Employee mental health has long been a taboo topic in the workplace, but there has been a recent shift at organizations to cater to health and well-being of employees. This shift has resulted in the need for all employees to be able to recognize the signs of mental illness, know how to offer support, and how to handle the tough conversations that can stem from discussing mental health.  In this ebook, you’ll learn:  Key elements for building a strong mental health initiative at your organization Common myths and misconceptions about mental health and how to overcome them How to get buy-in throughout the organization for a mental health initiative

Do your teams have the right skills and capabilities to keep focused, keep moving, and keep growing… in spite of economic uncertainty? Your organization’s success relies on its ability to deliver valuable products and services to your customers. This can be a challenge in the best of times, but even more so during periods of market uncertainty when the ability to pivot despite disruptions to ‘working norms’ may signal whether your business meets its strategic goals. Today, it is more important than ever that learning and development (L&D) support organizational change with effective work-based learning that enables learners with the right skills and capabilities that are essential to maintain momentum. And to ensure that high-quality services are sustained, however the landscape shifts. In this thought paper, we explore how the right work-based learning provides a common language and approach to work that will help your teams adopt new ways of working and create solutions that better meet the needs of your customers.

Did you know that according to the CDC, 26% of Americans self-identify as adults with functional disabilities? Just imagine the business impact of excluding 1 in 4 learners! While no one sets out to purposely create barriers to learning, we all see the world through our own lens. Between an aging population and an overall shift towards a more equitable culture, an inclusive design must consider the full range of human diversity - even beyond WCAG and Section 508.   To ensure your learning is relevant and accessible to everyone, follow these guidelines and checklists.

The inner fire is the most important thing humans possess. - Edith Södergran A culture of learning is relevant to any organization. However, the need for healthcare organizations to promote this is critical since evidence-based practices are constantly evolving and your clients’ well-being depends on your staff’s knowledge and skill. To provide the best care and optimize health outcomes for persons served, healthcare leaders must tap into that inner fire within their staff and enable continuous learning opportunities. How can you tap into your staff’s inner fire and create a learning culture? Download this white paper to learn: What a learning organization looks like The five main disciplines of a learning organization Real-life examples of how a learning culture can be applied Steps to sustain a culture of learning

Introduction When Peter McLaughlin and I first began talking about the topics of communication and feedback specifically, we quickly realized we had several things in common. We both felt that we were not particularly effective in giving feedback. In fact, we felt that we were pretty bad. We enjoyed the challenge and the positive results that come with a successful feedback conversation. We wondered why we had not naturally learned to give feedback. We agreed that if we were provided with a roadmap or model for giving feedback, we would have performed much more effectively in such situations. Looking back at particular examples, we both had a sense of delight from the positive encounters, and a sense of dread over the sessions that left us feeling discouraged, beaten down and lackluster. So why did we begin a project filled with such negative emotion? The answer—both to improve our own feedback skills and to examine what it would take to teach a new perspective and help "turn the opinion tide" that has made feedback a dreaded negative topic. Who doesn’t want to get better? Have you ever known anyone who said, "Nah, I’ll just stay mediocre and by the way, I don’t want a raise, promotion or exciting project…" Probably not. Our internal drive propels us to strive, learn and improve.

The challenges the business world has faced over the last few years have shed a brighter light on organizational vulnerabilities and opportunities to improve the way we work - none more so than workplace training. While most employees value the training they get in the workplace, very few — along with many leaders — believe that L&D programs are bringing the best results, prompting employers in every industry to think more strategically about their L&D programs. In July 2022 Emergn conducted a survey of more than 1,200 professionals from the US and the UK to tap into the minds of both learners and leaders of organizations and discovered: How workplace training is a powerful tool to recruit and retain top talent in an organization Why there is a disconnect between learners and leaders on the effectiveness of workplace training If leaders can showcase the results of workplace training to prove its benefits to employers

What's the reality of training today?  Poor engagement, low completion rates and next to no knowledge retention. Despite learning leaders aiming for the exact opposite. Here are the numbers: 6.5% of learners complete their training (excluding mandatory training) 87% of training is forgotten within one month of training 80% of new skills are lost within one week of training if not used Bridge the gap between corporate training and real work outcomes How are we still getting training wrong? Corporate training programs are designed in a way that’s inherently flawed, focusing mainly on passive content delivery. Action-based learning helps bridge the gap between theory and practice, and leads to significantly higher knowledge retention and completion rates.  Download the eBook and learn how to apply action-based learning to deliver a stellar ROI for your company. Special Bonus: Check out our free Practical Guide to Using Action-Based Learning, designed especially for L&D professionals. 

Course design and delivery that makes optimal use of technology can transform virtual classrooms and boost the value of higher education.   As colleges and universities grapple with falling enrollment levels, they’ve had to take a long, hard look at their business models and the new realities of student needs and expectations. The majority of students still see the value of education, but they are looking for flexible education models to better support their success. Many experts view hybrid flexible models as a natural and necessary evolution of teaching and learning that will keep higher education relevant in the fast-changing modern world.   Download this Technology in Education report to learn how customizable tools that take advantage of best practices in instructional design encourage participation and lead to richer educational experiences.

Measuring the results of organizational learning is far from being an exact science. Learning technologies play a huge role in the challenging task of keeping track of employee learning performance. Business learning management systems lead the way in terms of gathering learning data and presenting it in a comprehensible manner — through their analytics and reporting tools — allowing both training professionals and business managers to identify any pain points related to employee performance and then make the best decisions. This white paper presents how company success is directly connected to employee performance, how e-learning can boost it and how a business LMS and its analytics and reporting capabilities can support instructors and managers in every step of the way.

Nonprofits, like many other kinds of organizations, have accelerated their interest in eLearning technology (specifically, learning management systems) as more employees shift to remote workers. Contributing to this need for better eLearning tech may be higher demands for special requirements and regulations. The challenges nonprofit organizations face are often similar to that of for-profit organizations, but nonprofits do face some unique additional challenges. The first step to overcoming these challenges is to recognize potential obstacles and be prepared for them. By nature, every new expense for a nonprofit is examined by how effectively it contributes to "the mission" of the organization. A few of these obstacles include achieving management buy-in, showing value in eLearning tech year-over-year, and how technology can help retain employees. Empowering your learners with a robust LMS and aligning your learning programs with the greater organizational objectives can make all the difference when tackling these challenges. In this eBook, we focus on how nonprofit organizations have been turning to eLearning technology to overcome recent challenges. Topics include: Cultural differences in nonprofits Using learning tech to adapt and thrive in a nonprofit world Ongoing challenges nonprofits face Why attitudes are changing Moving into the future with confidence