Ignore the learning transfer elephant at your peril, because without learning transfer, your training budget is mostly wasted, and your reputation becomes tattered.
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Topic: Performance Management
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Why are so many of us still struggling to quantify the business impact of training? What if we shifted training’s core focus from learning objectives to
How do we adequately prepare tomorrow’s workforce while retraining the hundreds of millions of employees whose roles are quickly evolving?
Many people underestimate the challenges associated with behavior change after the COVID-19 pandemic. This change is unprecedented because the pandemic poses specific challenges.
Line of sight is key to both the transfer of new skills, insights and practices to the job and the leadership support required for success.
The responsibility of the training function is not simply to deliver courses but to get learners to behave in a way that achieves business results.
Empathy: We want leaders to have it, employees to behave with it and everyone to display it when interacting in groups. Sadly, it is not innate.
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?
Leaders are learners. We hear it all the time, and it makes sense. Continuous learning is the only way to keep pace with the challenges constantly confronting organizations.
Training is crucial to setting new leaders up for success as they embark on their leadership journey. Unfortunately, new leaders rarely get the guidance and tools they need.