Supply Chain Training and Development

Hiring good people is just the start. Onboarding well is the key to keeping them. The truth about weak onboarding: ↳ It costs you 2-3x more in the long run ↳ Creates unnecessary imposter syndrome ↳ Breeds preventable mistakes ↳ Kills momentum before it starts What strong onboarding actually looks like: 1. Structured First 90 Days • Clear milestones and wins • Regular check-in rhythm • Progressive responsibility increase 2. Support System That Works • Dedicated mentor assignments • Cross-team introductions • "Stupid question" channels 3. Resources Ready Day 1 • Updated documentation • Tool access pre-configured • Team processes explained 4. Learning Built Into The Schedule • Protected learning blocks • Practice environments • Feedback loops Stop expecting people to "figure it out." Start investing in their success. The best companies know: A slow start beats a false start. What was your best (or worst) onboarding experience? ♻ Share if you believe in better onboarding

7 Ways to Upskill Your People: Tell me, and I forget. Show me, and I remember. Involve me, and I understand. In today’s fast-changing world, upskilling isn’t optional—it’s essential. Great leaders focus on developing their team’s skills for the long term. Here are 7 ways to foster continuous learning and upskilling: 1. 𝗖𝗿𝗲𝗮𝘁𝗲 𝗔 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 → Encourage curiosity and lifelong learning. → Make learning part of your team’s daily routine. 2. 𝗢𝗳𝗳𝗲𝗿 𝗧𝗮𝗶𝗹𝗼𝗿𝗲𝗱 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗣𝗹𝗮𝗻𝘀 → Identify skill gaps and align training with individual goals. → Personalization boosts engagement and results. 3. 𝗘𝗺𝗯𝗿𝗮𝗰𝗲 𝗔𝗜 𝗮𝗻𝗱 𝗠𝗶𝗰𝗿𝗼𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 → Use AI-learning platforms like Shiken AI. → Use AI roleplay, quiz generation to upskill your people. 4. 𝗟𝗲𝘁 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗧𝗮𝗸𝗲 𝗖𝗵𝗮𝗿𝗴𝗲 → Give them autonomy to choose learning paths. → Ownership fosters accountability and motivation. 5. 𝗖𝗼𝗻𝗻𝗲𝗰𝘁 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝘁𝗼 𝗖𝗮𝗿𝗲𝗲𝗿 𝗚𝗿𝗼𝘄𝘁𝗵 → Show how new skills lead to promotions and opportunities. → People are more likely to invest in learning when they see the payoff. 6. 𝗣𝗿𝗼𝗺𝗼𝘁𝗲 𝗢𝗻-𝘁𝗵𝗲-𝗝𝗼𝗯 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 → 80% of learning happens through hands-on experience. → Pair employees with mentors or rotate roles to expand their skill sets. 7. 𝗜𝗻𝗰𝗲𝗻𝘁𝗶𝘃𝗶𝘇𝗲 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 → Recognize and reward efforts to gain new skills. → Use certifications, bonuses, or public acknowledgment to keep learners motivated. Upskilling isn’t just about staying relevant It’s about empowering your people to thrive. What’s your team doing to stay ahead of the curve? Let me know in the comments below 👇 --- ♻️ Find this helpful? Repost for your network. ➕ Follow Dr Alexander Young for daily insights on productivity, leadership, and AI.

In our weekly team meetings a client company, we have a segment called 'Lessons Learned.' Here, team members share an error they made during the week and how they rectified it. This not only encourages 'Micro-Learning' but also builds a culture of openness and acceptance around making and learning from mistakes. This approach is a significant step towards creating a psychologically safe environment - a place low in interpersonal fear where everyone feels safe and encouraged to share ideas, feedback, questions, and vulnerabilities. When we embrace mistakes as opportunities for growth and learning, we foster an environment of 'Learner Safety.' By doing so, we are not only encouraging learning but also cultivating an environment where everyone feels valued, heard, and safe to contribute their perspectives. But this is just the beginning. We must also strive to create 'Contributor Safety' and 'Challenger Safety,' inviting contributions and encouraging challenging the status quo. Every small, proactive step—micro-behaviors or affirmations—leads us towards building a psychologically safe and inclusively rich team culture. How are you fostering a psychologically safe environment in your organization? What steps have you taken, or plan to take, to encourage learning, contributions, and challenges? #PsychologicalSafety #InclusiveCulture #Leadership #MicroLearning

How do I build a 12-month roadmap for a recruit using their production and my company playbook? Let me share a quick story. One of the leaders I coached was struggling to onboard a new hire effectively. They had great potential but didn’t quite understand how they fit into the big picture. As they dove into the role, the rookie felt lost and overwhelmed, leading to a few early missteps. We worked together on a solution. Instead of just assigning tasks based on numbers and quotas, we flipped the script. We created a detailed 12-month roadmap aligning their production goals with our company playbook. This wasn’t just about selling; it was about grasping our vision and understanding how their contributions would make an impact. Here’s how you can do the same: Start by identifying key production milestones for the recruit, breaking them down into manageable quarterly goals. For each quarter, align these objectives with specific elements of your playbook — training modules, key projects, or team collaboration opportunities. Ensure that each milestone has clear, actionable steps and reasons behind them, so the recruit knows not just what to do but why it matters. Also, keep communication open. Regular check-ins will help you both stay aligned and pivot if necessary. This framework works because it transforms the onboarding experience from a transactional series of tasks into a collaborative journey. When recruits see how their efforts support a greater vision, they’re not just going through the motions; they’re genuinely invested in the success of the team and the company. A meaningful onboarding process can set the stage for long-term engagement and high performance. Let’s make sure our new hires feel they belong and can see the roadmap to their success right from the start.

Most new hires don't fail because they can't do the job. They fail because we don't teach them how. We spend months recruiting the perfect candidate, then throw them into the deep end with a laptop and "good luck." But the best companies know something different. They understand that the first 90 days aren't just about orientation - they're about transformation. Here's the 30-60-90 framework that turns confused new hires into confident contributors: Days 1-30: Learn & Assimilate Focus on cultural integration and foundational knowledge. Give them small wins to build confidence while they absorb your mission, systems, and workflows. Days 31-60: Contribute & Collaborate Shift to independent contribution. Assign real projects with deliverables.  Expand their network through cross-team collaboration and establish regular feedback loops. Days 61-90: Lead & Innovate Full autonomy on core responsibilities. Encourage strategic thinking and fresh ideas. They should be mentoring newer hires or learning from senior team members. The magic happens when you combine three elements: → Structure: Clear expectations for each phase → Ownership: Let them shape their own learning journey → Support: Pair them with a buddy and celebrate small wins Most companies treat onboarding like a checklist to complete. The best companies treat it like an investment to maximize. A strong 30-60-90 plan doesn't just help new hires succeed - it transforms them from "just another seat" into high-impact contributors who stay, grow, and refer others. What's the biggest onboarding mistake you've seen companies make?

I’ve been reflecting on how much time I am investing in my #ProfessionalDevelopment, and how to best support our #LearningCulture within Prosci, especially with tight budgets and resource constraints. Here are some of the low to no-cost, highest-ROI strategies ideas I’ve found to be effective. I’d love to hear what’s been working for you! 🎯 Create a learning plan with very clear objectives. I personally love using our individual change #ADKAR framework for this. AWARENESS (recognize the need for improvement - why does this matter?); DESIRE (your individual dedication and motivation to do the learning - why does this matter for me?); KNOWLEDGE (specifics on how you will gain the skill, e.g., training, peer learning); ABILITY (plan for practice - how will you demonstrate and apply new knowledge?); and REINFORCEMENT (ensure sustainability - what steps will you take to maintain results?). 🔗 Partner up internally. Can your finance team teach project managers how to measure ROI? Could marketing help HR with engagement strategies? These internal "barter" arrangements often unlock surprising value. ☕ Encourage knowledge-sharing. Create spaces where teams can share challenges and solutions. Not only does this build skills, but it also strengthens cross-team relationships that improve execution. Whether through internal online forums, lunch-and-learns, or mentoring, the more people share what they know, the more it multiplies. ✋ Tap into your organization’s experience. The person who led a similar project three years ago could be your best resource today - no budget needed. I'd encourage you to be a bit #vulnerable and ask for support where you know you don't have all the answers. 🤖 Leverage free AI tools. AI can accelerate learning and can offer immense value when used creatively. AI tools like language models (e.g., ChatGPT) can provide instant answers to questions, explanations of complex concepts, or help with brainstorming ideas. Want to create a personalized learning plan on a new #skill or #competency? It's brilliant. ⏲️ Make time. I know this one can be tough, but I’m committed to creating time for learning—whether it’s blocking out "learning hours" in my calendar, dedicating time during team meetings, or making weekend chores more productive by listening to a #LinkedInLearning course at the same time as I weed the garden. It's a small investment that pays dividends over time. #ResourceOptimization #KnowledgeSharing #AILearning #CapabilityDevelopment

Two of the biggest problems I hear about in leadership development: 1/ “Learning doesn’t stick.” 2/ “We don’t have a culture of learning.” BOTH of these problems can be solved. The key is to create a “learning ecosystem.” I’m not saying it’s easy...It’s certainly not something you can do overnight. But, these 7 tactics can go a long way: 1/ Hold a monthly community of practice Get your audience together each month (on Zoom). Use the call to: - reinforce key learnings - forge peer connections - give everyone a chance to ask Qs & share challenges - facilitate practice 2/ Create a Resource Vault Store learning resources in one live folder. Keep your docs updated in real time: - Insert new examples - Take & apply real-time feedback from learners - Create new resources based on what learners need The goal here is to make the vault a place your learners return to often. 3/ Send Weekly Behavioral Nudges Weekly behavioral nudges: - are a simple way to double or triple the value of an existing assessment or training program - can take a one-and-done program/assessment and add a year-long tail of exercises and key insights Nudges = STICKY learning 4/ Give Every Learner Access to a REAL Coach Use message-based coaching to: - expand the number of employees you can offer coaching to - meet employees at the exact moment that they need help 5/ Create a Peer Learning Network Peer learning tech enables collaboration in new ways. (And in ways that in-person can’t) Example: One leadership development team at a big tech company used a simple Google doc where learners shared questions, insights, and examples from over a dozen locations. As their doc grew… - themes emerged - ideas intersected - they had a running record of key info 6/ Deliver Microlearning in the Flow of Work Micro-learning: - makes learning available on-demand (open book test) - helps increase repetition to build habits - brings learning into the flow of work 7/ Trigger Organic Conversations You might: - use conversational guides (between peers or between learners & managers). - use prompts in your peer learning network - hold breakouts in your community of practice The idea is that over time, your learners will naturally use the language and ideas from your learning in their daily conversations. ____ Apply these 7 tactics (or even just a few) and you'll be well on your way to creating a learning ecosystem. One that will: 1/ take in new topics and spit out behavior change 2/ generate more feedback than you can collect 3/ solidify a culture of learning What other components do you include in your programs? #leadershipdevelopment

We spend months interviewing to find the “perfect” CSM… and then set them up to fail. Here’s the reality I see too often: ❗ New hires are thrown customers after 1–2 weeks. ❗ Product training is rushed or nonexistent. ❗ SOPs are thin, outdated, or missing. ❗ Leaders don’t invest the time to set expectations or coach. ❗ And then KPIs are handed down that even seasoned CSMs struggle to hit. The issue isn’t the talent, it’s the lack of enablement. But here’s the good news: you don’t need a dedicated L&D team or endless resources to onboard well. You need intention. A simple enablement plan for new CSMs (even with limited resources): 1️⃣ Onboarding Buddy - Pair new hires with an experienced CSM for shadowing, Q&A, and feedback. 2️⃣ 30-60-90 Plan - Outline clear goals and expectations for their first 3 months. (Focus on learning before doing.) 3️⃣ Product Deep Dives - Host weekly “lunch and learns” where Product, CS, or Support walks through one feature in detail. Have them shadow customer onboarding or watch recordings. 4️⃣ Playbook Starter Pack - Even if you don’t have full SOPs, document 3–5 repeatable workflows (renewals, QBR prep, escalation handling). 5️⃣ Mock Meetings – Run practice customer calls internally before they ever face a real customer. 6️⃣ Leader Time - Block weekly 1:1s focused not just on performance but on coaching, context, and confidence-building. These aren’t heavy lifts, they’re discipline and focus. If you want your CSMs to succeed (and your customers to stay), stop spending all your energy on hiring the “perfect” candidate and start spending more on enabling them once they walk through the door.

𝟑 𝐝𝐚𝐲𝐬 𝐢𝐧𝐭𝐨 𝐡𝐢𝐬 𝐧𝐞𝐰 𝐣𝐨𝐛, 𝐭𝐡𝐢𝐬 𝐭𝐞𝐜𝐡𝐧𝐢𝐜𝐢𝐚𝐧 𝐚𝐥𝐦𝐨𝐬𝐭 𝐪𝐮𝐢𝐭. 𝐍𝐨𝐭 𝐛𝐞𝐜𝐚𝐮𝐬𝐞 𝐨𝐟 𝐭𝐡𝐞 𝐰𝐨𝐫𝐤 𝐨𝐫 𝐭𝐡𝐞 𝐩𝐚𝐲. 𝐁𝐞𝐜𝐚𝐮𝐬𝐞 𝐧𝐨𝐛𝐨𝐝𝐲 𝐡𝐚𝐝 𝐬𝐩𝐨𝐤𝐞𝐧 𝐭𝐨 𝐡𝐢𝐦 𝐬𝐢𝐧𝐜𝐞 𝐡𝐞 𝐚𝐫𝐫𝐢𝐯𝐞𝐝. My client had spent months recruiting for this position. They'd interviewed dozens of candidates and negotiated the perfect package. Everyone was thrilled when he finally accepted. Then HR took over the onboarding. On day 1, they walked him to his work area and left. No introductions to the team No supervisor meeting Not even a basic contact list for when he had questions. For three days, he worked in complete isolation. He didn't know anyone's name Had no idea who to report to Completely disconnected from the company that just hired him The only reason he stayed? Pure luck. The owner happened to visit, saw what was happening, and immediately went into damage control mode. Introduced and connected him with the team Apologized for the complete failure of their onboarding process That technician is still there today, but it was almost a disaster. You can spend months finding the perfect person. But if you abandon them in Week 1, you'll lose them before they've even started. The fix isn't complicated, but it does require intention: 💯 Schedule proper introductions with key team members 💯 Create a simple contact sheet with names and roles 💯 Plan at least one team lunch or coffee 💯 Set clear expectations for their first 30 days Your new hire’s first week shapes how they see your company. They're not just learning their job, they're deciding if they made the right choice. Make those first days count. Your recruiting efforts depend on it.

𝗢𝘃𝗲𝗿𝗰𝗼𝗺𝗶𝗻𝗴 𝗥𝗲𝘀𝗶𝘀𝘁𝗮𝗻𝗰𝗲 𝘁𝗼 𝗖𝗵𝗮𝗻𝗴𝗲 𝗶𝗻 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗮𝗻𝗱 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 🌟 Facing resistance to new learning initiatives or changes in training methods? You're not alone. Resistance from employees and managers can be a significant roadblock, stalling progress and hindering the successful adoption of new skills and technologies. Resistance Ignoring this resistance can be costly. It can prevent your organization from staying competitive and adaptable in a fast-evolving business landscape. Here’s how to effectively tackle this issue: 📌 Engage Stakeholders Early: Involve employees and managers in the planning phase of new learning initiatives. Seek their input and feedback to make them feel part of the change process. This reduces resistance as they begin to see the change as something they helped shape. 📌 Communicate the Benefits Clearly: Clearly articulate the benefits of the new training methods. Explain how these changes will improve their job performance, career growth, and the organization’s overall success. Use real-world examples and success stories to illustrate the positive impact. 📌 Provide Continuous Support: Offer ongoing support throughout the change process. This includes training sessions, Q&A forums, and one-on-one coaching. Ensure that employees know where to seek help and feel supported as they transition to the new methods. 📌 Address Concerns Openly: Create an open dialogue where employees can voice their concerns and questions. Address these concerns transparently and provide solutions or adjustments when possible. Acknowledging and addressing fears can ease the transition. 📌 Leverage Change Champions: Identify and empower change champions within your organization. These individuals can advocate for the new initiatives, share their positive experiences, and encourage their peers to embrace the change. 📌 Monitor and Celebrate Progress: Track the progress of the new initiatives and celebrate milestones and successes. Recognizing and rewarding employees for their adaptability and participation can boost morale and reinforce positive behavior. 📌 Provide Practical Training: Ensure that the new training methods are practical and relevant to the employees' roles. Hands-on, relatable content can make the learning process more engaging and less daunting. 📌 Use a Phased Approach: Implement changes in phases rather than all at once. This gradual approach allows employees to adapt at a manageable pace and reduces the overwhelm that can accompany significant changes. By engaging stakeholders early, communicating benefits clearly, and providing robust support, you can overcome resistance and pave the way for successful learning and development initiatives. Got more strategies for overcoming resistance to change in L&D? Share them below! ⬇️ #ChangeManagement #LearningAndDevelopment #EmployeeEngagement #TrainingInnovation #OrganizationalGrowth #LeadershipDevelopment