Onboarding has three goals: to inform, to welcome and to guide new hires. By focusing on these goals, you can help ensure that your onboarding program is consistently effective.
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Businesses are navigating uncharted territory. It started with wise cancellations of conferences, followed by meetings and travel. Here we are now, hunkered down in our homes. The business world has been forced to pivot to significant change.
The ability to minimize, monitor and control the probability or impact of unfortunate events sounds pretty good, right? Add the ability to maximize the realization of opportunities, and it sounds even better.
The driving forces behind voluntary turnover are not solely dependent upon employment rates and often come from uncovered weaknesses in retention strategies and opportunities to mitigate talent flight.
In today’s world, every time we turn on our computers for a meeting or course at home, sipping coffee in our pajamas, we’re all thinking one thing: How effective is this?
Without feedback, it is hard to improve, but for feedback to be effective, the receiver must be open and curious to learn what she or he can do differently.
In this time of great uncertainty, the difference is leadership. These times are when we will see who can stand up with flexibility, innovation and resiliency.
When we focus on skills training for managers, the confidence and conviction of the sales team increases — which spills over to their interactions with buyers.
Learning leaders should not underestimate design thinking’s potential to creatively and rapidly meet the needs of their learners.
I used to struggle with finding a workable solution for updating our online training courses and found that the best approach was to dig into the numbers and use data.