If you’re an executive overseeing a diverse workforce or human resource manager looking to identify top performers, you need to recognize these differences and find ways for every personality type to excel.

One of my all-time favorite Star Wars scenes happens in The Return of the Jedi during the Battle of Endor. It’s when Admiral Ackbar suddenly realizes that the Rebel Alliance’s attack on the Death Star could be in deep trouble. "It's a trap!" he warns.

Analysts estimate that 60% of all companies are working on new enterprise HR strategies. Chief on their list of priorities: ways to improve engagement. After all, any tool, any system, any strategy will only be effective if people actually participate. That’s a big part of the reason why, as Josh Bersin, founder of Bersin by Deloitte, discussed earlier this year, there’s a major industry shift taking place

Training and Learning are the yin and yang of employee engagement.  Training is generally regarded as a formal, top-down activity designed to build understanding, proper practices and even compliance. It tends to be a purpose built to teach specific content set by HR or another department or group. Learning, by contrast, is multi-dimensional and driven by the individual. People can certainly learn while they’re being trained, but they can also learn in informal, less structured ways. Regardless of how you slice it, both training and learning represent an enormous challenge for today’s business managers. Why?