Comments on: In jobs crisis, in-house talent development is key Thu, 21 Jul 2016 07:57:19 +0000 hourly 1 By: DDworkin Tue, 06 Sep 2011 13:42:54 +0000 There’s no substitute for targeted, on-the-job learning experiences– particularly when they’re supported by the kind of guided reflection, discussion, and evaluation that Wes describes. But part of learning is failing and determining how to do better next time. In today’s ultra-competitive marketplace, risking missteps with critical business decisions could potentially lead to disastrous results. Of course, the appropriate checks and balances can go a long way to mitigating risk, but executive-level review is time expensive. Up and coming senior managers have earned a level of trust that enables the organization to participate in developmental programs like those described above without the organization gambling excessively. But what about more junior employees? Surely, they need to be developed too if we’re considering the business’s long-term viability. For them, training alternatives like e-learning or classroom based experiences are proving grounds that enable the organization to more effectively build the next generation of top talent.