Leverage Learning Science for Lasting L&D Impact


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Individual contributors and executives value learning new skills and professional development opportunities today more than ever. A recent study shows that 61 percent of people would be motivated to stay at their current organization if they had upskilling opportunities.

Organizations are increasingly investing in learning and development (L&D) programs, but not all programs are created equal. To produce behavior change that drives breakthrough results, discerning HR leaders need to look for solutions grounded in learning science that encourage active learning, intentional application, and accountability.

Download our newest guide to learn more about leveraging learning science for lasting L&D impact and share it with other leaders in your organization.

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Every day, your leaders and your workforce are faced with countless bits of information while making decisions that range from the pragmatic to the strategic. As they confront more and more information—requiring them to act quickly while considering varying perspectives—they are primed to rely on biased thinking.

Why? Because unconscious biases are shortcuts that help our brains compensate for overload. This affects how we make decisions, engage with others, and respond to various situations and circumstances, often limiting potential, inhibiting performance, and leading to poor decision-making.

You may be new to the topic of unconscious bias, or perhaps you already have a training initiative underway inside your organization. Regardless of your knowledge level, these complimentary resources will help as you create a workplace of inclusion and engagement.