A futurist’s out-of-the-box ideas on how education should develop provide inspiration for the training programs of today.
Face it — if your organization has done a great job hiring, then you have some experts on your team. And by experts I mean those who have the talents, strengths and passions to be effective in their roles. Think power performer.
In today’s service economy, organizations need employees to constantly learn, share information, coach each other and think on their feet. The more employees know (and how to use what they know), the better they can respond and perform in a changing workplace. Helping them learn is a strategic management responsibility.
If you're in the fortunate position to build a training organization from scratch, you have a unique opportunity to avoid and/or leapfrog all the traditional characteristics of training groups that keep them from having a seat at the table in strategic discussions on the organization. If you were to build a training organization from the beginning, consider this framework: context, connections, content.
When the advertising industry gathered in March for the 4As (American Association of Advertising Agencies) conference, participants probably expected a bit of networking and some chat about the state of the industry. Less expected were survey results delivered by Andrew Benett, global CEO of Havas' Arnold Worldwide.
Have you ever wished for a way to navigate a Website, live inside your training presentation, without having to leave PowerPoint and open up a Web browser? Have you ever struggled to give your trainees a clear, detailed rendering of a large diagram or a form in PowerPoint -- only to resort to cropping the image and spreading it across multiple slides? How many times have you shown up to lead a training workshop only to discover that you left your thumbdrive at home and don't have the supporting files or exhibits you need?
Times are tough. Many of us are personally and professionally disillusioned and disengaged. Making all of this harder for training and development people is the fact that our own professional development needs often take a back seat in our efforts to serve the needs of our audience.
I have a problem. My husband doesn't seem to understand how to take out the trash and recyclables. Friendly reminders, bribes, and threats don't seem to have any effect on his behavior. Clearly he needs some training. I'm considering one of these two training options: