From a generational perspective, we have frankly been fixated on Millennials. Countless articles have been written about Millennials (born 1981-1996) and how they have fundamentally changed societal norms. They're not buying homes. They refuse to get married. They don't eat cereal. They're killing golf. You name it. The reality is, however, that as the oldest Millennials approach their 40s, they are starting to fall into more traditional conventions. They are getting married. They are buying homes. They are having kids. And when it comes to the workplace, they are starting to settle into leadership roles and are adopting the organizational expectations that come with that.

Now more than ever, business innovators like you are investing in higher education partnerships. Attracting, retaining and developing today’s workforce is more crucial-and more difficult-than ever before. As a leader, you face multiple human resource challenges, including: • Recruiting and retaining top talent in a low unemployment market • Offering the variety of benefits your diverse employee base demands • Demonstrating commitment to your employees • Supporting your organization’s need to grow and develop future leaders   Investing in higher education partnerships helps address these challenges head-on, while allowing you to positively impact your organization. And as Benjamin Franklin said best, "An investment in knowledge always pays the best interest." In this briefing, we’ll explore the reasons why today’s business innovators invest in higher education opportunities for their employees.

How to develop tomorrow's leaders today Baby boomers are retiring at a rapid rate - we're at an average of 10,000 each day! This means the workforce is losing its most knowledgeable and experienced employees every day. This also means the workforce is losing high-level leaders. Employee turnover, especially leadership turnover, can leave organizations in chaos, but it doesn't have to be this way. Smart organizations are being proactive and developing succession plans to prepare for the inevitable changes in leadership. An important part of succession planning is identifying and developing the next generations of leaders now. Another important part is getting those employees to stay and succeed in an initial leadership role. When employees believe they're gaining skills and experience to develop their careers, 37% are more likely to stay with an organization. This shows the importance of creating effective development plans! It can be hard to prioritize succession planning because it might feel like there are more pressing problems that need your attention now. Or you may not know where to start. In this ebook, we'll provide tips to help you develop a plan and create seamlessness in times of personnel change. You'll learn:   Practical approaches to succession planning  How to identify, develop, and retain high potential employees  Three key ways managers can customize experiences for their employees to reduce turnover  How to build effective development plans 

Hot off the press! The Omnipress annual Training Trends Report is now available! For the third consecutive year, Omnipress conducted a survey of more than 100 training and continuing education professionals. The results reveal emerging trends in learning, technology and program delivery. They also give insight into how other organizations are managing both the opportunities and challenges facing today’s education professionals.  The 2019 Training Trends report provides industry data you can use to leverage your organization’s greatest asset for engaging new and existing learners—education.   2019 Training Trends Report   This year’s report indicates that 51% of respondents currently offer at least 11 different programs or courses, with 60% of respondents expecting to increase that number in 2019. The good news is that the perceived value of ongoing training and continuing education for industry professionals is on a steady rise. But this increase in programming does present some significant challenges for training pros who already manage a broad portfolio and wide array of responsibilities—particularly as they are also tasked with navigating changes in learner preferences and emerging trends and technologies.   Some of the questions and themes explored in this report include: How are organizations delivering their educational programs today, and what changes to they foresee in the future? What challenges are organizations facing in delivering this content? How much are organizations focusing on new and emerging trends? Are organizations prepared for young professionals?

Only 39% of companies are prepared for a compliance audit. Are you?   Compliance training is a top priority, but it’s only half the battle. In the latest Insight Compliance Guide from Totara Learning, discover why the right learning technology can help ensure your organization is meeting industry regulations and requirements, and get useful tips on what to look for in your next learning platform. Click below to download this eBook.

Inside organizations coaching has become common practice to address issues such as developing talent, 'onboarding' key leaders and supporting senior executives. Yet, there is clearly widespread opportunity to integrate some of the skills and competencies inherent in coaching into the roles of managers and contributors at all levels in an organization. We call this: the Coaching Mindset. Click below to download this White Paper.

ASK MORE, TELL LESS Many of the skills of a great coach are equally effective for a great leader - emotional intelligence, able to provide feedback, capable of creating strong working relationships, comfortable challenging the thinking of another, willing to ‘speak the truth’ when it’s most important, and the list goes on. Of course the question is which coaching skills might a leader adopt to get the best results in these all-important human interactions. Click below to download this White Paper.

WHAT IS A COACHING CULTURE? Culture shapes behaviors inside the organization and a coaching culture is one deliberately focused on growing and nurturing talent in order to deliver key results, strengthen leadership capacities, increase retention and deepen engagement. A culture that has cultivated a coaching approach to development often demonstrates some of the following characteristics: • Giving and receiving feedback in the service of being at one’s best • Focusing on opportunities to help members of one’s team grow • Operating in teams with clear goals and roles • Developing others when it matters most • Asking and empowering more than telling and fixing When coaching is embedded through all levels of an organization it becomes the predominant approach to working and leading together with a goal of building a best-in-class organization by building great leaders. Click below to download this White Paper.

From corporate boardrooms to office water coolers, it’s the hot topic for every organization looking to attract, develop and retain top talent: mentoring. But building an organizational culture of mentorship doesn’t just happen. Likewise, it can be overprescribed, stifling the inherently organic nature of relationship building. Click below to download this White Paper.

Put people first for better business results Sports teams and talent management have a lot in common. For both to be successful, you need to get to know the people and the skills they bring to the team, and where opportunities for improvement exist. In organizations, HR and L&D leaders are the coaches and the talent management strategy is the playbook they use to make decisions. The talent management strategy outlines how interconnected people programs work together to keep employees engaged and productive. Employees aren’t a number - they're the core of your business Progressive organizations know this and it's why they're looking for ways to align their business strategy with how they manage, train and develop their people. That's where a solid talent strategy can help. Comprehensive talent management strategies can include programs for recruiting, onboarding, learning and development, performance management, leadership development, succession planning and more. With a comprehensive talent strategy that's aligned to key business objectives, the talent management programs you implement act as the offensive line to bring in the right people at the right time. It also becomes your defensive line to ensure people stay engaged in their work and don’t leave the organization. In today's ever-changing workplace, organizations need to make it a priority to meet the needs of the people that keep their business going strong. The Talent Strategy Playbook outlines the steps you can take to build a comprehensive and effective talent management strategy. It also includes an editable template you can use as a framework for building your strategy. Download the playbook now to get started building a talent management strategy that aligns the needs of your people with the success of your business!