Leadership development is a big topic, it cannot be reduced to a series of bullet points stuck on PowerPoint slides. If we are to develop great leaders, we need patience, and we need to provide impactful experiences and create learning spaces where leaders can work with colleagues to learn, reflect, and grow.
Simulations can be an enjoyable and effective part of that ... if they are well-designed!
In this podcast we talk to Bjorn Billhardt and Matt Confer who share their top five tips to creating great leadership development simulations
At Trainer Tools, we occasionally promote L&D industry events, books or other content that we think is of value.
In this case, we're proud to be involved with the 2019 L&D Executive Summit organised by Opal Group.
Learning leaders from some of the most recognizable global brands including Starbucks, Disney, Wells Fargo, Campbell’s Soup, Yale, Royal Caribbean Cruises and more – will be speaking at the 2019 Learning & Development Executive Summit at the Four Seasons Resort in Orlando, FL in February 2019.
This exclusive invitation-only event is designed for C-Suite and Heads of Corporate Learning, Talent Development and Talent Management.
Request an invitation or learn about sponsorship opportunities by contacting email@example.com or visiting https://opalgroup.net/conference/learning-development-2019/.
Hot topics include designing for the modern learner, transforming organizational culture and building a resilient, global workforce
In this episode of the Trainer Tools podcast, I welcome back Garry Platt to continue discussions on his specialist subject: Transactional Analysis.
Transactional Analysis, or TA, is a theory of how humans interact with each other - its main application being to help understand human behaviour and communication: each interaction between people being called a "transaction". It was developed by Canadian psychiatrist Eric Berne and has been a tool in the trainer and coach toolbox for many years in helping us understand ourselves and our own interpersonal behaviours, but also understand those of others.
In this episode Garry talks about "Drivers", also known as "working styles" and this builds on the first TA series
This podcast includes a promotion for the 2019 Learning and Development Executive Summit
Dr Nanette Miner believes that many companies risk going out of business within the next fifteen years because they have failed to train people to be leaders.
She works with organisations to help them plan for the long-term, investing in their people to build business acumen and thinking skills, so once they reach leadership positions, they are in a position to guide the organisation successfully.
In this podcast, I chat with Nanette about her thinking, the learning pathways she recommends and what sits behind her big scary claims.
How many stories do you have of crappy e-learning that is designed to tick boxes rather than improve knowledge or, perish the thought, improve performance? Most e-learning packages I have done work best as anesthetics, putting me to sleep in an instant, and putting me off e-learning for life.
That's the problem, bad e-learning doesn't just fail to as a learning experience, it scars learners so that they never want to engage the medium ever again!
Edan Kertis made it his quest to make e-learning - or digital learning - into something engaging, that people enjoyed and valued, that made a difference to real world performance. To do this, he came up the AFT model.
Learn more about the AFT model in this podcast, and how it can be applied, not just in the digital world, but in any learning programme.
In this podcast, I continue discussing the "Five Secrets of Accelerated Learning" with Krystyna Gadd, focusing on the last of the five secrets which is about understanding how the brain learns. We don't go too deep into the neuroscience of learning, it's more about simple techniques to adopt to increase the likelihood of retention.
Knowledge and skills are not even half the battle when it comes to getting lasting performance improvement.
People not only need to know what to do and how to do it, they need to have the confidence to do it, the judgement to know when to do it, and the dedication to break old habits, overcome self-limiting beliefs, and construct new - more helpful - mental models.
Only then will we consistently see people taking the great leaps forward that we - and they - aspire to.
In this podcast, I chat to Emma Shaw, an enthusiast for L&D that's all about mindset shifts - which also happens to be my own favourite part of the business.
We learn new skills through repetition.
When we repeat actions with the intention of getting better, we call this practice.
It works, but it's laborious, and without guidance can lead to bad habits, poor technique, and - most often - failure. That means lower confidence, lower performance, and self-limiting beliefs.
As learning professionals we can improve the effectiveness of this process by providing the right knowledge and structure, and then through coaching as skills are practised, reflected upon, and new mental models developed.
The problem now is that it's not realistic to scale this level of support for a whole organisation.
This is where technology comes in.
Dr Doug Seifert and the team at Syandus are leaders in immersive learning technology. This is about using AI to scale up the practice-plus-coaching model at a fraction of the cost of getting real people to do it.
In this podcast I talk to Doug about how it works.
Let me be honest, I am biased. I hate smartphones in the training room.
If I deliver a learning event, I am trying to create a space where learning can happen safely. It's social, it's inclusive, it's active, it's fun, it is - I hope - challenging and valuable (I hope so, because it's costly!) ... and this requires a level of participation and engagement from the learners, and - because we're people in the same space - a level of courtesy ... but then I'm not one of the Millennial types, so what do I know.
Paul Levy argues that today's youngsters have (or may have) a new skill set and that all the assumptions I packed into the above paragraph may be wrong. He says we should be open to the idea of embracing smartphones in the learning space and using them to enhance and share the learning.
I'm not convinced ... what do you think?