The latest thinking on how to develop, engage and retain your talent

Simply telling an employee or a group of employees something isn't learning. That's why learning development is so important in learning design. Development is the third phase in the ADDIE model. During the development phase, all of the planning that's been done during the first two phases (assessment and design) gets brought to life. This is where the learning content is created.

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Billions of dollars are spent each year to construct relevant, robust, innovative and game-changing training solutions. Technology is leveraged. Subject matter experts are convened. Materials are developed. All in service of changing behaviors and driving performance. But, there's one prerequisite that's often forgotten: tapping into employee learning motivation.

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If you want to become a better leader, consider it's time to boldly take a risk and start asking more questions as you learn rather than less.

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Author and employee experience expert Jason Lauritsen led three workshops on Unlocking High Performance - here were our key takeaways.

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The digital future is here, and the constantly evolving business environment is changing the way we work and create value for our organizations. With constant change the norm, what can organizations do to help their people thrive in the digital age? The truth is, the biggest challenge of digital transformation isn't technology adoption.

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It's natural to want a culture of feedback. Everyone agrees that a culture of feedback would be a good thing. So why is it so hard to do? You don't need to be Sigmund Freud to understand the motivations that stand in the way of a culture of feedback. Feedback can make people feel bad; as a result, we are, quite rightly, hesitant to ask for it and hesitant to give it.

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Saba and CLO Network recently hosted a live webinar titled 5 Steps to Agile Employee Development. It focused on the need for development practices that are more agile and able to meet the needs of today's fast-changing workplace. The 60 minutes passed quickly with more questions than time to answer. So here, me and my co-presenter Hawley Kane take on some of the most frequently asked questions.

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It's the most common excuse your people give you whenever you try and roll out a new talent initiative. No matter how many ways you show the benefits of regular 1:1 meetings, no matter how many goal-setting processes you roll out, no matter how many resources you provide on building development plans, one roadblock constantly stands in your way. "This stuff takes up too much time."

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Organizational learning efforts and learning design need to align with employee performance. Because ultimately, it's employee performance that's driving business results. Any type of organizational learning activity - whether it's 1:1 meetings or formal classroom training - needs to have a clear connection to employee performance. And by clear, we're talking specific.

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