No single program will change an organization's culture and no single Tool will create a great workplace. Keep in mind that implementing any Tool is likely to represent change in your organization, and change can be unsettling to some people. For this reason, even if offered with the best of intentions and commitment from leaders in the organization, a new program may not elicit the kind of employee reaction that you would hope for solely because it represents change. So it is important to remember change management is a big part of the success of building and sustaining a lifelong learning organization. An excellent site for training and assistance on change management is www.change-management.com as well as www.shrm.org.

Employees who participate in creating change are eager to assure its success. Because the programs suggested are supporting employees, engaging a group of employees to help determine priorities and develop implementation plans is an effective means of assuring that they will be well-received.

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This Lifelong Learning Toolkit was created for North Jersey Partners and the New Jersey Institute of Technology by New Learning Playbook, an organization which tracks innovations and trends in corporate learning and talent management among corporations, universities and government agencies. New Learning Playbook is targeted to a diverse community of chief human resource officers, senior learning and development officers, human capital officers, chief talent officers, as well as senior executives who are exploring usage of the latest tools and technologies in learning to address business issues such as, attraction and retention of talent as well as development of high potential Net Generation managers.

New Learning Playbook was founded by Jeanne Meister, an internationally recognized leader in creating innovations in the operation and management of an enterprise learning function.