It is 8:30am. A text arrives from your client. He’s doing a fast burn because his management made a decision that impacts his team without consulting him. He has a meeting in 30 minutes and he needs to speak to you…his coach. One of the reasons you are coaching him is that he is prone to emotional outbursts with his management and staff. And now he’s ready to blow up at his boss. What do you say to him when you get him on the phone?
A huge roadblock you may face as a manager is employees who are unwilling to engage in further professional development. Maybe they say they don't have time. Maybe they feel they're already good enough at their job. Today's Q&A Thursday video discusses the dangers of this attitude, and how you can resolve it.
When presenting a proposed training program to senior leadership, don’t make the mistake of getting caught only discussing the ROI. Executives expect something much different in a true business case. You can certainly add complexity – if needed – in this webinar we'll cover the basic 5 elements to include in your business case for employee training.
Change is the new normal. Okay, that’s not really that profound. Change has always been normal in business, but the pace of change in almost every facet of business management continues to accelerate. There is an exception, and the exception appears to be the way most organizations approach employee learning and development. Learning and development in most organizations remains stuck in a model that is rooted in a world view that looks positively dated and out-of-touch to employees. Here are ten learning trends that we believe leaders ignore at their own peril in the coming months.
SHRM plans on launching it's own certification program. Here's our take on it, and what you should plan to do based on their initial announcement. This post will be updated as more information becomes available.
According the ASTD 2013 State of the Industry, overall spending on employee training in U.S. organizations is $164 billion, the average cost per learning hour used is $89 and the cost per learning hour available is $1,772.
How can we make sure the investment of time and resources is making a positive business impact? How can we measure the effectiveness of our training initiatives?