Learning and development (L&D) experts and corporate training professionals spend countless hours designing programs that are intended to help employees learn valuable skills, all in the hopes that it will make them better at their jobs.
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Topic: Strategy, Alignment and Planning
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Get more value through organic learning - that has the organic quality of self-directed learning but is shaped to the needs of the organization.
When planning a training event, you may look for expert advice about how to ensure that it runs glitch free – that everything works according to plan. But these days, being glitch-free is the minimum of what your attendees expect.
Technologies have disrupted established industries and, in so doing, changed the way we live. It is not surprising that learning and, through learning, leadership (particularly change leadership) are now similarly disrupted.
Our research showed that there are companies where 70-20-10 is the right mix – but such companies are not the average. Instead, there are a range of mixtures for learning sources.
Sustainability is top of mind for many training and development leaders, which is a good sign that the field understands that one-and-done training is quickly becoming unacceptable.
Building boosts into the sustain phase of your learning journeys is critical if you want to drive performance-based application.
“Tell me and I forget. Teach me and I remember. Involve me and I learn,” said Benjamin Franklin. I am unconvinced that people within organizations are in a learning mindset at all.
In a world that is increasingly defined by differences of opinion it is nice to address a topic where there is overwhelming convergence. Strategy!
When faced with falling retention rates, managers must grasp the magnitude of the impact that they have on employees – for better or worse.