I read through a number of articles and blog posts each day as part of my professional development. Each week, I curate a few of my favorites, including a brief introduction explaining why I find the post to be of value, and recommend you read it.
Here’s a summary of this week’s content:
- How to mitigate knowledge loss when employees leave an organization
- An important reminder of some of the myths that can derail the effectiveness of learning programs
- Tips on how to increase the equity of your leadership development programs
- Advice on how best to work on projects with difficult stakeholders
- Research exploring how training opportunities need to be positioned to best support growth and retention
5 Ways Learning Leaders Can Combat the ‘Brain Drain’ Storm
When workers leave a company, critical knowledge and skills are often lost in the process. Annika Björkholm examines three types of loss organizations can experience when workers leave, as well as strategies that learning leaders can apply to minimize the risk of these losses.
There are many myths about learning that have floated around the world of L&D for decades. This post by Clark Quinn addresses a few of the more common ones, and I share it here as a good reminder of some of the misinformation that can easily affect our practice
Is Your Leadership Development Program Undermining Your DEI Goals?
Leadership development programs and DEI should work hand-in-hand, but too often some of the workflows around these programs can actually have the opposite effect. This post by Elizabeth Weingarten and Liz Kofman-Burns examines some of the ways this can happen and shares tips on how to make your organization’s leadership development programs more equitable.
How to work with difficult stakeholders
The relationship we have with stakeholders can make or break the effectiveness of a learning program. This post by Neil Turner shares great advice on how to work with difficult stakeholders. While the post is written with UX designers in mind, the principles easily transfer over to L&D work as well.
Training may improve internal employee mobility and, in turn, retention
This post by Kate Torrone explores research about the impact training opportunities can have on employee satisfaction, specifically targeting the need for training to be linked to career growth and advancement opportunities.
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