Editor’s Note

A recent HBR article titled “Why organizations don’t learn” looked at why companies struggle to become or remain “learning organizations”. Interestingly, the number 2 challenge to this situation is that organizations are not allowing time for reflection. They challenge that workers being “always on” does not allow time for reflection on successes and also what went wrong.    

The Role Of Reflection In Learning: It is a vital component to behavioral change

A recent HBR article titled “Why organizations don’t learn” looked at why companies struggle to become or remain “learning organizations”. Interestingly, the number 2 challenge to this situation is that organizations are not allowing time for reflection. They challenge that workers being “always on” does not allow time for reflection on successes and also what went wrong. Authors Gino and Staats summarize that although it may be cheaper and easier to ignore failures and any time for reflection, this will limit the learning opportunities for the organization. By allowing time for reflection, organizations could unleash true improvement as a learning entity.

Training and Development Excellence April 2017 Advertisers

Why Training Programs Fail Without Reinforcement?: What you do post training is key

What are we trying to achieve with our training programs? We know that organizations in the US spend up to $160 billion on formal employee training each year. We also know that 70% of what employees are learning is forgotten within the first 24 hours after training is completed.   

What Employers Need To Know About Online Business Education

Sixteen years after leaving Harvard Business School with an MBA, I returned in 2015 to lead the school’s digital education organization. During my time away from Harvard, I served as the CEO of a company that made critical components for power generation equipment. While there, I learned how valuable non traditional education can be to a business

Instructor-Led Training And eLearning: Part II: Which technology for which learning delivery?

ILT and e-learning have different strengths and challenges: ILT’s main strength is its effectiveness (56% of organizations find ILT very effective, against 21% for eLearning, according to Brandon Hall Group), and its main weakness is lower cost-efficiency. eLearning’s main strength is its low cost and flexibility, and its main challenge is delivering engaging, effective training. Considering these radically different challenges, it isn’t surprising that the technologies to address them should be quite different.

Compliance Predictions Inspired By Social Media: Top 4 predictions for 2017

For people working in human resources and compliance, predicting – and avoiding - the next land mine is always part of the job. This year, the rise and dominance of social media will shape how you reach and influence employees – and how you plan and execute an effective compliance program.

The Future Of Gamification Looks Bright: It won’t be going away anytime soon

Gamification has revolutionized education and training. The changes have had a massive effect on every facet of learning, from schools to universities and the workplace. The advantages are learners who have a greater comprehension of the content that is presented to them, turning it more rapidly into applicable knowledge.

Revolutionize Knowledge Sharing With User-Generated Video

Valuable institutional knowledge is spread throughout an organization. From key executives and managers to front-line workers, everyone has useful information and expertise to share. The question is, how do you capture and package this knowledge and make it easily available to the rest of the organization?

What Is L&D’s Role, And Who Is Our “Customer?”: How to balance

We're no stranger to industry trends constantly changing in the learning and development (L&D) space. Now, we’re noticing a shift in the demands that companies are placing on their learning &development organization, especially in the last couple of years.