Archive for category Management

Death to Learning & Development! Fact or Fiction?

revolutionIs workplace learning and development (L&D) dying? Does it deserve to continue to exist? What should L&D become to survive? These are some of the questions people have recently been asking. My friend and colleague, Tom Spiglanin, just blogged about a significant change in the workplace learning space. Tom knows his stuff and I encourage you to read his post, “It’s Happening” first before reading this. But also, Tom (and me too) is open to discussion so please share your opinions. Read the rest of this entry »

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3 Career ‘Must Do’ Resolutions!

Yup, another year over and the pressure of another year is upon us. To be honest, ringing in a new year is exciting but at the same time extremely intimidating.

Recently, on my regular radio workplace segment on CJAD800 Radio, my friend, journalist and talk-show host James Mennie (Twitter @jamesmennie) asked an interesting question. He asked, “Should you only develop your career skills and marketability to find a new job?” Regretfully, many people believe this and only act when they need or want to find a new job. Too many people polish themselves up when they are seeking a new job and coast in their current job.

The reality is that it really doesn’t matter whether you are starting your career or seeking career mobility the pressure is on to be better, smarter, and current on just about everything about your career and to be career marketable.

So, here are some of what I believe to be the most relevant ‘Must Do’ items for your career and professional development growth.

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The Real Business of Learning Evaluation

Thank you to Con Sotidis (@LearnKotch) and #OzLearn for inviting me to be part of their upcoming Nov 10, 2015 (8pm AEDT) Twitter Chat. I wish my L&D colleagues ‘down unda’ learn as much from my perspective as I expect to discover from them.

boss-hidingBusiness leaders place Learning practitioners under tremendous pressure to demonstrate that their learning efforts are worth the budget they allocate. This is probably one of the biggest challenges facing those involved with any aspect of workplace learning.

There are many reasons why learning practitioners are unable to connect their efforts with actual workplace applications. One that stands out is that learning practitioners focus on the “learning” rather than on how learning impacts business performance.

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The Last Employee on Earth

Thank you to my friend Adam Weisblatt (@weisblatt) for contributing this post and sharing his truly unique perspective.

disengaged-employeeMegan the VP of Contractor Management in Operations went to see Ralph, an engineer who had been dodging her for a while.

“Ralph, we need to talk.” She had cornered him in the coffee room and he was busy trying to fuss with his tea in order to avoid direct eye contact.

“You are the last employee at the company and probably the last employee on earth. It’s 2025 already. We just don’t have the infrastructure for you to stay in this position. Why won’t you transition into a contractor status?”

Ralph absently responded “I just want the security.” Read the rest of this entry »

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‘Snake Oil’ From the Bully Pulpit

bullying2Recently, a well-respected workplace learning peer posted an interesting and conversation-inducing discussion about dealing with a ‘snake oil’ person within your personal learning network (PLN).

Personally, I found this blog post very insightful. I respect the message the post is attempting to communicate but a thought crossed my mind, “How prevalent is the issue of having a ‘snake-oil’ person in a PLN  become?” It doesn’t seem to be a significant issue within my PLNs.

Since it is not an issue for me, I reflected on how would I define a ‘snake oil’ person within my PLNs? And, do they exist in my PLN or other learning environments I participate?

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Slaying the “Elephant” in the Training Room

Stop Wasting Your Organization’s Money If You’re Not Delivering Learning

ElephantThe past few months have been a whirlwind for us speaking at one conference after another….and it’s starting again. It is truly a privilege to speak at these excellent learning and performance conferences. What is disappointing, however, is the lack of learning that actually takes place both from the participants and from the many conference speakers.

Yes, we want to address the “elephant in the training room”. We’re going to state what many Learning professionals and leaders are thinking (and afraid to say aloud). From our vantage point as conference speakers’ there are two significant concerns. First, participants look as if they are always seeking a “quick fix” rather than a sustainable solution. This is very disconcerting since workplace learning efforts are a process not a “fix”. Read the rest of this entry »

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Time to Get Real About Workplace Learning!

(Originally published on ASTD Links March 4th, 2014 http://bit.ly/1gIJFJL)

After circulating the conference circuit in the past few months, we’ve been dismayed to see that many learning professionals believe learning’s role can, and possibly should, remain disconnected to from business reality. By no means do we want to minimize some of the worthy learning integration efforts many forward-thinking organizations initiate. But the fact remains that too many learning leaders and teams show disdain about recognizing workplace learning in a business context. Furthermore, they refuse to comply with their organization’s business reality. Instead, some professionals believe that learning is a noble effort, an attitude we find to be a bit arrogant. Often, these are the same people who are waiting for a quick fix that will gain their business leaders’ acceptance and make their learning efforts relevant. Read the rest of this entry »

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Get on the RADAR! Gaining Buy-in for E/M-Learning

The challenge for many workplace learning professionals is their ability, or more the inability, to get their leadership to recognize the importance and relevance of significant learning initiatives. If you are frustrated not gaining the attention you believe your initiatives deserve you are not alone. Through this tip, you will get on, what I refer to, management’s RADAR.

First, you need to look to MINIMIZE the following: Read the rest of this entry »

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