Learning and development (L&D) can learn valuable lessons from the health care workers on the frontlines of the coronavirus pandemic.
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When designed appropriately, internal hackathons could work very well for companies striving to cultivate cultures of learning.
As organizations seek to pivot quickly to adapt to change, training teams need to find ways to keep up and support performance.
No one wants to work in a toxic culture or with dysfunctional co-workers. But ask them why it happens, and very few can name the root cause that makes people stir up trouble.
To deliver the workforce of the future, organizations need to adopt and implement a holistic system in which both learners and organizations can thrive.
Ask yourself — and your stakeholders — these five basic, but essential, questions to determine what type of content your learning initiatives need to succeed.
In the face of fluctuating regulations, disruptive competitors and emergent client requirements, learning professionals and people leaders can employ five strategies to build resilience.
Today’s workplace requires a more adaptable employee. The rate of change we are experiencing continues to increase and doesn’t show signs of slowing down.
you have to make adjustments to the way you use your brain in order to work smarter – not harder. So, how do you optimize your brain to learn and adapt at the speed of change?
As L&D professionals, we embody learning and change, and while technology is not the focus, it does aid us in magnifying opportunities and enriching experiences.