Learning Styles - What type are your learners?

One of the really fascinating things in any group or team process is the myriad of learning styles which show up. chances are in any group you are working with their will be a range of visual, auditory or kinesthetic learners. While some learning style models create even more discrete categories than this, you will see people with different preferences. I go into more detail around learning styles in my book, From One to Many: Best Practices for Team and Group Coaching (Jossey-Bass, 2013). at it's core, the learning style preferences of the different group members are:

Visual:
Prefer and learn throguh things they can see - PowerPoints, Post It notes, Written Materials
Visual learners may also enjoy processing like journalling more than free flowing conversation, as words can anchor their learning process
Media rich approaches such as movies and photo decks (such as Conversation Sparker) are also stimulating to visual learners
Would prefer a webinar with screen sharing over an auditory bridgeline call

Auditory Learners:
Learn by hearing
Virtual channels such as conference calls can be rich for learning
Dialogue and discussion  help to lock things in

Kinesthetic Learners
Kinesthetic learners learn by doing and moving
Kinesthtetic learners may appreciate somatic approaches to coaching which incorporates more "body-centered" approaches

As coaches, working wtih our gorup members to learn about their stule prferences helps us shape a program in terms of design, but also should shape the way we ask questions to different group members.

The question "What does that look like?" is going to be more resonant for a visual learner.

The question "What does that sound like?" is going to be more resonant for an auditory learner.

The questions "What does it feel like?" is going to be more resonant for a kinesthetic learner.

For severeal years now I have worked with different illustrators to bring to life some of these concepts and I am pleased to share with you one we did on the different learning styles. I am sure that for someo of you the cartoon will "lock in" the distinctions, even more than the written word can! Enjoy!

We'll be covering the topic of learning styles to a much greater depth in several upcoming programs including:
The Virtual Facilitation Skills Intensive - a 15 hour online train-the-trainer for those wanting to lead more effective and engaging virtual events - webinars, teleclasses, virtual meetings, etc. Starts Thursday Feb 4th from 12 - 3 pm Eastern/New York (online) and runs for 5 weeks to Thur March 3 (3 spots open)

The Group Coaching Essentials teleseminar - 8.75 CCEs - Covering best practices around  designing, implementing and marketing group coaching (in person and virtual groups, corporate and public groups). Starts Fridays 1:30-2:45 pm Eastern February 5 (runs 5 weeks to March 4th)

The Learning Lab and Design Studio - A six and twelve month group focused on expanding your toolbox and confidence with all things related to group and team programming! Meets Fridays 12 - 1 pm ET,kicking off this Friday  January 29th. Learn more (including call times)

And now...meet Jo, a new team leader who is trying to figure out how she can support the different learning styles in her team. Jo (and her adventures as a new team leader) will be featured at my Teams365 blog for team leaders this year. I would love your feedback on  how you like this first cartoon. Feel free to comment below.

The Adventures of Jo - Learning Styles, Copyright Jennifer Britton, Potentials Realized, 2016.

Best
Jennifer

 Jennifer Britton, MES, PCC, CPCC, CPT
GroupCoachingEssentials.com | Potentials Realized
Author of Effective Group Coaching (Wiley, 2009) and From One to Many: Best Practices for Team and Group Coaching (Jossey-Bass, 2013)
Phone: (416)996-8326
Email me with any questions you have at info(at)potentialsrealized(dot)com

Upcoming programs include:
Learning Lab and Design Studio - Fridays at 12 noon Eastern (by phone) starting January 29th
Group Coaching Essentials teleseminar starts Friday February 5 at 1:30 pm Eastern (8.75 CCes)\
Virtual Facilitation Skills Intensive - a 15 hour onlineTrain-the-Trainer starts Thursday February 4th at 12 noon Eastern

Keeping the conversation going: group programs

"Keeping the conversation going" between group members can add tremendous value to the connection,

learning and trust amongst group members. Whether you are running a group coaching program, offering a teleclass/teleseminar or webinar, how do you keep the conversation flowing between touch points?

You may want to consider incorporating into your work some of these options:

1. Structured assignments/fieldwork between sessions which individuals share insights by email to each other
2. Journalling assignments group member share  using a platform like JournalEngine
3. Learning partners or triads which meet in between sessions (with formal or informal assignments)
4. Tips sent out by email or posted a group site (for example if you are working on busienss development issues, providing group with links to articles written/online resources)
5. Quotations sent out by email or posted to a group site (generated by you as leader/coach or the group)
6. Audios or videos for group members to tap into
7. Private Facebook page

In today's busy world it is easy to lose focus and get pulled into many other areas. What can you do to support accountability, learning, insights, and engagement, with your group members between touchpoints?

Have a terrific week,
Jennifer

Jennifer Britton, PCC, CPCC
Author of Effective Group Coaching and From One to Many: Best Practices for Team and Group Coaching (Jossey-Bass, 2013)
Phone: (416)996-8326
Join us for the 3rd annual Group Coaching Intensive in beautiful Huntsville, Muskoka this July (Thurs/Fri July 11 and 12). 15 CCEs with the ICF (including 13 hours of core competencies)!

Group Coaching - Working with Your Participant's Styles

I had a great weekend, spending Saturday leading an offsite retreat for a client. A major focus of the day was around strengths, and strengths based leadership, key topics which I think are crticial in today's business environment.

The day reminded me of the importance of providing different options to meet the diverse learning needs and different styles of group members.

Helping group/team members identify what their unique styles are, and how they impact their work and relationships (personal and professional) can be a very impactful activity. Some of the style assessments you may consider looking at are:
- the DiSC
- MBTI (note certification needed)
- Personal Style Inventory (PSI)

Of course the whole realm of strengths based work, which is not styles per say, but help teams identify and understand their differences:
- Strengths Finder 2.0
- VIA Strengths

Questions to consider:
1. What assessments do you have at your disposal, or enjoy working with?
2. What impact would style considerations or strengths based work have in your own work with groups/teams?
3. What do you know about your own style preferences? How does this impact your work positively, negatively?
4. What do you know about your own strengths? How are you leveraging these yourself? What else could you be doing to ease into them?

Have a great start to the week!

Jennifer
Jennifer Britton, MES, CPCC, PCC
Author of Effective Group Coaching (Wiley, 2010)
Phone: 416.996.8326
Email: info{at}potentialsrealized{dot}com

Generational Differences in Group Learning

It may be possible that in any of your group programs you have a range of age groups, or different generations, participating. There is getting to be a lot more information and research into the diferent preferences of the different generations. one of the sources I have found useful is the work of Cam Marston at www.generationalinsights.com. You can check out his blog as well.

I write more about the impact of Generational Preferences as it relates to group coaching in my book Effective Group Coaching. I would encourage coaches to continue considering what you include in your programs, and how you deliver it. Different technologies may have impact on different age groups, and different age groups, such as Millenials/Gen Y may have a natural inclination for group work, based on their educational experiences.

Issues to consider are:
- How to leverage the expertise of all participants, recognizing that there may be different levels of experience
- How to support participants through any technological challenges/hurdles they may face in participating
- How to celebrate the diversity of perspectives that exist across age groups, and to support sharing of insights and a valuing of all perspectives

On a practical note you will also want to consider how people would like to receive their materials (online PDFs, materials delivered on a USB or by email versus hard copy materials)

At the end of the day, we need to continue on what is it that our clients, or audience, wants and values. What will best support their learning styles?

What do you notice about the different needs of different generations in your programs? Any trends? As always, please feel free to comment below.


Warm regards,
Jennifer

Jennifer Britton
Author of Effective Group Coaching (Wiley, 2010)
Phone: 416-996-TEAM (8326)
Email: info{at}potentialsrealized.com

Assessments and Group Coaching: Questions to Consider

This week in one of my Group Coaching Essentials programs I was asked about using assessments in connection with group coaching programs. It was a great question, one which I wanted to share some information on the blog.

Assessments can be a wonderful add-on tool to a group coaching program - whether you are wokring with the general public, in corproations/nonprofits, or with intact groups that engage you. You may choose to use assessments as a pre-work piece before th start of a group coaching process, which can inform the discussions, or you may wish to make it part of homework in between sessions.

Assessments provide an opportunity for clients to get a snapshot of where they are at a particular point in time, and can often serve as a benchmark for seeing what changes they make. Assessments can support clients to identify areas for focus, as well as areas of strengths.

Alot of my programs in the last year with corporate clients have involved the use of assessments at one point or another, and the range of what's on the marketplace is vast. You may wish to click over to some earlier posts I had this year on specific assessment tools I like.

When considering integrating an assessment into a group coaching program, some questions you may wish to consider are:
1. What's the purpose of the assessment?
2. How will the assessment integrate into the gropu coaching process?
3. When would it be best to include the assessment?
4. What follow up coaching questions can I include to debrief this?
5. How can the assessment inform action steps or insights for my clients?
6. What budget do I have available (Assessments are available at a range of different prices)?
7. What additional support will my clients need in undertaking the assessment?
8. How will this be relevant and meaningful to the entire group?

What other questions would you consider when looking at assessments?

As always, please feel free to comment below.

Have a great weekend,
Jenn

Jennifer Britton, PCC, CPCC
Author of Effective Group Coaching (Wiley, 2010)

Phone: 416-996-8326
Group Coaching Essentials - New classes just announced including a new start date on June 15 (Tues 7-8:15 pm ET) as well as our accelerated summer program (Tues/Th 2-3:15 pm ET) starting July 22nd

What skills do you want to sharpen?

I have been spending a lot of time this spring talking to, and training, coaches and trainers who are engaging in phenomenal group work - whether it is group coaching, training or retreats.

Regardless of how long we have been practicing our craft, it's important for all of us to keep our skills sharp and continue growing in our own development.

Many of you who know me, know that I love conferences. I not only enjoy speaking at them but I do enjoy particpating as well.

In the last six months I've been part of a number of great conferences - CSTD, HRPA (Human Resources Professional Association) and earlier this week I attended the Partners In Prevention Conference, a conference for health and safety personnel in the area. Given that one of the major projects I have been working on in the last year and a half has been in the safety industry with respect to design and delivery of a leadership succession management training program, it was wonderful to meet other professionals in the industry. Completely unrelated to coaching or training, I was struck by the similarity of key messages - the importance of enhancing communication and leadership skills, the importance of professional development, and the need to flourish in an environment of continuous change.

Questions to consider:

As you look towards the last half of this year, what skills do you want to sharpen?
What opportunities for learning and growth will you create for yourself?
If you have been immersed in learning, what steps will you take to action your new insights?

Have a terrific weekend,
Jennifer

Jennifer Britton, PCC, CPCC
Group Coaching Essentials
Effective Group Coaching Book

Case for Coaching: When Training is Not Enough

I was originally attracted to coaching years ago in part due to the opportunity I saw in having it as a support mechanism to "bring the learning home" after a training program or workshop. My work over the last 7 years, both as coach and trainer, has reconfirmed that coaching (group and/or individual) is an essential element in supporting individuals to integrate new learning and behaviors more quickly into their life and work.

In writing Effective Group Coaching I was quite intrigued with exploring what did the research say about transfer of learning? At the same time, I was very interested in identifying what really are the benefits of group coaching from the client's perspective as well as the coaches perspective. In fact, a whole chapter of the book explores the Business (and Learning) Case for Group Coaching.

I'm always on the lookout for great, and succinct, research. One summary of research on the Transfer of Training was written a few years ago over at the Winning Teams Blog by Judy Hollis, entitled Why Training Doesn't Work - 50 Years of Research. It's a great summary of some of the major findings around retention and transfer of learning.

Enjoy!

Warm regards,
Jennifer

Jennifer Britton, PCC, CPCC
Group Coaching Essentials: Next program begins May 11th (Tuesdays 10:30-11:45 am ET)
Email: info{at}potentialsrealized{dot}com

What happens after training?

Many readers will know my story of what brought me into coaching years ago - namely the question around boosting rates of transfer of training back to the workplace. As a manager and director who also wore a trainer's hat for my team, I consistently noticed how even with the best of intentions, the transfer of learning was never 100%. I continue to advocate for coaching, including group coaching, as a way to boost learner integration of these new skills and ideas. In fact, we've seen already this year in all of the projects I have led, how important group coaching is in what I call "keeping the learning alive" once people are back at work.

There was a great article recently published in the Guardian which focuses on the outcomes of a 3 year evaluation study by Knowledge Pool which analyzed the "transfer of learning to the workplace" and the impact on performance, of over 10,000 learners. You can read it here.

Here's what Kevin Lovell of Knowledge Pool writes,
"The results show that 69% of learners use what they learn and experience significant performance improvement from training. A further 6% don't use what they learn, yet they experience performance improvement anyway. 25% of learners doe not experience significant performance imprvement as a result of learning. Of these learners most also say that they did not use what they learn.

We can conclude, firstly, that a quarter of all training fails to deliver a significant performance improvement. Secondly, line manageer support to help learners use what they learn is a major factor in tackling the lack of performance improvement. The study found that where learners do receive line manager support, 94% go onto apply what they learn, and performance improvement invarably follows".

So, how are you engaging managers in the training and/or coaching work you are doing? What do you notice about the transfer of learning - do you see it as high within the industries, sectors and locations you work in? How are you "keeping the learning alive"?

As always, I would love to hear your thoughts. Feel free to post below.

Have a great week
Jenn

Jennifer Britton
Author of Effective Group Coaching
Email: info@potentialsrealized.com

CSTD/IFTDO Conference Wrap Up

I had a great time last week attending, and speaking at the IFTDO/CSTD Annual Conference. Thanks to all who turned out for my presentation on Group Coaching: A Method to Support Organizational Performance. There were about 80 coaches and learning professionals who attended the session I co-facilated with co-faciltiator, Maureen Clarke of the Blueprint Group. We had a lot of fun and hope that you did too.

It was wonderful reconnecting in person with colleagues from the learning profession across North America, while renewing my thirst for knowledge. Some of my favorite sessions were facilitiated by:

Christie Sterns of Training Makes Cents
Harold Stolovitch of who talked about research and performance improvement
Jane Bozarth who spoke on Instructional Design for the Real World
as well as some of the really innovative training via technology that is coming out of UHN from Heather Pollex and Anya Wood.

When was the last time you participated in some professional development? I look forward to meeting up with a number of you in December in Orlando for the 2009 ICF Conference. I will be presenting a session on Group Coaching: Essential Habits and Innovative Approaches on Saturday Decmeber 5th in the afternoon as part of the program. I hope that you will join me if you are attending!

Have a terrrific week - more to follow on tidbits and bytes gleaned last week.

Warmly
Jennifer

Jennifer Britton, PCC, CPT
Group Coaching Essentials
Email: info{at}potentialsrealized{com}

The date of the next, and last, Group Coaching Essentials program for 2009 has been shifted to start one week later on Monday November 9th at 12noon (ET). If you are wanting to create and launch your own group coacing work in the new year, now is a great ime to get started. Several spaces still remain in November's lunchtime session. Contact me for more details or click here. Session dates and times are: Mondays 12 - 1:15 pm (ET): Monday November 9, 16, 30, December 7 plus early January

What's hitting your radarscreen?

Open any newspaper, or turn on the TV, and change being effected by the economy, and politics (particularly this week in Canada), is evident. In fact, a major theme of a team coaching engagement I completed this morning was all around change. Many of you who are coaches are probably finding more and more clients (individuals and teams) are wanting more around support for change.

I've been receiving some interesting links to what's being reported on in the learning and organizational realms from many of the professional associations I belong to like ASTD and CSTD. I wanted to share a number of articles which I have found interesting over the last few weeks.

It seems like business owners, trainers and coaches are being impacted in different ways. Depending on services, pricing, clients, diversification some businesses are flourishing, while unforunately others are having to close their doors. What is happening within your business right now? Where are you positioning yourself in 2009?

Here's an interesting article on Speaking Fees from the NY Times
Think Horizontal from the Conference Board (great article about teams)
The 2008 ASTD State of the Industry Report was also published last month. Check out http://www.astd.org/ for up to date industry information.

What interesteing resources have you come across lately?

Have a great week
Jenn

Jennifer Britton, PCC, CPCC
Potentials Realized

Sharpening the Skills of Your Trade

When was the last time you sharpened the skills of your trade, and picked up some new skills or approaches?

After going almost a year of applying my last learning, I've returned back to the seminar room myself in the last few weeks. I took a postively powerful program with Shadow Coach (TM) Donna Karlin last week here in Toronto. I first saw Donna speak back in 2005 at the ICF Global Conference and was intrigued with the Shadow Coach model, which includes real-time observational coaching with clients. It's an ideal model for environments which are really fast paced and dynamic or constantly changing - places such as the UN or Government or many corporations. I'm pleased to announce that I am now a Shadow Coach (TM) and am offering this as an additonal offering to my corporate clients. So rather than meeting with clients twice a month by phone, some of them can now have me come in and shadow them for several days at a time and engage in coaching in the pauses of the day.

You can find out more about the Shadow Coaching work that Donna does here or her training program for coaches here.

Another great offering is coming to Toronto in a few weeks - The Team Diagnostic Assessment. It will be offered here in Toronto from April 4 through 6th.

The Team Diagnostic Assessment™ is a state-of-the-art instrument, based on a proven model that defines the necessary strengths for high-performing, sustainable, and inspired teams. Participation in this rigorous training program leads to certification in the Team Diagnostic™ Assessment which authorizes the participant to deliver this comprehensive development tool for teams that identifies gaps in Productivity strengths and Positivity strengths and facilitates concrete action in order to create sustainable high performing teams. This program is unique in its systems approach to teams and in its coaching approach to the facilitation and ongoing guidance of teams. The model, assessment and delivery format are grounded in systems theory, emotional intelligence work, appreciative inquiry and leading academic research. The difference between this work and training is that it teaches the team to become response-able for their own behaviour as a team over time, resulting in sustainable change in team performance and results. Unlike other coaching approaches, relationship systems coaching views teams not as a collection of individuals, but as a self-organizing system of relationships and interacting influences all of which affect the performance and satisfaction of individuals and of the system as a whole. This creates breakthrough paradigm shifts in the way team members interact and how the team performs as a whole.

This course is for you if:
You’re a coach looking for a unique model and assessment to use with teams
You’re trained in ORSC (systems coaching) and want a complementary assessment tool and model to use with teams
You currently work with teams in a facilitation or consulting role and would like to learn a proven method for team development
You are a coach looking for a tool that will help you take your coaching into organizations
You are in HR or OD and looking for a model or assessment to bring in-house

For more information or to register contact Team Coaching International at http://www.teamcoachinginternational.com. You can find out more under Products and Team Diagnostic

What new skills and programs are you taking right now to sharpen your skills or add new ones to your toolkit?

Warm regards,
Jennifer

Jennifer Britton, PCC, CPCC, CPT
Potentials Realized
Group Coaching Essentials
Toll free: 1-866-217-1960

Learning Styles: What's the impact on your group programs

As learners, we each learn in different ways. Individuals will have a preferred learning style, either visual, auditory, kinesthetic (by touch). Keep in mind that we often have a preferred mix of different learning styles.

Visual learners are supported in the learning process by sight. They benefit from lots of graphics including color charts, diagrams and pictures to support the presentation.

An auditory learner learns primarily by hearing. They learn best by listening to presentations and explanations, and may really benefit or gravitate to teleseminars or teleclasses.

Kinestheic learners primarily learn more by doing (writing, touching, drawing). These learners thrive on trying it out and discovering for themselves.

As a facilitator of group programs (whether you are a coach, trainer or manager) you need to be sensitive to the different learning styles your group members bring. It is important to tailor your activities and delivery methods to meet the needs of diverse learning styles.

What is your preferred learning style? Think about it for a moment – how do you best learn?

Being aware of your preferred learning style can uncover some of the biases you may hold as a facilitator. For example, if you are an auditory learner your program may be really full of great audio content but not have enough written materials, posters or flipcharts to support the needs of visual learners.

Likewise, if you have a predominance towards kinesthetic learning you may bring a bias towards learning through doing, without providing sufficient “direction” for visual learners or auditory learners.

I speak a lot about learning styles during the Workshop and Retreat Essentials program and will have a focus on this in my upcoming Toronto Group Facilitation Intensive (May 2 and 3). If you are curious about finding out more about your own learning style, or want to bring some discussion of this into your programs for your learners, you may want to check out

Learning Styles Online – Has a great overview of learning styles as well as a free online assessment which you can take. I did this with a group of new small business owners last summer and they really liked the assessment – it is quite comprehensive.

Learnativity.com also used to have a great Learning Sytles Assessment and Motivation Style Assessment.

If you are wondering about what can I do to meet the needs of the different learning styles in my groups, here is a blog post I wrote last summer on Tips for Meeting the Needs of Visual Learners.

Here's a question for you - What do you need to keep in mind when you design or run your next program?

Have a great start to the week,
Jennifer

Jennifer Britton, PCC, CHRP
Potentials Realized
Group Coaching Essentials

More trends in learning and development

I stumbled across a great blog this morning called Corporate Training and E-Learning. A little while ago, Jenna Sweeney the blog host, posted a great article "Bersin's 2007 Predictions" back in March, with some predictions about the training industry in 2007. As we are now more than mid-way through the year, it is quite interesting to see how many of these trends are actually gaining mainstream focus.

Of particular note:
* Focus on leadership development
* Talent Management changing the role of HR
* E-Learning 3.0 (self-published training using blogs, wikis and podcasts to deliver training)

While at the page, check out Jenna's post in January on Jay Cross' 2007 personal predictions for elearning. He's right on the mark with many of them!

How are you keeping abreast of these changes within the learning and development industry? What changes have you made to your product and service offerings?

Enjoy,
Jennifer

Jennifer Britton, PCC, CHRP, CPT, CPCC
Potentials Realized
Group Coaching Essentials
Email: info{at} potentialsrealized{dot}com

Current Trends in Learning and Development

Current Trends In Learning and Development
Copyright 2007 - Jennifer Britton. All Rights Reserved

Attending the 2007 ASTD Conference last week was positively stimulating and I wanted to share a bit of the "energy" created during the five days in Atlanta.

Overall, some of the main messages were that Learning and Development will continue to play an increased role in organizational success to meet the current opportunities and challenges in the business world. Whether you are a coach, trainer or facilitator, indicators say that our professions will continue to be in demand as employers grapple with the following trends:

1. The Need for Just in Time Learning
As employees become more mobile and are asked to take on more responsibilities with information flows increasing, employers are looking at opportunities to create Just in Time Learning. Whether it's mobile learning options through podcasting, or mentoring programs, just in time learning is one of the latest trends in the T and D field.

Question: How are you offering just in time learning solutions through your work?
What possible solutions could you create for just in time learning?

2. Inter-generational Management Issues
How do you support organizations on inter-generational management and leadership issues? There was a lot of discussion around techniques to harness the unique capabilities of the Gen Y, Gen X, and Baby Boomer generations. What challenges and opportunities are showing up in organizations that you work in?

3. Talent Shortage
With the imminent retirement of the baby boomer generation in the next five years, professionals in HR and the learning field continue to shine light on possible talent shortage and skills gaps that may occur.

Question: How do your coaching services address the talent shortage?

4. Globalization opportunities and challenges - Globalization of business continues to be a very real trend. Organizations are continuing to place a focus on building global leadership skills, looking at how global can be local as well as at hard skill development in the areas of cross-cultural communication, global leadership competencies and team building.

5. Leveraging Strengths:
Strengths Based management and development continues to demonstrate very important results. I attended a number of sessions presented by Gallup on their research around employee engagement and their work on the StrengthsFinder 2.0.

Another very interesting resource which I discovered at the conference is the work by Sara Orem, Jacqueline Binkert and Ann Clancy - Appreciative Coaching. Their model is grounded in Appreciative Inquiry and coaches individuals from a strengths perspective. Fascinating work and model! I'll definitely blog more on their work in the future!

6. The importance of building relationships:
Keith Ferrazzi of Ferrazi Greeenlight and the author of Never Eat Alone gave a stirring keynote on the importance of relationships in business. I would invite you to check out his website: http://www.nevereatalone.com, and also to ask yourself, how are you building relationships with others? With clients? With possible collaborators?

I would welcome your thoughts in terms of what you see as trends in the field of learning and development -- please feel free to comment below. One of the main messages I took away is that it continues to be an exciting time to work within the sphere of learning and development, with indicators that the demand and needs will continue to grow.

Have a wonderful week,
Jennifer

Jennifer Britton
Potentials Realized
Group Coaching Essentials
Email: jennifer[at]potentialsrealized.com
Toll Free: 1-866-217-1960

The Workshop and Retreat Essentials teleseminar program starts on next Monday, June 18th at 7 pm (ET). Are you looking for tools, templates, resources and exercises to add to your toolkit for your own workshops and retreats? Space is limited to 8 and a few spots still remain. More information and a registration link can be found here. Calls will be held on June 18, 25, July 8 and 15/07.

Trends in Workplace Learning and Performance

The 2006 ASTD State of the Industry preview report has just been released. The information is quite fascintating and includes the following trends:

• $109.25 Billion was spent last year in the US on workplace learning and performance;
• The average number of formal learning hours per employee increased (anywhere from 35 hours – 43 hours);
• The average cost per learning hour fell;
• Globalization is continuing to provide challenge for organizations who want to expand their learning programs;
• Leadership development and Succession planning were the focus of some of the BEST organizations;
• The strategic link between learning and performance is growing.

As a coach or trainer, what is the impact of these trends on your business and work? What new possibilities exist for your work? What current offerings need to be revised?

You can order your copy of the ASTD State of the Industry Report at http://store.astd.org.

I’d be interested in hearing your thoughts,
Jennifer


Jennifer Britton
Potentials Realized
Group Coaching Essentials
Toll Free: 1-866-217-1960