Business impact is all-important, but L&D often lags behind when it comes to proving that our programs are creating real behavior change in the organization.
Companies that transform their businesses, shift their cultures and execute on new strategies have senior leaders who model those changes. These leaders don’t just talk the talk but walk the walk. They aren’t afraid to get their hands dirty.
If we don’t change the habits that we want changed, we won’t see the results that we want to see. Enter two-a-days.
We spend the majority on the design, development and delivery. That means we spend more time designing what the training will look like than evaluating how the training is helping our employees in their job roles day-to-day.
If you define yourself as a training or learning leader, you have imposed a limitation that will make it difficult to be successful. Why?
Today, conventional learning finds itself plagued by two challenges that new apps have circumvented. Unfortunately, learning loses much of its value in two places: the retention gap and the information-application gap.
Sixteen months after their merger, gBehavior and RivalHealth (GBRH Holdings, LLC.) today announced the formation of GoPivot Solutions, LLC.
Traditional corporate learning falls short of its goal: to change employee behavior. Adaptive learning achieves what traditional corporate learning does not.