For any transformation to succeed, leaders need to have deep conviction and clarity on four questions that can make or break their journey of reinvention. By honestly answering these four questions, you can transform your training organization.
Strategy, Alignment and Planning
Follow these three tips to create an L&D plan that will ensure training initiatives are strategically aligned to the needs of the business and, as a result, will have a lasting organizational impact.
Running training like a business helps L&D organizations generate clear business value through everything they do. It means a transformation from a sluggish cost center to an agile, valuable and flexible cost service that internal customers gladly pay for.
Our perceptions are unique, based on our past knowledge, experience, and cultural norms and assumptions. How might trainers’ biases, inaccurate perceptions, assumptions and expectations affect the success of training and impede in successful learning?
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.
Our development approach is evolving, but the experience driving that evolution reveals insights that can help any organization ensure skills are retained and refined over time. We need to cultivate skills, and we need to make them stick.
4 Dec 20191:00 pm ET
Learning and development (L&D) initiatives are important to employees and vital for businesses. To support them, it’s important for an organization to have a learning culture. Discover four strategies leaders can use to build a learning culture.
How does one go about designing a chatbot? And just how smart can a chatbot be? The primary design sensibility when building your first learning chatbot is to be disciplined in defining the scope of what the chatbot does (and doesn’t do).