Category
The posts in this category cover subjects L&D managers and other decision makers involved in business training might find useful or at least interesting.
Master virtual trainers are not born, they become very good at what they are doing because they work on their skills, try to improve and show empathy. Self-improvement, preparation, and engaging attendees are essential for trainers who want to help their learners thrive.
Generation Z is a recent challenge for employees, trainers and facilitators, as their values are quite different from those of the previous cohorts. Gen Z is not worse, nor better than its predecessors; it’s just different. Find out what makes them tick and help them thrive!
Creating a culture of learning for small and medium-sized businesses can be tricky, with the priorities of such an organization differing from a bigger company, but if you can use the resources and talent that you already have within the company, with the help of technology, you can reap great benefits for the company and for your employees.
People are different because they come from different cultures. This is both an opportunity and a challenge for virtual trainers. We can all learn from each other if we pay attention, listen carefully and embrace the diversity of all cultural dimensions.
Artificial Intelligence seems to be on the track of taking over the world. Many fear the loss of jobs AI will inevitably lead to. Could L&D professionals, and especially trainers, be on that list? This article will dive into a few reasons they actually have nothing to fear.
Trust, inclusion and support are the three pillars upon which any globally dispersed team has to rest in order to work well and achieve its objectives. It is the job of the leader to consolidate these colonnades and fix any cracks that may appear in them over time.
Engaged employees will stay longer, work better and promote a positive attitude and culture. Organizations should invest in programs that build and support engagement if they want to be successful in the long term. Here are several factors that can have a positive impact on employee engagement:
Influential leaders have the skill to use inclusive behaviors in order to maintain control and get everybody on board with what they need to get done. While the more authoritarian way of doing things might still work in situations of crisis, it is the modern influential leader that fits the business scene of the twenty-first century.
Measuring the impact of organizational learning is important. It shows L&D specialists what they are doing right and where programs fall short and gives stakeholders a sense of how much progress is made and in what particular areas.
Talent activation is the process of getting the talent you just acquired (employees) and turning it into productivity and business growth. The process takes the potential (aka the talent) a person brings into the company and turns it into meaningful and effective contribution.
