1. Articles in category: Latest News

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    1. VIP Invite: ATD & SHRM Members Receive 30% Off at ELC17

      VIP Invite: ATD & SHRM Members Receive 30% Off at ELC17

      Added Benefits to Membership- 30% off Enterprise Learning! Conference 2017 (ELC17)

      The Enterprise Learning! Conference 2017 hosts global thought leaders and executives from corporate enterprise, government agencies, higher education and non-profit organizations. This conference reveals how leaders are building high-performance organizations in the age of digital disruption. ELC17 serves the robust $243 billion enterprise learning market expanding at 17% CAGR. Now, ATD and SHRM members earn a VIP discount of 30% when using offer code: ATD30

      Focused on delivering the answers you need, ELC17 features 6 keynoters who are embracing these technological forces and re-inventing their organizations’ products, services and learning ecosystems. Leaders from Saleforce, Zappos, T-Mobile, Cisco, IBM, Ingersoll-Rand, Scripps Health will offer insights into evolving enterprise learning. From AI, machine learning to simulations, discover how to tap technologies to drive productivity.

      ELC17 convenes over 125 award-winning learning professionals to share the best practices of high performance organizations, lessons learned, and future strategies. Invest 48 hours at ELC17, and discover how to engage teams, build a productive learning culture, measure impact and embrace the future digital enterprise.

      Who Should Attend

      Executives charged with driving enterprise performance via learning and workplace technologies, including HR, Talent, Development, Training, E-learning, Project Management, Education, Sales & Service should attend ELC17.  Government, non-profit agencies and educational institution leaders are also in attendance to collaborate on the now and the next in learning. Attending this conference is an amazing opportunity to meet colleagues from across the globe.  Registration is now open at:  http://www.elceshow.com. As ATD or SHRM members, you qualify for 30% off ELC17.

      Invest 2-days at the Enterprise Learning! Conference and create your action plan to thrive in this age of disruption.

      View ELC17 Conference Brochure at:

      http://2elearning.com/images/ELC2017/ELC17_ConferenceGuide.pdf

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    2. Trump and Brexit: How Cognitive Elitism Caused Nations to Divide

      Trump and Brexit: How Cognitive Elitism Caused Nations to Divide

      DAVID GOODHART: My book is basically about the value divides in modern societies. I focused a lot on Britain, but I think a lot of it applies to America too. And I'm talking about not so much the kind of elite/non-elite divide—when we talk about elites we often mean I think the top three or five percent of the population—I’m talking about a much bigger divide between the educated and often mobile people, who I call the “Anywheres,” who tend to value openness, autonomy, fluidity—they can surf social change comfortably, they tend not to ...

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    3. Women Closing Gap in Male-Dominated Professions

      Women Closing Gap in Male-Dominated Professions

      A new CareerBuilder Research Study shows women have taken a significant share of new jobs for male-dominated occupations.  Of the 785 occupations classified by the U.S. Bureau of Labor Statistics, two thirds have a higher concentration of men employed. However, a new study from CareerBuilder shows a greater number of women are moving into these roles. 

      Nearly 1 in 4 (24 percent) of new jobs added in male-dominated occupations from 2009 to 2017 were taken by women. As it stands today, 23 percent of all male-dominated occupations are held by female workers. More women are breaking into roles ranging from CEOs, lawyers and surgeons to web developers, chemists and producers and directors. The top 3 fields females are migrating to in larger numbers are: General Managers/Operations Managers (84,523), Team Assemblers (77,426) and Management Analysts (41,030.)

      On the flip side, 30 percent of new jobs added in female-dominated occupations from 2009 to 2017 were taken by men. Today, 27 percent of all female-dominated occupations are held by male workers. Men have grown their presence in roles ranging from education administrators, pharmacists and interior designers to cooks, accountants and human resources managers.

      “Women and men are sidestepping pre-conceived notions and crossing over into roles that historically have been heavily populated by the opposite sex,” said Rosemary Haefner, chief human resources officer for CareerBuilder. “Over the last ten years, women have been gaining ground in management, law and various STEM-related roles. More men are moving into education and training, support roles and creative fields. While there is still room for improvement in terms of finding balance, there seems to be less gender bias when it comes to hiring and choosing career paths.”

      Women Gaining Ground in Male-Dominated Occupations from 2009 to 2017

      According to CareerBuilder’s analysis, more women are moving into leadership roles as well as occupations tied to science, technology, engineering and math (STEM). Of the 12,385 new chief executive jobs that were added from 2009 to 2017, women accounted for 28 percent of them. Women also took nearly half of new jobs for lawyers, veterinarians and marketing managers and nearly a third of new jobs for surgeons and web developers.

      The study involved extensive analysis of 2009 to 2017 data from Emsi, CareerBuilder's labor market analysis arm, which pulls information from multiple federal and state labor market sources.

       

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    4. Five Days Left to Register for Enterprise Learning! Conference at Early Bird Rates -Discover How to Build the High-Performance Organization in the Age of Disruption

      The Enterprise Learning! Conference 2017 (ELC17), produced by Elearning! Media Group, a B2B Media Company, announced only 5 days remain for Early Bird Registration, a $500 savings on the 2day conference pass. The event takes place August 29-30, 2017 in San Diego, CA. The theme is “Building the High-Performance Organization in the Age of Disruption.”

      The Enterprise Learning! Conference 2017 hosts global thought leaders and executives from corporate enterprise, government agencies, higher education and non-profit organizations. This conference reveals how leaders are building high-performance organizations in the age of digital disruption. ELC17 serves the robust $243 billion enterprise learning market expanding at 17% CAGR.

       “The Enterprise Learning! Conference is one of the best events to attend. There is something new to learn every year. The event’s focus on technology and learning impact is important for every learning leader to know about,” reports Dr. Christopher Hardy, Global Strategy Director, Defense Acquisition Academy, Department of Defense.

       ELC17 Event Highlights:

      > ELC17 convenes over 125 award-winning learning professionals to share the best practices of high performance organizations, lessons learned, and future strategies.

      > Attend 6 Keynotes focused on Thriving in the Digital Age, Re-invention, Engagement, Technology Transformation & Culture.

      > Discover how to engage teams, build a productive learning culture, measure impact and embrace the future digital enterprise.

      > See simulations at work at Scripps Health Simulation Center Tour and simulation session.

      > Get a deep dive in Virtual Reality for Learning in 3 Easy Steps by CLO, Ritchie Djamhur.

      > Network with the industries elite Learning! 100 and Learning! Champions. Increase your network and best practices at ELC17.

      > Attend Celebration of Excellence Opening Night Reception.

      > Collaborate with thought-leaders and change-makers from Salesforce, Cisco, Zappos, T-Mobile, Ingersoll Rand, Future Workplace, NASA, ADL and more.

      > Bring the learning back to the office with selected On-demand sessions.

      Download complete conference program and speaker line up at http://2elearning.com/images/ELC2017/ELC17_ConferenceGuide.pdf

      “We all learn as we go. By attending the Enterprise Learning! Conference, we gain knowledge that is invaluable. This is our school. There is no better way to learn than from our peers, “says Ashley Robins, Trainer at McDonald’s Corporation.

      Who Should Attend

      Executives charged with driving enterprise performance via learning and workplace technologies including HR, Talent, Development, Training, E-learning, Project Management, Education, IT and Sales & Customer Service should attend ELC17.  Government, non-profit agencies and educational institution leaders are also in attendance to collaborate on the now and the next in learning. Attending this conference is an amazing opportunity to meet colleagues from across the globe.  Registration is now open at:  http://www.elceshow.com/register/     Register by July 1st and save up to $500.

      Registration & Discounts

      Registration is open now. Reserve your conference pass at:  http://www.elceshow.com/register/

      Various discounts are available. Register by July 1st and save up to $500. Government, education, non-profit organizations and association members earn a 25% discount on 2-day conference passes when registering with .gov, .edu, .mil, .org email address. Groups of 3 or more will earn 30% discounts when booked at the same time.

      About the Event

      In the 7th year, Enterprise Learning! Conference is being held in San Diego, CA on August 29th-30th, 2017. At ELC17, you will network, learn and share from the top global learning leaders from corporate, government, education and non-profit organizations to build the high- performance organization.    Convene with award-winning learning professionals to share best practices and strategies to embrace the future digital workplace.  The intimate conference format assures you high level engagements and interactions across the audience. Access the full conference program at: http://2elearning.com/images/ELC2017/ELC17_ConferenceGuide.pdf

      About Elearning! Media Group

      Elearning! Media Group is owned by B2B Media Group LLC. Elearning! Media Group consists of eleven media products including: Elearning! Magazine, Government Elearning! E-Magazine, e-mail newsletters, Alerts, Websites, Web seminars, the Enterprise Learning! Summit and Enterprise Learning! Conference. Elearning! Media Group serves the $243 billion learning & workplace technology market.  Suppliers and practitioners can follow us: online at www.2elearning.com; on Twitter: @2elearning or #ELCE; via Facebook: Elearning! -Magazine or LinkedIn: Elearning! Magazine Network or Enterprise Learning! Conference

       Enterprise Learning! Events

      Since 2008, Enterprise Learning! Events bring onsite and online audiences together to learn, network and share. Mark your calendar for Enterprise Learning! Conference on August 29-30, 2017 in San Diego, CA. Enterprise Learning! Conference hosts the Learning! 100 and Learning! Champion Awards. The Enterprise Learning! Conference Online is an on-demand event available to all ELC17 conference attendees, and online only attendees after the live event. For more information about the Enterprise Learning! Conference visit http://www.elceshow.com.

       

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    5. CEOs Reveal Top Priorities for 2017 -Learning & Development Rates 6th With Only 37% Measuring Impact

      CEOs Reveal Top Priorities for 2017 -Learning & Development Rates 6th With Only 37% Measuring Impact

      The Second Annual Corporate Pulse Survey conducted by Financial Times reveals CEO’s top priorities for 2017. The survey of almost 1,000 executives from Europe, the Middle East, Japan and China, shows their top priorities for 2017 are in-market growth (33%), strategy development and execution (31%), financial management (26%) and cyber security (26%). Executive education and leadership development (24%) are sixth on the priority list, with 22% also seeing this area as a challenge they must address in the next three years.

       “That said, the top three things that senior professionals say need immediate attention include recruitment, training, and executive education and leadership development (38% each),” says VanDyck Silveira, FT | IE Corporate Learning Alliance CEO.

       Key areas for concern in learning and development were also revealed:

      • Senior professionals understand and recognize the long-term benefits of learning and leadership development, admitting it isn’t a number-one priority for their organization.
      • To date, learning and leadership development programs haven’t lived up to senior professionals’ expectations, although these professionals are optimistic that future programs will be worth the investment.
      • Although organizations have attempted to measure the impact of executive education and leadership development, they don’t always succeed - despite this being a priority when choosing the right programming.
      • Compared with last year’s survey results, learning priorities have remained roughly consistent among senior professionals.

      There are regional differences when it comes to views on the impact of learning and leadership development programs. Satisfaction with these programs is highest in China (72%), Spain (64%) and Germany (57%) – with the lowest satisfaction ratings coming from Japan (16%) and the Nordic countries (37%).  Moreover, respondents - especially those in China, Spain and Germany - believe the senior leaders in their organization are optimistic about future investments in executive education / leadership development.

       “Over 80% of senior professionals believe that executive education / leadership development has improved their skills, is vital to achieving business goals, and is more important than ever. In addition, 58% of them believe that executive education and leadership development are the key to holding on to their best employees,” says Silveira.

      Less than half of respondents report their senior leadership teams believe past investments in executive education have added value to their organization. This varies by market, with perceived value being strongest in China (69%), Spain (60%) and Germany (60%).

      Where senior professionals measured the outcomes of past corporate learning programs, they measured impact based on:

      • Employee satisfaction (72%)
      • Customer satisfaction (72%)
      • Employee engagement (72%)
      • Revenue, profit and margins (68%)

       In terms of impact, only 37% report seeing a tangible impact on employee engagement, 34% see benefits in terms of customer satisfaction; while revenue, profit, and margins, and employee satisfaction both return figures of 32%.

      “It would appear senior professionals agree there’s room for improvement when it comes to executive education and leadership development - including better alignment with business goals (41%), more engagement from employees (40%) and better long-term planning of programs (37%),” adds Silveria.

      “This research further highlights the place of corporate executive education and leadership development, along with today’s key issues in this area across a large proportion of the globe,” concludes Silveria.

      The 2017 Corporate Learning Pulse global survey report is available to download from: http://resources.ftiecla.com/en-gb/pulse2017/  

      A video summary of the 2017 report findings can be viewed at https://vimeo.com/223015129

      About the author:

      David Wells is Head of Communication at FT | IE Corporate Learning Alliance. Contact him at: +44 (0)7921 582419; david.wells@ftiecla.com

       About Financial Times | IE Business School Corporate Learning Alliance

      Financial Times |IE Business School Corporate Learning Alliance, formed in December 2014, connects academic excellence with real-world insights from award-winning Financial Times journalists and global business practitioners. FT | IE Corporate Learning Alliance members are top business schools and learning organizations, globally as well as in their region and country. The Financial Times has been a trusted guide to business for more than 125 years, recognized internationally for its authority, integrity and accuracy. IE Business School is recognized as a world leader and offers one of the most prestigious international MBA programs.

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    6. High School, College, Career. Simple, Right? Not Any More.

      High School, College, Career. Simple, Right? Not Any More.

      It used to be so simple: Graduate high school, get into a decent university, graduate, and start cashing your paycheck. For more and more people though, that’s just a story about how things used to be. McGraw-Hill Education Executive Jeff Livingston says that — ironically — the only people who think it’s still true are those who’ve gone into Education. Unfortunately, they’re the ones setting education policy in the U.S.

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    7. Condition of Education Report Released by National Center for Education Statistics --Those with higher education see better health, graduation rates & technology access.

      Condition of Education Report Released by National Center for Education Statistics --Those with higher education see better health, graduation rates & technology access.

      The National Center for Education Statistics released the “Condition of Education 2017” report this week; a congressionally mandated annual report summarizing the latest data on education in the United States. The report is designed to help policymakers and the public monitor educational progress. This year’s report includes 50 indicators on topics ranging from pre-kindergarten through post secondary education, as well as labor force outcomes and international comparisons.

      Highlights:

      -Graduation Rates Higher for 4-year Post Secondary Students

      Among first-time college students, the percentage of students who were still enrolled or had graduated after 3 years was higher for students who began at 4-year institutions (80 percent) than for those who began at 2-year institutions (57 percent).

      -Access to Internet at Home Increases with Parent’s Education Level

      The percentage of students who use the Internet at home varied by parental education level, ranging from 42 percent for children whose parents had not completed high school to 71 percent for those whose parents had completed a bachelor’s or higher degree.

      -Disability Rates are Inversely-related to Education Level

      Sixteen percent of 25- to 64-year-olds who had not completed high school had one or more disabilities in 2015, compared to 4 percent of those who had completed a bachelor’s degree and 3 percent of those who had completed a master’s or higher degree.

      The takeaway is everyone benefits from advanced education across all human indicators- health, financially, success.

      Download full report at: https://nces.ed.gov/pubs2017/2017144.pdf

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    8. Here's When Machines Will Take Your Job, as Predicted by AI Gurus

      Here's When Machines Will Take Your Job, as Predicted by AI Gurus

      While technology develops at exponential speed, transforming how we go about our everyday tasks and extending our lives, it also offers much to worry about. In particular, many top minds think that automation will cost humans their employment, with up to 47% of all jobs gone in the next 25 years. And chances are, this number could be even higher and the massive job loss will come earlier.

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    9. Are Humans Getting Smarter or Less Intelligent?

      Are Humans Getting Smarter or Less Intelligent?

      Observe the behavior of shoppers in a long supermarket line or drivers snarled in traffic, and you can quickly become disillusioned about humanity and its collective IQ. Reality TV and websites like People of Walmart inflame this consideration. Lots of songs, both popular and underground, even utter the phrase “only stupid people are breeding.” Apparently, many of us can relate.

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    10. MDMA and Psilocybin: The Future of Anxiety Medication?

      MDMA and Psilocybin: The Future of Anxiety Medication?

      When my wife texted me from the other side of the apartment last Thursday I knew things could not be good. Four simple words: Chris Cornell is dead. While I haven’t remained up on Soundgarden or Cornell’s solo career over the last two decades, Badmotorfinger and Superunknown, along with the Temple of the Dog record, were essential high school and college listening, memories for life.

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    11. Want People to Believe Fake News? Repeat it Often, Says New Study.

      Want People to Believe Fake News? Repeat it Often, Says New Study.

      Do you want people to believe a lie online? Just repeat it over and over.

      Familiarity influences the spreading of fake news online, concludes a new study from Yale University researchers. The study analyzed highly implausible and partisan fake news headlines that were spread online in recent months. While many studies have examined the "illusory truth effect," this was the first empirical investigation of the psychology of fake news.

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    12. How Does the Brain-Body Connection Affect Creativity?

      How Does the Brain-Body Connection Affect Creativity?

      Humans have a complicated relationship with walking. This wasn’t always so. British paleoanthropologist Mary Leakey identified marks of bipedalism dating back 3.7 million years in Tanzania—it’s an old endeavor indeed. The story of our uprightness was, for most of history, one of survival and thriving. Today the tale of our peculiar relationship to gravity is being written much differently.

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    13. How Technology Will Disrupting Your Business: 11 Questions to Ask

      How Technology Will Disrupting Your Business: 11 Questions to Ask

      Government and business leaders should ask themselves these 11 questions to reflect on the impact of technology and innovation in global

      production systems.

       What if...

      1. The factories of the future are small, mobile,invisible and located in urban undergrounds?

      2. The best robot on the factory floor is the technology-augmented operator?

      3. You can track in real time the performance of every machine, employee and supplier in your network, as well as your products in the hands of the consumer?

      4. You can produce at the same cost and quality anywhere in the world?

      5. Your customers are willing to pay only for performance and all the value of your flagship products come from their digital and cognitive features?

      6. With hyper personalization, do brands become irrelevant?

      7. You can turn your recycled products into raw materials for a new production batch?

      8. Technologies do not diffuse beyond select large producers and technology giants?

      9. Over 80% of global production output is produced and delivered through contract manufacturing?

      10. Technologies enable labor relations to become self-organized?

      11. Technologies fail to deliver on their promised value? 

       The World Economic Forum (WEF) released a paper titled “Technology and Innovation for the Future of Production: Accelerating Value Creation” in March 2017 and asks these questions of business leaders.  WEF maps the full chain of activities to “source-make-deliver-consume-re-integrate” products and services from origination, design manufacturing and distribution to customers and consumers incorporating principles of circular economy and reuse. Production fundamentally impacts economic structure at a global to local level, affecting the level and nature of employment, and the environment.

       The Transformative potential of technology in production systems is widely recognized.  Trends toward higher levels of automation promise greater speed and precision of production as well as reduced exposure to dangerous tasks; can help overcome stagnant productivity and make way for more value-added activity. The extent of automation, however, causing significant anxiety about issues of employment and inequality.

       The new technologies of the Fourth Industrial Revolution have the potential to transform the global geography of production and will need to be deployed in ways that address and adapt to the impact of climate change. The WEF paper, prepared in collaboration with AT Kearney, explores the new technology landscape focusing on five technologies that will have the most immediate impact on production-related sectors. IT raises questions for CEOs, government leaders, civil society leaders and academics about the implications for individuals, companies, industries, economies and society as a whole, and as is intended to bring new perspectives and generate responsive and responsible choices.

      Download the complimentary paper at: http://www3.weforum.org/docs/WEF_White_Paper_Technology_Innovation_Future_of_Production_2017.pdf

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    14. 3 Tech Trends That Will Rock the Learning World

      3 Tech Trends That Will Rock the Learning World

      I know you heard it before. But, if you missed it, take a look at Microsoft’s Build Conference this week. CEO, Satya Nadella, took 4 minutes in the opening keynote to layout the shifts occurring in enterprise software and architecture. There are 3 major shifts that will rock the enterprise, no matter what your role.

      1)     Multi-Device. Communications are distributed.  Voice, text or other communications have moved from input only to “state of in it” mode. Meaning, the communications will reside in the various devices to monitor, respond or react to the “state.” These devices include mobile, PCs, to personal digital assistants that reside in Echo, cars, smart homes, etc.

      2)     Artificial Intelligence is distributed as well. The example showcased at Build event was an employee using Cortana to track her daily activities. She was alerted of traffic on the freeway that would make her late for her morning meeting. She alerted the team via outlook, and connected virtually while driving. When in the office, she received a video of the conference and actions to do in Outlook.

      3)     Serverless. The Cloud is changing. What was once the home of software and data for networked access is now serverless.  The outer loop can now be hosted in the inner loop, at the device level or on premise. This reduces bandwidth and storage requirements, while achieving faster response rates. For example, AI can monitor a factory floor with cloud-based software. However, with serverless AI the monitoring can be downloaded from the cloud and operate onsite. Doing so reduces reaction time from 2 seconds to 103 milliseconds.

      To learn more, visit: https://build.microsoft.com/

      Want to learn more about emerging trends and impact on enterprise technology? Join our web seminar on May 25th at 10 AM PT. Register free at: https://register.gotowebinar.com/register/8431413983467210243

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    15. 4 Reasons Instructor-Led Training is Killing Your Sales Potential

      4 Reasons Instructor-Led Training is Killing Your Sales Potential

      If you want to earn, you’ve got to learn. Staying on top of market trends, needs, insights, and news is key to maximizing your organization’s sales potential. As a result, sales teams weak on knowledge don’t get far – even if the rest of their skillset is outstanding.

      For this reason, most sales-oriented businesses invest in employee education. You probably do too. The problem is that there’s a lot to learn and the world is constantly changing… especially in the digital age.  Knowledge-wise, 100,000,000 new blog posts and articles get released each day. Skill-wise, things are moving so fast that 38% of all U.S. jobs are expected to become obsolete or automated by 2030.  This creates a unique set of problems for modern organizations; Namely, keeping up with this pace of change is demanding. The average sales person only spends 32% of their time selling – and a lot of the remaining 68% are dedicated to learning.

      What is Instructor Led Training?
      Whether you know the term Instructor-Led Training or not, you’re well-acquainted with ILT. It’s the standard learning environment with one teacher or instructor and a group of students. 

      The problem with ILT is that it can be rather ineffective. In a traditional, ILT learning environment, 80% of learners say they forget what they’re studying within 30 days.

      What you may not realize is that ILT is killing your sales potential for several other key reasons.

      Reason 1: Instructor-led training is “one size fits all” by definition.

      Everyone studies the same stuff, at the same speed, from the same teacher. Alas, 79% of employees admit to having a significant retention and engagement problem in group learning environments.

      Reason 2: Boredom

      Trainers talk at students instead of interacting with them. They fail to make the material practical and interesting and assuming that listeners should be interested in. Finally, trainers believe  ILT alone, even if delivered exceptionally well, is not adequate on its own without properly spaced reinforcement training.

      Reason 3: Overwhelmed

      The “optimal” time for a single session of learning or working varies depending on who you ask. Hiroshima University researchers say 52 minutes; others say anywhere between 45 and 90.  But, binge learning doesn’t work any better than binge eating.

       Learners end up feeling overwhelmed, frustrated, and – eventually – disconnected from the process and the ability to retain and apply best practices. Obviously, this is not conducive to you optimizing your sales.

      Reason 4: Demotivated & Powerless

      ILT doesn’t treat others like individuals.ILT pre-supposes that everyone can benefit the same from a one-size-fits-all solution. It also encourages instructors to talk “at” people because of the physical impossibility of giving everyone the 1-on-1 attention they need. But in the end, only 15% of learners end up applying what they learned via ILT in their job.

      What’s the answer?

      According to Elearning! Magazine, there are many options available to today’s training teams. Micro-learning, video learning and gamifying content are just a few options. There are many suppliers on the marketing who focus on these options for on-boarding, sales training, product and customer services. MLevel, BizLibrary and Skillsoft all offer programs to replace or compliment your ILT programs. To source best in class providers, access  Elearning! Magazine’s Best of Elearning! Awards issue at: http://www.2elearning.com/awards/best-of-elearning-awards

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    16. Global Shifts Shaping the World of Tomorrow

      Global Shifts Shaping the World of Tomorrow

       “Growth is shifting, disruption is accelerating, and societal tensions are rising. Confronting these dynamics will help you craft a better strategy, and forge a brighter future. Confronting these dynamics will help you craft a better strategy, and forge a brighter future,” according to McKinsey Global Institute (MGI.

      Anticipating these global shifts is critical for business leaders and thinkers. “A company benefiting from such tailwinds is four to eight times more likely to rise to the top of the economic-profit performance charts than one that is facing headwinds,” claims MGI.

      Trend 1: Global Growth Shifts

      The digitalization of the economy is shifting power to all regions of the world. The BRIC nations are thriving, rich with natural resources and, now, the technology to extract it is fueling Brazil, Russia, India and China. In contrast, traditional trade and financial markets have stalled, moving us past the traditional terms of globalization. The sharing economy has arrived in the corners of the world with regions like Africa and Southeast Asia emerging.

      Trend 2: Disruptions Accelerate

      “Digitization, machine learning, and the life sciences are advancing and combining with one another to redefine what companies do and where industry boundaries lie,” cites the McKinsey report. “We’re not just being invaded by a few technologies, … but rather are experiencing a combinatorial technology explosion.”

      These disruptions are changing the nature of competition and the interconnection of the supply chain, an evolution of the ecosystem.  Customers can become partners, and suppliers a customer.

      Trend 3: New Societal Deal

      With disruption comes challenges of cybersecurity, economic terrorists which can only be countered by a collective global societal approach. Further, government and business need to partner to pre-empt an obsolete workforce and high human costs of automation.

      These costs are high. For example, the McKinsey Global Institute (MGI) reports that the world will need to spend $3.3 trillion annually between 2016 and 2030 to keep up with projected growth—nearly $1 trillion more than we have been spending annually. MGI also suggests that infrastructure spending can be cut by as much as 40 percent through better project design and execution—areas ripe for public–private experimentation.”

       Learn more by accessing the full story at: http://bit.ly/2oQnPfi

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    17. E-learning User Study: Trends, Predictions & Practices

      E-learning User Study: Trends, Predictions & Practices

      The pace of technology is disrupting everything. From business to learning, organizations are challenged to adapt. How is your organization keeping up?

      Join this complimentary web seminar hosted by Elearning! Magazine when they reveal the results of the 2017 E-learning Study. Hear about the learning practices and plans of hundreds of organizations across corporate, government and education.


      In this session, you will discover:
      -What drives investment in learning and development
      -The top priorities in learning and development
      -The technologies enterprises are investing in and why
      -What’s new in L&D practices
      -How L&D spending is trending.

      Attend this free session and receive a complimentary 2017 E-learning User Study. Register Free at:

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    18. Scrap the Annual Performance Review for This....

      Scrap the Annual Performance Review for This....

      In 2015, Deloitte revamped its performance management system after revealing they were spending nearly 2 million hours a year on its review process. Accenture learned that only 25% of the review process was talking with employees vs. about them. Ready to scrap the old review process? Here’s how…

      1.RETHINK RATINGS

      It’s easier to toss something out than to decide what to put in its place. Facebook stuck with a more formal, biannual review process, after an HR audit a few years back, in which ratings are directly tied to pay. The process starts with a self-evaluation, then every employee can nominate three to five peers to review them. Next, managers write up the performance review and come up with a rating by comparing evaluations for employees in similar roles and levels, to “normalize for people who may be hard graders or easy graders,” says Janelle Gale, Facebook’s VP of HR business partners.

      Once the rating is in, the manager has no control over compensation, Gale says. Employees get paid a predetermined sum associated with each rating—a system that applies not just to base pay, but also to bonuses and equity. This helps spare employees from getting “black box” ratings by the powers that be, without any say in the matter, Gale explains.

      Not everyone is rethinking existing ratings systems, though; some are even adding them for the first time. Education startup Quizlet added them in 2016. Suddenly, employees who’d been around awhile were clamoring for performance reviews, hoping it would add some clarity to their career paths at the company.

      “It was pretty shocking for me to hear that people were asking for a formal performance management process and wanted to make sure that their progress and growth in their roles was documented,” Aisha Stephenson, VP of people operations, said. Quizlet’s team had no trouble getting behind the idea, Stephenson explained, but wanted to make sure it wasn’t too “corporate.” So they put in place a combination of self, peer, and manager reviews instead of the standard, once-a-year-by-your-boss model.

      2. USE PEER RATINGS

      Facebook is hardly alone in turning to peer reviews. Berlin-based education startup CareerFoundry took that idea and ran with it, making its review process exclusively peer-based. After a round of Series-A funding last year, CareerFoundry grew rapidly from about 15 to 50 people, and it was then that employees actually requested reviews. The company’s peer review process occurs twice annually, and reviewers evaluate each other based on six questions. In addition, CEO Raffaela Rein and her cofounder fill out evaluations for all their employees.

      Rein has found that people were more inclined to take input from peers seriously. “They are the ones working together every day, so there’s no hiding,” she says. “Sometimes, if only the manager gives feedback, then you only work hard while he’s there.” Facebook has discovered much the same thing. Peer reviewers aren’t obligated to share their input with the person they’re evaluating, but Gale says 70% of employees still choose to do so.

      3. DISCONNECT REVIEWS FROM PROMOS & PAY

      Not many companies have totally divorced performance reviews from compensation and promotion, but a few have tried to keep them a little more distinct. CareerFoundry conducts “peer promotions” in a process separate from peer performance reviews. Employees simply vote on who they’d most like to see promoted, and while this process has only been in place for the last two quarters, Rein says she’s already promoted the most voted-for nominees—eight in total—without hesitation.

      “I think people were like, ‘Wow, we’ll handle that responsibility with honesty and integrity.’ It was very positive,” Rein says. “

      Sift Science requires performance reviews to take place at least once a year, but teams can choose to do as many of them as they like whenever they want; the goal is to keep promotions separate from the review process. Health marketing agency Klick Health started doing something similar after CEO Leerom Segal swapped performance reviews for weekly feedback sessions as early as 2013. Promotions and compensation now get addressed individually in yearly meetings.

      Our philosophy is that [promotions] should not happen at any one particular point,” says Sift Science CEO Jason Tan. “It could be driven by a performance review, but it shouldn’t have to be.”

      4. MAKE INFORMAL FEEDBACK MORE MEANINGFUL

      Companies that throw out performance reviews don’t always find that informal check-ins lead to fairer, better feedback. “The goal is very admirable,” says Rebecca Zucker, executive coach and partner at leadership development firm Next Step Partners. In theory, she agrees that “feedback shouldn’t be an event in and of itself.” But scrapping reviews doesn’t always lead to effective “ongoing conversations about performance.”

      As Zucker explains, giving and receiving good feedback is a skill—one that takes time to develop. Without it, “feedback either doesn’t happen or doesn’t happen well.” Many of the people I spoke to said they hired leadership coaches like Zucker for exactly this reason, knowing that without skillful feedback swapping, replacing formal reviews with informal check-ins wouldn’t make a difference.

      Warby Parker is also known for its weekly happiness ratings, where employees rank their happiness during any given week on a scale of zero to 10, a process that forces conversations between managers and employees. I joke that feedback is a gift,” Warby Parker co-CEO Neil Blumenthal says. “It’s the opposite of revenge—it’s best served hot.”

       

      View full article here.

       

       

       

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    19. Want to Succeed? F-Up Until You Find Your Passion

      Want to Succeed? F-Up Until You Find Your Passion

      Sarah Robb O'Hagan: I think that the wonderful thing that I learned writing the book Extreme You and interviewing some of the most extraordinarily successful people in the world—I mean everyone from Condoleezza Rice to Bode Miller the downhill skier, Mister Cartoon who is a tattoo artist—I’ve interviewed people from all walks of life who have achieved incredible success in very different areas.

      Read Full Article
    20. Exceptional CEOs & Strategies You Should Know

      Exceptional CEOs & Strategies You Should Know

      What makes one CEO better than another? McKinsey Group studied 600 CEOs across the Fortune 500 from 2004 to 2014 to identify the secrets of exceptional CEOs. Exceptional CEOs lead organizations that exceeded their industry averages. Some took laggard companies and reinvented them, while others exercised operational disciplines or strategically levers to reinvent their companies. Exceptional CEOs are defined as those that achieve 500% or greater growth in stakeholders returns during their tenure.

      There were three distinct strategies exceptional CEOs embrace are:

      Strategy 1: Hire External Candidates

      The high performing CEO is twice as likely to be an external hire and 1.5 times more likely than the top 25% of high performing CEOs. The external CEO brings ‘fresh blood’ into the company and is more likely to question the status quo and tap strategic levers. Today, 55%of CEOs are internal hires.

      Strategy 2: Take Strategic Actions

      Sixty percent of exceptional CEOs conducted strategic review of the organization within 24 months of taking the reins regardless of the performance of the company. These leaders are 19% more likely to use cost reductions, the exceptional CEOs were significantly more likely to launch initiatives than the average CEO, thereby building strategic momentum. At the same time, exceptional CEOs are 48% less likely to reorganize the company, 40% less likely to launch new products, and 23% less likely to shuffle management teams.

      Strategy 3: Achieve Organizational Balance

      According to the study, ‘exceptional CEOs are less likely than the average CEO to undertake organizational redesign or management-team reshuffles in the first two years in office. This could be a function of the strategic game they were playing… since there are only so many initiatives and changes that organizations and people can absorb in a short space of time. Indeed, since the exceptional group contained an above-average proportion of outsider CEOs launching fundamental strategic rethinks, the data may reflect a sequencing of initiatives, with structural change following strategic shifts.’

      Aspiring CEOs can learn much from this study. Think like an outside. Use strategic review process. Stage change over time, not all at once.

      Learn more>>

      Read Full Article
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