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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.
We’re seeing a technological shift in the way employees want to communicate—with a growing preference for video over text-based communications. These changes will have a profound impact on training and leadership development in the coming year.
To fully leverage manager involvement in your organization, begin the process of increasing manager coaching, increasing learning transfer, and maximizing the ROI of your training efforts by effectively involving managers in learning.
As a newly hired leader, your new employees are bound to have lots of questions. You might have to devote a whole Q&A session to how your management style is going to work. It’s a good idea to end that first team meeting by scheduling your first one-on-one with each direct-report.