Before deciding whether to plan, manage and execute a training entirely in house or to partner with an outsourcing training delivery provider at an offsite training venue, it’s important to consider a multitude of factors.
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How do you spark inquiry in others? How do you help your students, participants, employees or team members elevate their critical thinking? Do you use questions?
The U.S. has an engagement problem. The good news is that there is a solution. It lies in culture. A positive workplace culture where people love going to work is invaluable to any organization. In fact, culture trumps everything.
In Part 1 of this blog series, I introduced issues that are universal when training new managers. Our discussion here will center on tools you can use to advance your new managers’ development.
Watching this surfer, I saw three parallels to the choices leaders must make to ride their perfect wave.
What are the soft skills that young employees are missing that their older colleagues value the most? They can be boiled down to some key behaviors in three “old-fashioned” categories: professionalism, critical thinking and followership.
There are so many trainers and facilitators in the market. How do you know who’s qualified to teach your people the skills they need to succeed? And what’s the benchmark? It can be daunting.
While tragedies of different kinds continue to come to light with what seems like increasing frequency and massive media attention, a bright light is the young people who step forward to help create positive change.
Until now (or at least until May 25, 2018), the learning industry was not under much pressure with the existing data protection laws.
Let’s face it: Work has become inhumane. Meanwhile, outside the corporate walls, life has taken on a violent and chaotic nature that is perhaps even more stress-inducing than work itself.