Most people seek novelty in their lives and want to develop and grow. Doing so requires a motivation to learn and an openness to change, but most training programs are unintentionally designed to do the opposite.
While organizations focus on sustainability, it is not always something that we strive for in learning and development (L&D). However, we should; it is essential to our relevance.
Here are three simple hacks to drive lasting behavior change in your organization — whether you are in charge of post-training outcomes, are designing learning experiences or want to help team members sustain their learning.
The ability to connect and collaborate with colleagues to solve difficult problems is a differentiator, and coaching-based solutions are proving popular ways of developing these skills. Coaching people together in groups helps improve business performance.
Traditional ideas about sustainment are often incomplete. They miss the crucial idea that true sustainment means constant improvement. Without regular improvement, sales professionals stand still while the competition moves forward.
When it comes to a sales training initiative, sustainment is the combination of strategy, structures and systems that ensure your investment remains effective and grows in value over time.
Dr. Sam Shriver, executive vice president of The Center for Leadership Studies, and Doug Harward, founder and CEO of Training Industry, discuss a new model for sustaining the impact of leadership training: the Four Moments of Truth.
Richardson, a leading global sales training and performance improvement company, announced today it has launched its new Sustainment Suite, a robust set of just-in-time assets and tools to support sales teams as they take new skills out into the field.
Happy New Year! Let me suggest a difficult New Year’s resolution: At least half the learners in your leadership development programs will change their behaviors.