Learn why LXPs are so useful for modern companies and their L&D strategies.
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By identifying where we can make an impact! And it’s as simple as that… We’re looking for situations where learning drives performance, not where we’re learning for the sake of learning. Pairing people up with mentors, running check-ins, even someone flagging their desire to learn a new skill – these
Flat hierarchies, often celebrated because they’re great for employees. But what do they mean for leaders and L&D teams? Ally Jones (Leadership Coach) and Chichi Eruchalu (Head of Leadership Development, Multiverse) are joined us live to answer that very question. From why leaders are people we want to follow and
🪑 Does a bum on a seat count as a return on your investment? 💯 How about 100% completion of a course? 📝 Or internal surveys showing eight out of 10 people now feel you’re investing in their development, when it was four before. No, nope and closer, but no.
Direct-to-consumer brands are reinventing fairly mundane products off the back of engaging and exciting marketing! Whether it’s mattresses, tooth brushes
If there’s one takeaway from this conversation, it’s that learning cultures are about a lot more than just learning… They’re about how we manage change, the environment we build and foster, if we can tap into current behaviours, how well we communicate our L&D strategy to others and so much
The post-pandemic lull didn’t last long! We’re now entering an economic downturn that makes life more difficult for businesses, their HR teams, and L&D people. And while that brings lots of challenges, doom and gloom, there is an opportunity for us to help navigate our organisations through another sticky patch
If there’s one trend we’ve all overlooked, it’s that L&D teams have been massive hypocrites for a while now! 🤦 We’re telling people to learn but not doing it ourselves. 🙄 Encouraging people to use new tools but leaving them with legacy tech that isn’t up to scratch. 🤷 Talking
Pouring your heart into a learning initiative, only for it to go down like a lead balloon – there’s no pain like it. We’ve all been there. And it’s probably because we’re not solving the right problem! In L&D, we’re guilty of making assumptions. Taking action before diagnosing issues. And
The demands on L&D teams seem to be higher than ever and always evolving! That’s because they are… And more change is around the corner, so if you’re going to capitalise on that demand and help your organisation win, you’ll need to keep building skills, relationships and your L&D team.
For too long, learning has been rolled out at the convenience of L&D! Learning and development decide to offer training at the times and through the methods that suit them best, and that’s it. Whether it’s dragging people out of the workflow for one-to-many sessions or getting the whole company
Make no mistake, we’re living in the era of on-demand. Think about the services you use every day, whether it’s what to watch, what to wear or what to eat, clicks and minutes are all you need to wait for your fix. If that! And when information is the commodity
Compliance is like a failing relationship at most companies! Two unhappy parties, plodding through a process that, deep down, they know doesn’t work or bring them any joy. Learners are fed-up with content that bores them to tears, and managers are close to tears being the nagging bore who