The Trainers Network Northamptonshire is holding their next event on 31 March and have invited Paul Matthews to run a session for them: “Should you be in the classroom?” Paul will share a his proven method of how to get the performance diagnostics right before you defaulting to a learning programme and how 70:20:10 fits in. The
Putting the learning back into the workflow Training as well as learning and development is undergoing quite a significant sea-change in thinking. The realisation that traditional forms of training - face to face, online - no longer work in the manner that they used to, or ever worked in the manner that was intended, is
The Training & Development Show is now in its fourth year in the Middle East and growing fast. We are pleased to announce that Paul Matthews has been invited to hold a seminar on performance management and be part of Enthralltech's stand 435 at the show. Enthralltech are our business partners in India and will be showcasing
Now that the summer has gone and we’ve all had our holidays, it’s time to start all over again. It’s funny that when you go on holiday and eventually turn off from the “day job”, you can get a different view of things and you should come back refreshed and ready to go again. With, hopefully, new enthusiasm and desire and maybe even a “new broom”.
In ask GrapevineHR July’s book review, Karly Olsen-Haveland, Head of People and Organisation Development (Sales) EMEA at Google, says: ‘Welcome to the learning ecosystem, or “learnscape”, of Informal Learning at Work that is Paul Matthews’ fresh approach on a well-known theory that informal learning has more impact than classroom, or formal, training.’ Grapevine Book Review
How can organisations ensure their employees retain the information they learn during training courses? Organisations everywhere are trying to get more for less. Leaders are trying to get more out of their employees as they aim to raise their productivity levels and employees also want to develop their skills at work. This makes learning and
You know how it is. You spend lots of money on training. The delegates are all fired up and making promises to themselves to do this and change that. And then people go back to their desks and the overflowing in-tray kidnaps their attention. After a few weeks, the fading memory of those new tools