Most of us have at least a passing familiarity with yin and yang. This philosophy recognizes two opposing forces, contradictory yet inseparable, which continuously vie with one another while perpetually seeking harmonious balance.
Imagine, at the end of a day of training, knowing you were impactful, the attendees had new actions to take, and they left with the confidence they could take those actions. That is the definition of a satisfied trainer.
With an increased interest in attracting and retaining employees and, in general, encouraging them to want to stay, there’s been a lot of enthusiasm for the topic of gratitude.
Game-based training makes learning more enjoyable — but it’s also specifically designed to get employees job-ready in less time. Here are three ways that game-based training improves learning outcomes.
Our conversation about change and alignment started in June 2017, shortly after Dina became head of corporate training and development at Kuwait National Petroleum Company (KNPC), one of the world’s largest oil refiners.
The wrong answers to the right question result in team frustration. Many team building efforts and programs are focused on trying to engage and hold the attention of participants who wish they were somewhere else.
When it comes to millennials, I hear it all. I hear from Gen X and baby boomers that millennials are entitled, selfish, naïve and too busy looking at their social media. I hear from millennials that their older colleagues judgmental, rigid and unfair.
Building education pathways for employees drives powerful recruitment, retention and talent development results. It helps close skills gaps that prevent too many workers from finding rewarding careers — and it helps companies find undiscovered talent.