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What's the ROI of ROI?
By Kris Ellis
Booz Allen Hamilton's Center for Performance Excellence (CPE) launched an executive coaching program a few years ago with a clear-cut objective: to connect leaders with executive coaches who could help them further their development goals. It would be four years before Booz Allen brought in a vendor to help determine appropriate measurements and calculate return on investment (ROI) for its executive coaching program. When the study was completed earlier this year, it documented a ROI of about $3 million a year. Learn More
Governance: The Next Learning Gap
By Grant Ricketts
CEOs lose sleep at night worrying if their companies are “hitting on all cylinders” with regard to employee competencies across the extended enterprise. The problem for most CEOs is that they don’t have a strategy, a system or a clearly established set of processes to address this issue. Although the promise of an enterprise-wide learning and performance strategy, with its broad emphasis on people development and performance outcomes, can certainly be considered strategic, many learning practitioners don’t feel this connection with the overall business. This is ironic, given that virtually every company’s annual report states, “Our people are our most important asset.” Learn More
Avoid the Pitfalls of LMS Implementations
By Chris Howard
We have assisted a number of companies deal with the critical issue of selecting and implementing their Learning Management System. We also conduct regular research on this topic and always ask responders to share the secrets which made them successful and, of course, what they would have done differently. While there are many things that can go wrong in a systems implementation, we have found four consistent answers to the question: "What would you have done differently - if you had to go through this process again?" Learn More
Group Mentoring: A Cost-Effective Option
By Eve Tahmincioglu
Some companies are finding that group mentoring can be a cost-effective alternative to the old one-on-one style. For the group setting to work, there must be a commitment among leadership, clear expectations on the part of mentors and mentees, and clear objectives. Learn More
Stop Aiming for Interactivity!
By Will Thalheimer, PhD.
It's not that interactivity is a bad idea. It's that interactivity is too simplistic to be a useful guide for instructional design. It can even be dangerous. Somewhere back in the 1990's, some wizened specter spoke the fabled words, "Go forth ye instructional designers and be interactive." We know that interactivity tends to improve learning, so why not just prompt lots of learner responses? It makes sense. Learners who are more active are more attentive, and more attentive learners will learn more. Unfortunately, this may be the wrong diagnosis. Learn More
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