You've probably heard the phrase, "The only certainty is change." We've all experienced change in some way, and organizations are no different. Organizational change can come in a number of ways, whether in the form of leadership turnover, mergers or acquisitions, the introduction of new technology, natural disasters, or downsizing, just to name a few! Change isn't necessarily a bad thing, but without the right planning and communication, it can leave organizations reeling. Poor planning can lead to loss of revenue, loss of clients, increased turnover, decreased engagement, or public relations disasters. Part of planning for change should include a communication strategy. It's important to identify your stakeholders and address their questions or concerns before, during, and after the change. A lack of transparency can lead to the spread of false information, which can cause employees to leave or become disengaged in their work. By communicating honestly and openly, you can decrease their distress and empower them to face the future with confidence. In today's day and age, it's not a question of if your organization will experience change, it's a question of when. By taking a proactive approach to change management with proper planning, your organization can find success in times of change! In this eBook, you'll learn: The four Rs of change management Prompts for practicing a change communication strategy Action items for each of the phases of change

Cybersecurity training has quickly and quietly become a mainstay for required training programs at many organizations. As more employees find their jobs require some form of technology and data management, the need for proper training on how to keep company records safe becomes apparent. One industry estimate claims that the average employee in the US maintains 70 to 80 passwords for various systems throughout the course of their job. Without proper vigilance, it seems like only a matter of time before there is an exposure to a data breach. Complicating this issue is the strategy around learning objectives for cybersecurity training. Because it is so commonly viewed as an annual event, and so much of it is a refresher, engagement with the material is stereotypically low. Learning leaders should pay attention to strategy here. If training feels like a simple box-checking exercise that lacks meaningful updates or is delivered in a rote style, their employees are likely not to retain the information. Data and system architects can only do so much. Every employee with access to systems with sensitive data is inherently playing a role in safeguarding that data. And, just as the technology is always changing to maintain that security against new and developing threats, so too should the training efforts. In this eBook, we focus on how organizations can update their strategy to deliver more engaging and effective cybersecurity training. Topics include: Avoiding routine delivery Industries with specific challenges in cybersecurity training Creating conversations on best practices Tracking certifications in the LMS Understanding the costs of doing nothing

According to Gallup’s 2022 survey, 68% of full- and part-time employees working for organizations are not fully engaged in their work. What can organizations and HR professionals to do motivate, engage, and retain their employees? One approach is to use a Talent Management Life Cycle. This model helps employees become clear about their developmental needs and growth goals, which means employers are better equipped to meet those needs and keep their people engaged. To learn more about this model and how to implement it, download Cycles of Success by Nicole Trapasso, Vice President, HR/OD for The Myers-Briggs Company.

In the business world, data analytics is the new superpower that can be wielded to achieve impressive results. It allows companies to do things that were never possible before, like predict customer satisfaction, analyze competitor information and identify fraud. For these reasons it is predicted that by 2023 over 33% of large organizations will utilize data analysts to unlock business intelligence, including decision modeling. 

In this white paper we examine valuing alternative futures and the use of qualitative probability theory to weigh the consequences of different actions.  We'll show how to use a common platform to engage their clients in the process of identifying assumptions, weighing the risk of those assumptions materializing or not, and valuing choices based on the probability of possible outcomes. Benefits: The benefits are participants will receive a set of tools and decision models that encourage logical thinking, discipline, and consideration of organizational realities that, in turn, will help them:   Save time.   Avoid unnecessary costs.   Increase their confidence.   Be perceived as having business smarts.   

COVID-19 forced many organizations to transition to remote work in just a few days. But now that many employees have been working remotely for weeks, employers are beginning to realize the benefits of remote work, and many organizations will continue working remotely at least part of the time. Even though your teams might not be in the office, you still need to train your workforce on compliance topics like appropriate behavior or how to stay safe online. And because employees are encountering new challenges, you might also want to consider offering training on other topics, like productivity, effective remote leadership, software, and communication. The good news is that you can do all of this with online employee training. Now more than ever, it's important to make tools and resources readily available for your employees, no matter where they are. In this infographic, you'll learn how you can deliver a consistent and seamless training experience to your dispersed and virtual workforce. You'll also learn: Tips for sourcing content When to create your own content How to maximize training effectiveness The most impactful delivery methods

Microlearning is the trend of the moment, yet it is the most commonly misunderstood. This infographic from Shannon Tipton will help dispel two of the most common misunderstandings, and then give you 6 key markers to use as guidelines for ensuring microlearning success. After downloading the infographic, hear/watch Shannon explain in the recording of her webinar on the topic below.

Why are some companies thriving in the current environment while others fall behind? The secret is modern sales enablement designed for virtual teams. Today’s winners are mastering virtual selling with an up-to-date approach to content, tools, and knowledge. Sellers are working harder than ever—and sales enablement has never been more important than it is today. At the start of the pandemic, you may have shifted overnight to virtual selling. But the processes and tactics you put in place in the Spring likely weren’t designed for the long term. Sales teams have had to learn on-the-fly how to succeed when in-person meetings aren’t possible. It’s time to figure out what works in this new world and what doesn’t. Sales enablement in 2021 will be very different from last year. But knowing how to pivot to a modern approach isn’t obvious. Download this eBook to learn the elements of modern sales enablement and how you can upgrade your current approach for long-term success. Get your eBook to learn: Best practices to accelerate results with virtual teams—and why traditional tactics are no longer enough 4 key capabilities of a holistic sales enablement solution How to build a powerful tech stack when your budget has been cut Plus, the 2021 Sales Enablement Checklist to help drive results next year and beyond   Don’t get left behind by relying on an outdated sales enablement approach. If you aren’t updating today, you don’t have a moment to delay.

Today’s business world seems enamored with design thinking. The popular problem-solving and innovation approach has generated widespread discussion and acclaim; it’s been credited for disrupting traditional markets, sparking groundbreaking ideas in flagging industries and positioning companies to achieve unprecedented growth. But what exactly is design thinking? And does it really live up to its reputation?

Enterprise chatbots have moved beyond novelty. Today, they’re key tools for improving onboarding, reinforcing training, delivering just-in-time support, and scaling coaching across large organizations. But while AI technology is more accessible than ever, a successful chatbot launch depends less on the tech itself and more on the planning that precedes it. That’s where the right questions come in. Over years of implementing enterprise chatbots across industries, we’ve found that certain questions reliably uncover the insights needed for an effective, sustainable chatbot. This white paper shares those questions—and more importantly, explains why they matter—so you can approach your chatbot design process with clarity and confidence.

THE 70:20:10 FRAMEWORK More and more businesses are adopting 70:20:10 to help build organizational strength. However, a question often posed is whether the approach is a theory of workplace learning, a way of cutting down on training costs, or a mantra to be followed slavishly. Alternatively, is 70:20:10 simply ‘old wine in new bottles’ given that most Learning and Development (L&D) professionals think they already combine learning and work? Some ask ‘why bother with 70:20:10 at all’? Additionally, ‘what is it with this neat formula - 70, 20, 10’? People are suspicious of nice round numbers. Surely the reality of learning and performing is much too complex to be described in terms of simple ratios? Despite all these criticisms, there’s a worldwide movement of L&D professionals who realize and acknowledge the value of 70:20:10. This is not because it’s a mantra, an ideology or an end in itself, but because it enables them to connect more quickly and effectively to what really matters: learning and performing at the speed of business. Their work isn’t just about providing formal learning solutions. By using 70:20:10 as a reference model, more and more L&D professionals are co-creating solutions with their business colleagues. This ‘movement’ and new way of working with 70:20:10 makes L&D more relevant to their organizations.

In the midst of the pandemic, the shift towards digital transformation accelerated—as did the seemingly permanent trend toward remote work. But new remote and hybrid office strategies make it harder than ever to manage productivity, cultivate personal connections, and motivate and inspire teams. Today, managers and employees must rethink how they communicate, collaborate, and develop trust in hybrid workplaces. At the same time, it’s critical to understand productivity is now directly tied to the flexibility and satisfaction that people get from their work. In this Idea Brief, featuring key points from a virtual event discussion with HBS Professor Tsedal Neeley, learn the critical elements that need to be addressed as we shift to a potentially permanent hybrid work environment: Why hybrid environments require organizational flexibility and a centralized approach Why cognitive swift trust and emotional trust are critically important for success Why leaders must consciously decide which digital tools to use in different situations Why regular team relaunches are an essential tool when leading virtually And why it is important to get new work environments right as we prepare for the impending digital revolution

Company cultures that value and celebrate diverse perspectives not only support, engage and advance underrepresented groups, but also benefit by making better decisions and achieving broader innovation. We believe inclusion is a hallmark of strong leadership and should be a core skill for all leaders. Download our paper to learn: Why most diversity and inclusion programs fall short on their promises How to develop skills that foster an inclusive workplace with BetterUp coaching How BetterUp unlocks the potential of emerging leaders with career coaching to build leadership behaviors at scale

There was a time not so long ago when the concept of leadership development within an organization was all about developing an emerging leader’s professional skills and competencies.   How could they drive results and better align their teams with organizational objectives? How could they more effectively develop strategic insights to drive greater efficiencies? How could they skillfully cultivate innovation to drive new product offerings? Click below to download this White Paper.

With highly technical products and a clinical sales approach, 3M needed to ensure that their more than 1,000 sales reps could deliver key messaging effectively. An integral part of their sales process involved reps having in-depth discussions with medical professionals that covered not only product knowledge, but also the supporting science and research.  Download this case study to learn how 3M addressed this challenge and the results. 

What Are the Obligations of Managers? The answer to this question varies from organization to organization based upon several factors such as industry, culture, department, skill level of the team, etc. At your organization, for instance, managers may be expected to meet with each employee every week and discuss their career. At another organization, management might only discuss issues with employees as they arise. Regardless of the organization, every manager faces the same challenge, in some degree: should management be confined within an organization to a strict set of expectations and achieving KPIs through a set of clear guidelines, or should managers have the freedoms of higher leadership to help create culture and achieve KPIs by virtue of their leadership skills? Click below to download this white paper.

Employers are beginning to realize the vital role that feedback plays in employee development. In an effort to provide more meaningful feedback, many organizations are moving away from traditional yearly performance reviews in favor of ongoing coaching conversations. When managers act as coaches, they provide employees with timely and specific feedback that helps them grow and develop continuously. Ongoing coaching allows employees to correct or continue behaviors on a regular basis, instead of leaving them wondering what they should have done differently to receive a five instead of a four on their yearly review. Developing the coaching skills of your managers and leaders will give them the tools they need to deliver feedback and create real change in their employees and the organization. It won't happen overnight, but developing your managers' coaching skills is a worthwhile endeavor that can help reduce turnover, improve employee engagement and performance, drive business results, and move your organization forward. In this ebook, your managers will learn about popular coaching methods and have a chance to work through prompts to help them identify areas of improvement. They'll also learn: Why coaching skills are important Key competencies for effective coaching The coaching formula that helps improve performance

Those leading a function have arguably the greatest impact on overall business performance, yet organizations continue to underinvest in developing this level of their talent pipeline. Many organizations are missing a huge opportunity to drive business growth. Why? With significant spans of responsibility, function leaders offer immense competitive value. While strategic executives determine the company's mission and direction, functional executives control expenses, manage resources, make decisions about specific projects that will be undertaken, and drive the success or failure of many strategic priorities. Learn why the development of function leaders is an imperative in the new MDA white paper, Developing Those Who Lead Functions: A Critical Leverage Point for Boosting Organizational Performance. Click below to download the white paper.

Improving Outcomes in the Age of Online Training If there’s one challenge every corporate trainer faces, it’s this: Creating a collaborative online experience is hard. The benefits of in-person trainings don't always translate well into virtual environments. Too often, there's no way to measure engagement or create the feedback loops that are vital to success. Thankfully, there is a solution. New virtual training software features are making it possible to create true-to-life online trainings that improve the in-person experience. This white paper will help you gain a greater understanding of the complexities facing corporate trainers today and the steps you can take to achieve better outcomes online.  

There are substantial compromises inherent in all of today's workplace training solutions, most them revolve around: scalability, engagement or affordability.  However, we believe a new category of solutions is emerging; in this paper, we introduce the Digital Experiential Training category. This new category of solutions is poised to resolve the compromises of current approaches and set a new standard for workplace training which is long overdue.

The beginning of a fiscal year is the ideal time to evaluate transformative ideas and a potential digital transformation strategy. An organization’s efforts to use technology to solve traditional problems is probably one of the most beneficial from a business perspective. Digitally transformed organizations can improve their customers’ experience, elevate their brand reputation, adapt more quickly to rapidly changing technology, address sudden industry shifts, and more.

Across the nation, sales managers are struggling. They struggle to keep up with deadlines, with reporting, with setting and hitting goals, and with managing and motivating their sales teams. SalesFuel hears these sentiments at every conference, at every training session, and every day from our own clients. There is not enough time. And most definitely, there is no time for sales coaching. The developers and researchers at SalesFuel were tired of hearing sales managers say, "Oh, I'm swamped with bazillions of things to do. I don't have time to sit down and have hour-long conversations with each sales rep every week." So, they created a tool specifically to address this no-time epidemic and to disrupt the way we think about managing sales forces forever. It is time for a sea change in sales management. And, it's time for adaptive sales coaching.

Diversity, Equity and Inclusion (DEI) brings tremendous benefits to organizations of all sizes.    There is a growing push for DEI in business because it benefits organizations with things like a 50% drop in staff turnover and a 56% increase in productivity.  What effects do DEI efforts have on your leadership team?  Is your management team accurately reflecting your DEI goals? Download our free eBook - Diversity, Equity & Inclusion in Leadership

Building critical skills is the number one worry for growth company leaders. And now in the midst of a recession, HR and L&D leaders are expected to close this gap with even fewer resources than before. Find out how.