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.
Last month, Forbes released its 2019 30 Under 30 List for Europe, and the number of people on the list for their work in the training industry demonstrates the global recognition of the importance of professional development.
The current business climate has executives seeking more employees with a broader range of business expertise. The constant wave of disruption and innovation from competitors is a call to action for business acumen excellence.
In 2018, 61.7 million people were impacted by natural disasters. This number doesn’t include man-made disasters, wars, health crises and other situations. These numbers are not likely to dissipate, but humanitarian workers are being better trained.
Earning a certification can help us look outside our own organizations and comfort zones to gain valuable insights into other industries, share best practices, learn about emerging technologies, and connect with colleagues across the L&D community.
Borderless Learning announced a new cloud software platform, LearnPlan, to help companies get the most out of their investment in people and training.
Employees are asking to go beyond the classroom training that we have traditionally provided. They are looking for development that extends into weekly, monthly and yearly growth, and they are asking for our help.
I consider the CPTM to be the most effective preparation for becoming a chief learning officer, thanks to knowledge, skills and abilities I have obtained to run training programs.
While sharpening the tools in our toolkits is important, human beings want meaning, creativity and novelty. We want to grow on the job.