How furloughed employees can ‘find their flow’ with self-development
L&D has an opportunity to help furloughed employees to develop – but it requires empathy.
Reset, refocus and renew: how to lead organisations towards a post-pandemic world
Leaders must guide their people through three critical phases of the crisis – reset, refocus and renew – to remain strong in the future.
Flexible learning in a changing world
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Training for the new normal
Businesses returning to work after lockdown face significant changes, from new safety protocols to updated equality policies. Employers should consider training employees on social distancing, cross-training for flexible schedules, and reinforcing anti-discrimination practices to ensure compliance and inclusivity.
Why the UK needs to better recognise informal learning achievement
How can we better empower people on their career development journey, no matter the route they wish to take?
Why ‘rising up’ is the true art of adapting in uncertain times
In the current crisis, we need to take the opportunity to grow.
Blended learning: an agile approach to change
Blended learning combines online content with face-to-face training to accelerate workforce upskilling during organizational change. This approach improves agility by providing 24/7 access to materials, focusing in-person sessions on skill development, and accommodating different learning styles for faster employee adoption.
Which skills are learners honing during lockdown?
Some workers are spending their time during lockdown developing themselves. But which skills are they focusing on?
You Might Not Be As Powerless as You Think
Crisis creates opportunities to develop your workforce. Furloughed employees can pursue training to build skills for stronger organizational recovery, while remote work adoption reveals new potential benefits including reduced emissions and operational flexibility.
How to adapt to change being ‘the new normal’
We all hate change, but can we train ourselves to handle it better?
Adaptability during times of uncertainty: readjusting your approach to a crisis
Covid-19 presents challenges for us all, but how should you respond?
Critical Talent Strategies in a Crisis
During business crises, organizations face critical talent gaps that limit agility and digital transformation success. The most effective strategies involve developing existing workforce capabilities through internal mobility, technical training, and reskilling rather than expensive external hiring. Building talent from within improves retention, preserves company culture, and enables faster adaptation to changing business needs.
Disruption… leadership through change we didn’t create
Leading through disruption is different to leading through change.
Go ahead and shun inclusion…then see how far you get in 2020 and beyond
Organizations that ignore inclusion will struggle to keep pace with a rapidly changing world. Diversity and inclusion require constant attention and proactive effort—not just HR policies—to create meaningful change in workplace culture and business performance.
Learning and development in times of crisis
Learning and development become more critical during organizational crises, helping employees adapt to rapid changes and build resilience. Effective L&D strategies during challenging periods focus on flexibility, relevant skill-building, and psychological support to maintain workforce capability and morale.
How to become an award winner in L&D innovation
What are the key ingredients to award-winning L&D innovation?
Panic and the coronavirus pandemic: the business of boundaries and quarantine
Self-isolation is an unprecedented challenge, but it’s one we can coach for.
Going virtual: the impact of coronavirus on L&D and how to navigate through change
The coronavirus pandemic has put increased pressure on L&D to deliver with remote working.
A Changing Workplace: Rethinking Talent Management
Organizations must rethink talent management strategies as digital disruption and AI transform the workplace faster than ever. Success requires developing “power skills” like communication and adaptability, alongside reskilling employees to thrive in roles that may not yet exist, while also meeting workforce demands for flexibility and continuous learning.
The art of cultivating business-aligned learning
The L&D profession is failing to adapt to the needs of modern business. It’s time to change.