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Embrace the future of L&D but only if you’re ready!! In recent months, I’ve seen several posts about the future of L&D, especially as we’ve been in lockdown due to the Covid-19 outbreak. I tend to agree that the world as we know it will change.   However, I think that there is a risk of

7 ways to be an effective people manager and leader There’s a difference between management and leadership but the roles are generally interchangeable for most and the terms, manager and leaders are used interchangeably in this article  So regardless of whether you’re a manager of employees or a manager of managers, there are a number

Online & Digital Learning: Love or Hate it? Part 3 of 3 article series This is the final article in a three-part article series on online and digital learning – love it or hate it? In the first article, I discussed why implementing online and digital learning can fail in organisations and in the second

Online & Digital Learning: Love or Hate it? Part 2 of 3 article series This is the second article in the 3 part article series on online and digital learning. In the first article, I discussed my first experiences of online and digital learning and why many organisations fail to make digital learning stick. In

Online & Digital Learning: Love or Hate it? Part 1 of 3 article series First experience of e-learning at work Online and digital learning, commentators and learning practitioners seem to either love or hate it.  I was in the latter camp for years and this dislike for digital learning stemmed from the first inceptions of

Weighing in on the 360-degree feedback assessment vs. development debate There has always been a debate about whether 360 feedback should be used for performance assessments and reviews. Many practitioners arguing that it should be used solely for developmental purposes.  Here I weigh in on this debate, looking at it from both sides and sharing

Effective 360-degree feedback: an overview 360-degree feedback is a fantastic tool to use within organisations and one that I enjoy using the most on assignments. I think that this enjoyment stems from witnessing numerous leaders who participate in these programmes receiving such effective 360-degree feedback that it results in positive change. The initiative provides participants