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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

Published in: Business, Education

How to Profit from Innovation - The Agile Learning Organization

  1. How to Profit from Innovation: Building the Agile Learning Organization Tom Hood, CEO, Business Learning Institute & Maryland Association of CPAs
  2. 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 and Business Learning Institute (BLI)
  3. HOWTO PROFIT FROM INNOVATION: Building the Agile Learning Organization
  4. Historical Context – The Perfect Storm •  Web 2.0 •  Globalization •  Generations Source: DonTapscott - Wikinomics
  5. The New Normal - VUCA
  6. 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
  7. 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
  8. Shift Happens
  9. 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
  10. • 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
  11. •  Career Path (Ladder) •  Competency-based Learning •  Curriculum •  ComplianceTracking for CPAs •  Content – world-classTechnical & Leadership Courses in multiple formats •  Context – Line of sight to organization vision, mission, strategy & culture Our approach -The Six C’s
  12. The Bounce
  15. T   Curriculum design by BLI and AICPA usingTop 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.
  16. Context - I2a: Insight to Action StrategicThinking Process
  17. 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.
  18. Engagement – Alignment - Commitment
  19. 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
  20. Tom  Hood,  CPA.CITP   CEO   Maryland  Associa8on  of  CPAs   Business  Learning  Ins8tute   (443)  632-­‐2301   E-­‐mail   Web  hNp://   Blog  hNp://   Blog   hNp://       Follow  me  on:   ü   TwiEer:  hEp://   ü   LinkedIn:  hEp://   ü   Facebook:  hEp://   ü Plaxo:  hEp://   ü Slideshare:  hEp://   ü Youtube:  hEp://   ü Second  Life  avatar  name:  Rocky  Maddaloni