When Organizations Make the First Move with Executive Education

Posted on July 16, 2019
When Organizations Make the First Move with Executive Education

Instead of waiting for employees to request executive education programs, organizations are becoming increasingly proactive in planning for and implementing professional development in their workplaces.

It is more important than ever that employers retain and develop their most capable workers. This means allocating budget dollars to educational programs.

Executive education is rising in popularity as schools expand their offerings and delivery methods. It is a way for businesses to keep on top of a rapidly transforming society and unpredictable global economy.

Ultimately, it is up to organizational leaders how tuition programs are implemented and what type of opportunities are available to which workers. When organizations are proactive, they have more control over the process and are more likely to maximize their return on investment in executive education.

It helps to start with a thought-out strategy and a thorough assessment of needs and skill gaps. Workers of all generations and backgrounds are open to training and development. However, it is important they understand the reasons it is being offered, how it is being tailored to them and the expectations that accompany the opportunity.

Personal interviews with staff by senior management can determine the most suitable learning strategy for each eligible worker. It is also a chance to restate the desired outcome. There may be a specific skill or knowledge area that needs development, a new job assignment or a promotion to a role involving different responsibilities. Planning in advance how improvement will be measured is crucial to ensuring the lasting impact of a program.

In some cases, it is worth it to reward the most productive workers with an enriching educational experience to maintain their engagement and motivation, even without a pressing need.

Regardless of the reasons for an executive education program, leaders and senior managers need to ensure each employee is accountable for his or her development. Employees must not lose sight of their learning objectives or their role in the organization.

To retain top talent, build loyalty and maximize productivity, it is in the best interest of an organization to demonstrate that it is committed to the long-term educational development of its workers.