Most leadership development programs fall short not because leaders don’t care, but because the realities of day‑to‑day work make it hard to consistently apply what they’ve learned. Leaders are juggling deadlines, shifting priorities, and constant context‑switching — all while genuinely wanting to lead well. The
Creating a leadership development plan can feel like one of those tasks that everyone agrees is important, yet no one has time for. It’s complex, ambiguous, and often gets pushed to the bottom of the list until a performance issue, engagement dip, or turnover spike
HR and Learning and Development leaders are under growing pressure to prove that leadership development actually delivers results. You’re expected to build better leaders, strengthen culture, and drive retention — all while working with limited time and budgets. In our recent article on Five Pitfalls
One of the most powerful tools inside Joyntly’s leadership development platform is also the simplest: the Notes feature. Every week, as you complete personalized exercises tied to your current skill path, you have the option to add notes. Over time, these notes become more than quick
You’re already investing time, budget, and energy into leadership development. But in today’s fast-changing workplace, the real challenge isn’t whether you’re developing leaders—it’s knowing exactly which skills will make the biggest impact on your organization over the next 12–24 months. Without that clarity, leadership programs
Why so many leadership programs fall short—and what science reveals about the deeper challenges Leadership development is one of the most strategically important areas of investment for organizations. And it’s often one of the most frustrating. Despite years of effort, generous budgets, and genuine executive
In high-performing teams, productivity isn’t just a matter of working harder—it’s about working better. It hinges on how a team interacts, adapts, and communicates. And at the center of those dynamics is the team’s manager. Most managers are promoted for their technical skills, not their
When leadership teams invest in training, they expect results. They want to see people learning new skills, shifting behaviors, and delivering better outcomes. But too often, organizations overlook a deceptively simple question at the outset: How do learners feel about the training experience? This is
For decades, standardized employee development programs promised efficiency, scalability, and consistency. Yet today, the drawbacks of one-size-fits-all approaches have become increasingly hard to ignore—and increasingly costly. Organizations that continue to rely on generic development models risk disengaging their employees, underutilizing talent, and losing their competitive
The 2025 TalentLMS Annual L&D Benchmark Report reveals striking gaps in employee training. These findings underscore a pivotal challenge for Learning and Development (L&D), Human Resources (HR), and leadership development professionals: ensuring that employees are equipped with the knowledge and skills to thrive in a
Picture this: A manager walks into work with a sense of purpose, excited about the skills they’re mastering and how those skills are shaping their future. Now imagine that feeling permeating across your entire organization—every leader on their own unique growth path, yet collectively contributing
In today’s rapidly evolving business landscape, the ability to identify and nurture high-potential employees (HiPos) is critical to maintaining a competitive edge. High-potential employees are those who consistently perform well, exhibit strong leadership capabilities, and possess the potential to advance into critical roles within the
Join us at ATD NE FL’s June Chapter Meeting where Joyntly’s co-founder, Dr. Sam Paustian-Underdahl, will present an innovative approach to soft skills development! In today’s talent development landscape, understanding and leveraging soft skills is crucial. Traditional training often uses a one-size-fits-all method, leading to
Transforming Workplace Skills Through Personality Development Personality tests, particularly for the Big Five personality traits—Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism (Emotion Regulation)—have historically helped businesses screen candidates during the hiring and selection processes. For instance, individuals high in Conscientiousness are often more effective for roles
In today’s competitive business landscape, employee Learning and Development (L&D) is a strategic necessity, crucial for attracting and retaining talent, especially millennials and Gen Z employees. While companies make significant investments in L&D programs ($101 billion last year), many organizations fail to effectively evaluate their
We are thrilled to announce that Kate Frear, the CEO of Joyntly, has been invited to speak at the upcoming SHRM Talent Conference & Expo 2024! Her session, titled “AI and the Promise of Personalized Learning Technology,” will delve into the revolutionary role of AI
Personalized learning technologies have gained traction in the corporate world, and with the recent advances in AI, the potential for these technologies is even greater. Personalized learning refers to delivering the right learning content to the right person, at the right time. This approach can
Contact us today to see how you can elevate your workforce with Joyntly's personalized workplace skills development software.
