Each Friday, RPS highlights five popular news stories from the world of training professionals. Visit our blog each week to see which stories were trending amongst your industry peers.
Pressing Play on Gamification by Michelle Eggleston
Gamification has the ability to drive business results through a bite-sized learning model that provides immediate feedback to learners, while engaging and enticing them to keep playing (learning). Instead of fighting this trend, it’s time we use it to our advantage. But before organizations press play on gamification, it’s critical to ensure learning initiatives are aligned with business objectives to achieve optimal results. After all, implementing fun learning initiatives for fun’s sake is a recipe for disaster. Gamification is effective when it is used to encourage learners to progress through content, motivate action, influence behavior and drive innovation, according to Karl M. Kapp, author and thought leader on gamification. Kapp suggests a few ideas on when to use gamification.
Career training lacking in firms, research reveals by Seun Robert-Edom
Employers who are concerned about retaining their talent should make sure they understand and manage their employees’ career expectations. That’s according to new research from the Chartered Institute of Personnel and Development which reveals that one in three employees (33 per cent) report that their career progression to date has failed to meet their expectations. The survey of more than 2,500 employees published by the CIPD, in partnership with Halogen Software, also found that more than a quarter (28 per cent) of employees are either dissatisfied or very dissatisfied with the level of career training and development offered by their current employer.
Listen Up, Leaders: We Are All Millennials by Meghan M. Biro
A lot of digital ink has been spilled regarding Millennials and how they are reshaping and reordering the workplace. I’m happy to report that ink has not been wasted. The influx of Millennials into the workforce tops virtually any short list of today’s business trends. No doubt, Generation Y is poised to make a big impact on the world of work. But are the supposed differences of the most tech-savvy generation in history all they are cracked up to be? Even more importantly, how will generational differences play out when it comes to leadership development, workplace culture and recruiting? Here are a few points worth considering.
10 ways to take charge of your leadership development by Dan McCarthy
When I started in the field of leadership development (when gas was 89 cents a gallon), the model we used looking like this: When someone got promoted to team leader, supervisor, or manager, they were sent a memo (no e-mail yet) from HR informing them that they have been registered for a mandatory four-week supervisory training course. When they showed up, some (or most) of them kicking and screaming, HR told them everything they had to learn, showed them step-by-step details, made them practice (role plays), and then sent them off to do good and no harm, never to be seen or heard from again.
15 Management Tips For New Bosses by Steven Sinfosky
Managing product development (and management in general) is ripe with clichés. By definition, of course, a cliché is something that is true, but unoriginal. I like a good cliché because it reminds you that much of management practice boils down to things you need to do but often forget or fail to do often enough. The following 15 clichés might prove helpful and worth making sure you’re really doing the things in product development that need to get done on a daily basis. Some of these are my own wording of other’s thoughts expressed differently. There’s definitely a personal story behind each of these. We’re all faced with complex choices in what to do or how to go about what will get done.