In Real Life—Preparing for “What If”February 20, 2018
“What if” situations almost always depend on a manager’s experience and tacit knowledge. How can you prepare?
JD Dillon, the principal learning strategist at Axonify, has spent 15 years designing and implementing learning and performance strategies for respected global organizations, including The Walt Disney Company, Kaplan, Brambles, and AMC Theatres. With his practical approach and ability to integrate science, technology, storytelling, and pure common sense, JD delivers modern solutions that enable employees, improve organizational performance, and drive business results. In his current role with Axonify, JD works with an award-winning team to boost employee knowledge and performance for leading organizations through the application of modern learning practices and cutting-edge technology.
“Juice” is the influence you need to get things done. Don’t have enough juice? Here’s how to get it.
How do you go about building trust in an audience that may have been disappointed by past L&D offerings? Start by getting back to the basics.
Effective on-the-job training—coaching—is the foundation of the workplace learning experience. Here are the essential points that make OJT work.
Why self-directed learning? Why now? Here are six considerations L&D must address before venturing down the path of strategic self-directed learning.
Everyone has an opinion on learning—from how it works best for them to what their organization needs. L&D must navigate and influence these opinions to execute their identified right-fit strategies.
While the LMS was one of the few tools available for L&D to deliver training in the past, the way we do our work has not kept pace with the way we live. This is especially true when it comes to accessing and sharing information, a foundational consideration for modern learning organizations. Here are 10 steps for designing a right-fit continuous learning experience for today’s organizations.
Value is the ultimate qualifier in terms of learning strategy effectiveness. Therefore, when modernizing our learning practices, we must ask whether our efforts provide value to key audiences within our organizations.
Practical takeaways from using game elements to support workplace learning.
L&D is seeking to evolve its strategies and tactics to provide value in the modern workplace, but are the people we support throughout our organizations ready and willing to accept such an evolution?
It’s getting harder and harder for L&D pros to choose among the mountain of learning technology options available today. Therefore, they must learn to navigate the technology landscape by focusing on differentiating factors that can enable the right-fit learning experience and deliver measurable results.
As L&D professionals, we often find ourselves in chase mode as we try to keep up with our stakeholders’ evolving strategies. We therefore must become change-management experts to drive desired behavior change. But do we always apply the same expertise when there is change within our L&D teams? Thoughts on driving a mindset shift across L&D.
Five resolutions to help get L&D leaders off to a strong start in 2017.
For L&D to justify its continued value to an organization and avoid the “What have you done for me lately?” question, L&D must integrate its support into the day-to-day workflow and become part of how work gets done.
Gamification gets its fair share of skepticism regarding its potential to impact employee learning and performance. But experience has shown that when applied effectively, gamification has the power to significantly improve employee engagement and business outcomes. Here are some responses to the most common objections!
What can you do when regulatory requirements (or other reasons) force situations that require you to deliver “bad training”? It may seem that there’s no way to make the experience tolerable for your co-workers or other employees, but that doesn’t have to be true! Here are five tips that will definitely help.
In an ideal world, workplace information and experience would flow together into a powerful collection of shared knowledge. Employees and teams would know what to share and how best to share it. L&D would focus on tools and enablement rather than content and control. Sorry to disappoint, but we don’t live (or work) in that world. Yet we could. Here’s how to get on the road to that world.
The call to evolve the role of learning and development (L&D) has become downright deafening. If you haven’t heard it, you just aren’t listening. The workplace has changed, but we have not kept pace with the ways we support it. Many L&D thought leaders are sharing great ideas on how to shift the L&D mindset. Here are four key tips for you!
Skepticism. Doubt. Snap judgment. One of these is not like the others. Skepticism can be a healthy means of suspending judgment, as long as impartial investigation follows. Doubt can be a natural response to risk, and it can be overcome. But snap judgment, if a habit, may do more harm than good. If you’re vulnerable to that habit, here are five practical ways to overcome it.
Who makes the biggest difference in the success of employee workplace learning? Join JD as he reviews all the usual suspects. Is it a neo-noir mystery, or is it an open-and-shut story? Review the roles that exist in any organization, learn who actually makes or breaks employee learning, and find out five better ways to partner with that person.
Video (and film before it) has been part of the resource set for learning and development for decades, and it’s now easier to use than ever. Here are four ideas for how you can use video to support workplace learning and performance—along with a few examples!
Does everyone in your organization value learning as much as you do? If they don’t, what can you do to help others see the value of workplace learning? And just as important, how can you understand the day-to-day lives of the people you support and provide resources that fit? Here are five tips to balance learning strategy and business context.
JD Dillon is our newest columnist at Learning Solutions Magazine! Many readers already know JD from his presentations at conferences and from his blog, and we hope that many more will benefit from his insights here. This month, an introduction.
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