The ever-increasing pace of change in today’s organizations requires that executives understand and then quickly respond to constant shifts in how their businesses operate and how work must get done. That means you must resist your innate biases against doing new things in new ways, scan the horizon for growth opportunities, and push yourself to acquire drastically different capabilities—while still doing your existing job. To succeed, you must be willing to experiment and become a novice over and over again, which for most of us is an extremely discomforting proposition.
Over decades of work with managers, author Erika Andersen has found that people who do succeed at this kind of learning have four well-developed attributes: aspiration, self-awareness, curiosity, and vulnerability. They have a deep desire to understand and master new skills; they see themselves very clearly; they’re constantly thinking of and asking good questions; and they tolerate their own mistakes as they move up the curve. Andersen has identified some fairly simple mental strategies that anyone can use to boost these attributes. To find out more, read this article, "Learning to Learn" from Harvard Business Review.
Free tools are always valued in today’s budget-conscious world. This post by Connie Malamed highlights 10 great free tools that every eLearning designer and developer should add to their portfolio of resources.
Tin Can API, the successor to SCORM has been making news in the eLearning industry for a while due to its unique features such as offline tracking, tracking learner experience, reducing the need for an LMS, etc. In this blog, Godwin Vinny Carole of Swift eLearning focuses on things that most of us aren’t aware of – Demystifying Tin Can API.
Good mentoring is discipline-agnostic. Whether you’re a mentor to a medical resident or marketing manager, the same principles apply. The best mentorships are more like the relationship between a parent and adult child than between a boss and employee. In this article from Harvard Business Review, Doctors Vineet Chopra and Sanjay Saint offer an informal set of guidelines for good mentorship — a playbook, if you will, for a game that is very much a team sport.
When it comes to microlearning, think about targeted, timely, and actionable learning bites that can be delivered in a short time frame. Author of this recent article for Training Magazine, Shannon Tipton of Learning Rebels, was the keynote speaker for our August 2016 PD - "The 21st Century Toolbox: Restock It with Social Learning."
Whatever the delivery for online training, be it virtual instructor-led or self-paced (which may or may not offer interaction with a subject matter expert), learners need to be set up for success. See what Richard Spires of Learning Tree International says about Getting More Out of Online Training to Drive Real Behavioral Change.
Are they the same?
Some may be the top-dog, kingpin, white-hat types that saunter into an organization, save the day, and then ride off infamously into the sunset. Others may be more of the behind-the-scenes, blend-into-the-wallpaper, stand-in-the-shadow of others sort. For an insightful perspective on the differences, read the article, Heroship and Leaving a Legacy Aren't Part of Leadership by Gary A. DePaul, Ph.D., CPT
The company wants you to keep costs down. You want to keep the e-learning course interesting. You really can create e-learning content on a budget—if you’re willing to be a little creative.
While the world's workplace is going through extraordinary change, the practice of management has been frozen in time for more than 30 years. Managers have been trained to fill out forms rather than have high-development conversations.
Only 15% of the world's one billion full-time workers are engaged at work. It is significantly better in the U.S., at around 30% engaged, but this still means that roughly 70% of American workers aren't engaged. It would change the world if we did better.
To summarize Gallup's analytics from 160 countries on the global workplace, their conclusion is that organizations should change from having command-and-control managers to high-performance coaches. Learn more from this article by Jim Clifton, Chairman and CEO of Gallup. For those who attended the May 19th, "Geezer. Punk. Whatever." session, there are some interesting insights into creating millennial engagement.
The National Federation of Independent Business found that as of first-quarter 2017, 45 percent of small businesses reported that they were unable to find qualified applicants to fill job openings. But is there a bonafide skills gap in the U.S., or it is an imaginary manifestation of unrealistic expectations? If perception is reality, then either way, we need to determine the cause and act on a cure. These two articles provide insights into how those of us in talent development industry can make an impact.
The Most Serious Skill Gap Of All - by Liz Ryan, contributor to LinkedIn and Forbes.com
What Will It Take to Close the Skills Gap? Take an Educated Guess - by Matt Ferguson, CEO of CareerBuilder