There's occasionally some confusion about what the difference is between Human Resources (HR), Organisational Development (OD) and Learning & Development (L&D). All three are concerned with people, but each has a slightly different traditional core focus.

How have audience expectations changed following the surge in virtual learning? Building audience expectations in the lead up to a virtual event can determine whether or not that event is ultimately deemed successful or mediocre. 

Are you still using the first 5 minutes of every virtual meeting getting technology set up correctly? “Lisa, Can you hear me? Can you see my screen?” Or perhaps it’s the most common phrase from 2020: “You’re on mute!” 

What is one of the most critical factors in a fast-paced and ever-changing workplace? The answer is learning behaviour because it indicates how an employee can make sense of what is happening, learn and adapt, take action and advance the business in its journey. One of the best indicators of learning behaviour is psychological safety.

Most Psychologists have a general familiarity with Maslow's hierarchy of needs. I wanted to dig deeper into the model to determine whether it truly has sufficient validity to still be considered useful in today’s business environment.

This post is part of our Learning Round-up series, designed to showcase informative and trending content from the last month or so, mainly revolving around HR, learning & development, productivity, psychology, and decision making.

The ADDIE model is virtually synonymous with instructional design or instructional systems design (ISD). Instructional design is the discipline concerned with the design of training programs (both online and classroom).

If you’re curious about what an award-winning e-Learning professional, blogger and TED speaker with 30 years’ experience in the learning game thinks is good, bad and ugly in the history of theory and practice, then grab a bucket of popcorn.