Training once a month or once a quarter will not work. Many organizations need more employees to be trained daily. However, getting employees to learn daily is easier said than done.
Today’s learning environment has changed and is continuing to evolve. Modern learners value continuous professional development and it is a key criterion for job fulfillment.
The Ken Blanchard Companies® has released the Leader of Self and Leader of Others: innovative pre-packaged, six-week targeted leadership development experiences.
Although our programs might be well received, taught using concrete learning methods and supported with practical tools to spark learners into taking action, organizations often do not see the needle move in key workplace behaviors.
In the learning and development (L&D) context, inclusive design ensures that people benefit from richer, deeper learning experiences. These experiences, in turn, lead to greater organizational inclusivity and, ultimately, effectiveness.
Safety training should not be an event or a single moment in time. Rather, it should be a journey that is crafted by learners’ needs and interests. Unfortunately, most safety training is a mandatory course offered once each year.
Creating a modern learning culture is a multifaceted, transformational journey. With an effective approach to change management, your organization can make sure it’s putting its best foot forward by enabling your teams to adopt a modern learning...
How do you prove training works? And, perhaps more importantly, how do you know which parts work better than others? The answers to those questions become clearer when you first answer some fundamental questions about the purpose of training.