This newsletter is built with the full psychological, design, development, and brainstorming support of Nifty Learning.
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I'm so glad I got to be a part of this course. Kenjo together with Alison Lee put together an introductory course about creating L&D strategies from scratch. They go through Needs Analysis, Setting goals and KPIs, Constructing Learning Journeys and so much more.
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Another great article from McKinsey on skill-building during and after the pandemic. I particularly liked the 4th exhibit "The nine practices support three different phases of a skill transformation", and the 6th one showing how a multichannel approach is most suitable for skill building.
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I particularly like this piece because they supported their performance management concepts by using diverse psychological research studies. The 5 steps they mention? (1) Goal setting, (2) Quality feedback, (3) Manager driven, (4) Self-reflections, (5) Holistic reviews.
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This article starts with defining a high-performance culture together with showcasing its main characteristics. Moreover, it details some of the practices we can embrace to grow or turn our cultures into high-performing ones.
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As I know by now that trust is a key component of successful workplaces, I was drawn by the title of this new podcast episode from Digital HR Leaders. David Green together with his guest Jignasha Grooms, Chief Human Resources Officer at Epicor Software approach a really interesting topic: measuring the business impact of culture.
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If you did not go through Barbara Oakley's course on Learning how to learn, well... you should. But if you don't have the time or you want to share learnings from the course with your colleagues in an easy way, this infographic and article will work for you.
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Although not 100% an L&D resource, I found this article so interesting. It basically explores an alternative to the ego-depletion theory (which states self-control or willpower draws upon a limited pool of mental resources that can be used up). To better understand the opportunity cost theory I strongly suggest going through An opportunity cost model of subjective effort and task performance as well.
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I've been looking for more concrete examples for creating psychological safety lately. This is one interesting resource I found mostly because it gives concrete samples of sentences and behaviors you can use apart from the theory. Moreover, it pinpoints another resource that explores measuring psychological safety. |
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If you're still working remotely or your future might look like this long-term, this piece will definitely be useful. This article goes through practical advice on how you can build culture remotely: (1) connect with purpose, (2) celebrate your team, (3) build trust through openness, (4) embrace camaraderie.
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Different management levels need different types of support and skills. This is the basis of this resource. Although I think it also depends on every individual (you might have new managers with strong strategic skills, for example), I still found this e-book useful in raising awareness about learning in higher up levels.
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I started seeing the book How to change, by Katy Milkman shared by some of my LinkedIn connections in the last couple of weeks and it intrigued me, so I added it to my to-read list. This article is a small intro to what we will find in the book, which already looks interesting.
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Maybe not everyone is feeling these problems to the same degree. And maybe not every L&D is interested in actively talking about anti-bias and diversity at work. As I've come to learn it depends a lot on where you're living or what company you work for. But for those of you actively interested in these subjects, I think this article is a good starting point. For everyone else, I think it's a topic we should be aware of no matter our cultural context.
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From time to time I try adding to Offbeat some inspirational resources, maybe not L&D related, but which can be shared with anyone. This week, the resource is a collection of amazing Ted Talks you can spend your time watching about science, business, art or just being a better human being.
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‘Successful #onboardingprograms must align with the changing needs and goals of the business to be able to provide support and improve competencies.’
-Kanishka Bisaani
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There are other options to improve performance
How often have you been requested training as a solution to a performance problem? As L&D consultants we should challenge those requests, make sure people managers did their due diligence, and accept moving on only if low performance comes from a knowledge or skill gap. Even then, training alone won't do magic.
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Thanks to Letitia Stefan, Joe Dunlap, Roi Ben-Yehuda, Anna McCarron, and Andrei Szatmari for sharing 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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