Hiring is slow right now. Trust is scarce on both sides of the table. And the safest hire in your organization might already be on the payroll. This ebook makes the case for looking inward before looking outward. AI has made resumes harder to believe and interviews harder to trust. The job market has frozen to the point where almost nobody is moving. And the skills your teams need are shifting faster than any job title can keep up with. Inside, you’ll find: Why AI has turned hiring into an exercise in mutual suspicion, and what the data actually shows What "low-hire, low-fire" means for your hiring strategy right now, not five years from now A practical framework for deciding when to build a skill internally versus hire for it externally The real reasons internal mobility programs stall, even when leadership says they support them What the highest-performing organizations do differently, backed by data from LinkedIn, Gallup, and more A starting point for building skill-building and internal mobility into how your organization already works If your next hire is already inside your organization, this ebook shows you how to find them.

In this guide, you'll find a stakeholder map template to help you see who influences what early on, as well as 10 key questions for project kickoff to clarify goals before you start building.

Interleaving is one of the most evidence-backed practices in learning science — and one of the least used. Most training programs still run on traditional models that favor information delivery over learning durability, leaving one of our most powerful tools sitting on the shelf. Visual mapping changes that. When you map your learning design, you can see where topics connect, where retrieval moments belong, and where learners need space to reflect and consolidate. Mapping makes interleaving visible — and it naturally surfaces opportunities to build in retrieval practice and metacognitive checkpoints that deepen learning long after the session ends.  

Mirror, mirror on the wall, who's the fairest online participant of all? After Snow White was exiled into a dangerous forest by her evil stepmother, she is met by seven dwarfs with big personalities: Grumpy, Doc, Sneezy, Happy, Sleepy, Bashful, and Dopey. By understanding the personalities of the Seven Dwarfs and comparing them to common difficult behaviors seen in online training, we will learn how create a positive learning environment and foster engagement. Having all our participants singing: Heigh-ho, heigh-to, it's off to work we go!   

What happens when five promising learning startups take the virtual stage — each with just a few minutes to pitch their innovative approach?  

Do you know what your organization is really spending on learning? Your primary learning platform may only tell part of the story. Additional vendors, one-off purchases, reimbursements, technology, and administrative costs can quickly add up. Understanding Your Total Learning Investment helps L&D leaders uncover fragmented spend, assess return on learning investment (ROLI), and identify opportunities to consolidate, improve access, and get more value from the learning investments they already have.  Download OpenSesame’s guide to get a clearer picture of where your learning investment is going and how to make it work harder for your organization.

Make your case without making it a confrontation. Whether you’re negotiating a training budget, project scope, a campaign deadline, a promotion, or closing a sale, this webinar focuses on the speaking choices you can control. David Goldberg explores how to read the room, choose purposeful wording, use your voice strategically, and align your presence with your message. Through practical examples and contrasting deliveries, you’ll explore ways to ask better questions, respond to pushback, and hold your ground without shutting down the conversation. Leave with speaking tactics that help you pursue your goals while preserving working relationships.  

Purpose is the driving force that gives our lives meaning. Humans are wired for purpose and in fact, recent discoveries in neuroscience offer a fascinating look into what motivates us to become our best selves. The ability to align purpose is what distinguishes the most effective leaders from the rest, and purpose is at the heart of engagement, productivity, and retention. It’s no wonder that organizations that know how to harness the power of purpose thrive and excel while their peers falter or fail.  

AI is changing the way we work, but for many employees, embracing it isn’t simply a matter of learning new technology. It can mean letting go of familiar routines, hard-won expertise, and a sense of certainty about the future. How can leaders help their people navigate that transition? In this article, FranklinCovey Senior Consultant and AI Advisor Kwesi Johnson explores the often-overlooked grief behind resistance to AI—and why leaders need to meet it with both empathy and action. Discover how understanding what employees fear losing can help leaders build trust, turn resistance into forward momentum, and bring their teams along into the AI future.

As AI continues to reshape the workplace, government L&D leaders have a unique opportunity to modernize workforce training strategies while maintaining compliance, security, and mission readiness.  

Every team hits a wall: a setback, constraint, or problem that leaves people feeling powerless. The result is often blame, excuses, and disengagement.  

In July, four leading voices in modern Talent Development, Betty, Becky, Debbie, and Tracie, came together to discuss L&D in the Era of AI. The conversation generated so much discussion that we ran out of time. So we’re continuing it. This time, we’ll focus on the practical side: how L&D can become a stronger strategic business partner, and where AI and technology can help accelerate that shift. 

Today's organizations don't have a talent problem—they have a permission problem. Too many capable employees hesitate to speak up, wait to be chosen, avoid difficult conversations, or hold back ideas that could make a real impact. The result? Missed opportunities, stalled leadership, and untapped potential.

Transformation initiatives often begin with a lot of confidence. We know our data. Our governance is covered. We understand our skills. Our content is in good shape. The technology will integrate. Our people are ready for the change. But how much of that confidence is based on what the organization actually knows, and how much is based on assumptions that haven't really been tested?

Organizations invest heavily in leadership development, yet turning learning into lasting behavioral change remains a major challenge. Training programs often deliver valuable insights, but without continuous reinforcement, those insights rarely translate into measurable business results. What if AI could bridge the gap between knowing and doing? This white paper explores how AI-powered nudging transforms traditional leadership development into continuous, personalized performance improvement. By delivering timely, context-aware recommendations directly within everyday workflows, AI helps leaders turn knowledge into meaningful action. Discover how Blended Leading® enables organizations to maximize existing HR and learning investments, provide individualized leadership support through Microsoft Teams®, and reinforce positive leadership behaviors at scale. The white paper highlights the science behind behavioral change, the benefits of AI-supported nudging, and practical steps for implementing a scalable solution that connects leadership development with measurable business outcomes. Ready to turn leadership insights into lasting impact?

Building bench strength is taken for granted in professional sports. Owners and coaches plan for injuries that can put their ace pitcher, quarterback, guard, or goalie out of commission. I've rarely seen business leaders exercise the same degree of talent planning. As training professionals, we are in a unique position to help. We know how to define and develop competence. We can guide leaders in identifying positions, that if not filled with competent people would put the organization at risk.  

AI is changing how people create, discover, and engage with learning. Instead of searching through links, navigating menus, or following rigid workflows, learners and learning teams increasingly expect to ask questions naturally, refine what they need through conversation, and receive relevant responses that understand their context and intent.  

L&D leaders are increasingly expected to align learning with business priorities, make smart decisions about resources, and demonstrate the value of their work. Running learning like a business can help—but what does that actually mean in practice?  

Instructor-led training is where the most important training happens, but it is also incredibly expensive. Join John Peebles, Administrate CEO and Char Noland, Cloudshare VP Solutions Consulting, to learn how training operations and environmental overhead drive these costs up and how you can get them under control.  

Systems training has a bad reputation. It is usually synonymous with endless screen captures, dry "click-next" instructions, and zero engagement. But for a recent project with a leading higher education institution, we took a different approach. Instead of just teaching staff where to click, we focused on why it mattered—wrapping the entire learning experience in a compelling narrative about student success.  

L&D leaders know that leadership development can’t end when the course does. Once leaders return to packed calendars, urgent demands, and constant pressure, even valuable learning can be hard to recall and apply. This guide explores how organizations can close the leadership capacity gap by bringing proven leadership practices closer to the work, using AI as a support tool without handing over leaders’ judgment. It also includes a short assessment to help you see whether leaders are struggling with knowing what to do or with doing it in the middle of a busy, high-pressure workday.

You were good at selling. Maybe great. You knew the product, read the room, earned the trust, and hit the number often enough that someone handed you a team. It felt like a reward. It was really a career change.  

Organizations invest heavily in learning, yet many initiatives fall short of delivering lasting behavior change and measurable business results. The difference isn't the quality of the training—it's how well learning is aligned with the organization's strategy, leadership, culture, and processes. In this webinar, you'll discover how a systems-based Organization Development (OD) approach helps transform learning into a strategic driver of organizational performance.

Flip cards, tabs, accordions, branching scenarios. These are the interactions we reach for constantly, and building them usually means opening an authoring tool, wrestling with a template, and hoping it looks the way you pictured it. Most of the time you settle for what the tool makes easy.