Leadership development strategies need to be comprehensive, and not exclusively for their senior-most leaders, but scalable throughout the organization.
For training organizations to be great, the people in them and their brains must be at their best.
Many people underestimate the challenges associated with behavior change after the COVID-19 pandemic. This change is unprecedented because the pandemic poses specific challenges.
Workplaces are experiencing unprecedented change and a heightened level of stress and anxiety. In lieu of these changes, how can brain science inform leadership development?
In learning and development (L&D), trends could be indicators of the future or a passing fad; brain science can help determine which ones are here to stay.
AGES tells us that learners need to be attentive, share their original insights, establish an emotional connection to the material, and have the necessary space to sort it all out. AGES helps us avoid subjecting learners to cognitive overload.
While the failure to align game design with key business goals is identified as the culprit for ineffective gamified training solutions, a root cause is the failure to integrate what we know about how the brain learns into the design of solutions.
Despite significant investment in going digital, e-learning presents several challenges, including disengaged learners and lower learning effectiveness. Turn to neuroscience to understand how the brain learns and how to create optimal learning conditions.