Employee engagement improves when workplace learning feels relevant, supported and connected to meaningful career growth opportunities.
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Topic: Thought Leader
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What drives one employee may deter another. What energizes one person might leave someone else overwhelmed. Some employees thrive when given autonomy and opportunities to experiment, while others seek structure and a clear path forward.
Learning and development (L&D) professionals spend their careers helping others learn, grow and adapt. The irony is that we often struggle to stay intentional about our own professional development.
AI delivers instant answers, but organizations risk losing the curiosity and productive struggle that drive innovation.
Effective workplace learning depends not just on software, but on employees having reliable access to the right devices.
Learning executive Carrie Berg discusses leadership, performance-driven learning and creating development experiences that truly make an impact.
True learning happens when attention, emotion and relevance align, not simply when employees complete training modules.
Organizations build stronger learning cultures when employees take ownership of performance, growth and ongoing development opportunities.
Effective leaders manage their own stress and emotions first, enabling them to guide teams through change with clarity, stability and confidence.
L&D must go beyond skills to build emotional stability, mental flexibility and cultural connection that enable employees to adapt through change.