Learning and development is a lot like advertising; both are often the first department to be scaled back or eliminated during budget cuts. Sadly, it looks like another “belt-tightening” is headed this way in the next year or two.
If your employees’ performance needs to improve, it will help if learners are on the same page and have a clear picture of what they should aim for. That’s why a critical part of the learning program design process is to set effective goals.
You may be put off at the thought of completing what may seem like a mammoth administration task before you even start planning your training, but a training needs analysis at regular intervals can be beneficial to your business for several reasons.
As learning and development professionals, we invest so much time on others’ career development that we often neglect our own. Let's change that. Regardless of when your next appraisal is, make sure you’re setting yourself up for success.
Keep in mind that it’s called a career path, not a career destination. We are always growing and changing, and it’s powerful to understand that we are in control of the direction we take today to set ourselves up for success tomorrow.
Thankfully, we live in a time where growth and development has never been easier and more cost-effective. We can’t stop investing in ourselves after high school, college or certification. Here are three ways to create a lasting model for development.
I recently returned from a group tour of northern Italy. Below are five principles that facilitated our group bonding and learning and their relevance to corporate training.