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The Great Training Robbery Continues

The Performance Improvement Blog

When I ask the training and development leaders who participate in my ATD Essentials of Developing an Organizational Learning Culture workshop to say what percentage of employees who attend training programs actually apply what they’ve learned on the job, the answers range from about 10% to about 50%, with most at the lower end of that range.

Training 100
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LEARNNOVATORS GAZES INTO THE FUTURE OF E-LEARNING WITH SAHANA CHATTOPADHYAY

Learnnovators

Sahana Chattopadhyay is a performance consultant and an L&D professional with 15 years of experience in the field of academia and organizational learning. Her passion is to help organizations become learning organizations through social and collaborative learning. and others.

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Investing in Training in Downturns and Upturns

The Performance Improvement Blog

in 2011 – the largest gain in three years. And Training magazine’s research found a 13% increase in spending on L&D in 2011. In a previous blog post, I wrote that most training programs significantly impact only 10% to 20% of their participants. Learning about the customer experience should be on every manager’s agenda.

Training 157
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The Learning Curve and The Pivot Point

The Performance Improvement Blog

When Stephen Gill and I were researching and writing our latest book, Only Smart Companies Win, about what it means to create and work in a “Learning Culture”, we tried to imagine what it would mean to develop training programs in that culture. They go back to work as soon as the formal classroom or online program is finished.

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The Changing Nature of Workplace Learning

Learnnovators

This trust also promotes individual autonomy and can become a foundation for organizational learning, as knowledge is freely shared. ” Read in conjunction, the two pieces shed a lot of light not only on how today’s workplace is changing but also on its impact on how we learn.

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THE CHANGING NATURE OF WORKPLACE LEARNING

Learnnovators

This trust also promotes individual autonomy and can become a foundation for organizational learning, as knowledge is freely shared. Read in conjunction, the two pieces shed a lot of light not only on how today’s workplace is changing but also on its impact on how we learn. The impact is far-reaching, complex and irrefutable.

Change 100
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7 Strategies to Facilitate “Working Out Loud”

Learnnovators

Meaningful Conversations – Most often, organizational learning gets locked up as a conversation between 2 or 3 people in their inboxes. She is passionate about helping organizations become learning organizations through community building, enabling personal knowledge management, and bringing working and learning together.