When training uses a scenario-based context – recreating situations that the learners would face – employees are able to see a real correlation to their work.
We need to rethink our training methods to better support underserved communities. With robust workforce development programs, companies can invest in this population.
Give top performers the most playing time and the most attention, and they’ll deliver the greatest results. Take care of your star players, and they will take care of you.
In a fast-changing business world, there’s no such thing as certainty. Are you equipping your leaders with the skills they need to outmaneuver competitors as the digital revolution intensifies?
Having an ego isn’t the problem. The challenge is that the ego’s leading role is to generate drama – unproductive behavior that keeps business leaders and their teams from delivering the highest level of results.
Adaptive learning focuses on the knowledge and skills that employees do not possess or are less confident in. Its “teaching-by-asking” approach probes what people already know and uncovers and fixes knowledge and skill gaps as well as misconceptions.
I consider the CPTM to be the most effective preparation for becoming a chief learning officer, thanks to knowledge, skills and abilities I have obtained to run training programs.