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Improving Outcomes in the Age of Online Training If there’s one challenge every corporate trainer faces, it’s this: Creating a collaborative online experience is hard. The benefits of in-person trainings don't always translate well into virtual environments. Too often, there's no way to measure engagement or create the feedback loops that are vital to success. Thankfully, there is a solution. New virtual training software features are making it possible to create true-to-life online trainings that improve the in-person experience. This white paper will help you gain a greater understanding of the complexities facing corporate trainers today and the steps you can take to achieve better outcomes online.  
The beginning of a fiscal year is the ideal time to evaluate transformative ideas and a potential digital transformation strategy. An organization’s efforts to use technology to solve traditional problems is probably one of the most beneficial from a business perspective. Digitally transformed organizations can improve their customers’ experience, elevate their brand reputation, adapt more quickly to rapidly changing technology, address sudden industry shifts, and more.
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.
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.
The time and energy company managers spend trying to keep their people focused on results is substantial. In fact it is a major resource drain that significantly undermines company performance. Managers must, therefore, find effective ways to unleash the potential of their people and ensure that they are in sync with their company’s visions and objectives. But how? Click below to download this White Paper.
Sales is in an effectiveness crisis, with 47% of sales professionals failing (according to CSO Insights studies). It's easy to blame outside factors. But the truth is, if we're going to turn sales performance around, we have to take a good, hard look at sales process.  To achieve consistent results, your sales team needs an actionable and measurable sales process consisting of your best practices. It needs to be repeatable and easy to follow. Download this white paper to: Learn why mapping out a formalized sales process is worth the effort. Get practical guidance on how to do it successfully. Learn how technology makes effective execution achievable for any sales organization. See inside an organization that increased their profit margin by 50% by better executing their sales strategy.
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:
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.
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. 
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. 
Does Your Team Have the Skills They Need? The Association for Talent Development investigated what TD professionals need to know and do to be successful now and in the future. More than 3,000 professionals participated in research that identified the 23 capabilities needed, which are part of the Talent Development Capability Model. These include expected capabilities such as instructional design and training delivery as well as newer capabilities such as data analytics and emotional intelligence & decision making. Download our white paper to learn all 23 capabilities needed for success and how to make sure your team is equipped for what may come.
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.
Training and safety professionals have long been trained to respond to workplace accidents. However, the field has evolved to become more about prevention and hazard identification before an accident can ever occur.   Conducting a job hazard analysis helps both employers and employees identify potential dangers in the workplace, making it easier to prepare against occupational hazards, from the most common to the most severe.   Download this white paper to learn about the four questions to ask during any job hazard analysis and see how SafetySkills can help you take this important step toward protecting your employees.
How many minutes of your day do you spend worrying about making a mistake at work, stressing out about workplace politics, checking out of superficial meetings or over-planning and analyzing without taking action? If you are anything like the majority of people, chances are various stressful thoughts, fears and unhealthy judgments pop up in your head and take away from your energy and productivity. In our 17 years of working with businesses we have found that in order to keep these stressors at bay, we have to be intentional about where we focus our attention and what lens we use to process information. We like to think of that filter as our mindset, and we have dedicated our work to helping professionals of all levels, industries and personalities choose a mindset that helps them be more productive and happier at work. As psychologist and researcher, Carol Dweck brilliantly points out in her book "Mindsets are just beliefs. They are powerful beliefs, but they’re just something in your mind, and you can change your mind." (Dweck, Mindset: Psychology of Success, 2008). "
The learning ecosystem is rapidly evolving, and the changing technologies and growing resources available to help individuals learn is likely a bit overwhelming for your Learning and Development team. With the only guarantee being that change is inevitable, how do you build a training solution that will meet your organization’s needs 6, 12, or 24 months down the road? Discover how open-source technology can help you create a flexible and future-proof training program for your organization.  In this White Paper, you'll learn: The evolving role and capabilities of the Learning Management System (LMS) within the larger learning ecosystem          The leading open-source learning platforms and how to determine which is the right fit for your needs       How to maximize the interoperability of open-source to extend and future-proof your learning program
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
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.
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!
In the modern era, learners have access to knowledge like never before. But as learning professionals, we need to ensure they’re developing the skills and knowledge they need to perform their jobs at a high level. That leaves a critical question: how can we design programs that help learners achieve true mastery? Newer, more robust approaches, including continuous delivery of learning, richer content, and skill-based certifications, are delivering the outcomes that enterprises are looking for. This report discusses the need to shift from legacy learning approaches to a modern outcome and skill-based approach that we call mastery-based learning.  In this analyst report you will learn: The key trends driving the shift to mastery-based learning The best technologies to enable a mastery-based approach to training Best practices for deploying mastery-based learning programs
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.
Compliance is not just something extra we have to do to manage risk and follow the law. It touches on almost every aspect about how we work. Getting compliance right should never be an end goal; it should always be something wedo on the way to the larger organizational/business and culture strategy. Download this white paper to learn more about how compliance can be part of a culture strategy. 
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.
In the current climate, we’re having to respond quickly to the challenge of operating in a fully virtual, at-distance, world of learning. This insight addresses the challenge of how to take a blended learning journey—a sustained learning experience that blends a mix of media, events and channels, over time—and cater for when face-to-face engagement is no longer an option. L&D teams around the world are having to adapt, and to adapt quickly. Global organizations are adjusting rapidly due to the unprecedented impact of COVID-19, and there’s an increased urgency to support change and deliver effective transformation while working and learning at distance. The impact of this transformation is likely to leave a lasting legacy beyond the immediate crisis. If organizations can embrace and deliver effective virtual learning at this time, the benefits (reducing unnecessary travel, for a start) will surely shape the future landscape of ‘business as usual’. And while it may be relatively straight-forward to simply replace a single faceto-face component with a virtual or digital equivalent, we know that a sustained learning journey over time is the only way to engage learners and drive behavior change. This insight looks at the steps you’ll need to explore to take your virtual learning to the next level.
The COVID-19 crisis has created waves of disruption through each sector of the economy. Now more than ever, companies and institutions are looking internally to find solutions to help ease the impact of the pandemic and the resulting economic downturn. This includes ways they can help foster their employees’ resilience and support them through messaging, increased collaboration, and access to valuable resources.
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