The Problem: Traditional management development lacks results. The Reasons: The programs provide general knowledge without direct and reinforced application on the job. Managers perceive that self-organized and self-managed forms of…
We know that a single learning event is ineffective because learning is not retained unless it is reinforced on a continual basis. To address this concern, Diane Law proposes an…
(Last Updated On: April 4, 2021) In a recent webinar titled Learning How to Learn, Kelly Palmer stated that it is necessary to go through the learning loop to build skills.…
There are at least nine ways in which using the Peer Learning Group Model© can enhance the performance of your managers and add value to your organization: A stand-alone professional…
Successful learning retention is based on repetition. The spacing effect refers to the finding that learning is greater when studying is spread out over time, as opposed to studying the…
Triple-loop experience learning, also called transformational learning, is used to develop innovative and effective approaches to dealing with long-standing or complex issues. It is through triple-loop learning that individuals (or…
“At the end of the day we are accountable to ourselves-our success is a result of what we do.” Catherine Pulsifer There is a lot of information these days about…
Triggering Reward Response through Peer Learning Richard Ladyshewsky, in his article: Peer coaching as a strategy to increase learning and development in organizational life-a perspective, applies the SCARF model to…
The Peer Learning Group Model© is an innovative, self-directed and self-managed professional development opportunity for managers that uses a peer-to-peer group approach. It validates and builds on the knowledge and…
Constant changes and increased business complexity have reshaped how we think about work, what constitutes work, and how we learn and develop the skills to work. The majority (70%) of…
