EDGE Leadership GAP and Knowledge Assessment

There are common problems including low engagement and low participation in learning management systems (LMS) and training management systems (TMS) in many organizations. While these systems have great potential to improve associate development and contribute to the organization's overall success, they often fail to provide value due to a lack of motivation and accountability.

To address this issue, you suggest that L&D leaders need to focus on personalized learning that considers individual needs and competencies. This can be achieved through gap analysis and personalized learning plans that target specific areas of improvement. By doing so, associates are more likely to be engaged and motivated as they see the direct relevance of their learning to their current job and future career aspirations.

A GPS-like approach, where individuals are given clear direction on where they are and where they want to go, can help improve engagement and utilization of learning systems. By providing a clear roadmap, associates can focus on their areas of development and climb the ladder of their career aspirations.

Overall, it seems that a more personalized and targeted approach to learning is needed to improve the return on investment in learning and development systems. By considering and measuring individual needs and competencies, organizations can better engage associates and help them achieve their full potential.

Give us a call or send a note today regarding your needs and unique interests for discussion and complementary consultation.