Agility has emerged as a foundational element for success in the post-pandemic business environment. It’s the ability to deal with change. To figure out what to do in new situations. To learn and adapt to even the most complex set of challenges. In today’s era of accelerating change, disruption has become commonplace. Organizations need to implement strategies to become more resilient, adaptable, and able to capitalize on new opportunities. In this Idea Brief, you'll discover: How to build a strong learning culture that helps employees become lifelong learners The three qualities integral to learning agility Ways to cultivate learning agility across all levels of your workforce 

When you’re kicking off a new training project, how do you allocate resources and determine a deadline? There aren’t always clear answers. Luckily, with some industry benchmarks, you can confidently arrive at accurate conclusions.  This calculator template references data from those benchmarks, to allow you to: Forecast the total hours different types of training projects will take to complete. Pinpoint how many team members you’ll need for the project. Allocate resources  Estimate budget

Peer-to-Peer Conversations: New Mentoring In Virtual Training

Learning and development has evolved significantly over the past ten years. Many of the advancements have been tied to new technologies, borrowing from other industries and disciplines like marketing and design thinking, and important shifts in the way people work and learn. According to Deloitte: This white paper examines the key shifts happening in the workforce today, the opportunities opening up for organizations, an evolving point of view on what makes effective workplace learning, and a vision for how organizations can adapt to meet the needs of learners.

Download this Practitioner’s Guide to learn how to redesign and modernize the academy model to effectively build skills, cultivate talent, and generate loyalty and retention among employees in this new world of virtual work and talent wars. Learn how to:  Rethink talent academies so they are relevant, attainable and invaluable for any business Design a learning program that is highly contextualized to roles and jobs, developing skills that employees can apply in real-time Execute on a foolproof 10-step plan for developing your own talent academy

Cybercrime costs companies and countries billions of dollars each year. Most of us think of getting hacked when someone is phishing or has hijacked our email account. But serious cyber attacks have, and continue, to take place. These attacks put so much of our data and service access at major risk.

In the midst of the pandemic, the shift towards digital transformation accelerated—as did the seemingly permanent trend toward remote work. But new remote and hybrid office strategies make it harder than ever to manage productivity, cultivate personal connections, and motivate and inspire teams. Today, managers and employees must rethink how they communicate, collaborate, and develop trust in hybrid workplaces. At the same time, it’s critical to understand productivity is now directly tied to the flexibility and satisfaction that people get from their work. In this Idea Brief, featuring key points from a virtual event discussion with HBS Professor Tsedal Neeley, learn the critical elements that need to be addressed as we shift to a potentially permanent hybrid work environment: Why hybrid environments require organizational flexibility and a centralized approach Why cognitive swift trust and emotional trust are critically important for success Why leaders must consciously decide which digital tools to use in different situations Why regular team relaunches are an essential tool when leading virtually And why it is important to get new work environments right as we prepare for the impending digital revolution

Is your team finding it tough to use its budget effectively? Many training and instructional design teams are enjoying higher budgets, but either don’t know where to apply funds or feel like they’re not allocating them well. Or both. In this eBook, you’ll learn how to: Spot areas where budget and resources aren’t used to their full potential Identify opportunities to improve resource usage and save costs Apply learning operations data and insights Run L&D like a business

It’s no secret, people want to do meaningful work, expand their career opportunities, and understand their impact. To remain competitive, you need to help people connect what they’re learning to the benefits of career growth and new opportunities to advance their careers and transform the business. In this guide you’ll learn three critical steps to establishing skills as the universal language for growth and success for your people and your organization.

In this research partnership between HCI and Cornerstone People Research Lab, we investigate nascent new skilling efforts and patterns of collaboration for skills discovery and the development and delivery of learning programs. Although new skilling is itself new, we’ve found that organizations in which elements of a new-skilling approach are emerging also tend to outperform their peers on a range of talent and business outcomes. These high-performing organizations engage in practices that recommend six action items for building a new skilling approach to learning and development that can better keep pace with the changing needs and priorities of the organization and its people.