybersecurity literacy Personal development and wellness Work-life balance Stress management Mindfulness Fitness Growth mindset As work continues to evolve, you could say that power skills are replacing the power suit as a linchpin of work. Power skills are a must to position your people to be successful in the future of work and grow with your organization. And no one understands power skills better than Cornerstone. If you want to take your organization's skill building to the next level with critical power skills, check out Cornerstone Content Anytime. You can use these subscriptions to build the power skills you and your people need to succeed today and tomorrow.

Skills Building

LMS vs. LXP vs. TXP – A Complete Guide to Help You Decide What You Need

Blog Post

LMS vs. LXP vs. TXP – A Complete Guide to Help You Decide What You Need

The Utility of LMS, LXP, and TXP For many years, the Learning Management System (LMS) has been the foundation of the Learning and Development (L&D) technology. For many years, companies have questioned how technology can be best used to manage their training strategy. And within L&D itself, there were three camps: believers in face-to-face learning, those who were passionate about working with people, and the future-gazing few who loved e-learning tech and claimed that the future was digital. The LMS The “LMS” brought all three worlds together. Training sessions were managed, with enrollments for the classroom captured, joining instructions issued. It also became the place where e-learning could live. The world of L&D became more and more familiar with “SCORM” (Sharable Content Object Reference Model) and other such L&D tech jargon. In essence, there was an acceptance that learning could take the form of both e-learning and in-person learning. As the name suggests, the focus of the LMS was “Management” – the technology-empowered the company to ensure that proper training happened. The current technological landscape has pushed the boundaries of LMS. Yes, there is still the need to manage the required training, but learning is so much more than “training.” The LXP The LXP (Learning Experience Platform) has arisen out of a baseline belief that learning at work is an experience unique for everyone. Just as consumers have freed themselves of the constraints of the television schedule, high street shops, and radio schedules with on-demand services like Netflix, Spotify, and Amazon, corporate learners expect more than a top-down training schedule managed by their bosses. LXPs empowers users to discover content from a variety of sources. They have become popular in suggesting personalized content, recommending third-party articles, index documents, videos, and other digital assets by deploying intelligent methods. The LXP embraces the fact that learning happens all the time in an almost infinite number of modalities. But there is a problem with this. Improving the Learning Experience is excellent (and necessary), but how can companies ensure they push the formal learning? The TXP The next chapter in the saga is the TXP (Talent Experience Platform). The TXP ensures that this improved learner experience aligns with the organization’s goals and the world. Companies today need their employees to develop and learn new skills. The world is changing quicker than ever, with external factors like the pandemic and climate change altering the paradigm for the future of work. The TXP refers to a new employee experience. The end-user is presented with a consolidated platform that maximizes the learning experience and guides the user on required skills related to the company’s unique situation. For example, if your company needs more Data Scientists, the TXP will promote these skills and roles to the current workforce, ensuring that the Talent can change where required. Functional Differences between LMS/LXP/TXP LMS The primary objective of LMS is to distribute e-learning (or face-to-face learning) and administer the company’s internal training. These systems were designed to support critical functions, including registrations, validation workflows, and sign-up sheets for face-to-face training. With the content curated by L&D professionals, it is highly structured, aiding companies in organizing and managing employee learning needs while tracking and managing content consumption. While LMSs offer content and user experience, they facilitate tracking progress and reporting learning performance. Primarily driven by internal Learning Administrators, LMSs don’t allow users to create and consume their content. They are typically management-centric systems for learning focused on business rules, compliance, and other organizational courses. LXP LXPs go above and beyond limited role content to create personalized learning experiences and help users discover new learning opportunities. With LXPs, users are in charge of their learning, not limited to consuming prescribed content. For instance, they house powerful search and personalization functions to screen content from expansive and open-ended repositories. The open-architecture ecosystems and aggregators take learning beyond the company’s repository by integrating with external sources. This delivers better learning experiences and is set up with categorized content, much like streaming platforms, from which users can browse. They are designed to supplement L&D with broader skill development, micro-targeted towards enhancing specific domain/job-related skills. LXPs augment learning interactions by data-driven insightful feedback. This creates a holistic understanding of the impact between learning and on-job performance. With an adaptive learning ecosystem, learners can add new content and decide what to consume and how. Content on LXP can also be learner-generated by collating content from several external service providers for diverse content options. TXP A TXP starts with a user profile similar to social media applications such as LinkedIn. EdCast by Cornerstone's TXP creates an engaging environment using nudges and activities relevant to specific roles, employee journeys, and essential work activities. Our TXP is designed to be conversational. By leveraging videos, short messages, suggestions, chat, and mobile interfaces, the TXP can be seamlessly integrated into the workflow. Additionally, most TXPs, can be combined with existing communication software such as Slack, Microsoft Teams, etc. Unlike ERP systems, TXPs requires no training. Intuitively designed, the UI is simple, making the end-users aware of the use/feature. Unlike integrated Talent Management systems, TXPs are focused, functional, and innovative.Our TXP can input data from the existing ERP or active directory to access user information without duplicating or replacing existing data. TXPs are built using the cloud, making them highly suited for the current digital landscape. The EdCast by Cornerstone TXP is highly adaptable with responsive interfaces and a well-developed mobile application. By integrating AI into its basic architecture, TXPs grow more intelligent and more predictive with time. Our TXP provides actionable insight by analyzing data gained over several hundred employee journeys allowing for tailored recommendations. TXPs are designed to be fun and easy to use. EdCast by Cornerstone TXP, for instance, has gamification integrated with the form of points, nudges, and recommendations. This allows employees to find other people, share knowledge, communicate, and encourage peers. This will go long in building work LMS vs. LXP vs. TXP. Top-down vs. Bottom-up The critical difference between LMS and LXP is that the LXP empowers employees/users to choose how and what content they want to consume. This fosters social and curation-based learning against the structured, organizational approach of an LMS where the company decides the content. In an LMS, the learning material is assigned to specific employee demographics based on business requirements such as compliance maintenance, responsibilities, onboarding, etc. LMS offers robust tools to help develop skills relevant to the industry or role through structured courses. These formal learning courses are an integral part of corporate L&D. In contrast, LXPs are designed for bite-sized content. This includes videos, podcasts, and animations. LXPs allow employees to contribute, share, or curate content. Additionally, an LXP will enable users to interact and build customized resources by offering learners their choice of content. Training delivered through LXPs delivers immersive learning experiences and is more responsive, personalized, and contextual than traditional LMS. This feature of LXPs has been vital for businesses to foster self-driven learning among employees. A TXP takes care of your organizational learning needs in today’s digital landscape while offering room for employees to independently. Additionally, a TXP allows users to focus on their development and career planning by looking at various courses and selecting them based on relevance and requirement. With business resilience increasingly critical, especially in the wake of the pandemic, assessing team-wide skills is imperative. EdCast by Cornerstone TXP allows organizations to build self-assessment and team assessment tools into the system. The Final Word While LMS will continue to be a necessity among organizations, the road ahead will lead to TXPs growing popular by offering the best of LMS and LXP. EdCast by Cornerstone TXP extends and enhances the capabilities of traditional learning platforms by offering structure while enabling free-form learning. This helps employees understand the value addition they bring to the table while building long-term relationships with the company. Creating an effective TXP instills a sense of meaning, growth, teamwork, and healthy alignment once an employee is settled within the organization. This goes a long way in enhancing the day-to-day employee experience to improve engagement and performance.

The history of Juneteenth – and how to honor it this year

Blog Post

The history of Juneteenth – and how to honor it this year

On June 19, 1865, news that the Civil War was over reached Galveston, the capital city of Texas. A brief statement, General Order No. 3, was read aloud. It went like this: The order freed the enslaved Black people of Texas, marking the end of official slavery in the US. The tradition of Juneteenth (a portmanteau of June and nineteen) began June 19 of the following year. Despite the historical significance of Juneteenth, it took until June 16, 2021 for President Joe Biden to sign a bill into law, recognizing it as a federal holiday in the United States. Why learning is an essential part of Juneteenth According to research from Deloitte, educational opportunities outside of the standard unconscious bias training are key to driving diversity, equity, inclusion and belonging efforts. Making sure employees understand the history of Juneteenth and the history of being Black in the United States is important for your DEIB efforts because it serves as a reminder of Black Americans’ ongoing pursuit of racial equity and justice. “Being an ally is critically important in this work,” Duane La Bom, chief diversity officer at Cornerstone, said in a recent blog post. “Sometimes allies feel as if they’re supposed to have all the answers, and it’s the exact opposite...An ally is supposed to listen, learn and leverage their strengths and privilege to help when it makes sense.” Celebrating Juneteenth this year Organizations have moved a little faster than the federal government when it comes to recognizing the significance of Juneteenth. In 2020, 48 major organizations made Juneteenth a permanent, paid holiday, including major companies like Spotify, Twitter and Lyft. In addition to giving employees paid time off to celebrate Juneteenth, employers can encourage their people to acknowledge the holiday in other ways. Pull together a list of ways to support or donate to Black Lives Matter movements or other anti-racism initiatives in their local communities Coordinate with local, online Juneteenth events (like festivals, poetry readings, online celebrations or protests) and encourage your employees to attend Remember: When celebrating Juneteenth at your organization this year, there are also 364 other days a year where you can take action to better support your Black employees and the Black community.

Ensuring your organization is future ready: Cornerstone Originals wins 6 Telly Awards

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Ensuring your organization is future ready: Cornerstone Originals wins 6 Telly Awards

The results are in! Three Cornerstone Originals series — A Seat at the Table, DNA: Sustainability and The Glossary — recently received a combined six Telly Awards. This was the second consecutive year we’ve won Telly Awards. The Telly Awards, for the uninitiated, honor excellence in television and video across all screens. Telly Awards Executive Director Sabrina Dridje stated on their website, “Today, the quality of video work is measured using a new set of values that consider the impact on a global scale. As our community continues the important work of storytelling, it returns with a new perspective rooted in values of innovation, agility, equity, and tenacious creativity.” We joined other 2022 Telly Award winners, The Walt Disney Company, ViacomCBS, GLAAD, Sony Music, The Washington Post and more for excellence in learning content. Go us, but how do these awards help your organization? This year, the Cornerstone Originals series that won Telly Awards covered topics relevant to successful organizations, like Diversity & Inclusion, Workplace Culture, Sustainability and Corporate Training, in innovative and engaging ways. “We are set on breaking down barriers and pushing the envelope in how we deliver authentic, relevant and brief learning content to employees around the world,” said Cornerstone Vice President of Content Summer Salomonsen. The three award-winning series that Salomonsen and her team produced — A Seat at the Table, DNA: Sustainability and The Glossary — are each built to help your organization find success in unique ways. How to have real conversations about DEIB — A Seat at the Table The Cornerstone Original series A Seat at the Table won two gold and two silver Telly Awards this year. In this series, real professionals have honest and authentic discussions about DEIB topics like Asian stereotypes, BLM, ageism, transphobia, mental health, disability and more. To help produce the series, Cornerstone brought on Emmy award-winning producer David Grant as the head of production. Each episode of A Seat at the Table features four non-actors in unscripted, open conversations around sensitive yet critical topics within the workplace. “Nothing is more powerful than a person’s lived experience. Real people sharing their stories and experiences humanizes topics and issues related to diversity, equity, inclusion and belonging. The roundtable format created a safe space for our participants to engage in constructive conversations. For learners watching, we hope that A Seat at the Table will help build the skill of empathy,” said Cornerstone AVP of Original Content Doug Segers. You can bring the honest, perspective-shifting conversations of A Seat at the Table to your organization through Cornerstone Content Anytime. Building a greener organization – DNA: Sustainability Climate change is a dire situation and fighting it starts with learning and skills development. DNA: Sustainability address the actions organizations and their people can take to do their part directly and won a silver Telly Award for it. The series, part of the larger Digital Native Advancement (DNA) umbrella, can help you and your organization promote recycling in your office, work with people who have different views than yours, make sustainable choices while traveling for work and more. Per Segers, “DNA was our first original series built around teaching interpersonal skills to Gen Z, often referred to as a generation of digital natives. Shorter, episodic learning does become an easier ask than longer-form content when people’s lives are busy. It’s about meeting people where they’re at when competing for their time. It’s important for us to make a variety of types of learning available, taking into consideration which formats and genres are popular and how people are consuming content across devices.” Learn what your organization can do to fight the climate crisis with the DNA: Sustainability courses in Cornerstone Content Anytime. Creating a common language at your organization — The Glossary The Glossary, the Cornerstone Original series focused on defining and contextualizing common terms people hear in the workplace in less than 60 seconds, won one bronze Telly award. According to Segers, “The Glossary was born from conversations over the years with both employees and clients. It is essential for organizations to have a shared vocabulary around common words, helping employees understand their company’s broader strategy and better align with employee and corporate goals. This alignment helps prevent miscommunication and improve cross-functional understanding, leading to increased productivity.” The microlearning courses in The Glossary use memorable icons to contextualize common workplace terms. The combination of visual icons with definitions helps the words stick in learners’ memory and provide them with long-term retention. You can ensure that everyone at your organization knows all the same acronyms, initialisms and other business terms when you bring The Glossary to your Cornerstone’s Content Anytime library. More to come from Cornerstone Originals With new, innovative series coming soon, nothing is stopping Cornerstone Originals from releasing more award-winning caliber content throughout 2022. “Innovation in learning content, combined with our organization’s unique ability to connect learning back to skills, reinforces our fierce dedication to providing customers with resources for creating a more engaged, inclusive, future ready workforce,” said Salomonsen. Learn more about Cornerstone Content today.

Talent Strategy

Next-Level DEIB Strategies for the Public Sector

On-demand Webinar

Next-Level DEIB Strategies for the Public Sector

Diversity, Equity, Inclusion & Belonging (DEIB) is an increasing focal point for the public sector, and talent management professionals must ensure their DEIB strategy provides more than just lip service to their people. Creating a culture of Belonging is about more than engagement surveys – it requires concerted effort; leadership buy-in and – most importantly – change that your people see and feel. Join Cornerstone to share experiences, examine common challenges, and discuss strategies for establishing DEIB as an integral part of every aspect of the employee experience. Attendees of this session will review tactical approaches, data-driven best practices, and identify DEIB resources that will help your people thrive and bring their full selves to work

How Westpac Banking accelerated onboarding with MyGuide

Customer Story

How Westpac Banking accelerated onboarding with MyGuide

Established in 1944, the World Bank Group is headquartered in Washington, D.C. With 189 member countries, staff from more than 170 countries, and offices in over 130 locations, the World Bank Group is a unique global partnership working on the mission to implement sustainable solutions to reduce poverty and build shared prosperity in developing countries. As part of a larger strategic plan, Westpac was required to revamp and strengthen its technology environment. The company rolled out a new banking platform and needed to onboard employees to the new system without spending time and energy training, documenting, and organizing workshops. Westpac also needed to transfer knowledge from subject matter experts to new hires and colleagues in a scalable manner. Need for digital transformation Westpac’s IT transformation journey led to replacing multiple legacy HR and financial systems with new applications. The project was of such an immense nature that achieving total adoption of the new system would be difficult. And slow adoption threatened Westpac's ability to gain value from their billions of IT spend quickly. Westpac also rolled out a new banking platform to thousands of employees, including lenders, credit managers, and assessors. Their platform automates and streamlines an end-to-end process for a loan from start to finish. The most challenging problem for the bank was to quickly close loan applications to their customers. Any large-scale project requires an incredible amount of training and support from SMEs across the business. And there was no guarantee that employees would retain knowledge after the training sessions. Westpac realized that users who had access to support in the “flow of work” were more likely to be more proficient within the system and adopt the digital tool than those who only remember training sessions. Westpac’s structure is incredibly agile and requires resources to jump across various projects. Systems, processes, and installation can vary as employees enter new spaces, requiring them to quickly learn the inner workings of an application, business process, workflow, or transaction. This presents a unique challenge of training employees on new systems to achieve desired efficiency and quick onboarding for Westpac employees. The above business challenges required Westpac to look for an in-app training and digital adoption platform to enable contextual guided learning or Learning in the “Flow of Work” at scale. MyGuide, an EdCast by Cornerstone product, offers this exact experience to digital users. EdCast by Cornerstone MyGuide solution To overcome the challenges of faster onboarding, enable digital learning, boost knowledge sharing between employees and increase productivity, Westpac uses MyGuide from EdCast by Cornerstone. They do this through a self-serve model where content is “on-demand” and conveniently delivered inside core applications in order to accelerate the digital adoption of new applications used globally. MyGuide drives engagement and in-app support to ensure that Westpac’s human capital and tacit internal knowledge are shared across the organizations without needing hands-on training or IT support. This allows experts at Westpac to make valuable contributions to internal processes so that best practices are well-known and consistently practiced. User Onboarding MyGuide provides step-by-step guidance as an overlay to the Westpac application with audio/video in native languages. MyGuide enables trainers to easily create multiple interactive on-screen guides that allow users to quickly and accurately complete many complex tasks. This core functionality is known as “GuideMe.” Content created as a guide can also be available as a PDF, PPT, DOC, GIF, and video. This is called “ShowMe.” Workflow Automation In addition to being learned, they can also automate guides. This removes any potential for human error while performing a task and allows users to spend their time on other meaningful tasks. This is called “DoItForMe.” Content Accessibility Next, MyGuide gives users the flexibility to access in-app guides across web browsers so that they can access content on the go, anywhere, anytime. There are substantial productivity gains by having all training content aggregated and consolidated in one place. MyGuide creates a valuable jumping-off point for users to navigate new applications and works with any type of application. Thus, exploring a new application's homepage becomes much easier and more engaging. Employees learn workflows more quickly if guides are interactive and embedded within the application. Search Insights MyGuide provides valuable insights into how users perform within an application, as well as the content and the application itself. For example, the search data from an organization tells them what training areas are in demand. User Engagement Insights Change managers can gain an in-depth understanding of the usage data of each specific application and how it is performing via pages, features, workflows, and funnel intelligence. This allows companies to delve deeper into the overall employee experience to empower higher levels of efficiency. Usage data helps paint a better picture of the onboarding process, the customer journey, and how different types of users interact with an application. Measurable impact Increased System Proficiency Westpac saw an uptick in system proficiency using analytics to monitor guides and user engagement. With a simple view of analytics, they could use the information to drive business decisions across various projects and understand what works best. Insightful dashboards support leaders at Westpac and their goal to get users more engaged. Productivity with Insights During certain events, such as internal restructuring, implementation of new technology, events, or including a manager in a critical process, MyGuide was able to provide contextual insights on adoption and productivity to functional leaders.

How Cornerstone customers are supporting employee career growth and improving internal mobility

Article

How Cornerstone customers are supporting employee career growth and improving internal mobility

Learning is a natural human tendency. But organizations can struggle with harnessing employees' inclination to learn and aligning it to their future workforce needs. Technology can help. According to the Cornerstone 2022 Global Skills Report, 97% of high-performing organizations agreed that talent development solutions should improve employee growth – and that just so happens to be Cornerstone's specialty. We're passionate about learning and helping you achieve your employee development goals. Here's how global organizations use Cornerstone to set their employees up for success and career growth opportunities. Empowering people to take development into their own hands When people are passionate about something, don't stand in their way. Better yet, help them achieve what they set out to accomplish. According to our research, 95% of employees at high-performing organizations say their company shows a sense of responsibility to its employees and helps them develop their careers. When organizations invest in the future of their employees, people take notice. That's precisely what Alstom, a multinational manufacturer, believes. "If you want the employee to drive their own career, you need to give them the tools to be able to assess themselves and then prepare their development plan." Generali, a financial services organization, has inspired employees by allowing "people to access learning in their own time." Employees feel that the learning experience is personalized and can "take control of their own development." Ease of access is important, too, so employees feel empowered to learn rather than bogged down by the prospect. Amplifon, the world's largest hearing aid retailer, found this was key to adoption. "We want to make learning fun and easily accessible. And this is important especially for our employees in the shops because flexibility is crucial due to their filled agendas with customer appointments. Therefore, we created the opportunity to learn and upskill anywhere and anytime, also online or offline, and on any device." For 40% of employees looking for information about skill development and growth inside organizations, their skills and development platform is their first stop. In high-performing organizations, that percentage is even larger. And employees are making it clear that they want even more learning content from their employers – to the tune of 80%. Inspiring organizations to improve promotability and increase internal mobility Skills development and career development go hand in hand. As organizations better align to their future workforce needs, they can guide employees through their career journeys. Adding technology enables employees to chart their desired career path by seeing an integrated view of the skills needed and how it translates to internal mobility. Employees who see a future in your organization are more likely to stay. We found that 74% of employees want more tailored, comprehensive career guidance. And that's what Interfor, one of the largest lumber producers in the world, has served up to employees with the help of Cornerstone. "We're committed to providing employees with a career where they can grow, contribute and prosper. We set ambitious targets for internal promotions and have successfully met those targets. And we think that has a lot to do with our employee development programs. "One of those programs that we believe help us with our success is our career development plan. That is a robust program for employees and managers to have multiple check-ins, communication, and opportunities to develop long- and short-term goals that both work toward organizational goals and their own personal development. Part of that is using the Cornerstone system to ensure that we have our formalized goals setting, mid-year check-in and the year-in-review with the incorporation of development plans as well." Interfor's commitment spans the entire talent development cycle and all levels of the organization, including leadership. "We also focus a lot on mobility and growth and developing our future leaders. So, one of the ways that we do that is with our succession planning, which is called Talent Review. And this is a process that allows managers to identify successors, high-potential employees, any sort of gaps on their team and really help develop the next generation of leaders." Aureon, a business solutions provider, has found Cornerstone courses to be integral to internal mobility because employees have access to learn entirely new skills. "We've had people get promoted. We've had people change departments." It's a win-win. Organizations can fill their current and future roles with talent that's already committed to their culture, and employees get the opportunity to progress their careers in ways they may have never dreamed up.

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