Instructional Design and the Art of Negotiation
Unless negotiation skills are acquired through other learning programs, life experiences, or on-the-job training, new managers who now have instructional design as part of their roles and responsibilities are likely to be lacking in the art of negotiation.
Strong Brands Are Distinctive
A brand, whether it is a business brand or personal brand, starts to become strong when leaders or individuals decide on what they believe in and commit to acting on those beliefs.
Training Top 125 Best Practice: BKD’s Coaching Program
Learning & Development (L&D) partnered with the HR team to create a “Coaching Program” that provides those eligible to coach with the knowledge and skills to be effective in the coach role.
Benign Control for Creative Collaboration
A couple of decades ago, two academics at the University of Manchester—Susan Moger and Tudor Rickards—developed a model in which the creative leader introduces structures (protocols) that facilitate the creativity of the team. They call these structures “benign structures” as they don’t impose structural impediments to creative development and systems change.
Competence or Greatness?
Do you want competent employees or do you want employees who are working to be great? There is a huge difference in productivity between competent and great employees. This question causes organizations to rethink their approach to employee development.
Virtually There: 6 Techniques That Make Your Virtual Classroom More Social
These tools can be used to build community and continue the learning conversation started in the classroom, or it can be used as a stand-alone “just-in-time” set of resources for training in the flow of work—or anything in between.
Effective Leaders’ 5 Critical Conversations
It is possible to work at, practice, and become better at building effective, trusting relationships by rediscovering a fundamental truth: the power of honest, authentic, two-way human conversations at work.
Destructive Silences
The development of a culture of honest communication based on trust and informed decision-making is key.
Reinforce and Practice Training Again and Again
The key to training success is interval reinforcement—breaking up the original learning content into digestible bite-size pieces and redistributing them to learners over and over at predefined intervals.
Training Top 125 Best Practice: Learning Dimensions at Wells Fargo
Wells Fargo redesigned its traditional in-person training program for new client associates to include a mentor, gamification, self-study exercises, online assessments, instructor-led sessions, and telephone observation time with different team members.
