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More Management Lessons From Nonprofits

The Performance Improvement Blog

In my last post I wrote about Nancy Lublin’s new book, Zilch: The Power of Zero in Business , and her notion that for-profit companies have much to learn from well-managed nonprofits. Lublin says more about this in an article for The Huffington Post. Strive for diversified revenue.

Lesson 154
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What Can We Gain From Using the Arts in Training

Training Industry

A 2005 Journal of Business Strategy article noted, “In recent years, there has been a remarkable growth in the use of arts programs by businesses to meet a wide range of their organizational learning and employee training needs. All of these skills require not only know-how but also creativity.

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Sahana Chattopadhyay – Crystal Balling with Learnnovators

Learnnovators

ABOUT SAHANA CHATTOPADHYAY (Social Learning & Collaboration Strategist, Performance Consultant Exploring Emergent Learning, Blogger). Sahana Chattopadhyay is a performance consultant and an L&D professional with 15 years of experience in the field of academia and organizational learning. and others.

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What NOT to do in L&D

Litmos

As do most articles in the L&D space, I frequently talk about what we should do. Given that doing learning right isn’t trivial, it’s better to build a tool than to develop training. Don’t think you need to control learning. Too often, L&D believes it has to own all the organizational learning.

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50 Ways to Lever Learning

The Performance Improvement Blog

Internship – working in a temporary position for the purpose of learning about a job, the work environment of that job, and the organizational culture. Apprenticeship – working under the guidance of experienced employees for the purpose of learning specific skills.

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Implementing a workplace microlearning strategy

CLO Magazine

The objective of workplace training is to provide participants with the knowledge and skills needed to enhance job performance in key areas such as technical skills, job-related functions or core leadership competencies. One possible solution is to implement a microlearning strategy into workplace learning programs.

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50 suggestions for implementing 70-20-10 (5)

Jay Cross

Dan Pontefract, Head of Learning and Collaboration, TELUS, told us: Leadership is for all, but front-line and middle managers hold the key to the actual development of individual contributors. This is how you make your learning program cohesive. Providing stretch experiences that help their team members learn and develop.