Guessing is not a strategy: How to build decision velocity with AI and real-time data
June 10, 2026 | Live Webinar
If your organization is like most others, the training function has been transformed into an entity which supports current and urgent needs in existing initiatives and projects. That appears effective when numbers are crunched in the short-term, but what happens when the economy goes south and your market suddenly shrinks? Initiatives are eliminated or put on hold. No new initiatives are generated. Then what skills does your workforce have to improve the situation?
Not much if they have only been trained on specific initiatives or projects. They don’t know how to innovate. They don’t know how to adapt to market changes. They don’t know how to respond together to recapture success. They may not even be customer-centric enough to retain exiting customers.
Not much if they have only been trained on specific initiatives or projects. They don’t know how to innovate. They don’t know how to adapt to market changes. They don’t know how to respond together to recapture success. They may not even be customer-centric enough to retain exiting customers.
It may or may not be too late for your organization to rejuvenate the training function to build these skills. Training and HR leaders should know what to do – it’s part of their professional culture. They’ve just been suppressing their desires to start such a program. See what they can do to help your organization weather this storm.
Posted on: March 21, 2008 12:42 AM |
Permalink