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Memorable moments are experiences that trigger a deep and lasting emotional impression, positive or negative. That’s why all L&D specialists need to be aware of the importance of these memorable moments and when these occur during an employee’s learning journey.
The L&D function, the essential supporter of any corporate change, had to remodel itself tremendously in order to become what companies needed it to be. Thanks to the positive and creative frame of mind of most learning specialists, the transformations have all been helpful and positive.
Since we are stepping hopefully into this new year, it is a good idea to stop and take a look at the most important leadership lessons learned in 2020. These takeaways will help draw a clearer picture of how leadership needs to evolve and deal with the rather challenging aftermath of the current situation.
As humans, we have an enormous capacity for resilience and the possibility to build it over time. Resilience is more about how you recharge and get back into shape (mentally) after trying times, not just how much you can endure. Here are five tips for building your resilience and live life after the pandemic:
Having employees who feel empowered and at ease with themselves in the workplace helps any business successfully navigate the current challenges. A strong culture of psychological safety is vital to organizational learning and innovation, as well as to employee growth and development.
Leading is a very dynamic and rewarding process that requires the right amounts of knowledge, acumen, and strategic abilities. Continuous learning, feedback, and the willingness to constantly grow and improve are the keys to becoming a leader that truly makes an impact in the organization.
To drive up digital learning engagement, L&D specialists need to understand that it is very different from traditional corporate learning and act accordingly. Here are a few ideas about how to boost learner engagement in digital training:
Capturing and holding people’s attention is difficult. Conveying a message that can be remembered and subsequently replicated, even more so. The Theatre Story Method of using storytelling in business training offers an excellent framework for achieving both desiderates.
Trainers have long been on a quest to find the best ways of engaging an audience and imparting as much information as possible, and storytelling has always played a part in their strategies. Here are a few new ways of employing storytelling techniques in corporate learning:
Having a tool does not automatically equal getting the desired results; and that is true no matter if we’re talking about a hammer or an LMS. What matters most is how people use that tool. So here are four things that an LMS alone can’t do, but it can prove to be of great assistance to those who can:
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