Leadership in a business context is challenging because its effectiveness depends not just on a leader’s key traits but also on organizational decision making, competitive forces and constantly changing external situation. On the other hand, people want to work in healthier organization cultures
I was asked by the Chang School of Continuing Studies at Ryerson University to do a master class on this topic at their ChangSchoolTalks on February 17, based on Appendix 1 in my open, online textbook, Teaching in a Digital Age.
The need for professional development doesn’t stop the moment someone becomes a manager. In fact, you can make the argument that leaders — particularly those who are assuming managerial positions for the first time — need training more than other employees. This is why the field of management training is becoming more and more popular.
The Association for Talent Development (ATD) and Institute for Corporate Productivity (i4cp) collaborated on a study of a “culture of learning” in organizations and the impact of that culture on performance.
the only things many companies actually do under the heading of people development is to have an annual training-hours target and a travel budget for sending employees to conferences. If managers really thought that people were their greatest asset and that it’s the energy and creativity of employees that drives innovation, why do companies do so little? Why doesn’t growing and developing people excite them just as much as installing new additive manufacturing equipment or the latest cloud-based collaboration tool?Click here to edit the content
We're almost two months into the new year, but there's still time to make a positive resolution. Forget drinking less caffeine - we're talking about taking steps to safeguard online security and privacy.
There is a big gap between what people learn from books, seminars and training courses, and what they actually do with this knowledge. Actually, it’s not a gap — it’s a chasm. What people learn doesn’t automatically translate into behavior — that comes through immersion and rehearsal. It isn’t impossible to make the transition in a classroom or at a computer, but it requires focused determination. The learning must extend beyond the session itself and, unfortunately, that doesn’t happen as much as it should in . . .
As David Grebow explained in his post about The Learning Curve and The Pivot Point, unless formal training (courses, workshops, seminars, webinars, etc.) is followed by informal learning interventions, at the Pivot Point in the learning curve the...
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