There’s a lot that goes into managing a training program. Between getting leadership buy-in, selecting the perfect content, and identifying skill gaps, measuring ROI is often a task that is considered too difficult to manage. But when leadership wants to see the results of your training program, hard data is one of the best ways to paint a clear picture of your program’s value. Through the Kirkpatrick Model, a four-stage model that allows for both qualitative and quantitative data, this task becomes quite straightforward. In this eBook, we’ll cover: The four levels of training evaluation Ways to implement the Kirkpatrick Model How to align training outcomes to business objectives

Technology brings the world together and enables content delivery on a broad scale, but challenges to creating inclusive and accessible content can still arise. According to the Center for Disease Control (CDC), approximately 61 million Americans (25% of adults) live with at least one disability or impairment.  And if one in four learners are unable to access your content, this has a direct impact on your business and profits. In this eBook, Chris Paxton, President of D3 Training Solutions, and trusted consultant of eLearning Brothers and Interactive Advantage Corporation, you’ll find out how your organization can design more inclusive and accessible content. It’s simpler and more attainable than you think!

Ready or not, it’s time to adapt your training program for the digital world. In order to be set up for success, you need a long-term eLearning strategy or you risk being left behind. But with over 800 learning technology options to choose from, how do you know which option is best for both your business and your learners? How can you be sure you are choosing an option that will scale with your business and provide you the data you need to make smart (and quick!) business decisions? In this free infographic, you'll get a 7-step guide to help guide your learning platform buying decision.

Corporate learning has gone through a paradigm shift. Traditional classroom training methods are no longer effective! In the post corona era, employees expect much more flexibility and choice in the training programs. Videos play a crucial role in the new learning environment. According to Forrester Research, employees are 75% more likely to watch a video than read documents, emails, or articles. Wondering how you can use videos to supercharge the L&D program at your company? Download our white paper now to find out: How to supercharge your L&D program with the power of videos? 4 simple steps to create the perfect video for your L&D program 5 excellent examples of videos in corporate L&D

Personalized training is a measure that can be used to provide a highly customized and relevant employee learning experience. It enables training to be aligned with employee interests and offers opportunities for upskilling and reskilling.  By personalizing training to each individual employee, a culture starts to form that fosters growth, productivity, and engagement.  In this Infographic you’ll find:  More benefits of personalized training for employees and organizations  The most utilized personalized training tools organizations use  How to personalize training at your organization

The more you know about the behaviors, styles, work ethics, skills and personal drivers of your workforce, the better you can determine what productivity to expect along with things like what roles and promotion opportunities will best meet each employee.

Did you know 80% of employers say that 2020 exposed critical gaps, forcing them to prioritize learner engagement and access to high quality, relevant content? Check out this research report by OpenSesame and Ben Eubanks of Lighthouse Research & Advisory for an in-depth review uncovering expert insights and strategic solutions your organization can utilize to stimulate your learning programs. In this report, you will learn about: How personalizing the learning experience impacts talent development. Creative ways to build a strategy that closes the skills gap and increases learning engagement. Steps you can take to grow the next generation of leaders.

The pandemic has forever changed how we work and learn. Not only have organizations discovered the strategic possibilities of a distributed workforce, but employees have also come to expect flexibility and choice in how they communicate and collaborate. Even as companies around the world return to physical offices, supporting both in-person and remote employees will be essential to thriving in a competitive business environment. A hybrid workforce is here to stay, creating new challenges for L&D professionals looking to train the workforce.   Download our white paper, The Essential Hybrid Training Playbook to learn:  How ready your organization is for hybrid training How to prepare for a new working environment 6 steps to building a future-proof L&D strategy

What is hybrid learning? It’s simply the live delivery of learning in both virtual and in-person environments. The future of work is hybrid. So is the future of learning. Our eBook is here to help you navigate this future. We’ll introduce you to our 5-stage hybrid learning model, including practical tips for designing, prepping, and facilitating hybrid sessions. This eBook explores: Why we need hybrid learning Shifting your mindset for hybrid learning Designing a hybrid learning session Preparing and planning the logistics Managing and selecting tools and technologies Facilitating and delivering hybrid learning

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

While organizations understood that skill gaps existed before the pandemic, the Great Reshuffle has only hastened the need for to close those gaps as record numbers of employees are making career shifts. One of the biggest reasons employees choose to leave is a lack of career growth opportunities. When employees leave, companies may feel pressure to fill vacant job roles right away while failing to recognize skill gaps and ultimately costing the organization more time and money. To better understand how organizations are tackling skill gaps, BizLibrary administered a skills survey to more than 200 respondents in the HR and L&D spaces with the below findings. In this eBook, you’ll learn: How training leaders are managing training requests  How to map and the benefits to mapping skill development Strategies to promoting training beyond simply compliance How to address the future of personalized skill development 

"Unprecedented times." "The next world of work." "The great reset." You’ve heard these phrases repeatedly. And it’s true: The COVID-19 pandemic and other world events have radically changed how we work, where we work, and what employees expect from work. But in many ways, that’s a good thing — because a shift in the way we work has long been in the cards. Standing at the edge of a 5th industrial revolution, employees are now heading back to work after the most intense period of change the modern world has ever experienced. This also means organizations have a once-in-a-lifetime opportunity to re-build work in a way that works for everyone. And the future of work now lies squarely in the hands of HR and talent leaders. Like no other business leader, talent leaders hold the golden thread to reimagining the workplace for today — and whatever comes next. As agents of change, you have the opportunity to empower a more connected, collaborative, and future-ready workforce. The future belongs to organizations with the courage and mindset needed to reimagine how they work. To meet the future ready — with agility, resilience, shared purpose, and alignment — you must deliver a connected experience that creates value for people, and an environment that’s designed for collective growth and success. ​ This opportunity to redesign the way we work and pursue what’s possible may never come again — let’s not waste it. To help guide your path forward, we asked talent practitioners around the world - as well as renowned thought leaders from companies like The Josh Bersin Company, The Fosway Group and more - what they have to say about rebuilding a future that works for all. And what they had to say may just give you a new lens through which you view your organization’s approach to work. Filled with proven strategies, revealing statistics, and practical examples, this guide will give you the insights and inspiration you need to meet the future ready. You’ll learn why (and how) you should: Make learning foundational to people and business growth Turn skills into your new growth language Connect skills development to career paths Let artificial intelligence (AI) do some of the heavy lifting Download the guide now to learn how you can rebuild a workplace that empowers everyone to adapt, grow, and succeed!

Following accessibility guidelines may have you focusing on functionality requirements; but, an accessible course can be engaging and interactive too! As L&D professionals, it is our duty to ensure knowledge is delivered clearly to everyone. The challenge? We want more than something spelling out precisely how to execute Web Content Accessibility Guidelines (WCAG); we want our eLearning to be powerful AND effective. In the eBook, you get BOTH step-by-step instructions, along with checklists, tips on problem-solving, and general strategies that you can put into action with any authoring tool. 

As companies face unprecedented staff shortages and an ever growing skills gap, investing money in building strategic and on-going virtual training programs becomes essential.  Understanding what untrained or undertrained employees are costing companies reveals the value of training.  Download Now

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!

These 25 Questions on How to Get Ready for Hybrid, Flexible, and Work-Driven Learning is a list of provocative inquiries and questions. Our intent is to help you trigger conversations for deeper reflection and help you decide on the needed strategy and tactical changes to scale up new hybrid work and learning conditions. 

Many diversity and inclusion initiatives are unsuccessful or even counterproductive, especially if they focus on diversity at the expense of inclusion. To be included, an employee should be able to feel that they are valued by their organization, that they belong, that they are included by their co-workers and by their manager, and that they can be their authentic selves while at work. The role of the manager, and of leaders in general, is central to an individual employee’s experience of inclusion. Inclusive leaders will demonstrate a degree of humility, curiosity, openness, empathy, courage, and flexibility. They will be self-aware and use differences between individuals positively. Previous research suggests that inclusive leadership fosters greater employee engagement. Fostering employees’ perceptions of inclusion, in part by inclusive leadership, is important for organizational success. Very little research has investigated the impact of personality on inclusion, or the link between personality and inclusive leadership behaviors. This study attempts to examine the relative importance of personality and other factors on employee perceptions of four aspects of inclusion: The extent to which individuals feel they are included by their co-workers The extent to which they feel they belong to, are ‘at home’ in, and are valued by their organization The extent to which they feel they can be their authentic selves The extent to which they feel their manager behaves in an inclusive way to them Data was collected on 251 people who completed an online survey. Any respondents who were themselves managers or leaders were also asked questions about their own inclusive leadership style.

The foundation of Customer Success is an effective process for customer onboarding, implementation and launch. This reduces the time it takes for customers to see value from their purchase, known as Time to First Value (or TTFV). But what exactly is TTFV, why is it so important, and how can you minimize it? In this whitepaper, we explore the concept of Time to First Value, which is just one aspect of Imparta’s Customer Success & Renewals program, and describe the 7 techniques you can use to reduce TTFV to benefit your customers, and your own organization. 

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.

In July 2021, Gamelearn conducted a survey of over 1,000 HR and L&D professionals. From their answers, we've extracted the top trends in the industry today. What's in this report: Key trends in corporate training, including digital training and self-driven development L&D consulting: the digital training portfolios your clients want and what authoring tools can help you achieve them Top takeaways from the survey you can start applying to your work now

There has never been a more exciting time to be an L&D professional. Organizations and employees may still be navigating through the uncertain times of the COVID-19 pandemic, but the value of L&D in the workplace is higher than ever. The Value of L&D Professionals Is Soaring ebook explores the role of L&D in upskilling and reskilling across various competencies for talent retention, improved overall organizational performance, and improved employee engagement levels. This complimentary ebook includes: ATD Research Report stats on effective trainers and skills assessments The ATD Talent Development Capability Model -- the competency model that helps you create data-driven plans for your talent development team A list of popular ATD certificate programs for team training Ways to invest in your L&D professionals The importance of a diverse organization and why a good DE&I strategy is a good business strategy Why you should help your employees in their career development

Online learning is here to stay. Its advantages have become clear, and those that don't embrace it are leaving money on the table. Training companies have an opportunity to embrace the change and create meaningful change in their organizations by moving online. What are the advantages of a digital-first approach, using an eLearning platform? We will provide you with a detailed, step-by-step guide (with free worksheets!) to plan your digital transformation and begin your search for a suitable eLearning platform vendor. In this eBook, we will: Explore the case of a digital-first approach for your training Discuss the opportunity for training companies Examine compliance training: a unique case Walk you through the process of selecting an eLearning platform Identify how Lambda Solutions can help

Go beyond the buzzwords and learn how to truly achieve a culture of learning. This whitepaper, Three Key Steps Towards a Transformational Culture of Learning: Shifting From Investment to Scalability, is full of real-world examples, data, and expert insights.Learn the three key approaches leaders must take to implement and scale digital learning in a way that sticks, is applicable across the org and supports building a sustainable culture of learning.  Download the whitepaper to learn: How companies like Ford Motor Company use eLearning to develop skills that are the foundation of future work Ways to leverage natural and strategic connections to grow your content offerings, build communities of learners, and reinforce learnings, including a sample development plan How to develop a mindset and practice of lifelong learning across your organization And more. "Investment is an important step but does not guarantee success. Training pilots and kick-offs are only half the battle. Scalability demands solutions that deeply instill the culture of learning and dynamic capabilities within the organization. This is where eLearning holds unique potential."

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