For organizations looking to future-proof and define themselves as leaders in the experience economy, innovation is the key to reinvention.
Learning and development (L&D) professionals are in the people business. They contribute to the professional growth and engagement of employees across the organization and fuel innovation that will enable organizations to thrive in a competitive market.
Having the opportunity to talk to learning leaders, training managers, human resources (HR) professionals and others involved in the business of learning opened my mind to new perspectives, ideas and challenges facing people in the industry.
Creativity is an essential but underdeveloped competency in today’s workplace. Yet, we often hear people say, “I’m not creative.” With a workforce swallowed by self-doubt, how can organizations expect employees to develop a creative competency?
Companies can only innovate if their leaders are creative, so the question is, how can organizations foster creativity among their leaders? A good place to start is with research suggesting that without self-awareness, people are incapable of creativity.
Whether it’s bean bag banter, volleyball, rock climbing, or access to a game room with Lego and arcade games, leading organizations are providing activities throughout the day with the goal of inspiring new ideas and encouraging creative thinking.
When creativity is implemented in design thinking, your instructional design team will deliver training solutions that resonate with learners and drive behavioral change and productivity that will benefit your business.
We can try to outperform machines, or we can recognize that automation is forever changing the way that work is done. This choice means finding another way to thrive in this new world. Here is your guide to navigating the rise of the machines.
Soft skills – self-awareness, patience, impulse control, empathy, altruism and collaboration – have always been the key to our survival and success.