<p align="center"><em>"The diameter of each day is measured by the stretch of thought</em><i><br>
<em>not by the rising and setting of the sun."</em><br>
<em>-- Henry Ward Beecher</em></i></p>
<p>There is clear recognition within HR professionals and Learning professionals alike that for any strategic learning/training initiative to move forward with significant levels of sustainability, sponsorship must exist. Not just any sponsorship mind you, but sponsorship at the "C" level within the organization.</p>
<p>The "fix it" mentality of a large portion of training and development today is a response mechanism with no sustainable future. Something goes desperately wrong in the organization and HR/Training is called in to fix the problem by throwing some training at it. It is at best a band-aid approach.</p>
<p>To move beyond that into a proactive development and human capital investment approach takes strategy, time and money. Most often the controls for these three commodities lie within the closed doors of the executive suite. By extrapolation, that means outside of the tactical deliverers of training and development. So it begs the question, "How does one go about getting sponsorship within the "C" level of the organization?"</p>
<p>There are several possibilities, but here I will address one extremely successful approach. It is rather simple. Teach! Senior level executives are torn in many different directions but one item remains a significant commodity to them. That is leaving a legacy, passing on knowledge and having an impact on future generations of leaders. HR and other Learning professionals who capitalize on this desire will find some of the most effective teachers and instructors are from within their own executive ranks. These individuals don´t have the time, but will make the time, to share what they know and leave a legacy.</p>
<p>If approached correctly, the exchange can be significant. As executives are presented the opportunity to fill their own needs of leaving a legacy, they become surrounded in the world of Learning. In this world they see what often eludes them in their own jobs: Immediate Impact and Transformation of lives. But don´t let it stop there. Hold debriefing sessions with them as they complete their instructional time. Both listen to and share with them the power of human capital investment strategies and reiterate why human capital is their most valuable asset - not liability.</p>
<p>No, you cannot change an executive suite culture all at once -- but one individual at a time. With that type of transformation you don´t really get just a sponsor, you get an ambassador of learning!</p>
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