Experiential Learning – 5 Ways To Get it Without a Formal Program
Experiential learning, as you might guess, is learning by experience. Check out the wiki for more detail. It’s a great way to learn because it allows for application of newly acquired knowledge to real-world situations. Check out this recent ATD post for a few examples of how some companies have implemented impressive and robust experiential learning programs […]
How to Get People to Say Yes When Asking for Feedback
Recently I wrote about some great opportunities to ask for feedback. Hopefully reading that post gave you some ideas for upcoming opportunities you will have to ask for feedback. I don’t want to discourage you, but asking for feedback is only the first step in getting it. You can’t just put a survey out there […]
The Dirty Little Secret of the IDP – and How to Address it
If you’ve ever worked in a mid-size or large organization, you’ve probably had at least one individual development plan (IDP). If you work in HR, you may have dealt with many IDPs – those of your company’s employees. In either case, there is a dirty little secret about the IDP that you are likely familiar […]
5 Great Opportunities to Ask for Feedback
If you’re lucky enough to have a culture of self-driven development, employees at any level should be able to solicit feedback on a regular basis from their coworkers. This is growing more common as companies are moving away from the annual performance appraisal exercise and seeking ways for employees to receive more frequent, meaningful feedback, As […]
5 Surefire Ways to Make Feedback Useless and Painful
The topic of feedback is all the rage right now. Just last week I found this article from the NY Times and this podast from HBR. And there’s plenty of great content written prior to these posts, so you really don’t need me to regurgitate it to you. In fact, the topic of feedback has been so hot […]
5 Ways to Drive Ownership of the Individual Development Plan
As you likely know, one of the current trends in talent development is a focus on employees taking ownership of the individual development plan.