Many organizations share a common assumption that if an employee isn't doing something "right," then he or she needs more training.
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Topic: Performance Management
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Mindfulness and mindfulness meditation have hit the mainstream.
One of the most valuable lessons I ever learned happened in an unexpected way. I was boarding an early morning flight from DC to Dallas. The weather was clear, and I was looking forward to a few hours of quiet time and maybe even some shut eye.
The problem of training transfer and its most recent synonym, "scrap learning," have been the nemesis of learning professionals for decades, yet very little has changed beyond identifying them as a problem. Luckily, there is a solution.
Within companies across the globe, sales departments are looking at activations, marketing teams are tracking Net Promoter Scores, IT is measuring the number of tickets closed and human resources is measuring employee turnover, but being focused on final
Most of our actions are determined by our environment. Whether at work or play, our environment dictates how we behave and respond more than most of us realize.
There are all kinds of distractions plaguing each and every one of us. In this election year we have the distraction of an unconventional candidate, in our pockets we have the distraction of a smartphone and in the world around us we have the distraction
Engagement is at the heart of organizational performance. Without elevated levels of engagement, organizations can experience diminished returns on investment, high turnover rates and reduced morale and productivity.
The success of a learning leader is dependent on how we create an engaging learning environment that produces true performance improvement. We all utilize training suppliers to manage some part of that learning experience.
It's been more than 15 years since Marcus Buckingham and Curt Coffman began sharing the Gallup organization's research on employee engagement. It was a great breakthrough.