Articles

If you’re interested in the practical applications of AI in L&D, CLN research on learning leaders’ predictions for how AI will revolutionize learning can shed light on specific areas of use.

The current demand for effective and adaptable learning methods has led to the emergence of microlearning and bite-size learning as innovative solutions that have the potential to transform the skill development process.

Most L&D professionals have heard about the skills revolution. In fact, the skills-based approach to the workplace was a key topic at CLW Vegas last week and is poised to continue transforming the business world for the rest of 2024 and beyond.

To excel in the learning field, one must also master the art of being a good business partner. This involves understanding and aligning with the organization's goals, fostering strong relationships, and contributing

CLN’s interview series is celebrating the voices of Black L&D Executives for Black History Month. In this Q&A, Kason Morris, Global Director, Future of Work and Skills-Based Organization Strategy at Merck, shares his story, his thoughts on skills strategy and the future of work, and more!

Entrepreneurs and L&D professionals may appear to possess distinct skill sets, but there exists a significant overlap between the two.

For professionals across various fields, understanding and engaging with AI technologies is no longer a choice but a necessity for growth and relevance in their careers.

The central focus of continuous learning is to share best internal practices. Put differently, it’s all about learning from others within the organization, not formal classes.

We often never think of leaders as people who need to negotiate, believing their position of power enables them to issue directives without discussion. However, this couldn’t be further from the truth. Contributor Andres Lares shares four tips for leaders in order to influence and negotiate.

Upskilling — or expanding and improving the knowledge and capabilities of their staff —improves employee retention, helps with recruitment, and yields positive outcomes for the organization that range from gains in productivity to widening its business reach.

While there are no “magic measures,” several organizations and thought leaders have defined a suite of common measures that enable L&D to evaluate its worth and that fall into three distinct categories.

By investing in the development of their leaders' business and financial acumen, organizations can ensure long-term success, empower individuals to take ownership of their work, and contribute to the company's growth and prosperity.