Yes, we live in a world in which time seems to never be enough. You work a lot, everything is urgent and important and when you finally have some free time you want to use it for yourself. I get it. But here’s the catch: investing in learning actually saves you time. If you put … [Read more…]
Who would you say is responsible for learning in an organisation? the HR department that has to assess the needs and builds development programs the trainer who delivers the program and should make sure he does it well and follows-up thoroughly the manager who must offer support and create the right environment the company in general … [Read more…]
Lots of companies adopted the 70-20-10 model (sometimes called “framework”) in designing their learning&development strategy and it makes sense given all the studies and empirical observations about how people actually learn in an organization. The model says that people learn: 70% from tough jobs / through experience (on-the-job experiences) 20% from people (mostly the boss) / … [Read more…]
Last Thursday I was invited to hold an improv workshop on creativity at Forbes Summer School. And as it happens so often (if you pay attention & notice), an interesting coincidence occurred: I recently read a book on this subject, that a colleague from work thought I might find interesting. There are lots of books … [Read more…]
We can’t predict. No one can. Not with deep anthropological or historical knowledge, economical, political, social or any other type of knowledge whatsoever. Not using advanced statistics (correlations, regressions and other fancy words & techniques) or complicated mathematics. Nassim Taleb makes a very good point in his bestselling book “Black Swan“: if you can predict something, then it’s … [Read more…]