Misalignment occurs as soon as we translate ‘business needs’ into ‘learning needs’, which is usually right at the very outset of our conversations with stakeholders. But why do we do this? Because we’ve always done it…
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.
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 […]
“Curation replaces noise with clarity. And it’s the clarity of your choosing; it’s the things that people you trust help you find. We [L&D] need to be the people that organizations trust to help replace […]
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 […]
Trainers and facilitators employ a range of methods and techniques to embed what they want employees to “learn” so that, when employees return to the workplace, enough of what was delivered remains to influence performance. […]
The thing that irks me most in L&D at the moment is the comparisons made between ‘eating’ and ‘learning’ formats. Whether it be ‘bite-sized learning’, ‘snacking’ or the hideous term ‘feasting’ to describe traditional formal […]
I heard a Learning & Development leader from a major international brand remark recently that despite launching a new suite of online learning programmes to their business, only 5 people had accessed them at all. […]
The potential for mobile learning is to engage employees on their terms and provide useful learning in a format that they recognise and want. But we know this, because we’re mobile users ourselves, and that […]