We understand that in the corporate context personalizing learning may not always be practical. Our opinion is that the learning and development team in any company should still be looking for opportunities to contextualize learning.
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Topic: Perspectives
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As training professionals, we are in the business of learning. We work with company executives to identify the goals and objectives of the business and we uncover problems that undermine the performance of our organizations.
In the corporate context, we sometimes allow ourselves to default to the state where strategic alignment means we deliver the program that a leader suggested.
This edition of our magazine explores concepts that have the potential to form the experiences we encounter during a corporate learning program. We all know and research supports that the act of doing improves our retention when learning.
Learning and development teams around the globe are responsible for planning training programs that will close the gap on employee performance.
This edition of our magazine explores a couple of key concepts dogging many in our industry: the role of L&D in culture change and the role of the manager as a change coach.
One of the most interesting segments of corporate learning is the custom program or content development space. At Training Industry, we monitor this segment to understand several key elements of the everchanging corporate learning space.
This is the time of year that our team at Training Industry reflects and takes inventory of the ideas that have impacted our industry over the past 12 months, and a look ahead to the trends that will impact our business moving forward.
There has never been a question that the role of the learning leader is to improve the performance of the organization by introducing, when necessary, an intervention to change the way employees perform.
This edition of Training Industry Magazine challenges us to think broadly about how and when we need to focus on the long-term skills impact of training programs. When it comes to truly impacting the performance of an employee on the job, we have to think