Skills & Learning

LLMs have immense capabilities but present practical challenges that require human knowledge workers’ involvement.

In this MIT SMR webinar, experts discuss why skill should be front and center in organizations’ talent strategies.

For leadership development programs to be more effective, providers and purchasers must focus more on desired impact.

Get your talent marketplace off the ground using these lessons learned about user adoption and change management.

How leaders enable transformation by modeling both change readiness and respect for existing culture.

Leaders can apply four strategies to facilitate thorny workplace conversations about identity, diversity, and justice.

Analytics and other measurements offer insight into what audiences think about a talk both during and after the event.

How can a leader’s language stir interest in reskilling programs? An experiment at Vodafone surfaced best practices.

How to quickly apply new soft skills to tough problems and build lasting culture change.

This article describes a new workforce operating model that’s helping companies boost productivity.

These guidelines can help make your most challenging workplace conversations both constructive and respectful.

A presenter at an MIT SMR symposium answers questions about using skills, not degrees, as the benchmark for hiring.

Focusing on the ROI from soft skills training is often key to getting companies to make a serious investment in them.

On the Me, Myself, and AI podcast, Duolingo’s Zan Gilani shares how AI personalizes the language app and motivates users.

Employers should set the expectation and the example of clear communication with current and prospective employees.

LinkedIn data shows that a skills-first talent strategy can improve employee hiring, upskilling, and retention.

The full video of an MIT SMR symposium looks at how the pandemic has changed the way we work.

When organizations invest in learning and development, the benefits extend beyond individual employees to their teams.

Organizations can leverage a skills-based approach to culture change to speed the process and address real challenges.

Companies can expand their talent pools by creating a supportive work environment for people who are neurodivergent.