• What skills does the business need now in five or ten years time?
• Is enough being done to ensure that tomorrow’s leaders are being successfully grown and nurtured from within the organization?
• Has high-potential talent been identified effectively using a pragmatic diagnostic-based approach?
• And does the organization have a robust talent pipeline in place?

There are just some of the questions L&D professionals need to address. Without doubt, one of L&D’s key roles in supporting organizational strategy is to help the organization prepare for the future by developing capability – this means ensuring the organization is ‘people ready’ and can continuously adapt to changing market conditions in order to meet the business goals. TLMM’s skill will assist L&D and Training Heads to understand better their job functions.