When training is seen as a cost center, budgets can be harder to expand and training is not typically seen as a business leader. Nothing can be further from the truth, but proving the impact of training is difficult. Until you can, most L&D teams retain a reputation as a cost center. This guidebook helps you understand how training analytics can guide you from cost center to command center.

Discover how government agencies manage complex missions with real-time situational awareness using Adobe Connect. Learn how persistence keeps the context, visuals, logs, and shared content intact with always‑on virtual rooms that never reset between meetings or operational periods.

If "enterprise AI rollout" sounds overwhelming, high-risk, or just like a combination of way-too-common buzzwords at this point - that's normal. The language around AI has been loud. Dramatic. Occasionally apocalyptic, even.  So join us in taking a deep breath, maybe even a minute or two of box breathing, because this piece is NOT that. This guide is not about turning the organization into an AI lab. It's about adding structure before things get messy or confusing - it's meant to keep us all on track throughout a difficult, complex process.  This rollout guide is intentionally phased. It starts small, it tests safely, and measures impact. It scales only when the process is ready for the next stage. For People & Development leaders, the terrain should feel familiar. This guide covers process stages like:  Days 1-30: Establishing boundaries, identifying practical wins, and aligning leadership Days 31-60: Officially launching & operationalizing with safety, clarity, and defined goals for success Days 61-90: Scaling intentionally, expanding what is working and formalizing governance & ownership  Handled early, calmly, and carefully, AI adoption is truly operational. Structured. You may even find it to be boring (in the best possible way).  We built this guide to help make this happen. So let's hop in - And remember, you've got this! 

The gold watch is one of the most iconic retirement gifts imaginable. Watches, which have been used as corporate recognition items for decades, remain a staple of reward programs. But today’s styles aren’t your grandfather’s retirement gift. In fact, younger generations are driving watch sales in the consumer market, and that interest is reflected in corporate reward programs as well. Watch enthusiasts are younger than even 10 years ago, and they’re excited to create a portfolio of timepieces.

When faced with this level of uncertainty, it’s natural that we default to what we’ve done before. We take the tried and tested approaches, fall back on the familiar frameworks, and play by the existing rules. But that reflex assumes that the conditions of the past will still apply in the future. And when it comes to AI, I don’t think they will. This is not just another technology shift. It’s fundamentally changing our markets, our workplaces, and our daily lives. AI is creating a new world of work which places new demands on our leaders. And so the work we do to support them must evolve too. Right now we have a unique opportunity to update our thinking to lay the groundwork for a whole new way of working and leading. It’s time for a new playbook, one fit for the AI era. That is exactly what I have created here. In the following pages, I lay out four actionable principles designed to help you think differently about using AI to better develop your leaders. Along with each principle I offer up questions to help you reflect on how best to apply this thinking within your organization. Use the playbook as a guide to help you better understand this moment, evaluate your role within it, and learn how to thrive in the future of leadership development. It’s time to draw a new map and create our new world.

Low participation is often explained in simple terms: the course wasn’t engaging, interactive, or relevant enough. But for many L&D teams, the reality feels less straightforward. In this guide, we take a broader view and explore engagement as part of the overall learner experience, including how learning is introduced, approached, and experienced within the rhythm of everyday work.

The Kevin Eikenberry Group has been a recognized leader in Remote and Hybrid work for over a decade. Please enjoy a sample chapter from the updated Long Distance Leader, with a focus on how hybrid and flexible work is changing the workplace.

Most learning teams aren’t struggling with strategy - they’re struggling with how training actually runs at scale. As demand for instructor-led and virtual training grows, this gap becomes harder to ignore -  impacting efficiency, cost control, and visibility across operations. Some organizations are already addressing it, transforming how training runs to deliver measurable ROI. Inside, you’ll see how top L&D teams are: Accelerating planning cycles to deliver training faster Improving visibility across global training operations Reducing costs tied to cancellations, resource utilization and inefficiencies Get the eBook to see what's working - and how to apply it to your own training operations.

The best stories stay with us long after they end. Like our favorite characters, movies, or TV shows, because they stir emotions and create lasting memories. Scenario-based learning can deliver the same impact when designed thoughtfully. It lets learners make meaningful choices, experience realistic consequences, and form emotional connections.  This checklist focuses on three core elements for effective scenario-based content:   Branching architecture - multiple outcomes driven by learner decisions Relatable character design - to evoke genuine emotion  Intentional scene composition - to set tone and immerse learners in their roles.  Use it to evaluate tools, write creative briefs, audit existing content, or guide your team, and start building engaging learning experiences that feel as captivating as a great story.

Learning leaders are under pressure to prove learning actually moves the business. As skills shift and organizations rethink how work gets done, the old model—build courses, launch programs, report completions—isn’t enough. The Top 5 Things Learning Leaders Must Get Right in 2026 explains why the traditional L&D playbook is running out of road and what learning leaders need to do differently. This research brief outlines five shifts shaping the future of learning leadership, from building capability instead of more courses to using AI for practice and performance support. It also explores how skills data should guide workforce decisions and why learning must connect directly to business outcomes. Download the ebook for practical ideas learning leaders can start applying now.