These three steps will help us to gain a new level of credibility and impact far beyond traditional expectations of Learning & Development.
f we scaffold and support actual working, we recognise how people truly learn and grow at work rather than continue the belief that people learn best in classrooms
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.
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.
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 […]
*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 […]