Corporate training faces a constant challenge to keep up with the rapid pace of a changing business landscape. Pressure too comes from the increasing demands of employees wanting to develop their skills, so they can keep abreast of change and take advantage of new opportunities and new career paths.
Businesses are under constant pressure to adapt to new processes, legislation, and markets. In this state of constant change, an organisation’s biggest asset is its people. But how do you make sure those people are equipped to deal with the demands of change?
With constant demands on business through new legislation (think GDPR) and the need to upskill and encourage employee development (think CPD), there’s an increased need for training. But how do you cover all the bases and stay abreast of new developments?
Styles of leadership feature a lot in management textbooks. It can make for a fun exercise or teaser to discover what kind of leader you are. But is it just a question of styles over substance? How can leadership truly improve performance and engagement in the workplace?
Leadership training programmes are designed to produce leaders, but how do we determine which are effective, and how do we ensure that we develop and support the kind of leader modern organisations require?
When you think of compliance and the risk factors of not being compliant, you’re unlikely to be considering making a game of it. Probably, you’re thinking the opposite: compliance isn’t a game.
It’s a challenge everyone acknowledges: how to make compliance training more effective and engaging. But there’s a further step too: how do you make compliance part of your organisation’s learning culture?
Compliance with industry standards and regulatory requirements cuts across all aspects of business and covers the conduct of all employees. Acting and remaining compliant can be a burden to an organisation but failing to be compliant can have a detrimental impact.