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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.
Educational evolution over the last ten years has resulted in a dramatic shift in the way we learn, a trend that will surely gain momentum in the next ten years. As technology continues to evolve, the traditional higher education model—one centered around brick-and-mortar schools—will find it challenging to keep up with, and address, today’s business needs.  
MICROLEARNING Important Trend, or Flashy Fad? What the Science Says And How to Spot Vendors Selling You with Junk Science Microlearning as an idea has been around for a while. Now that the term has been made popular, vendors are falling over each other to convince companies that they have the best microlearning. But few vendors actually understand the science justifying the use of microlearning, let alone how it bears on instructional design. We present some of that objective research here, making the argument that microlearning is extremely effective, if it is done correctly. Click below to download this White Paper.
The partnership between trainers, managers, and learners are like a three-legged stool - knock one leg out, the rest will fall. This article discusses what trainers can do to strengthen their partnership with the other departments in order to make learning more effective.
The transfer of learning requires a strong partnership between the trainer, the manager and the learner. This article discusses the role of the trainer in the knowldege transfer process.
An Approach - The Reality of Product Management  The illusion of control drives adversarial relationships between customers and the project team. Made up dates/effort in the Project Schedule are treated as truth. Project Managers are judged by their ability to meet these made up dates regardless of what happens during the project. Leaders and customers shy away from defining the measurement of DONE. Lack of clarity about expected measurable outcomes and how this ties to business ROI is often avoided, vague or missing entirely in discussions.
Successful leaders think differently. They think intentionally about where they are and where they want to go. They think strategically about how they can get there from here. And successful organizations are made up of successful leaders. Can changing your thinking really change your life and how your organization functions? Consider this: after studying successful people for over forty years, John C. Maxwell believes they are all alike in one way: how they think! That is the one thing that separates the successful from the unsuccessful.
Inside organizations coaching has become common practice to address issues such as developing talent, ‘onboarding' key leaders and supporting senior executives. Yet, there is clearly widespread opportunity to integrate some of the skills and competencies inherent in coaching into the roles of managers and contributors at all levels in an organization. We call this: the Coaching Mindset. Click below to download this White Paper.
Training Engages and Empowers Employees Expectations are changing in today’s employee-driven economy, and keeping employees engaged and satisfied is more important than ever. In a recent Deloitte survey, engagement and learning were considered very important or important by 85% and 84% percent of participants, respectively. 1 This creates a great opportunity for large enterprises seeking to attract and keep the best employees. High-quality software training can help employees feel more prepared and enabled for their work responsibilities, as well as happier and more motivated. It can also be especially attractive to younger employees who value continuous learning that equips them to advance their careers.  Click below to download this White Paper.
Like many organizations, Consumers Credit Union was struggling to make their employee training program approachable, convenient, engaging, and affordable. Employees struggled to fit training into their day. The nature of their work made it difficult for them to plan to attend long training sessions, so they knew they needed to find a solution that would allow their employees to take training when their schedules allowed. They also wanted to be sure that when their employees did have time for training that the training was engaging and effective. Consumers Credit Union found that BizLibrary's microlearning video library was the perfect solution. It allowed their employees to watch short, engaging videos in between customers or during downtime. Because the concepts are delivered in short, digestible pieces, employees not only retain more of what they learn, they are able to apply it right away. Consumers Credit Union was able to see the results of their training initiatives across their organization. Not only did employee satisfaction improve, they saw an increase in their member rating and cut onboarding costs substantially. They also exceeded the industry standard satisfaction rating! With the right planning and strategy, Consumers Credit Union was able to address challenges they faced in the areas of leadership, new managers, and sales. In this success story, you'll see the unique approach Consumers Credit Union took that made their program so successful. You'll also learn: How Consumers Credit Union measures the success of their program Specifics on the ROI of their training efforts How BizLibrary's solution helped improve their performance review process
Microlearning is a new kind of training for the digital age. This playbook offers strategies for applying this methodology to your own curriculum - a positive step in gaining back lost productivity and finding affordable, effective training for a more digitally capable workforce.
Created in 2008, the Training Top 10 Hall of Fame comprises organizations that attained a spot in the Top 10 of Training magazine’s Training Top 125 for four consecutive years. The Training Top 125 awards program recognizes outstanding employer-sponsored workforce training and development. Each year, members of the Training Top 10 Hall of Fame gather in-person to discuss a current learning and development issue and then produce a white paper containing their thought leadership and best practices on the topic.
Video works. It generates buzz and gets results. Here are just a few reasons why video production is worth your time and energy—now more than ever before. At least 65% of people learn by seeing 75% of the workforce will be Millennials by 2025* 70% of Gen Z watches more than 2 hours of YouTube daily *Millennials are some of the heaviest consumers of video as a medium to date. WHAT’S IN THE GUIDE: A brief business case for microlearning videos Typical training video production roles What to expect during pre-production, production, and post-production Terminology you’ll hear throughout the process
How investing in human and creative skills drive your business forward In-demand skills are evolving more quickly than we can keep up. Baseline skills—such as communication, problem solving and creativity—already represent one in three skills requested in job descriptions, and by the year 2020, more than one third of core skillsets will be made up of skills not considered crucial to the job today. Use this resource as a starting point to develop innovative, creative and productive teams that push your business forward. Click below to download this White paper.
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 performance consulting mindset is not a luxury anymore but rather an integral part of every L&D strategy in order to survive and thrive in today’s marketplace. This article provides the terminology, background and process to get you started or help you continue on your performance consulting journey.
Managers are the connective tissue of your culture, creating a series of invisible, interwoven links between individuals, leaders, the business, and the strategy. When managers are living, promoting, and celebrating your culture, they are bringing it to life every day at the team level. This is critical because that’s where the real employee experience takes place.
The term, "Agile," isn’t new, but the use of such a framework has become an indicator of relevance in today’s ever-changing business environment. Since Agile emerged in 2001 as an alternative to the cumbersome documentation process miring the software industry, it has been adopted widely by other businesses as a framework to develop effective solutions quickly. Its hallmarks are collaboration, flexibility, and speed. Like most business functions, Learning and Development (L&D) organizations that can’t meet those ideals soon will be irrelevant.   Agile methodology isn’t the only worthwhile approach to instructional design, of course. ADDIE, Lean, and other frameworks are available and effective, but Agile is particularly well-suited to instructional design, and its core principles can be applied to many design approaches.   This white paper discusses what the Agile design concept means for L&D and outlines some best practices that can make all organizations more responsive and flexible.
It’s a new day for corporate training and those who manage learning functions. Today, traditional training programs aren’t enough to meet growing demands for better company performance, consistent compliance, changing employee expectations, and cost control. Companies can take learning to the next level with new tools and approaches that increase employee interest and engagement in learning, and are linked to employee performance, goal setting, and succession planning…all making a direct contribution to business growth. Ready to take learning to the next level? This Guide can help you get there. You’ll read about: Five essentials to transform learning Measuring ROI Tips to improve existing programs Case studies -- real-world examples of companies taking learning to the next level  
For the first time ever, Chief Learning Officers (CLOs) are faced with the challenge of meeting the needs of four generations in the workplace. As more professionals from Generation Y join the work force, it is now more important for trainers, human resources personnel and C-level management to continually understand generational differences and adapt strategies for retention. Understanding generational differences in the workplace and in training styles is the key to great leadership, higher retention rates, happier employees, and an efficient workforce.
Applying behavioral science principles to learning strategies can drive learner engagement and optimize learning outcomes. But where do you start? Use this step-by-step guide to supercharge your learning strategy with easy-to-apply principles from neuroscience. Click below to download.
Where are you as you read this - home, office, taxicab? What kind of device are you using - mobile, laptop, printed version? The fact that there are so many possible answers to those questions is an indication of how our work lives - and indeed our private lives as well - have become increasingly mobile, global, networked and virtual. Download this white paper for the latest numbers, trends and insights into how they can be used to leverage virtual learning environments to meet today's critical talent needs.
Is it time to life-save your learning?  Healthcare today is more reliant on technology than ever before, and this applies not only to the procurement of healthcare services but also the way training is delivered across the industry.  Totara's latest Healthcare Sector Guide is designed to help you understand new developments in the delivery of healthcare training, including:  The key challenges facing healthcare organizations today How to manage healthcare learning programs and compliance effectively Preparing for the future of training in the healthcare sector When your learning is saving lives, it's crucial that it's pulling its weight. Download your copy of the latest Healthcare Sector Guide today! 
The Fourth Industrial Revolution We’ve entered the Fourth Industrial Revolution, where cars drive themselves, robots are more than a sci-fi storyline, and the line separating biology and technology is increasingly fuzzy. These are not unrealistic statements. LYFT’s CEO projects no need for car ownership by 2025, and 3D DNA printing is already a reality.­­­1 According to the World Economic Forum (WEF), this revolution is happening at an exponential pace, and the "speed of current breakthroughs has no historical precedent."2 For industries, organizations and employees alike, the Fourth Industrial Revolution offers tremendous benefits. However, within these very benefits lie the revolution’s most complicated — and sometimes frightening — challenges. While AI and robots aren’t making the human workforce obsolete, they are forcing employee roles to change. And that means organizations must begin to modify departments, staffing, training Click below to download this White paper.
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