Workplace learning has risen to the top of many business leaders’ to-do lists. While this is most L&D practitioners’ dream, it comes at a price: the need for "accountability."

Does your company see the progress of more women into the top levels of your organization as a priority? How important is creating a balanced executive team?

Their focus on having a fulfilling life outside of the office means younger workers will be most drawn to companies that enable flexibility.

How do you ensure your managers understand the importance of both hard and soft skills, and are able to recruit and develop employees accordingly?

Do you offer flexible work-life options including the ability to telecommute from an online work portal, or other system? How do you ensure these options don’t affect work quality and productivity?

How do you help create a sense of friendly openness across your company? How can trainers and Human Resource managers best accomplish this?

Do you try to capture the knowledge of exiting executives? How do you do this?

How does your company handle incentives and bonuses? Just for salespeople and top executives? Do you see the value of using bonuses to incentivize a wider swath of employees?

Does your organization have a fully functional, well-used mentoring program? How do you help make it easier for mentors and mentees to work together?

Or are you doing this already? What tips can you pass along to other companies that want to try crowd-sourced training?