Disruptive and stressful experiences such as the still prevailing crisis can be opportunities and catalyst for growth. But, from what I experience is that the “if it ain’t broken, don’t fix it” mantra still withholds many organizations and leaders to see(k) opportunities. However, research has shown that crises creates new opportunities for people and organizationsContinue reading “Why consilience will help your business soar in 2021”
The impact of AI (Artificial Intelligence) on office and knowledge workers is undeniable. These jobs will not that easily disappear or replaced by robots, but the skills required to remain complementary to AI will be very different. EdTech providers claim that they rely on AI to ensure that our employees acquire those skills to remain employable. WillContinue reading “Will AI drive and resolve the skills gap?”
The company of the future will need to embrace a positive attitude to sustainable learning strategies no matter how delayered, disrupted, outsourced, digitized or virtualized they are. We need to focus on those companies that are preparing themselves today for the future of tomorrow. Growth is not only a financial measure but encompasses the whole companyContinue reading “Learning Strategies for Continuous Improvement”
By now, we should know that old silo’s and organigrams don’t hold anymore. Why do we still have departments such as marketing, communications and learning when they all have the same purpose, driving business results, based on data, with the best workforce possible. The 2020 Human Capital report by Deloitte pointed out that social organizations that canContinue reading “Learning and marketing should be one strategic social office”
As Learning Consultants we need to understand why our customers want to implement new or innovative learning approaches. In most cases cost reduction is still the number one, and sometimes only reason. However well implemented new learning approaches taking advantage of modern technology and proven teaching styles, lead to increased student performance thereby producing lessContinue reading “Which Learning Dogma do you worship?”
Recently a friend asked me about my profession as I changed my LinkedIn tagline to “Lean and Social Learning” expert. Apparently still many people active in L&D believe that their job is to “train” people in order to make them successful in their job. Do they not realize that when you train people the odds are big that they don’t learn at all, moreover that they will not change the way they perform their jobs?
Recently I was asked for a keynote speech on social learning and a debate on the topic afterwards. Two questions where prominent and remained unanswered for me that evening. I will try to elaborate on those questions in this blog.
Organizations are always looking for ways to cut costs and improve their bottom line. Learning and development is one of the departments taking a large chunk of the resources and therefore under constant pressure to find more cost effective ways.
Online communities in the workplace are often referred to as Enterprise Social Networks (ESN) and there have been many studies searching for the answers to the question of organizational value. Some research suggests that companies that fully support social engagement are experiencing four times the business impact than less engaged companies.
Originally posted on Digital Coaching:
Recently, we wrote a blog post (“From data repository to collaboration platform and bridging the knowledge gap”) that described how a range of IT infrastructures are being used to stimulate the flow of knowledge in organizations. In that blog post, we described the characteristics of “Stage 5” organizations that are…