Content Strategy uses trustworthy, compelling media to communicate an organization’s workforce development goals and broader learning philosophy to a specific audience. A content strategy is important because it improves an audience’s learning experience, captivates their imagination, and garners support and interest for a company or business.
As you may be experiencing firsthand, the COVID 19 crisis has pushed students out of the classroom and into the world of online learning. Experts predict that online and remote learning isn’t going anywhere and that most schools will continue with an eLearning hybrid approach. If digital is our future, how do we provide the best education for our learners?
The magazine cover is framed. The latest award is on the shelf. All is right in the world of the learning leader. But there is that little voice in the back of your mind. Maybe it is the voice of your CFO, maybe it is the voice of your CEO, maybe it is your voice asking you “Are you running a great training organization, and if you are, prove it?’
It’s nearly impossible to think of a work situation where teams are not present. From the mega-companies like the Amazons of the world, to the small mom and pop type businesses, teams are instrumental at every level of an organization. Even the scrappy solopreneur has at least some degree of a team, whether it’s with his/her vendors, freelancers and clients.
Google, American Express, Uber, AirBnB, Zillow and Twitter are but a few of the companies that recently announced extended- or even permanent- telecommuting policies for their employees. According to the Brookings Institute, up to half of American workers are currently working from home, more than double the fraction who worked from home (at least occasionally) in 2017-18. While this switch to remote work is due to Covid-19, it’s commonly expected that telecommuting will extend long past the pandemic.
Even before these unprecedented, stressful times, talent development has not been easy. In the professional space, it can be hard to let our true identities inspire how we interact with clients and employees. To truly create a good talent development team, however, one must not be afraid to show their human side and take pride in being different.