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Sales performance management is often viewed as a combination of careful incentive design and reliance on sales managers to be role models and coaches.
How can organizations measure leadership development when leadership looks different from leader to leader and is applied differently from team to team? A more universal, measurable metric is leadership self-efficacy.
Competency modeling is an approach that methodically and iteratively hones in on the hard and soft skills that differentiate high performers, that link to the organization’s strategic goals and that reflect the values of the company.
The ability to understand, analyze and apply data is essential to roles across training and HR teams. Unfortunately, there is evidence that this skill – known as data literacy – is lacking not just in HR and L&D but across the organization.
The need for journey-based learning is an imperative for organizations looking to secure better training ROI. Of course, these habits are difficult to break, so here are five ways you can start moving the needle toward journey-based learning.
By completing a training needs analysis, you can identify the performance gap and figure out if training is the right solution.
Asking questions before, during or after training can improve knowledge retention as well as assess it.