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Help Your Employees Determine Their Career Agility Quotient

Career Acrobatics 101: Why Flexibility is the New Path to Success Traditional career paths have long been on the decline, and that predictable, linear climb is not likely making a comeback any time soon. After all, 85% of the jobs that will exist in 2030 haven\'t even been invented yet!¹ While career paths may not be as straightforward as they once were, a tremendous opportunity has also presented itself – for those with the right mindset about career development. So how can HR and L&D leaders cultivate career acrobatic skills to ensure their employees are more versatile, flexible, and adaptable to workplace change? This guide, featuring insights from Julie Winkle Giulioni – co-author of the bestselling book "Help Them Grow or Watch Them Go: Career Conversations Organizations Need and Employees Want" – includes a 3-minute quiz your people can take to help them determine their career agility quotient. Employees can then use the results and actionable best practices outlined in the guide to help future-proof their careers, keep up with evolving business dynamics and successfully navigate the changing world of work. Download this guide to find out why career agility is the new competitive advantage – and how your people can become career acrobats to propel their career to new heights!

Welcome To The Digital Age Of Healthcare

Is it time to life-save your learning?  Healthcare today is more reliant on technology than ever before, and this applies not only to the procurement of healthcare services but also the way training is delivered across the industry.  Totara\'s latest Healthcare Sector Guide is designed to help you understand new developments in the delivery of healthcare training, including:  The key challenges facing healthcare organizations today How to manage healthcare learning programs and compliance effectively Preparing for the future of training in the healthcare sector When your learning is saving lives, it\'s crucial that it\'s pulling its weight. Download your copy of the latest Healthcare Sector Guide today! 

Developing Leaders Who Bring Their Whole Selves to Work

There was a time not so long ago when the concept of leadership development within an organization was all about developing an emerging leader’s professional skills and competencies.   How could they drive results and better align their teams with organizational objectives? How could they more effectively develop strategic insights to drive greater efficiencies? How could they skillfully cultivate innovation to drive new product offerings? Click below to download this White Paper.

Workplace Knowledge and Productivity Report

Every job has its nuances. Every organization has its own customs and culture. Every employee, therefore, ends up with knowledge that no one else has. And that knowledge is not only rare but valuable. Call it “unique knowledge.” It consists of everything an employee gains through specialized training and insider learning. Unique knowledge varies from organization to organization and from position to position. But it’s instrumental in tackling the complex problems and unexpected challenges that employees encounter at work more or less every day. On the one hand, this is fantastic. We all have our areas of expertise, hard-earned and distinct. On the other hand, it’s problematic. Most places of work don’t have a formal way of capturing unique knowledge and sharing it throughout the organization. So, more often than not, it remains stuck inside people’s heads. There are two big reasons to care about this. One is romantic: Knowledge is valuable, and it’s a shame to let good ideas go to waste. The other is practical: Unshared knowledge costs money. Click below to download this White Paper.

4 Ways Generation Z Will Change the Workplace

From a generational perspective, we have frankly been fixated on Millennials. Countless articles have been written about Millennials (born 1981-1996) and how they have fundamentally changed societal norms. They\'re not buying homes. They refuse to get married. They don\'t eat cereal. They\'re killing golf. You name it. The reality is, however, that as the oldest Millennials approach their 40s, they are starting to fall into more traditional conventions. They are getting married. They are buying homes. They are having kids. And when it comes to the workplace, they are starting to settle into leadership roles and are adopting the organizational expectations that come with that.

5 Reasons for Business Leaders to Invest in Higher Education

Now more than ever, business innovators like you are investing in higher education partnerships. Attracting, retaining and developing today’s workforce is more crucial–and more difficult–than ever before. As a leader, you face multiple human resource challenges, including: • Recruiting and retaining top talent in a low unemployment market • Offering the variety of benefits your diverse employee base demands • Demonstrating commitment to your employees • Supporting your organization’s need to grow and develop future leaders   Investing in higher education partnerships helps address these challenges head-on, while allowing you to positively impact your organization. And as Benjamin Franklin said best, “An investment in knowledge always pays the best interest.” In this briefing, we’ll explore the reasons why today’s business innovators invest in higher education opportunities for their employees.

2019 Training Trends Report

Hot off the press! The Omnipress annual Training Trends Report is now available! For the third consecutive year, Omnipress conducted a survey of more than 100 training and continuing education professionals. The results reveal emerging trends in learning, technology and program delivery. They also give insight into how other organizations are managing both the opportunities and challenges facing today’s education professionals.  The 2019 Training Trends report provides industry data you can use to leverage your organization’s greatest asset for engaging new and existing learners—education.   2019 Training Trends Report   This year’s report indicates that 51% of respondents currently offer at least 11 different programs or courses, with 60% of respondents expecting to increase that number in 2019. The good news is that the perceived value of ongoing training and continuing education for industry professionals is on a steady rise. But this increase in programming does present some significant challenges for training pros who already manage a broad portfolio and wide array of responsibilities—particularly as they are also tasked with navigating changes in learner preferences and emerging trends and technologies.   Some of the questions and themes explored in this report include: How are organizations delivering their educational programs today, and what changes to they foresee in the future? What challenges are organizations facing in delivering this content? How much are organizations focusing on new and emerging trends? Are organizations prepared for young professionals?

Tools for Managers: The Coaching Mindset

Inside organizations coaching has become common practice to address issues such as developing talent, ‘onboarding\' key leaders and supporting senior executives. Yet, there is clearly widespread opportunity to integrate some of the skills and competencies inherent in coaching into the roles of managers and contributors at all levels in an organization. We call this: the Coaching Mindset. Click below to download this White Paper.

Inside Coaching: Insights Into Coaching Skills That Shape Stronger Leaders

ASK MORE, TELL LESS Many of the skills of a great coach are equally effective for a great leader – emotional intelligence, able to provide feedback, capable of creating strong working relationships, comfortable challenging the thinking of another, willing to ‘speak the truth’ when it’s most important, and the list goes on. Of course the question is which coaching skills might a leader adopt to get the best results in these all-important human interactions. Click below to download this White Paper.

A Case For Coaching: Growing Leaders & Creating a Culture of Development

WHAT IS A COACHING CULTURE? Culture shapes behaviors inside the organization and a coaching culture is one deliberately focused on growing and nurturing talent in order to deliver key results, strengthen leadership capacities, increase retention and deepen engagement. A culture that has cultivated a coaching approach to development often demonstrates some of the following characteristics: • Giving and receiving feedback in the service of being at one’s best • Focusing on opportunities to help members of one’s team grow • Operating in teams with clear goals and roles • Developing others when it matters most • Asking and empowering more than telling and fixing When coaching is embedded through all levels of an organization it becomes the predominant approach to working and leading together with a goal of building a best-in-class organization by building great leaders. Click below to download this White Paper.

Building an Organizational Culture of Mentorship

From corporate boardrooms to office water coolers, it’s the hot topic for every organization looking to attract, develop and retain top talent: mentoring. But building an organizational culture of mentorship doesn’t just happen. Likewise, it can be overprescribed, stifling the inherently organic nature of relationship building. Click below to download this White Paper.

Talent Strategy Playbook: Your Guide to Creating a Better Talent

Put people first for better business results Sports teams and talent management have a lot in common. For both to be successful, you need to get to know the people and the skills they bring to the team, and where opportunities for improvement exist. In organizations, HR and L&D leaders are the coaches and the talent management strategy is the playbook they use to make decisions. The talent management strategy outlines how interconnected people programs work together to keep employees engaged and productive. Employees aren’t a number - they\'re the core of your business Progressive organizations know this and it\'s why they\'re looking for ways to align their business strategy with how they manage, train and develop their people. That\'s where a solid talent strategy can help. Comprehensive talent management strategies can include programs for recruiting, onboarding, learning and development, performance management, leadership development, succession planning and more. With a comprehensive talent strategy that\'s aligned to key business objectives, the talent management programs you implement act as the offensive line to bring in the right people at the right time. It also becomes your defensive line to ensure people stay engaged in their work and don’t leave the organization. In today\'s ever-changing workplace, organizations need to make it a priority to meet the needs of the people that keep their business going strong. The Talent Strategy Playbook outlines the steps you can take to build a comprehensive and effective talent management strategy. It also includes an editable template you can use as a framework for building your strategy. Download the playbook now to get started building a talent management strategy that aligns the needs of your people with the success of your business!  

Real Strategies to Improve Employee Engagement

What Are the Obligations of Managers? In a world that is rapidly approaching eight billion people, rarely do organizations around the world face the exact same challenge at the exact same time. Yet, that is exactly what’s happening when it comes to people being engaged in their work. Here are some telling statistics from Gallup: In France, an abysmal 6% of all employees are actively engaged. In the UK, that number nearly doubles to 11%. Here in the U.S., we boast above-average employee engagement levels with 15% of employees reporting that they are actively engaged. That means 85% of US workers are disengaged or actively disengaged in their work. Click below to download this Whitepaper.  

3 Ways Leaders Can Prepare for the Future of Work

It’s a busy time to be a futurist. The pace of change in the workplace continues to accelerate. Expectations of people leaders to effectively move their organizations and teams forward have seismically shifted. And that is likely only to continue. Shelley Robbins, PhD, senior faculty chair of masters programs in business at Capella University, recently discussed this topic as part of a panel at the BetterUp Shift conference, which delved into the science of talent development in a world where people enablement will be the way of the future. The following are Robbins’ takeaways from the panel on how people leaders can prepare for the future of work.

Your Guide To Developing Today’s Top Talent - How Technology Is Changing the Way We Learn and Grow at Work

The truth about the future of work is that it’s unpredictable. As technology, industries, and demographics continue to shift, organizations have found themselves in a position as exciting as it is challenging: What will the future hold, and how do you prepare for the unexpected?  

Welcome To The Skills Economy - How To Drive Organizational Change And Thrive In This New World Of Work, Where Skills Are The New Currency

The Fourth Industrial Revolution We’ve entered the Fourth Industrial Revolution, where cars drive themselves, robots are more than a sci-fi storyline, and the line separating biology and technology is increasingly fuzzy. These are not unrealistic statements. LYFT’s CEO projects no need for car ownership by 2025, and 3D DNA printing is already a reality.­­­1 According to the World Economic Forum (WEF), this revolution is happening at an exponential pace, and the “speed of current breakthroughs has no historical precedent.”2 For industries, organizations and employees alike, the Fourth Industrial Revolution offers tremendous benefits. However, within these very benefits lie the revolution’s most complicated — and sometimes frightening — challenges. While AI and robots aren’t making the human workforce obsolete, they are forcing employee roles to change. And that means organizations must begin to modify departments, staffing, training Click below to download this White paper.

18 Ways to Improve Sales Training with Video

How to use video in your sales enablement practice to help your reps ramp up more quickly, sell more efficiently, and share best practices more easily. Click below to download this Whitepaper.  

Disrupting Sales Management through Adaptive Sales Coaching™ - Better Coaching Leads to Better Sales

Across the nation, sales managers are struggling. They struggle to keep up with deadlines, with reporting, with setting and hitting goals, and with managing and motivating their sales teams. SalesFuel hears these sentiments at every conference, at every training session, and every day from our own clients. There is not enough time. And most definitely, there is no time for sales coaching. The developers and researchers at SalesFuel were tired of hearing sales managers say, “Oh, I\'m swamped with bazillions of things to do. I don\'t have time to sit down and have hour-long conversations with each sales rep every week.” So, they created a tool specifically to address this no-time epidemic and to disrupt the way we think about managing sales forces forever. It is time for a sea change in sales management. And, it\'s time for adaptive sales coaching.

5 Potential Pitfalls in Sales Training

We have identified five potential areas of failure in sales process/sales methodology implementation in the midst of data-driven sales transformation.  These areas are broad and multifaceted, but we have explained them within the context of the business issue, and their effects on process implementation, as well as the way that shifting process implementations can affect business issues.

ROI of Coaching

As HR investments become more data-driven, coaching must deliver on its ROI evidence gap. At BetterUp, we’ve created a model that can effectively measure the impact of coaching on the bottom line. Download our paper to learn: How coaching ROI has been measured in the past, and why these methods are flawed Which inputs are factored into our ROI algorithm How we map the ROI of coaching to tangible business results

New Manager Development

New managers can develop into high performing future leaders. Or, they can flail and fail–costing your company hundreds of thousands of dollars. Learn what you can do to ensure new manager success. Download our paper to learn: The 3 major problems most companies have with new managers Which 4 critical management skills should be developed How coaching new managers can lead to dramatic improvements in new manager performance

Developing Inclusive Leaders

Company cultures that value and celebrate diverse perspectives not only support, engage and advance underrepresented groups, but also benefit by making better decisions and achieving broader innovation. We believe inclusion is a hallmark of strong leadership and should be a core skill for all leaders. Download our paper to learn: Why most diversity and inclusion programs fall short on their promises How to develop skills that foster an inclusive workplace with BetterUp coaching How BetterUp unlocks the potential of emerging leaders with career coaching to build leadership behaviors at scale

Essential Guide to Modern Sales Onboarding

A New Look at Sales Onboarding Sales organizations onboard new employees differently now than they did just five years ago. This transition to modern learning practices reflects exciting new opportunities for today’s professionals in Sales Enablement and Training as well as Learning and Development to transform onboarding into an organizational capability that drives growth. We’ve helped over a hundred organizations build out successful modern onboarding programs and gained perspective on themes that consistently emerge among top performers. We’ll illustrate these throughout this guide while giving you tactical recommendations for driving better and faster onboarding today Click below to download this White paper.

Transforming The Workplace Through Creativity

How investing in human and creative skills drive your business forward In-demand skills are evolving more quickly than we can keep up. Baseline skills—such as communication, problem solving and creativity—already represent one in three skills requested in job descriptions, and by the year 2020, more than one third of core skillsets will be made up of skills not considered crucial to the job today. Use this resource as a starting point to develop innovative, creative and productive teams that push your business forward. Click below to download this White paper.
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