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Elevate Your Consultative Selling Approach To Compete Today

Competing in the world of selling today means understanding the changing world of your buyers and adjusting your sales approach accordingly. The biggest change for sellers is that the game has gotten harder, and sellers need to execute at a higher level than ever before to compete. Committing to this level of change is the difference between college sports and pro. The players are bigger. The game is faster. The conditions are more challenging.

Emotional Intelligence Stop Looking Through Dirty Water

Imagine the difference between looking across the room through a glass of muddy water and a glass of clear water. The muddy water represents how our decision making is impacted by negative emotions. Our minds were designed to keep us safe. Every moment your brain is scanning around you to see what might threaten you. Luckily, most of us are not physically threatened very often, but our brain also picks up threats to our self-esteem. 

Enhancing Employee Engagement: The Role of the Immediate Supervisor

Engagement, the employee’s commitment to their organization and their willingness to perform beyond expectations, has become a focus area for management. Engagement is more than mere job satisfaction; fully engaged employees are motivated and dedicated to making the organization a success. At the most simplistic level engaged employees lead to happy, loyal customers and repeat business. Importantly engagement also leads to improvement in retention levels. In short, it impacts the bottom line. Dale Carnegie Training asked MSW Research to undertake a benchmark nationwide, cross industry study of 1500 employees to explore engagement in the workplace. The study discovered that although there are multiple factors affecting engagement, the personal relationships between a manager and his or her direct reports is the most influential. 

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.

Game-Based eLearning: Learning Transfer and ROI vs. Traditional eLearning

A Letter from the Author Dear friends and colleagues: The gamification of corporate learning has become a hot topic of discussion over the past year in industry publications and blogs, and certainly among talent development professionals. Why is there so much interest? Of course, everyone will have their own point of view on that question. Mine is this: despite the allure of traditional elearning from a cost and ease-of-deployment perspective, numerous organizations’ workforces have not consumed that training with much gusto. There seems to be a lot of consensus in the industry that most traditional elearning provides only modest learner engagement. That’s a big problem for talent development professionals and the workforces we serve. We know engagement is a critical success factor in skill development, and without it very little performance improvement is likely to result from the training. Most of you who are currently thinking about game-based elearning are doing so to address the engagement issue. But what about the learning results? What about the comparative performance impact of game-based elearning versus the traditional elearning most organizations deploy today? In this white paper, we will explore those questions, and provide a rationale that I believe many of you can use to benchmark the impact of game-based learning in your organization. Bryan L. Austin Chief Game Changer

Global Language Learning: Employee Engagement and Business Performance Game Changer

The Playbook to Driving Employee Engagement with Language Learning. In collaboration with HR Dive, this playbook covers everything you need to know about driving employee engagement and retention with a language learning program. Learn about how organizations are expanding their benefits packages to include language learning, the business outcomes that language learning leads to, and how to get started with implementing a program.

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!

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.

How the Learning Organization Can Affect Enterprise ROI

Large, global organizations typically operate disparate business systems around the world - increasing information technology costs and impacting service consistency for customers. To increase efficiency and performance, many enterprises choose to optimize their operations based on globally standardized ‘core’ systems. Implementing core software applications, such as SAP, PeopleSoft, SalesForce, Maximo, WorkDay, etc., takes a major investment not only in the technology infrastructure but also in preparing the end-users to operate within the system. Business cases are prepared to forecast the potential savings resulting from the installation of the new application. Assumptions are made on how quickly and thoroughly the users of the application will be able to use it efficiently and effectively. These expectations can be jeopardized if the technology roll-out is delayed or slowed because the users are not ready to meet these assumptions. If a company wants to achieve its business case goals, they need to ensure they get maximum end-user adoption with skilled, competent users.

How to Get Started with Enterprise Social Networks: Justify, Evaluate, Deploy, Adopt and Grow

Social business tools are not entirely new. Enterprises have been using virtual tools such as chat and message board tools for years. Yet today, Gartner predicts that by 2016 half of all large organizations will have internal Facebook-like social networks, and that 30% of those will be considered as essential as email and phone.   Why are we seeing such a rapidly accelerating interest and business investment in social business implementations, especially as Gartner notes in Enterprise Social Networks (ESN)? How do you understand how ESNs can help you and how do you get started? Don't get overwhelmed. Download this free eBook from Bloomfire to learn how.

How to Hang with VR - The New Kid on the Training Block

So you know you want to incorporate virtual reality into your training. Everybody wants to bring in the new kid and have virtual reality (VR) on their team because the tech is innovative and memorable. VR training experiences have a proven higher retention rate, with retention gains reaching 75% in comparison to standard video, eLearning, or textbook training. VR simulated training has made its way into retail stores, car assembly factories, police academies, all the way to Olympic athlete training.  The possibilities are endless. But how do you turn your VR training idea into reality, and who do you turn to? This new kid isn’t like any training you’ve worked with in the past. VR is not a one-size-fits-all delivery method, nor is it built for quick turnarounds. But here’s the real reality. It’s an investment, and investing in something implies longevity and appreciation in value. Choosing to incorporate VR into your training curriculum or course is not a choice made lightly, nor should it be. This guide is designed to help you set realistic expectations for the VR production process, know what to look for in a great VR development partner, and understand the process of production planning for your next VR training module. Click below to download this  White Paper.

How To Make Technical & Compliance Training and eLearning Engaging

To make technical and compliance elearning engaging, it needs to focus on the learners’ point of view. Thus, it must be short, immediately useful and employ episodic events and stories to help learners absorb and recall knowledge quickly.

How to Make Your Tuition Assistance Program a Differentiator

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.

I-ENGAGE: WHY ENGAGE?

Do you wake up every Monday raring to go to work, full of new ideas, confident that you’ll be able to implement them, and passionate about what you do? If so, would you like to stay that way? And if not, doesn’t that sound pretty great?

I-ENGAGE: YOUR PERSONAL B.E.S.T.

After spending close to 30 years in human resources and organizational development, and participating  in  countless  retention and succession planning initiatives, I’ve  come to the conclusion that employees are not primarily fired or promoted because of their education, skills, or even amount of experience. Of course, those things are important in their own ways; you are expected to be informed, up-to-date, and capable of doing the job, whatever that might be. However, it’s often the intangibles that define an outstanding employee (or conversely, the less-than-outstanding employee). Companies increasingly understand this shift, and have implemented behavior-based interview techniques during the candidate evaluation and selection process. This approach aims to match the key behavioral and / or trait competencies of an applicant to those that define success in  a  particular job - or in a broader sense, in the larger organization.

I-Engage: Your Personal Engagement Roadmap

Do you wake up every Monday raring to go to work, full of new ideas, confident that you’ll be able to implement them, and passionate about what you do?  If so, would you like to stay that way?  And if not, doesn’t that sound pretty great? Best-selling author, keynote speaker and bona-fide expert on employee engagement, Bob Kelleher has researched and reflected on these issues deeply.  In his new book, I-Engage:  Your Personal Engagement Roadmap" Bob offers valuable insights and even potential solutions.  Click below to download the first chapter of this latest revelation.  It begins... Engagement is the key. Back in 2003, global consulting firm Towers Perrin (now Towers Watson) identified and defined an intriguing concept that would go on to revolutionize the way companies thought about their most important asset: their employees. Called “employee engagement,” it was originally loosely defined as “the capture of discretionary effort.” Discretionary effort, simply put, means going above and beyond at one’s job, or putting in additional effort, because one wants to do so. 

ID Certifications’ Public Promises

This report looks at the implied promises to the instructional design field which include:  -Promises to the instructional designers/developers that they are valued not only financially but also as a professional.  -Promises to the instructional designer/developer’s organization that instructional designers/developers get better, deeper learning and show results through learning transfer.  -Promises to learners that their learning experiences are valuable use of their time and support their current and future work.  Finding ways to reach into organizations for these measures required tapping the instructional design industry and market. A series of focus groups or interviews was planned. This report summarizes the interview process, data, and projected next steps based on interview results. Data gathered about these promises will become part of the ID Certification application process of 2016. 

Improve Learning Outcomes & Reduce Training Time with Game-Based Training

One of the most common misconceptions about game-based training is it makes training fun, but doesn't impact learning outcomes. That couldn't be further from the truth. Game-based training does make learning more enjoyable — but it's also designed to get employees job-ready, in less time. What's Inside: how game-based training improves training usage the science behind game-based training how to increase knowledge comprehension, retention, and application the average time & cost savings from implementing game-based training

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.

Instructional Designer/Developer Practice Analysis and Survey Results

The employment market is fragmented and diverse. Every sector of business requires instructional designers and developers. Many employers prefer Instructional Designers (IDs) with experience in their business sector. This means that subject/content experts with a talent for teaching often move into instructional design using their field-specific knowledge as the key to open the door to course design and development, but with little or no formal preparation for quality instructional design and development. This paper discusses the practice analysis process, including survey results that generated nine primary skill set domains for IDs.  

Interactive 24/7 Content: Why Online Presentations Belong In Every Digital Content Strategy

It’s a debate that’s raging throughout the digital content world, from content marketers to eLearning professionals: “What is the ideal online medium for conveying my message?” The contenders? A flurry of tactics, ranging from ebooks to white papers to webinars to blogs to infographics to social media. Each has its own strengths and weaknesses. Each has gained favor in segments of the marketing and eLearning worlds. Conscious of the weaknesses of these alternatives, content creators continue to seek new and more effective media for their messages. Ask them to describe an ideal medium, and you’ll hear something like this: It would be up-to-date, like a live webinar It would be multisensory, like a video It would be navigable, like a white paper or e-book It would be actionable and trackable, like a landing page It would be interactive, like a website It would be sharable, like a social update It would be deeply engaging, like a video game It would be searchable and discoverable, like a blog It would be simple to follow, like a slideshow

Invasion of the Tire-Kickers: Revving Up Ailing Economy Revenue

Successful sales organizations weather tough times with thoughtful initiatives, skilled salespeople, and healthy client relationships. Are We There Yet? If not, it sure feels like it. Housing is so bad that your mortgage is upside down. Credit is so tight that you can't borrow a garden hoe. The dollar is so weak that a pint in London sets you back a day's pay. So, is it a "technical recession"? Who cares, really, because for reasons of their own, customers and prospects are sitting on their checkbooks. And what's the impact on you of this excruciating state of suspended compensation?   Sales cycles longer than the River Nile. Client conversations that move smoothly from price, to price, and finally on to price. Formerly friendly clients who won't give you an Altoid. And, of course, the invasion of the tirekickers.   You say you've done everything obvious and nothing works? Maybe it's time to narrow your focus.

I’m Okay, You’re a Knave and a Fool

We struggle with problems that seem unbeatable. Will we ever be able to improve employee engagement, cut costs, grow profit, and improve quality? These organizational problems are really team problems, and team problems are primarily people problems.  

Leadership Training that Sticks: 22 Lessons Learned Over 21 Years

Despite billions spent on leadership development, the investment doesn’t seem to be having the impact one would expect. This may be due to the lack of traction these programs typically have when it comes to lasting behavior change. This white paper provides 22 lessons that will help increase the likelihood that the skills learned in a leadership development program will “stick” and be used on the job.
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