The Learning Organization and ROI

August 11, 2016
The.Learning.Organization.and.ROI.Article 856x402

Investing in a learning organization does represent a financial commitment. According to the 2015 State of the Industry report published by the Association for Talent Development and sponsored by Capella University, organizations spent an average of $1,229 per employee on learning in 2014, and that those employees devoted an average of 32.4 hours to learning. So where is the ROI?

  • Meeting objectives. A learning organization can work to help any company accomplish goals for sales, cost, quality, customer satisfaction, and productivity. Making full use of that potential begins with defining a target—for example, increasing sales or reducing costs—and evaluating how learning can contribute to meeting those specific objectives.
  • Greater team and individual initiative. Learners are proven to be more engaged and self-directed and see their roles in achieving the larger goals—and they have the ability to apply newfound skills directly to their work.
  • The ability to engage on several levels. Learning employees have a greater ability to meet technical challenges, such as creating PowerPoint presentations, and adaptive challenges, which is the capability to truly engage with people around a set of ideas.

While there are up-front costs in building a learning organization, the dividends include engaged teams, the ability to better meet goals and objectives, and, most important, greater opportunity for long-term growth.

Read the third in our series of Connections to Growth: Leadership guides, Leveraging the Learning Organization, to discover how learning can spur your business’s growth.

It may cost more up front, but educating your team pays off in the long haul.

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