Discover how a knowledge base can help you improve various business processes, from employee onboarding to customer service. Follow a simple 5-step guide to develop and maintain an effective KB that meets your specific business needs. It’s an excellent resource for both small companies and large enterprises.

DISC is a powerful tool for understanding human behavior and improving interpersonal communication. In sales, knowing your client’s DISC profile allows you to tailor your approach, build stronger connections, and ultimately close more deals. This guide will help you understand how to identify DISC styles and how to adapt your sales techniques to suit each personality type. Whether you are speaking with a dominant decision-maker, an influential enthusiast, a steady supporter, or a cautious analyzer, DISC provides the insights you need to enhance your communication and sales strategy.

Receiving feedback can be one of the most uncomfortable yet essential parts of professional life. Whether it's a passing comment from a manager or a formal review, feedback often hits harder than expected—sometimes feeling more like criticism than guidance. But why does it sting so much, and how can we navigate it more effectively? Understanding the emotional and neurological impact of feedback is the first step in transforming it from a source of anxiety into a tool for growth.

This handout equips you with powerful AI prompts and actionable strategies to open new doors and drive sales. With these tools, you’ll develop personalized messages for leads, streamline your outreach, consistently follow up, and nurture meaningful relationships that fuel your business’s growth.

In today’s evolving workplace, employee recognition is more important than ever. While salary, benefits, and career growth are key retention factors, a strong culture of appreciation can be the difference between high engagement and high turnover. Download our latest insights on non-cash recognition programs to learn how companies are striking the perfect balance in rewarding employees—beyond just paychecks. Discover strategies to boost morale, retain top talent, and create a workplace where employees feel valued. Why recognition matters in today’s workforce How non-cash rewards drive engagement & loyalty Best practices for impactful employee appreciation Get your free download now and start building a recognition-driven workplace!

Why Incentive Travel Program Sponsors Are Including Non-Sales Workers Incentive travel has long motivated sales teams, with programs like NCR’s 1910 trip for top sellers marking its early use. While traditionally tied to revenue-driven roles, companies now recognize that cash incentives lose effectiveness beyond a certain point. Research shows that travel rewards are highly valued for fostering connections and offering unique experiences. Despite its high cost—averaging $4,900 per person—well-structured programs can pay for themselves by driving revenue. Industries like automotive, finance, pharmaceuticals, and tech continue to invest in these programs to maintain a competitive edge. Download this report to learn how major companies are using Incentive travel in all areas to create greater success.

In manufacturing, ongoing training is the backbone of a skilled team and workplace safety. Yet, only 35% of companies rate their manufacturing training initiatives as "highly effective." Download this quick start guide to explore the most pressing training challenges and how you can overcome them with iSpring Learn.

The World Economic Forum released their 2025 Future of Jobs Report that shows employers expect nearly 40% of workers' core skills to change by 2030. As new processes and automation advance quickly, technical skills are becoming outdated faster than ever.  Top 5 Core Skills, as Reported by WEF  Analytical Thinking  Resilience, Flexibility, and Agility  Leadership  Creative Thinking  Motivation and Self-Awareness  Notice anything peculiar about that list? Interestingly...the top five core skills reported as most necessary for employees are all soft skills. How are you addressing soft skills at your organization?   Download BizLibrary’s Guide to Soft Skills Training and keep your employees agile today! 

Discover how Ericsson is transforming its workforce by putting skills at the center of its talent strategy. This executive guide shares actionable insights on how HR and L&D leaders can align skills to business needs, drive agility, and future-proof their organization. Learn from Ericsson's real-world approach to skills intelligence, internal mobility, and employee growth at scale.

Onboarding new employees is an ever-changing and universal experience for each company. It shapes an employee’s immediate impression and can greatly impact their long-term understanding of the organization. The right onboarding program can set up new employees for success and keep them engaged. Learning leaders can improve the new hire experience by attaching learning opportunities early in the onboarding process.  In many ways, the onboarding phase is a continuation of the evaluation stage for both the company and the new hire. Both parties are digging deeper into how to create a successful relationship and learning leaders have a unique position to contribute to that success.  In this eBook, we focus on why organizations should prioritize learning early in the onboarding process. Topics include: •    Optimize a remote onboarding program •    Accommodate learning preferences for success •    Prioritize and assess learning programs •    Help integrate new team members through learning

Artificial intelligence (AI), and in particular Large Language Models (LLMs), increasingly are touted as a transformative force that can "do it all" in Learning and Talent Development (L&TD). For some of us, images of a silver bullet form in our minds. From adaptive learning systems to personalized training journeys, the promise of these tools seems to have captivated the industry. However, while the potential of these technologies is undeniable, many leaders struggle to reconcile marketing hype and over-promises with real-world applications. Misaligned expectations can lead to costly investments and underwhelming outcomes. This article aims to bridge the gap between promise and practice. Drawing from professional experience, we offer actionable insights to help L&TD leaders navigate the realities of AI adoption. By understanding what AI can and cannot do, leaders can create practical strategies to integrate AI effectively and achieve meaningful results.

This quick reference introduces you to the Five Personas -- the Sensei, Drill Sergeant, Superhero, Confidant, and Jester. Each persona is carefully crafted to define a core set of strengths that define excellence in our work as trainers.  Working with the personas, you accelerate the discovery process for a trainer to name their strengths and reflect on their own professional growth. Sharing the personas toolkit (including the self-assessment, skills training, and development planning) acts as a catalyst to amplify the impact that a training team has on their learners.

This white paper provides valuable insights into industry-leading evaluation models and offers a practical roadmap for integrating the toolkit to maximize ROI and operational efficiency for Training companies.  This White Paper will explore aspects such as: What is training evaluation and why is it important?  Key training evaluation models in use today Power of training evaluation How to evaluate training effectiveness using KITABOO?

Quality management (QM) appears in many forms in learning and development. When facilitating a course or conference session on quality for L&D professionals, I like to ask for a show of hands as I read out different options for how their organizations might handle quality management. I’ve also conducted an online poll, which focused on the reviews, not entire quality management systems. I consider the poll unofficial due to the small sample size (139 votes) and the unverified answers. However, it still provides insight into what organizations are doing, and the results are consistent with my experience and the answers I receive when I facilitate. Of the L&D professionals who answered my poll, nearly half (48 percent) said they conducted peer reviews, meaning their fellow designers checked their work. At 30 percent, the second-highest option was an internal dedicated team for quality management (in which "dedicated" was defined as a team that only works on quality issues for an L&D team). Next was self-review at 19 percent. Finally, only 2 percent had an external dedicated team.

What Will It Take to Keep Learners Engaged? What’s driving shifts in virtual training today? Where is the future of L&D headed? How are new generations impacting the status quo for many organizations’ workforces? This brand new report, created in partnership with Class and Microsoft, compiles learnings from 650+ L&D and training professionals and provides insights to transform your learning strategy, including: Workforce training trends & challenges: Virtual instructor-led training (VILT) is a staple for 73% of organizations, but poor engagement (72%) and accurate measurement (47%) remain top challenges. Innovations reshaping training delivery: Training and L&D teams are prioritizing smarter tools, with 41% seeking engagement analytics and 39% wanting deeper learning management system (LMS) integrations—reshaping how virtual training is delivered. New strategies to support Gen Z: Some 62% of individuals surveyed are prioritizing flexible delivery models and 45% are offering coaching for digital natives and Gen Z learners. Download the full report for data and insights to help shape your training strategy into the future.    In partnership with  

When you’re looking for a new L&D content provider, you want to be sure that they have everything you need for your workforce.  Whether you’re looking for a supplemental provider or a library to fill every need from compliance to leadership development, you need to know the right questions to ask.  Check out this infographic by BizLibrary created to help you screen potential training content providers! 

In the wake of a global pandemic, the world of education went virtual. As businesses reopened and hybrid or on-site work cultures made an exciting return from mid-2021, some virtual training opportunities continued their meteoric rise. L&D leaders witnessed greater effectiveness with virtual onboarding, compliance, procedural training, and other skilling programs. The training was better received by learners and training outcomes were far superior. Virtual procedural training is today embraced by diverse industries—manufacturing, healthcare, high-tech, and beyond. Professionals who have spent decades in interventional medical device education believe virtual procedure training is here to stay. Thriving in the new digital setting, it offers increasingly immersive learning environments to a globally dispersed and diverse cohort of students. Similarly, in the manufacturing industry employees report increased safety awareness, and develop conditioned responses, problem-solving skills, and muscle memory—most often even before they are on the job! The paradigm shift to facilitating and receiving virtual procedural training today is undeniable and has opened new doors in training methodologies and learning environments. Learning professionals new to virtual training may be wondering: What makes immersive learning environments like virtual reality and game-based learning top the charts for learning effectiveness? How have companies capitalized on this trend? What are the use cases and success stories of companies that are riding the wave? This ebook will go on to address such burning questions. Comprehensively explore ways to implement games and virtual reality to make training immersive and engaging, and deliver better learning experiences for your learners. 

For the last few years, I have spent endless hours writing and editing a book, Design for All Learners, on accessibility and inclusion in learning and development. This has been an incredibly rewarding process that came with a huge responsibility: ensuring that the book itself was accessible and inclusive. When I started, I thought I had a solid plan for how I would approach the book, from organizing to working through the publishing process. I was fortunate to work with a team of people dedicated to developing and publishing this book—contributors, editors, marketing staff, graphic designers, and more. The publisher assured me that their team was on-board with making sure what we produced was as accessible and inclusive as possible, and they meant it. There were also external players to consider such as book distribution channels like Amazon and Barnes & Noble. We were all diligent in our efforts throughout the process. For example, I collaborated with the book cover designer to ensure that we did not use all caps in the title and that we used good color contrast, font choice, and inclusive imagery. I provided feedback to ensure visuals used throughout the book were accessible and inclusive. I made sure the editors had the appropriate alternative (alt) text and image descriptions. This included establishing a plan for how to use image captions and describe images in the text in conjunction with the alt text used in the e-book. Charts were updated to avoid using color as the only differentiator; an illustration of a wheelchair was modified to be more realistic; colorblindness simulations were triple-checked. We documented everything to pass on to the next person in the process, and each time I took care to explain what we were trying to do and why. Although everyone on the team happily supported these changes, we still ran into challenges along the way. There were breakdowns on some efforts due to existing processes, and we often needed to take extra time to make sure everyone understood what solutions were possible and what we might not accomplish due to current constraints. Yet, even when it was difficult, we were determined to ensure that this book was a true representation of our commitment to accessibility and inclusion. This meant working together to problem solve and create an amazing book that is its own example of Design for All. As illustrated by my book writing and editing experience, ensuring accessibility is difficult when it’s not operationalized throughout the organization, end-to-end. It’s not realistic for one person, or even an entire project team, to chase down and address every accessibility issue. And, fixing a problem after the fact is much more difficult and expensive than improving things from the beginning. An organization that is mature in its accessibility and inclusion efforts recognizes that everyone plays a role through their own work. This means planning ahead and providing support to be successful.

The companies that succeed with AI aren’t the ones that see it as just another tool in the toolbox. They’re the ones who integrate AI into their teams, their culture, and their strategy. It’s a mindset shift—one that requires us to stop thinking of AI as something separate and start thinking of it as part of the team. Drawing on the expertise of Josh Penzell, VP of AI Innovation and Solutions at ELB Learning, explore specific strategies to get more bang for your buck with your AI strategy and solution. Discover how you can enhance productivity through AI with use cases in Sales, Customer Service, and Leadership. From building interactive exercises to creating adaptive AI roles, this ebook is for everyone looking to implement an AI-augmented workplace, and using AI in the decision-making process. There’s more—Get immediate access to pre-built GPTs like Adaptive Tutor GPT, Content Reviewer GPT, and Workshop Buddy GPT that are designed to make your job easier and more efficient, starting today! Are you ready to make AI a part of your team?

Do your employees forget what they learn soon after training? Want to deliver knowledge in short, digestible lessons that stick? This guide has just that! Download the guide and learn how to: ✅ Create engaging microlearning videos with Animaker ✅ Add interactive challenges with Storyline ✅ Improve knowledge retention by up to 90% ✅ See a 2x increase in training ROI! Make training unforgettable - get your guide now!

HR and L&D leaders know that executive buy-in is critical for driving workforce transformation. This guide provides a strategic framework for aligning learning initiatives with business outcomes, proving ROI, and securing C-suite support. Get actionable insights to elevate your impact and drive meaningful change.

We know why diversity is important, but how do we drive real change at work? In this book, diversity and inclusion expert Jennifer Brown provides a step-by-step guide for the personal and emotional journey we must undertake to create an inclusive workplace where everyone is welcomed, valued, respected, and heard. Get access to the first chapter today!

HR and L&D professionals are short on time and resources - but not responsibilities.   BizLibrary’s 2025 Trends in Training report revealed that the #1 challenge that HR and L&D professionals expected to face in 2025 was a lack of time to develop a quality training program. This has been the #1 challenge for the last three years!  Luckily, we’ve put together a resource to help you gain a shortcut to clarity in your learning priorities and goals.  Use BizLibrary’s 2025 Learning Priorities Worksheet to:  Allocate a % of your focus per project  List desired business outcomes  Determine program timelines  Plan KPIs and metrics of success  There’s no time to waste! Get started on planning your L&D success today.

The message is clear: if you want to unlock real business growth, start by investing in your people.  When you build a continuous learning and development culture, your employees become more engaged, and your business reaps the rewards. This ebook will show exactly how to achieve that—how strategic L&D and AI-powered solutions can drive business success. Explore eight key priorities that ensure your training initiatives enhance employee engagement, productivity, and revenue, and learn how to implement them in your business. Case studies on gamification, video roleplay, and virtual reality will show how these innovations transform employee training and retention. As an L&D professional, are you ready to embrace your role as the driving force behind corporate growth?