It’s been 100 years since the Industrial Revolution, and billions of dollars later, we still struggle to identify the forces and measurable outcomes of training. We have room to make a few giant steps toward making training measurement more of a science.
Here are three ways we can make sure mindfulness training is both relatable and substantive, both practical and transformative – whether we’re offering it ourselves or evaluating a vendor.
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.
One challenge many L&D leaders face is getting a seat at the executive table and making sure executives understand the importance of - and provide budget for - training.
Tech training impacts organizations’ processes and functions as businesses have shifted to digitization. Understanding the skill gap, identifying the roadblocks and developing effective learning programs will help organizations meet their business goals.
Having a L&D strategy is widely recognized in the training profession as a vital cornerstone to driving business success. Do the individuals at the top of the org chart feel the same way?
Learning and development (L&D) professionals consistently say their biggest challenge is a lack of resources – but that’s not the perspective of executive leadership, who generally believe training is funded appropriately.