An Agile HR approach to goal setting that accounts for short term tendency to overestimate and long term tendancy to underestimate

Humans are good at underestimating the progress that can be made in the long term but overestimating progress that will be made in the short term.
How do you set goals that will motivate short term achievement without setting people up to fail, whilst not being too lax so that long term progress is stymied?
We think we have an approach that creates continuous striving to do better whilst still being psychologically safe by avoiding over-commitment, [More]

Drop your invisibility cloak and increase your discoverability if you want to build a powerful personal learning network

Inclusion is a 2-way street. You need to be known to be included. Sometimes it's hard to get known, so the more channels and the fewer hurdles there are to including you, the more connected you are likely to become. To increase the types of situations where you can be included make sure you can be discovered and looped in. Included because someone knows your name, included because someone spots your face, included because you have a presence in web search and not just included because you happened to share your contact details. [More]

Learning Campaigns: A marketing approach to Learning and Development

Marketers and learning instructors have known for a long time that for a message to be retained, you need to 'tell them what you're going to tell them', 'tell them', and then 'tell them what you just told them'.
Of course, there's much more to it than that, but there is merit to spaced repetition. Marketing techniques can be applied to learning to achieve high participation levels and high knowledge acquisition and retention.
We've wrapped these techniques into learning campaigns to make it easy for leaders to adopt a marketing approach to learning. [More]