The technological revolution we have seen over the past 30 years has been unparalleled, resulting in more jobs and higher salaries. The future is ever-changing, and what felt impossible a decade ago is now deemed a mundane part of workers’ everyday lives.
Trends 2020
Nov/Dec 2019
Features This Issue
While instructor-led training (ILT) has always been the gold standard, the rise of mobile, online and virtual training has added another dimension to the training continuum. Now, instructors are besieged with new options and platforms.
Practitioners need a way to validate ideas proposed by non-learners and to invent something new that hits the mark. Enter a new, powerful tool in the L&D toolbox: design thinking.
Learning professionals are now taking a more strategic and proactive role in planning and developing training that’s aligned with business goals and, therefore, improves organizational performance.
As technological advancement accelerates, organizations are faced with the challenge of managing the interaction between legacy systems and new digital platforms.
The choice isn’t talent over tech; smart organizations emphasize both. Instead, it’s understanding that talent contributes as much to the ecosystem as technology.
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Experiential learning refers to playing an active role in learning as opposed to being a passive consumer of the learning. This type of learning can improve results.
Wherever your organization is on its digital journey, there are ways to include crowdsourcing in your development toolkit — whether it’s enabling employees to generate development ideas or increasing post-learning application and retention.
Callout
Training Industry Magazine
Perspectives and expertise for the learning leader.
Thought Leaders This Issue
Staying at the forefront of change has become an added responsibility of L&D professionals. Understanding the state of the industry and how this may impact your employees and bottom line is integral to running a great training organization.
Extraordinary leadership requires emotional intelligence, collaboration skills and the ability to navigate change — all of which require flexibility.
In learning and development (L&D), trends could be indicators of the future or a passing fad; brain science can help determine which ones are here to stay.
L&D professionals should embrace these three expressions to transform them from hackneyed phrases to powerful learning hacks for improved performance.
Hiring for cultural fits, effectively managing change and training on the basic principles of leadership are current leadership development trends with major implications for learning and development (L&D) professionals.
2019 brought a lot of excitement about future of learning, from using blockchain to verify educational credentials to voice-based interfaces. In the future, learning will continue to be shaped by emerging technological innovations.
Info Exchanges This Issue
Learn how AbbVie is using creativity, technology and innovation to create an employee development juggernaut. These changes all started because they wanted to drive culture, improve engagement and encourage development.
Today, a business’ reach can span across the globe with manufacturing units, support, warehouses and more. Global interdependence requires a shift toward team collaboration across cultures to sustain today’s technology-enriched business environment.
From artificial intelligence (AI) to learning experience platforms, the edtech market was busy this year. Indications are good that 2020 will be no different. For instance, Docebo’s initial public offering (IPO) closed in October.
Older Articles
The Story-based Learning Model can help formalize the informal, often murky, creative process of crafting a good story; it is a process designed to generate engaging content that supports the learning objectives while enhancing the learning experience.
Learners in today’s corporate world demand content that’s engaging, relevant and available in their daily workflow. They want the capability to access learning content —formal or informal— at the moment of need to improve their skills and performance.
Many innovative organizations are exploring reverse mentoring: a method that takes mentoring and flips it on its head. In reverse mentoring, the mentee is the older, more senior leader, while the mentor is the more junior, often younger, employee.
We found that leaders’ natural behavioral styles can influence which leadership approach they prefer to use, but that leaders with high adaptability and versatility adjust their approach when followers require a high degree of relationship support.
Learning and knowledge distribution is no longer learning and development’s (L&D’s) sole responsibility and, whether you accept it or not, your employees are finding solutions elsewhere.
Imagine what your sales team could achieve if members were able to tell stories that built trust in your company’s brand as well as its products or services.
Leaders often make coaching a separate task to be completed, viewing it as something else to fit into an already busy schedule. So, when I look at coaching in the business world, I find myself wondering: Is the notion of “coaching conversations” a cop-out?
Central to the future of work are workers themselves. How can we make sure that our business strategies are considering employees’ needs and supporting their development?
Informal learning accounts for a large portion of how employees consume information and apply learning to their work. Whether gaining tips from a colleague or watching a quick video online, informal learning occurs throughout our organizations every day.
Formalizing informal content is not about eliminating informal learning. It’s about embracing informal learning and finding ways to put more structure around how learners learn in informal environments – and from informal resources.