Do you really need to ‘build’ a learning culture? Or do you actually need to work out how and where learning is happening at the workplace and shape the culture around that? For most of us, it’s in our nature to seek out or try new ways of doing things
What’s the impact of our learning and development efforts? Has training fulfilled its purpose? And why are the answers so often a mystery? The L&D Detective is here to help! Kevin M. Yates joined us in this episode to offer a three-part framework for measuring impact, explain why measurement is
By the time we’ve entered the workplace, a lot of our perceptions around learning have shifted significantly. We’re no longer happy to be spoon-fed information or locked in classrooms for hours on end, we want freedom around how we learn and when/where we do it. LinkedIn’s 2019 Workplace Learning Report
Comparing them to horses probably isn’t the best place to start, but it’s a similar situation to those leading stallions to water and unable to get them to drink. It’s not enough to simply offer a learning platform, you have to incentivise and entice people into quenching their learning thirst.
How should you be spending your learning or training budget? If you let employees look after the learning pennies, will the return on your pounds take care of itself? If you tie everything up in a course library, will people actually use it? And if you’re too strict on deadlines,
When it comes to learning at work, we’re all products of the environments and offices we’ve tried to build new skills in. If you’ve only ever seen those click-through compliance courses or an LMS that’s not interactive, uninspiring and detached from how you work, you wouldn’t know there was a
Why do so many organisations find it so difficult to establish and build their desired mindset? In Toby Newman’s opinion, they’ve not broken it down into relevant terms for their people or teams and they’re not always putting in the hours. If you’ve ever wondered how you can democratise learning,
Progress doesn’t always mean stepping into a shiny new title and salary, it can mean building a new skill or working in a different sector, for example. It’s no longer a case that the only way is up, which is why learning’s role in career mobility has come into sharper
Learning doesn’t stop once people complete a course! Well, actually, most of the time it does… And that’s because most people have failed to create a continuous learning culture and make ongoing development a habit. Fear not, this session will talk you through achieving both sides of this engagement and
When it comes to learning data, you’ve got to dig a little deeper! Ditch the old habits of just accepting the numbers an LMS or some other platform spits out and start thinking about which metrics matter to you. Especially when you think that data can tell you what’s important
Should we even be describing it as L&D? You might have more open and productive conversations with stakeholders if you ditch the jargon, and Ross explains why in this episode. You’ll also learn who L&D should work with and how, the roles you need to build an effective L&D team
Do L&D professionals need to accept that L&D’s not always the answer? Yes! And that’s not even one of Paul Matthews’ three elephants in the room. Instead, we need to start with the desired behaviour and work backwards to the right format. Paul Matthews is an L&D expert, speaker and
