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.
It’s a well trodden path… A new L&D function is born – or a new custodian arrives into an existing function – and a review is undertaken of ‘what learning is required’. Induction is developed. […]
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.
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 […]