Leadership development is crucial to business success. Focusing only on that while ignoring leadership succession pipelines, can only lead to dissatisfied high potential employees thickening turnover rates, while senior leaders get frustrated by not being allowed to be mentors and showcase their rich experience.

We should prepare for the next decade of innovation and for the major trends that it will bring. As L&D professionals, we should also prepare others for the coming changes. After all, this is what the learning and development industry is all about: constant learning and lifelong education.

Training and development have something in common with care work: the willingness to help others in an empathetic manner. This is why the ALOHA model might be a useful instrument for educators and trainers, especially in this context, when social distancing is the norm. ALOHA to all trainers and educators out there!

Reboarding employees will be a big, bittersweet process. Getting over a crisis and finding ways to move forward is never easy, but it can be the launching pad for a new journey with the right mindset and preparation.

Having employee training programs is beneficial for both your business and your employees, but it might not have the ideal results you’re expecting. In this article, I will focus more on the human side of the issues and offer some collaboration tips to engage your employees more in your training programs.

The Seneca effect is pervasive in many industries and it involves slow growth and rapid collapse. Business resilience is the proper way to deal with collapse effectively. In L&D, we are experiencing the collapse of the traditional model, so a fluid/flexible mindset is the best tool to build resilience in a changing environment.

2021 will surely provide more challenges than we can predict at the moment. However, there are already some clear directions that need to be followed, and L&D departments will not only have their hands full but also the great opportunity to become even more visible and valued by the organizations.

For some, the idea of securing data from a distance can be daunting, but by educating your staff and employing simple measures, you will keep data protected and retain satisfied customers.

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.

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.