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4 Cornerstones of Effective Cohort-Based Learning
Many organizations have a lot of employees who need to be quickly upskilled, but the learners cannot follow traditional learning paths such as attending regular courses. You may also have a limited budget and tight deadlines, along with learning needs that depend on the context. The solution? A structured mentoring program where a cohort of learners follows an accelerated and tailored learning path that combines external learning sources with mentor-created content. Successful cohort-based learning requires four cornerstones: mentor(s), motivation, ongoing commitment, and a clear goal. Cohort participants must become a cohesive group that encourages and learns from one another. In…
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Supporting Your Company During the Great Resignation
The ongoing disruptions caused by COVID-19 have triggered workers to rethink the role work plays in their lives, including the current status of their careers, work/life balance, long-term goals, and working cultures and conditions. The Great Resignation is the term economists often associate with these reflections and the increasing number of workers who have decided to switch employers. In this thought-provoking panel discussion, we will explore the different factors that are driving the Great Resignation, discuss the role learning and development plays in addressing these drivers, and examine specific ways that learning leaders can support their organization as it navigates…
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View from the C-Suite
Join a handpicked group of CLOs and senior learning leaders to explore pressing issues and challenges that confront executive teams—and that learning leaders can help resolve. In this featured session, our panel of senior leaders will share their perspectives on the challenges faced by today’s learning leaders and the strategies they recommend for successful leadership.
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The Leader’s Guide to Developing People
Effectively developing people requires a variety of tactics and skills. Many managers rely heavily on formal development programs, lacking an in-depth understanding of the ways they themselves can play a critical role. This interactive session explores a framework describing six modes of engagement and the management actions and behaviors that comprise them. Managers should clarify, coach, challenge, connect, curate, and customize. Using research on cultivating learning culture, scaffolding self-directed learning, and coaching, we will dig into the ways that effective managers ensure that employees continuously strengthen their skillsets and build capabilities needed for the future. The framework can help you…
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Strategies for Virtual Team Engagement
The world has changed. There’s no more water coolers for conversation. No more meetings after the meeting at the local pub. No more holiday parties, team lunches, and group volunteering events. Virtual work is here to stay! How can you engage your team virtually? How do you engage your team virtually? Come explore unique ways to engage your virtual team members and have a little fun doing it!
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Making a Business Case for Next-Gen Learning
How can you convince your organization that it makes business sense to buy all that expensive software and hardware and hire people with skillsets unfamiliar to the world of learning? Influencing stakeholders and leadership to adopt new learning technologies can be challenging, but it’s a “must do” to keep your team relevant and your learning function up-to-date. This interactive session provides you with a data-driven approach to help you showcase the financial benefits of bringing new technologies into corporate education. You will leave this session armed with the right data and strategies to take to your next discussion with your…
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Personalization as an L&D Strategy to Drive Engagement and Performance
As organizations are pushed to evolve rapidly, leaders are pressing on learning and development (L&D) teams to help navigate shifts in the business environment. The time is right to rethink learning models that will be integral to raising the utility of learning in today’s contexts. In this session, we will discuss learning personalization as a key strategy for today’s L&D teams to drive engagement and performance. You will hear how learning measurement in a personalized learning model can deliver meaningful metrics to drive optimal engagement and learner performance, and you’ll learn ways to implement personalization. We’ll also share stories from…
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Engaging Onboarding for a Hybrid Environment
Hiring doesn’t stop just because there’s a pandemic, but making new employees feel included when most of their coworkers and even their supervisors are working remotely presents a challenge. With new hires feeling disconnected from the rest of the organization, we needed to take a step back and design an onboarding experience that worked online—without losing the human touch. This case study session shares how the Johns Hopkins University Applied Physics Laboratory changed its onboarding program to focus on online experiences that build connections. We will explore how the team created a low-cost, brain-friendly experience designed to combat Zoom fatigue.…
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Give Learners What They Really Want in Online Learning
Rapidly pivoting to live online learning sessions early in the pandemic was a great solution for many organizations. Now we need to move toward turning these virtual sessions into great learning interventions. To do so, we need to know what our attendees need and how they feel during our sessions. Using recent research, this interactive session highlights how we can design and deliver virtual classroom training to ensure engagement, learning, and performance at work. We look at themes from the research, including learner preferences, webcam use, barriers to virtual learning, and what enhances virtual learning. We will also make recommendations…
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Get Results: How to Assemble and Align a Strategic Team
Learning leaders must constantly consider their team structure as they balance three functions: meeting their organization’s strategic needs; delivering results efficiently; and creating a meaningful role and career path for the L&D professionals on their teams. The best pathways are highly dependent on an organization’s strategy and situation. Hearing from other learning leaders about their decisions and what’s actually working (and what’s not) can be helpful in charting a path forward. Our panel of learning leaders will describe the structure of the L&D function(s) in their organizations. Each panelist leads the L&D function or a significant team in the overall…
