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According to a recent study by the Brandon Hall Group, most L&D leaders say their technology ecosystem is falling short - but why? Cultural changes including a remote/hybrid workplace, the new "metaverse," and the expectation of knowledge on-demand are forcing learning strategies to adapt. Innovations including virtual reality, augmented reality, microlearning, video-based practice, and machine learning are getting better results, so how do you prepare? If you haven’t already been asked already to implement these newer strategies, expect it. Get a jumpstart on building your next-generation learning technology ecosystem with this eBook.
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.
Contrary to the old adage, leaders are made - they're not just born! Leadership development is one of the most pressing issues companies are facing today. According to research by DDI, 88% of companies believe that they don't have a deep leadership bench to pull from when the occasion calls for it. This can be a culmination of many business and L&D challenges such as lack of succession planning, skill gaps, and more. Organizations need a solid leadership development program to turn the learners of today into the leaders of tomorrow. BizLibrary lays out a Leadership Development program checklist in our handy infographic - Building Your Leadership Development Program.
Download this guide to Learn about key business challenges and opportunities sparked by the COVID-19 pandemic, and what career pathways and skills can help you rise to the occasion.
Today’s business climate presents challenges both new and old. The world of business has truly turned to operating globally around the clock. The velocity of technical innovation is increasing, and businesses struggle to keep up. In this environment, it has become more important for businesses to keep pace with the needs of the customer and be ready to deliver to meet ever-changing requirements. Download this White paper to learn how customer education can help achieve these goals.
Simulation Studios Free eBook Series Business Simulations: Getting Started Business simulations are confusing and overwhelming. Hopefully, this guide will help. Created By: Bill Hall, President of Learning and Strategy 888-908-SIMS(7467) | Linkedin.com/in/wphall
At the end of a really effective corporate MOOC the stadium cheers, the leadership high-fives, and you get to do your touchdown dance in the endzone, yeah baby! But what if you’re in the huddle trying to figure out how to run that MOOC, the one that will win the learning game for your learners and your organization? This playbook will walk you through the basic components of choosing a program to run as a MOOC and how to execute it effectively for the utmost impact on your learners and on your organization’s priorities.
Four Ways to Calculate Return on Investment (ROI) for the Brain Aware® Leader Training The Brain Aware® Leader a science- based learning solution that gives managers the critical skills they need to drive success. Demonstrating business value is part of your job as a talent professional. Leadership teams are craving data, but measuring the impact of training can be diffi cult. These calculators can help you estimate the various ways that poor management skills are costing your organization, demonstrating the urgency for and value of leader training. Use this information to more effectively communicate how investing in your managers aligns with important business goals. 
Adobe Captivate 2017 is power-packed with a brand-new, easy-to-use workflow for creating responsive eLearning courses. This new workflow will allow you to easily create responsive projects, using fluid boxes instead of breakpoints, which makes it possible for you to design content for a single screen, and it works right on any device — any size or orientation. This white paper takes a step-by-step approach through a workflow to create a responsive project using Fluid Boxes. Click below to download this white paper.
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.
Yes, change is hard and it keeps happening to us in today’s hyper-complex, uncertain, competitive, high stakes world. Consider these alarming statistics: 75% of projects fail 71% of companies do not feel their leaders are able to lead them into the future 87% of employees worldwide are not engaged at work In summary, projects are a disaster, leadership is diabolical and people are severely disengaged. A piece of friendly advice: STOP stockpiling statistical knowledge about how bad things are "out there." Dwelling on this is more likely to evoke a "I give up, why bother" reaction. Rather, take a thorough, honest inventory of what’s going on "in here." What are you doing, or not doing that might be adding or detracting from positive change? 
Although compliance training is an important part of improving the business, it isn't seen as an effective channel for employee development. Instead, it's seen as a task that needs to be completed. Organizations need to rethink their compliance training and take a more strategic approach to make it more engaging, impactful and directly related to the goals of the business.  In this eBook, Brandon Hall Group explains how to develop a strategy that connects compliance training to employee development to drive your business forward, mitigate risk and minimize compliance costs and fines.
Mental health was once a taboo topic in the workplace, but many organizations are beginning to realize the importance of prioritizing employee mental health and well-being. Although attitudes toward mental health are changing, it can still be hard to know how to offer meaningful support, have conversations about mental health, and get employees and leaders invested in this effort. Incorporating training into a mental health initiative at your organization is a great place to start. Not only can training be used to educate your workforce on stress management techniques and coping strategies, it can help your managers develop skills to support employee well-being and overcome the stigma surrounding mental health. In this ebook, you'll learn key elements for building a strong mental health initiative at your organization. You'll also learn: How to use your training program to support your efforts Common myths about mental health and how to overcome them How to get buy-in throughout the organization for this initiative.
Employee mental health has long been a taboo topic in the workplace, but there has been a recent shift at organizations to cater to health and wellness of employees. This shift has resulted in the need for all employees to be able to recognize the signs of mental illness, know how to offer support, and how to handle the tough conversations that can stem from discussing mental health. In this ebook, you’ll learn: Key elements for building a strong mental health initiative at your organization Common myths and misconceptions about mental health and how to overcome them How to get buy-in throughout the organization for a mental health initiative
Employee mental health has long been a taboo topic in the workplace, but there has been a recent shift at organizations to cater to health and well-being of employees. This shift has resulted in the need for all employees to be able to recognize the signs of mental illness, know how to offer support, and how to handle the tough conversations that can stem from discussing mental health.  In this ebook, you’ll learn:  Key elements for building a strong mental health initiative at your organization Common myths and misconceptions about mental health and how to overcome them How to get buy-in throughout the organization for a mental health initiative
As a learning program leader, people look to you for answers. What keeps learners engaged with course material? Which courses need new or updated content? How can we improve our test prep experience and help candidates feel more confident? Yet finding the answers to these questions isn’t always easy. If you’re ready to learn a new way forward from fellow leaders who’ve been there before, this is the eBook for you.  We talked to 5 Chief Learning Officers and VPs of Learning at the country’s most innovative associations and certification providers and asked for the secrets to their success. Download this free eBook to find out what they are!
Gone are the days when advanced degrees and decades of experience were the only indicators of a stand-out candidate. Today, 80 percent of CEOs seek a much broader range of skills in their company ’s workforce. New research from the Institute for the Future, in conjunction with Cornerstone OnDemand, shows that candidates now must possess not only the technical skills that enable them to engage with constantly evolving technologies, but also the social skills that make them forward-thinking, team-oriented and goal-driven. To attain these skills, workers at every level must become lifelong learners, constantly self-evaluating and finding opportunities to gain new skills. For employers, hiring or nurturing these workers internally presents challenges. From a recruiting perspective, knowledge gaps are making open positions increasingly difficult to fill. According to a new report from Deloitte Insights, more than half of employers say they consistently can’t fill open positions, because without a minimum number of years experience or the right certifications, applicants are simply not qualified enough on paper. Internal candidates face a similar obstacle—they often lack the skills needed to make the leap to a new role. Still, HR teams have to somehow fill over six million vacant jobs. To do so, they’ll have to rethink not only how they hire, but also how they enable learning and development within their organizations. They’ll have to start evaluating internal and external candidates based on their potential, seeking workers with a combination of soft and hard skills that make them adaptable to change, eager to learn and full of promise. How can employers identify and nurture these individuals? In this guidebook, you'll learn what to look for in new workers, and how to help your current workforce develop the skills they need to thrive. With seven articles on everything from hiring the most auspicious candidates, to helping employees build skills for stepping into open leadership positions, our featured articles will enable your organization to cultivate your existing team, onboard promising talent and stay ahead of the skills gap by embracing the idea of lifelong learning. Click below to download this guidebook
Coaching has grown more popular than any other developmental technique in recent years. Today, most organizations need leaders at all levels who can drive rapid change. The more an organization can make every leader an effective coach, the more fluidly it will adapt to today’s fast-moving business environment. With the rapid changes in markets and technology, learning and upskilling have become everyday activities. Coaching is a great tool to nurture talent on an ongoing basis.  This guide offers twelve coaching best practices that organizations can share with leaders and employees. Each best practice is accompanied by reading recommendations from the getAbstract library.
What are the obligations of managers? The answer to this question varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma. If you need compliance, or supervision of employees, the things your organization needs managers to do well has a clear, well-delineated set of guidelines and boundaries. On the other hand, if the answer leans towards the successful achievement of goals, the things you need managers to do well are probably less defined. The objective of this eBook is to offer some insight into what we see as emerging principles in employee coaching for managers. The marketplace is changing, and so are our workplaces. While many traditional coaching models provide excellent guidance, they may not fully prepare our managers for success, without some modifications, for successful coaching experiences with today's workforce.  
The LEO Learning research team has compiled a helpful list of external resources that we’ve found useful in understanding the power and delivery of collaborative learning in practice. These resources were first distributed in the October 14 webinar below.  For the greatest benefit, watch the recoded webinar as well.  But even if you don't, be sure to download this valuable list.  Our gift to you, from Training Mag Network and LEO Learning.
All of the assumptions in our "Common-Sense" article are based upon a well-tested psychological principle, such as Maslow's heirarchy of needs, the Yerkes-Dodson law, psychology's law of effect, the Hawthorne effect, Herzbergs's two-factor theory, and even a few well-tested hypotheses of our own. But don't let the names intimidate you. These are simple, verifiable, ideas—the kind of assumptions you make everyday about the people you supervise. Each of the concepts we discuss is an example of what we call tested common sense assumptions made about human nature that have been empirically verified through psychological research or through actual application in the "real world" of the workplace.
Competency-based training should be an important part of any great employee development program. Simply put, competency-based training is a learning model where employees must reach a certain level of knowledge and skill on a particular topic before advancing to the next task. However, selecting which competencies to develop in your employees can be a difficult decision. In this eBook, we’ve further outlined what a competency is, how to define them, and how to implement competency-based training at your organization. In this eBook, you’ll learn: The competency cycle and how to use it to develop a successful competency-based training program How competencies can mature through different job roles are your organization How to create and utilize job profiles to assess skill gaps
What Do We Mean by Connected Learning? Connected learning is a term we are using to describe the convergence of two critically important themes in the evolution of digitally enabled learning—two themes that are combining to deliver game-changing opportunities for learning and organizational performance, right now. Digital learning has come a long way. An industry that started out with a focus on providing efficiency, consistency, and increasing reach and speed (what we sometimes call ‘digital learning 1.0) is maturing into a fully networked, data-led and measured set of tools, processes and deeply relevant and engaging learning content for every learner at their point of need. These are learning ecosystems that also now finally put the learners and their powerful and personal relationships with each other in the center of the picture-building again, the way people have learned for many millennia—is this digital learning 2.0 perhaps? Click below to download the eBook.  
For years, organizations researched, explored and discussed transforming content to a more learner-centric, multi-modal, personalized environment. But the actual transition has been arduously slow. Although the workforce has grown increasingly mobile, remote and dispersed, most learning organizations continue to focus on in-person, instructor-led training. Of course, 2020 and the onset of a global pandemic upended everyone’s perception of "business as usual" and kicked all of these trends into overdrive. Learners expect the technology and content associated with learning to behave the way technology and information behave in their everyday lives. They want personalization, context and relevance, and they want it immediately.  Download the free eBook by Brandon Hall Group and Xyleme
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