If you haven’t embraced the “new normal” yet, it’s time to face reality. The workplace will never be the same.
Learning in the Blended Workplace
Spring 2022
Features This Issue
Generally speaking, innovation in digital learning over the past 20 years has led to broader distribution of instructional content; it has not optimized learning.
Leadership is taking on the challenge to motivate colleagues to move forward — the challenge here is in guiding people and helping them to see their potential value in the future.
We must be careful not to let our own cultural perceptions influence how we treat learners, but instead consider how the learners’ cultural and regional backgrounds may impact their learning preferences.
Leaders must adjust to a hybrid workforce that is brimming with a newfound zeal for flexibility, well-being and socially responsible practices.
The remote version of onboarding leverages the help of digital tools, thereby offering the employee an exciting and inclusive experience.
Many organizations don’t recognize how they can invest in existing talent to show all employees that they are appreciated, that their contributions are valued.
Nearly all learning leaders face a common struggle — credibly measuring the business impact of their initiatives.
Learning and development (L&D) today may have more opportunity to impact culture than any other area within an organization.
Building a relationship as a trusted advisor comes from consistently displaying credibility and creating value over time.
CGR is a company’s ability to recognize and proactively address the unique and often-overlooked needs of its female employees, board members and customers.
There is a revolution coming from businesses that are starting to understand the importance of workplace training in well-being, psychological safety and burnout.
Callout
Training Industry Magazine
Perspectives and expertise for the learning leader.
Thought Leaders This Issue
As organizations struggle to retain talent, we must be mindful of the ongoing need for compassion, empathy and support as we navigate work and life.
Change management projects and initiatives sometimes fail because the people involved are not resilient enough to deal with the change.
From learning management systems to tech-enabled assessments, edtech provides a tremendous opportunity to innovate and to address challenges in skills development.
When it came down to it, though, most organizations continued to operate on the premise that productivity ultimately drove engagement, instead of the other way around.
Let’s take a look at five areas of the employee life cycle that could be used to create intentional paths to belonging and engagement.
The gap between the high performers and the rest of the field has widened. Let’s take a look at some of the strategies that have enabled businesses to thrive amid upheaval.
It’s impossible to satisfy everyone who wants to grow if a promotion (or even role change) is the exclusive definition of development.
Info Exchanges This Issue
In today’s dynamic business environment, employees across levels benefit from quality leadership development — especially if there’s a chance they may move into a leadership role in the future.
While tech skills have been in demand for some time now, the demand for a digitally fluent workforce has spiked due to recent shifts in how we work and learn.
Older Articles
The tremendous impact of the pandemic on the personal and professional lives and the health and well-being of individuals and their families has redefined the worker-employer relationship.
Despite the advantages, remote work also has the potential to reveal and exacerbate inequity in our workplaces. Therefore, as we move forward into the future of work, the challenge will be to create workplace environments with equity in mind.
Let’s look at how far “fun” will get us within our larger, more comprehensive six-level approach to training evaluation.
Leverage emerging technology (e.g., business intelligence tools, artificial intelligence and mixed reality) and optimize data to better understand learner needs and continually adjust, as appropriate.
If today's leaders want to foster trust with employees and other stakeholders, they must understand the elements of trust and the behaviors that underlie trusting relationships.
By highlighting the benefits of PD, creating great partnerships with organizational leaders and external training providers and promoting development opportunities, L&D teams can help an organization upskill current and future teams.
Learning and development (L&D) and DEI have invaluable insights to share with one another and will become increasingly collaborative as time goes on.
Turning complexity of any kind into meaningful, lasting change is our current shared challenge, along with establishing a coaching culture that enables organizations to turn complexity into opportunity.
Rather than focus on traditional learning and development (L&D) for sellers specifically, businesses need to embrace the discipline of sales readiness.
Now is the time for organizations to develop leaders who adapt themselves and their organizations to address disruptions while doing their operational work.