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Recap LEARNTEC 2022: Digitales Learning wird zum Standard

Die LEARNTEC ist zurück! Nach zwei Jahren in der digitalen Coronapause fand Europas größte Messe rund um Digitales Learning wieder live in Karlsruhe statt. Die Messe zeigte ganz klar: Pandemie und Homeoffice haben die Digitalisierung der Arbeit spürbar vorangetrieben. Eine Entwicklung, die weder vor Meetings noch bei den Learningangeboten der Unternehmen Halt machte. Kein Wunder also, dass Europas größte Messe für digitales Lernen – die LEARNTEC in Karlsruhe – mit rund 11.000 Besucher:innen gut gefüllt war. Die Messe bot den Teilnehmenden viele Möglichkeiten zum Austausch, ob am Stand oder auf den vielen Foren – für spannende Gesprächsthemen war gesorgt. Karlsruhe wurde nach zwei Jahren wieder der perfekte Ort, um mit Interessent:innen, Kund:innen und Branchenkolleg:innen ins Gespräch zu kommen.

Die LEARNTEC bot jedoch auch für uns eine besondere Gelegenheit: Neben Cornerstone war auch EdCast auf der Messe vertreten. Gemeinsam werden Cornerstone und EdCast eine neue Ära der persönlichen Entwicklung am Arbeitsplatz einleiten. Wir helfen Unternehmen dabei, eine einheitliche, skalierbare Lernplattform der nächsten Generation zu implementieren, die ihren Mitarbeiter:innen die besten Erfahrungen in den Bereichen Entwicklung, Skills, Karriere und Mobilität bietet. Die Experience-based Lernplattform EdCast wird künftig unser Angebot für unsere Kunden ausweiten und komplettieren. Mehr zur Akquisition und der weiteren Zusammenarbeit mit EdCast finden Sie hier.

Erfolg durch Learning bei d&b audiotechnik

Auch wir bei Cornerstone haben auch wir es uns natürlich nicht nehmen lassen, an der LEARNTEC teilzunehmen und mit unserem Stand und einem Kundenvortrag im Anwenderforum präsent zu sein. Dabei waren wir uns mit den Besuchern der Messe einig: Learning ist einer der Schlüsselfaktoren für den Unternehmenserfolg von morgen. Organisationen sollten betriebliche Learningangebote schon längst in ihrer Geschäftsstrategie festgehalten haben.

Auf der LEARNTEC berichtete unser Kunde d&b audiotechnik detailliert, warum das Unternehmen sich für die Lösung von Cornerstone entschied.Der Professional-Audio-Spezialist konnte bei seiner Keynote im Anwenderforum am ersten Tag von seiner außergewöhnlichen Success Story berichteten. d&b begriff direkt zu Anfang der Pandemie, eben diese Krise als Chance und investierte nachhaltig in eine neue Lernplattform. Das Unternehmen gab seinen Mitarbeitenden zügig die Möglichkeit, ihre persönliche Weiterentwicklung voranzutreiben. Die Mitarbeitenden bei d&b nutzten das Angebot ausgiebig, was sich in hohem Learner-Engagement und positiven Rückmeldungen widerspiegelte. Weitere außergewöhnliche Erfolgsstorys unserer Kunden finden Sie hier.

Erfolg dank integriertem Talent Management

Erfolgsgeschichten wie diese zeigen, wie wichtig die Employee Experience ist und welchen positiven Einfluss ein integriertes Talent Management haben kann – aber auch wie wichtig die richtigen Lerninhalte für ein gelungenes E-Learning sind. Themen, auf die meine Kolleg:innen bei ihren gut besuchten öffentlichen Demos detailliert eingingen. Meine Kollegen Thorsten Rusch und Tobias Hartl zeigten so beispielsweise auf, wie die Lösungen von Cornerstone den gesamten Employee Lifecycle betreuen können. Dabei übernehmen die Lösungen administrative und zeitintensive Aufgaben vom Hiring bis zum Skill- und Karriere-Management. Damit bietet Cornerstone ein ganzheitliches Talent-Management, das für HR-Teams und Mitarbeitende nahtlos und durchgehend gestaltet ist. So erhalten unter anderem Mitarbeitende und Manager:innen die Möglichkeit – ohne Anwendungen wechseln zu müssen – beispielsweise Check-ins zu buchen, welche gerade in der Onboarding-Phase von immenser Bedeutung sind. Doch auch das Skill-Management wird durch KI und Cornerstone-Software für Mitarbeitende und HR-Expert:innen zielführender.

Die besten Lerninhalte für die beste Learning Experience

Es liegt klar auf der Hand: Digitales Learning kann nur dann erfolgreich sein, wenn Unternehmen ihren Mitarbeitenden die richtigen und passenden Lerninhalte zur Verfügung stellen. Bei ihrer Demo erklärte meine Kollegin Anja Schröder, wie wichtig Content für den Lernerfolg ist. Außerdem ging sie in ihrer Demo auch auf Cornerstones eigenes Angebot — die Cornerstone Originals — ein. Mit diesen geht Cornerstone in Sachen Lerninhalte neue innovative Wege.

Cornerstone verfolgt das Ziel, hochwertigen und begeisternden Content zu produzieren, um Lernenden wirklich sehenswerte Inhalte bieten zu können. So hat das Unternehmen eigens dafür den dreifachen Emmy-Preisträger Dave Grant als Head of Production ins Haus geholt. Grant war unter anderem am neuen Cornerstone Original “A Seat at the Table” beteiligt, welches sich auf innovative Weise mit den Themen Diversity, Equity, Inclusion und Belonging (DEIB) auseinandersetzt. Als ungeskriptetes Format setzt es neue Standards bei der Vermittlung von Wissen – und das mit Erfolg: Allein „A Seat at the Table“ wurde mit zwei Telly Awards in Gold und zwei Telly Awards in Silber ausgezeichnet.

Hunger auf mehr

Die LEARNTEC verdeutlichte auch in diesem Jahr, welche Trends die Branche zeigt und was sich in den nächsten Jahren ändern wird. Dabei stellte sich nicht nur bei uns, sondern auch bei den Besuchern, ganz klar heraus, wie wichtig das Learning für ein erfolgreiches und resilientes Unternehmen ist.

Wenn Sie mehr über die aktuellen Entwicklungen im Learning erfahren wollen, empfehle ich Ihnen den Blog „#AIForHR: Vier Wege wie AI HR beeinflussen wird“ meines Kollegen Cyril Le Mat. Mehr über die aktuellen Entwicklungen bei Cornerstone lesen Sie hier.

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Taking A Company-Wide Approach to Learning & Development

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Taking A Company-Wide Approach to Learning & Development

There’s a lot of coordination that goes into a company’s learning and development programming, from identifying skills gaps and creating engaging content to scaling initiatives company-wide. And because there’s so much complex planning involved, organizations can sometimes get caught up in the details, and overlook how L&D fits into broader organizational goals. A recent survey—titled "The Revolution is Now: New-Skill Your Workforce to Catalyze Change"—from Cornerstone People Research Lab (CPRL) and the Human Capital Institute (HCI) found that only 55% of organizations believe their L&D programs are well-aligned with their company’s overarching strategy. But CPRL and HCI’s survey reveals two logical ways to overcome this challenge. First, there’s a need for L&D executives to participate in strategic conversations around organizational goals to ensure that L&D planning aligns with broader business plans. And second, it’s important to share responsibility for learning effectiveness. If facilitating continuous learning is a part of everyone’s role, it becomes easier to integrate it organization-wide. Promote Cross-Departmental Collaboration and Responsibility To better align L&D efforts with overarching business goals, learning executives have to participate in strategic conversations about organizational direction. For instance, when business leaders gather to discuss goals and KPIs for the coming year or quarter, HR and L&D leaders should be involved in those conversations. And the opposite is also true: Business leaders need to help direct the learning outcomes framed against those goals. According to the "Revolution is Now: New-Skill Your Workforce to Catalyze Change" survey from CPRL and HCI, only about half (51%) of learning leaders report being involved in these discussions. During these business planning discussions, it’s important to establish accountability, especially among people managers. CPRL and HCI found 67% of people managers report being involved in the creation of content, but only 47% are involved in the accountability for the results. By holding more people accountable to the success of L&D programs, it can be easier for a company to spot pitfalls or opportunities for improvement. It creates shared goals for measuring effectiveness, and establishes a process for making changes. For example, by getting people managers involved in L&D initiatives, L&D leaders can work with them to get a better understanding of a specific team’s skill gaps or what reskilling or new skilling solutions will work best for them. All leaders in an organization, in fact, should be eager to participate and own their team’s newskilling, reskilling or upskilling efforts. Ask a people manager in the IT department to reiterate the importance of learning to their team, and track the amount of time their employees spend on learning content. This approach will not only create a shared commitment to continuous learning, but can also help leaders outside of L&D and HR get a better idea of what content or formats work best for their teams and recommend adjustments accordingly. Continuous Learning Is Everyone’s Responsibility Aligning overarching business plans and strategy with learning and development efforts can improve each’s efficacy. The more cross-departmental collaboration that exists, the more information that HR and L&D leaders have about their workforce and its needs, strengths and weaknesses. And with more accountability, all stakeholders in an organization can become more involved in ensuring the successful partnership between L&D and a company’s overall strategy. To learn more about the findings from Cornerstone’s "The Revolution is Now: New-Skill Your Workforce to Catalyze Change" survey and its recommendations for using cross-departmental collaboration and accountability to help with L&D efforts, click here to download and read the full report.

Why supporting neurodiversity is essential for any successful workforce today

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Why supporting neurodiversity is essential for any successful workforce today

When we think of diversity in the workforce, we typically think of it along the lines of race, religion, sexual orientation or gender. But focusing only on those four is its own sort of constraint. To truly create a successful and diverse workplace, you need to ensure you're also embracing neurodiversity too. Understanding neurodiversity In the late 1990s, a single mother in Australia named Judy Singer began studying Disability Studies at University of Technology Sydney. Her daughter had recently been diagnosed with what was then known as “Asperger’s Syndrome,” a form of autism spectrum disorder. As she read more and more about autism as part of her studies, Singer also suspected that her mother, and she herself, may have had some form of autism spectrum disorder. Singer describes crying as she realized that her mother, with whom she'd had a tumultuous relationship throughout her childhood, wasn’t purposefully cold or neurotic as she had thought. She just had a different kind of mind. In her honors thesis, Singer coined the term “neurodiversity.” For Singer, people with neurological differences like autism spectrum disorder, attention deficit hyperactivity disorder (ADHD), or dyslexia were a social class of their own and should be treated as such. If we are going to embrace diversity of race, gender, religion, sexuality, etc., then we must embrace a diversity of the mind. The following video is an excerpt from the "Neurodiversity" Grovo program, which is available in the Cornerstone Content Anytime Professional Skills subscription. Neurodiversity in today's workplace Recently, neurodiversity has become a trendy term in diversity, equity, inclusion, and belonging spaces. And many organizations are working to hire more neurodivergent people, as well as give them opportunities to thrive at work. That’s why, at Cornerstone, we recently produced a series of lessons on neurodiversity. If your organization hasn’t prioritized neurodiverse inclusion yet, here are some reasons why it both supports your people and organization. 1) Neurodivergent people are underemployed Neurodivergent people, especially people with autism, are widely under-employed, regardless of their competence. In the United States, 85% of college graduates with autism are unemployed. According to a 2006 study, individuals with ADHD have higher rates of unemployment than individuals without. However, there is no evidence that neurodivergent people are less competent or less intelligent than neurotypical people. Organizations are missing out on talented people. 2) Neurodivergent people are more common than you may think Neurodiversity manifests in many different ways. It can encompass autism spectrum disorder, ADHD, dyslexia, dyspraxia, dyscalculia, Tourette syndrome, and many other conditions. And as scientists have learned more about what makes someone neurodivergent, they're identifying more and more people. According to the World Health Organization, 1 in 160 children have some form of autism spectrum disorder. The Centers for Disease Control and Prevention estimate that 1 in every 162 children have Tourette Syndrome, and roughly 8 percent of children under 18 have attention deficit hyperactivity disorder, or ADHD. And that's just children. How many adults, like Judy Singer's mother, have struggled their whole lives without a diagnosis? People who are neurodivergent are everywhere. Diverse organizations are stronger Diverse organizations and teams not only have better financial returns than less-diverse ones, but they also perform better. Having the different perspectives presented by people who are neurodivergent can help your team solve more difficult problems. Different perspectives and different ways of thinking lead to creativity and innovation.

Why Selecting a Leadership Development Program Is Way Too Complicated

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Why Selecting a Leadership Development Program Is Way Too Complicated

Many organizations face a leadership gap and cannot find the talent needed to grow. We could blame the retiring baby boomer phenomenon, the free agent nation, or the lack of investment made in developing leaders. But since blame is a lazy man’s wage, I will not entertain that debate because there are too many options out there for developing leaders. There are many leadership development programs in the market. In minutes, with a simple Internet search or over coffee with your head of human resources, you can discover myriad high-quality leadership development programs that you could use in your organization to develop leaders. The problem is not finding a good program, but in choosing one. Answer the Right Questions So how does one choose? The problem we face in evaluating leadership development programs is that we get caught up in evaluating the content rather than asking a simple question, "What do we want our leaders to be able to do?" Each organization is unique in how it answers this question. And that is where the secret lies. If an organization can select a program that matches the answer to the question above, the selected program will likely be the right one. After all, each leadership development program is very good in some way. It is not so important which one you select. It is important that you use the one you select. In other words, the key is to not let it become another un-opened binder on the bookshelves of your management team. Be An Effective Leader Let me give you an example: If an organization’s answer to the question above is, "We want our leaders to be proactive and focused on the things that drive results," your choices are narrowed down to only a few programs that would deliver on that answer. And if I had to pick one program that would deliver on that answer, without hesitation, I would choose, "The Effective Executive" by Peter F. Drucker. It is a classic, and all five of the behaviors of effective executives taught in the book remain vital skills that any leader should practice if he or she wants to be effective in his or her organization. In the book, Drucker teaches that effective executives: Know where their time goes Focus on contribution and results Build on strengths Concentrate on first things first Make effective decisions This is not a book review or a plug for "The Effective Executive," though I do believe if you had to choose one set of skills to teach your leadership, it would be the five from Drucker’s book. This is a challenge for every organization to simplify the selection of leadership development programs, and ask, "What do we want our leaders to be able to do?" Answering this question clearly will help you choose the right program. After all, many programs are excellent. The secret to success is not in which program you choose, but that you get people to apply the program you choose. Photo: Can Stock

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