Companies of all industries are having some degree of difficulty with skills in their workforce. Some can’t find skilled workers, some can’t keep skilled workers, some don’t develop skilled workers, and many suffer from all three challenges.

Incorporating fitness trackers, goal setting, and a healthy dose of competition can get employees motivated about wellness initiatives.

Are you training employees within the traditional normal business model or does your business model more reflect that of an extended enterprise or franchise?

More than 15,000 business books are published every year—an overwhelming choice for busy professionals. Therefore, in partnership with getAbstract, Training brings you November’s top three business books recommended to our readers.

Aiming to improve the service results of a specific outlet or department, the hour of coaching is designed to be similar to a golf or music lesson and has three distinct phases: observation and modeling, transition, and coaching/feedback.

Perfection is impossible except in scientific laboratory experiments and mathematical applications. Most of the time, emphasizing perfection rather than excellence acts as an obstacle to progress.

When people are stuck or resistant in their thinking, they change their mind and learn better from self-discovery than from others telling them what to do.

Live by the words of Miles Davis: "When you hit a wrong note, it’s the next note that makes it good or bad." If things go wrong, work hard to make them right.

The excuses—such as it’s too expensive and takes time—are all rubbish. The apathy toward this critical business imperative has a significant ability to damage a business and is doing so across the world. Here’s how to make it different.

Tips to build in soft skills criteria systematically in every aspect of your staffing strategy and hiring process.

Training and development budgets range from thousands to millions or even billions of dollars annually. Much of this may be in vain because people are expected to participate and learn in programs that are out of alignment with their learning preferences, out of alignment with their job needs, and out of alignment with their career paths.

In an effort to reduce Catheter-associated urinary tract infections (CAUTIs), Carilion Clinic hospital units implemented a hands-on learning program with real-time feedback.

Recent advances in technology, from YouTube to MOOCs, have increased the amount of content available to learners with a few clicks. But as the range of choice increases, so does the danger of fragmentation—companies need to be aligned in their vision and approach.

When it comes to creating shareholder value, talent matters most.

It seems women tend to use the word, "just," more often than their male counterparts, leading to communications that have an apologetic or less confident tone.

How can companies make the most of powerful, aggressive personalities while identifying those who have another, dangerous side to their successes?

The training challenge for temporary employees is different from the challenge of training long-term, permanent employees. For one thing, you don’t have as much time.

Wearable technology is a growth area in the world of devices, and potentially can help your company—if you know how to set the right tone with employees.

With workforces still much slimmer than they were years ago, young up-and-comers can be left with few development opportunities as they wait for someone above them to vacate their position.

How Learning professionals can best support managers and employees so they can become more productive.

An article in The New York Times about Amazon’s workplace details how this famous company often cruelly pushes its workforce to meet its product development, delivery, and financial goals. This seems to be counter to the job of Learning & Development professionals, who aim to help organizations achieve their goals by preparing, guiding, and nurturing their employees.

People with introverted personalities long have been considered less than desirable in the workplace, but that may be changing.

Some companies value the authoritative voice over the humble voice, and that can lead to the kind of bosses employees are afraid to candidly speak and express new ideas to.

Making performance reviews mostly about ratings and salary increases plays into the hands of managers who want to manage from the shallow end rather than taking a deep dive into the long-term development of their employees.