If you oversee a learning program, a few things hold true no matter your business’s market or industry: your learners need to master your course material, your content and experience must be engaging, and your learning program needs to drive revenue for your business. The high-stakes learning market includes any organization selling critical learning products and includes all kinds of businesses— professional certification test prep, highly-skilled professional, continuing education, and more—but there are distinct trends that set them apart from low-stakes learning companies. Download our e-book to find out the top three trends BenchPrep identified after surveying 248 high-stakes training providers. In this e-book you will learn: About the evolution of the high-stakes learning market What business results high-stakes training organizations want to generate What high-stakes training organizations look for in a learning platform

After new Small Business Market (SMB) sales rep turnover increased and revenue did not meet plan, it was time for Paychex to dramatically re-engineer their sales onboarding. In collaboration with Senior Leadership, the L&D team quickly began gathering data: exit interviews, sales KPIs, a very informative secret shopper report, manager/sales rep interviews, and social media data from clients and prospects - to better understand the problem and help leadership set targets. Download this case study to learn how Paycheck overhauled its new-hire training and realized.. 8% increase in retention 10% increase in business revenue 41% increase in speed to competency 68% reduction in travel expenses

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. 

Every organization wants the same thing for its new hires: to get up to speed quickly, close any knowledge gaps, integrate with the team, and be productive. Yet, research from Gallup shows that just 12% of employees strongly agree their employers do a great job of onboarding new employees. The fact is that after a person has accepted an offer, onboarding is really very much a learning and development activity - not just an HR check-the-box obligation. That's why bolstering your ability to successfully onboard requires a modern approach to learning. In this e-book, we'll cover four reasons better onboarding requires better learning: Learning helps people understand the company from the start Learning quickly closes skills gaps for incoming employees Learning increases confidence and ability in critical early days Learning helps new hires integrate with the rest of the team

Getting back to work after a crisis and into what will be the "next normal" can be a difficult process. The workplace has changed. And, so has the workforce with many companies offering employees the option of working remotely, on a permanent basis. The term "reboarding" has emerged as a period of welcoming an employee back to the organization and quickly updating them on the changes necessary to continue. In this e-book, we'll define "reboarding" and key things to watch out for during the reboarding phase. Things like: Safety, security & organizational changes The mindset of your returning workforce Using a learner's time wisely

With a large percentage of the workforce now working remotely indefinitely, many organizations are tasked with moving essential operations online, including training. Of course you can't just stop compliance training, and for most organizations classroom training isn't an option right now. Plus, your employees are facing new situations, and need resources at their fingertips to help them navigate these new challenges. Online learning is the solution, but there are so many elements to consider and compare. Do you need a certain functionality or would another work better? What should you do about content? And what about customer service? It can feel overwhelming. A great place to start when looking for an online learning solution is to consider your organization's goals. Maybe you want to reduce safety incidents by 40%, or increase the number of internal promotions, or launch a mental health initiative. In this ebook, we'll guide you through the buying process and help you select a solution that aligns with your goals. You'll learn: -Learning solution non-negotiables -How to evaluate training content, providers, and your content needs -Key characteristics of vendors versus partners -How online learning can improve business results

Download this guide to Learn about key business challenges and opportunities sparked by the COVID-19 pandemic, and what career pathways and skills can help you rise to the occasion.

The COVID-19 crisis has created waves of disruption through each sector of the economy. Now more than ever, companies and institutions are looking internally to find solutions to help ease the impact of the pandemic and the resulting economic downturn. This includes ways they can help foster their employees’ resilience and support them through messaging, increased collaboration, and access to valuable resources.

Does Your Team Have the Skills They Need? The Association for Talent Development investigated what TD professionals need to know and do to be successful now and in the future. More than 3,000 professionals participated in research that identified the 23 capabilities needed, which are part of the Talent Development Capability Model. These include expected capabilities such as instructional design and training delivery as well as newer capabilities such as data analytics and emotional intelligence & decision making. Download our white paper to learn all 23 capabilities needed for success and how to make sure your team is equipped for what may come.

It’s hard to find the perfect vendor in the oversaturated learning technology market (700+ LMS vendors alone). How do you know they’ll be the perfect fit without trying a demo? Who has the time to try hundreds of demos? What’s a Chief Learning Officer (CLO) to do? You need a cheat sheet. This guide will help you narrow down the must-have learning technology features to drive business growth. At the end of the day, you don’t need the perfect piece of learning technology, you need the right fit for your business. In this e-book you'll learn how to: More about the different types of learning technology How learning technology achieves business goals How to identify the must-have LMS features you need for business growth

"Will this be recorded?" It might just be the most commonly asked question at the start of virtually every training event. And the good news is that nowadays, you can almost always answer, "Yes." Great. But then what? According to a Wainhouse Research study, 87 percent of employees1 agree that having access to recorded training classes, webinars, and other events makes it easier to revisit crucial information when it’s needed most. Today, recording training sessions is quickly becoming standard practice. And the benefits are well known. Among the many positives, video helps learning and development (L&D) teams provide employees with a comprehensive resource to reference after the training ends, and also provides employees unable to attend with access to the information on-demand. But good intentions too often fall short once the training session ends and the recording stops. For all its benefits, video also presents challenges when it comes to storing, sharing, and even playing recordings. Left unsolved, those shortcomings make video content burdensome for employees simply looking for quick information that helps them perform their jobs. Fortunately, there is a solution. A video content management system (or video CMS) solves the most common problems of managing and sharing video. In this paper, we’ll review the five biggest challenges organizations face when using video to support corporate learning. Then we’ll examine how a video content management system helps overcome those challenges to better enable video-based learning.

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.

As the world navigates a sea change with this pandemic, so are the enterprise ILT programs. How to navigate this rapid pivot to virtual effectively? That’s top of the mind for every L&D manager. In this whitepaper we elaborate on: The principles of effective live virtual learning Why optimal learning delivery matters for business success How to choose the best-of-breed VILT technology

Based on extensive research from BetterUp, "Resilience in an Age of Uncertainty" provides a framework for building resilient individuals, teams and companies. The report reveals the benefits of investing in resilience: resilient employees are not only better prepared to manage and work through adversity, but thrive through uncertain times; and resilient companies experience direct benefits to the bottom line, including increased revenue, retention, and innovation. 

The Challenge Providence St. Joseph Health is a not-for-profit health system with 119,000 caregivers and employees nationwide. At PSJH, the learning and development team provides award-winning learning content to their workforce. However, learning leaders discovered engagement still proved to be low. When exploring KPIs, staff knowledge retention was measured at 76%. As part of the initiative, leaders set a goal to increase proficiency by 16%, a lofty target but one they felt was achievable. Additionally, another key objective of implementing a new solution included drastically reducing the cost of compliance education - mandatory training that organizations like Providence St. Joseph Health spend over a million dollars per year on. Finally, learning leaders demanded a solution that would enable frontline managers to support caregivers with actionable, real-time learning data, something that's missing from their current learning strategy. In order to boost engagement and proficiency, PSJH described the need to transform their programs to provide a more learner-centric experience.

The world of workplace learning and career development continues to evolve. Many organizations now offer a blended approach to learning with instructor led training as well as online courses to keep their workforce on the cutting edge. However, as outlined in this new research brief, great learning experiences don’t always equal great outcomes. So, what is the real problem with workplace learning? Hint: it’s not content. At Providence St. Joseph Health, the Learning and Development team provides award-winning learning content to their workforce - however, engagement still proves to be low. In order to boost learner engagement, PSJH describes the need to transform their programs to provide a more learner-centric experience. This brief follows the journey from identifying key challenges in today’s approach to workplace learning, to finding unique, innovative solutions that improve career development strategies and save the organization millions of dollars annually. Specifically, the team at Providence St. Joseph Health investigates three learning disruption case studies in this brief, asking, "What if…" Learning was nano-sized? Learning was shareable and personalized? Learning Design was based on data? Download this brief to learn more about how innovative technology is improving workplace learning and impacting business results.

Onboarding is your opportunity to create a strong first impression and set your new hires up for success from day one. But there's so much to accomplish during onboarding, so how can you create an effective and engaging experience that doesn't leave everyone exhausted? You can take your onboarding program from overwhelming to outstanding by breaking it down into phases! In this infographic, you'll learn how you can balance paperwork, relationship-building, compliance, and culture immersion by creating an easy-to-follow checklist for every phase of onboarding. You'll also learn: -Key elements of a well-rounded onboarding experience -What you can accomplish before a new hire's first day -How to incorporate culture and values into onboarding -Simple to-dos to make new hires feel welcome

Download this helpful infographic as a reminder of the 4 steps for leading virtual teams.  Outcomes of using Improv techniques to manage virtual teams Greater trust within virtual teams  Speed to deliver on business outcomes  Radical collaboration = quicker turnaround  Balance accountability with autonomy  Accountability and engagement on tough projects  Practical skills to manage difficult or negative conversations in a positive way  Techniques to improve empathy and patience

No "learning culture" is born overnight. For a learning culture to become part of your brand, you must involve both the leaders and the employees every step of the way. The process is demanding but leads to a tremendous pay-off through higher employee retention, higher quality performance from your employees, and an increase in revenue.   This eBook discusses key elements of building a culture of learning, including: How to design training for measurable ROI Best practices in training design strategy Tips for custom eLearning development The role of analysis and performance consultants How to utilize managers and mentors

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?

Colorful post-its. Wacky visuals. Funky rooms. What technique of innovation is better known than brainstorming? What word solicits more eyerolls in the real world? Brainstorms are frequently unproductive. There are two main reasons why, and they’re related: ● People evaluate others’ ideas ("Neat, so how much would that cost?"). ● People evaluate their own ideas before they’ve even shared them. They censor out the most unusual ones for fear of being judged as silly or dumb. Analysis and evaluation are critical skills. We’re rewarded for quickly evaluating situations, diagnosing errors, and finding practical solutions in nearly every aspect of our lives. Rightly so. |Brainstorming is harder than it looks because it requires us to temporarily suspend these instincts. The purpose of a brainstorm is to come up with as many different options as possible to delight our users. The greater the number and variety of options, the higher the odds of a valuable idea. A properly run group brainstorm is your most useful tool to generate game changing ideas. It requires skill and preparation to be effective. Here’s what we think are the most impactful steps you can take to make your next brainstorm as productive as it can be.

We are in the midst of massive workforce disruption. The need for resilience at organization, team, and individual levels has never been greater. This report reveals why HR leaders are turning to coaching to help people thrive during change. Download the report to get BetterUp’s research on 5 data-proven ways coaching builds employee resilience, and how resilient people and teams drive business results.

Richardson, a global sales training company, had a problem: their eLearning modules, which were once considered state-of-the-art, had grown outdated. They needed to improve their sales training program fast to address their biggest challenges: Effectively engaging their learners with a new approach Delivering a unique, scalable training solution Administering a seamless go-to-market rollout of an overhauled training program How did Richardson quickly overcome these challenges and deliver a game-changing training solution? By using a modern, configurable online learning platform. In this case study you'll learn how to: Deliver a consistent, intuitive, and clean learner experience at a global scale Leverage blended learning and robust analytics to create a more impactful training program Transform existing training and education experiences for learners, resulting in new levels of efficiency, engagement, and success

With so many ideas and initiatives to invest in, you're probably asking why you should devote your dollars to training. The way we work has changed, and employees are facing new challenges. They've had to adapt, adjust, and learn new skills, and it's important to provide them with the tools they need to succeed. But the truth is these challenges didn't start with a pandemic, and they won't end with it either. Your employees are always having to adjust, adapt, and learn new skills as they start a new project, use a new software, or encounter difficult situations with teammates. Training can certainly be helpful in times of crisis, change, and uncertainty, but training can also help you overcome everyday business challenges, get a competitive edge, reduce turnover, upskill your workforce, and so much more. In this ebook, you'll learn why investing in employee training is a smart move, and you'll get all the facts, figures, and stats you need to convince leadership to invest in employee training. You'll also learn: -Why you should invest in training -What ROI you can expect from training -How to maximize training effectiveness with online learning