Proven methodology
Learning habit for managers
We can prove that most managers become addicted to learning after spending some time learning online in our system. They get used to bite-sized daily learning assignments and want to continue to learn this way after completing their level.
According to our research, after our form of management training the average level of engagement in the learning process goes up to 40%.
Customer voice
Learning as incentive
Managers value when HR and L&D professionals exceed their expectations in providing excellent training. It is also important to resolve all issues related to technology, work-based projects or content as quickly as possible.
Good practice in management training is to have regular meetings of managers who take learning courses so they can discuss interim results, work on business cases together or share their thoughts and insights.
Change management is hard
Three managerial myths
Even if you are absolutely sure that something should be changed for you as an HR professional to deliver value, its is not easy to persuade managers in it. They can be wrong sometimes. Or experience shows that they sometimes follow false presumptions that can be boiled down to three myths described in articles below.
Online learning for other categories of employees
Two stories about bank risk management
The LinkedIn post about the new risk methodology for banks - Basel IV - made us remember two situations from our professional practice as management consultants.
How to use brain science to make learning stick
We still don’t know how exactly human memory works. Memory is the faculty of the brain to encode, store and retrieve information when it is needed.
Leadership potential
All HR professionals operate on two levels and regularly have to switch their focus. On the one hand, they deal with many very important systems on the organisational level..