Although addressing employee skill gaps has been a business challenge for years, many organizations have begun prioritizing upskilling and reskilling efforts in 2021. The challenges of remote work, along with unprecedented levels of stress and anxiety, have caused organizations to shift energy and efforts into developing their internal talent and ensuring their employees have the tools, skills, and resources they need to navigate this new world of work. To help direct reskilling and upskilling efforts, it's important to get an understanding of where gaps exist and how they impact your organization. For example, are remote workers struggling with new software that impacts their productivity? Does the customer service team need additional training in problem solving to handle customer complaints? Are recruiters struggling to find a candidate so a position sits open? Could middle managers use more training on how to have well-being conversations to help reduce turnover?  Once you know where skill gaps exist, you can take meaningful action to upskill and reskill your workforce. In this eBook, you'll learn strategies you can use to identify and address skill gaps in your organization.  You'll also learn:  How to use a formal assessment to identify gaps  Best practices for closing skill gaps  Ways your hiring practices could be contributing to gaps (plus how to fix them!)

If you oversee a learning program, a few things hold true no matter your business’s market or industry: your learners need to master your course material, your content and experience must be engaging, and your learning program needs to drive revenue for your business. In this new eBook, BenchPrep reveals emerging market trends they identified as key findings after surveying 248 training providers. You will learn: How virtual learning can support your business objectives What training organizations look for in a digital learning platform What business results training providers want to generate How these results lead to maximum organizational ROI: revenue, mastery, and a lifelong learning commitment

The American Society of Administrative Professionals (ASAP) recognizes that being an Administrative Professional is more than a job. It is a profession. That is why the organization offers the Professional Administrative Certification of Excellence (PACE). The Value of Certification, a Pearson and Firebrand study, found that a certification credential assures companies that an applicant is competent and professional. When an administrative professional receives the PACE certification all parties benefit. Certified individuals gain professional credibility and confidence; companies that hire certified individuals gain "stand out" employees who can help them meet their organizational goals and, the public gains from the efficiency, innovation, and expertise of highly trained professionals. The Value of Certification report discusses how PACE can help administrative professionals, to better communicate, tackle tasks, and manage projects, showcasing leadership skills, and more. Earning the PACE certification and placing the PACE designation after their name positions them as highly credible professionals who are serious about their careers. Discover the path to advancing administrative and executive assistants through The Value of Certification and PACE.

How many minutes of your day do you spend worrying about making a mistake at work, stressing out about workplace politics, checking out of superficial meetings or over-planning and analyzing without taking action? If you are anything like the majority of people, chances are various stressful thoughts, fears and unhealthy judgments pop up in your head and take away from your energy and productivity. In our 17 years of working with businesses we have found that in order to keep these stressors at bay, we have to be intentional about where we focus our attention and what lens we use to process information. We like to think of that filter as our mindset, and we have dedicated our work to helping professionals of all levels, industries and personalities choose a mindset that helps them be more productive and happier at work. As psychologist and researcher, Carol Dweck brilliantly points out in her book "Mindsets are just beliefs. They are powerful beliefs, but they’re just something in your mind, and you can change your mind." (Dweck, Mindset: Psychology of Success, 2008). "

COVID-19 showed us how easily face-to-face solutions can be disrupted. This crisis brought about a new normal, and that means your in-person training programs needed to quickly adapt. Fortunately, pivoting to a digital-first learning model doesn’t only ensure the health and safety of your learners or the stability of your business, but it’s also been proven to be more effective. See how you can convert your instructor-led resources into amazing eLearning assets with this step-by-step roadmap for integrating digital-first learning at your organization In this eBook, you will learn: Four tips to boost learner engagement Things to keep in mind to create great training resources for adult learners Why eLearning fits the modern learner and the modern organization

With more employees working remotely, learning leaders need to adjust how they offer learning content. Learning modalities like instructor-led training remain a powerful option for some, but may need help from modern technology. This eBook breaks down a few ways to adapt learning programs to a scattered workforce.

On top of all your other responsibilities, you might have big-picture to-do items on your list, like "prioritize leadership development" or "create a high-potentials program." It can be hard to know where to begin with broad initiatives like this, especially when you're working with a new generation of leaders and need a new approach. The first step in developing millennial leaders is to get a better understanding of this generation. Once you understand what they want and need at work, you can create development opportunities, programs, and initiatives that resonate with them and set them up for success. In this infographic, you'll learn how to unlock the potential of this generation and create a workforce of strong future leaders. You'll also learn: How to measure the success of your development efforts Key characteristics of millennial leaders Why mentor programs are a must-have for developing millennial leaders What elements should be included in a custom development plan

Catalyzing change means setting the right conditions to accelerate the chemistry of people and ideas that allow your organization to innovate and keep pace with new priorities. Download this research report from the Cornerstone People Research Lab and HCI to gain insight into six action items that high-performing organizations use to build a new-skilling approach to learning and development.

Why are some companies thriving in the current environment while others fall behind? The secret is modern sales enablement designed for virtual teams. Today’s winners are mastering virtual selling with an up-to-date approach to content, tools, and knowledge. Sellers are working harder than ever—and sales enablement has never been more important than it is today. At the start of the pandemic, you may have shifted overnight to virtual selling. But the processes and tactics you put in place in the Spring likely weren’t designed for the long term. Sales teams have had to learn on-the-fly how to succeed when in-person meetings aren’t possible. It’s time to figure out what works in this new world and what doesn’t. Sales enablement in 2021 will be very different from last year. But knowing how to pivot to a modern approach isn’t obvious. Download this eBook to learn the elements of modern sales enablement and how you can upgrade your current approach for long-term success. Get your eBook to learn: Best practices to accelerate results with virtual teams—and why traditional tactics are no longer enough 4 key capabilities of a holistic sales enablement solution How to build a powerful tech stack when your budget has been cut Plus, the 2021 Sales Enablement Checklist to help drive results next year and beyond   Don’t get left behind by relying on an outdated sales enablement approach. If you aren’t updating today, you don’t have a moment to delay.

The Power of Talent Journeys  Do you remember navigating through your first job? Fresh out of school, feeling nervous and unsure if it was the beginning of a lifelong career or not. Many of us can recall the position held and perhaps coworkers turned friends, sure. But for the majority, it’s the experiences we had that either led us to grow with the company or expand elsewhere. For today’s modern workers, a job should be more than a stepping stone. It must be a personal and memorable journey.  As a leader and previous HR practitioner, at times I’ve been circumspect when considering the future of work. From the tasks we manage each day, to the way we physically ‘show up’ to work, everything has changed. During virtual stand-ups, I’ve quipped about hosting from my basement as I’ve had to adapt to leading our teams during remote work. Still, we move through this journey—one that we feel is critically important to the health and productivity of our people.  This expedition I’m referring to is a unique and personal one which takes us all to different, yet intersecting, destinations. It’s the way an employee navigates your culture as they go through the talent processes. Most of all, it’s the relationship employees have with the work they do and the relationship your company has with its people.  From the goal-setting processes of talent management to the continuous learning we provide, this confluence feeds into a talent continuum that HR functions are built to support. And the paths that we create should be distinctly tailored to the expectations of our individual employees and their respective teams. It’s quite the task for any people leader. So, how can we mobilize workforces to positively impact business outcomes? How can we create distinct roadmaps to support and encourage our people through times of uncertainty and nervousness? We adapt, we move forward, and we create a journey to remember.  My hope is that this guide becomes a valuable resource to help you do just that.  Stephen Bruce  Managing Director, PeopleFluent