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“Education doesn’t necessarily change behavior,” believes Charlotte Blank, chief behavioral officer for marketing and advertising firm Maritz. “Our environment, however, has an enormous effect on our behavior. Therefore, we can use policies and systems to nudge us in the right direction.”
Such an approach looks forward, simplifying the environment to remove barriers before they deter learning and allowing a company to fine-tune its course content and integrate personalization into module-based learning.
This five-week virtual guided learning journey is a blend of self-paced study, team participation, and weekly live Webinars where participants work together to describe, discuss, design, challenge, invent, and pilot their own business models and value propositions on actual customer projects.
Perhaps sooner than we imagine, we will train machines that continue learning through interacting with other humans in different environments. In turn, the machines will train us on how to train them to get the best value out of human-machine collaboration.
IT commonly is seen as the sole responsibility and domain of technical staff, but, in reality, it is also a Human Resources issue. Upgrading an IT system requires a corresponding upgrade in the skills and knowledge of the staff who are going to be working with the new system. And that means training.
Productivity losses and workplace stress caused by email are growing issues. Education is key to changing behavior and especially with email, where old habits die hard, a constant stream of education and measurement is a must.
Applicants complete a brief profile about their experience and interests, and the system runs an algorithm to match similar interests and expertise between mentors and mentees in business units across the company.
I would argue that they are not. Their only responsibility is to provide a fair and efficient workplace in which employees are given manageable workloads and deadlines, and fair compensation with rewards for successes.