"Organizations spend more than $350 billion globally on training each year, but only a fraction of that investment results in improved performance. That’s a problem that needs a solution, and we believe the best solution is for L&D professionals to adopt the strategies, techniques, and mindset of modern marketers. In an uncertain and evolving business landscape, organizations of all kinds are facing the challenge of helping their employees keep up with rapid changes in the knowledge, skills, and abilities they need for success. As workplace learning strategists, we often see traditional L&D approaches fail to deliver what organizations and employees need, leaving everyone grappling with a widening skills gap. We think it’s time for a bold new approach to training that builds on the science and art of marketing to transform the way employees learn and grow" (excerpt from our book Think Like a Marketer, Train Like an L&D Pro). While there are many marketing and strategies that lend themselves to transforming L&D, in this article, we focus on the power of personas and how to elevate training and learner retention by exploring the use of personas with attention triggers.

Lead Change with Confidence: A Quick Guide Change is part of the job—but thriving through it? That takes intention. This quick guide helps you make change feel less overwhelming and a lot more do-able. Download BizLibrary's infographic to leading through change and learn how to create a strategy that inspires confidence, aligns your people, and drives real results. Understand why change matters—and how to make it stick Define what change means for your organization Spot the employee behaviors that drive success Build the skills to lead change with clarity and impact Perfect for HR, L&D, and executive leaders ready to turn disruption into progress.

How do you transform your sales team into a revenue-driving marketing channel? In this playbook, you’ll uncover the key challenges holding your marketing team back, get actionable strategies to align messaging, drive revenue impact, and prove the ROI of your marketing efforts. What you’ll learn: How to bridge the communication gap between marketing and sales teams Steps to build messaging that resonates with buyers at every stage Tools and tactics for quick implementation across your organization

This template acts as a guide to writing a course outline. Just download the template and customize it according to your eLearning project. It also includes an example of how the spreadsheet can be filled in.

Why It Matters This ebook explores how the contingent talent market is growing across the globe and how companies can adapt to leverage these workers’ specialized skills. You’ll learn: The types of professionals that make up the contingent workforce Why training contingent workers needs to be a strategic priority A range of cost-effective methods for onboarding and training temporary talent The benefits of investing in continuous education for contingent staff How to measure the impact and effectiveness of contingent workers And more! Who It’s For This ebook is for executives and L&D leaders who want to stay ahead of talent trends and prepare their organizations to leverage the benefits of the growing contingent workforce.

The era of incremental change in learning & development (L&D) is over. Artificial intelligence (AI) isn’t just a tool; it’s the fundamental shift that will redefine how we learn, how we teach, and ultimately, how businesses thrive or falter. During the past year, L&D leaders have learned how to leverage the power of AI to enhance their own productivity and effectiveness, adding value by automating some tasks and streamlining others. In this white paper, Training magazine’s Training Hall of Fame members evaluate the future of AI within the context of L&D to determine how the continuing deployment and evolution of AI may affect L&D programs, capabilities, and learners. They explore evolving applications, AI-empowered tools, challenges, managing change, reskilling for tomorrow, new skills needed inside L&D, measuring AI utilization’s effectiveness and ROI, and L&D’s aspirations to unlock the full potential of AI. Ultimately, it will come down to training employees to not just use AI but rather collaborate with it, hopefully leading to a new era of productivity and potential. About the Training Hall of Fame  Created in 2008, the Training Hall of Fame comprises organizations that attained a spot in the Top 10 of Training magazine’s Training MVP Awards (formerly Training APEX Awards) for four consecutive years. The Training MVP Awards recognize outstanding employer-sponsored workforce training and development. Training Hall of Fame companies are:  •    Birmingham Water Works Board •    BNSF Railway •    Booz Allen Hamilton  •    Dollar General Corporation •    KLA Corporation •    KPMG LLP •    Leading Real Estate Companies of the World  •    McCarthy Building Companies, Inc.  •    Medical Solutions •    Nationwide •    Paychex, Inc. •    PwC •    Rosendin •    Sonic Automotive •    State Compensation Insurance Fund •    The Haskell Company •    Verizon 

Training departments are continually challenged to serve more than just internal employees, especially when it comes to product training efforts. As your partners grow, so do investments in time and budget.   Establishing a plan for managing and distributing training content is essential to ensuring your products are properly understood, marketed, and sold. Creating a customer education program - also known as an extended enterprise approach - helps remove the friction of accessing training, ensures your external partners are well-informed, and can provide insights into how learners are using your content and course effectiveness.   In this eBook, you’ll discover:  How implementing a customer education program can increase brand awareness, adoption, and sales What are the technical considerations when you take your training to your partners The benefits of distributing your content externally What technologies can make the process easier How other organizations have successfully implemented a partner education program

Training departments are continually challenged to serve more than just internal employees, especially when it comes to product training efforts. As your partners grow, so do investments in time and budget.   Establishing a plan for managing and distributing training content is essential to ensuring your products are properly understood, marketed, and sold. Creating a customer education program - also known as an extended enterprise approach - helps remove the friction of accessing training, ensures your external partners are well-informed, and can provide insights into how learners are using your content and course effectiveness.  Some of the benefits of bringing your training to external audiences include:  Increases awareness of products/services  Improves customer relations and experience Meets compliance requirements Increases sales Reduces training costs Reduces customer support

The right enablement solution can elevate your revenue teams’ productivity and effectiveness. But the implementation of your new solution can be tricky and it’s difficult to know where to start. Our 10 Golden Rules for great enablement implementation will equip you with best practices, thoughtfully designed to help you plan ahead and create a clear roadmap for success. What you’ll learn: A framework to guide you through the preparation, rollout, and long-term success of your enablement solution Actionable steps to build a robust revenue ecosystem that empowers teams and fuels continuous growth Strategies to drive lasting engagement through ongoing training, support, and iterative improvement

Imagine a training session where the instructor stands in front of a group of employees, clicking through an endless stream of slides reading bullet point after bullet point. Some learners nod along politely while dreaming of being somewhere else (anywhere else); others glance at their phones; and a few silently question their life choices. Despite the importance of the content to the organization, the instruction falls flat. The inactive learners are bored and disinterested and, worst of all, they aren’t learning anything. Unfortunately, we’ve all been there. Now imagine a learning session where participants are immediately placed into a simulated customer negotiation. They don’t have time to think. They must immediately collaborate, make decisions, navigate consequences, and adjust strategies on the fly. Engagement soars. Learners are energized. They’re applying their knowledge, discovering their gaps, and in real-time accessing their current skill set and knowledge. Malcom Knowles, an American adult educator famous for the theory of andragogy, has suggested that adult learners are motivated to learn when they recognize a need or gap in their knowledge, skills, or abilities. In other words, adult learners learn best when they know they don’t know something. Our goals as designers of instruction is first to help the adult learners realize they have a gap that needs to be filled and then to help them fill in those gaps be they knowledge, skills, or abilities.