Westwood International designs and delivers leadership programming to empower individuals and organizations to bring about enduring positive change. With clientele ranging from companies and executives listed among the top Fortune 500 to boutique firms and aspiring professionals,  Westwood International has demonstrated their unique value to advancing leadership goals for individuals and organizations in a range of industries across a multinational landscape, including but not limited to health care, pharmaceuticals, law enforcement, energy, and automotive production. What opportunities exist for Westwood International to strengthen their leadership development products and services to support a learning organization? How can Westwood International draw upon the principles of the learning organization and social learning to help leaders and organizations manage post-modern conditions like ambiguity and rapid social change? What aspects can they adopt/integrate into curriculum and other leadership development content? What does this look like (design)? How is this operationalized, communicated, consumed...(e.g. white papers, screen casts, blog posts, podcasts)? Topics to consider:

• Company culture and its role in attracting and retaining talent
• Diversity, equity, and inclusion in the workplace
• Learning organizations (Senge) and the changing nature of training + development, including social learning (e.g., Working out Loud, John Stepper)
• Job design for employee engagement, motivation, and performance (e.g., Daniel Pink’s work on autonomy, mastery, purpose)
• Harnessing social and professional media networks to attract talent

Company Asks: Westwood International will provide access to the Texas A&M training and the LMS