Customer service and training go hand-in-hand and even feed each other, creating a positive customer experience that makes the company as a whole more successful.
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Topic: Strategy, Alignment and Planning
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Disruption is, in some ways, both a tale as old as time and an increasingly banal everyday phenomenon.
“Tell me and I forget. Teach me and I remember. Involve me and I learn.” This quote from Benjamin Franklin, one of the founding fathers of United States, is in the initial slides of every course that I teach.
I define radical innovation as a serendipitous result of many self-organizing, interdependent employees learning from profuse experiments to produce 10x improvements.
The way we cultivate influence among colleagues online differs greatly from our face-to-face relationships. But in a highly dispersed, uber-efficient workplace, digital communication is the norm for how we build and maintain positive relationships.
From an unexpected lack of audience participation to technology failures, the more sessions a trainer has led, the more likely it is that he or she has experienced a gambit of mishaps.
Resilient organizations are high on trust. And with so much work now done on online, it often comes down to trust in online practices.
When it comes to technology, the pace of change is only accelerating. The new normal is compelling: New technologies continue to reach more and more people in less and less time.
Recently, I published a blog post talking about how 70-20-10 can be interpreted as an OSF ratio. In this post, I want to talk a little bit about why we decided to start poking the idea of 70-20-10 with a stick.
Many learning and development (L&D) professionals are responsible for leading a function while also pursuing their own professional development with limited access to resources.