When planning for a year, plant corn. When planning for a decade, plant trees. When planning for life, train and educate people. -Old Chinese Proverb
Working in learning and development can be a challenging role. The company looks to you to understand the business, the people and then create solutions to the problems that arise. Often this is in a reactive manner, fixing a problem after the event.
Continue reading “The 5 keys to successful learning and development planning”
The belief in learning styles is so widespread, it is considered to be common sense. Few people ever challenge this belief, which has been deeply ingrained in our educational system. Teachers are routinely told that in order to be effective educators, they must identify & cater to individual students’ learning styles; it is estimated that around 90% of students believe that they have a specific learning style but research suggests that learning styles don’t actually exist! This presentation focuses on debunking this myth via research findings, explaining how/why the belief in learning styles is problematic, and examining the reasons why the belief persists despite the lack of evidence.
Dr. Tesia Marshik is an Assistant Professor of Psychology at the University of Wisconsin-La Crosse. Her research interests in educational psychology include student motivation, self-regulation, and teacher-student relationships.
In an ever changing and challenging business world, many companies are increasing investment in maintaining and growing their market position and this often means investing in internal Learning and Development (L&D) resources and programmes. This can be enhanced by using Managed Learning Services (MLS), which is one of the most cost effective and efficient resources at an L&D manager’s disposal, yet despite its success, is often clouded with misconceptions.
Any learning can present its own unique management challenges by requiring a certain skill set that may not always be available internally or is much needed elsewhere in the business, so drawing on essential expertise from an external dedicated resource rather than taking your in-house professionals away from business critical involvement, makes perfect sense.
Continue reading “Managed learning services: 5 common false assumptions”
The Value of Learning and Development
Everybody, no matter the nature of their business, likes to think they have recruited the best employees. By the same token you would be hard pressed to find a management team who wouldn’t like employee performance to be improved. Knowing how to perform your job efficiently is only half the battle; it’s vital for both your bottom line and your employees’ best interests that they keep moving forwards and, in so doing, help your business to do the same. This is why learning and development is such an important aspect of any business and why it is such a tragedy that the two are so often overlooked in the rush for short-term profit and efficiency.
Of course, getting long-term decisions past your Board can be a job in itself, though in the case of proving the importance of training and the Value of Learning and Development it really needn’t be, as long as you remember a few important facts and statistics.
Continue reading “Proving the Value of Learning and Development to the Board”
The belief in learning styles is so widespread, it is considered to be common sense. Few people ever challenge this belief, which has been deeply ingrained in our educational system. Teachers are routinely told that in order to be effective educators, they must identify & cater to individual students’ learning styles; it is estimated that around 90% of students believe that they have a specific learning style but research suggests that learning styles don’t actually exist! This presentation focuses on debunking this myth via research findings, explaining how/why the belief in learning styles is problematic, and examining the reasons why the belief persists despite the lack of evidence. Continue reading “Learning styles & the importance of critical self-reflection”
After all the decisions regarding the Managed Learning Services have been made it is time to implement it. Like any strategy, there are various steps that need to be completed in order for the strategy to run smoothly. We have come up with the following 5 steps that need to be accomplished to implement the best Managed Learning Service. Continue reading “Managed Learning Services: How to implement”
After implementation of your plan you need to sustain the plan and in an ideal world, this should run with little input from yourself. If this was a reality you would be able to review objectively and manage the direction of the plan without any major work being required. Unfortunately, this does not always happen so you need to be aware of the pitfalls and areas where extra attention may need to be provided. Continue reading “Successfully sustaining the Learning & Development Strategy”
A good idea is about ten percent implementation, hard work and luck is 90 percent – Guy Kawasaki
Having a well- considered plan and one that is implemented effectively will go a long way towards the success of your strategy; we recommend that your plan is written to include these 5 key areas: Continue reading “Implementing the L&D strategy”
You are being asked to work with a Managed Learning Service provider.
Who will take on the management of L&D activity such as sourcing training, booking administration and supporting employees with their learning needs.
But hang on a minute, that’s your job isn’t it?
Successful training is essential for the successful future of any company. Therefore entrusting that training to a third party supplier by outsourcing is a major strategic decision. To help ensure your outsourcing is successful we’ve made a simple list of 4 key points to consider. Continue reading “4 things to consider when outsourcing your training”
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