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Intentional learning is a critical competency. But despite the importance, learners still struggle to find the time for learning.
In three words, effective learning is continuous, immediate and self-directed, while traditional training models are discontinuous, delayed and centralized.
The difference between delivering training and designing training for behavior change is akin to the differences between preparing dinner and experiencing fine dining.
To give your training any chance of being successful, you must prove genuine relevancy. And there is only one way to do that — through a performance diagnostics process.
Employees crave opportunities to learn and grow — but with shrinking learning and development (L&D) budgets, it’s becoming more challenging to offer expansive learning programs.
Studies also show that one-to-one learning promotes greater learning, increased motivation, and also enhances persistence, retention and degree attainment.