Just saying it elicits dozens of idealized perks both employees and employers dream of.
Yet, it comes with challenges and shadows that threaten vital human connection that most managers are unprepared to face.
Surveying today’s business environment reveals several key facts:
• Distributed leadership is lifeblood. Great companies are driven by great leadership, not just in the boardroom, but also at the front lines of the organization.
• Demographic chasm presents great risks. Businesses are facing a demographic time bomb—the retirement of baby boomers—that is beginning to affect the ranks of senior management at global corporations. New generations of leaders must be cultivated to replace retiring baby boomers.
• Traditional training has many shortcomings. Many leadership development efforts fail. While there are many reasons for this, the format of the training that participants receive is often key. A recent study revealed that management learning programs that use simulations provide significantly improved leadership competencies compared to those that use traditional learning methods.
This white paper will speak to how organizations can better use advances in simulation technology as part of their leadership development efforts.
We reached out to our network of L&D leaders to collect insight on what talent professionals around the globe have set as their #1 goal for 2019 in the leadership development space (thank you to everyone who contributed)! While the answers were diverse, the majority of the responses shared one of the following 3 common themes…
Abilitie has the pleasure of working with 80+ world-class facilitators, who lead our simulations across the globe. We reached out to one of our lead facilitators, Steve Gartrell, to share his insight into how he effectively facilitates across cultural boundaries and barriers. What we got was a power-packed, robust list of all the how-to’s of cross-cultural facilitation.
I joined Abilitie two months ago as the new Marketing Manager. I came from the industry of health and wellness-focused CPG products. The language used in my previous marketing efforts was informal, shorthand, and buzzy. I needed my audience to feel as though I was there next to them, chatting over an almond-milk latte with every piece of content I published.
When I transitioned over to Abilitie, I was drawn to the position by the “development” aspect of the company - at the core of everything I’ve ever done professionally has been the goal of helping people reach their maximum potential - and was excited to implement lessons learned from previous positions in a new setting.
In a society that glorifies business and constant productivity, the concept of mindfulness has begun circulating around modern workplaces as a means of intentionally slowing down and alleviating stress. Mindfulness, at its core, is the practice of being fully present and engaged in one’s own life, exploring self-awareness, and making an effort to act intentionally.
Once you have received executive buy-in and budget for a training program it is essential that the program leaves a favorable impression on all the participants. That desired favorable impression is not driven only by the lessons learned, it is equally critical that the program leaves a positive impact in an area that is at times difficult to quantify, the growth of the participant’s networks.
Given that participants will be sacrificing work hours to participate, it will be crucial that they end the program believing this was a commitment worth making.
In many of our roles it is easy to fall into a silo and by adding a networking component to your training offerings, you give people a chance to grow bonds that can help make their day to day easier - and more fun.
When I started working in corporate learning and development 16 years ago, a few trends were predicted to be inevitable:
The classroom would become obsolete
Most lessons would be taught online
Professors would be replaced by e-learning
Today, not all of these predictions have come true. We continue to see new technologies, fads, and buzzwords (remember Second Life classrooms?) but most of them fade as quickly as they arrive.
So rather than write about another new trend, I wanted to reflect and take stock of some truths that I have found to withstand the test of time.
Below are five lessons I’ve learned about leadership development – lessons that I think will stay relevant even in learning environments full of VR and AI learning.
Abilitie was thrilled to partner with Amy Speranza and Jaclyn Courter to present Abilitie's third Learning Leader Roundtable, our first in New York, NY.
The foundational topic of the event was "How to develop high-potential leaders online," though the conversation spanned all the big issues that learning programs face today! Attending learning leaders represented organizations in the Fortune 100, non-profits, startups, and the global public service sector.
Before the event, Abilitie surveyed attendees on their online learning practices to set the stage for the conversation. Interesting trends emerged:
While there is truly never a "one-size-fits-all" for learning, some patterns emerged as the roundtable participants discussed. A few are outlined below:
Once again, a huge thank you to Amy and Jaclyn from GE for partnering with us to present this Learning Leaders Roundtable. There's nothing like engaging with our community to get us excited about the future of learning and development!