Discover why the 70-20-10 rule for learning and development is the key to creating a skilled and engaged workforce. Learn how on-the-job experiences, interactions with others, and formal coursework and training can create a personalized learning environment for employees and help your company achieve its goals.
Read MoreIf the words “upskill and reskill” are bantered about by executives in your organization, that’s a big opportunity for you to demonstrate your value. And if they’re not, they should be. The World Economic Forum estimates we will need to reskill more than 1 billion people by 2030. How can you leverage this situation to demonstrate your value?
Read MoreIf you ensure that you only create competency-based learning for a role, you will never again create learning that doesn’t transfer. If you use a competency assessment tool that personalizes learning for each person, you will maximize learner engagement, accelerate learning transfer, and you WILL be able to measure the positive impact on skills and business results.
Read MoreNow you have a model that people can easily assess against for both upskilling in their current job and also reskilling to learn a new role (career planning and workforce agility). It will define any skill gaps and tell them exactly what learning level of activity they need to develop. It will make them self-sufficient and able to capitalize on intrinsic motivation and a growth mindset. And it tells you exactly what learning content you need to close your organizational skill gaps and position it for future success.
Read MoreThe Institute for the Future says that 85 percent of the jobs that will exist in 2030 haven't yet been invented. Guess what? That means that jobs that do exist today will be replaced by those new jobs. And it won’t take until 2030 to happen. It’s happening now.
Read MoreSkills, and how fast employees and companies can learn, are quickly becoming the competitive advantage — and the biggest risk. This is why 80 percent of executives say they are worried about the availability of key skills when it comes to competing in the future. (PwC 21st Annual Global CEO Survey, 2018) And this is why talent development centered on skills and experiences needs to be a priority for us all.
Read MoreAccording to Work Institute's 2017 Retention Report, career development was both the most common reason people left and stayed with an organization. In a tight labor market, the ability to demonstrate that you have systems that promote ongoing career development is a key differentiator, especially for top talent with the skills you need. The easy solution: competency models.
Read MoreSo how do you track self-directed learning? What you really want to track is the combination of: what did a person choose to pursue for professional development, did they follow through with it, and most importantly, did their skills and results change as a result? That’s the language of business leaders.
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