Data is not one-size-fits-all. It varies based on the audience it’s being served to and the analysis it’s undergoing, and in a business setting, it’s not always available to everyone. It can either be a helpful tool, or an enormous time sink.
Recent advances in virtual and augmented reality and in techniques such as gamification are creating excitement in corporate education, yet chief learning officers today still grapple with the same basic problems they’ve faced for more than 30 years.
Whether your company is large or small, geographically dispersed teams are becoming more common, requiring L&D departments to develop effective training on content while facilitating virtual team building at the same time.
Rob Liano once said: “Knowledge is power? No. Knowledge on its own is nothing, but the application of useful knowledge, now that is powerful.” Adapting a role-based training curriculum produces training that can be consistently applied to an...
Like a road map guides you to your destination, a development map guides employees along their development journey. Simply stated, a development map provides a picture of the L&D experiences necessary to move from one level of job performance to the next.
Culture is tangible and intangible. It is in what is seen, but more importantly it is in what is experienced in nearly every interaction that occurs. Even in a seemingly mono-cultural group of people, cultural considerations must be taken into account.
With the rise of digital disruptions and “next generation” talent management strategies, nearly all HR and learning and development (L&D) teams are being pushed to work in concert together to create seamless employee learning experiences.
Oprah Winfrey often talks about what she refers to as “teachable moments” – moments when something bad occurs and you can turn that bad situation into something positive. Basically, the lesson in the message.