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.
Blended learning no longer means supplementing formal learning with additional materials. The whole thing has been flipped but how should L&D respond?
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.
Despite the headlines, attention spans are not reducing but perhaps tolerance for workplace learning offerings is?
What motivates people to learn online at work? Knowing the answer will dictate your approach to digital L&D.
Rather than using technology to scale L&D initiatives, what can be learned from the success of the iPhone in finding new ways of helping workers to do what they want to do, better?
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 […]
This question was posed to me by Sukh Pabial (@SukhPabial) recently, following a blog he wrote, Adapting, Change and L&D, and a subsequent Twitter exchange. Sukh finished this blog by expressing: “L&D is fundamentally broken […]
*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 […]