Wherever we look, we can see the boycott. Executive education business models collapse under the beginning of digitization. Not surprisingly, executive education is also changing, and the challenge is clear: how can we achieve deeper education without ignoring the need for speed and speed for executives?
Gone are the days when executives spend 10 weeks attending the management program. Two weeks is a rare breed reserved for selected master programs. In general, even taking a few days of training is considered a luxury. The shorter sessions are highly required, especially in view of the desire for immediate and measurable impact.
Current Executive Development Trends
How can we provide executive education in such short periods of time when content is constantly changing? Marco Serrato, a board member of Unicon, says: “The value of the old proposition” Come to learn with me and what you learn will be useful for the next 20 years “is no longer true.” Can providers update their content fast enough? They will use the opportunities that technology can offer?
Many already do: organizations and explore the use of stereoscopic teachers. Simon Vuillaume, director of international projects at CEGOS, expects that within a few years, the attendees will support AI’s executive training, for example, helping them revise their negotiation skills and advise on trading methods prior to meetings with clients.
New executive education providers enter the market. In the past, the focus was on business schools and the establishment of training companies. Now, consulting, technology companies and research companies provide executive education and delivery services, which, of course, still surround the hundreds of individual trainers who serve this market.
What Executives Need
Despite these trends, the three basic needs of operational development have not changed:
First, even at the executive education level, knowledge is needed in a variety of areas. Business schools and training companies offer knowledge through online seminars and other programs. The technology allows short pieces of content to be connected to deepen the separation. For example, the University of Singapore often provides management with program-specific content for their students after their programs.
Second, executives need deep individual learning. Again, technology can meet this need. For example, the European School of Management and Technology in Berlin uses a virtual exercise for escape rooms, followed by a briefing of trainers. It can also provide this type of learning through traditional methods, and extends for long periods of time. Kornferry Hay Group, for example, uses questionnaires and self-assessments over a year to develop self-understanding and thus, self-development.
In response to this need for personal learning, the training started. Many training providers offer training after training and even business consulting. When participants only need quick support on a particular topic such as a business strategy, trainers can provide this support in e-mail and other communications. The whole learning experience has become more personalized. As Professor Jimmy Anderson says, “The key is now” enough “,” just in time “and” just for you “.
Finally, executive education in india needs to communicate with their peers, which requires classroom experience and shared experience outside the classroom. In this area, providers improve the allocation of correct interventions with their customers. As Christina Schulte Koch, vice president of leadership and culture development at Deutsche Telekom, points out, “In my view, there is no way to avoid common creation with the customer in the future. Implementation … “.
Thus, the key is how to develop suppliers of smart monitors who are outside the company in the partners and integral parts of the company’s development process. To start this path, some providers have begun to develop platforms that automatically alert them to the skills individual executives need to thrive at specific times in their careers.
Ken Taylor, the head of the training industry, identifies the industry’s main task: “Executive education providers must become students, learn as much as they can about the company’s goals and make sure that the learning journey they are creating for them is truly aligned with those goals.”
This mission is supported by Amnesty International, but it is very humanitarian. Changes in the market actually help executive education get to the point that it has long wanted to be: helping people get the best in themselves and the companies they lead.