• Personal Resonance© is a research forum engaged in transforming findings from proven research studies on learning, training, performance and expertise into practical training solutions and practices to 'accelerate time-to-expertise' of organizations and professionals. Aggressive time-to-market drives organizations to develop complex cognitive skills of their employees at faster pace to beat their competitors. Goal of forum is to find and share the answer to that ‘speed’. The forum is trying to develop a core knowledge-base in four areas by systematically assimilating, analyzing and synthesizing the proven research studies in wide range of disciplines like cognitive sciences, neuroscience, psychology, education, learning and brain science, etc.: 1) Accelerated Workplace Expertise: Proven research-based strategies and methodologies to accelerate expertise of organization as a whole through training and learning. 2) Accelerated Professional Expertise: Science-based resonance techniques to accelerate expertise, peak performance and effectiveness of individuals. 3) Strategic Training Management: Experience-based competitive philosophies and processes to manage large-scale complex learning and knowledge operations to produce proficient workforce. 4) Competitive Instructional Design: Advanced instructional and learning design techniques to deliver higher order complex skills like problem solving, critical thinking, decision making, technical troubleshooting.

10 Strategic Approaches Exhibited by Training Management Leaders that set them apart (Part 2 of 2)

red-man

This is part II of the blog post I wrote earlier. Read Part-I of this post here: 10 Strategic Approaches Exhibited by Training Management Leaders that set them apart? PART I Strategic Approaches 6 to 10 Here are the remaining 5 traits of training management leaders which set them apart. Through extended research by conducting surveys and systematic analysis of profiles, CVs and career paths of several hundreds of leading training management leaders, several common patterns emerged. 6. Training leaders stay focused on integrating learning and knowledge management through training management The studies showed that the training managing leaders do not see training as a separate function within a company, rather they view training business unit as an integrating unit which connects the organizational learning and organizational knowledge as two interdependent functions. In several organizations, while there are several avenues of knowledge generation and capture, they use the training department is the … Continue reading