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Reshaping leadership development for the frontline leader
As the work environment and learner needs continue to shift, L&D approaches need to be adaptable and designed to meet individuals where they are and align with organizational needs.
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The Impact Map: Make the value proposition of your L&D investment crystal clear
Being able to articulate and explain the why of the training, and how it is supposed to work, from learning to on-job application to important results, is a prerequisite for justifying and executing any L&D investment.
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Predicting Learning Success
Predictions of success should be part of the evaluation mix.
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Measurement Efforts Don’t Quite Measure Up
A disconnect between learning and tangible business outcomes as well as lagging technology may be contributing to dissatisfaction with measurement and metrics practices.
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Try a Learnathon: Crowdsourced UX
The learnathon model will fail if you let your instructional design protectiveness sabotage the process.
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Holding People Accountable is Backward Thinking
Be responsible for your staff’s success.
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Bring Out the Best In Yourself, Others
Empathy, evaluation and evolution spring from mentorships.
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Document the Link Between Learning Objectives and Results
Take into account how learners apply their knowledge.