Micro Learning

Businesses are actively adjusting strategies, expanding to new markets and diversifying their offerings in order to stay competitive and adapt for future growth. This kind of transformation requires a clear vision and purpose across the organization, with everyone working towards the same goals.

This presents employees with unprecedented levels of change. As a result, driving behavioral change at scale is trending, in an effort to connect the workforce to organizational purpose and build a growth-oriented culture. As a result, there is more emphasis on each individual to drive their own learning and development. "All you can eat" learning delivered via a Learning Management System (LMS) is a common approach when attempting to scale, but how do you activate the learner?

• Do your employees have the insight they need to drive their own development?
• Do they understand what good looks like?
• Do your managers have the tools to inform meaningful development conversations?
• How do you ensure developmental actions have greater traction at scale?

Assessment tools give an objective view of your people's strengths and what keeps them motivated. But the employee experience when creating a plan to act on identified development opportunities has historically presented a number of challenges; particularly time constraints, with individuals finding it difficult to prioritize development plans amidst their daily workload and responsibilities.