If you conduct a Training Needs Analysis, your solution is almost certain to be training. Change the T in TNA to Talent. Ask your managers, what are the position and talent gaps you’ll have in 6, 12, and 18 months time? Ask people to work from a perspective of position and the skills which are… Read More Once again, this time with feeling
I’m incredibly lucky to see and hear so many people promoting their products, services, and ways to learn. A lot of the time, the conversations I have with them are about the why people will use the product; I think I’ll start asking ‘how’ from now. This came to me when I read a fantastic… Read More The ultimate in accessible learning
To be mediocre is average, just acceptable, not quite good enough. If you were to ask your users, employees and clients whether what you offered was mediocre, what would they say?
I know the way I suggest we do things differently in L&D isn’t in step with the majority. It doesn’t necessarily worry me; I find the energy it creates motivates me and keeps me challenging. What is good to see now is there is a move for people to want to do things differently, and… Read More Fight the fight
It used to be the expectation that when line managers handed people over to the learning function they’d get a fully formed worker out the back end. Of course that was an illusion and rarely worked; competence can’t be achieved in a training environment. Since the expectation has changed, the conversation between the learning function… Read More We don’t talk any more
Lost and Desperate 