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| AN ARTICLE A DAY, PICKED BY OUR EDITORS | | | Picture this: your team is responsible for a big presentation this week, and you’ve asked a coworker to draft something up. But his first effort isn’t quite right—and neither is his second one. Do you take the time to teach him how to do better, or rewrite it yourself while burning the midnight oil? All too often, it’s the latter, leaving everyone frustrated or even demoralized. But there might be a better way, if your organization cultivates a culture focused on developing employees through one-on-one learning, particularly with many companies facing yawning skills gaps today. Here’s how to modernize and scale an apprenticeship model, plus steps that can help build momentum as you put it into practice. | | — Torea Frey, managing editor, Seattle | | | Postpandemic skill gaps need filling, and formal learning alone won't do the trick. Scaling the lost art of one-on-one learning can make the difference. | | Did you enjoy this newsletter? Forward it to colleagues and friends so they can subscribe too.
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