Due to the ways in which the business world has changed, the meaning of education and learning has evolved too. As the churn of technology gets even pacier, it is now time for management training to be no longer a one- time, during onboarding, but indeed a lifetime process. One way to start the same is by peer- to- peer learning. The concept of Reverse Mentoring was perfected by Jack Welch, when at GE. There, an informal network of Knowledge Gurus was curated. Another style is of course through the help of technology through blogs, e- learning platforms and lot more. Learning and Development leaders need to understand how to connect the dots at each stage. Adaptive learning will be even more thorough if used with AI (Artificial Intelligence) and ML (Machine Learning).

Source:https://www.peoplematters.in/blog/guest-article/lifelong-learning-connecting-the-dots-23884

Uploaded Date:21 December 2019

Building a sense of empathy among professionals has now become one of the key tasks for people management professionals. This is because there is a substantial empathy gap that has emerged as per data received from marketing research firm Business solver, in a study titled State of Workplace Empathy. While most CEOs surveyed confirmed the need for the same, few practiced themselves some key empathy inducing traits. In order to develop some empathy in oneself, the first step is to listen actively to others’ viewpoints. Differences need to be explored and appreciated. Reading of fiction will actively help. Some companies even curate corporate training programmes built around mindfulness, to encourage such attentive behavior. At the end of the day, professionals need to appreciate why they need to possess that doze of empathy.

Source:https://knowledge.insead.edu/blog/insead-blog/five-everyday-exercises-for-building-empathy-12061

Uploaded Date:24 October 2019

The English football team did extremely well at the last world cup by reaching the semi- finals. Remarkably, its coach Gareth Southgate got the players trained for a penalty shootout, which they won for the first time ever, having exited a few times previously by the tie- breaker method. The world of sports gives an insight in to performing under pressure, that must be adopted by businesses as well. One is that every team must go through its corporate training with a set purpose in mind. One must never rush too much, but take the normal course of time. Professionals’ reactions matter, so they need to be kept under check. One must however, never obsess too much about anything. Confidence alone does not guarantee success. It needs to be replicated on the field of work.

Source:https://www.strategy-business.com/blog/Scoring-under-Pressure?gko=43ac8

Uploaded Date:03 October 2019

A lot of jobs that are extremely bound up in routine, end up as the first to get the nod towards automation. This could lead to mass retrenchment of job opportunities, but could also provide scope for further corporate training sessions that will focus on upskilling. The right upskilling measures require a deep understanding of business analytics and the data used for it involving insights on employment prospects, skills and tasks. Six steps have been identified in this entire chain. First of all, the situation needs to be analyzed and understood. Then, one has to design a skills plan. The third step is to assess individually the skill levels of the employees present already. Then one needs to match the right jobs, and engage the workers accordingly. The specific training is the fifth step, followed by administering the entire project and monitoring it to ensure the desired results are achieved.

Source:https://www.strategy-business.com/feature/A-strategists-guide-to-upskilling?gko=0bb8b

Uploaded Date:11 September 2019

The typical routine that helps corporate training sessions succeed best is- describe, demonstrate, do. The trainer gets full marks for this execution, yet several employees later feel the pressure when ‘do’ part appears the toughest to execute, as one is forced outside the comfort zone. The act of learning is either behavioral, methodological or even intellectual. The experience of the same though is more emotional. This is one reason that trainers usually do not like to be seen as learners. Those in the business of running leadership training programmes, need to themselves be part of a few off them, to understand how things could improve. One can start off as a beginner at workshops, where the stakes aren’t that high. One needs to feel everything, as part of the overall emotional courage.

Source:https://hbr.org/2019/08/learning-is-supposed-to-feel-uncomfortable?utm_medium=email&utm_source=newsletter_daily&utm_campaign=dailyalert_activesubs&utm_content=signinnudge&referral=00563&deliveryName=DM46537

Uploaded Date:29 August 2019

Furniture solutions company Steelcase, takes employee training very seriously. The CEO, Jim Keane, is a firm believer in the maxim, that instead of curating standalone corporate training workshops, learning must become ingrained in the daily habits of employees, so that the process becomes gradual. He even stresses on the architectural design being crucial to stimulating such an environment. The office layout has a key relationship with the culture and relationships formed. At Steelcase, the focus is now on a human- oriented workplace design and flexible spacing. This philosophy also goes in tandem with the acquisitions or mergers to be impacted. Keane also reiterates how talent recruitment patterns will not be affected as much by automation as has often been made out to. Rather positions will evolve with time. As the world is more competitive now, business leaders automatically need to be more receptive to feedback. Workplace behaviours too now need to be held in top priority.

Source:https://www.strategy-business.com/article/Creating-a-culture-of-learning?gko=fa39c

Uploaded Date:26 August 2019

With the working style transforming across industries and organizations, it is time for leaders to consider a new set of skills and the subsequent mindset shifts, crucial to survival in the digital age. All leaders need to ask themselves, and their team, whether they will be ready for work by 2025. That year is less than a decade away, so the skills developed are already well ingrained. Corporate training assignments may need to be undertaken to redress this trend. A vision needs to be curated from the very top, to help motivate the people with the corporate strategy being a guiding document.Identification of next- gen leaders will also be a key task allotted to the present bosses. Some enduring characteristics of leadership will of course remain evergreen, but some contextual ones will also now emerge.

Source:https://sloanreview.mit.edu/article/leading-into-the-future/

Uploaded Date:26 August 2019