L&D has a (hopefully) once-in-a-lifetime opportunity to listen, learn and adapt from an extreme environment to better prepare for a more inclusive and remote future.
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As we do every quarter, let’s take a look at the deals that occurred in the third quarter of 2020.
Feedback frequently offers a mishmash of evaluation, criticism, correction, recommendation, approval and encouragement. That mishmash can leave the employee wondering, if not confused.
How can training managers stay focused, feel supported and deliver virtual training successfully while stress continues to increase?
Team cohesion provides successive links between higher self-esteem, increased team morale and improved team performance. Who isn’t looking for better team performance?
Teams require both functional and relational qualities to be high performing. After all, teams consist of people, and putting people together creates an emotional dynamic, which contributes to the creation of a powerful connection and collaboration.
As the pandemic reached global proportions and entire workforces shut down, laid off large numbers or moved to remote operations, the training world continued to spin — albeit, perhaps more slowly than normal.
Learning and development needs to look at employee engagement anew and through the lens of the ongoing ravages of the coronavirus pandemic.