New assets are added daily to The Brandon Hall Group Member Center, including research summaries and briefs, KnowledgeGraphics, DataNow Snapshots, solution provider profiles, case studies, tech reviews, eBooks and member contributions. For members, it’s an amazing array of actionable information, highly useful data and valuable research for a variety of purposes — and one of the most useful benefits of Brandon Hall Group Membership. Members can also post questions and interact with the Brandon Hall Group’s analysts, in addition to accessing this growing repository of HCM assets. For more information, visit www.brandonhall.com.

Here’s a link for FREE access to a recent Research Summary on Wellness and Well-Being.

New since our last update:

• Cielo Launches Suite of Smart Recruitment Technologies (Tech Review)
• HRsoft Handles Small Business Employee Compensation (Tech Review)
• TATA Consultancy Services Speeds Onboarding (Tech Review)
• Intrepid’s Social Features Harness the Wisdom of the Crowd
• Selecting Your Next LMS (Quick Start Guide)
• Cornerstone: Fresh from Transformation, Poised for Growth (blog)
• HCM Excellence Series: Leadership Development
• Waggl Crowdsources Innovation with Employees’ Voices (Tech Review)
• Wellness and Well-being: Building a Better Business Case (Research Summary)
• Empowerment and Inclusion at Brandon Hall Group’s Annual WIL Summit (Blog)
• Work + Life = Equilibrium > Balance (Blog)
• Reflektive Drives Real-Time Feedback for Annual Reviews (Tech Review)

Don’t miss out! Gain access to a powerful arsenal of HCM knowledge and actionable assets. Visit www.brandonhall.com to learn more.

The post Mid-June Update: New Assets Added to Brandon Hall Group Member Center appeared first on BrandonHallGroup.

New assets are added daily to the Brandon Hall Group Member Center, including research summaries and briefs, KnowledgeGraphics, DataNow Snapshots, solution provider profiles, case studies, tech reviews, eBooks and member contributions.

Members can also post your own questions to interact with the Brandon Hall Group’s analysts, in addition to accessing this valuable trove of HCM assets.

For members, it’s a powerful arsenal of highly useful data and valuable research for a variety of purposes — and one of the most useful benefits of Brandon Hall Group Membership. For more information, visit www.brandonhall.com.

Here’s a link for free access to a recent asset, Five Essentials for High-Impact Learning Measurement (2018 Research Summary)

And here are more recent additions to the Member Center:

• KPMG Creates Software To Improve Audit Quality and Engagement Reviews (Tech Review)
• HCMx Radio 80: Engagement – Best Practices and Business Outcomes (Podcast)
• HCMx Radio 79: Using Assessments to Build a More Patient-Centered Workforce (Podcast)
• Tool to Use: Assessing the Effectiveness of Your Wellness/Well-Being Program
• HCM Technology Made Simple (Blog)
• Tool to Use: Developing a Comprehensive and Strategic Approach to Employee Engagement
• Five Essentials for High-Impact Learning Measurement (2018 Research Summary)
• Meeting New Experiences for Immediate Learning (webinar)
• Assessing Assessments: Value and Impact (2018 Research Summary)
• My Ally’s AI Power Reduces Source-to-Hire Timeline (Tech Review)
• Appical’s Newest App Integrates Managers Into Onboarding Strategy (Tech Review)
• Intrepid Creates Corporate MOOCs For Sales Training (Tech Review)
• Using Data to Drive Learning and Development Planning (eBook)
• The Brain’s Impact on Work and Leadership
• Solution Provider Profile: Oracle (2018)
• Tool to Use: Benchmark Your Organization’s Learning Measurement Approach
• Solution Provider Profile: Ultimate Software
• New Research Study Assesses Assessments for Value and Impact (Blog)
• The State of Women in Technology Leadership (2018 KnowledgeGraphic)
• Solution Provider Profile: Intellum (2018)
• Solution Provider Profile: Lever, Inc. (2018)
• How to Prepare and Succeed in the Future of Workplace Learning (webinar)
• Learning Measurement Standards: Consistency Equals Effectiveness (Blog)
• DataNow® Snapshot: 2018 Women in Technology Leadership Study
• ScienceMedia Offers Microlearning for Top-Tier Medical Science Training (Tech Review)
• Hewlett Packard Designs Learning To ‘Future-…
• Want to Retain Employees? Develop Them! (Webinar)
• Learning Must Be an Ongoing Activity (Blog)

Don’t miss out! Gain access to this exclusive array of HCM knowledge and assets. Visit www.brandonhall.com. To learn more.

The post Update: Latest Additions to the Brandon Hall Group Member Center appeared first on BrandonHallGroup.

Advancements in technology including data analytics and other cloud-based services have enabled AI to flourish across different organizations. In future, the implementation of AI based technologies will change the face of corporate learning, simplify user interface and unleash new levels of organizational growth. To unlock ample opportunities for AI, organizations should focus on these following areas:

• Reshape business models & learning processes. Modern machines intelligently review learning processes and follow automated approach to refine learning experience.
• Foster relationship between humans & machines. Using AI, organizational workforce spends more time in doing exceptional work to boost a workplace learning culture.
• Improve value from data. Educators apply AI to improve competency using learning analytics and algorithms, blending data in novice ways to deliver engaging learning experiences and deep insights.

How is AI Different Today?

The role of AI in Human Resources (HR) department is emerging, especially for training new hires. Natural language processing is one of the major areas in AI that enables HR to communicate new policies and procedures in an efficient way. With ample data provided to the personnel, it is more convenient to train and improve their knowledge competency. Today, seeking the right information at the right time is just a click away. Earlier, they had to feed input to make the computer understand. For instance, scheduling an interview for an employee with different managers. But now, HR professionals use different tools to schedule meetings on the calendar and manage the time of their employees. Several ways where AI has shown a significant result with HR based activities include:

• Employee engagement. When an employee applies for a job, it takes time to collaborate with them for interview rounds. AI is applied to automate this process by sending auto-generated emails or messages, thereby engaging employees till the end.
• Application screening. Plethora of AI tools are used to engage candidates before they apply for any position. This helps HR to assess candidates’ as per the desired job roles and whether they fit in that role.
• Onboarding. When a new candidate joins, the company organizes an orientation program to introduce their  policies and regulations. AI uses resources to gather relevant information, thereby boosting workforce efficiency whey they begin to work actually.

Applications of Artificial Intelligence

Data-driven approach is driving the e-learning market using AI, with organizations leveraging its significance for predictive modelling. Various industries where AI leads in delivering an engaging learning experience are as follows:

• Manufacturing. Using automated learning, manufacturing companies can employ efficient demand forecasting, flexible supply chain and accurate inventory system. Other benefits include creation of smarter and more efficient sound processes.
• Finance. One of the major benefits of AI in banking and finance services sector, include mitigation of risks and automatic detection of systematic failures.
• Consumer goods & services. AI has enhanced the corporate learning experience for employees to make them aware of new products and services, as per changing consumer needs.
• Healthcare. The application of AI in healthcare provides support to systems to identify risks, assess different medical situations and prescribe as per tailored administration.

Industry experts concur that scope of Artificial Intelligence will experience a stronger growth in the next few years. Business growth will hinge on the ability of sectors who adopt AI based technologies to deliver e-learning. AI tools enhance workplace productivity by aligning to the customized needs of learners. Collaboration also uses this technology to assist educators in delivering optimized training classes. The AI wave is on the rise and along with increasing efficiency and driving innovation, AI has the potential to reshape the entire learning experience for employees.

Author– Anubha Goel, G-Cube

Anubha Goel is a content writer at G-Cube. She loves to write about new technologies in eLearning industry and exploring novice ideas for the new-age learners.

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The state of the digital learning market continues to shift and grow. This is reflected by increasing training budgets for e-learning programs, delivery of online courses to different demographics and the emergence of new trends in the e-learning market. The possibility of allocating a reasonable budget to meet e-learning needs along with content flexibility are expected to improve business growth. Modern learners value the effectiveness and ease of access that highly engaging and interactive tools provide. The increasing trend of customized e-learning is expected to fuel the demand of digital solutions in the coming few years.

Today, most of the L&D organizations look toward reshaping their current learning strategy to embrace future learning trends. Employee experience across advanced learning tools is improving as they can benefit from visually appealing interfaces and media-oriented learning. Consequently, it helps boosting employee productivity with a stronger impact on the entire e-learning market over the next five years. Some of the latest trends that have changed the facet of e-learning are discussed as follows:

Customization

Advances in learning technologies and strategies adopted have replaced the idea of ‘one size fits all’ to developing programs that cater to personalized individual needs. In addition, e-courses are delivered as per learners’ different geographical locations, languages and learning preferences. This is called as customization and contextualization of training courses. The entire learning experience is enhanced by enabling mobile access of the learning materials.

Localized content delivery

With increasing use of mobiles and location-based course delivery, learning is becoming more localized to improve the understanding level of modern learners. Training content is delivered at the point of need for learners, based on the type of mobile device they own and the technology they access.

Rapid authoring tools

With evolution and innovation of rapid authoring tools, imparting online training courses is more efficient and easier. The prime challenge for organizations today is to enrich learning standards to ensure a more personalized and engaging learning experience. While some content is designed by instructional designers, a great portion of it is now developed by subject matter experts who use efficient rapid authoring tools.

Reusability

Online courses are developed in different ways, but the most important thing ensuring that information is used efficiently, approach is followed correctly and content is reusable for other learning sources as per the requirements. More than designing, it is important that online courses adapt to the varying needs of different learners.

Talent management

Today, organizations need to ensure that training is imparted at the right time to the right type of audiences, assessing their workplace performance and boosting employee engagement. This motivates employees to improve their efficiency as organizations identify skill gaps and recruit trainers to bridge these in their talent management process. The process can be further applied to training courses that are accessed across varied cultures, locations and by people of different abilities. In the coming time, the access of content via mobile devices within a virtual environment will increase along with the increasing scope of gamified learning and simulations.

ePortfolios

Apart from the design and development of e-courses, modern learning platforms act as an architecture to write portfolios. It implies that the platform can be used to manage the talented pool of learners, by bridging knowledge gaps and enabling them to achieve their organizational targets. The future of digital learning is expected to optimize their focus toward customized e-learning, allowing learners to maintain their portfolios encompassing background information, learning cultures, competencies and experiences.

In today’s ever-changing global economy, organizations are investing more in their workforce to stay ahead of the curve. They need to emphasize more on managing innovate ways of e-learning and improving employees’ skills matrix. As enterprises are expanding internationally, it is crucial for them to deliver relevant content and refine their modern learning strategies to be increasingly successful in the global economy. One of the most important benefits in terms of business growth comes from mobilizing e-courses as per users’ preferences. This is the ultimate goal for delivering customized e-learning solutions, encouraging educators as well as learners achieve a huge transformation from classroom training approach to digitized learning.

Author– Anubha Goel, G-Cube

Anubha Goel is a content writer at G-Cube. She loves to write about new technologies in the eLearning industry and exploring ideas for the new-age learners.

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The development of online courses to meet diverse training needs of modern learners has become the prime goal for all industry experts. There are several challenges associated with workplace training that includes lack of communication between educator and learners, as well as interaction between peers. Basically, it takes more than just content and learning technology for an engaged learning experience. Learning professionals need to identify that engaging and motivating learners is the perfect key to lucrative learner engagement.

Learner engagement is one of the most crucial factors considered by organizations. Focusing on the development of good quality and interactive courses is a significant initiative to make this happen. Few questions may arise in your mind: What makes learners engage? Do you adopt efficient strategies to deliver engaging e-courses? Engagement is defined as the level of participation and inspiration a learner gets in a learning environment. The more engaged a learner, the better are the chances of employee retention and motivation. Few things that come to our minds when we think about engaged learners is that:

• They are more collaborative and show better involvement in learning-based activities.
• They seek help from others to attain organizational objectives.
• They put their best efforts to complete any task assigned to them.
• They are more passionate and optimistic about their learning behavioral curve.
• They respond efficiently well to industry challenges and figure out ways to address them.
• They are more interested in transforming learning into knowledge and using it at workplace.

Modern learners grew up in the digital era and have unique learning styles toward knowledge empowerment. Organizations adopt gamified e-learning approach to make it more fun and entertaining, thereby motivating learners to perform better at the workplace. Learner engagement is the door to a successful training program, so let us discuss the keys used to unlock this door for effective course development:

Experience

Learning starts from the prior knowledge about content, thinking of how to attain goals. Instead of focusing only on the content to be delivered, it is important to consider what learners already know. It is also essential to define learners’ training goals, what they will learn and how they will get benefits. Consequently, learner engagement is reshaped from the previous experiences of learners and their expectations from it.

Embed visuals

Attractive images and videos are embedded to captivate attention of majority of the learners. Then, learners also analyze how the content is relevant to them, resulting in improved learning experience.

Contiguity

Sometimes, awards and recognition help motivating learners to work more efficiently. In game-based learning, rewards and badges are given to participants during the program so that they feel encouraged and engage more with the course to finish it.

Best Gamification Practices to Boost Employee Engagement

No matter if the organization imparts training on organizational standards or workplace ethics, employees can be encouraged to learn when they are challenged and entertained.

Include content narration

While designing the concept of a training program, it is important to capture the attention of maximum employees. One of the best way is to embed narration to make the content lively and interesting.

Learner-centric

Customize the courses in alignment to the training needs of every learner. Employees should be encouraged to learn more by creating relevant courses.

Competitive

Integrate gamification into e-courses in the form of badges and reward points. This creates a competitive environment with increased learner satisfaction when the course is completed.

Employee engagement

Create interactive courses to boost learner motivation. Participants should engage in multiple game-based activities that show different results based on learners’ actions.

Customize the game as appropriate

Every organization is different, so incorporation of varied game elements should depend upon the organization’s culture, vision and goals. If there is too much deviation, then it is risky to encourage employees in an environment that is not appealing to them.

Create challenges

Lack of challenge is mainly boring to  learners so they involve less in the program. It is better to design dynamic courses and present different challenges before the participants so that they find the content interesting till the end.

Employees engage more with e-courses when they feel that their professional growth is important for the leadership of the organization. E-Learning gamification helps both learners as well as organizations accomplish their training goals. So, it is not merely a strategy to engage employees, but also supported by managers and organizational leaders for improved business growth.

Suggested Further Reading: http://cdn2.hubspot.net/hub/159642/file-528694391-pdf/Engagement_eBook_FINAL_PARA_USAR.pdf

Author– Anubha Goel, G-Cube

Anubha Goel is a content writer at G-Cube. She loves to write about new technologies in eLearning industry and exploring novice ideas for the new-age learners.

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Owing to the intensely competitive consumer market, companies have to continually innovate and launch newer products each day. To add to this, the volatile market ensues that most organizations have new employees or external partners who come on-board. Therefore organizations have to find ways to train their staff quickly and effectively, for a faster time-to-market delivery, regardless of the physical confines of the workplace.

According to a research by the leading training research organization ASTD, most new recruits among the sales force are trained for more than 15 days per year. But by the third year, sales professionals average only three to six days of sales training on an annual basis. This creates learning gaps which reflect straight on to the sales targets.  This is also true for other employees who have to travel or operate from remote corners.

Going back to the basics, telephony based solutions can be the appropriate answer to emergent training needs of those workplace learners who do not have access to computers or a steady internet service. Interactive Voice Response, or IVR, is a technology that allows a computer to interact with humans through the use of voice and Dual Tone Multi-frequency, or DTMF, tones input via keypad. IVR based systems can be delivered by Cloud-Based Telephony solutions to align it suitably for training purposes. Considered to be a good solution since a long period, for small businesses and remote offices, Cloud-based telephony systems are winning more and more installations in larger and more distributed businesses as well. These businesses clearly perceive cloud-based telephony as the best option for bringing all the pieces of voice communication under one provider for a seamless system deployed across an entire organization. In contrast to traditional on premise PBX system, cloud telephony solutions are easier to install, maintain, and offer the flexibility that modern organizations need.

• Cloud Telephony systems have built-in business continuity, which allows access to those locations that are inaccessible due to natural causes, or significant power or Internet failures.
• If WAN connectivity is lost, and all communications on the premises are cut off, systems allow users to route calls to their mobile devices with call forwarding, because the system is in the cloud, and not dependent on the local power or Internet to continue functioning.
• For businesses with multiple offices, Cloud-based Telephony systems provide a single platform that can be easily accessed online, connecting multiple locations and remote employees.
• Ease of management and flexibility of the system allows companies to easily add or decrease users and set employee preferences via a management portal.

Evaluation of Cloud based Telephony Systems versus On Premise PBX

Source: https://www.infonetics.com/whitepapers/2010-Infonetics-Research-The-Benefits-of-Cloud-Telephony-09010.pdf

Businesses adopting cloud-based telephony are seeing advantages over the on-premises solutions: lower operating costs, easier implementation, automatic updates, built-in disaster recovery, and a scalable pay-as-you-grow model that provides flexibility for businesses of all sizes.

IVR, Cloud Telephony and e-Learning – What is the connection?

If one looks at the history, IVR solutions used pre-recorded voice prompts and menus to present information and options to callers, and touch-tone telephone keypad entry to gather responses. Modern IVR solutions enable responses to be gathered using spoken words with voice recognition. By using the IVR solutions, the users can retrieve important information including bank balances, flight schedules, order status, movie show times, and more from any telephone. This method is also being used, increasingly, to place calls to deliver or gather information for appointments, past due bills, and time critical events and activities. IVR can be delivered along with Cloud Telephony system, bringing it under other voice-based communication requirement of the organization.

For the purpose of learning, the use of IVR can be varied and truly effective due to its evident simplicity and the fact that its reach has increased.

• Short audio learning nuggets can be delivered via phone;
• The most effective use of IVR in learning is by conducting phone-based assessments;
• Updates on assessments and refresher trainings can also be delivered via phone;
• Product updates, and regulatory and compliance requirements can be shared;
• Surveys can be undertaken; and
• By integrating the IVR solution on to the LMS, detailed reports can be also obtained.

The capabilities of IVR and Cloud Telephony have not been fully explored in the area of training and learning, but with technological advances and increased availability of these solutions, there is a lot that can be done. There are evident advantages of the implementation of cloud-based telephony, and that IVR can be easily integrated into it. This provides an added advantage of the system being utilized to get in touch with the employees in remote locations, and to provide them with relevant training opportunities as well.

– Arunima Majumdar, Sr. Marketing Consultant at G-Cube

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In traditional instructor-led training, most SMEs are more involved in the creation of the learning material as well as delivery of learning. Most SMEs assemble the learning material for learners and teach them directly. In contrast, for eLearning, a separate team of instructional designers (ID) design and develop the learning content while SMEs provide IDs with the information and knowledge they need to prepare e-learning material.

There are different levels at which SMEs get involved with the creation of learning content. For courses where domain-specific knowledge and skills must be developed, SMEs must provide IDs with high-quality content. However, the extent of an SME’s contribution can vary, depending on the amount and quality of existing material. In fact, it is very likely that a set of materials for a specific subject is already available. A lot of existing learning content can be utilized for creating e-learning content:

• User manuals and technical documentation. Though these documents can seldom be used as is, they provide a lot of information which can be converted into smaller chunks that can be presented as suitable e-learning content.

• Classroom course handouts and lecture notes. SMEs rely a lot on classroom handouts to share extra information and supplement classroom lectures. In addition, lecture notes also provide a great deal of information on the topic in a format which is information heavy. These can also provide a lot of information for creating relevant e-learning content.

• PowerPoint Presentations. Most of these presentations are crisp and effective. The added information that the SME often talks about in the classroom can most of the time be included in the ‘notes’ section which can provide detailed knowledge in the topic.

• Case studies. Examples and practical knowledge can be gained by reading case studies that SMEs often refer to. This can be a good resource for creating e-learning material.

• Illustrative material: Photographs, images, graphs or tables can also be utilized while creating an e-course and make it learner-friendly.

• Reference materials. Specialized material like reading lists and glossaries can also be utilized when creating e-learning content.

But in-spite of the wide array of existing material that can be utilized for e-learning content creation, existing training materials and documents cannot be automatically transformed into e-learning materials by just making them available online. Developers need to keep in mind the important fact that e-learning differs from face-to-face training and requires specific formats.

For self-paced e-learning in particular, learning content must be carefully designed to provide adequate instructional support to allow learners learn independently. Here are two different scenarios and the level of support required from the SME for rapid e-learning content development.

Scenario 1:

If the existing materials provides high-quality content sufficient to cover each outlined module of the e-course, the SME has to provide the following:

• Linkages between existing source materials and outlined e-lessons. Most of the existing material has detailed information that cannot be converted into a single learning module and the SME can provide suggestions on the break-up of the learning material as well.
• Practice exercises, assessment questions and learner feedback as needs to be provided on the e-course
• Glossary terms and relevant descriptions to make the e-course easy to understand without instructor help.
• Recommended reading and resource pointers for learners who want to do additional reading for a more rounded understanding of the subject.

Scenario 2:

If the existing materials do not adequately cover the content of outlined lessons, the SME’s contribution changes accordingly:

• SMEs then provide the core content for the e-course, which ensures that learning objectives of the lesson are adequately covered.
• SMEs also provide assessments and practice exercises
• Glossary terms and relevant descriptions have to be similarly provided.
• Additional reading and resource pointers also have to be provided for a deeper understanding of the topic.

The ID team then develops the e-course storyboards which integrate content taken from different source materials, with practice exercises and examples provided by the SME. Here too the SMEs contribute by reviewing the storyboard to verify that the ID has correctly interpreted the content.

For rapid creation of e-content, every step of the development process needs to crunch time. Extracting information from the SME is an important step of e-learning development and a necessary one at that. With suitable interventions and empowering the SME to do more, we can definitely get the best out of SME interactions and create powerful e-learning.

– Arunima Majumdar, G-Cube

Arunima is an e-learning enthusiast. She loves exploring and blogging about innovations in training and learning for the new-age corporate sector.

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There is suddenly so much noise globally on performance management and how it needs to change. There is also talk on how the entire system is too process focused and hence it leaves out people with a very cut and dry feeling. Almost all big consulting companies have by now published a research report around the subject. These reports also talk about how some companies have taken the lead in bringing in the much needed changes to performance management.

Typical ills of traditional performance management are linked to almost every stage of the process. From goal setting (too rigid, inflexible, out of tune with reality), planning (non-existent, left completely to the individual, no managerial input, disjointed across the organization), feedback (non-existent, past focused, once in a year, negative, non-impactful, person focused), reviews (don’t happen, irregular, too formal, too informal, lack action planning), assessment (biased, non-data driven, just once in a year, impacted by recent events) to ratings (once a year, biased, unfair distribution, forced, no link to performance, demotivating).

If one reflects on these (and any others that may be present), one can see that there is a mix of process and mindset related issues present here. While the noise in the industry is more around how the process is not delivering the goods in today’s time, the broader issue of mindsets towards managing performance is lost in the din. The question is that: what is the essence of performance management? Are systems and processes created in order to ensure that we as humans do what is required to be done or are the systems and processes an end unto themselves? Did this essence get lost in the rank and yank philosophy adopted and made popular by some of the corporate stalwarts? Is the bell curve driven system based on the Darwinian doctrine of survival of the fittest? Also, is it fine now to suddenly run away from this rank and yank policy that has been followed for a few decades?

What is the essence of performance management? To check, correct, eliminate, distribute or to learn, grow and get better? Yes, a business runs on being profitable and making profits. Hence, people need to be held accountable for how much they were able to achieve against a target, since in their minds, they are also ‘expecting’ a target reward for their efforts. But almost every system designed by human beings right from school level onwards tries to check how much we have been able to do against a given standard. This checking comes at the end of the cycle, is typically past oriented and hence holds no value for the future. Since there is no data or insight on what enabled or came in the way of performance (the means), there is limited learning from the evaluation (that depicts only the ends) and hence does not offer something of value to the individual that they could use for being able to do better.

Only one part of the need is hence addressed through such a past focused, Feed-Back based evaluation system. A rating for what has been achieved, a reward based on that rating and certain other outcomes such as promotions (based on policy), visibility as a part of the high performer group, inclusion in special programs and perhaps elimination for those who did not make it. But an end of the term assessment is just like a post-mortem. Operation successful but patient dead since, as per a traditional bell curve, only 20%-25% of the people at the top two ratings are seen to have contributed and get the lion’s share of the rewards! The past focused assessment has its own value but only to tell what was done and how much was achieved. It cannot go back and turn the situation around for the better, nor does it tell the person at the right time when the change is required as to what should change in the approach and how will that change happen.

The other part, which is difficult to be driven through a system or a process alone – that of learning, growth and becoming better as an individual takes a back seat. It is not enough to just have a development plan on paper, neither is it enough to just attend a few programs (classroom or digital), and it is also not enough to get a past focused feed-back from the manager. Running performance needs run time inputs or feed forward, where the inputs feed the performance as we move forward. All the development, programs and other inputs must support the performance to happen as the employee is moving ahead through the year.

What is hence required?

Every conversation between the manager and the team member holds potential as a development dialogue. Both, the manager and the team member must make use of it as such.

This ongoing conversation must focus on what are the best outcomes possible and how to make them happen. What is coming in the way, what are the solutions, what does the team member need to do differently and hence what are the new skills to be learnt and even things that the manager could do differently so that the team member feels supported and equipped.

Measurement of outcomes must happen periodically in order to know how much has been achieved, how well things are happening and this data is definitely important for bringing in the objective angle to the discussions. But human behavior needs to be discussed, tough questions need to be asked, what is not visible to oneself must be shown to us by the way of others acting as a mirror for us and, where required, whether for conceptual areas or for behavioral, the relevant inputs must be available for bringing about a change. Most of the times, people can and will find a solution to their own issues. What they need is an ear that is willing to listen and act as a sounding board. This heightens their involvement thereby making the likelihood of a successful outcome much higher.

Along with the above, performance support tools, both digital and non-digital (such as job-aids, checklists, cue-cards, list of critical questions, process steps etc.) must be handy for reinforcing what is to be done. These can in fact be created by the team members themselves making their usage more likely.

Delegating the above role to a system or a process is typical of a pill popping orientation of ours as human beings where we expect all troubles to go away by popping a pill into our mouths! Wish it were really that simple.

Between the giants who brought in rank and yank and the ones who moved first onto completely behavior based assessments, there is always a question of which extreme is correct. What we are experiencing around us is movement from one extreme to the other. Nature is about living the balance – between the Yin and the Yang. And the struggle is in getting this balance right. The end outcome needs to be measured, people need to be rewarded appropriately for how much they have achieved, yet the right behavior has to be encouraged, and learning and growth must happen for people and the organization to move ahead as living, thriving entities.

– Rahul Agarwal, Sr. Consultant, Learning Strategy at G-Cube

Rahul is a passionate Learning & Development professional and has spent 14 years of his experience (in the training and consulting field. He has stepped beyond training to organizational development and talent management and has done extensive work in the areas of Organizational Effectiveness & Workforce Transformation, Leadership Development, Talent Management and Functional Competence Enhancement.

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