What if we made training more efficient and cross-functional? What if acquiring new skills allowed each employee to find his or her place at work?
Learning and development professionals tend to primarily focus on other learners and lose focus on ourselves, but forgetting about your own lifelong education can be problematic.
With so many moving parts to consider (i.e., individual skill sets, departmental structures, technological applications and beyond), learning leaders’ own personal development can become a difficult process to stay on top of.
Understanding training delivery formats is a challenging but interesting task, especially in the technology sector, partly due to the pace of change. One way to simplify this task is to understand the difference between self-directed and guided learning.
Training professionals tend to prioritize the development of others, but their own professional growth is essential to the continued success of their training organizations.
Power Digital Marketing recently rolled out a unique company initiative that invests in the growth and development of our majority-millennial staff.
Especially as the role of the learning leader has come into its own, people are realizing the opportunities they can experience if they join the training field. Here are some tips for “career switchers” entering L&D.
Make sure L&D professionals have a thorough understanding of the industry in which they work. Whether they are on the buy or the sell side, knowledge of the industry will help them deliver value and garner a positive individual reputation.