McLean & Company highlights the benefits of aligning HR's learning and development strategy with organizational goals and offers a new Resource Center and Content Library to support HR professionals.
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Topic: Performance Management
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In a post-COVID world, business leaders are still grappling with how to drive engagement, motivation, and create the best work environment for their teams.
A personalized L&D approach fosters autonomy and engagement, accelerating reskilling by aligning with individual motivations.
Ethical culture matters. Creating a positive working environment, where everyone is treated with respect and fairness, is just good business sense.
Competency models can help learning leaders align training with business goals, define career paths and enhance employee retention. This case study presents a real-life example of how an L&D team of one built an internal competency model from scratch.
I talked to Stephanie Fugate, CPTM, the division chief of the Professional Development and Training (PDT) Office and acquisition career manager (ACM) at USAID.
The reality is that organizational culture greatly influences how comfortable employees at any level in an organization are in speaking up.
Expert developers starting as coaches must learn to help teams achieve goals by nurturing abilities rather than just sharing knowledge.
Every leader, at some point in their career, has grappled with the challenges of delegation. Frustration, uncertainty and anxiety can quickly set in when the team's performance falls short of acceptable outcomes.
Customers of the all-in-one learning and development platform Bridge can now experience a more convenient way to place employee development at the center of their L&D efforts.