Nick Leffler

FEBRUARY 23, 2016

Without managers being fully invested in training, there is no chance it will have an effect on people. Just as with everything else in an organization, training relies on its importance being exemplified by leaders. That means leaders should not dictate employees take training, but rather be an example of how it’s important.

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Nick Leffler

APRIL 8, 2015

When thinking about learning experiences when training is needed, it’s important to train as efficiently as possible. Even if you’re cutting down an hour and a half plus training session(s) down to less than 30 minutes, it might not be enough. Is it necessary to force everyone to do training in the first place?

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Nick Leffler

MARCH 23, 2016

There are regular check-ins with the SME and the know the details of the content. The SME is close to the content, they want people to know everything they do, and their job is extremely important to them. So is all the content. They have the most to gain from the success of the project and the most to lose.

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Nick Leffler

JANUARY 27, 2015

Something like a training event where they tried so hard to “gamify” it? The problem with this is that they tried so hard they forgot about the content, it’s boring and there’s too much. This is what happens 9 times out of 10 when training is “gamified.” The Answer(s?).

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Nick Leffler

DECEMBER 30, 2015

It’s only a matter of time for organizations to realize that the function of training (if you must, learning) should not be held by one department. I started to touch on the learning culture/training culture differences in this article and just recently I wrote a more in-depth post on that topic.

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