It is an oddity of behavioral psychology that it’s a smart business strategy to let sales reps self-select some of their goals, yet not so smart to let them determine whether they receive cash or non-cash rewards for reaching those goals. Simply put, we don’t always understand what motivates us most effectively.

Mobile. Big data. AR/VR. There's always something new to explore when it comes to L&D strategy and technology. Unfortunately, it's easy to get lost in the hype. Too often, L&D pros feel like they have to move on to the next big thing before uncovering the true value of a new idea within their learning ecosystem. In this session, we'll discuss...

L&D business partners can provide significant value to their organizations by helping current and future business leaders to build the resilience to operate in a turbulent ("VUCA") world. Many challenging development questions co-exist in today’s business environment: How do we prepare senior-level directors to move into executive roles, where they will need to take business performance to the next level? How do we get our high-potentials to organize and operate as a business team, prioritize, and chart their own course as proactive change makers? How can we build business acumen, a growth mindset and emotional intelligence across functional areas? A competitive business simulation is an immersive experiential exercise that can provide a powerful testing ground to address all of these fundamental challenges that face organizations across industries.

Excellence in team selling is critical to success for commercial selling organizations today. Customers bring more stakeholders to the table and expect to meet more than the salesperson before making a commitment.  To manage these moments effectively, salespeople need to ensure all players are operating at peak performance -- individually and as a unit -- in those high-stakes meetings.

For the trainers and participants,  webinars are great, until the trainers simply "yack" at learners. That’s when learners start multitasking and therefore, do not learn from the sessions.

Multi-state objects in Adobe Captivate are a powerhouse of possibilities to create interactions with absolute ease. If you’ve not yet started using multi-state objects to build interactions, now is the time to start using it. You will be delighted to discover this magic mantra to reduce the number of steps to create an interaction, and making your timeline look clutter free.

Instructional designers today often find themselves in charge of most, if not all, of the overall learning experience design of their eLearning projects - including designing instructions, visuals, interactions, assessments, and even user interfaces. That’s a lot of design work! And while popular authoring tools technically allow you to jump straight into development, skipping a thoughtful design phase can have real costs, as changes in the development phase take substantially longer than those in the design phase. Investing a bit more time up front in design can save you a significant amount of time over the course of your project. But what exact design processes should you use to do this?

Employee development programs are often effective at increasing awareness, providing knowledge and improving skills.  Performance often translates to the work environment and employees contribute to achieving business goals.  Research at CEB has found that managers play a significant role in preparing employees for learning events.  When they engage learners before and after those events, they also improve learner performance by as much as 55%. 

Wanting others to change their behavior is only natural, especially when that behavior is negatively impacting the results of our organization and the team. However, a singular focus on changing behavior will bring disappointing results, because it fails to address what is driving behavior, mindset.

The failure of sales training to produce results is practically legendary. The ability to change behavior is a well-documented challenge for one person, let alone an entire sales force.  So are we forced to accept the fate of low ROI from training or poor sales methodology adoption? 

What are the obligations of managers? The answer to this question varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma.

Sales managers have a big job but they need to remember that reps do the heavy lifting. The key is to create an environment where the reps are prone to success. In this webinar, you will learn about three critical (and low-budget or no-budget) tools to help your reps become the best they can be. By helping them set goals, stay focused on the most important aspects of the job and get emotionally engaged, you will ensure your own success as a sales leader.

Many people in the e-learning realm are attempting to use Gamification and Serious Games to spark employee engagement and drive learning retention. Everyone is working to make the best serious game that will enhance the learning objectives and retain learning. The biggest setbacks for some of these serious games and gamified learning experiences have been little-to- no planning, tough to pinpoint metrics, little-to- no implementation strategy, and insufficient or nonexistent post-deployment support. Serious Games are living, breathing, evolving things, unlike our e-learning modules we put on the shelf. This session will talk about planning, developing, implementing, and supporting serious games for companies that have never gone down the route of serious games and gamified learning experiences.

Join Dr. Allen Partridge in this quest to understand the most common strategies for Training & Development / Performance Solutions in a modern business environment. While defining a maturity map, or even creating a snapshot of comparable enterprise learning programs can be a very difficult task, it is even more daunting to understand where your organization is on such a maturity model and to plot a path toward optimized outcomes.

Marketing …   We all dread it.   One extra thing to do on our ever-growing list of tasks.

Would you like to be involved in an experience where you can participate in a next generation webinar? 

Every day in your business, people are making decisions that affect the bottom line. Many of these financial decisions are made by people who perceive finance as scary, hard, or someone else’s job. 

Research shows that incivility in workplace has a detrimental impact across a wide range of areas.  Lack of support from the people around us has shown to decrease work effort, time spent at work, customer service, quality, and commitment. While at the same time increasing worry, frustration, avoidance, and ultimately turnover.

Is L&D keeping up with the rapid changes to industry and jobs in the last ten or so years? According to The Future of Jobs report by the World Economic Forum, we aren’t.

It’s our favorite webinar of the year… time to PARTY. This year we’d like you to don your best Halloween Costume, pull up a candy bowl and get ready for FUN. All of this, while coming up with great ideas for making your webinars more engaging and interactive. We might bring the tricks… and there are guaranteed treats!

In these changing times, organizations are battling more employee related issues. With unemployment being low, retaining top talent comes to the forefront. And with millennials rapidly entering the workforce, generational challenges become prevalent. So how do you combat challenges like retention, recruitment, succession planning, as well as continued leadership development?

Action Learning is a dynamic process that helps participants learn individually, as a team and as an organization.  Ultimately, this process helps organizations develop creative, flexible and successful projects that can serve as best practices and increase shareholder value.

Careers used to be predictable. There were ladders. Each rung led up the hierarchy. Then individual aspirations and company needs began to evolve. Old ladders became largely inaccessible. Some rungs disappeared, and the space between others shifted from steps to leaps. Today's marketplace demands an agile workforce. Organizational structures have become fluid and flexible. As a result, career mobility has emerged as essential for individuals at all levels. No longer is mobility just about physical movement or assuming the greater responsibilities that come with a promotion.

For many years our industry has functioned under this premise, "We know that 1:1 training is the most effective method to learn/teach, but that doesn't scale". We created elaborate self-paced instructional courses that allowed anyone with a connection and the right computer equipment the ability to learn from an expert. And that worked. For about a decade. The eLearning course solution has been failing companies for many years now. It's time for something new.