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By Jason L. James, Jr.

By Matt Norman, President, Dale Carnegie Training in the North Central U.S. As a professional trainer, I am all too familiar with a common pattern that creates an obstacle to learning and change: Companies train employees on new skills or behaviors. Employees intellectually grasp the new concepts presented during training. They make initial efforts to incorporate the new ideas into their work, but the new practices seem awkward. It takes extra effort to use them. Eventually, they fall back into their old, comfortable habits.

By Merrick Rosenberg and Daniel Silvert   The degree to which people like their jobs is largely a function of the corporate culture in which they work. People spend a significant percentage of their waking lives at work, so matching work environment with style can lead to greater job satisfaction and a more rewarding career. Although no setting likely will satisfy every want or need, there’s a lot to be said for understanding the types of environments that bring out our best.

By Jorge Pérez Izquierdo, Senior Vice President, Manpower North America

Corporate/academic partnerships may be a big part of the solution to the skills gap. The key to success lies in understanding the challenges, choosing the right partners, and measuring effectiveness.

By Michael Leimbach, Ph.D., Vice President, Global Research and Development, Wilson Learning Worldwide Managing and leading in today’s organizations is growing more difficult. More products are coming to market faster, partnerships among companies in different industries are increasing, global expansion has created huge multinational companies, and trends toward matrix management and cross-functional teams are accelerating.

By Deborah Busser, Consultant, Camden Consulting Group

By Steven Snyder

By Bryan L. Austin, Chief Game Changer, Game On! Learning I’ve had the good fortune to spend most of my career in the corporate training space, primarily working for e-learning solution providers to corporations and government organizations around the world. One of the biggest challenges of e-learning has been that employees often don’t complete the training because they don’t find it engaging, relevant, or worth their time. Three of the most vexing questions for talent development professionals when launching training initiatives online are:

BEST PRACTICES BB&T Corporation: Leadership Development Program (LDP) Twice a year, a class of Leadership Development Program (LDP) associates relocates to BB&T University for nine months to participate in the four phases of the program. Associates choose one of two concentrations to specialize in: business banking or specialized corporate functions. Program framework and highlights include: