CEO Insight - the value of recognition

As a leader, I believe that we all want our work to have impact, make a mark and leave a legacy.

Organisations spend too much on learning & development that doesn’t always result in both growing your people and growing your business.

At The Oxford Group we’ve been focusing even more attention in the last year on how we can help more of our clients demonstrate more impact on more people to grow sustainable businesses, through the power of external recognition and awards for learning & development initiatives like the Stevie Awards, Princess Royal Training Awards and Brandon Hall Excellence Awards for Human Capital Management. 

In my experience, partnering with independent impact evaluation specialists Boost Awards https://www.linkedin.com/company/boostawards/  has opened up new opportunities to get our clients up there on the winning spot when it comes to the kinds of learning & development solutions they deploy, bringing them 3 benefits:

• Commercial – learning & development focuses firmly on the most important KPI’s
• Reputational – high quality solutions enhance employee experience
• Cultural – truly inclusive leadership development builds inclusive organisations

At a moment when leaders in all spheres are becoming more aware than ever of the shadow we cast, and when people management is being redefined for the new world, it’s a perfect time to raise the bar and create learning & development that can impact at all 3 of these levels.

Be intentional about creating people development that makes a measurable difference in your organisation. Start with the end in mind, your current context and constraints, being clear on the change you want to see and on how you will measure the journey travelled.

Be courageous by inviting external rigorous professional scrutiny by applying for an award. It’s a clear, time effective and rewarding way to raise the bar and to be recognised for the impact you’re making in your business.