What’s happened so far ? In the previous blog post we have already stated that learning is a lifelong process and a necessity. We also argued for more positive learning experiences to be created.
Today we want to show what learning is in itself and that learning does not stop or “finish” at any time.
Soft skills – those intangible skills that make you an effective leader, communicator or collaborator – are on the rise. Like any skill, however, they take time and practice to master, which can be an obstacle to success if you take the wrong approach.
Nobody can doubt that technology is changing the way we work. According to McKinsey, in 2030 the demand for technological skills will climb by 55%, so it’s a great time to get a job in the tech industry.
Digital learning should form part of any modern L&D strategy. Whilst face-to-face and on-the-job training remain essential elements, digitising appropriate learning material can be convenient, cost-effective and scalable.
It’s now official – training and updates are the single drivers for personal and professional growth of individuals. If we then make sure that the learning is continuous and permanent then we’ve hit the jackpot. The benefits of a planned and tested personalised learning experience really are numerous: understanding the personal motivation for learning new
Big Data, Internet of Things, cybersecurity, agile, social management, distance networking, etc. These are increasingly sought after skills. In the near future their impact will become ever stronger. As a result, they will in turn affect training. Steve Dineen has simplified some of the main impacts we will see. The YouTube effect The widespread passion