Training employees has long been seen as an important aspect of talent development, but it is often viewed as a necessary expense rather than a strategic advantage. Research consistently demonstrates that participants forget 85% of what they learn within a week of a training experience.

We will explore how to think beyond training events to ensure learning strategies include methods “sticky” enough for participants to consistently use their new behaviors on the job.

-  Align talent development with business priorities to identify how training fits within overall learning and development.

-  Discover the key components to creating meaningful and relevant training experiences that facilitate better learning transfer  

-  Identify how to develop managers and equip them with tools to cultivate ongoing learning and growth with their employees.

Participants will interact through reflecting on and applying principles & proven practices, small and full group conversations, and case studies.

More than 80% of people report that they have had no training to do their jobs in the last five years. Jobs now exist that weren’t around 10 years ago.

A top priority for Millennials and Gen Zers is to develop the skills for the future So, how do you develop for jobs that don’t exist yet?

The unexpected truth about developing our skills and abilities is that it has less to do with WHAT we learn, and more to do with HOW we go about learning. 

We will explore how to take responsibility for a do-it-yourself (DIY) career development plan.

 -  Commit to building a broad set of experiences and capabilities that can be leveraged and repurposed across organizations and jobs.

-  Adopt a full ownership mindset and practice self-reflection to capture learning from experience.

-  Seek and find the resources to develop new capabilities versus expecting these things to be handed to you

Participants will interact through reflecting on and applying principles & proven practices, small and full group conversations, and case studies.