Last week I had a chance to talk with a friend who’s been looking for new ways to stay on top of all of the L&D projects she’s been asked to work on. She works on a very small L&D team (and there’s currently a key vacancy) and she’s trying to keep the ship afloat. She’s concerned that if she says “no” (or at least “not now”) to too many projects that the organization may begin to have second thoughts about the value of having an L&D team at all.
When she finished sharing her challenges with me, I thought for a moment, and then a thought struck me. “Have you ever seen any of the ‘Twilight‘ movies?” Continue reading
In my first formal training position, I had the good fortune of working for a boss who had a strong presence, knew how to navigate organizational politics, and could teach me a thing or two about learning and development.
I was only in that position for six or seven months, then both my boss and I left the company – he left for grad school in Australia and I left to move across country. We still keep in touch, and I’m glad we have. I still value his insights.
I feel lucky that I stumbled into such a situation. What about people who have never had an opportunity to engage with someone who could turn into a mentor? My colleague, Tim Waxenfelter, recently had some thoughts about the importance of finding a mentor and is sharing them in today’s Train Like A Champion post: Continue reading
Today is my penultimate day as the Director of Learning and Development at SightLife. Join me as I take a little stroll down memory lane and reflect on some lessons learned along the way. Continue reading
One of my favorite topics to design and deliver is presentation skills. When people present better, they have the opportunity to change the world.
Over the past few years, as I reflect on these sessions, I’ve begun to question the value. Is a presentation skills or train the trainer session worth the investment of time and money? Too often, when I peek in on what people are doing after attending such a session, I would have to say: no, the investment of time and money wasn’t worth it. Continue reading
A week ago, I wrote about a new and improved orientation program for incoming employees at my organization. The response to that post was unexpected, and amazing. Thank you to everyone who commented on the post or sent me an email or a LinkedIn message to wish me luck with the program and to hear more about how it turned out.
I’m happy to share our experience from our first session in two parts. Continue reading
“This is going to be very cool. I know I’m not a new employee, but I want to attend!”
I’ve heard a sentence very similar to this, many times, over the past month or so as my team and I have spoken with key leaders across our organization to gather information and completely overhaul our existing new employee orientation.
Following is a brief case study on what we did, why we went in this direction and how we put it all together. Continue reading
“I feel you’re getting defensive right now.”
Our team has spent the past two months living, breathing and eating this new employee orientation re-design and now you’re telling us that you don’t like it. Darn right I’m defensive!! And I’m not just defensive. I want to take my ball and go home and you all can keep your old, crappy new employee orientation!!
I didn’t say those words, but I certainly thought them. Continue reading