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If we want our learners to remember what we teach them, we need to focus on maximizing deep thinking. Here are three practical ways to do so.
Recently, our training department of two was given a limited and budget tasked with creating a leadership training program for front- to mid-line managers in a nearly 90-year-old organization with a 450-person, predominantly contract-based workforce.
The way training is delivered doesn’t matter if the training isn’t offered in the native language of that office, location or even individual employee.
Truth be told, learning objectives are created for the training team, not the employee. There’s a better way to describe learning experiences that is employee-centric and performance-based.