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The way to drive better budget results starts by reading your Learning & Development instrument panel. That panel includes the three odometers—one representing each of the pillars of the Talent Development Reporting Principles (TDRp): efficiency, effectiveness, and outcomes.

Effective prevention and early intervention programming that is tailored to address the varying needs of your employee population is necessary for improving employees’ work performance and reducing stress. Here are some key components to help an organization get substantially more out of its Employee Assistance Program (EAP).

Employees waste an average of $1,500 and an eight-hour workday every time they avoid holding colleagues accountable. These costs skyrocket when multiplied by the prevalence of conflict avoidance in the workplace.

Many of our systems, structures, rules, and approaches are holdovers from the Industrial Age and need to be completely rethought. The choice before you is simple. How do you want to face life? Reactively or proactively?

Millennials are unfazed by new technology or the fast-paced strategic changes your business needs to make because of those new technologies. They learn these new technologies and quickly identify creative ways to adapt it to individual, client and company needs.

Big Data presents a major opportunity for Training and HR to partner with the C-suite to cultivate a Big Data decision-making culture. You can help drive the business strategy by identifying and developing the human and organizational capabilities that directly support the overall business objectives.

CarMax’s Management Assessment Program (MAP) is designed to be a predictive assessment of success at the next level. MAP participants ultimately earn a score of “Blue” (highest), “Green” (middle), or “Red” (lowest). Over the last three years, based on Key Performance Metrics, those who score “Blue” at MAP rank in the top three quartiles 73 percent of the time.

UK-born Terence Brake was used to meeting conversations that followed a sequence of your turn, my turn. He didn’t know how to interrupt without being impolite. Desperate to prove himself in the U.S., he wrote, “My turn,” on a Post-It during one meeting and put it on the end of his nose. After the conversation ground to a halt, he explained his predicament and asked his colleagues to help by asking for his input occasionally.

ConMed’s Orthopedic Division uses Postwire’s visual content sharing software to support employee onboarding and training, turning a 90-day onboarding process into a two-week virtual boot camp.

Employees today have changed. They have different priorities, and what makes them happy today is not what we once focused on as employee motivators. To get the most out of our employees today, we have to be in tune with those things they value and they truly want.