Many L&D leaders dream of creating the ideal learning experience. An experience that is motivating, engaging and accessible by everyone AND leaves their people feeling empowered to succeed. However, many fall short of this vision. Why? Because they focus too much on the learning experience itself. Instead, the emphasis should be on aligning learning with overall performance goals and business objectives in order to deliver results that matter. In this eBook, featuring research-backed strategies from the analysts at Brandon Hall Group, you'll see how learning leaders need to take a step back from the chase for the best learning experience and instead, focus on the business outcomes they hope to achieve through their learning initiatives. You'll gain insights into: The Learning and Performance Convergence Model 4 steps for developing a strategic learning experience aligned to business objectives Key elements of a modern learning experience, including mobile learning, video, coaching and informal learning How to use technology to deliver on this strategy and measure the results that matter Download this eBook from Saba Software today and start designing a better learning experience for your people and your business!

The world we live and work in isn’t slowing down. Today's challenge for organizations: change how you do what you do at a faster rate than ever before. That means leaders must foster both organizational innovation, and the ability to change and act on the new ideas and opportunities. Innovation is one of the most important factors for an organization’s success and growth. Teams need to be able to implement and execute on new strategies and ideas, quickly and collaboratively. Download this free ebook to get actionable tips and practical advice on: How to identify in-house innovators Four key questions you need to ask What to do to accelerate your innovation journey Creating a company wide culture of innovation You’ll also get a bonus cheat sheet, with resources to kickstart your DIY innovation! How can your organization use human-centered design to get unstuck and take on any challenge? Download our ebook to find out.

How to choose an online training solution that drives business results.  Did you know that 94% of employees would stay at an organization longer if it invested in their career? Employers are investing more time and money in their employee training programs in an effort to develop and retain top talent in the midst of record turnover. Because employees today are frequently interrupted and have only a small percentage of the workweek to dedicate to training, organizations are leaving traditional classroom and in-person training by the wayside in favor of online training that meets the needs of the modern learner. There are a lot of moving parts that make up a successful online training program. A complete training solution can help you streamline administrative training tasks, while also engaging employees and driving business results. But what does a complete training solution look like? You need quality content, an easy-to-use learning management system, and a strategic partner who can help you maximize your training program. This eBook will help you learn how to evaluate all three and find an online learning solution that keeps your organization competitive. You'll also learn: -How investing in a complete learning solution improves business results -How to choose the right training partner for your organization -What a quality content library should look like -How a strategic partner helps you get maximum ROI for your training program

In sales, we often find ourselves grappling with a false choice - do we focus on relationship building with the customer, or focus more on winning the deal at all costs? It can often seem like there is no middle ground, we have to either perform like a hardliner or try and gain the customer's favor. But it is not, in fact, an either/or situation. This white paper explores the middle ground between building relationships and winning the deal and offers helpful tips on ways to nurture both your relationship with the customer while keeping your eye on the prize. Read more to discover how it might be the way salespeople think about their customer relationships that prevents them from focusing on and winning the deal. JMReid Group is a training company that provides sales programs with this middle ground at top of mind. If you like what you read, contact us in the interest of your sales team at www.jmreidgroup.com.

Mentoring. Managing. Counseling. Coaching. Many people use these terms more or less interchangeably when referring to people management in the workplace. However, the truth is managing someone is fundamentally different than mentoring someone. When it comes to the concept of coaching in the workplace, the difference is even more stark.

You are about to embark on a journey that is going to help you to book, sell, and retain like never before. This book reveals: What has changed in our B2B industry/profession, how to cope with the change, and what skills should one acquire to thrive? What should you change/improve to book, close, and retain more than ever? What resources are valuable to keep on your road to success? "The illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn." ― Alvin Toffler Click below to download this eBook.

Let's face it, employee engagement, proficiency and productivity are the most important attributes to the success of an organization. Therefore, the primary goal of corporate learning programs should be to improve each and every employee and to measure the impact of these efforts on business or organizational goals. Furthermore, corporate learning programs must introduce leading indicators of performance related to knowledge, skills and engagement. Plus, designing a continuous and agile program that is highly relevant and contextual to an individual's job and company is necessary to build the capabilities needed for the maximum impact on business outcomes. In this eBook, we will: Explain inherent barriers to proving ROI of learning programs Encourage L&D professionals to reconsider learning metrics and ROI measures Demonstrate how best-practice microlearning improves employee proficiency and impacts performance Describe how to build a measurable learning business case for the C-suite audience

Stress can wreak havoc on a workplace. From tight deadlines to budget crunches, personal problems to health issues, stress of all kinds can decrease productivity and affect employee morale. And certain seasons—especially the end of the year, with the pressure of the holiday—can bring extra stress. What can an empathetic employer do to help? Click below to download this White paper.

What's the reality of training today?    Poor engagement, low completion rates and next to no knowledge retention. Despite learning leaders aiming for the exact opposite. Here are the numbers: ·  6.5% of learners complete their training (excluding mandatory training) ·  87% of training is forgotten within one month of training ·  80% of new skills are lost within one week of training if not used  Bridge the gap between corporate training and real work outcomes   How are we still getting training wrong? Corporate training programs are designed in a way that’s inherently flawed, focusing mainly on passive content delivery. Action-based learning helps bridge the gap between theory and practice, and leads to an 18X higher knowledge retention rate and 4X higher completion rate.    Download the eBook and learn how to apply action-based learning to deliver a stellar ROI for your company.

Get a competitive edge by developing your emotional intelligence Emotional intelligence, or EQ, is a fairly new concept, but it's quickly becoming a highly desirable trait for many employers. In a time when technology has allowed us to automate many processes, the ability to relate, empathize, and connect is more important than ever. There are several factors that make up emotional intelligence, including self-awareness, social awareness, self-management, and relationship management. Taking time to improve each of these can set you and your organization apart. Individuals with high EQ have stronger relationships in and out of the office, which can lead to higher job satisfaction and lower employee turnover rates. But strong relationships are just one benefit of high EQ. Employees with high EQ tend to have higher productivity and profitability rates, solid problem solving skills, and the ability to control their emotions during stressful situations. Not only do these traits make the workplace more enjoyable, they can also drive business results and keep the organization competitive. Everyone has some degree of emotional intelligence, but there's always room for growth, especially as your role or circumstances change. This ebook has prompts and practices to help you improve your emotional intelligence. You'll also learn: Tips for becoming a more active listener  How to have effective conversations Ways to manage your emotions  How developing your emotional intelligence improves business results

Choosing the best technology to deliver learning solutions challenges every training organization, regardless of size or experience. It’s easy to become stymied by legacy systems or diverted by the latest bells and whistles, especially when business leaders have a keen desire to try the newest technologies.   We among the Training Top 10 Hall of Fame organizations are struggling with this, too. We’re learning, though, and know it is critical to continue to focus on aligning learning strategy, content, and supporting technology with business results and needs. When we do that, learners win every time.   In this white paper, we look at Training Top 10 Hall of Famers’ learning and development (L&D) technology best practices and what we’re still learning. These lessons can be applied in any organization, regardless of size or industry.

Talking with the C-suite, having a seat at the table, being a trusted advisor…whatever you call it, this form of success only comes from credibility fostered by a reputation of consistently giving good advice.   That requires being accurate, intuitive, and trustworthy - attributes that can be built only over time. To foster that perception and, thus, gain access to the C-suite, Learning and Development (L&D) leaders must understand the business, see the big picture, and be able to tap subject matter experts to provide the granularity required to ensure that each development activity adds value. Development for development’s sake is not an option. The inkling that L&D could be a valuable business consultant begins with small things—successes forged despite adversity—and grows with consistent improvements until, eventually, the C-suite routinely seeks its input.   With guidance and tips from the Training Top 10 Hall of Fame organizations, this white paper will help you develop what it takes to propel yourself and your department into the confidence of senior leaders, reliably and consistently.

When Learning and Development (L&D) leaders consider the future of training, they often focus primarily on technology solutions. After all, who wouldn’t be intrigued by learners accessing content and swiping through data on holographic white boards shimmering in the air (remember the Tom Cruise movie, Minority Report?)? Or learners channeling Dick Tracy as their smartwatch answers their questions in the field?   Indeed, virtual reality and augmented reality are becoming realistic delivery methods for training; artificial intelligence likewise is becoming a more practical option; and on-demand learning, microlearning, and social learning continue to be increasingly key elements, especially for tech-savvy employees.   Despite the plethora of high-tech solutions, Training Top 10 Hall of Fame members resoundingly believe the classroom will continue to play a vital role in the future of training. That said, this isn’t the classroom you probably trained in. Front-of-the-room lectures to passive listeners are being replaced by flipped classrooms, learning labs, PODs (points of dispersal), facilitators, games, and simulations that engage learners. And that means instructional design will take on an even more crucial role.   This white paper discusses the future of training, the new skills that will be needed to optimize cutting-edge delivery modes on the horizon, and how L&D can best measure results and ensure training effectiveness.

The term, "Agile," isn’t new, but the use of such a framework has become an indicator of relevance in today’s ever-changing business environment. Since Agile emerged in 2001 as an alternative to the cumbersome documentation process miring the software industry, it has been adopted widely by other businesses as a framework to develop effective solutions quickly. Its hallmarks are collaboration, flexibility, and speed. Like most business functions, Learning and Development (L&D) organizations that can’t meet those ideals soon will be irrelevant.   Agile methodology isn’t the only worthwhile approach to instructional design, of course. ADDIE, Lean, and other frameworks are available and effective, but Agile is particularly well-suited to instructional design, and its core principles can be applied to many design approaches.   This white paper discusses what the Agile design concept means for L&D and outlines some best practices that can make all organizations more responsive and flexible.

Every organization’s most important asset is people. As such, Learning and Development (L&D) professionals play a vital role as they develop and grow people through training and, thus, have an impact on business success. That means it is crucial for L&D professionals to continuously build and enhance their own skills. But what exactly are the needed skills and how are they changing? As a profession, there are few agreed-upon, universal standards outlining exactly what L&D professionals need to know and do to help employees change their behavior and improve their skills. It’s about more than just mastering core competencies. It’s about identifying certain traits that allow L&D professionals to meet today’s needs and move nimbly into the future. This white paper aims to identify the factors that separate the good from the great by exploring the traits and competencies that characterize the best-of-the-best L&D professionals and what skills will be needed in the future. The goal is twofold: To identify the traits and competencies of the highest echelon of L&D professionals To lay the groundwork for creating a master class curriculum that can propel L&D professionals from proficiency to mastery of their profession. What form that curriculum may take remains to be determined; this white paper is the first step in the process.

Training Top 10 Hall of Fame members, through this whitepaper, seek to make their decisions easier and well-informed by clarifying issues, exploring the roles of social media in training, and discussing the advantages and disadvantages of the many types of social media available. Throughout this paper, realworld- examples are discussed, along with insights from thought leaders in the training industry.

This white paper explores the strategies Training Top 10 Hall of Fame organizations use to engage their employees at all levels throughout the company, in good economies and bad. Case studies explore their approaches to onboarding, engaging middle managers, aligning engagement to business objectives, developing relevant learning modules, and building an improvementdriven culture.

Outcomes-based learning is proactive. It engages learners, building on pre-existing knowledge, skills, and experiences, and fills in the gaps. It promises measurable results. After training, an outcomes-based approach tracks how many times learners use their new skills in their daily work.

This whitepaper explores the strategies Training Top 10 Hall of Fame organizations have used to transform their L&D function into a strategic business asset. Case studies explore the evolution of their brands in terms of leadership, business alignment, cultural transformation, change management, and ongoing challenges.

Stop guessing how to engage employees Your organization offers great perks like a casual dress code, flexible hours, and social events. And yet your top performers still leave, and you're left sorting through another stack of resumes wondering what happened. What is it that they actually want? If your organization is struggling with employee engagement, you're not alone. An alarming 85 percent of the U.S. workforce is disengaged. And if you're wondering why you have low engagement, you're not alone there either. Despite their best intentions, organizations often miss the mark when it comes to engaging employees. Low employee engagement isn't just bad for morale. It can lead to more safety incidents, less productivity and profitability, and increased turnover. But don't feel like engaging employees is a losing battle not worth fighting. It is possible to improve employee engagement by first understanding what drives employee engagement. Once you get to the root causes of disengagement, you can begin to engage employees in a way that resonates with them. In this infographic, you'll learn: How improving engagement produces positive business results  The conditions employees care about most Detailed models to use to improve engagement

Supporting your staff with this benefit can demonstrate how you value their growth.   Through tuition assistance, employees can obtain advanced degrees and certifications they might not otherwise pursue. Many companies use this benefit to attract and help retain top talent at various levels within their organization. More and more we’re seeing organizations partner with universities to make the most out of their tuition assistance benefit—some even going as far as to provide degree programs for no cost to employees who take advantage of this benefit. Click below to download this White paper.

Organizations face a real threat to leadership continuity, and to their bottom line: the talent gap. To combat this, companies need to find ways to develop their personnel, helping individuals evolve into positions that rely on their experience, education, and skills.   In this white paper you’ll learn: How to effectively upskill talent into leadership roles The foundation of leadership development Who needs foundational leadership development How to support the development of emerging leaders

Learn how you can harness the power of your enterprise software with a workforce that uses it accurately and intelligently. This training business case explores the reasons for adopting an enablement solution, ways to integrate it into your organization's business model, and details about what your business can expect to get out of it.

Are traditional Learning & Development (L&D) approaches broken? You want to help your people develop key skills and behaviors that will propel your organization forward. Yet studies reveal employees forget up to 60% of what they hear in a typical L&D session—on the exact same day they hear it. And research shows that 7 out of 10 employees fail to ever transfer what they learn to their actual jobs. Something is clearly not working. Clinging to legacy L&D methods is no longer an option. You need a way to add strategic value to your organization—especially at a time when L&D must prove ROI and business outcomes such as retention and P&L. Read the 5 Reasons Why L&D Isn't Working Today, to learn: The top five reasons current L&D solutions are failing you How to move beyond L&D to get real results you can see (and measure) Why companies like Logitech and Workday are turning to one-on-one coaching at scale to create lasting behavior change