Ultimately, it’s up to the learners to trace a plan from where they are to where they want to be.  What is the best way to learn?

Many rules for comedians’ improvisation also can be applied to training.

Workplace learning has risen to the top of many business leaders’ to-do lists. While this is most L&D practitioners’ dream, it comes at a price: the need for "accountability."

Does your company see the progress of more women into the top levels of your organization as a priority? How important is creating a balanced executive team?

Their focus on having a fulfilling life outside of the office means younger workers will be most drawn to companies that enable flexibility.

How do you ensure your managers understand the importance of both hard and soft skills, and are able to recruit and develop employees accordingly?

Do you offer flexible work-life options including the ability to telecommute from an online work portal, or other system? How do you ensure these options don’t affect work quality and productivity?

How do you help create a sense of friendly openness across your company? How can trainers and Human Resource managers best accomplish this?

Do you try to capture the knowledge of exiting executives? How do you do this?

How does your company handle incentives and bonuses? Just for salespeople and top executives? Do you see the value of using bonuses to incentivize a wider swath of employees?

Does your organization have a fully functional, well-used mentoring program? How do you help make it easier for mentors and mentees to work together?

Or are you doing this already? What tips can you pass along to other companies that want to try crowd-sourced training?

Do you offer a learning solution for employees who don’t learn best via games and online simulations?

How do you train managers to interview job applicants? Do you do role-play exercises to practice interviewing? How do you increase the chances of high-quality new hires?

Do you have any ideas you could share for creating a way for companies to assess the viability of executive visionary plans?

How do you create meaningful, instructive communications with your employees?

How does your company cultivate confident, yet humble, leaders? Are there any leadership books or seminars you can recommend?

What is your company’s in-office Internet use policy? Do you restrict access, or are high-performing employees free to use the Internet any way they choose?

Do you use assessment tools in the hiring process in your organization? How do you balance the results of these assessments with what your managers observe and experience in the face-to-face interviews?

A report, released last week by AMA Enterprise, a division of American Management Association, reveals that low-level workers take the brunt of many managers’ anger. How do you help ensure adequate manpower is allocated to each area of your company, and how do you train managers to effectively handle a harried environment?

What kind of crisis management training does your company offer? Do you teach, or at least discuss, the advantages of an open approach?

What is your company’s policy on hiring ex-criminal offenders?

Do you measure your employees’ stress levels and then work with managers to arrive at solutions such as better organized and more balanced workloads? Why or why not?

In addition to thanking whole groups of people, does your company also individually acknowledge employees who carried the heaviest workload for successful projects?