“Training needs to earn a seat at the table.”
“We need to show the ROI of training.”
“Leaders don’t understand the value of training.”
In my years as a learning and development professional, I've heard phrases like these many times — attempts to, in some way, justify the hard work training professionals do each and
The first post I wrote here was called Critical Skills Learning Professionals Need Now, back in October 2010. Since then, I've been on a quest to help people in the learning and development industry continuously learn new skills and stay current. Fueled by a personal quest to avoid professional stagnation and a desire to see our profession thrive, I've tried to write about useful, practical, and value-added ideas that learning professionals can put to use in their work today.
Most employee training and education programs focus on just a few required, core topics: basic skills, computer systems, and keeping current on industry regulations or changes. That's fine. Fundamentals are important.
A couple of months ago, the smartphone app/game Draw Something had been downloaded by 35 million people and was being played daily by 15 million users, making it the hottest smartphone game in the country. The company that made it, OMGPOP, was bought for $200 million by Zynga, and it seemed Draw Something was poised to overtake Angry Birds as the biggest game in the world.
When I registered for the ASTD International Conference & Expo 2012 over a month ago, I planned to write a recap post for two reasons: First, it's a chance to share what I learned so people who couldn't attend might learn something from my experience. And second, writing about what I learned forces me to reflect on the ideas and lessons I was exposed to, and really lets them sink in. Jane Hart wrote a really good article on this subject just this week.
Imagine a trainer at the front of the room responding to a participant’s comment by saying nothing more than “You’re right!” or “Incorrect.” Imagine this happening over and over again.
Even though it seems futile, this is one of the most common types of feedback we use in e-learning courses to respond to user actions
Lots of employees dread company education. They dread it because often we, as educators, don’t create compelling or engaging programs. Nor do we explain the reasoning behind the materials we use in those programs. Sometimes employees feel they're being force-fed management’s agenda without any apparent connection or value to their day. But in talking with
On Friday, the Daily Mindflash hosted yet another #TrainChat on Twitter, in which we posed the question: What skills do learning and development pros need now? Mindflash contributor and L&D pro Bill Cushard helped guide our discussion. Here's a recap of the discussion that followed (please excuse the Twitter-ese grammar).
In learning and development, as in every area of business, it isn't simply enough to produce results. You also need to measure those results to prove you're beneficial to your organization and get recognition (and support) for your efforts. There's no doubt you need numbers, but are the numbers you're focused on actually the right