Mastering Virtual Selling Virtual selling—working a deal remotely when you can’t be there in person—is the new normal for B2B salespeople. But being a great virtual salesperson doesn’t mean simply conducting every meeting via video conference. Virtual selling means understanding a prospect’s mindset when you can’t meet in person, using all the tools and techniques available to close the deal. While the fundamentals are the same, you have new obstacles to overcome and new skills to master. Allego’s learning and enablement platform accelerates results for virtual teams. From our work with hundreds of thousands of sales professionals around the world, we’ve developed unique expertise in virtual selling techniques that can give you the edge you need to hit your targets. This guide distills that learning to help you and your team understand how to master virtual selling and stay ahead of your competition.

Planning for the Next Normal Sellers are working harder than ever—and sales enablement has never been more important than it is today. The business of sales has been completely disrupted by COVID-19 and the resulting shutdown. At the start of the pandemic, you may have shifted overnight to virtual selling, with the expectation of returning to normal within a month or two. Experts now say we’re not going back to the way business was done. But the processes and tactics you put in place in the spring likely weren’t designed for the long term, and sales teams have often 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.

Training and safety professionals have long been trained to respond to workplace accidents. However, the field has evolved to become more about prevention and hazard identification before an accident can ever occur.   Conducting a job hazard analysis helps both employers and employees identify potential dangers in the workplace, making it easier to prepare against occupational hazards, from the most common to the most severe.   Download this white paper to learn about the four questions to ask during any job hazard analysis and see how SafetySkills can help you take this important step toward protecting your employees.

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