Blog Post

Office Hours: 3 Ways for L&D Leaders to Become Long Term Strategic Advisors

Cornerstone Editors

Behavioral economics tells us that humans prefer the comfort of the status quo over the effort of adaptation. But, if it's true that 85 percent of the jobs of 2030 don't yet exist, this could be a major problem. What will it take to set the inherently change-averse worker on the track of continuous learning and growth?

In this video, Summer Salomonsen, head of Cornerstone Content Studios, recommends three actions L&D leaders can take to prepare employees for the jobs of the future and truly become their strategic advisors on learning.

First, she says, learning practices should be proactive, not reactive—they should anticipate the company's changing needs. Second, these L&D programs should never be allowed to get stale, but should evolve along with the employees they support. Third, L&D leaders should allow a "culture of inquiry" to spread, one in which employees, fully understanding the need to adapt, will take initiative and pleasure in their continuous professional development.

Photo: Creative Commons

Related Resources

Want to keep learning? Explore our products, customer stories, and the latest industry insights.

10 ways to conduct one-on-one meetings with impact

Blog Post

10 ways to conduct one-on-one meetings with impact

One of the basic premises of being an effective leader is to have regular one-on-one meetings with your staff. Yet often, these meetings feel like torture to the employee, lacking forethought and focus. In such cases, leaders need to recognize that the value of these interactions extends beyond mere formality. To make these one-on-ones effective, leaders should prepare for each meeting, set clear agendas and actively listen to their employees' concerns and feedback.

Schedule a personalized 1:1

Talk to a Cornerstone expert about how we can help with your organization’s unique people management needs.

© Cornerstone 2023