If we distill a manager’s job to its basic ingredients, getting someone – or some people – to do a job and do it well is essential. It requires motivation.
Ongoing coaching, along with feedback that promotes problem-solving and growth, is key to supporting employees’ success. In many ways, it is an art form; however, there are a few fundamental strategies, backed in science, that can enhance the experience.
Change the way you design and deliver virtual training as you leverage the cognitive principles that transform virtual classroom experiences.
For decades, neuroscience, learning science, experience design and even cybernetics have provided a steady drumbeat of insights for us in the field of learning and development to apply.
When planning a training event, you may look for expert advice about how to ensure that it runs glitch free – that everything works according to plan. But these days, being glitch-free is the minimum of what your attendees expect.
“Tell me and I forget. Teach me and I remember. Involve me and I learn,” said Benjamin Franklin. I am unconvinced that people within organizations are in a learning mindset at all.
Understanding how the brain learns best can enable us to provide leadership learning that embeds and lasts.