Informal learning happens organically, an extension of the way we have learned since childhood. It is self-directed, self-motivated and usually in situ, as a form of performance support.
The return from a transformation toward learning in the flow of work can be high, but the success rate to secure executive sponsorship and start the transformation is low.
Organizational culture permeates everything – productivity, staff retention, how many sick days an employee takes, how customers are treated. As a learning leader, you can help ensure that your organization competes at the top of its field.
Organizations today understand the benefit of building a culture of learning in order for their workforce and business to thrive. Join the next TICE Virtual Conference to discover practical insights on creating a culture of continuous learning.
In recent years, there has been a lot of buzz around the rise of the gig economy. Leveraging a broader pool of talent enables organizations to more easily meet client needs, provide talent in virtually any location and access a specialized skill set.
L&D leaders are aware of the value learning brings to an organization, from closing skills gaps to improving organizational agility. However, getting executives to see that value, and getting individuals to make time for learning, is a different story.
In today’s market, companies must adapt almost as quickly as new information becomes available. The information-driven era in which we do business today produces insights that shift markets within weeks, days or even hours, depending on the industry.