Design thinking can transform your training initiatives into tailored learning experiences that drive lasting results and innovative solutions.
Learning and development leaders are often faced with a paradox: Create a company training strategy that addresses organizational needs while satisfying the educational needs and desires of your employees.
Training and development planning for 2021 should focus on the ability to evolve L&D, with an emphasis on the skills that can support business goals.
The COVID-19 pandemic has accelerated the adoption of information and communication technologies in almost every aspect of life.
Companies rely on training to upskill employees and drive culture, but many, if not all, learning and development (L&D) organizations face obstacles to successful training.
As a learning leader, you likely grapple with many training challenges, but you may lack context for what’s normal in the uphill battle toward effective training. This report provides that context.
What does it take to create a training strategy that works? Blended learning is the answer.
Digitization of the working environment and generational shifts have rendered many training strategies outdated and ineffective. The result is a marginally prepared workforce and a variety of stopgap measures created to address development needs.