Articles and Media

Learners are fatigued and “too tired to learn.” Learning and development professionals are also feeling stretched and dissatisfied. We need to create experiences with higher engagement and social quotients, and a collaborative online approach is a possible solution.

Hybrid learning is an opportunity to drive relevance, build skills, and create connection in a flexible way.

People are desperately looking for leaders they can believe in — leaders whose focus is on serving the greater good.

A recent survey conducted by The Ken Blanchard Companies revealed three trends learning and development leaders need to address in 2022.

L&D professionals were asked to share their perspectives on the health and wellness of their workforce, their learning successes, and the challenges they’re expecting in 2022.

Re-reading this classic today is a reminder of just how simple the job of helping your people get better can be—and how essential, especially at a time when retaining great talent is the whole ballgame for companies.

Servant leaders — leaders devoted to making the welfare and growth of their people the priority — are needed urgently for the post-pandemic world. Here are five ways you can be one.

When you share your leadership point of view with team members and colleagues, you’ll build close, trusting connections that will help you, them, and your organization flourish together.

COVID-19 has been a catalyst to rethink L&D. From communicating face to face to connecting digitally, the new capabilities leaders should acquire present both challenges and opportunities.

Coaches can be invaluable in helping people apply what they’ve learned.

If we have learned anything, it is that employees can be trusted to be flexible. The least we can do is provide leaders with coaching resources to be the type of leader people have earned.

The more change-adaptive we are as individuals, leaders, and organizations, the better we will be able to meet each change that comes our way.