Welcome to EBSCO Publishing’s new corporate learning blog where we hope to keep you updated on the latest corporate learning news and topics, inform you of our latest business book summaries, and create an atmosphere of discussion for all things corporate learning. EBSCO Publishing has been a major content provider for libraries for more than 60 years and we have taken our expertise to the corporate world in order to help businesses accelerate and expand their learning initiatives. We hope this site will act as a forum where learning and business professionals alike can discuss the impact of learning on organizations, the different directions in which corporate learning is moving, and the overall climate of learning in today’s business world. Please check back often, as we will be updating this site with relevant news stories, commentary, and product updates.

It’s a really exciting time around the office these days! So much has been going on here lately that December and January seemed like such a blur. First of all, we announced the companies that are participating in Watershed First, which if you haven’t heard about it, check it out!!! Second, we’ve hired 4 new people. That’s right. FOUR people that all do different and equally amazing things for us! Unfortunately for them, they didn’t start on the same day so they don’t get to take over the title of the Fab Four, so we can call them the Fab 4 2.0. Here they are! Geoff Alday started with us back in December. He’s helping us make the user experience of Watershed LRS even more awesome. The most amazing thing I learned about Geoff is that he’s a real life magician. He knows magic tricks. He has an official "Magician’s Only" card. He amazes me, even if he won’t share his secrets. One day…. Jim Ingram joins our SCORM Engine team, helping Freddie and Matt delight our customers with awesome support and integrations. Jim is now officially the record holder for his quickness in making a joke about me. You see, we have an over/under bet on how long it will take a new employee to feel comfortable enough to make a joke about a coworker (who am I kidding, it’s always me). Jim came in right at 10 days. That’s what I like about Jim… he’s so unexpected! Lizelle van den Berg came aboard the same day as Jim, but she’ll be focused on growing and maintaining relationships with people in the e-learning community. Lizelle has a unique talent for making strangers feel like they’ve known her forever. Lizelle joins TJ as an Ohio State fan and she’s also the first Paleo that Rustici Software has ever employed. We all not-so secretly feel bad for her. Nicki Silverman was our most recent hire. She came on to help us wow our Watershed customers with her awesome project management skills. We’ve given her a pretty big first project, managing the Watershed First integrations, but we know she can handle it. Unrelated, she spent an entire summer practicing yoga 8 hours a day to become a certified yoga instructor. Hopefully one day she’ll teach me how to look less dumb when I do yoga posing. And there you have it! Four new Rusticians that I couldn’t be happier to welcome into our ever-growing, happy family!

Communication is one of the most important tools leaders can use to focus their employees on understanding, embracing, and delivering a company’s strategy. However, most individuals reach positions of leadership without learning how to communicate with others in a way that not only accurately conveys information, but elicits a successful response. In Beyond the Babble, Bob Matha and Macy Boehm present a three-step process for leaders to improve communication in their companies. The process, known as the On Strategy approach, has one goal: to provide leaders with the process and tools needed to achieve better business results with effective communication. For a free trial of EBSCO Business Book Summaries click here.

Last week we had our first quarterly quell of 2014. It was one of the most interesting weeks I’ve had in a very long time--and that’s saying a lot (I live an eccentric life). Generally when people think of company-wide meetings, their first instinct is to panic. Well, since I’ve started at Rustici, my urge to panic has been a frequent one. Why? Because this place is cool, and when you’ve been conditioned to be skeptical of career luxuries, it’s pretty difficult to let go of that habit. They say it takes 28 days to start or break a habit. After 35 days, my 6-year-long work anxiety habit is GONE. This comfort comes from knowing that I’m surrounded by a gang of the smartest, coolest, most dedicated people you can get under one roof. I am no longer afraid to share my ideas, challenge others, ask for help, or just plain be myself. These people are awesome. Here are three examples why: 1. They are real: Imagine a circle of trust, but less corny. That was our Monday morning quell kick-off meeting. Aside from the entertaining agenda banter, Mike and Tim (the two owners of Rustici Software) talked about things that mattered to me and everyone else. They also welcomed any (really, any) questions and answered them openly and honestly. We were talking like real people. 2. They are passionate (sometimes about really nerdy things): Monday night was Magic game night. Joe ordered new card packs a month in advance. During the draft and three rounds of play, the intensity rivaled that of a Walker Texas Ranger stare-off (post roundhouse kick). At one point, the pizza guy came to drop off our dinner. He stopped, looked around, and asked half-terrified, half-amazed, "Who are you people?" I found myself thinking the same thing when I asked some of the veteraned players why the newbies beat them. My favorite answer came from Joe: "Well, when you’re helping your opponent learn how to play, sometimes you help them win. That’s okay," It sounds like a Disney movie, but for Rusticians, the passion to support trumps the passion to win—I’ve witnessed this consistently, with my own eyes. 3. They are nuts: This year Tim planned a wedding-themed murder mystery party as a surprise wedding shower for Jena (who was told we were doing a medieval-fantasy-themed mystery). After weeks of pretending, we all (including Jena’s fiance, Stephan) showed up in our best wedding-themed outfits. Jena walked in with a face mask and velveteen cape. To say the least, she was extremely surprised. After the shock wore off, she wore her toilet-paper wedding gown with pride, transformed into her character, and got murdered (in the game). Not a single person under-committed. I was seriously terrified of Mike (the Italian mob father) and felt so sorry for Andy (the paranoid wedding planner). These people are not afraid to be themselves or have fun—they are the best kind of crazy. Here are some more pictures of the murder mystery party. So, who are these people? I’m still learning who these people are, but there’s one thing I know about them all—they work at Rustici Software—and I’m happy and proud to have become one of them. The post Who are you people? appeared first on Rustici Software.

I’m thrilled that, for the sixth year in a row, we have been recognized as one of Nashville’s Best Places to Work. We’ve received a lot of awards over the years, but this is the one that I care most about, that award that recognizes the core of who we are and what we do. There are so many reasons Rustici Software is a special place. From the Jenafits down to the toilet paper, there are a hundred little things that make me love coming to work on Monday morning. The best part of Rustici Software is that we actually care about each other. It’s not just lip service, we really care about and respect each other as people. It makes all the difference in the world. Parking at the office is getting scarce as we grow, but there is always one parking spot that stays open late into the morning. It is the spot right in front of the door. Nobody takes the best spot. We don’t want it. We want each other to have it. This isn’t something that we’ve ever actually talked about around the office. It’s an unspoken thing that we just do. The best spot in the lot isn’t reserved for the CEO, nor for the employee of the month. It’s reserved for the guy or gal who had life get in the way that morning. The one with a sick kid, or who hit a rough patch of traffic. It is reserved for the person who probably needs it most. It’s an honor and a pleasure to work with people who care so much. As the founder of a company, you can set a tone and you can offer great benefits, but you can’t make a great place to work. It takes a village to do that. Thank you to everybody who makes Rustici Software possible. The post The Final Spot appeared first on Rustici Software.

Now more than ever networking has become an essential tool for finding a new job. With the global economy still a year or more away from a turnaround and unemployment in the U.S. hovering near 10%, many are finding even interviews hard to come by these days. In order to get a leg up in the job market, job seekers need to cast out their fear of networking, stop relying solely on traditional networking practices, and create their own personal brand that can be sold to employers. A recent article in the Wall Street Journal shows how job seekers can use both traditional, face-to-face forums and online social sites to effectively network in today’s diverse job market. To be truly effective, job seekers must not only be willing to attend industry events, visit job fairs, and use their personal contacts, but must also be willing to create an online presence. A business card is a great tool in a job seeker’s networking efforts, but a business card should also include a website where potential employers can read a prospect’s resume, view photos, and learn something about the person behind the credentials. Sprucing up your networking skills can go a long way in helping you land a job, but having a working knowledge on how to network will also help you advance once you’re in the job. Like most skills, networking becomes easier the more often you do it, so print some business cards, create a web presence, and start meeting people. Related book summaries in the BBS library: The Connect Effect, Click

Corporate America looks forward to Friday because it’s close to the weekend and they usually get to dress casually. Not us. We love every day at work, and we get to wear what we want all the time. But we also like to have fun, and sometimes it’s fun to play pretend and dress a little fancy. If the suits can dress down, then we can dress up! When the idea of reversing casual friday was mentioned, there was support instead of grunts. We throw around silly ideas all the time, most often around the pong table at lunch. The great thing is that we seem to band together over these silly ideas. And so, Fancy Friday was born. It’s not mandatory, and we usually have sporadic participation, but that makes it more exciting. You never know who’s going to dress up on a particular Friday. I almost always fancy it up because it’s a fun excuse to wear ridiculous heels. Ervin has made a few dashing appearances in the lineup so far. Ryan and Jena were recent additions—both super hip. And Freddie even dressed up one day while working from home! That’s dedication. In the spirit of being supportive last week—and because he looks awesome in a blazer—Mike decided to partake in Fancy Friday—and, he did it right. Complete with blazer, dress pants, collared shirt, and what looked like freshly-polished shoes. The bad news? …he was the only one that dressed up! I felt really bad. There was no way that I was going to let Mike be the only fancy one in the office. After all, the more logs you add to the fire, the longer it burns—and Fancy Friday needs to burn on! There was only one thing to do: Go buy a new outfit. So I did. Mike and I looked super official all day long. Instead of shaming me for forgetting, Mike made me feel cool by taking this picture -> Perhaps Fancy Friday won’t stick around forever—Vednesday, where we used to all wear v-necks on Wednesdays, didn’t— but the people who make it possible will. Whether they’re dressed up or not, each person is a part of this silly new tradition in their own way. It’s really "just something else" to be a surrounded by the people of Rustici Software—no matter what the situation. This translates into work, too. Any idea—big or small— will be met with support. That’s just the kind of people we are. Fancy Friday lives on! The post Suit Up! Fancy Fridays are Here appeared first on Rustici Software.

Effective leadership depends on the ability to inspire a team to peak performance. Lead by Example offers managers at every level advice on developing the character traits, attitudes, strategies, and actions that win the respect of teams. The source of power behind great leadership is great character, and successful leaders focus on always setting the right example for their teams, from crisis management and relationship-building, to accountability and self-assessment. By following the author John Baldoni’s 50 key points, leaders can work on building these essential skills and creating a dynamic professional image that benefits the team, the company, and ultimately themselves. For a free trial of EBSCO Business Book Summaries click here.

What do Rustici Software owners, Mike and Tim, have in common with Phil Jackson? They are all great coaches. If you’ve never heard of Phil Jackson, he is one of the best basketball coaches of all time. He was called the "Zen Master" because he had the ability to motivate and manage superstar players (and their egos) without yelling or screaming. It’s quell week—a time for us to reflect on what we’ve done each quarter and what we’re going to do next. Each quell week is kicked off by a company-wide meeting in the pong room, led by Mike and Tim. The cool thing is that they talk about the state of the organization, their vision for our future, and their expectations, without causing panic or fear. They are our "Zen Masters." Since our last quell, we’ve grown by 15 percent. That’s a lot of new bodies added in only a few months. I’m not nervous about our growth, because our coaches provide the vision to power forward and the support that enables us to do great things. But, how you think about your projects and approach them are important. Here are the two biggest takeaways (coaching tips) from yesterday’s talk: The Mindset: Q: Where are we heading? A: This is our foundation: Continue thinking of this as a place where you want to come to work everyday. Somewhere you feel safe, comfortable, and valued. From orientation stories told by Joe to my personal experience at Rustici Software, this has been true. It’s important to remember that this is the environment that’s allowed us to grow and be successful. The commitment to keeping this ecosystem intact is what will continue us on that path. The Execution: Do you affect your problems or are you affected by the work that comes in? Look at your work Identify what’s difficult Go to your peers and find solutions Don’t wait, act on it Again, we live this everyday. The people who work here aren’t just working; they’re giving their best to deliver the best. Instead of waiting for problems, they go find them and actively try to solve them. We’re going to continue to do that. Okay, so we’re not a basketball team, and Mike and Tim aren’t actually coaches. But we are a team with great leaders who give really awesome pep-talks. The best part? Now that we’re motivated and ready to get things done, we get to have some fun, too. Next up, paintball! The post Pep Talks Aren’t Just for Athletes appeared first on Rustici Software.

Toyota’s recent recall trouble highlights the need for companies to respond appropriately to crisis. Toyota President Akio Toyoda’s initial response to the recall of certain Toyota models for uncontrolled acceleration was seen by many as inadequate. In this case his apology was viewed as insincere and disproportionate to the size of the issue. In addition, the company initially tried to downplay the severity of the problem while casting blame on third-party manufacturers. In essence, Toyota’s response left much to be desired, but how can companies learn from Toyota’s mistakes? In the case of crisis response there are several key factors to keep in mind: 1. Communication. Toyota did not adequately communicate the acceleration issue to its customers. As a result, many were confused over the cause of the acceleration issue and which car models were affected. At  the same time, the company made conclusions as to the cause of the problem before all information was available. While crisis and emergencies are inherently chaotic, companies must keep their customers and employees informed to the best of the ability throughout the ordeal. If a company does not have adequate information to make a conclusion, it should communicate this fact to its internal and external stakeholders and let them know that they will be informed when the information becomes available. 2. Partner Relationships. Before the acceleration issue was fully understood, Toyota blamed some of its third-party manufacturers for the problem. While this move was meant to reassure customers as to the safety and quality of the Toyota brand, the company may have hurt its relationship with some of its partners. While this may not have such a dramatic impact in the automotive market (part suppliers are heavily dependent on automotive contracts for the majority of their income), other businesses may not be able to afford weakening partner relationships by playing the blame game. For this reason, companies should think twice before making any accusatory statements towards business partners or suppliers. 3. Leadership. When the accelerator issue first came up, Toyota leadership was reluctant to take action and make the necessary moves to reassure its stakeholders and solve the problem. Company leaders must be able to quickly assess and tackle the problem before it gets out of hand. This means keeping employees informed of the situation and reassuring customers and external stakeholders. If leaders wait too long before taking decisive action, a problem can quickly escalate into a full-blown crisis. Related book summaries in the BBS library: Corporate Conversations, Beyond Good Company, Just Good Business

There’s a running joke around the office about sunshine and Ervin’s arms. Basically, if the sun is visible, so are his "guns" (arms). It just so happens that in addition to Ervin’s arms, we had some actual guns out on Monday, too. As our quarterly quell kickoff activity, we pulled together 22 Rustici Software assassins to play paintball. It was an organized display of stealth and agility, and if real guns were involved, I’d be terrified. Why? Exhibit #1: There was an absurd amount of planning from both teams. On Chris’s team, The Asymptote Killers, teammates were provided with a map for positioning and attack routes. We were also assigned battle buddies, with whom we developed extra tactics. Before battle started, we were given the following orders by Chris: "If your teammate is taken down, avenge them." And so we did—with excellent accuracy. Exhibit #2: Andy’s team, Muerte por Pintura (Death by Paint), had no fear. They won the first few challenges purely by being ridiculously gutsy. Bmiller and Tim sprinted through open ground to grab the flag—getting pelted from all sides. Throughout all eight challenges, their sneak attacks reminded me of lionesses stalking prey. Their tactics worked—Andy’s team was the overall winner. Okay, so it may sound like this was the opposite of team building as we delighted in shooting little bombs of paint at each other. But, my favorite part of the day wasn’t actually the shooting, it was what came after each round ended. Instead of complaints about getting shot, tears over forming welts, or sourness about losing a challenge, there was laughter and high fives all around. Compliments and praise for shooting someone in the face? It kind of reminds me why this place I work is so interesting (and awesome). You don’t have to be on the same team, you don’t have to have the same goals. The one thing that’s constant is support and appreciation for producing good work and being excellent. The post Sun’s Out, Guns Out appeared first on Rustici Software.

In April, we sent out a survey to see what Tin Can tools the community wants us to build. To help us out, we’ve hired four interns who’ll build some of the tools that were voted on. Our four new members, Chris, Jake, Nolan, and Chaim-Leib, are smart (and really cool), so they won’t be making coffee or copies—unless it’s for themselves.While they’re building awesome things, we’ll be supplementing their time here with a few perks like money, knowledge, and friendship. First, on building awesome things: The interns will be helping us to build Tin Can tools we don’t have time to do on our own. Though they can’t fulfill all the survey requests during their short time, they will be making a significant dent in the list. Brian Miller, our in house Tin Can expert, built a 13 week program that kicks off with the basics and builds to a couple of big final projects. Under Brian’s guidance, they’ll be working on the following: Formalizing Google Hangout implementation Adding features to existing libraries Developing JSON schema to later implement statement and object validation Writing a Python library for Tin Can Assisting with the community LRS conformance testing project We’ll be sharing details of each project as it is completed throughout the summer. Back to the perks: Getting Paid Good work deserves good compensation! The interns are getting a competitive weekly salary for the duration of the 13 week program. They are officially part of the team now, so indulging in cupcakes, ice cream, and other kitchen goodies is fair game. Dropping Knowledge College teaches you the skills necessary to do your job. Internships should teach you how to apply those skills to be a successful part of an organization. To provide some insights on how a developer’s role impacts business, the interns are reading two books for our own little book club: One about successfully managing a team to achieve goals within a budget and timeframe (The Mythical Man-Month) And the second, about how to effectively do software development in a "newer" world (Pragmatic Programmer) Making Friends Each week, the interns will hang out with two different developers or non-developers for a lunch and learn. They’ll learn from different areas of the organization and make some new friends in the process. We’re big on having a friendly, supportive environment. Being surrounded by cool people is half of the recipe to loving your job.We’re really excited to have our new teammates here for the next few months. They’ll be working hard, but their work will matter. Stay tuned for updates and check-ins from the interns over the next few months. The post Making Code, Not Coffee: The interns are here! appeared first on Rustici Software.

All managers, from CEOs to frontline supervisors, must delegate to accomplish their goals. Yet, even though delegation enables managers to produce results through other people, many supervisors have not yet mastered this skill. All types of work can be delegated, ranging from simple tasks to entire projects or processes, and supervisors should consider delegating any work of which employees are capable or can be trained to handle. In The Busy Manager’s Guide to Delegation, Richard A. Luecke and Perry McIntosh provide readers with a proven method for delegation, and break down the delegation process into five steps which, if followed, will enable managers to be more effective. For a free trial of EBSCO Business Book Summaries click here.

It’s not easy being the new guy at work—especially during the first few months when the environment is new and the products are unfamiliar. So how do you make the best of your integration time? Before you think about building a 90 day plan and getting to work, there are three things you should consider mastering. To succeed in a new job, you need to be curious, open, and passionate. Why? The way you approach a new job sets the tone for the rest of your time there. If you were excited about getting the job, then have the right mindset to keep it! I recently spent some time with Erin and Yuri, two new employees who started at Rustici Software a couple of months ago. Erin does everything—HR, Jenafits, scheduling, accounting, and marketing. Yuri works his magic on the development and support side of one of our biggest products. Erin and Yuri are already irreplaceable parts of our team. They’ve carved their spots by being curious, open, and passionate (not to mention, hilarious). Why are these three qualities important? Well, here’s why Yuri and Erin have been successful: 1. Be Curious —You won’t make it unless you ask questions. Yuri: "It’s sometimes hard to realize the vast amount of information, tools, and flavors that make up a company when you’re new. There are lot of things I don’t know yet. So I spend my time learning—a lot. Each day I go to different people and ask them how to do stuff. Other days I challenge myself to discover things on my own. At the end of each day, I’ve learned something." 2. Be open — open to suggestions, open to new challenges, open to new ways of thinking. Erin: "I’m lucky that I have my hands in everything right now, it helps me to learn as much as I can about what we’re doing as a company and how I can be a part of that. I’m someone who really likes to multitask, so I welcome the challenge of working with new people—especially when they are willing to share feedback. In a lot of corporate cultures people don’t make the time to help each other like they do here. " 3. Be Passionate — approach your role with enthusiasm, eagerness, and an eye on the future. Be passionate from the start. Take initiative in situations where you have something to contribute and provide assistance where you are needed, even if it’s "not your job". A team made up of passionate people is the foundation of a great place to work—isn’t that what we all want? This all seems simple because it is. Ask questions, take feedback, be ambitious—earn your spot by having the right mindset. That’s how anybody who’s made it at Rustici Software has done it! The post How to Succeed in a New Job appeared first on Rustici Software.

Last week I talked about the need for company leaders to respond appropriately to crisis by keeping internal and external stakeholders in the loop. While a significant part of leadership success falls to communication skills, communication alone is not enough. Leaders must instill a sense of credibility among employees and stakeholders in order to make their messages truly effective. Employees need to know that those in charge are trustworthy and base their decisions on what is best for the company and its workforce. In this video from The Washington Post, General Petraeus outlines what it means to be a credible leader. Some of the key characteristics of credible leaders include: 1. Sharing risk with followers. Leaders need to lead by example, and employees need to see them living the values they promote to others. If leaders can create a "we’re in it together" mentality throughout the organization, workers will trust their guidance and decisions. 2. Empowering others. Leaders can encourage creative thinking and more effective delegation by learning to empower employees. Giving employees the initiative and resources needed to carry out a project will lead to a happier and more productive workforce. Giving them appropriate guidelines to work within will ensure that the project gets done the right way, but it also gives employees room to innovate and try new things. 3. Being truthful and not evading questions or responsibility: The essence of credibility lies in trust. Credible leaders must be open and honest with employees if they want to gain their trust and respect. They will admit when they have made a mistake and will use the lessons learned to shape future actions. Leaders should also make themselves available to employees in order to clear up issues and promote a sense of accessibility. Related book summaries in the BBS library: The Credible Company, The Transparency Edge, The Leadership Challenge

When I started working as the Client Implementation Manager for the Watershed LRS side of Rustici Software, I would have never guessed I would be spending an hour a week collectively demonstrating proper alignment for a Warrior I stance or coaching colleagues on how to do a chaturanga push­-up. I am a self­-proclaimed hippie­ at­ heart, as well as a nerd by osmosis. While much of my time is spent amongst fellow yoga teachers, I also tend to surround myself with people far more technically savvy than I. I admire the passion to acquire knowledge, strategic thinking, and the simple raw intellect my colleagues possess. But above their sheer smarts, I most admire their willingness to participate in something new, something they may not consider a strong suit, something out of their comfort zone: yoga. For the past three months, I’ve been teaching a weekly yoga class here at the office for anyone who would like to participate. It started as a Quell event, and by request has become a regular thing. Now we have a stack of mats, a few yoga blocks, and use the wooden patio right outside our office as our "dedicated" yoga space. It’s. Awesome. There are few things in life that bring me more joy than hearing someone say that their hamstrings are more flexible, their arms feel stronger, their core tighter, or they just generally feel better since starting to practice yoga. Even if it’s just once a week, the benefits can be noticeable! Even though our office is supportive of regular ping­-pong matches, spontaneous walks around the parking lot, and biking adventures to lunch, we still spend much of our time sitting. It’s easy to neglect our posture and ignore our breathing when we are focused on problem­-solving and staring at a computer screen. A weekly yoga class can serve as an awesome opportunity to get up and stretch, move, breathe, laugh, and find community with those we work with. Many people who spend a lot of time sitting at work (like software developers!) suffer from similar things like tight hips and hamstrings, wrist, neck, shoulder and back pain, tension headaches…not to mention the common collection of past injuries from sports, or just general aches and soreness from inactivity. Many of my colleagues who have been participating regularly in our weekly class have remarked that they feel stronger, their balance is improving, they are noticing their breath more, and genuinely look forward to the time spent on their mats. It’s not just a chance for them to work on their Crow Pose ; it’s an awesome time to create community outside of the office (something I must say Rustici Software is excellent at already). Plus, it’s an unexpected bonus when we can carry that sense of community and teamwork into a project together, so we are able to communicate more effectively! I am so glad to work in an environment that has been not only tolerant to my personal passions as a yoga instructor, but actively supportive. We work hard. My brain often hurts by the end of the day because I am consistently being challenged and spurred on to improve and grow and solve problems. But I am grateful for the days when my arms are a little sore too, thanks to Wednesday "Nerd Yoga" as I have affectionately dubbed it. The post Nerd Yoga appeared first on Rustici Software.

In case you haven’t thought about the value of a good intern program lately, let me assure you— it goes far beyond just checking the box. If you want diamonds, you have to take the time to mine, sort, and polish them. But why? Here are four (of many) lessons that we learned this summer with our first round of Rustici interns. We’ll start with the most altruistic points and work our way down: 1. It helps develop the next generation of workers. The value of a good internship goes well beyond financial compensation—it complements what is learned in class by doing real work. A great intern program polishes new talent to be better suited when entering the workforce, making them more desirable candidates. 2. We learn a lot by teaching others. Sometimes teaching is a great way to develop our own capabilities and better understand the things we do. Having the opportunity to spend a summer teaching fresh minds promotes new ways of thinking while reinforcing existing skills. 3. It’s a great way to recruit and secure talent. There are certain kinds of people who never show up on the job market—we want those people. If we can help them find their way to us by providing a great internship experience, we’ve secured proven talent who fit our culture. 4. They get stuff done! If your intern projects are made up of peasant work, you’re doing it wrong. Whether they are interns or permanent hires, we choose excellent people who do excellent work. That’s why the interns worked on important projects all summer long. They win because they get to work on real things that matter, and we win because we get to complete projects that have been waiting in line. It was interesting to witness our interns’ transition from newbies to fully integrated parts of our development team. It’s important to have a solid recruiting strategy, a structured development plan, and trust in new talent. Yes, it cost us extra time and money to go to career fairs, interview countless candidates, tie up developer time (thanks, B.Miller), and coordinate "lunch and learns." But we don’t cut corners on anything else, why should the intern program be an exception? After all, these are diamonds we’re mining, and boy did we find some shiny ones. The post Four Reasons Your Intern Program Shouldn’t Be an Afterthought appeared first on Rustici Software.

In 10 Steps to Successful Teams, Renie McClay provides advice and guidance for team leaders and team members who are charged with accomplishing tasks through collaborative workforce groups. The foundation of teamwork is based on the belief that the whole is greater than the sum of its parts and that more can be accomplished by working together than by working independently. Organizations that use teams effectively accomplish more than simply solving internal problems; they create a culture of self-motivated problem solvers. For a free trial of EBSCO Business Book Summaries click here.

We have an ethos about Tin Can API (xAPI) community adoption here at Rustici Software: "A rising tide lifts all boats." We realize the power of the Tin Can API to revolutionize the e-learning, training, and HR industries. It’s already happening, and we want that to continue. We want to support the community in every way possible. We want to answer every Tin Can question that’s asked. We want to help LMSs, authoring tools, and organizations realize the important and impactful new things that Tin Can lets them do. We want to help everybody use Tin Can, because as more people use it, the industry gets better. The "tide" is Tin Can adoption, and to us, it’s the most important thing in the e-learning world. Enter Andrew Downes (formerly known as @garemoko). Andrew has been instrumental in the early adoption of Tin Can. He has been building tools and experimenting with Tin Can since the early draft versions were published. He caught our attention then, and he’s only become more intertwined with the Tin Can community since…he even contributes directly as an author to the specification. There’s been one drawback, though. Most of Andrew’s Tin Can work has been extracurricular (he needs a full time job to support his family, like most of us.) We wanted to change that. We’re excited to announce that Andrew is now working as a full-time Tin Can evangelist. At Rustici Software, we’re proud to support him in evangelizing the importance and the power of the Tin Can API. Tin Can will now be Andrew’s sole focus, and the Tin Can tide will rise faster now. If your organization has already adopted Tin Can, expect to hear from Andrew in the near future. If you’re not sure how Tin Can affects your world (from a product standpoint, from an instructional design view, or even if you have technical questions), Andrew is ready and waiting to talk to you. The post Announcing: Andrew Downes appeared first on Rustici Software.

Google has recently decided to relocate its China operations to Hong Kong and has since rerouted online traffic from its censored Chinese language portal (www.google.cn) to an uncensored Hong Kong site. This move has angered the Chinese government and many of its citizens, but has also been hailed by many Chinese as a positive step toward ending online censorship in the country. Technology has connected the world in a way never seen before in history. Businesses today have to be more aware of global cultures and economies and how to carry out business across borders. While it is extremely important to understand and respect cultural differences between global business professionals, Google’s current situation also brings up the question of values. Google’s core tenant is "Do no evil." The company recently decided that continuing to censor its search results in accordance with Chinese government guidelines did not adhere to this tenant. When conducting business globally, its imperative not to lose sight of the company’s core values. News stories surface all the time about companies moving operations to foreign countries because of more lax labor or environmental laws. Businesses cannot afford to have integrity in their native country alone. When technology has connected the world to such a large extent, it is important for companies and their leaders to adhere to one set of values that will follow them all over the globe. Whether or not Google’s actions in China were good or bad, they made the right decision by adhering to their values, and I give them credit for that. Related book summaries in the BBS library: Just Good Business, The Five Literacies of Global Leadership, Leadership Beyond Reason

When it comes to performance development, many leaders are happy to accept work that is merely "satisfactory." But what if each employee could be developed into an exemplary performer, executing their duties at a level significantly above organizational standards? Though this is a realistic and attainable goal, many companies have looked to ineffective generalized training as the only solution to lagging performance. In Developing Exemplary Performance One Person at a Time, Michael Sabbag lays out the case for individualized performance development, based on the unique strengths and weaknesses of each employee. He does this through his Exemplary Performance Model, a step-by-step approach which encourages employees and leaders to seek out specific performance constraints, and leverage the powerful techniques used by exemplary performers throughout a given industry. For a free trial of EBSCO Business Book Summaries click here.

Read any survey on employee satisfaction and a positive culture will rank in the top three. Money, benefits, the actual work itself; these things are important. But most people want a great place to work and culture to go with it. When it comes to being a great place to work, Rustici Software is awesome. For the past six years, The Nashville Business Journal has recognized us as one of the Best Places to Work and last night we were awarded Company of the Year by the Nashville Tech Council. I first heard about Rustici Software from Andy, my longtime friend. After joining the team last Spring, I still wondered if Rustici could really be that awesome. Surely it can’t all be true? No place can be that great. Can it? Fast-forward eight months, and I can report it’s all true. 100% legit. This is the coolest place to work. Period. We really do love coming to work on Monday morning. As a former business owner, I was curious as to how and why the culture here is so awesome. Can a company exist where people work hard and love coming in on Monday? Can a culture be fun, fulfilling, and turn a profit? I had so many questions… What makes people want to work so hard? Why don’t they abuse the open vacation policy or the freedom to play ping-pong whenever they want? How are meetings so effective? And is ‘being awesome’ really a thing? All of my questions came with my own presumptions. And it all clicked after a recent Welcome Breakfast. I was reading Leaders Eat Last - Why Some Teams Pull Together And Some Don’t, by Simon Sinek. The premise of the book stems from Sinek questioning why some teams are able to stick together and pull through - even put their lives on the line for each other - while others are dysfunctional and doomed for failure. The answer lies with the Marines. "Officers eat last." Leaders make sacrifices for their team. They sacrifice their status and comfort in the mess hall, and go as far as sacrificing their lives on the battlefield. They sacrifice personal interests and self-serving actions to support their team. The good of those in their care is of the utmost importance. That’s what clicked at breakfast. As a new member of our Rustici Software family, you eat first. Mike and Tim (our leaders), eat last. When you see a leader of any group or organization making sacrifices for the good of others, it changes the way you perform. It changes the way you approach situations. It changes the way you view things, like work. "If you have unlimited vacation why don’t you take a month off?" "Why don’t you just play games all day?" —We get these types of questions from our friends and families. But there’s an important reason as to why none of us at Rustici Software would actually do that. Because Mike and Tim wouldn’t. Leaders who ‘eat last’ change organizations. They establish a positive culture that fosters great people. You might think culture is ping-pong, free snacks, and a company happy hour. But to me it’s trust, respect, and the desire to do more for my team. Because that’s what they’d do for me. The post Leaders Eat Last appeared first on Rustici Software.

Adversity can be a friend. Whether it is working to overcome humble beginnings, lack of knowledge, or unexpected setbacks, failure has a way of making people take stock of their careers and lives in a way that success does not. It is how people deal with setbacks, misfortunes, and obstacles that separates those who fail from those who thrive. In The Adversity Paradox, authors J. Barry Griswell and Bob Jennings explain how professionals can take advantage of adversity and use it to improve themselves, enhance their skills, regain focus, and better their situations. All of these factors positively impact the development of business savvy—a core component of success. Business-savvy leaders take the knowledge gained from adversity and use it to develop their individual human capital, all the time enhancing it with the unequaled principles behind "and then some." For a free trial of EBSCO Business Book Summaries click here.

I make it my personal mission to meet a lot of people in Nashville. People in my profession (marketing) and people in our industry (the tech industry.) Upwards of 4-5 new people each week. I like hearing other people’s career stories, and I just like meeting new people. It’s inevitable that people will ask about Rustici Software. I’ve always had a good explanation of what our company does, and I can tell people about our amazing benefits, Jenafits, and give 500 reasons why we’ve won the "Nashville’s Best Places To Work" award for 6 years in a row. What’s difficult to explain is the spirit of Rustici Software—the general feelings that we all have for work, for each other, and for the company. Over the years, I’ve developed a story that I tell people, and I think it sums up the spirit of Rustici Software—it’s about lunch. I’ve worked at six different companies over the course of my career. Lunch at most of them is the same…sit at your desk and eat lunch alone, or grab a friend and get the heck out of the office. Things are different here. We have our big pong room where we eat lunch…together. If people go out for food, they get it "to-go" and bring it back to the office to eat with everybody else. We don’t feel the need to get away from the office, because it’s an amazing place, and we like being here. We like spending time with our co-workers, because our co-workers are also our good friends. It’s a great place to work for a lot of reasons, but the spirit of Rustici Software is in our founders and our people—our respect for each other, our friendships, and our pickiness about the people that we let join our family. The post The Spirit of Rustici Software appeared first on Rustici Software.