Do Organizations really need a Learning Strategy?
Many Organizations are stretched so thin. Time is at a premium and we often hear comments such as:
“We are just trying to get the training done that is being asked for”.
Many Organizations are stretched so thin. Time is at a premium and we often hear comments such as:
“We are just trying to get the training done that is being asked for”.
In the first part of the blog on Investing in Informal Learning I suggested that even though the learning is ‘informal’ there needs to be a process to enable it. To start the process, identify the need and then describe the knowledge and skills to be learned.
Performing quickly and acceptably at a new job is especially difficult. Standards have yet to be fully understood, working relationships aren’t yet established, and procedural details must be learned.
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Recent articles and posts prompted me to think about informal learning. At least one of the two words is easy to understand.
Learning – The acquisition of knowledge or skills through study, experience, or being taught.
We recognize that delivering powerful presentations has become a prime communication tool in business today. We also have personally experienced many presentations that are not done well.
You’ve been voluntold by your manager to make a presentation at an upcoming technical conference. “Why me?” you ask. “Well that’s easy, you are the subject matter expert (SME) in this area”. You both agree about being the subject matter expert and so off you go to pull together your presentation. Here are some considerations for creating winning presentations.
As a leader in workplace learning and performance, FKA has worked in many industry sectors. One common challenge, whether it’s in technology, health services, pharmaceuticals, financial services or manufacturing, is the effective utilization of technical support resources in both pre- and post-sales activities.
In a recent online session of our Developing Interactive eLearning program one of the participants asked a simple question,
In this final blog on Performance Coaching, we will continue to review the Performance Coaching Model introduced in our last two blogs, specifically looking at feedback.