Training and education do not have the power to fundamentally change behaviors and culture. While they are important components in driving the recognition that change must occur, and the skills needed to make the change, they are not the drivers of change.
How an organization approaches conversation skills can have a significant impact on its company culture and bottom line. At the end of the day (or fiscal year), conversations are at the heart of everything we do. Conversations determine what happens.
AI is powerful, when it’s used well. Realizing its potential will define the learning and development of the future – which is why we, as L&D professionals, need to develop a better understanding of how AI can work with training.
How much better your organization would be if key people in critical roles up and down your chain of command routinely demonstrated leadership competency?
Athletes understand the importance of regular practice, so why don’t today’s businesses? There’s little difference between the need for rigorous practice by a team of athletes and the need for rigorous practice by a team of executives and employees.
Although traditional training methods will always have their place in employee learning, some things can’t be taught using simple knowledge transfer techniques. Soft skills do require knowledge, but they are really more about action.