The global pandemic has shifted how work is done across every sector. Some organizations have successfully pivoted, others have closed, and others have even hit new heights in profitability and growth.
Building a More Creative Workplace
Summer 2022
Features This Issue
In three words, effective learning is continuous, immediate and self-directed, while traditional training models are discontinuous, delayed and centralized.
Managers can use their own unique personal presence to help steer their people through transitions and uncertainty.
If you lack a key objective data point in the succession planning process (like the sweetener for the pie), then the results are often poor or mediocre.
What if we had many experts in our organizations? Is it possible to build an organization where experts train others to be just like them?
Contrary to a traditional design process, design thinking focuses on framing the problem before solutions are explored.
Many L&D initiatives focus on delivery, content or even just ticking boxes. Instead focus on what the company wants — behavior change.
If environment shapes our behavior, and our behavior shapes our culture, how can we show up differently to create these small instances of connection?
What determines if an executive will sink or swim during chaotic times? The single defining characteristic of success is GRIT.
Finding out that learners loved or hated the training, overall, tells us very little about what specific improvements are warranted.
Disruption is an incredible opportunity to shine in new areas and to help others bring forward previously unknown skills.
Callout
Training Industry Magazine
Best practices for developing effective training programs.
Thought Leaders This Issue
As learning and development (L&D) professionals, we know that learning does not occur from an isolated, one-time training event.
Helping learners realize their professional ambitions under such demands requires a more comprehensive approach to performance optimization.
There is much more to an LMS, and it is time we shift our paradigm when configuring and implementing the system from a technology-centered to a learner-centered perspective.
The difference between delivering training and designing training for behavior change is akin to the differences between preparing dinner and experiencing fine dining.
Diversity is not an afterthought. It is intentional and begins with carefully crafted career paths that are inclusive of both the needs of the business and talent.
People want more than the promotion, pay and perks. They want (and in today’s job market, can demand) their work to deliver other outcomes.
If the organization can prove a connection between performance and mental health, they can shift the away from theory to impact on the bottom line.
Info Exchanges This Issue
By mapping learning to employees’ future career goals, they are more likely to pursue them in house.
Older Articles
If you haven’t embraced the “new normal” yet, it’s time to face reality. The workplace will never be the same.
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.
Stay up to date on the latest articles, webinars and resources for learning and development.