Remain flexible yet focused in order to maintain training quality.
In learning, speaking the same language is important.
It falls at a place perhaps different from what you might believe.
Working backward can help you find your starting point.
Come prepared, but be yourself.
Your plans will be wrong. Get over it.
Learning organizations could have an even greater impact on their organizations if they worked smarter.
Manage learning and development through goals and planning.
If you’re not spending at least 20 percent of your time reinforcing learning, you may be wasting your time building and delivering it.
Learning leaders are missing out on opportunities to improve results by not managing their departments and programs like a business.
Analytics has a place in learning and development.
These reports can improve learning’s impact and credibility.
There are three measures your learning team needs to use.
Learning leaders, your purpose is not just to increase employee engagement. Your value extends into every area of the business.
Have you established your plans for the year? Are they aligned with established business goals and existing resources? If not, plan to do better.
Learning leaders need to have a serious talk about where self-directed learning makes sense and where business-directed learning makes sense.