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You’ve championed the vision of a vibrant learning culture, gained C-suite buy-in, and designed engaging experiences. Yet, the journey to embedding continuous learning into a large, multinational corporate setting is rarely a smooth ascent. It’s often punctuated by predictable, yet formidable, obstacles. For corporate learning leaders, recognizing these roadblocks and proactively developing strategies to overcome […]

For corporate learning leaders navigating the complexities of a multinational enterprise, establishing a true learning culture involves more than just curriculum development or technological infrastructure. While C-suite buy-in provides the strategic mandate and budget, the real vibrancy of a learning culture pulses through its learners’ engagement. Without active participation, curiosity, and a genuine desire to

In the pursuit of establishing a robust and pervasive learning culture within a multinational corporation, one truth stands out above all others: C-suite buy-in isn’t just important; it’s non-negotiable. Without the visible, vocal, and unwavering support of senior leadership, any aspirations of embedding continuous learning into the organizational DNA will likely remain aspirational, confined to

It’s not an overstatement to say that a Learning and Development team serves as the cultural beacon for learning within our organizations. If we aren’t actively engaged in personal and professional development, knowledge sharing, and experimentation, our efforts to promote these into the broader company will lack authenticity and effectiveness. It’s about leading by example.

The phrase “learning culture” has moved from a buzzword to a strategic imperative. For corporate learning leaders, understanding and actively fostering such a culture is no longer optional; it’s the bedrock upon which organizational resilience, innovation, and sustained success are built. But what exactly is a learning culture, and why should it be at the

Learner disengagement is a common problem in corporate training experiences. Even with a strong start, learners can lose momentum due to various factors, including lengthy content, lack of perceived progress, or waning motivation. To combat this, L&D professionals must proactively design learning experiences that continuously re-engage learners and provide compelling reasons to persist until completion.

Securing and growing the budget for corporate learning and development (L&D) often feels like an uphill battle. The C-suite, focused on bottom lines and strategic outcomes, needs to see a clear and compelling return on investment. Gone are the days when L&D could operate in a silo, justifying its existence based on training hours delivered.

You devoted the last six months to creating a transformative learning curriculum for your organization. Now it’s time to launch, but you are caught off guard by your learners’ unenthusiastic response to this new training opportunity. What could you have done differently?  The effectiveness of a curriculum hinges not only on its design and content

Building on the principles of game theory, such as strategic interactions, payoffs, and Nash Equilibrium discussed in the first article, this article explores essential learning theories that support effective gamification. We will focus on how these theories can be applied to design gamified learning experiences that motivate learners and enhance the educational process. These include:  

Like many L&D professionals, are you constantly seeking ways to spark learner engagement and drive effective upskilling? Today’s market, characterized by high employee turnover and a competitive talent landscape, demands enjoyable learning experiences that foster a positive workplace culture. Digital natives expect interactive experiences. It’s what they’ve grown up with, and the slow pace of