These three steps will help us to gain a new level of credibility and impact far beyond traditional expectations of Learning & Development.
Designing For How People Really Learn, At The Point-Of-Work
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
How Digital Learning Is Working In Retail
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.
How Blended Learning Today Is Different In A Hyperconnected World
Blended learning no longer means supplementing formal learning with additional materials. The whole thing has been flipped but how should L&D respond?
Why We’re STILL All Trying To Fix Company Induction
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.
Leading Away From Face-To-Face Training Towards Self-Directed Learning
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 to Learning at the Point-of-Need
*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 […]
How Do We Get Employees To Adopt Technology For Learning?
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 […]
Why the Learning Needs Analysis (LNA) has us all working on the wrong things
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 […]
Preparing Your Managers Before They Start Managing Your People
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 […]