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

As learning professionals, we know that technology has dramatically changed how we approach learning. But it might be useful for learning professionals to remember that while we confront these changes daily, many employees and managers still think of learning in terms of old-school training classes.

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Regardless of how broken or antiquated the performance management process is at your organization, you don't have to wait for a new process or technology to create a more engaging performance management experience for your employees and managers. Here are five hacks you can use within the confines of your current process to create a more engaging experience for both the manager and the employee.

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To say that the modern workforce and workplace are changing would surprise absolutely no one, yet it's shocking just how many organizations aren't proactively taking steps to futureproof in the age of digital disruption. For your organization to confidently state that it's ready to face the challenges and new realities of digital disruption, you need to make talent development a priority.

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How can managers and talent leaders get started using feedback as a driver of employee learning and development? Well, it all starts with preparation. Here are three great ways to prepare yourself to give feedback that moves the needle and gets your employees learning, the right way.

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Assessments in learning design get a bad reputation because of their lengthiness. The remedy for super-sized assessments isn't to eliminate them. It's to come up with a better assessment timeline. When you conduct an assessment, the value is in obtaining a verified understanding of the current and future state.

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The solution for learning and development professionals who want to make the most of microlearning is to adopt a macro-mindset. This is a strategic mindset that emanates from and focuses squarely upon the big picture. Here are three ways to begin to cultivate that macro-mindset.

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Have you given your leadership efforts some deep thinking lately? Although you likely believe your leadership is critical to your success, leadership can sometimes seem more conceptual than specifically actionable. That's why it's important to be able to recognize the clues that your leadership is effective.

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While it's a good sign that organizations are investing in employee engagement solutions, what we've been doing isn't working. These solutions primarily try to address surface issues with engagement without dealing with root cause. At the heart of why we haven't been able to solve this problem is a flawed way of thinking about and managing work.

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There is a lot of buzz about digital transformation and the opportunities new and emerging digital technologies offer organizations. Understandably so. Every organization out there wants to find ways to improve operations, employee productivity and time to value. The truth is digital disruption is already here. And it means the ability to adapt and succeed in a rapidly changing market is critical. So what is digital disruption, really? And what does it mean for your organization and your people?

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