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?
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.
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.
If, like many of your L&D peers, employees in your organisation tell you they prefer classroom training, it’s important to understand their preference in relation to the perceived alternatives. I say this because I don’t […]
Anybody who’s delivered Induction programmes before will know that, far too often, they’re packed full of content that new starters couldn’t possibly remember. Organisations seem intent on overwhelming new starters with everything they need them […]
*The secret*: ‘Learning’ is rarely (if ever) required at the point-of-need. Instead, answers, support, insights or guidance are more likely to be needed. To make the distinction, ‘learning’ (in the context of work) is often […]
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 […]
Just to qualify the title of this post, we (as L&D) might be working in the right direction as a result of our LNA but when individual performance and capability needs are aggregated into common […]
How soon after promotion does your company start formally developing managers? After a few weeks? A few months? Ideally you’d catch them on Day One, right? Unfortunately, the reality is far from the ideal. I’ve […]
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 […]