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/Tag:Personal Development Mentors

Character eats personality for brunch!

The development industry has forever been obsessed by its nomothetic approach to personality development - that is, trying to produce general laws which apply to all people. This ‘scientific’ approach has enabled the growth in popularity of reductive tools, designed to help us understand and ‘get’ other people. At the other side of the scale [...]

By | July 25th, 2017|Personal Development Mentors|Result Type: Post

Mentors take you forward

Working with one of our expert Personal Development Mentors means the difference between participating in workplace learning, and really learning new skills. How can one person make the difference to your entire workforce? Providing learning for your employees is vital to be sure that you’re on top of the changes and developments in your industry, [...]

By | June 13th, 2017|Personal Development Mentors|Result Type: Post

Learning evolution

How we learn is changing – and how we teach must change too Formal learning has always had – and will always have – a place in L&D, and we will always support the formal learning programmes our clients request. But we also know that people learn in different ways, and that our approach has to be adaptable to support more of them through their learning journey: this is an age of learning evolution. We also appreciate that employees place widely varying value on different learning experiences, and that the training they get is not always the training they might want. CIPD’s Employee Outlook Autumn 2016 report explored this topic, with interesting findings. While 86% found instructor-led off-the-job training useful/very useful, even higher percentages valued learning from peers, on-the-job training, job rotations and secondments. Looking more specifically at comparisons of value with the types of training actually received, it’s striking that 81% valued blended learning, but only 4% had received it in the last twelve months. Coaching was also valued by 81%, but received by only 8%. (CIPD’s Learning and Development 2015 Annual Survey Report also showed coaching as the only learning method that a higher percentage of respondees reported as effect than reported using regularly, which begs an unanswered question.) L&D is also, of course, a business function, and economic factors are an important influencing factor on a changing landscape. L&D budgets are under significant pressure in many industries, especially in the public sector: even in the private sector, as many respondents identified budget cuts as increases. A general picture of rising L&D workloads and decreases headcounts emerges, although increased expenditure on learning technologies is widespread. In looking at training that was both received and valued in the Autumn 2016 Employee Outlook report, it is striking to note that 35% received no training at all. When we consider how much support employees are receiving in being effective performers, it is sobering to remember another CIPD report from 2014 – previously commented on here – that showed that 36% of line managers receive no training in how to better perform their vital role. […]

By | December 13th, 2016|Methodology|Result Type: Post