From developing their sales skills to cultivating a more holistic view of diverse technical teams and individuals, there was much for learning leaders to take away from TICE 2019. Next year, we expect more sessions — and networking fun!
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Learning and development (L&D) professionals are in the people business. They contribute to the professional growth and engagement of employees across the organization and fuel innovation that will enable organizations to thrive in a competitive market.
Everywhere from the exhibition halls to workshop rooms to the main conference hall, TICE 2019 was alive and buzzing with excitement as learning professionals and thought leaders from across the globe converged in Raleigh, North Carolina.
Having the opportunity to talk to learning leaders, training managers, human resources (HR) professionals and others involved in the business of learning opened my mind to new perspectives, ideas and challenges facing people in the industry.
Creativity is an essential but underdeveloped competency in today’s workplace. Yet, we often hear people say, “I’m not creative.” With a workforce swallowed by self-doubt, how can organizations expect employees to develop a creative competency?
Human resources is evolving. Technology has enabled speculation to become reality through the capture and analysis of data. From a reactive function that was about hiring, talent management and training, HR has been reinvented as strategic partner.
Whether it’s bean bag banter, volleyball, rock climbing, or access to a game room with Lego and arcade games, leading organizations are providing activities throughout the day with the goal of inspiring new ideas and encouraging creative thinking.
Organizational learning refers to individuals’ process of creating, retaining and transferring knowledge within an organization or business. To prepare employees to lead and for a company to prosper, organizational learning is a necessity.
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.