Linking Talent to Value, Letting Go of the Classroom, Learning for Life: Your Friday Briefing

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Well hello there Pink Posse. Are you feeling valued? We value you. We really do. Before this gets all weird, let’s get into this week’s BBQ-ready batch of sizzling insights – which kick off with that value question…


worth itLinking Talent to Value: Who’s Really Worth It In Your Business?

Yeah, we know, it’s you guys doing all the hard work, while people 6 levels above you take all the credit and cut and paste your achievements into a report. But that’s coming home to roost. Very interesting piece from McKinsey this week tasking HR and the rest of the business to take another look at how talent links to value. Your key account manager for your biggest client may not be at the C-Level rung in the ladder. But they’re providing value disproportionate to their level. And if you lose them to a competitor, you’ll realise that all too late. Forget about hierarchy, realign to reward the talent that’s really adding value.


changesAre You Too Busy Delivering Training to Change Your L&D Model?

We know how busy the modern L&D professional can be. But if you feel you’re on a hamster wheel of responding to business requests for training with the same two-sided hammer (classroom course or elearning course?), then you need to step off and look at your other options. Effective L&D professionals need to evolve to be consultants: build awareness of the much broader palette of learning and performance options available, and come up with the right solutions. So argues David James of Looop in Modern Workplace Learning Magazine this month. He quotes a frightening stat: less than a quarter of workers surveyed have not completed a course in the last 2 years. So before you add to the course landfill, think differently: how can you help people to be more productive and plug real skills gaps at work? The answer may be not be course-shaped.


eludicatScrolling Like a Boss: Designing One Page Learning Experiences

That’s not to say the course doesn’t have a role in learning experiences – of course it does. But they need to evolve beyond the next button. Our good friends at Elucidat do great work in simplifying experience design. Here’s an example of a modern, web-style approach to learning from them that’s worth checking out. Key takeaway: Keep it all on one page. We’re all somewhat familiar with the internet. Why click next when you can just scroll? I think we’re all on the same page #doyouseewhatididthere


cl banner smallContinuous Learning: Your New Key Survival Skill?

Staying doggedly on theme here – whatever format you’re delivering learning in, you have one job: help people to become continuous learners. These are uncertain times. If we’re not staying up to date on the latest developments, our knowledge and skills will rapidly become irrelevant. Some thoughts from us on how to build continuous learning habits in ourselves and others, with inspiration from our friends Jane Hart, Donald Clark, Satya Nadella and Eric Schmidt here  (ok in full disclosure, we don’t personally know the last two. But we’re confident we’d get on just great)


not readingWhy Does Nobody Read Your Content?

We’re aware of the meta-irony of this question, dear ever-attentive reader. But whether you’re in L&D or marketing (and there’s less of a difference than ever these days), and however you’re delivering your content: You want people to read it. Most content has an depressingly low engagement level. That’s on the writer. Some good tips from Jeff Bullas here on how to get people to actually read your stuff. Start by doing your homework: What does your audience engage with? Long form articles, infographics, video? Play to their attention spans. On that note: we’ve likely stretched yours to breaking point, and the sun is shining: cue curated mic drop.


And if we can crave another nanosecond of your attention: you find eminently readable content on any topic with our free curation tool. Stay smart every day. Because You’re worth it.