Everyone wants to be thought of as a good manager. However, as there are so many different skills to learn, being a good boss is no easy feat.
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Topic: Performance Management
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a conscious and deliberate process is required to ensure that those who ultimately become responsible for L&D are properly prepared to assume the leadership role.
Many leaders of training organizations focus so much of their time and energy on making sure their constituents have the training they need, but they often neglect their own training needs.
Why offering continuous support for learning and reskilling is more critical today than ever before.
How we deliver content continues to change. The strategies, tools, context, and cadence of learning efforts are in the midst of significant disruption.
The race is on. Today’s fast-paced world is leading to increased expectations on just about everything – and learning and development (L&D) is not immune from this pressure.
In 1950, Eileen Barton sang the hit “If I Knew You Were Comin’ I’d Have Baked a Cake,” which nearly 70 years later echoes the sentiment about how many organizations are welcoming new employees.
Confidence breeds the pride and enthusiasm necessary for outstanding performance, constant and never-ending improvement, and the momentum that fuels an aligned organization.
If I were to be brutally honest, I’d have to admit to a conflicted relationship with learning objectives.
There are a lot of theories about how to engage employees in learning: tell stories, make the class interactive, connect the learning to purpose, use graphics, etc. Yet, only 13 percent of employees worldwide are engaged.