With the potential to reduce turnover and increase productivity, every organization should be asking this question: "Are we getting the most out of our onboarding?"
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Topic: Strategy, Alignment and Planning
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Congratulations! Your business leaders recognize how essential your employee development efforts are to ensuring business success. This may be surprising, especially if your budget was recently cut, but the reality is...
Have you ever left an important conversation and felt like you weren’t talking about the same topic? How many times have you wondered what the other person was thinking?
“Culture” and “engagement” are both buzzwords in the L&D and HR fields. But what do culture and engagement mean, how do they relate to each other, and why should L&D care?
Strategic planning is critical to successful organizations, as it provides forward-looking direction, outlines measurable goals, helps guide key decisions, and provides structure for evaluating progress and data for taking corrective action.
Business leaders routinely create or adjust strategy. Because execution is a people problem, L&D has a vital role to play in the implementation process by operationalizing and embedding new or refined knowledge, skills, and performance.
Many managers and trainers present employees with a series of situations and pre-packaged solutions to those problems. Some people might call that training, but I call it troubleshooting.
No matter the change that we might be facing, those who are willing to embrace change and possibly even look for it, are working toward making a difference in our lives and the lives of others.
Although change is part of the natural evolution of organizations, it creates chaos or psychological tension in the brain called cognitive dissonance.
I don’t think there is much question about the need for change in how corporate training meets the needs of the business as well as the learner. The question we should be focused on is, “Do we know what we should be changing to?”