Developing a learning and development (L&D) blueprint means aligning strategy, determining how you can best source and deliver training to your people, and supporting long-term development in your organization. Drawing upon examples from likely and unlikely sources, we’ll discuss how to design and build a winning L&D team.

1. #TICEVIRTUAL
@trainingindustr
#TICEVIRTUAL
@trainingindustr

2. #TICEVIRTUAL @trainingindustr
Forming a Global L&D Team: What Nick Fury and the Avengers
can Teach Us
General Manager of Human Resources
Komatsu
Scott Farley

3. #TICEVIRTUAL @trainingindustr
Tips & Tricks

4. #TICEVIRTUAL @trainingindustr
Training Industry, Inc.
The Business of Learning Podcast
TrainingIndustry.com/training-industry-podcast
Training Industry Magazine
TrainingIndustry.com/magazine
Webinars
TrainingIndustry.com/webinar
Top Training Companies
TrainingIndustry.com/top20
Research Reports
TrainingIndustry.com/research
Certified Professional in Training Management (CPTM™)
TrainingIndustry.com/cptm
Training Industry Conference & Expo (TICE)
TrainingIndustry.com/tice
Helping businesses and training professionals get the information, insight and
tools needed to more effectively manage the business of learning.

5. #TICEVIRTUAL @trainingindustr
Scott Farley
General Manager of Human Resources
Komatsu
sfarley@komatsuna.com
@ScottFarley11

6. 6
Forming a Global L&D Team: What Nick Fury and
the Avengers can Teach Us
Scott Farley, GM – Human Resources
Komatsu North America
September 19, 2019

7. 7
A brief introduction…
• 20+ years in the Talent Development and Talent
Management space
• Across industries – telecommunication, financial
services, heavy equipment manufacturing
• Global responsibility for the Talent Management
function (including Learning)
• In 2015 and 2016, had the opportunity to rebuild a
global team around a new strategy

8. 8
Poll Question
What type of L&D function do you work in?
a. Integrated talent management (including learning)
b. Leadership and professional development
c. Technical training
d. Some mix of the above
e. None of the above

9. 9
"There was an idea…called the Avengers Initiative. The idea was to bring
together a group of remarkable people, see if they could become something
more. See if they could work together when we needed them to fight the
battles we never could.“
- Nick Fury

10. 10
There was an idea…
• What is your business strategy?
• What does your organization need right now?
• What will your stakeholders demand in 3-5 years?
• What is your HR strategy?
• What is your L&D strategy?
• Be strategic…take a long-term view
• Craft your plan to reflect stakeholder interests
• Question where you need to
• Leverage your expertise
• Don’t forget the broccoli

11. 11
Sample Talent Management Strategy - Komatsu
Goal Management Performance
Management Employee Central
Compensation
Integration
• Komatsu Integration Support
• Talent Acquisition Function
• Define EVP for KMC, KAC
• Establish mentoring programs
• Engagement Survey
• Succession Planning for KMC, KAC
• Enhanced I&D Business Case
Development Culture
• Talent Cadence Implemented
• Talent Management Analytics
• University Relations/Sourcing
• Strategic Workforce Planning
• I&D – Innovation, Design Focus
• Rotational Program for Future
Leaders
• Tacit Knowledge Management
Coaching Culture
• Leadership Coaching Program/
Training
• Coaching On-Demand
• Institutionalize Career Coaching
• Global I&D Message, Direction
• Continue rotational program pilot
• Learning Lab Pilot
Global Reach
• Global Succession Planning
• Global Leadership Development
• Global I&D Strategy
• Coaching Support for Leaders at all
levels
• Assess Global Coaching On-Demand
• Rotational program pilot – Year 3
Global Mobility
• Global Talent Cadence
• Global Mentoring for Top 500
• Expand rotational program
• Global Coaching On-Demand
2018 2022202120202019
Global Learning
Global Performance
Management
Workforce Analytics
Global EC Implementation
Global Career Development
Global Succession Planning
Onboarding Upgrade
Workforce Analytics
implemented
Employee Central (continued)
Compensation (continued)
Career Development
Succession Planning
Dashboard development
Talent metrics – succession,
benchstrength, diversity
Baseline D&I metrics
Enhanced learning metrics
HRIS metrics – uptime, uptake,
project metrics
StrategicInitiativesMetricsHRIS
Continuous coaching metrics
Global I&D metrics
Coaching on-demand metrics
Global advanced reporting
(HRIS)
Global succession reporting
Global coaching effectiveness
Talent mobility reporting
Global mentoring effectiveness

12. 12
Chat Question
What is the guiding idea for your L&D organization? Where are you going
strategically?

13. 13
…bring together a group of remarkable people…
• Match your L&D talent to the organization’s
needs
• Internal vs. external candidates
• Internal feeder pools – technical training
function, other divisional learning teams, HR
generalists
• Do you have an opportunity to bring in external
expertise?
• Consider your opportunity – practice what you
preach

14. 14
…see if they could become something more…
• Consider succession
• Consider future growth of the function
• Share the strategy during interviews and
early discussions
• Global differences (driving clarity re:
qualifications and activity)

15. 15
See if they could work together when we needed them…
• One-on-one calls
• Global calls
• Get them to act as a global team – even without your
direct guidance
• Actively linking team members on projects (organic
and assigned)

16. 16
…to fight the battles we never could.
• DEVELOP them!
• Strike a balance between regional needs
and global strategy
• Fight the tyranny of proximity!
• Ensure that they have opportunities to contribute
to both local and global initiatives
• Achieve as a group, and celebrate
success!

17. #TICEVIRTUAL @trainingindustr
Questions?
General Manager of Human Resources
Komatsu
sfarley@komatsuna.com
@ScottFarley11
Scott Farley

18. #TICEVIRTUAL @trainingindustr
Sponsor
snhu.edu/work