When dealing with people from other cultures, it is our natural tendency to learn about the difference in their cultures, such as: What sets us apart? What differences should we be prepared for? How should we behave in certain situations?
The key objective of this intervention was to get the group to discover ways of working together more effectively and to take the existing trust levels up a few notches. The client was very emphatic about their specific company culture – which was fun, energetic, “young” and fast paced. They wanted this session to reflect the company culture without diluting the key messages.
According to a recent LinkedIn Report on workplace learning, business impact is the No. 1 measure desired by business. Yet, less than 8% of organizations are actually demonstrating that. Most are still dependent on smiley sheets and program attendance to show the quantum of work being done, but not really the quality. If we want to successfully measure the return on training, we need to change our approach and completely flip it around.
I recently saw a video published by a colleague, Surya Prakash Mohapatra - Global Head-Talent Transformation at Wipro BPS - on the impact of Neuroscience in Learning. In the video, he mentioned that the job of a learning practitioner is to excite the brain and make learners want to learn. I couldn’t agree more!
When we work with an organization, we are constantly interacting with people—whether face-to-face or via technology. As skilled workers, we have access to tons of information and each one us becomes a repository of some key data points. Application of information leads to knowledge, which eventually results in profitability, which is the end goal for all corporate organizations.
Learning & Development has been perceived as a ‘yes man’ function for way too long. Whenever business leaders say they need training, we get to work and deliver training! Do we pause to understand the reasons, the motives, the final outcomes that are desired from said training program? Do we challenge the status quo
According to a survey conducted by Grovo—a leading company in microlearning: 74% of management training attendees agree that large volumes of information, as given in most management training seminars, are difficult to remember and apply 92% of managers agree that they’d be more likely to use learned managerial skills if management training was presented in … Continue reading 4 Steps for designing an effective Microlearning program
Great conversations, tremendous energy, unparalleled learning—that was ATD 2017 for us. Last week, we mentioned C2C-OD’s experience at ATD2017. Today, we want to share the six themes that stood out for us at the event as L&D practitioners: Microlearning Mobile Technology Social Learning Learning Effectiveness (Impact of learning) Learning Transfer/Reinforcement The science of learning … Continue reading C2C-OD’S EXPERIENCE AT ATD 2017 – Part 2: Six themes for an emerging learning experience
“As a talent development professional, you’re passionate about ensuring that your workforce is prepared to face the demands of today's ever-changing business environment.” - ATD 2017 International Conference & Exposition With these words in mind, our team from C2C-OD headed off to ATD2017 in Atlanta, Georgia - the largest global event for talent development professionals … Continue reading C2C-OD’s Experience at ATD 2017 International Conference & Exposition – Part 1
Trust is knowing that when a team member does push you, they're doing it because they care about the team. - Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable Trust Noun Firm belief in the reliability, truth, or ability of someone or something. 'relations have to be built on trust' – Oxford Dictionary … Continue reading Creating a culture of trust in your organization
Measuring the effectiveness of a training intervention has been one of the primary concerns for a majority of L&D professionals. CEO’s across the globe state that ROI is the No.2 measure desired by them. However, only 4% currently see ROI on L&D.* There may be several reasons why we may be unable to arrive at … Continue reading #ATD2017 – Demonstrating Training Effectiveness: How to Make This Bane Into a Boon
The business unit head at an e-commerce company is sensing the disintegration of his team. There is a lack of collaboration among his team members; employees are more concerned about their goals rather than team or organizational goals. From being one of the highly functional teams, his team has become a dysfunctional one - a … Continue reading Getting the Business to Believe in OD
You have recently launched a highly-anticipated, company-wide training initiative. You have secured the best facilitators—ones with air-tight content—and, following the positive response received from the first training session, you are in a celebratory mood. Up until one of your associates asks, “How do we know if it was really a success? And how are we … Continue reading Measure The Real Impact Of Your Training
The team at C2C-OD interviewed Tom Meier, Director of The Center for Accelerated Learning, to find out more about Accelerated Learning (AL); from its beginning, to the philosophy of its four phases, and the future of training. Thank you, Tom! Here is the interview: Please define AL in under 30 words: The AL approach activates full … Continue reading Exclusive Interview with Tom Meier, Director of The Center For Accelerated Learning
Gina is the HR business partner, and she is also responsible for Learning & Development within a mid-sized IT company. She is planning a training program for one of the support teams but the team is currently swamped with work and they are not inclined to spend 2 hours, let alone 2 days, in a … Continue reading How Can Audiences Get Involved in Their Own Learning?
Karen had a client call in the morning and is now running late for the session. As she enters the class, she is surprised to see that people are all over the place, there is a sticky wall with colorful post-it notes on it, and the tables are arranged in a seemingly random manner. Where … Continue reading The Four Phases of Accelerated Learning
Jay had been having a tough week. Issues were being escalated all the time, deadlines were approaching, and the team’s morale was at an all-time low since the merger of the two companies. Looming on his calendar was a training program that he had been nominated to attend. Yet, he felt no motivation to attend … Continue reading Understanding Accelerated Learning and How It Improves Return On Expectations