Insights

Developing resilience: today's must-have competency

People describe resilience in many different ways: as ‘mental toughness’, ‘emotional stability’, ‘grit’ or ‘perseverance’. Perhaps more helpfully, we can think of resilience as the capacity to respond effectively to pressure and ‘bounce back’ from difficult situations - our levels of resilience determine how quickly we return to a state of equilibrium and become functional again. The way we behave in our response to certain events - whether we bounce back or spiral downwards - will depend on how we perceive and interpret the situation. When we’re positive and confident, we feel in control. But if our positivity and confidence are damaged, the situation we’re facing can suddenly seem insurmountable, creating feelings of helplessness, anger or anxiety.

Insights

Onboarding and re-onboarding

Following the impact of the global pandemic and the challenges associated with returning to a new normal, there is an opportunity to review onboarding and reboarding practices – to reset them to be more successful.

Insights

How to create a buzz around learning

Employees can sometimes feel like passengers - or even prisoners - rather than truly engaged participants in learning programs. If they've been sent a link, pushed to take part by someone else or if they're coasting through without really connecting with the content on an emotional level, it's unlikely they'll be engaged and apply what they learn back in the workplace.

Insights

Employee competencies & development for a digital age

Employee competencies and development are going to need to be a careful balance of different behaviors and skills in the digital and virtual working age we are now in.

Insights

Preparing L&D Professionals for the Age of Self-Service Learning

In January 2020 at the Consero Corporate Learning & Development Forum, over 45 heads of learning from global organizations met to discuss the question: is the learning function dead in the age of self-service?

After all, with vast content libraries like LinkedIn learning and Coursera easily available, and with millions of “free of charge” learning resources accessible through Google and YouTube… L&D is no longer the single creator of content, nor is it the single delivery provider. What is the primary role of an L&D function in such a content-rich environment, and why should senior management invest in an in-house learning team?