Today’s business environment is more complex than ever. Global influences, technology disruptions, regulatory shifts, and other distractions are changing the landscape. To stay relevant and competitive, conventional approaches won’t cut it any longer. Leading companies are responding by changing their core mindset on learning and equipping their employees to produce only the outcomes that will drive real impact to their business. Read the rest of this entry »
Recent news that Accenture was doing away with the traditional “rank-and-rate” approach to performance management made headlines in the Financial Times with the article “Common sense frees staff from appraisals.” In The Washington Post article “In big move, Accenture will get rid of annual performance reviews and rankings,” Accenture CEO Pierre Nanterme describes the change as a “massive revolution.”
It will be a “big move”—changing a process that involves 330,000 people is bold and intimidating. And there is no question that changing your approach to performance management means reevaluating the culture you aspire to build.
But it’s hardly unique. Read the rest of this entry »
Nobody grows up intending to be an instructional designer—a teacher, a professor, maybe, but not an instructional designer. Most people haven’t even heard the term until they decide to go to grad school or have worked in business for a couple years. Across (and even within) organizations, staff in this role often are alternately referred to as IDs (instructional designers) or ISDs (instructional systems designers). And to further confuse things, there’s a plethora of alternate titles for instructional designers: training specialist, learning architect, educational technologist, training and development consultant, learning experience designer, and course developer to name a few.
So Just What Is an Instructional Designer?
For many years now, eLearning has been a tool in the training toolbox; however, some organizations still struggle to determine the best uses of eLearning. Unfortunately, it seems to be a great solution to resolve challenges such as the need to reduce travel and expenses, combat large class sizes, and reduce the “seat time” for onboarding training. However, we often forget that in many cases we have simply changed where we are spending money or where the employee’s “seat time” is spent without actually impacting the training solution.