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Complete Case Studies Guide. The 15 skills every L&D team needs. Building capabilities for performance. The capabilities that companies need most have evolved, but methods of building those skills have not.

Building capabilities for performance

Our survey finds that the most effective companies focus on sustaining skills and linking learning to business performance. Capability building has remained a high strategic priority since we first surveyed executives on organizational capabilities in 2010. Four years later, many companies are using the same approaches to learning and skill development—namely, on-the-job teaching—that were most common in the earlier survey.

Yet the responses to our latest survey on the topic suggest that organizations, to perform at their best, now focus on a different set of capabilities and different groups of employees to develop. Learning at the speed of business. What digital means for the next generation of corporate academies.

Learning at the speed of business

Corporate universities are entering their second century, just as the businesses that rely on them are transforming themselves for the digital age. When pioneers such as General Motors and General Electric began offering standardized in-house training programs, about 100 years ago, they focused on imparting lower-level, day-to-day skills. Back then, it may have seemed fanciful to imagine the full-fledged academies that would emerge in later decades. How to scale personalized learning. A systemwide approach offers the best chance of reaching the most students.

How to scale personalized learning

The US public education system is struggling to meet the needs of its students. Even among those who graduate from high school, only 42 percent are properly prepared for college. And success depends on more than just traditional academic performance: more than 60 percent of all positions in the economy involve knowledge work by people who rely heavily on critical thinking, creativity, and interpersonal skills. One promising way to improve outcomes is to offer personalized learning, a teaching approach aimed at addressing the individual educational needs of students. 7 Tips To Keep Learner Focus In The Modern Learners’ World - eLearning Industry. As eLearning becomes more prevalent in the work place, and mobile learning on smartphones is a common strategy, training activity comes up against the reality of the modern learner; it’s hard to keep learner focus.

7 Tips To Keep Learner Focus In The Modern Learners’ World - eLearning Industry

The modern learners’ world is fast moving, highly connected, mobile, and full of distractions. According to Bersin research, in a typical work week employees only have 1% of their time for training. In “Meet the Modern Learner” Bersin presents us with more shocking facts: The majority of modern learners won’t watch a video lasting more than 4 minutes.Today’s learners go away from their task to the internet an average of 27 times a day (compared to 5 times 15 years ago).Modern learners will click away in between 5 and 10 seconds if your page does not hold their attention.People unlock their smartphones up to 9 times an hour.Modern workers are interrupted every 5 minutes, on average, often by work applications and collaborative tools. 1. 2. 3.

Infographic: Why Employees Resist Change - Catherine's Career CornerCatherine's Career Corner. Save By Catherine Adenle Reasons why employees resist change We all belong to a society steeped in change and the thought of any change could be de-stabilising for some us.

Infographic: Why Employees Resist Change - Catherine's Career CornerCatherine's Career Corner

Changes in the economy and the global business environment have forced organizations to change or overhaul the way they work and do business. So, whether we like it or not, change is here to stay in the workplace. How companies manage the front line today: McKinsey Survey results. Most companies don’t offer sufficient training for frontline managers or structure their roles to create the most value.

How companies manage the front line today: McKinsey Survey results

Aggravating the problem, senior leaders are often unaware of the issues that hinder frontline performance. Companies with effective frontline managers take a different approach. Senior executives and nonexecutive managers are unhappy with the performance of their companies’ frontline managers, according to a McKinsey survey. Unlocking the potential of frontline managers. Instead of administrative work and meetings, they should focus on coaching their employees and on constantly improving quality.

Unlocking the potential of frontline managers

A retail manager responsible for more than $80 million in annual revenue, an airline manager who oversees a yearly passenger volume worth more than $160 million, a banking manager who deals with upward of seven million questions from customers a year. These aren’t executives at a corporate headquarters; they are the hidden—yet crucial—managers of frontline employees. Found in almost any company, such managers are particularly important in industries with distributed networks of sites and employees. These industries—for instance, infrastructure, travel and logistics, manufacturing, health care, and retailing (including food service and retail banking)—make up more than half of the global economy. This system makes companies less productive, less agile, and less profitable, our experience shows. Putting a value on training. Training programs generate greater value for organizations when the curricula reflect key business performance metrics.

Putting a value on training

Testing real-world outcomes is crucial. All organizations train their people, and most spend significant sums doing so. Yet they generally don’t have any idea whether they’re getting any business value from training. Beyond teaching new employees the specifics of their jobs, most companies train staff in areas such as leadership, communications, performance management, or lean operations. But they typically measure training’s impact by conducting surveys of attendees or counting how many employees complete courses rather than by assessing whether those employees learned anything that improved business performance. Why leadership-development programs fail. Sidestepping four common mistakes can help companies develop stronger and more capable leaders, save time and money, and boost morale.

Why leadership-development programs fail

For years, organizations have lavished time and money on improving the capabilities of managers and on nurturing new leaders. US companies alone spend almost $14 billion annually on leadership development. Colleges and universities offer hundreds of degree courses on leadership, and the cost of customized leadership-development offerings from a top business school can reach $150,000 a person. 10 Trends for Workplace Learning (from the Top 100 Tools for Learning 2015) Yesterday, 1 October I ran a webinar for the L&S Group.

10 Trends for Workplace Learning (from the Top 100 Tools for Learning 2015)

The slideset is below, and the points in the slides are elaborated beneath it. On 21st September I released the Top 100 Tools for Learning 2015. This is the 9th list I have put together, and this year it was compiled from the votes of over 2,000 voters from 63 countries around the world, working in different roles in education and workplace learning (see slide 4 of the slideset). I define a learning tool as. 4 Steps to Create A Learning Path. Follow these steps to create a Learning Path that will guide your efforts to learn and grow over the coming year. 1. Identify your learning priorities based on a thorough analysis. Use Learning Paths to develop the right Learning Strategy. Last month when I was in Sri Lanka, I tried a local dish called Kottu. Kottu's a simple, yet complex street side dish and it contains roti bread, carrots, beans, onions, other vegetables, eggs, meats, coconut oil; well almost everything you can imagine, thrown onto a pan and tossed together.

Hold on - did I just say 'everything'? That's a bit of a magic word for anyone in the learning world. "Teach them everything that they need to know. " Developing a Structured Learning Path. One of the most effective ways to engage training participants and ensure retention is through the creation of structured learning paths. Using a structured approach gives participants an idea of what their learning will look like over a particular unit or time period, and also allows their learning to build naturally from one subject to the next. There are several ways to create structured learning, but first and foremost remember that any learning path must be accurately recorded and communicated to participants.One of the first ways to create structured learning is to space classroom training alternately with “real-life” or on the job interventions. For example, bank account representatives can attend classroom training on opening basic accounts, such as checking and savings accounts.

Defining Adaptive Learning Paths For Competence Or. Attitudes towards training from two perspectives. Online courses, evening classes and events all offer flexible ways to build training into your business with minimal disruption. Credit: Steve Bisson / AP/Press Association Images As squeezed budgets and time pressures continue to push Learning and Development to the edge of business priorities, UK labour productivity is falling at the fastest pace since 2008.

There has never been a more important time to focus on helping our workers up-skill. Yet, new findings from my organisation, AAT (Association of Accounting Technicians), reveal that workers in the UK are currently spending more time on tea breaks than training, and almost a third (30 per cent) have never received any work-based training. More Opinion The ‘significant impact’ of cancer education in secondary schools. Now is the Time for Workplace Learning to Focus on Individual Learnability. It’s not about training: thinking strategically about talent development. Training is focused on learning the knowledge and skills associated with a particular task or role. Talent development is broader and focused on long-term needs. It develops the capacity, capability and confidence needed to turn innate strengths into an effective leadership style that can be successful in (and better influence) the future of the business.

Most companies incorrectly equate talent development with training, and that can be an expensive mistake. In this latest installment in my series on the integrated talent excellence model, I will discuss why and how talent development can be used to build the skills, knowledge and performance of employees, helping talent at all levels turn potential into organizational results. 6 Reasons Well-Intentioned Leadership Training Backfires.

How to Be an Amazing Mentor: 12 Ways to Make a Positive Impact on Others. 6 Reasons Well-Intentioned Leadership Training Backfires. There’s an Alternative to Leadership Development. Top 10 new teaching techniques for 2015. Want more satisfied students? Vary your teaching techniques. Get creative with new teaching techniques. Docebo thenew 702010 whitepaper. Aberdeen Employee Knowledge Report March 2016. The What and Why of Experiential Learning. Infographic: Why Corporate Training is a Colossal Waste (and What to Do About It) The Evaluation of Training - From Happy Sheets Up to ROI_0.