Attitudes Culture Leadership Organizational Learning 
The Performance Improvement Blog
MAY 18, 2012
If you’re not going to evaluate a leadership development program, don’t do the program! I’m talking about a systematic, evidence-based look at why it was done, what was done, how it was done, what happened as a result, how it can be improved, and what the organization learned from the process. I would add: Reinforcement of learning.
The Performance Improvement Blog
DECEMBER 1, 2015
The need for creating and sustaining a learning culture in organizations is critical given the rise of digital technology, the rapid pace of change, the complexities of globalization, and the growing development demands of a diverse workforce. To try to change a culture in a company that size is a daunting task.”.
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The Performance Improvement Blog
AUGUST 3, 2016
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.
The Performance Improvement Blog
SEPTEMBER 14, 2018
The biggest barrier to learning in organizations are the beliefs and attitudes of managers and leaders. If they have a fixed mindset, people are not likely to learn. Learning is always about managers creating an environment of openness and trust among relationships. It’s the Culture. Manager’s Role is People.
NovoEd
AUGUST 20, 2019
Less clear is how to bring about the cultural and behavioral changes needed in the workplace for the benefits of diversity to emerge. The results are even more pronounced for ethnic and cultural diversity: companies with ethnically diverse management are 33% more likely to outperform. Diversity Is Good for Business.
ID Reflections
NOVEMBER 18, 2014
Josh Bersin''s presentation on 21st Century Talent Management: Imperatives for 2014 and 2015 highlights some of the following as the key areas where the biggest capability gaps exist: Leadership , Re-skilling HR, Talent Acquisition and Access , T alent and HR Analytics , Reinventing L&D , and so on. That is a topic for another pots.
The Performance Improvement Blog
NOVEMBER 8, 2011
Work-learning dichotomy – producing and selling things is valued whereas learning is merely tolerated, e.g., little involvement of supervisors in the training of their direct-reports. individual success but not recognizing team success.
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