How to Train a New Manager for Leadership: Prevent Bad Management From the Start | Code of Talent

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82% of companies fail to choose the right managers, leading to disengagement, poor performance, and turnover that could cost your organization thousands, if not millions. New managers, however, are unpolished gems where change begins. Knowing how to train a new manager is the key to addressing poor leadership at its roots and unlocking your team’s full potential.

Every untrained manager risks damaging your workforce, costing your company millions. Let’s address this before it’s too late.

This article delves into the hidden struggles of new managers, the pressures they face from day one, the organizational impact of inadequate training, and actionable solutions to prepare them for success.

The Importance of Training New Managers for Leadership

“People don’t quit jobs; they quit managers” is a phrase you’ve likely heard before. Bad management isn’t just a minor inconvenience—it’s the number one reason employees leave their jobs. Research from Gallup shows that replacing an employee can cost 1.5–2 times their annual salary, significantly impacting a company’s bottom line.

Moreover, according to the Journal of Business and Psychology, incompetent or ineffective leadership can lead to decreased job satisfaction, lower overall team performance, and increased turnover intentions.

This can all be avoided if companies prioritize how to train new managers for leadership early on. Leadership training doesn’t just benefit individual managers—it addresses the broader issues that arise from poor leadership, described below.

Bad Leadership Traits 

There are many traits that can define a manager as “a bad boss” in the eyes of their employees, often driving them to leave the company. These issues contribute to high turnover rates and employee burnout, costing U.S. businesses an estimated $1 trillion annually in lost productivity, recruitment, and reputation damage.

Bad leadership traits typically fall into three categories:

The “Accidental Managers” Phenomenon

Many organizations promote employees based on technical expertise rather than leadership potential. These “accidental managers” often lack the skills to lead people effectively, defaulting to managing tasks rather than people. According to the UK Chartered Management Institute, 46% of managers believe their peers are promoted for the wrong reasons, such as internal relationships or profile over performance.

But while these managers may lack the skills needed for their new roles, they shouldn’t be discredited. With proper training and development, they can grow into capable, inspiring leaders.

The Domino Effect of Ill-Prepared Managers

If left unchecked, bad leadership can snowball over time. Managers become increasingly confident in their toxic leadership style, employees quit, and the company struggles to maintain consistency.

The cycle repeats when the manager is replaced, but without intervention, the same issues arise with the next hire. Moreover, poor leadership cascades across entire teams, leading to disengagement, low morale, and underperformance.

The Pressing Expectations New Managers Face

Before developing an effective training program for new managers, organizations must first understand the psychology behind stepping into a leadership role. The expectations placed on a new manager shape their leadership style, making it crucial to recognize the impact these expectations can have on their performance.

First Impressions Matter

New managers face the critical challenge of making a strong first impression, which shapes their credibility, authority, and ability to inspire trust. According to the London School of Economics, early missteps can damage trust and make recovery difficult, leading to lost confidence from both team members and upper management. Team leaders represent not only themselves but also their team, along with its values and skills, within the organization.

Learning to Manage Themselves and the Team

New managers must manage themselves and their teams with little time or experience, quickly evaluating team strengths, weaknesses, and performance. This pressure to build trust, set expectations, and make decisions often leaves them overwhelmed, uncertain, and stressed.

The Soft vs. Hard Skills Gap

It’s often said that no manager has both good soft and hard skills. In reality, many lack both, creating a leadership vacuum that hurts team cohesion. While hard skills are important for task execution, the lack of soft skills can hinder effective leadership. For new managers, this gap can lead to poor self-confidence; not mastering one skill can tarnish their image as a respectable, capable leader.

Stress and Team Morale

Managing stress is another significant challenge. A new manager under pressure often unintentionally spreads anxiety to their team, leading to lower morale and diminished productivity. New managers also struggle to motivate disengaged employees while navigating their own uncertainties. Leadership changes can lead to higher turnover, as employees may leave if the new manager doesn’t meet expectations, adding to the pressure.

Actionable Steps to Ensure Good Leadership from the Start 

To set new managers up for success, it’s essential to provide them with a clear roadmap from day one. When crafting a training program for new managers, it’s important to consider key metrics that provide a strong foundation for their learning and development goals.

Conduct Leadership Gap Assessments

Evaluate new managers’ strengths and weaknesses through:

Establish Key Performance Indicators (KPIs) From Day One

Define clear expectations to guide managers and measure their performance. Example KPIs include:

Key Skills to Develop

Effective leadership training should focus on developing the following skills:

Implement Mentorship Programs for New Leaders

Mentorship programs provide invaluable real-world guidance to new managers, helping them navigate the complexities of their roles. Pairing new leaders with experienced mentors accelerates learning, reduces errors, and fosters confidence.

Beyond immediate support, mentorship programs ensure continuous growth and retention. New managers gain insights from seasoned leaders, while organizations benefit from stronger leadership pipelines and reduced turnover.

Effective Training Modules for New Managers

Training a new manager for leadership requires a tailored approach that addresses their unique skill gaps and real-world challenges. By focusing on how to train a new manager for leadership, organizations can ensure that managers are equipped with the right tools to lead effectively.

Targeted Training Programs 

Targeted training is crucial for addressing specific leadership gaps. It offers personalized learning tailored to each manager’s challenges, covering:

Digital platforms make this process more efficient, offering on-demand, adaptable content to address the needs identified during the assessment phase.

Real-Life Scenarios

Real-life scenario training helps new managers apply their skills in context. This hands-on approach builds confidence, refines decision-making, and prepares managers for leadership complexities in ways that traditional training cannot. Through simulation-based learning, new managers can:

Constant Feedback 

Effective feedback loops help managers track progress and adjust their approach, enabling ongoing reflection and improvement in performance. Key components include:

Examples of Trainings for Successful First-Time Managers 

Workshops on Leadership Fundamentals, Soft Skills, and Conflict Resolution

Performance Evaluations Training

Team Motivation and Internal Conflict Management

Compliance and Internal Policies Training

Leveraging Code of Talent to Solve Leadership Challenges

Code of Talent’s platform provides scalable, bite-sized learning solutions to address leadership training gaps. With a microlearning approach, new managers can quickly develop essential skills like communication, delegation, and conflict resolution.

The platform offers real-time feedback and AI-powered customizable learning paths, allowing organizations to track progress and tailor training to individual needs. Its focus on practical application helps new managers implement what they’ve learned immediately, reducing the risk of leadership missteps.

Conclusion

Don’t let poor leadership drain your organization’s potential. Training new managers effectively is a crucial step toward improving team morale, reducing turnover, and increasing performance.

By focusing on how to train a new manager for leadership, you can address the root causes of leadership struggles and create a positive, productive work environment. Platforms like Code of Talent offer flexible, bite-sized learning solutions to support your new leaders’ growth. Prioritize leadership development today to build a stronger future for your teams.

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Employee underperformance could be costing your organization 10-20% more than necessary—are you prepared to address it? This is just one example of how training impacts employee performance. Turnover costs, customer dissatisfaction, lost sales, decreased shareholder value, and reputational issues are some of the other significant consequences.

This article examines the costly risks of neglecting training programs and how investing in innovative learning strategies can significantly improve employee performance and organizational success.

The Alarming Truth About Underperforming Teams 

Underperforming employees usually go unnoticed until it’s too late. Research from Culture Amp shows that underperforming employees can make up to 20% of the workforce, with a median of 4%. Alarmingly, data reflects that 50% of employees were surprised by their performance ratings—87% of these surprises were negative. This disconnect doesn’t just lead to uncomfortable reviews; it’s a significant driver of disengagement, with 23% of employees reporting a drop in motivation and commitment after receiving unexpected feedback.

The root cause of such performance issues is frequently traced back to inadequate training. Many employees attribute their poor performance to a lack of clear guidance and skill development, highlighting a systemic failure in learning and development (L&D) initiatives.

How Training Gaps Undermine Organizational Success 

Not investing in employee training doesn’t just leave gaps in knowledge—it creates a ripple effect of problems that can seriously hurt your business:

Skill Gaps

Employees without proper training often struggle to meet the demands of their roles, which leads to mistakes, inefficiencies, and delays that drag down overall productivity. If these errors cause breaches or compliance failures, the resulting fines and legal costs can be financially devastating.

Employee Frustration

When employees feel unprepared or unsupported, frustration sets in, making it harder for them to stay engaged with their work. Over time, this frustration can spread to other team members, creating a negative work environment.

Higher Turnover Rates

Employees seek growth opportunities. Without development programs, they leave for companies that invest in their skills. Gallup estimates that employee turnover costs U.S. businesses approximately 1 trillion dollars annually, with replacement costs ranging from 1.5-2x an employee’s salary.

Inability to Adapt to Change

Without proper training, employees struggle to keep up with new technologies, processes, or industry trends. While competitors adopt new tools and strategies, companies that don’t invest in training risk losing their edge, falling behind the competition.

Poor Customer Service

Inadequately trained employees fail to meet customer expectations, resulting in complaints, negative reviews, and a decline in loyalty. Effective customer service training can transform interactions and improve satisfaction, building stronger customer relationships.

Lack of Team Collaboration

Training on effective collaboration techniques helps teams communicate clearly, align their goals, and use each other’s strengths. Without collaboration training, miscommunication and conflicting priorities arise, leading to delays and eroded trust.

The Training Programs That Prevent Costly Mistakes

We’ve explored how training impacts employee performance when it’s underdeveloped or non-existent, but let’s turn to a more positive outlook.

Organizations that invest in comprehensive training programs see significant benefits. According to Forbes, companies offering comprehensive training programs achieve 218% higher income per employee compared to those without formal training and a 24% higher profit margin overall.

Addressing these gaps through effective training doesn’t just enhance performance—it boosts engagement and drives overall business success.

Core Areas to Focus On

A well-rounded training program should address both the hard and soft skills that employees need to thrive in their roles. By identifying the core areas that directly impact performance, companies can build a cohesive training and learning plan.

Here are some of these critical focus areas to consider:

  1. Technical Skills: Job-specific training ensures competency. For example, IT teams require continuous education on emerging technologies and security practices.
  2. Soft Skills: Training in communication and problem-solving fosters effective teamwork and customer interactions.
  3. Compliance: Regulatory training minimizes legal risks. Industries like healthcare and finance rely on compliance to avoid severe penalties.
  4. Leadership Development: Building future leaders cultivates long-term success. Even skilled managers need training to lead with confidence and inspire teams.
  5. Customer Service: Active listening, conflict resolution, and empathy training enhance customer satisfaction and loyalty.
  6. Product Knowledge: Employees across all roles benefit from understanding company products to align efforts and improve efficiency.

Digital Transformation in Training

Modern training is powered by digital tools that cater to diverse, global teams. Some of these platforms’ features contain: 

Customizing Training for Success

An effective training program lies in its customization and ability to cater to organizational needs. One-size-fits-all solutions often fall short, failing to address the unique challenges of different teams or departments. 

A great example of tailored training is found in microlearning platforms which offer:

Continuous Feedback for Growth

32% of employees often wait more than three months for feedback from their supervisor, which can significantly contribute to disengagement and frustration. When employees don’t receive regular feedback, they may feel disconnected from their performance goals, leading to a lack of motivation and a slower pace of improvement. 

Platforms that enable real-time feedback and mentoring help:

Proven Metrics to Measure and Improve Training Impact

Implementing learning initiatives is not enough. Quantitative and qualitative metrics give real insight into how training impacts employee performance. 

Here are some examples of clear and measurable indicators to track training performance: 

Proven Success Story: Code of Talent’s Impact

One success story of efficient training implementation involves a commercial bank leveraging Code of Talent’s microlearning platform. Results included:

Boost Performance with Custom Training Solutions

Don’t let underperformance drain your resources any longer. It all starts with understanding how training impacts employee performance. By embracing strategies like customized learning experiences, real-time feedback, and innovative platforms like Code of Talent, you can elevate your team’s skills, boost motivation, and fuel long-term success. The transformation begins with the right training approach.

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According to Gallup, 85% of employees worldwide are not fully engaged at work – an expensive trend that’s costing businesses billions in lost productivity every year. In sales, where drive and enthusiasm directly impact results, disengagement could mean serious setbacks.

But here’s the good news: gamification can be a game-changer. This article unveils five surprising, high-impact benefits of gamified learning for sales reps. We’re talking about techniques that boost engagement, amplify knowledge retention, and improve performance – all while keeping your team motivated and focused on hitting those targets.

Why Gamification is Changing the Face of Sales

Gamification has emerged as one of the most effective strategies for transforming sales training. By incorporating game mechanics like points, rewards, levels, and leaderboards, gamification taps into basic human instincts – achievement, recognition, and competition. Gamified learning turns training into a dynamic, results-driven experience that motivates sales reps to tackle challenges head-on and achieve their targets with confidence.

Studies from sources like Deloitte reveal that gamified training programs consistently lead to higher engagement rates and faster skill development than traditional methods. When sales reps are fully engaged in their learning process, they retain information more effectively, close deals faster, and have greater confidence handling objections. Rather than feeling like another task, gamified training becomes an experience that drives motivation and builds essential skills.

Beyond skill-building, gamification fosters a spirit of healthy competition within teams. A competitive drive is about pushing oneself to the next level. When sales reps see their names on leaderboards or earn recognition for their achievements, it fuels them to perform better. This energy doesn’t stay in training – it shows up in customer interactions, creating better relationships and stronger sales numbers.

5 Benefits of Using Gamified Learning in Sales

Gamified learning brings tangible, sales-focused benefits that go beyond engagement. It’s a powerful way to improve the skills, motivation, and overall performance of sales teams. Here’s how it makes a measurable impact:

1. Drives Higher Sales Performance and Productivity

Gamification motivates sales reps to hit their targets and go beyond them by introducing competitive elements like leaderboards and achievement badges. This structured competition motivates reps to improve their productivity, with gamified platforms reporting 15% to 20% boosts in performance across teams. By visualizing progress and creating achievable challenges, gamification keeps reps actively working toward incremental goals, leading to better sales outcomes.

Example: A leaderboard tracking weekly sales numbers sparks friendly rivalry among team members, pushing each rep to outperform their previous records.

2. Accelerates Learning and Skill Development

In sales, being quick to learn and adapt is everything. Gamification accelerates this learning curve by rewarding progress and creating retention-focused repetition. Gamified learning is designed to be memorable, which is why it increases retention rates, helping reps internalize new skills and apply them in live sales calls.

Example: A sales rep earns points for every successful pitch completion in training, reinforcing techniques that they are more likely to use with real clients.

3. Improves Customer Engagement and Relationship Building

When sales reps are more engaged, they bring that energy to customer interactions, enhancing client experiences and relationship building. Gamification often includes “soft skills” elements like negotiation and communication scenarios, which prepare reps for real customer conversations. Engaged sales reps interact with more energy and commitment, which makes a positive impression on clients and increases conversion rates.

Example: Reps use a simulation game that allows them to handle different customer profiles, practicing responses and building empathy, making them better prepared for live client interactions.

4. Reduces Turnover by Boosting Satisfaction and Motivation

Gamification provides frequent positive reinforcement, instant rewards, and recognition, all of which contribute to higher satisfaction and motivation among sales reps. Reps who feel recognized and valued are far less likely to leave. With frequent feedback, they’re more satisfied with their job, reducing turnover and retaining valuable team members.

Example: Reps can unlock badges or rewards for hitting specific targets, receiving recognition that keeps them motivated and less likely to consider leaving for a more engaging environment.

5. Provides Actionable Performance Data

One of the major advantages of gamified learning is the data it provides. Tracking performance through gamified modules enables managers to identify skill gaps, strengths, and areas for improvement across their teams. With this data, sales leaders can better tailor training and develop more effective strategies for team growth.

Example: Managers access dashboards showing where reps excel or struggle, allowing them to offer targeted training that directly addresses individual needs, leading to higher overall team performance.

Gamification in Sales: How to Get Started

Getting started with gamification in sales training is simpler than you might think, and the payoff is worth it. First, identify specific skills or tasks you want to improve. Whether it’s closing techniques, product knowledge, or objection handling, defining the focus areas will help tailor the gamified experience to meet those needs.

Once you’ve outlined the focus, select a gamified training platform that aligns with your goals and engages users in a seamless way. Look for platforms that offer features like customizable leaderboards, achievement tracking, and instant feedback. The key is to integrate gamification smoothly into your current training process, so reps don’t feel like they’re taking on “extra” work.

Code of Talent’s AI-powered microlearning platform is designed to make gamified learning an intuitive, impactful experience. With bite-sized, customizable training modules, Code of Talent enables sales reps to build skills at their own pace, track progress, and earn instant rewards for their achievements. The platform’s real-time feedback and dynamic gamified elements ensure that training sticks, making it an ideal tool for sales environment.

Experience a tailored, gamified training journey for your sales team with Code of Talent’s AI-powered microlearning platform here.

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Picture this: your competition is racing ahead, boosting employee engagement, productivity, and retention rates. And they’re doing it not through more intensive training sessions or endless PowerPoints, but by making learning fun. Yes, “fun” is the operative word here, as a recent Deloitte study shows that companies with gamified training see a 60% increase in engagement. Meanwhile, Gallup data reveals that disengaged employees cost U.S. businesses up to $550 billion annually. Ouch.

Why should this matter to you? Because as your competitors are catching on, they’re leveraging gamification to develop more skilled, motivated, and loyal teams – giving them a significant edge. And in a world where training quality directly impacts the bottom line, ignoring gamification is practically handing over market share to the competition.

In this article, we’ll cover why gamified training is essential, how to introduce it effectively, and what you can expect to gain from embracing this powerful strategy.

What is Training Gamification and Why Your Team Needs It

The concept of gamification in training isn’t new, but it’s more relevant than ever. Simply put, training gamification involves incorporating game mechanics – like scoring, competition, rewards, and progress tracking – into learning programs. But this is more than just “fun and games.” Research from McKinsey shows that gamified learning can improve knowledge retention by up to 40%. Why? Because gamification taps into basic human psychology, triggering dopamine releases that encourage continued engagement and learning.

So, why does your team need it? Here’s the deal: traditional training methods are stale, often leaving employees feeling bored or overwhelmed. Gamification, on the other hand, makes training interactive and personalized, keeping employees engaged and motivated. This engagement, in turn, creates a learning culture where employees aren’t just present in training sessions – they’re actively participating and retaining information.

When you add gamification, you’re building a learning experience that encourages competition, rewards progress, and ultimately, transforms your workforce into a high-performing team.

Gamifying Learning: Boosting Employee Engagement and Performance

Employee engagement is the holy grail of productivity – and gamification is its secret weapon. Recent studies show that 83% of employees who have experienced gamified training feel more motivated. Why? Because the intrinsic motivation gamification creates – through a sense of achievement and real-time feedback – pushes employees to go the extra mile.

With gamified learning, every task and lesson becomes an opportunity for employees to “level up,” fostering a culture of continuous improvement. When your workforce is eager to engage in their training modules, they’re more likely to retain knowledge, apply skills in real situations, and perform better on the job. And the best part? Employees who feel valued and engaged tend to stay with a company longer, reducing turnover rates and saving you the costs associated with rehiring and retraining.

So, don’t just train your employees – captivate them. Gamified training transforms every lesson into a challenge worth taking, encouraging employees to invest in their own development and drive business results.

How to Implement Gamified Training for Maximum ROI

When it comes to ROI, training gamification is an investment that pays off. But to make it work, you’ll need a strategy. Here are actionable examples of how to introduce gamification in your training programs effectively.

1: Leaderboards and Competition

A bit of friendly competition can go a long way. Leaderboards create a sense of achievement and drive employees to improve.

What to do: Set up weekly or monthly leaderboards for training modules or skill assessments. Use a points-based system where employees earn points for completing tasks, scoring high on quizzes, or finishing modules quickly. Make sure to publicly display the leaderboard in your LMS or a shared platform like Slack or Microsoft Teams to keep the competition visible.

2: Progress Bars and Visual Rewards

Visual progress indicators, like progress bars, tap into employees’ intrinsic need to complete tasks and achieve goals.

What to do: Break down your training modules into stages (e.g., beginner, intermediate, and advanced levels) and include a progress bar for each stage. Each time employees complete a module, they see their progress advance. Use this on an LMS where they can log in to track progress daily. Additionally, offer a certificate or digital badge upon completion of each level to encourage them to keep moving forward.

3: Real-World Scenarios and Simulation

Simulated scenarios make training realistic, preparing employees to face challenges they’ll encounter on the job.

What to do: Implement scenario-based training where employees go through simulations of real-life situations. For instance, in a customer service role, create a simulation where they handle a difficult customer. Set up branching scenarios where the outcome changes based on their decisions, which they can see reflected in real-time feedback.

4: Quizzes and Instant Feedback

Quizzes encourage employees to retain information, while instant feedback reinforces learning and shows where improvement is needed.

What to do: Integrate quizzes at the end of each training section and offer instant feedback for correct or incorrect answers. Design the quizzes to highlight key learning points, and let employees retake them to achieve a “passing score” (e.g., 80%). Provide a summary of their quiz performance, noting strengths and areas for improvement.

5: Rewards and Recognition

Recognizing progress and rewarding effort increases motivation. Employees who feel appreciated are more likely to stay engaged and perform well.

What to do: Offer tangible rewards for completing milestones, such as finishing a training module, scoring in the top percentile, or participating actively in discussions. Rewards can include digital badges, points redeemable for gift cards, or even public recognition during team meetings.

5 Surprising Benefits of Gamification in Employee Training

Gamifying your training does more than just keep employees entertained. Here are some unexpected benefits that might make you want to start today:

  1. Increased Knowledge Retention: Gamification improves memory retention by up to 40%, thanks to interactive learning.
  2. Enhanced Team Collaboration: Games encourage collaboration and communication, making it easier for employees to work together seamlessly.
  3. Boosted Productivity: Engaged employees are 21% more productive. Gamification makes training engaging and boosts on-the-job performance.
  4. Reduced Turnover Rates: Employees who enjoy their training are more likely to stay with the company, lowering costly turnover rates.
  5. Faster Skill Development: Gamified training creates a self-paced environment, allowing employees to develop skills faster and more effectively.

Leveraging Code of Talent for gamification

Code of Talent’s AI-powered microlearning platform is designed to make gamification seamless and effective. Our platform offers bite-sized, interactive learning modules that incorporate game mechanics like rewards, progress tracking, and leaderboards—all aimed at boosting engagement and improving retention. With real-time feedback, scenario-based learning, and customizable content, Code of Talent tailors gamified training experiences to fit your unique needs.

Whether you’re onboarding new hires or upskilling your existing team, Code of Talent makes it easy to implement a gamified learning environment that brings out the best in your workforce.

Ready to revolutionize your training program? Experience a tailored training journey for your team here with Code of Talent and start transforming your workforce!

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Imagine this: You’ve got a multi-million-dollar construction project on a tight deadline, and half your crew is lost, confused, and inefficient from day one. Sounds like a nightmare, right? Well, according to studies, this scenario isn’t as uncommon as you might think. A Gallup report found that only 12% of employees strongly agree that their company does a good job of onboarding new employees. And in an industry like construction, where precision and safety are paramount, poor onboarding can lead to more than just frustration – it can halt progress entirely.

In fact, research shows that effective onboarding can improve employee retention by 82% and productivity by over 70%. How about ineffective onboarding? That’s like leaving your workers to fend for themselves with a half-finished blueprint. It increases the risk of costly errors and also fuels a revolving door of talent that will bleed your budget dry.

So, is your onboarding process for construction workers more of a speed bump than a launchpad? Let’s find out – and more importantly, let’s fix it.

5 Things Your Construction Workers Need to Learn Quickly

1. Safety as a Priority

In construction, safety isn’t just a checkbox; it’s life or death. Yet, too many onboarding processes skim over safety protocols, trusting that workers will “figure it out” on the job. Not a good idea, since the statistics are far too grim

Chart image of work injuries in the construction industry in 2018 - 2022

U.S. Bureau of Labor Statistics shows that over 1 in 5 workplace fatalities happen in construction

When onboarding lacks a robust safety component, you’re not just putting your workers at risk, you’re setting your project up for failure.

Actionable Step: Design a comprehensive safety training module that includes both digital learning and hands-on practice. Use real-life scenarios and quick quizzes to reinforce learning.

Example: A construction company that implemented virtual safety drills saw a 30% drop in on-site accidents and a noticeable boost in worker confidence.

2. Role Clarity and Task Expectations

The first day on a new construction site can feel like being dropped into a jungle. Without clear instructions on who does what and how, your crew could waste hours (or days) trying to navigate their roles. Confusion over job responsibilities leads to inefficiencies, duplicated efforts, and delays – none of which you can afford on a tight project deadline.

Actionable Step: During onboarding, outline specific job responsibilities for each worker. Provide a “role map” that includes daily tasks, expected output, and reporting structure.

Example: A project that included detailed role clarification during onboarding saw a 20% faster ramp-up time for new hires, helping the project finish weeks ahead of schedule.

3. Tool and Equipment Familiarity

Every construction site has its own arsenal of tools and machinery. Expecting your workers to simply “pick it up as they go” is not just inefficient; it’s dangerous. Unfamiliarity with equipment can lead to misuse, accidents, and downtime due to equipment damage or breakdown.

Actionable Step: Incorporate a tool and equipment orientation into your onboarding process. Allow workers to get hands-on experience with the gear they’ll be using daily.

Example: One company that added equipment-specific training during onboarding reduced tool-related downtime by 35%.

4. The Layout of the Construction Site

The site plan is more than just a blueprint; it’s the roadmap for the entire project. Workers need to know where key areas are, such as storage zones, safety stations, and exits. Without a proper understanding of the layout, workers will waste time navigating the site, which eats into productivity.

Actionable Step: Start every new hire with a site tour and a detailed walkthrough of the site plan. Use digital tools that allow them to review the layout anytime they need a refresher.

Example: A large-scale project in New York improved workflow efficiency by 15% after introducing interactive digital site maps during onboarding.

5. How to Read and Interpret Construction Drawings

Not every worker needs to be a civil engineer, but they should be able to interpret key parts of construction drawings. Misreading a blueprint can lead to costly mistakes and rework. A worker who doesn’t understand the blueprints will either waste time asking questions or worse – make mistakes that could cause delays.

Actionable Step: Offer basic blueprint reading training during onboarding, ensuring that every worker understands key symbols, dimensions, and specifications relevant to their tasks.

Example: A construction company reduced project delays by 20% after implementing mandatory blueprint literacy workshops during onboarding.

6. Compliance Requirements and Building Codes

Building codes aren’t optional, and failing to follow them can lead to fines, project shutdowns, or even structural failures. Your workers need to be well-versed in the codes relevant to their job. Ignoring compliance can lead to massive financial losses if inspections fail.

Actionable Step: Incorporate a segment on local building codes and compliance during onboarding, tailored to the specific type of construction and region.

Example: A project in California avoided costly compliance penalties after training workers in updated local building codes during the onboarding process.

7. Project Deadlines and Milestones

Workers are more motivated when they understand the urgency behind a project. Clear communication about deadlines and milestones keeps everyone on track. If workers don’t know the timeline, they won’t prioritize tasks properly, which slows down the entire project.

Actionable Step: Include a project timeline as part of the onboarding materials. Make sure to communicate how each worker’s role impacts the overall deadline.

Example: After making project milestones part of onboarding, a construction firm saw a 10% improvement in meeting project deadlines.

How Code of Talent Can Help Your Onboarding Process for Construction Workforce

Let’s be honest: construction onboarding isn’t like onboarding for a desk job. It requires hands-on learning, safety prioritization, and knowledge of both technical and physical tasks. That’s where Code of Talent comes in. Our platform breaks down complex onboarding processes into bite-sized, interactive modules that fit seamlessly into the flow of your project.

With Code of Talent, you can offer:

We’re here to help you build a smarter, safer, and more efficient workforce—one module at a time.

Don’t Let Onboarding Sabotage Your Construction Projects

In construction, time is money and both are wasted when onboarding isn’t up to par. Skipping over essential training might seem like a way to speed things up, but in the long run, it’ll cost you. Refine your onboarding process and you’ll see a ripple effect in reduced mistakes, improved safety, and faster project completion.

Ready to supercharge your construction onboarding process? Contact Code of Talent today and discover how we can help you create a high-performing team from day one. Try now!

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Creating employee training is never a walk in the park. It’s a complex process, from the initial idea and setting objectives to the actual course creation. It demands a significant investment of time and resources to ensure the final result translates into better productivity and enhanced company performance.

First things first, you need a clear objective. This is the foundation of your training program. Do you need to boost sales, or are you aiming to improve employee retention with a more efficient and engaging onboarding process? Once these goals are crystal clear, everything else will fall into place more smoothly.

Another crucial and time-consuming part of the process is the creation of the training itself. Does your company have the necessary resources for this, and if so, how effective and well-distributed can the training be? In many large companies, this course creation process has shifted to modern, AI-based platforms. Why? Beyond the ease of creating a custom training program from scratch, the experience is much more engaging. Employees tend to retain more information and, in turn, apply more of what they’ve learned, contributing significantly to business success.

What to Keep in Mind: Essential Insights for Crafting a Training Plan

Ready to dive into the nitty-gritty of creating an employee training plan? Here’s what you need to know!

1: Pinpoint Your Business’s Training Needs

The first step in developing a training plan is a thorough assessment of your training needs and existing roles. According to a Harvard Business Review study, accurately identifying skill gaps is key. Here’s how you can do it:

2: Set Clear Objectives

Aim for the SMART goals: Specific, Measurable, Attainable, Relevant, and Time-Bound goals. According to a survey conducted in May 2022 by Harvard Business Review Analytic Services, 82% of respondents considered the use of strategic goals to be “extremely critical” or “very critical” to their organization’s overall success.

Creating a good training program involves setting clear objectives and requirements. Ensure the training program is well-organized and communicated clearly to employees. A study by Training Industry indicates that detailed planning and effective communication contribute significantly to the success of training programs.

3: Choose an impactful solution: AI-powered microlearning

The goal of an AI-powered microlearning platform is to deliver efficient learning methods through bite-sized modules, making them easy to understand and process. This seamless process saves time and costs for employers. It allows you to create personalized training based on your business needs, harnessing peer-to-peer learning and gamification to support sales and retail reps in their result-generating activities, driving performance, market readiness, and customer impact.

Code of Talent’s mission is to equip your professionals with the real-time knowledge, skills, and support they need to successfully deliver on their objectives.

Depending on your identified needs and set objectives, you can choose the appropriate training for corporate clients. Code of Talent’s AI-powered microlearning platform delivers highly engaging microlearning experiences for:

The platform offers a wide range of training creation aimed at growth, development, and efficiency for both employees and the company.

4: Keep Training Relevant and Engaging

Training content must be relevant and tailored to employee needs. Studies show that active learning, which engages employees in the process, is more effective. L&D teams design training programs that align with company interests, saving employer time and enhancing team efficiency.

For instance, an effective onboarding program can boost new employee productivity by over 70%, according to The HR Digest. With Code of Talent, companies can quickly and easily develop strategies to optimize current procedures.

Integration programs play a big role in retaining valuable employees. Our award-winning microlearning platform  provides customized, engaging, and practical on-the-job training that harnesses peer-to-peer learning and gamification to support sales and retail reps in their result-generating activities, driving performance, market readiness, and customer impact.

5: Continuously Evaluate and Improve

After implementing the program, evaluate its effectiveness through various methods, such as:

Conclusion

A well-structured training plan not only enhances employee skills but also boosts satisfaction and development. The positive effects are felt on both sides, driving growth and evolution for employees and the company. By following the described steps and leveraging L&D team support, you can create an effective training program that benefits both employees and the organization. Contact Code of Talent to learn how to set and achieve your training goals. Our microlearning platform emphasizes a personalized approach and continuous evaluation to ensure long-term success of training initiatives.

Photo credit: Pexels

As companies adapt to emerging technologies, such as generative AI, in a rapidly changing world, they face significant challenges in the industry of learning and development. The task of keeping employees up-to-date with the latest advancements and empowering them to make a tangible impact on their organizations is more critical than ever.

The digitalization and personalization of learning processes are essential for ensuring long-term success. But how will these transformations unfold in practice? In this article, we will explore the key trends in training for 2024 and how they will redefine the landscape of learning and development. Get ready to discover innovations that will fundamentally transform how employees learn and grow!

As a manager or L&D professional, you might wonder: how can I make training more appealing for employees, and how much impact can this have on the business? According to the latest statistics, upskilling or reskilling processes make a significant difference in a company’s growth. A global survey by Gallup found that companies are 17% more productive and 21% more profitable when they offer training to engaged employees.

It appears that the way training is conducted also matters greatly. A study by HR Dive revealed that 93% of employees want training that is easy to complete and understand, and 89% want these courses to be available anywhere and anytime. This indicates that the training landscape is evolving, and companies must continuously adapt to these changes.

3 important trends for L&D that will shape the future of trainings in 2024

Upskilling, reskilling, and addressing learning gaps represent an ever-growing need for companies worldwide. In the past five years, total spending on employee training has exceeded $100 billion in the USA, according to Statista.

Considering employees’ engagement with courses and the attention they can dedicate to them, three types of learning that are becoming increasingly important in 2024 and beyond are: microlearning, AI-assisted and personalized course creation, and gamification.

Chart showing training expenditures in the United States, by year, from 2012 to 2023

Total training expenditures in the United States from 2012 to 2023, as shown by Statista

Microlearning or bite-sized course sessions

In 2024 and beyond, microlearning continues to be a major trend, characterized by short, bite-sized course sessions that allow employees to learn at their own pace, precisely when they need it. This flexible format is ideal for today’s workforce, who prefer concise and readily accessible information. Short, interactive learning modules increase information retention and enable the immediate application of acquired knowledge.

Personalized, AI-Assisted Course Creation

Artificial intelligence (AI) aids in personalizing learning experiences. AI-powered training platforms can quickly create training experiences from scratch or based on existing documents and materials. For L&D professionals, this offers the advantage of speed and efficiency in creating training sessions, which can then be easily customized with their own photos and videos.

Gamification or Learning Through Play

Incorporating game elements into training is becoming increasingly popular, as gamification motivates and engages employees more effectively. By using reward mechanisms, points, medals, badges, and competitions, training sessions become more attractive and stimulating, improving participant engagement and performance. Moreover, this efficient learning method accelerates the application of learned concepts by employees, leading to increased profit margins.

How to Stay Up-to-Date on L&D Trends and Best Practices

As an L&D professional, staying on top of the latest trends and best practices in training is crucial. Given the dynamic nature of the digital landscape in recent years, needs are constantly evolving, and it’s important to stay informed to maintain the highest standards in employee development. Here are some effective strategies:

  1. Follow Blogs and Industry Websites. Keep up with blogs and websites of industry experts such as ATD (Association for Talent Development), SHRM (Society for Human Resource Management), Training Industry, eLearning Industry, or Codeoftalent.com, which offer updated articles, case studies, and analyses on L&D trends.
  2. Experiment and Seek Feedback. Experimenting in your own work can help you find new ways to improve your activity and even become a trendsetter. Getting feedback from your learners and managers will help you evaluate the effectiveness of your innovations.
  3. Get Out of the Office. Spend time with your learners and observe their behavior. Ask questions and find out what their interests are.
  4. Think Long Term. Try to differentiate trends from fads and think of how a current trend might affect the L&D industry in five years.

Staying updated with the latest trends and best practices in L&D is essential in today’s ever-changing digital landscape. As an L&D professional, continuous adaptation and learning are necessary to uphold high standards in employee development.

Engage with valuable resources from industry experts, follow thought leaders, and participate in events that highlight the latest innovations. Being active in professional communities also offers exclusive insights and networking opportunities, keeping you at the forefront of the industry.

Are you ready to apply the latest training methods for your company’s employees? Our award-winning microlearning platform, Code of Talent, helps you create personalized courses focused on your business needs, offering a modern and successful approach.

Click here to try it now.

In a business world where time is money and every minute counts, measuring the impact of training programs is essential. Without clear and well-defined performance indicators, Learning and Development (L&D) teams risk navigating through uncharted waters, wasting resources like soap bubbles drifting away.

Key Performance Indicators (KPIs) are like a compass in the middle of the ocean, guiding L&D teams towards guaranteed success. These KPIs provide a clear picture of progress and results and answer critical questions when allocating time and money to training: How effective are the courses, and how much have employees learned?

More importantly, how much do the employees’ learned skills reflect in business results? The resources invested in training should contribute to the company’s growth. A global Gallup study shows that companies offering employee training are 21% more profitable and see a 17% increase in productivity.

Why are KPIs Important for the L&D Team?

Key Performance Indicators (KPIs) are measurable metrics that reflect the success of a particular process or activity. In the context of Learning and Development (L&D), KPIs are vital for evaluating the efficiency and impact of training programs.

KPIs are essential for L&D teams for several reasons:

In essence, KPIs act as the navigational aids that steer L&D teams towards achieving their training goals, ensuring that every effort is aligned with broader business objectives and delivers measurable value.

Powerful KPI’s for L&D Teams

1. Completion rate

This can be measured by the percentage of participants who successfully complete a training program. A high completion rate indicates strong interest and commitment from participants. It’s like finishing a marathon without stopping for selfies.

2. Engagement rate

The percentage of participants actively involved in the training programs, whether through active participation in sessions, completion of course materials, or interaction with peers and trainers is an important KPI. High engagement indicates that participants find the content interesting and relevant but also enhances information retention and contributes to a positive learning environment. By monitoring engagement rates, L&D teams can adjust teaching methods and content to keep participants motivated and dedicated throughout the training.

3. Impact on company performance

This KPI measures the direct effect of training programs on overall company performance. It includes metrics such as increased productivity, reduced errors, improved customer satisfaction, and revenue growth.

To truly measure the impact of training programs on overall company performance, start by identifying key metrics such as productivity levels, error rates, customer satisfaction, and revenue growth. Establish a baseline by collecting data on these metrics before implementing the training program. Once the training is completed, gather the same data and compare the results between the trained group and a control group that did not receive the training. For instance, if a sales team that participated in the training shows a significant increase in sales compared to the control group, this demonstrates the positive impact of the training.

4. Participant satisfaction score

Participant satisfaction is a vital KPI that helps in continuously improving the training programs. Develop a detailed satisfaction survey that includes questions on various aspects such as content quality, trainer effectiveness, and overall satisfaction, using a Likert scale to capture nuanced feedback. Collect this feedback immediately after the training session to ensure that participants’ immediate reactions are recorded. Analyze the survey results to calculate average scores and identify trends, which can help pinpoint strengths and areas needing improvement. Comparing these scores with those from previous training sessions can reveal patterns and provide insights for refining future programs, ensuring that the training remains effective and engaging.

5. Knowledge application rate

By measuring participants’ ability to apply acquired knowledge in their daily work, organizations ensure that training translates directly into tangible results. It gauges the real impact of the training on job performance.

To measure the knowledge application rate, start by defining the specific skills or knowledge areas that the training aims to impart. Post-training, assess participants’ ability to apply these skills in their daily tasks through practical evaluations or on-the-job performance reviews. For example, if the training was focused on improving sales techniques, observe how sales representatives implement these techniques in their client interactions and track any changes in sales figures.

Gather feedback from managers and supervisors who oversee the trained employees, as they can provide insights into how well participants are integrating the new skills into their workflows. Additionally, self-assessment surveys can help capture participants’ perspectives on their ability to apply what they have learned.

6. Individual performance improvement

By tracking measurable progress post-training, organizations identify and nurture key talent, unlocking their full potential. It reflects the program’s effectiveness in developing the necessary skills and competencies, like an upgrade to the latest software version, but for people!

7. Time to implement knowledge

This is measured by the interval of time required for participants to apply new knowledge in their daily activities. A short implementation time indicates efficient and easily comprehensible training. Think of it as the time from downloading a program to running it – the quicker, the better!

8. Knowledge retention rate

This KPI measures the percentage of knowledge retained by participants over a period after completing the training. It assesses the durability and relevance of the information provided. It’s like remembering your favorite recipe months after learning it.

9. Training ROI (return on investment)

Calculating the return on investment (ROI) for training programs involves understanding all associated costs, including materials, trainer fees, and participant wages during the training period. Then, measure the financial benefits resulting from the training, such as increased sales, higher productivity, reduced errors, and lower employee turnover rates. Assign monetary values to these benefits to quantify them effectively. This analysis provides a clear picture of the efficiency of training investments, allowing you to demonstrate the financial return to stakeholders.

Conclusion

Key performance indicators are essential for any L&D team aiming to maximize the impact of training programs. Carefully monitoring these KPI’s not only provides valuable insights into the efficiency and relevance of the programs, but also helps align them with the organization’s strategic objectives. Numbers don’t lie, so make sure they’re as accurate and easy to measure as possible.

Lastly, try to save time and resources by creating modern and engaging learning experiences, so that every training session feels like a valuable investment. This not only enhances the learning journey but also ensures that the knowledge sticks and translates into tangible business results. It’s about making every effort count and seeing the impact in real-world outcomes.

Contact Code of Talent’s team today and learn how we can help you achieve your goals.

Photo: Pixabay

As an L&D professional, you know that time spent on onboarding procedures, skills improvement training, or learning program evaluations is time-consuming. Especially for those in the Learning and Development (L&D) department who have to serve a workforce of hundreds or even thousands of people in  large organizations, these challenges are particularly significant.

Moreover, capturing employees’ attention and motivating them to take courses within the company are also burdensome tasks. Fortunately, AI is a game changer and many learning management systems (LMS) already possess powerful AI-based features that can assist in expediting and streamlining training programs.

But what prompts an organization to prioritize upskilling or reskilling its employees in the first place? Well, training opportunities are increasingly crucial. Data from a Gallup study reveals that 48% of American workers would consider switching to a new job if offered skills training opportunities. According to Deloitte’s Global Millennial and Gen Z survey, nearly 30% of respondents cited learning and development opportunities as the primary reason for choosing their job. Here lies the challenge. Despite organizations globally spending over $350 billion on training, only 12% of employees apply the new skills learned in L&D programs to their jobs, as reported by Harvard Business Review.

Introducing microlearning and customized e-learning, assisted by AI, which not only reduces the workload of the L&D department but also aids employees in learning more efficiently and making a genuine impact on the business.

In the following article, we aim to explore how AI will concretely influence various practical aspects and how it can contribute to achieving a better microlearning experience, benefiting medium and large businesses.

Create AI-powered courses from scratch

When it comes to providing solutions for skill improvement or reskilling, every L&D department encounters the challenge of content development. Nowadays, with the help of artificial intelligence, everything becomes much easier. AI-powered content authoring platforms, such as Codeoftalent.com, provide the means to quickly transform any type of document or training material into a gamified experience for employees. This represents a significant step forward for any L&D department aiming to support and develop its workforce without becoming overwhelmed.

AI automated processes reduce the time and costs involved in producing training materials. For example, Codeoftalent.com allows you to design your training from scratch, starting from a goal or from a file. The latter option is also an AI-based solution that enables you to upload any file, whether it’s an internal procedure or new product presentation or a list of key concepts to cover. Based on the information provided, the platform will create an engaging learning journey for your employees that is based on microlearning and it aims to make them apply what they are learning in no time.

This lightens the load for your L&D team, allowing them to whip up training content from a mere idea or material with lightning speed, and then simply tweak and add photos and videos to what the AI creates.[/vc_column_text][/vc_column][/vc_row]

Health and safety training that incorporates gamification elements such as missions, levels, and badges
This is an example of how an actionable and gamified experience can look like with a microlearning platform assisted by AI

Do you have a goal? The AI will do the rest

AI-based training enables adaptive and personalized learning. For L&D professionals, the task of creating personalized training is a thing of the past. An AI-powered microlearning platform can create an online learning experience from start to finish, given a goal, target audience, and a few other details. Your task would then be to add “the sparkle” and customize it to your exact needs. This would make your job a lot easier.

For example, with Codeoftalent.com, you can begin by simply typing your goal: improving sales performance. Next, select your audience, such as “sales consultants” or “call center agents”, then choose your industry and the expected outcome, such as “achieving sales quotas.” Finally, let the AI work its magic.

The system automatically generates the structure of the topic, the gamified training journey, and required tests, all in bite-sized sessions, in a matter of minutes. Additionally, you can add images, videos, and other personalized elements of your choice to enhance the learning experience, or you can keep those added by our AI.

Therefore, AI plays an essential role in improving learning outcomes, increasing learner satisfaction, and enhancing the business mission for growth teams and productivity.

Provide feedback and evaluate easily

An essential component of microlearning assisted by AI is providing feedback and personalized support for learners. It offers trainers and business managers the means to evaluate and support employees every step of the way. It also helps participants learn from each other and share experiences. For example, participants or managers can share ideas, best practices, documents or guides with the team that provide examples on how to avoid mistakes in sales or dos and don’ts in workplace safety to prevent accidents.

This learning model is also equipped to assess the energy level of participants and monitor the progress of each learner.

Design your first training right now!

Training employees using a microlearning platform with AI capabilities for content authoring and customization is a means for companies to save time and money, but it is also an opportunity to streamline team growth.

If you want to maximize the benefits of AI in practice, it’s important for the organization you’re a part of to invest in understanding and adopting these technologies in various forms. Whether it’s onboarding, sales, soft skills, or compliance training, create the right training and help your employees become more efficient and happier in their roles.

 

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It is no secret that job requirements are more dynamic than ever. The world is changing, and it is changing fast. Technological innovations are disrupting most sectors, while the very nature of work has shifted significantly in the past decade. From automation and artificial intelligence to digital collaboration tools, the way we work has experienced a momentous transformation. 

According to LinkedIn data, skills for jobs have changed by 25% between 2015 and 2020. This figure is expected to jump to 40% by 2025. The abilities that are demanded by each industry are changing at breakneck speed. Some skills that used to be in top demand a decade ago have become almost irrelevant today. When industries are changing at such a pace, upskilling is a matter of urgency. 

Employees are more than on board

Recent research shows that employees understand this urgency. And they have the possibility to upskill at the top of their minds when seeking a new job. 

For some employees, the desire for self-development can reach surprising levels. According to the The American Upskilling Study conducted by Gallup and Amazon, young workers see upskilling as more important than paid vacation or sick leave. This featured as the third top priority for workers aged 18-24, behind only health insurance and disability benefits. So much for the stereotype of an idle and entitled new generation. 

Despite the intense focus on self-improvement from recent labor market entrants, all demographics show a keen interest in upskilling. The same study points out that of the 15,000 US workers of all ages surveyed, more than half of them (57%) say they are “extremely” or “very” interested in participating in an upskilling program.

Just having some courses is not enough – they need to be relevant 

Make no mistake – this desire from employees to upskill isn’t only indicating that they are hyper-motivated to gain new abilities. It also implies that if your company fails to make adequate learning opportunities available, they will seek them elsewhere. 

According to the Workforce Trends Report published last year by the ManpowerGroup, employees are ready to upskill themselves if their employer is not making such courses available. Of all employees surveyed across Western Europe and the US, 57% said they are already pursuing training outside of work. The respondents suggested that this is because company training programs don’t teach them relevant skills, don’t advance their career development, or don’t help them stay competitive in the marketplace.

Skills change fast, and the complexity of each task increases with this. L&D programs need to be updated to reflect this reality.

New developments in L&D can help you keep up

In the current fast-changing environment, just making some courses available is no longer enough. They have to be insightful, accessible, and updated to the latest changes in your industry. This is a lot to think about at once, but fortunately, recent developments in L&D can help you in this mission.

The rollout of AI platforms tailored for the needs of the corporate learning community provides an essential support in this challenging context. Upskilling programs need to always be up to scratch with the cutting-edge realities of your sector. Offering anything less would defeat the purpose of an upskilling programme. 

But when so much changes so quickly, how can your L&D department have the resources to both monitor every change and input the latest learnings into your employees’ programs? Depending on the role responsibilities and sector-specific  developments, updates can occur monthly or even weekly. Fortunately, you can now let the AI take care of that. 

The latest L&D generative AI platforms can generate new courses at the snap of a finger. This can be done either by feeding relevant documents into the program, or by simply writing specific prompts that could guide your AI assistant to design and create a tailored course which is up to date with the latest changes. Generative AI can slash significant amounts of time that would traditionally be spent on writing and designing the course. This can leave your team to focus on the industry- and role-specific big picture and the strategic aspects of their L&D work.

Once you tick the relevance box, focus on the learning experience

Another area where generative AI can help revamp your employees’ learning experience is by designing more interactive and accessible courses. The switch towards microlearning and gamified programs is not such a new development anymore, but many companies are still yet to pick these features up at scale.

Microlearning courses allow your business to present complex information that is broken down in clear, approachable units. Several studies have shown that spaced learning can be more effective than traditional methods where people are exposed to information delivered in bulkier learning slots.  A microlearning study experience greatly increases information retention by giving people the chance to maintain razor-sharp focus in short time intervals and take breaks to let the information sink in. 

Beyond this, the gamification of study materials is another development that will improve the quality of your L&D programs. By tasking your employees to complete “training missions” you can get them to test their knowledge in an interactive fashion through a variety of methods. This will help keep the learning experience interactive and engaging, and in turn further enhance the learning experience and your employee’s satisfaction with the upskilling opportunities offered by your company. 

BIBLIOGRAPHY:

https://linkedin.github.io/future-of-skills/ 

https://www.gallup.com/analytics/354374/the-american-upskilling-study.aspx 

https://www.manpowergroup.be/2023/01/17/manpowergroups-2023-workforce-trends-report-the-new-human-age-is-upon-us/ 

https://www.forbes.com/sites/nickmorrison/2016/05/30/the-secret-of-effective-learning-may-be-less-study-not-more/#66d19f0d21d3 

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