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
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 a more interesting way 1 in 3 respondents say they hardly ever receive follow-up sessions to reinforce their management training
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 →
“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 →
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 →