It’s been a tumultuous second quarter for organizations around the world due to the COVID-19 pandemic. Every business has been impacted on some level and has had to pivot to meet employee and customer needs — including training organizations.
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Topic: Strategy, Alignment and Planning
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Over a decade of research points to 10 of the most important best practices for ensuring efficiency and effectiveness in your training function, department or team.
It’s not that learning isn’t important. However, what many participants say they gain most from training has little to do with the content or quality of the learning itself.
If it seems like everything is changing more quickly than it used to, it’s because it is — exponentially so. Moore’s Law has major implications for every aspect of organizational strategy and operations, and training is no exception.
While many training organizations considered strategic alignment a strength before the pandemic, the crisis has made it difficult to align training initiatives with business goals.
Crisis management often kicks in after angry villagers have descended upon the village. Why? Because most companies address the root of a crisis only after a major fallout has occurred.
These days, we don’t even do that much unplugging, as we go from video meeting marathons during work hours to video chats with family and friends after work.
The Comprehensive Internal Consulting Model describes the five phases that help position learning leaders as credible internal consultants to the businesses they serve.
Almost all areas of business are rapidly changing, and your learning program is no exception. To thrive in this evolving environment, you must rethink your entire learning ecosystem to engage employees with learning that positively impacts your business.
Performance consulting is a process that focuses on the gaps between current business performance and desired results to create a training program that bridges those gaps.