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Professional Development Training for Remote Workers: What Works Best
Why 88% of Professional Development is Total Nonsense - A Raw Review of Learning in Modern Business
I just wrapped up a massive analysis of capability building across 84 businesses in Brisbane, and truly, most of them are running the identical strategies that been useless since 2015.
The link between companies that invest in training and share performance is crystal clear - yet directors ignore it.
The organisations that will survive in 2030 are creating skills that don't exist today.
The honest fact is that 99% - HR departments - are implementing professional development all wrong. Corporations are stuck on compliance training while people are assuming someone else to handle their progression.
Last week, I had a discussion with a senior executive who told me something shocking: "We invest more on office snacks than we do on real professional development. " And they're not unusual. This is typical across corporate Australia.
A Carnarvon horticulture grower saved their operation by teaching workers in supply chain management.
What seriously pisses me off is that the path is right there, but companies is too blind in the dying system to embrace it.
Here's a fact bomb for you: I followed 300 individuals across Sydney over a decade. The ones who relied on their bosses for development achieved minimal pay rises each year. The ones who assumed command? They averaged 15-20% increases through role changes. The delta? About $38,000 per year after half a decade.
But here's where it gets seriously important. The organisations who are winning big right now have solved the secret. They're not bound by any established approach.
The winners are pursuing radically new systems that share nothing from established training.
Here's specifically what the innovators are implementing differently:
**1. Platform-Based Development**
They're stacking 3-5 SaaS solutions to create customised skill acquisition journeys that demand minimal investment per month instead of tens of thousands.
**2. Multi-Domain Mastery**
They're not confining themselves to industry categories. They're purposefully learning from foreign territories.
**3. Community-Based Learning**
One individual explained to me they learn more from their WhatsApp group in a weekend than from a certification of formal education.
**4. Implementation-First Learning**
Everything is evaluated against immediate ROI. If it doesn't create change within immediately, they pivot.
**5. Agile Development Method**
They've integrated the Silicon Valley methodology of "aggressive experimentation" but applied it to professional growth.
I recently consulted for a team of professionals that was stagnating with traditional development models. We eliminated the whole system - the conventional training, the hoping for the system to control development, the sector-specific methodologies. The impact? 500% increase in performance at 15% of the previous cost.
But here's my confronting opinion that'll upset HR departments: The vast majority of corporate education investment is utter nonsense.
I met with scores of talent developers who are losing sleep because they realise their entire career is becoming irrelevant. They've been providing $15,000 courses that people can now find higher quality for $50 online. Their stranglehold on professional development is crumbling, and they have no clue how to compete in a world where a teenager with internet access can acquire whatever they want better than their formal solutions.
The coming wave of professional development is already arrived. It's just not mainstream. The professionals that get this will own the future. The traditionalists? They'll be crying about what went wrong while they're being left behind by competitors who learned faster.
A Brisbane client recovered $1. 8 million by moving from external to peer-led development.
So here's my challenge to anyone reading this: Cease the charade. Abandon assuming for HR to save you. Forget thinking that prestigious equals legitimate. Quit following industry standards that are obviously dead.
The future is accelerating. You're either shaping it, or you're being crushed by it. There is no waiting it out.
Choose fast. Because while you're considering this, the smart ones is already adapting.
Professional development works when it's embedded into all aspects of the business, not isolated in HR.
And they're not hoping for permission.
Mark my words, in 24 months, you'll curse yourself for not you'd changed now.
The only question that determines everything is: Will you?
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