This e-book offers high-profile examples of well-crafted L&D programs that help create an internal pipeline of high-performing talent. Use it as a guide for upskilling your workforce while creating real returns on investment.
Strategy, Alignment and Planning
Many learning leaders are operating consulting businesses of their own or operating training departments of one. If you’re one of them, here are four tips on how to run your training department as if it were a business of its own.
As a training leader, you know that the skillful delivery of training enables teams to be more efficient — leads to increased productivity; lowered costs; and a happier, more engaged workforce (which, in turn, reduces employee turnover).
In modern business, change is constant. Creating a relaxed space for trainers and leaders to share information about change is critical if learners are to engage and participate in the process. One way to create such an environment is to use humor.
Training has never been more critical to your company. In droves, your most seasoned employees are nearing retirement, requiring a transfer of knowledge to next-generation workers on a grand scale. Many companies are prioritizing next-gen training.
Our behavior is influenced as much by roles as it is by our personalities, but for a significant change to happen in an organization, it’s easier to accept people and work on reframing their roles. In other words: Modify the role, not the person.
26 Mar 202011:00 am ET
Teams that build dynamic, responsive and adaptive learning programs, from sectors as diverse as nuclear power, health care and software engineering, apply the same fundamental rhythm to their approach. That rhythm balances thinking and doing.
There are a number of reasons why many people fail to engage with financial matters. Traditional workshops and digital learning can effectively address these barriers to engagement. However, they may only be part of the solution.