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Successful and unsuccessful companies adopt very different ways of managing change, competing and winning. Examining outcomes achieved enables the differing attitudes, approaches, behaviours and priorities of winners and losers to the integration of learning and working, partnering with...
The pressures on managers today are increasing and what was current yesterday may be quite different from the uncertainties of tomorrow. Top level leadership may be transient and organisational structures are changing but one element of constancy is probably that most people at work continue to...
Examines the connection between influencing and negotiation. Using data collected from self‐assessment instruments developed by them, the authors argue that it is useful to see negotiation as one type of influencing. The article is in two parts. This first part concentrates on influencing. It...
Increasingly line managers are expressing frustration at receiving incomplete performance solutions, weak return on investment, and less than expected results from performance support departments that claim to have the answer for improving business results. Often there are complaints that...
Blended solutions for training are growing in popularity, but are they more than just a combination of a range of "real" learning techniques? Is it a learning approach in its own right? Clerical Medical put the new approach to the test. Attracted by the possibility of shortening face-to-face...
This is the first of two ground‐breaking articles set to challenge the training community with a call to action written by Dr Richard Hale, a leading proponent of action learning. Here he argues that the time has come to shatter the myths that have emerged based upon the propositions of Donald...
In action learning sets participants bring their personal energy and attitudes. These produce identifiable behaviour styles (not types of people). In the energy investment model four behaviour styles of set members are identified, showing participants' typical feelings and reactions, the support...
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