Oh, the shiny things! We are all attracted by the latest, flashiest (no pun intended) tool or technique that will cure all the issues with our death by PowerPoint event.
Change is roaring across the learning industry like a tornado through the heartland. Digital natives and advanced technologies are fueling a new learning landscape, leaving many of us wondering what is necessary and what is nice to have.
Today’s L&D departments are getting better and better at showing how they deliver measurable value to the organization. Leading companies have set a new standard for advancing the value of learning.
There is a big shake up happening, a paradigm shift in learning architecture. We have moved from course catalogs and compliance to microlearning and personalization. We’ve evolved from e-learning to digital learning in one generation.
Digitization is challenging the way we live, work and relate to one another. The pace of technological change is accelerating and disrupts our current business models (while creating new inspiring ones).
We have to become more modern in our approach to how we think about, and then support, the development of our employees.
Today’s workplace is famous for its rapid mobility and short tenures. Unlike workers a generation or so ago, today’s employees are always looking and frequently on the move.
Let’s look deeper into learning agility, what else impacts it and how we develop it.
The corporate learning and development function is ripe for disruption.
The two of us might never have crossed paths had it not been for Dr. Paul Hersey. We both had the opportunity to work for him decades ago.