how to profit from innovation - the agile learning organization
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The #1 issue facing businesses is a need to innovate. Innovation is fundamentally about learning and how to keep your rate of learning (as individuals and as organizations) greater than the rate of change and greater than your competition. We think (and research supports this) that it is time for a "Paradigm Shift" in talent development & learning. The need for a strategic and systematic approach to talent development is already underway in many high performing organizations - are you ready for these sweeping, even disruptive trends? This presentation covers the latest trends and what we see as "next" practices emerging and how we, at the Business Learning Institute are working to help CPA firms, corporations, government and non-profits with a new approach to talent development and learning designed to get two things - business results and engaged employees who are willing to give you their discretionary efforts! BLI announces a new era in talent development and learning http://cpa.tc/32fTRANSCRIPT
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How to Profit from Innovation: Building the Agile Learning
Organization Tom Hood, CEO, Business Learning Institute
& Maryland Association of CPAs
Moderator: Tom Hood • Named as fourth Most Influential in
Accounting by Accounting Today Magazine • Top 150 Influencer by Linked-In • Top 25 Influencers in Learning & HR by HR
Examiner • Top 25 Public Accounting Thought Leaders
by CPA Practice Adviser • Working on Learning Management with
AICPA/CPA2Biz, Cloud Curriculum, Performance Management /XBRL, Leadership & Generations
Tom Hood, CPA, CITP, CGMA CEO MACPA www.macpa.org and Business Learning Institute (BLI) www.blionline.org
http://www.linkedin.com/in/tomhood/
www.blionline.org
HOW TO PROFIT FROM INNOVATION: Building the Agile Learning Organization
Historical Context – The Perfect Storm
• Web 2.0 • Globalization • Generations
Source: Don Tapscott - Wikinomics
The New Normal - VUCA
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The Research
A 2012 survey by the Corporate Executive Board showed that 60% of organizations were experiencing a leadership shortage, an increase of 40 percentage points from the previous year.
67% #1 issue is developing leaders & succession
planning
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1. A shortage of creative, agile leaders. 2. Inability to rapidly develop workforce skills and capabilities. 3. Ineffective collaboration and knowledge sharing.
Source: 2010 IBM Global Chief Human Resource Officer study
The top three issues facing human resources & talent development
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Shift Happens
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The high performers in our survey invest more in talent, focus on closing skills gaps, have more customized training and development programs, iden9fy future leaders earlier in their careers, and have robust succession plans in place. They also focus more on “so=” leadership skills such as the ability to embody the organiza9on’s culture and values and to lead effec9vely in a complex global business environment.
Paradigm Shift
Source: E&Y Paradigm Shift: Building a new talent management model to boost growth
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• Innovation – making changes in anticipation of future trends and customer needs • Individual - The ability to analyze, and understand new situations and new business platforms in a timely (proactive) manner. • Organizational – Programs and processes designed to enhance its collective ability to acquire new knowledge and skills, and to stay ahead of the market.
Source: Bersin & Associates
Innovation = Agile Learning
The right talent at the right time with the right
skills
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• Career Path (Ladder) • Competency-based Learning • Curriculum • Compliance Tracking for CPAs • Content – world-class Technical &
Leadership Courses in multiple formats • Context – Line of sight to organization
vision, mission, strategy & culture
Our approach - The Six C’s
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The Bounce
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T
Curriculum design by BLI and AICPA using Top 5 Competencies for future from CPA Horizons research and job levels from the BLI “Bounce” Model.
Leadership and Communications were combined and the 5th category
expanded to include practice specialties for firms and functional
areas for corporate.
Examples would include: Corporate Accounting, FP&A, divisional
reporting, shared services, etc. CPA Firms would have audit, tax,
industry specialties.
These technical areas would have specific curriculums designed to
meet their specific technical competency needs.
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Context - I2a: Insight to Action Strategic Thinking Process
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Your Competitive Advantage “It is hard to plan for the long-term future when you don’t know what is going to happen five minutes from now. Today, a competitive edge based solely on material advantage is thin and temporary; the edge quickly becomes the margin. The ability to define the edge, and the ultimate competitive advantage, is found in the smarts, heart and ingenuity of your people. That’s your powerhouse. Tap that, train it, focus it and mobilize it; now you’ve engaged a network and inspired a sustainable shift.
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Engagement – Alignment - Commitment
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How can we help you keep your L>C?
• Strategy & Alignment • Curriculum tied to strategy • I2a Leadership Academy • BLI Leadership Express - on-
demand leadership support • Social learning In a period of rapid change and
increasing complexity, the winners will be those organizations who can keep their rate of learning greater than the rate of change
and greater than their competition. – Tom Hood
http://cpa.tc/32r
Tom Hood, CPA.CITP CEO Maryland Associa8on of CPAs Business Learning Ins8tute (443) 632-‐2301 E-‐mail [email protected] Web hNp://www.macpa.org Blog hNp://www.cpasuccess.com Blog hNp://www.bizlearningblog.com
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