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Measuring Soft Skills with Integrity and Impact

Measuring Soft Skills with Integrity and Impact

Workforce Development, Learning Administration / By /

In corporate learning, the persistent tendency to evaluate soft skills through generic, standardized frameworks erodes their true impact. Rather than amplifying growth, universal checklists often flatten skill measurement, overlooking the nuances that make each workplace and each role distinctive. Soft skills are not static qualities that appear the same everywhere. Attempts to apply one model to every employee rarely account for the diverse environments in which people work.

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Interpreting L&D Trends for Your Organization

Interpreting L&D Trends for Your Organization

Learning Strategy, Learning Brand, Learning Administration, Workforce Development / By /

Adaptability underpins successful leadership in learning and development. The introduction of new technology—whether artificial intelligence, digital platforms, or evolving methodologies—can prompt uncertainty and apprehension. Many learning leaders feel compelled to have every answer established before standing in front of a team, briefing an executive, or equipping trainers. However, expecting absolute certainty before moving forward can delay essential progress and create unnecessary stress.

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Strategic Partnership: Best Practices for Extending Your L&D Team

Strategic Partnership: Best Practices for Extending Your L&D Team

Workforce Development, Learning Strategy / By /

When you are embedded in your organization you can miss potential opportunities that an outside would be able to pick up. While you have expertise and context of the organization, blind spots can develop where valuable opportunities are missed. Sometimes a fresh pair of eyes is what is needed to drive growth. L&D leaders can often feel the weight of internal routines, familiar narratives, and longstanding expectations.

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AI in Learning: Real-World Applications for Regulated Industries

AI in Learning: Real-World Applications for Regulated Industries

Learning Strategy, Learning Administration, Workforce Development / By /

AI has been developing fast, and it looks like it is here to stay. It can be revolutionary when applied correctly but it can also lead to potential ethical and moral issues for organizations in regards to data regulation. Industries like healthcare, finance and insurance need to think through their AI use carefully. They must navigate stringent rules dictating what data is permissible in AI applications. For L&D leaders, this means more than technological advancement—it’s about ethical stewardship. Missteps in handling sensitive data risk hefty penalties and loss of trust.

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Pinpointing Agile Opportunity Moments

Pinpointing Agile Opportunity Moments

Workforce Development, Learning Strategy / By /

Change very rarely happens when we want it to or under ideal circumstances. It often takes place with a sense of urgency as there is usually a need to ensure the successful implementation of new technologies, new processes or new change initiatives. These changes can make or break an organization’s success. For learning leaders here is where there is an opportunity to provide adaptable solutions that meet exacting standards, where the ability to respond quickly and accurately are paramount.

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Preparing Mentors and Mentees for Meaningful Connections

Preparing Mentors and Mentees for Meaningful Connections

Workforce Development, Learning Strategy / By /

Organizations that want to implement a successful mentorship program need to know that just having a mentorship program is not enough, the program needs to be developed with solid foundations of preparation. The mentors and mentees should be prepared to enter every engagement ready to build a partnership based on mutual respect and purpose.

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Equity in Remote Engagement: Every Voice in the Room Matters

Equity in Remote Engagement: Every Voice in the Room Matters

Workforce Development, Learning Administration, Learning Strategy / By /

A fundamental concept to effective learning is equity. Hybrid sessions can be designed to effectively bridge the gaps between the different stakeholders. This creates a space where every individual has equal footing, access and opportunities.
Hybrid meetings often expose hidden gaps. Onsite participants have physical proximity to facilitators and peers, catching subtle cues and side conversations. Remote participants risk being one step removed: out of the room, out of focus, and sometimes, out of mind. With no purposeful intervention, these differences can undermine engagement, creativity, and morale.

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Co-Creation as the Foundation for Business-Aligned Learning

Co-Creation as the Foundation for Business-Aligned Learning

Workforce Development, Learning Brand, Learning Administration, Learning Strategy / By /

Working together with SMEs and other stakeholders in the learning and development (L&D) process is co-creation. Engaging collectively from early-on in the learning process can help ensure that the needs and ambitions of a learning program are adequately addressed.
This collaborative process cultivates a stronger commitment to the program’s success. When stakeholders share their insights and expertise, we design content that resonates with the organization’s culture and objectives.

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Equipping Managers to Become Career Champions

Equipping Managers to Become Career Champions

Workforce Development, Learning Administration / By /

Managers encourage career advancement by identifying skill gaps and aligning employee aspirations with organizational goals. They serve as the bridge between individual potential and organizational success, making them indispensable in promoting a culture of continuous learning. Engaging employees in career discussions not only boosts morale but also increases productivity, leveraging the full potential of each team member.

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Heightening Performance Through Feedback Acceptance

Heightening Performance Through Feedback Acceptance

Workforce Development, Learning Administration / By /

Feedback is a part of any individual’s journey, and any organization’s growth. From assessment feedback in an educational institution to performance reviews. How we give and how we respond to feedback determine its ultimate value. Creating a culture of continuous improvement relies on effective constructive feedback. When feedback is embraced with the right mindset, it can lead to transformative changes that elevate performance and accountability across the board.

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