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Binge-worthy Learning: How to Engage and Entertain Audiences

With the next full season of your favorite show just a click and a mindless weekend away, what could that mean for learning? If binge-watching is the new norm, is binge-learning next? Organizations know they need to do a better job of providing rich and interactive learning experiences. Download the whitepaper for tips on taking the characteristics of binge-worthy TV and applying them to your learning programs, including:   Five simple steps to keep learners engaged and coming back for more How to determine the right formula for the length and delivery method of your learning and development programs Tips for enlisting a stellar cast of characters to deliver the lesson

15 Ways To Enhance Employee Onboarding With Video

You’ve found your team’s next superstar — that new hire with the right mix of expertise and enthusiasm with a ton of potential to help your business do great things. But unlocking all that promise takes more than just handing them a laptop and assigning them a desk.   More compelling than a handbook and more cost-effective than on-location events and seminars, video is one of the best employee onboarding investments a company can make. With the right video platform and onboarding program in place, employees learn more, feel more connected and remain loyal longer — all at a significant cost savings to the company. Find out more in this new free guide to using video to support employee onboarding!

Masters Series Webinar Resource - xAPI - Things are Starting to Heat Up

xAPI - The training industry is about to get a lot more exciting. And it’s about time. Every other function in our organizations has better data than the training department does. Manufacturing, sales, marketing, finance and logistics all have rich datasets to mine about the leading and lagging indicators of success. Over here in training, we have completions, test scores & questions, and time spent in training, and maybe data from a few other isolated tools. The Experience API, or xAPI (perhaps you know it as the Tin Can Project), affords us the opportunity to leap-frog this situation, giving us not only better data but industry-wide interoperable data like no other function has.   

Career Map Template

Your journey and career can seem confusing and hard to define. Think about where you are and how you got there, and you’ll see that career paths tend to be crooked and accidental. Each person is unique and will have interest in their career, changing over time. No one can guarantee their future, but laying out a Career Map primes the pump and changes the way everyone sees opportunities. Use this fillable template to strategically and intentionally think about your Talent GPS career. Presented by: Lou Russell, Director of Learning, Russell Martin & Associates (a division of Moser Consulting) Click here to order.

Working Together To Close The Skills Gap

Work looks completely different in 2017 than it did just a generation ago. Where we work looks different, how we work has changed, and the skills any given employee needs are evolving faster than we can keep up. The pace of change has created a gap between the skills employees have right now and the skills they need to be successful. Deloitte researchers have highlighted this issue, pointing out the "declining half-life of skills critical to the 21st-century organization." Click below to learn more about these trends.

Transforming to Agile Performance

Performance Management Needs a Better ROI The verdict is in. Traditional performance management isn’t producing the results needed. “Despite years of research and practice, dissatisfaction with performance management is at an all-time high.” “PUTTING PERFORMANCE BACK IN PERFORMANCE MANAGEMENT”, SHRM-SIOP WHITEPAPER Then there’s the employee perspective. Research by Tiny Pulse found that 64% of employees surveyed wanted a supervisor check-in at least every two weeks, with 42% of millennials wanting feedback every week. It’s time to move beyond traditional performance management. Leading HR experts recommend getting started on a fresh look at performance management, emphasizing real-time, agile and a focus on results.

The Nuts And Bolts Of An Engaging Training Program

Organizations that leverage learning beyond traditional on-boarding and mandated compliance training reap the rewards of a more engaged, more skilled and more productive workforce. But getting today’s distracted, impatient and busy learners to participate in training and development activities isn’t easy. Dealing with the realities of low adoption rates are a reoccurring nightmare for learning and development (L&D) teams. THE COLD, HARD FACTS ABOUT THE DISTRACTED WORKFORCE It’s no secret that you’re competing for your learner’s attention, but here are a few facts that might startle you: • 67% of organizations struggle with low learning management system (LMS) adoption rates1; • 88% of employees don’t have time, or make the time, to engage with L&D oerings, • 64% of managers don’t encourage, enable or follow up with L&D, and • 64% of people are not aware of what is available in their LMS2. The concept of “if you build it, they will come” doesn’t hold true for learning organizations. If you build it, they will not come. Not unless you come up with a solid marketing, content, delivery and engagement strategy to get them there. THE NUTS AND BOLTS OF AN ENGAGING TRAINING PROGRAM The nuts and bolts of an engaging training program really come down to a well thought out strategy focused on the learner’s experience. Many learners forget – or were never really made aware of – the benefits of learning and development. They don’t realize the resources available at their disposal that are designed to polish their skills and advance their careers. It’s your job to make them aware.

Boosting Learning with Memory Techniques

Download this interview with memory expert Ida Shessel to gain a deeper understand of how our memories work and how your can help yourself and others use your memory more effectively to improve how well you learn.

7 Keys to Building a Sales Coaching Culture

CSO Insights’ 2017 Sales Manager Enablement Report compared the win rates on forecasted sales opportunities between companies with a formalized approach to coaching—meaning there is a standard approach used by all sales managers—to those companies where coaching strategies were entirely left up to the manager or done informally. Their findings provide proof as to why a sales coaching initiative at your company is so important: companies who had adopted a formal approach to sales coaching achieved a win-rate on forecasted deals that was 19% higher. In short, developing a strong sales coaching culture offers a great ROI. And great leverage: Each sales manager trained is then empowered to improve the win rates of every sales rep on their team. Here are seven keys that will move you in that direction.

Survey Report: What is the True State of Employee Learning?

There are dozens of studies and surveys each year reporting on the “state of the training industry.” With some modest differences, these reports are consistently reporting very similar data. Among the data points routinely reported are the following: annual per employee spending on training, how many hours of training are available to employees, what training areas organizations are emphasizing, the ratio of training budget to overall expenses or payroll, etc. In other words, you can find a myriad of fascinating metrics all telling about the training industry from the organization’s perspective. What about the employees’ perspective? Aren’t we all supposed to be training employees?

7 Steps to an Effective Serious Game or Gamification Implementation

No matter how fun your game-based solution is supposed to be, you will still need a plan for launching it, promoting it, and measuring it. How will you communicate about the game? Will you require players to play? How will you incentivize play... or do you need to incentivize?

Doing the Right Things: Using Goal Management to Drive Business Execution

Goal management is among the most powerful methods companies have to execute business strategies. Thousands of studies have examined the impact of goal management on workforce productivity.  The common finding from this research is: Effective use of goals often increases employee productivity levels by 25% or more.  The financial value of goal management is staggering given the relatively low cost associated with implementing goal management methods. Because the value of goals is tied to fundamental psychological principles of employee behavior, the benefits of goal management do not depend on being in a certain industry or market.  If a company employees people then it will benefit from better goal management.

NeuroTracker Published Studies and Research

NeuroTracker evolved out of a pure science approach through years of research at Prof. Faubert’s Visual Psychophysics & Perception Laboratory. Designed to uniquely measure and enhance high-level cognitive function, it has become established as a valuable research tool for understanding human performance. The not-for-profit CogniSens Applied Research Center (ARC) supports an increasing number of NeuroTracker research projects across a variety of science disciplines. To date, published studies discovered important neuroscience findings in the following areas. Measurement NeuroTracker provides objective cognitive metrics on brain functions fundamental to human performance, and also relevant in cognitive conditions. High-level mental processing is required to perform NeuroTracker at increasing speed threshold, as such, measures have been found to differentiate elite performers from amateur, reveal characteristic of brain development with age, identify impairment with healthy aging or learning related disorders, and possibly to help to detect function-related brain damage, such as with concussions, and reveal non-contact sports injury risk.  

6 Tips for Avoiding Workforce Planning Pitfalls

Executing talent management activities before they’re needed is an earmark of a successful business. With aging workforces and a shortage of critical talent being among the biggest challenges facing today’s businesses, strategic workforce planning – the discipline of forecasting future gaps between demand and supply of critical talent, to ensure that you have the appropriate workforce mix three, five or ten years from now – has become one of HR’s most important responsibilities.

The Definitive Guide to Sales Content Performance

Analytics are at the heart of a modern data-driven business. When it came to content, we used to rely almost entirely on anecdotes and guesswork. That is no longer good enough - content is at the heart of the sales and marketing process and we must know how it is being used and how it is performing.   Marketing Automation tools made that a reality for marketing content. They let marketers analyze and optimize content marketing efforts during the first half of the sales cycle, providing analytics to show how effectively content moves customers through the funnel. But until recently, as soon as a deal was handed off to the sales team, it entered a content black hole.   There has been no way to answer very basic questions about sales content. Do reps have what they need? Do they use it? Do customers pay any attention to it? Does any of this actually generate real revenue? Even in our increasingly data-driven world, sales content has remained back in the days of guess and hope. But an emerging set of Sales Enablement platforms has changed that. They manage sales content throughout your sales engagements and use analytics to give you full visibility into how that content performs. This guide walks through eight reports that answer the key business questions about sales content and shows how to use them to optimize the way your company engages with customers.

The 'Oh So' Method to Analyzing Performance Problems

Performance Analysis - What is it and what are the benefits of doing one? The purpose of conducting a performance analysis is to identify the cause of poor performance so appropriate corrective action can occur. More specifically, is the issue or problem caused by a skill deficiency? If so, then a training solution would be appropriate. If the issue or problem is not a skill deficiency, then a non-training solution is the better fit.

Microsoft Uses Gamification to Boost Performance, Skills and Communication across Thousands of Agents

AN EXCERPT FROM FROST & SULLIVAN’S ‘ENHANCING OMNICHANNEL AGENT PRODUCTIVITY’ REPORT – NOVEMBER 2016 There is no substitute for the human touch provided by omnichannel contact center agents when connecting virtually with customers for complex service and sales support issues. Agents are the linchpin to successful and profitable Customer Experiences. But it’s costly to hire, train, manage, accommodate, and equip agents to perform these essential tasks. Wages and benefits comprise the lion’s share of operating expenses (65%-70%). Moreover, having contact center agents work on premise incurs significant real estate, facilities, and equipment outlays. In today’s competitive environment, organizations (businesses, non-profits, and government agencies) must delight customers and control costs in order to exceed their goals and spur growth. Ensuring that contact center agents are productive and engage with learning is essential. Recommendation: Click below to download

Measuring the Business Benefits of Diversity: 15 Key Metrics

Tracking and assessing workforce-diversity programs shouldn’t be hard work, but it should be a top priority. Because businesses benefit when they employ highly engaged workers with different backgrounds, HR leaders and hiring professionals contribute directly to a company’s success when diversity programs meet their goals. The opposite also is true: Workforce-development professionals who do not effectively measure the outcomes of their diversity programs are in danger of having the programs — and perhaps their jobs — deemed expendable. Ongoing competitive pressures are driving business leaders to demand that all investments return bottom- or top-line improvement, including workforce diversity programs.

2017 State of Employee Engagement Report

Most organizations agree that talent is their most important asset, but the results of a new survey show that most businesses are not in tune with employee perceptions around key talent imperatives, including engagement, training and career development. Reaching 1,800 HR leaders and employees across the U.S. and the UK, the recent 2017 State of Employee Engagement Survey conducted by Saba Software highlights the challenges many organizations face in capturing consistent employee feedback and accurately assessing engagement across the organization. The survey also warns of gaps between the perception and reality of talent management program effectiveness, and the impact on critical talent outcomes. This report delves deeper into the survey findings, providing insight organizations can use to close potential gaps that exist between business leaders and employees in critical areas, including feedback and engagement, training, performance management and career development.

State of Talent 2017 — The Big Shift to Employees

The BIG Question for 2017: Have companies built a workforce strategy where employees become a competitive advantage? More than ever, today’s CEOs recognize the tremendous competitive advantage in a workforce that’s highly motivated, excited and tightly connected to business goals. Building a powerful workforce strategy remains front and center for HR teams. The BIG Challenge: Technology For many companies, talent management technology was supposed to offer the answers. And it did in many ways: less paper, lower costs, saved time. You know the drill. However, traditional talent management technologies focus on automating HR functions, often ignoring business goals and the most important consumer, employees. Brandon Hall Group research indicates a high dissatisfaction with technology and a need to go beyond traditional approaches, engaging today’s savvy employees with more than an automated process to align with business goals. The BIG Shift: Moving Beyond Processes to Experiences As HR leaders look ahead to 2017, attention is shifting. Processes remain important, but a new emphasis emerged on moving beyond activities to creating an employee journey that attracts, motivates and connects to company results.

How "Helpful" Systems Extinguish Career Development

Career development appears at the top of many list. Unfortunately, the lists tend to be focused on what employees desperately want but are not getting from their managers. As for managers, most appreciate the value of career development and really which they could do it more frequently and more effectively than they currently do. But let\'s face it: a manager\'s day-to-day reality are kaleidoscopic blur of meetings, responsibilities, and shifting priorities. Helping employees develop and grow is one of many activities perpetually pushed out in time to the elusive someday that too rarely comes. How could managers get past this conundrum? How can they make career development happen within the pressure-cooker reality that is business today? The answer is definitely not new systems, checklists, processes, or forms. Those have actually contributed to the problem.

Are Teams Broken? Or Just Not Using Their Heads – Team Thinking in a New Light

Paper in Brief Discover the limits of “feel good” teambuilding activities, especially when critical business results are on the line Explore a thinking-based system to help teams build trust faster, streamline communications, make better decisions and get the benefit of diverse perspectives Learn how to apply the latest research on thinking and team effectiveness to achieve specific business objectives, whether the team is virtual or co-located, intact or cross functional Get practical tips for overcoming three common team challenges

Effectively Engaging C-Suite Executives: A Guide to Selling to the C-Suite

Today\'s C-Suite executives have a wide variety of concerns, mostly involved with planning, managing and affecting change throughout the organization.  They are also concerned about multiple constituencies - customers, shareholders, employees, suppliers, competitors, business partners, regulatory agencies and the various governments in which they operate - both domestically and internationally.  C-Suite executives are willing to meet with professional salespeople if they are convinced that the salesperson can deliver true business value to them. This white paper will outline the six steps that will enable you to successfully engage with C-Suite executives - and to maintain and leverage those relationships over the long term. We also invite you to view this complimentary recorded webinar:

Making Technology Work: Electronic Communication Tips for Multi-Unit Managers

When you\'re leading remotely, with store visits at a minimum due to time and distance, you have to rely on technology to engage, motivate, and leverage the strengths of the entire team. This handy guide outlines the pitfalls to avoid and the pointers for effectively using the most common forms of electronic communications, including email, text messages, telephone, and voicemail.
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