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
When your company’s growing fast, it’s tempting to take a short-term view on learning and development. Or put a pin in it until the dust settles. Don’t! You’ll be kicking up lots of extra dust because more growth is on the way. So what you do now matters more than
Learning and development teams can be pretty protective over the purse strings. And you can’t really blame them! When times get tough, it’s often one of the first things on the budget chopping block. In Gartner’s 2021 HR Budget and Staffing Survey, 25% of HR leaders said they would cut
Would you bother delivering a learning experience to employees if you knew it would have absolutely no impact? We can bet your answer to that question is no! But how many of us in L&D are actually taking the time to ensure our initiatives will deliver impact before rolling them
A phrase we always hear getting thrown around in the L&D space is ‘putting the learner first’, but how many people proactively design a strategy to meet employees’ needs, rather than just the needs of the business? 🤔 In the latest L&D Disrupt drop we’re joined by someone who is
