New managers need training to learn about the fabric of the company society they are entering. Once they are trained, under your guidance, new managers will learn how to contribute in their new role and achieve milestones along their career paths.
One cost of business few leaders pay attention to is the cost of a disengaged employee. Although leaders can readily identify a disengaged employee, there’s no line item on the profit and loss statement identifying its true cost.
In the public sector, women have been advancing into leadership roles more easily than elsewhere. However, there is still progress to be made in closing the gap between men and women in leadership positions, especially at the senior leadership levels.
Over the years, the training profession has created a learning system that essentially consists of offering courses and checking a box. We can continue going down the same path, but we’re at a crossroads in the industry.
Microlearning promises to do more with less – better, more effective training delivered in smaller chunks.
Our world is in a period of unprecedented flux. The complexities of this change are affecting the fabric and culture of our organizations, as the traditional leadership paradigm gives way to something completely different.
Three meetings in three days with corporate training professionals recently left me with a strong sense that employee engagement, and the lack thereof, is on everyone’s minds these days.