Development and training with effect (Online)
The purpose of development and training activities is to strengthen business-critical competencies, develop the culture in the company and make the organization competitive. It has been like that for a long time. However, many companies still struggle to achieve the desired benefit from these development and training activities.
Can and should we rethink our development and training activities?
The condition of McCall's 70-20-10 learning model makes it challenging to transfer learning from one context to another, and the desired effect of development initiatives often does not materialize. In this mini-seminar, we will, among other things, look at:
- Can and should we think differently to translate good development intentions into real action and behavioral change?
- Can we find solutions that are more scalable, so that ambitions for adjustment in culture can have significance in a short time both locally and globally?
- Can we use our digital options more wisely? And can we possibly use data to support the development of our development programs?
At the meeting, we start from the psychological barriers by converting intentions into action. In addition, we look at how data collection can be used to analyze and optimize the company's development activities and change processes. And then we give an insight into two practical cases that highlight the development potential of our development programs from VELUX and Novo Nordisk.
The event will be a combination of presentations and group discussions. There will thus be a good opportunity to exchange experiences in using data from development activities to develop business, support change and change culture.
Erik Blatt Lyon, Senior HR Developer, VELUX
Erik will share experiences with testing new, digitally supported change principles in a practical context, where managers move from training courses to everyday life with the aim of translating insights into behavior and results. The potential exists, but it is not without problems to get it redeemed.
Thomas Olesen, Leadership Development Specialist, Novo Nordisk
Thomas will share experiences in introducing digitally supported change and development tools on a large scale via the company's global learning platform. What challenges have you encountered, what results have been achieved and what does the potential look like going forward?
Mathias Hovind, Founder, Head Connect
Based on a short presentation on psychological barriers to turning intentions into action, organizational psychologist Mathias presents four central psychological principles that are crucial for dealing with this issue.
Flemming Fogg, CEO & Founder, CultureDrivers.com
Flemming gives an introduction to what data digitally supported leadership and team development tools can contribute. He shows examples of how data collection can be used to analyze and optimize the company's development activities and change processes.
You can read much more about NOCA's theme 'Learning and Development' right here Here!