Mandatory safety training programs run the gamut, from repulsive (remember Red Asphalt in Drivers’ Ed?) to funny, to boring. But more often than not, it’s the latter. But they needn’t — and shouldn’t — be that way. After all, we’re talking about workers’ safety, right? What could be more important? The fact is, though, that
It’s said that for every action, there’s an equal and opposite reaction. A few weeks ago, I explored the connections between instructional design and the critical and commercial success of the video game app Angry Birds, and how many of the same principals that made that game so popular could be co-opted into training programs.
Of all the sections in my book on critical skills learning professionals need to know now, “enterprise 2.0 collaboration” seems like the most unlikely “critical” skill. However, as the speed of business keeps increasing, learning pros are having to adjust their goals, and the skills they need to fulfill them. Where once L&D people delivered learning
When productivity takes a dive, it can be tempting to fantasize about bringing in a whole new team to bring the fire back to your office. However, research shows that, in many cases, it is actually much less expensive to retrain current employees than to replace them with new hires. Below, we explore the associated
Corporate trainers and educators are profit drivers now — and in more ways than one. Although their primary impact on a company is by training employees to master high-impact skills that help improve business performance, they can also add value (and profit) in other ways, too. Company educators have an unique knowledge of employees’ skills, aptitudes, and
Sales is a tough nut to crack — some people seem to get it, while others always lag behind, struggling to keep their numbers up. And teaching it to a newbie? It can feel practically impossible. Worn-out cliches and advice about sizing up the situation, or looking for a way in don’t always get you
Social media and social networks, to say the least, have become one of the most common ways for people to communicate. Just about everyone — even your mom, probably — has connected somehow with someone else through as social-media tool. That makes it an exciting time, but also one with entirely new risks, especially for
Social learning a lot of us hear a lot these days — we know, vaguely, what it is, and we know that it’s happening, whether we like it or not, every day. And yet the vast majority of our money and energy goes toward formal training programs, not these social, off-the-cuff initiatives. Why is that?
The word on the street is that we’re in a skills shortage. Companies’ bottom lines are negatively impacted by employees who don’t have the increasingly complex skills needed to consistently perform their work and positively influence customer loyalty. It’s not a supply problem, people say, it’s a skills problem. It seems to me that the
What separates talented middle managers from the people who make great leaders? What skills do you look for an employee, and how do you go about training them for corporate leadership? Below, we take a look at research from the Center for Creative Leadership that reveals some surprising findings about those in line for upper