Passing a certification exam is a key milestone for many professionals. Many sign up for their certification exams, yet fail to follow through and actually take them. Why is that? Some common reasons candidates drop out include: A fear of failure Poor preparation typically caused by an inadequate amount of prep time, ineffective and inconvenient learning programs, and dated or unengaging learning programs Feeling overwhelmed by the certification process   With so many reasons for candidates not to show up for exams, it can be difficult to pinpoint solutions that reduce dropout rates. But what if we told you that it doesn’t have to be difficult? Download this free guide to learn how to decrease the number of candidates not finishing your certifications.

Leaders are looking for employees who can work with more flexibility and be ready to contribute as needs arise as they face a rapidly changing work environment. Qualities like this are essential for employers who want to prepare workers to take on a variety of roles throughout an organization. In other words, in a post-Covid world, everyone needs to be a utility player. Companies that prioritize a skills-driven culture can get ready to weather unforeseen transitions and prepare for what comes next. But what defines a skills-driven culture? Why is it important to develop new skills and flexibility in the workplace? And how can employers build competencies within their teams?

The digital transformation of L&D continues at pace. Indeed, corporate education may never return to the classroom. A more engaging and immersive digital solution is needed as global enterprises look to turn change into opportunity. Have a look at the startling stats that back up these claims and discover four essential ‘must haves’ to consider when planning your digital learning programs.

Employees want personalized opportunities for learning and development and career opportunities, and they aren't afraid to leave in search of them. Personalized training might sound like a lot of work - after all how can you spend time creating a customized training plan for everyone at your organization?  With the right tools, achieving personalized training doesn't have to be as daunting as you would think. In this infographic, you'll learn how to get started with this worthwhile effort without feeling overwhelmed.  You'll also learn:  What personalization tools other L&D professionals are using  How to use technology to streamline your efforts  The benefits of personalized training for individuals and the organization

The Talent Development Capability Model™ answers the question: What should talent development professionals know and do to be successful? More than 3,000 professionals participated in the research that identified 23 capabilities needed for success. Download this resource to learn more about the model and how you can use it to prioritize your professional development needs.

Workplace expectations are once again on the rise. L&D is now managing more than ever before, and often delivering training to a scattered workforce. The demands of modern learning are quickly showing the limitations of inferior solutions. In this eBook, we’ll breakdown the 5 ways that modern learning is rewriting the rules of the LMS.

Getting started is easier than you think. There’s a lot you can do with simple metrics and the data you have right now. In this eGuide, you'll: Explore five steps to help you get started with learning analytics Understand different technologies—such as xAPI— that can support your learning analytics program Find the right approach for your learning analytics program

Modern employees are turning away from traditional education and learning toward certifications and online learning. You’ve seen the challenges facing today’s workers who want to take their careers to the next level. You know they need the credentials to get ahead and succeed. You also know they need modern learning tools to gain access to the future they want. So, the question is: what can you do to support them? In this white paper, you will learn how credentialing bodies can seize this golden opportunity to reinvent their approach and create scalable learning that is aligned with where education is headed. 

Engaged learning is unlikely to be the result of an aggregation of courses selected from content providers. The L&D department needs to stop only focusing on ‘courses’ (created externally of the organisation or wholly by L&D) and rather start partnering with the business. Tapping into tacit knowledge and SMEs in order to create resources and experiences which drive measurable value and performance. This eBook aims to demonstrate the power of SME learner relationships in driving engagement. Read the eBook and learn:  What engagement with learning - and the process of learning - really looks like  How tech can enable and support a culture of learning engagement and performance  Real examples of how progressive companies such as Vodafone, Avon, Carpetright and Scandic build and maintain an army of engaged learners

Research from Brandon Hall Group found that course-centric learning lacks a connection with business and performance outcomes. While course-centric learning defines much of corporate learning today, this approach cannot keep up with the speed of change, nor can it provide adequate performance support.  Organizations seeking to improve learner engagement to drive performance outcomes must address the following key issues: How do we develop a learning strategy that focuses on the learner? What do learners need from learning programs to be engaged and successful? What must be included in learning programs to ensure an effective experience? Which tools and technologies should organizations leverage as part of the learner experience? 

What does the future of learning bring to the corporate world? What are the challenges and opportunities? Read all about it in our guide to the changing landscape of learning & development. Topics in the eBook include: The global trends affecting L&D including upskilling & reskilling, sustainability and more How education technology can support your strategy for success in a changing world Tips and tricks for top-quality remote training and bright learning outcomes

As a training manager, your time and resources are spent developing others, and your own development is likely to be pushed to the side. But making time for your own development can help improve the effectiveness. In this eBook, you'll learn the skills you need to take your program management to the next level. You'll also learn: Characteristics of top training programs How to conduct a needs assessment to align training needs to organizational goals Tips for conducting data analysis to identify training trends

Few can dispute that the Covid-19 pandemic has revolutionized the workplace. Before the pandemic and according to a Gallup poll conducted in August 2020, the average American worker averaged 2.4 days of a 20-workday month telecommuting; during the pandemic, the average American worker is averaging 5.8 workdays telecommuting (Jones, 2020). One in four U.S. workers now works completely from home. While only 51 percent of Chinese employees work from home, 69 percent of U.S. workers do (Liang, 2020). After the pandemic has been vanquished, many workers will prefer to work at home either full-time or part-time (Courtney, 2020). Employers that offer work from home opportunities will enjoy advantages in attracting and retaining star talent. Download this paper by Dr. William J. Rothwell & Cho Hyun Park to learn their ideas on how to manage and improve on how virtual coaching can provide some effective solutions.

The role of L&D professionals is rapidly changing. Now is the time to evolve. Yesterday, "Agile" development was the exclusive territory of software developers. Today, new tools and resources are making it possible for learning professionals to easily deliver content on demand, in modern formats that are proving to be more effective in eliciting dramatically improved results.  Download this eBook to discover how learners’ expectations of content and delivery have changed, and how you can leverage that change to deliver stronger results to your organization. 

Emerging from the COVID-19 pandemic, many (if not all) companies are hyperfocused on boosting sales. A Google search for "sales enablement" yields millions of results—and a variety of conflicting definitions. Clearly, sales enablement can mean different things to different people. To some, it’s tools, tactics, and training. To others, it’s all about strategy, data, and analytics.  To us, it includes all those things—but it always starts with the story. Like any good book, your sales story should be a page-turner—keeping prospects hooked by engaging, inspiring, and making powerful emotional connections with them. But too often, the stories sales teams tell are fragmented, overly focused on product specs and features, or misaligned with marketing. The right story can make all the difference. And because research suggests that 50% of leads are qualified but not ready to buy, telling that story in the right ways at the right stages of the sales funnel is essential for converting new prospects into loyal customers. But an effective sales story involves more than delivering certain keywords to drive awareness, consideration, and decision as prospects move through the funnel. It should be a holistic, consistent thread that runs through all your communications to prospects—and one that’s laser-focused on the value you offer and the problems you can solve for them. Here are three critical steps to ensure that your sales team is telling a clear and compelling story about what you offer and why people will want to engage with your brand.

Once you have defined the learning need—the Who?, the What?, and the Why?—there are 12 additional considerations when designing virtual classroom experiences. Click Download for the 12-point checklist that will help ensure your success.  (Thanks to LEO Learning for this job aid.)

Teaching as a Design Science Blended learning has traditionally been thought of as a combination of digital and face-to-face learning components. However, as we move towards a greater dependence on technology, the definition of blended learning is changing. An effective blended learning program simply needs to contain a variety of learning elements. These can include virtual or in-person workshops, eLearning modules, learning games, and components that sit outside of all of these, like line manager check-ins and coaching sessions. The work of Professor Diana Laurillard is central to our blended learning design process. In her book 'Teaching As a Design Science1', she discusses how various learning approaches may be supported by technology. We’ve created a blended learning methodology inspired by her work which we use to create blended solutions for a range of clients. This ebook will talk you through the five key elements of effective blended learning design—from understanding how learning works through to the technologies we can use to enhance it. We’ve also included some stories from real projects we’ve worked on to help add some context.

In the past two years, organizations and educational institutions have broken out of the classroom and into the world of digital learning. Discover the lessons they learned and the challenges they encountered on the road to transforming teaching and training for the new normal. Topics in the eBook include: How to boost engagement in distance learning The future of upskilling and reskilling How to build emotional intelligence in your organization Developing relationships digitally How gamification is transforming training 

Onboarding is an opportunity to make a strong impression on your new hires, immerse them in your culture, and set them up for success from day one. But how can you accomplish all of that virtually? Onboarding can be an overwhelming experience in person, and the same is true through a screen. The key is to create an experience with enough structure to keep new hires engaged while also allowing plenty of independent work and break time. In this guide, you'll get tips on putting together an engaging and effective virtual onboarding experience. You'll learn: What you can do in advance for a stress-free first day How to leverage technology without causing screen fatigue Tips for getting employees invested in their own development right away

In 2021, workplaces are all about swift skill building at scale, with 80% of CEOs saying employees need new skills for today. However, digital learning for businesses is failing to keep up when employees need knowledge most — in the flow of work. The result is lost productivity: This eBook is for learning leaders leading the quest for a better, more purposeful learning experience that impacts the bottom line. Read the eBook and discover:  80% of knowledge is almost immediately lost due to lack of practice and retention One entire day a week is lost by employees looking for answers to questions 15 weeks of productivity are lost each year by subject matter experts (usually your best employees) helping people learn Employers need to power up knowledge in the flow of work. Get the eBook to find out the 5 ways to power up productivity with knowledge at work.

The COVID-19 pandemic has had profound—and probably lasting—impacts throughout society, affecting how users consume learning and how learning and development (L&D) teams deliver it. The necessary shift to remote work has made digital and live online learning an invaluable tool for learners and L&D teams alike.  The 2021 survey of 1,276 L&D professionals by Adobe and Training Magazine Network, "What is the future of digital learning in 2021 and beyond?" found that 42 percent of respondents envision using more digital options this year, indicating that digital learning is here to stay as part of a dynamic, hybrid learning model. This will involve a blend of live online, digital self-paced and face-to-face learning aimed, most often, at internal employee upskilling. As blended delivery grows, companies are looking to modern platforms and features to increase personalization in ways that make learning more robust and more effective.  Click below to download the white paper.

Almost 40 percent of American employers say they cannot find people with the skills  they need even for entry-level jobs, and they admit that only 50 percent of new recruits have the skills needed for their new roles.  Another 60 percent of employers complain of lack of preparation and only 42.5 3 percent feel that new hires show the required professionalism and work ethic.  Yet, 89.4 percent of new graduates feel they are work-ready.   Download the eBook to Learn How to Effectively Create Connections and Bridge Skill Gaps in Your Organization

AI Transforms Learning Into a Competitive Advantage Data has long been coined the new oil, but data on its own won’t power your organization’s learning engine. It’s now critical to transform the data collected by your platform on your learners’ activities into actionable insights that create unique experiences - with artificial intelligence (AI). Click below to download this Guide from Docebo.   Sponsored by

If you want to know how to get ahead of the game and avoid the common mishaps in selling your eLearning courses, you’ve come to the right place! Lambda Solutions has identified the most common and costly challenges faced by eLearning providers today.  These include: Overcoming the high cost of scaling Figuring out what to do when there’s a lack of knowledge or skill Navigating the labyrinth of system integration Measuring the true ROI of your LMS Download this white paper, and we will show you how to identify each of these pitfalls in your organization regardless of industry, organizational size, or learning goals. Let us help you gain insight into how to overcome those obstacles and achieve sustainable, scalable, and successful eLearning, and determine exactly what is required to sell your courses and achieve eLearning success!