This newsletter is built with the full psychological, design, development, and brainstorming support of Nifty Learning.
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"A learning plan is a road map people can use to guide their personal learning and development". This Learnerbly articles showcases what a learning plan should contain, and the benefits both the employees and the organization could get out of building one.
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Ladders are not the only way to drive mobility? Say whaat? This report shows 4 other ways to reach this goal: (1) lattice, (2) agency, (3) outside-in, (4) reset. To understand which approach fits you best you should look at how much ownership do employees have over their careers + assess if you're more role or skill-focused. Pretty insightful!
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In this week's episode of Digital HR Leaders, David Green talked to Ina Gantcheva about the importance of implementing a talent marketplace strategy. They covered the four P’s of iterative dynamic talent marketplace design, the role of HR in supporting the transformation and associated change management involved in talent marketplace, and examples of companies who have implemented a successful talent marketplace and the benefits they are enjoying as a result.
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"Behavioral economics has shown that nudges can be used to help individuals act in their best interests. But can you apply similar tools to change organizational behavior?" This is the main question addressed but the study showcased in this article. The answer? You guessed it, it's yes.
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A very robust report showcasing the challenges we face right now as L&Ds and recommendations for all stakeholders: L&Ds, organizations, policymakers & startup founders. The ones for L&Ds? Accept we don't own learning, learn how to use data better, don't be a silo, think more, and embrace tech.
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Although not an L&D-focused resource, this one can be of use to you, and as a recommendation for your colleagues. How to manage your stress effectively? Locate and describe your stress, create space for engagement and focus, create conditions for rest and recovery, and learn to alternate between engagement and recovery.
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This article honestly brought me some peace of mind. I have always struggled with understanding how competency models could serve an agile workforce. It seems it actually doesn't. But there's another approach skill strategy. The main difference. While competency models are role focused and have contextual meaning, skill models are transferable across roles and have a more universal meaning, making them more agile.
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First, the case study in this article is really amazing. It's a combination of deliberate practice, the 1% improvement you maybe read about in Atomic Habits, and feedback loops. The baby of all these? Micro-feedback. How to apply it? (1) Set up triggers, (2) Plan to be spontaneous, (3) Utilize micro-actions.
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An interesting interview with Jordan Birnbaum tapping into some interesting concepts. Some I've heard of before, some I had no idea existed. In the latter category falls, for example, the "idiosyncratic rater effect", which tells us that more than 60% of feedback is attributable to the feedback provider rather than the feedback recipient.
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Everyone is talking about how L&D should up their tech game. The three areas we can start focusing on? (1) automation, (2) personalized and adaptive campaigns, (3) data understanding. All these are explained deep dive in this Looop e-book.
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A short but sweet checklist you can go through before designing training. Some of the bullet points? (1) The job or task can be performed by a normal human, (2) we have the right person in the job, (3) they have an incentive to do it, (4) they have the right tools and information.
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If you're currently designing a leadership development program you might have a lot of questions. CultureAmp wrote an article a couple of months ago that might give you some answers. What areas can you focus on? How to approach delivery? How to start?
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L&D doesn’t work by simply making stuff available and ‘empowering employees to self-direct their learning’. It works by actually addressing real problems in the context in which they are experienced, when help is needed, and by tracking demonstrable improvement of skills because people can now do those tasks and roles.
- davidjames
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Thanks to Dr. PRAVEEN KUMAR T, Gareth Waterboer, Daniela Cosma, Joel Nielsen, Roi-Ben Yehuda, Jennifer Smith, Antoinette Wentworth, and Kira Litvin for sharing and supporting Offbeat in the past week.
If you found this issue insightful and think your peers could benefit from it, please encourage them to subscribe to the Offbeat Newsletter. Your support will help us grow this newsletter and bring it to as many L&Ds as possible.
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