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

Thinking in terms of "learning at the point of need" can be a useful way of examining personalized, just-in-time learning. The concept is clearly attractive; what may be underappreciated is how it changes the role of the learning and development (L&D) function. If we change how we deliver learning, we also need to change the function that delivers it.

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Self-driven learners, also known as self-directed learners, are a growing phenomenon within the workplace, and L&D departments are increasingly being tasked with supporting and nurturing them. Making the shift to a self-driven learning environment has never been more crucial. Here are 10 design solutions that can significantly promote self-directed learning in your organization.

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This is no time to take a vacation from your focus on talent development. The end of summer is the perfect time to clarify your talent development strategies to align and design personalized learning experiences for your people. So let's get clear on how to align and design a learning experience that empowers your people to take charge of their own development journey.

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Building a learning habit means building learning into your life, which means we need to become self-directed learners. This has never been more important as learning is necessary to thrive in our fast-changing world. We all need to keep our skills fresh and stay relevant. Make it easier to learn like you already do: Check out these six easy hacks to help you to persist in your skills development.

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Mid-year check-ins, just like regular trips to the mechanic to get a tune-up on your vehicle, become unfortunate afterthoughts in our daily lives. And when you neglect the regular maintenance, it can make or break your performance; you won't easily get where you want to go. Not sure where to start? Anita Bowness shares five easy prompts to jumpstart your stalled mid-year check-in.

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Telling an employee that they need development may be a touchy subject if approached without care. But the careful orchestration of a development conversation can open doors to employee learning, growth and a learning culture.

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Instilling a culture of feedback helps employees feel valued and builds trust in work relationships. Ongoing, informal and candid conversations between employees and supervisors will yield tremendous results that improve productivity and efficiencies in the workforce.

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Does emotion need to relate to the topic that your employees are learning? Yes! Research shows that responding with emotion to a situation, whether positive or negative, will help you remember it. Leverage learning neuroscience to explore the role emotion has in helping employees learn and succeed.

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It's a business fact that high-potential (HiPo) employees select the organization versus the organization selecting them. So why are candidates in the driver's seat when it comes to the talent acquisition process? It's because the top five percent of the company's workforce is responsible for 30 percent of organizational output.

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