Championing innovative approaches to leadership learning, you’ll help to ensure the future for British Airways is stronger than ever. Your remit will have a truly global scope. As one of the leading brands in aviation, we have 44,000 staff based in a range of countries. Their specialties range from customer service to IT and commerce. We’ll look to you to ensure everyone’s leaders benefit from excellent learning and development provision, so we can all fulfil our promise ‘To Fly. To Serve.’
You will work with closely with a wide range of people – from HR and Finance Business Partners, to subject matter experts and, of course, leadership and management learning delegates. Taking care to find out what our business needs, you will scope, design and deliver business-wide learning solutions. Building leadership capability and behaviours, you will help to power high performance worldwide. You’ll also enjoy the opportunity to help Global Learning Academy colleagues create brand new leadership initiatives. Benchmarking trends and supplier knowledge, you’ll make sure everything you do is cutting edge.
To join us, you’ll need to demonstrate a track record of managing end-to-end learning and development with proven ROI. Your expertise spans everything from partnering and consulting, through to design, delivery and evaluation. Ideally, you will be accredited and experienced in the use of psychometrics such as MBTI, SDI and Hogan’s. You’ll certainly be an innovative thinker and a creative problem solver, with impressive influencing and coaching skills and a naturally collaborative approach.
To apply, please click on the apply link to visit our website.LocationLondonSalaryCompetitive salaryReferenceUKWTS572Contact NameRecruitmentChampioning innovative approaches to leadership learning, you’ll help to ensure the future for British Airways is stronger than ever. Your remit will have a truly global scope. As one of the leading brands in aviation, we have 44,000 staff based in a range of countries. Their specialties range from customer service to IT and commerce. We’ll look to you to ensure everyone’s leaders benefit from excellent learning and development provision, so we can all fulfil our promise ‘To Fly. To Serve.’
You will work with closely with a wide range of people – from HR and Finance Business Partners, to subject matter experts and, of course, leadership and management learning delegates. Taking care to find out what our business needs, you will scope, design and deliver business-wide learning solutions. Building leadership capability and behaviours, you will help to power high performance worldwide. You’ll also enjoy the opportunity to help Global Learning Academy colleagues create brand new leadership initiatives. Benchmarking trends and supplier knowledge, you’ll make sure everything you do is cutting edge.
To join us, you’ll need to demonstrate a track record of managing end-to-end learning and development with proven ROI. Your expertise spans everything from partnering and consulting, through to design, delivery and evaluation. Ideally, you will be accredited and experienced in the use of psychometrics such as MBTI, SDI and Hogan’s. You’ll certainly be an innovative thinker and a creative problem solver, with impressive influencing and coaching skills and a naturally collaborative approach.
To apply, please click on the apply link to visit our website.Apply now
In this post I’m going to explore the presence of snake oil in a somewhat less likely place than in the old west; I’m going to explore the presence of snake oil within your personal learning network.
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The second week of Intrepid Learning’s MOOC on Corporate MOOCs is now complete. This post reflects on my experience in the MOOC, looking at my experience from two separate angles: That of a learner and that as a learning and performance professional. I will start by commenting on the content of the MOOC, and then reflect on the way the learning experience was constructed.
Next was a re-positioning of the question posed in the previous module, as this module explores what makes a MOOC great for an organization. We explored the four “I” metrics that can be used to measure the effectiveness of an organizational MOOC – Involvement, Interaction, Intimacy, and Influence. There was plenty of discussion around how these metrics can provide real value to an organization. The module also covered the credentials that could be attached to MOOCs and one of the main benefits of MOOCs in a corporate setting: scalability.
Lastly, I am enjoying watching the balance between creation and curation take shape. There is a great deal of content being shared within the MOOC. Some of it was created by Intrepid Learning, some of it was curated by the MOOC designers and brought into the course. In some cases the curated content is part of what I perceive as the “critical learning path” of the experience, and in some cases the curated content is there to expand upon the content for learners that want to dig deeper into a particular topic. I find curation to be a huge part of the future of workplace learning, so it’s been very interesting to see it put into action during this MOOC.
On January 16th, I had the pleasure of speaking at the ATD TechKnowledge Conference. I led a discussion titled Exploring the Learning and Performance Ecosystem. Here’s a description of the session:
My action planning point from this session is actually a carry-over from a conversation with Laura at WOLCE and that is to:
Chip provides tips to help coaches align with the International Coach Federation (ICF) Core Competencies for coaches. Tip #11 looks at managing progress and accountability.
Tayloring It business card