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.

As diversity & inclusion takes center stage in corporate strategy, learning programs will be a key element of driving progress within your workforce. What's needed is a learning approach that goes beyond simple awareness building to activate true behavior change. Download our strategic guide on D&I learning programs to explore key concepts related to D&I learning. Access the guide to take a closer look at: Why D&I learning programs? Why now? What D&I topics should companies focus on? Which technologies are most effective for D&I learning?
 How can we get started with D&I learning?
 What's the best way to measure results of D&I learning programs? Navigate trends and topics in diversity & inclusion learning, and strengthen your strategy today.

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

With the recruiting, retention and employee engagement challenges companies are facing, understanding how investing in training can strengthen employees’ loyalty and commitment can help turn these challenges into achievements.

Did you know that 94% of key decision-makers say certified staff provide added value above and beyond the cost of certification?* This is why so many organizations invest in the practice of upskilling (and reskilling) their employees, but some nowadays are hesitant, and it is easy to understand why. COVID-19 brought with it massive changes to every industry and uncertainty to every worker. In complicated times such as these, employers may not see the point of upskilling a workforce, but it is only because they have not yet discovered its value. Upskilling, for the uninitiated, simply refers to teaching employees additional skills, procedures and methods to help them stay abreast of the latest industry best practices, regulatory requirements and standards. In general, upskilling helps gain competencies and efficiencies, so they are prepared to take on the challenges of the future. Upskilling can present itself in the form of taking new training classes, receiving select manager mentoring/coaching sessions, attending conferences, receiving new certifications, etc. The "how" of upskilling depends on organizational needs at the time and the availability of budget. This practice can help build and retain stronger and more effective information system teams in an industry that is in a state of constant evolution. New technology emerges daily and while it creates new business opportunities for your organization, it simultaneously widens the skill gaps in your employees. Plus, companies that opt out of upskilling workers expose themselves to further risk and may struggle to comply with ever-evolving compliance and regulatory requirements. Continued education offers the opportunity to combat skill gaps and retain an organization’s workforce. Training and developing new employees will expand their expertise and give an organization a competitive advantage. But that’s not all… 

Rachel Cubas-Wilkinson has been instrumental in the design of the Inclusive Leadership Workshop and studied the latest research from Gartner, Harvard Business Review, McKinsey, our own research and more to put together a 3 page report into the current DEI landscape within organizations, focusing on inclusion strategies in leadership. Read more about: The business benefits of inclusion Is inclusion happening yet? Why leaders aren’t getting it right 5 challenges of inclusive leadership Inclusion: 3 ways to get it done and make it work

Low learner engagement is the worst. Often hampering your training’s impact and success, what can your team do to tackle it head-on and overcome lackluster engagement rates? At LearnUpon, we asked the experts. Working with our industry-leading Customer Success Team, this eBook investigates why learning teams experience low engagement, while also providing tried and tested techniques to boost your learners’ engagement.