LEARNING
Developing talent through learning: Determining what and how while balancing competing demands By Tiffany Crosby, CPA, CGMA, MBA, OSCPA chief learning officer As business models continue to adapt to disruptions
Sharing leading practices and providing responsive options
and technological advancements, leaders are challenged
that equip leaders to develop their talent are two ways
to successfully develop talent equipped to navigate the
OSCPA functions as your learning solutions provider.
emerging environment. Professionals are expected to wield an ever-increasing set of skills and capabilities that spans the landscape of people, technical and business domains. Technical expertise is still required but no longer sufficient. In this environment, leaders need to address three challenges as they establish talent development strategies: 1. Determining what knowledge, skills, and abilities are needed and to what level of proficiency.
Determining learning & development needs No magic bullet exists for determining each employee's learning and development needs. From a leading practice perspective, high-performing organizations have developed competency maps, learning academies, or capability models to provide the guidance that employees and their mentors, coaches, or supervisors can use to establish individual learning development plans. In OSCPA’s role as a
2. Creating space for employees to learn the knowledge and skills needed in their current roles and for career progression.
learning partner and trusted adviser, we have developed a
3. Managing learning budgets while still providing relevant, high-quality learning opportunities.
Advance, Town Halls, Accounting Shows, webcasts, sections
22 | CPA Voice
competency model to guide our development and curation of learning content. This competency model is used for and the on-demand portfolio.
