When it comes to long-lasting behavior change, research suggests that L&D might be underutilizing the most powerful factor of all: the learner’s manager. Learn how to utilize a manager's key role in unlocking learning transfer to promote lasting change.
Enspira, an innovative human resources (HR) consulting firm, expands its manager capability and effectiveness area of expertise with the debut of its new People Manager Coaching Offering.
Dr. Tim Rahschulte, CEO of the Professional Development Academy, has identified a growing and persistent problem in today’s corporate reality – a lack of adequate leadership training for frontline managers.
In 2008, Google sought to answer a common question that many companies ask: What makes a great manager? Its leaders not only wanted to hire great people but also develop great managers.
If the only audience for evaluation data are executives and L&D, you're missing your most important audience. The purpose of L&D is to create behavior change, and the learner’s manager has the greatest impact on whether learning is applied on the job.
Being skilled on the line doesn’t always translate into leading successful teams. The end result of good leadership training is better supervisors who can positively influence their teams to meet, and even surpass, production goals.