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Research Summary: April 2022

April 25, 2022
The Annual Training Industry report ’22 sees a reduction in self-serve training and a focus on training performance. They predict growth in leadership and teamwork training. All this aligns to our belief that teams are the best way to drive learning and performance.

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A popular course on Harvard’s MBA program is happiness at work. A leader’s happiness is core to developing happy and engaged teams who will deliver results. Squadify scores found the importance of happiness shot up in the pandemic but teams still aren’t actually happy

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McKinsey reports a new perspective on The Great Resignation from a member of the US army. She likens the return to work after covid with a return home after military deployment. People are reassessing their lives and work balance and employers should support them

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 Research published in HBR suggests a crisis is looming as managers struggle to adapt to new leadership expectations. They define four waves of innovation which have driven changes in leaders’ power, skills, and structure. Firms need to support leaders to adapt and thrive

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 Job security is why many people choose traditional 9-5 jobs over self-employment, but with the lay-offs and uncertainty brought about by covid and the switch to WFH employees are re-evaluating their job choices and employers will need to offer more flexibility.

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Generative leadership is gaining traction in big name businesses – Microsoft, Ikea, Cisco. Its defined as combining head (balancing stakeholders) heart (enriching the human experience) and hands (supercharged teams). It’s the triple bottom line and employees love it too

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Digital learning academy Nomadic say the future of work is instructorless. Their research showed that a ‘coach’ was more effective than a teacher but still better than no one!. We always engage a coach/facilitator to optimise in-work learning and drive engagement

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Senior McKinsey Partner Bill Schaninger advocates for a 20-hour week. He suggests the 40-hour week is outdated and irrelevant in today’s world of work. And it would enable organisations to leverage the loyalty and value of young and old employees who value flexibility

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