What is being neglected in this question is what really works: How do people actually develop the requisite ‘soft’ skills they need to be successful in their work and careers?
These three steps will help us to gain a new level of credibility and impact far beyond traditional expectations of Learning & Development.
This is how to make digital work for L&D to equip retail workers with all they need, as they need it, in a way that shapes how they think and act on-the-job.
L&D are often too busy delivering training to dedicate time to developing digital solutions. As a result, they neglect the opportunity for greater impact.
It’s not about us. It’s about them but we need to be more creative and practical in how fix company induction to support new starters to perform.
Classroom training can seem like a real treat. Especially when we consider that more than 3 quarters of people haven’t attended a course in the last two years. But if they’re not attending courses (even […]
If you’re supporting workers in the workflow with context-specific resources, based on what your organisation’s internal ‘experts’ know and do, then classroom events take on a very different role to before. But what role should […]
Too many training courses are merely a distraction rather than an enabler of better performance and business results. Let me explain… When a business performance or capability issue is identified in an organisation, and a […]
Web-searching at our moment of need has changed the way we learn – both at work and at home. That’s whether we’re: Looking for a tasty new Macaroni Cheese recipe; Figuring out how to replace […]