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Earning a certification can help us look outside our own organizations and comfort zones to gain valuable insights into other industries, share best practices, learn about emerging technologies, and connect with colleagues across the L&D community.
Being “people people”, L&D professionals tend not to have huge egos that crave constant approval from others. Rather, they express concerns that their hard work hardly rates a “thank you” from senior managers.
I consider the CPTM to be the most effective preparation for becoming a chief learning officer, thanks to knowledge, skills and abilities I have obtained to run training programs.
Training is giving information and knowledge to someone verbally. Learning, on the other hand, is absorbing information – engaging with it in a way that increases skills and abilities and then using that information in a variety of contexts.
I recently returned from a group tour of northern Italy. Below are five principles that facilitated our group bonding and learning and their relevance to corporate training.
Learning leaders need to engage with executives with the understanding that they may believe in the value of training, but nothing else is guaranteed.
Every Monday morning, employees come to work looking forward to being productive and driving growth, yet numerous frustrations seep into their day, and they become non-performers.
If we don’t change the habits that we want changed, we won’t see the results that we want to see. Enter two-a-days.