Is there a secret to success in the corporate world?
- Professional Development

Is there a secret to success in the corporate world?

Many believe that a high-profile position often starts with an elite degree. To find out if this is true, Kittleman & Associates looked into the undergraduate backgrounds of every Fortune 500 CEO. Their analysis identified which colleges and universities have produced the greatest number of current chief executives and broke down the numbers by college conference and public versus private institutions.

The University of Wisconsin takes home the top position with 14 current Fortune 500 CEOs. The school that produced the second largest pool of executives is Harvard University, with 12 Fortune 500 CEOs, and then Cornell University, with 10.

Once Kittleman & Associates identified the universities and colleges that produced Fortune 500 CEOs, they broke down the numbers by college conference to see if any regions of schools produced a greater number of executives than others.

The leading conference regarding producing Fortune 500 CEOs is, by far, the Big Ten. Some 62 CEOs graduated from the Big Ten, which equates to 12.4% of the 500 on the list. Following the Big Ten is the ACC which graduated 28 CEOs, followed by the SEC, which graduated 26 CEOs.

Regarding public versus private institutions, the numbers are dead even: 213 chief executives graduated from public institutions, and 213 graduated from private institutions. Beyond that, 56 CEOs attended and received degrees from international universities, while 18 did not attend an undergraduate institution.

Is there a secret to success in the corporate world?

We all have painfully sat through courses where the instructor “teaches” by reading the slides. The slides are text-intensive, and while much information is potentially conveyed, the participants don’t engage. Shortly, they checked out. I was checking emails and texts. Your precious training budget was wasted.

It seems almost counterproductive to schedule a physical training session in a digital world. We are all busy, and couldn’t our time be better spent than trotting off to some training? A book or online tool must meet these objectives at a fraction of the cost and time.

Why Online Training Fails

Multitasking competes for our attention. According to Gloria Mark, professor of informatics at the University of California, Irvine, we are interrupted nearly every three minutes.

Business books have surprisingly low completion rates.

Moneyball for Book Publishers: A Detailed Look at How We Read

Over 90% of students do not finish online courses.

The dirty little secret of online learning: Students are bored and dropping out

There are numerous reasons for this

  • Competing interests for our attention
  • Lack of accountability
  • Students are left to manage their time (remember college – we all crammed the night before, right?)
  • Passive environment, no engagement

For some folks, online training is a perfectly viable training medium. The rest of us need a supportive, interactive environment to thrive. We aim to create a training atmosphere that encourages participation, develops soft skills, and provides a voice to every participant—a place to grow and thrive.

Custom Training Solutions

We work with you to create engaging training to meet your requirements and ensure participant engagement. Our instructors are industry leaders with a passion for what they do. They can pull from their professional histories to offer real-world examples to illustrate their topics further.

Workgroups and exercises ensure each participant has a voice in training, is motivated to engage, and develops skill sets to return to the office.

We begin by clearly establishing the objectives of the training. Then, through continuous improvement and feedback, we work to ensure each participant’s needs are satisfied and the training objectives are met. Each session becomes a bespoke experience designed to meet your specific training needs.

Your teams remain focused, engaged, and motivated.

To begin the process, we make it a point to invite team members to the training with an introductory email, clearly defining the course objectives, setting expectations, and building engagement. Then, we assign a primary task to begin the thought process of preparing team members to contribute to the discussion successfully.

After the training, we follow up with participants to answer any further questions they may have, provide additional resources, and learn what worked and what didn’t, and why. We’d strive to offer the best training environment possible where participants thrive because there is always room for growth.

As we look back on the training we’ve experienced over the years, the memorable ones were where the trainer or facilitator was engaging, actively participated in the process, and felt we received value for our money and time.

If this sounds right, we would love to work with you to create your next training experience.

CERTIFICATION TRAINING for Professional Development

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