What will you find in this report? 2020 was an uncertain time for everyone. Corporate training has faced rapid changes that have revolutionized the way we learn and develop ourselves at work. In this report, we draw conclusions on the challenges and contradictions associated with skill training in organizations from a survey of 1,500 HR professionals and employees across various sectors. The analysis of the data obtained reveals some tensions between the different actors within the corporate training sector, but also points to some common ground and key trends for 2021. Download the report and access:  Data obtained from surveys conducted on 1,500 HR professionals and employees from diverse sectors, in the United States, Mexico, France, and Spain Graphs and infographics that reveal where there is alignment and misalighment between the parties involved in corporate training Case studies of well-known organizations that support the conclusions drawn from respondents' answers Opinions of professionals and experts in talent management and development fields

Mental health was once a taboo topic in the workplace, but many organizations are beginning to realize the importance of prioritizing employee mental health and well-being. Although attitudes toward mental health are changing, it can still be hard to know how to offer meaningful support, have conversations about mental health, and get employees and leaders invested in this effort. Incorporating training into a mental health initiative at your organization is a great place to start. Not only can training be used to educate your workforce on stress management techniques and coping strategies, it can help your managers develop skills to support employee well-being and overcome the stigma surrounding mental health. In this ebook, you'll learn key elements for building a strong mental health initiative at your organization. You'll also learn: How to use your training program to support your efforts Common myths about mental health and how to overcome them How to get buy-in throughout the organization for this initiative.

Because the transition to remote work was quick and unexpected, many of us adopted short-term solutions for our day-to-day operations. As remote work has continued to stretch on and becomes the norm for many organizations in the future, we need to find more sustainable approaches to essential operations, like training and development.  The challenge of having a virtual and dispersed workforce can be difficult even for well-established training programs. This guide is packed full of information on how you can deliver an engaging and effective training and development experience... virtually! You'll learn must-haves for maximizing the employee learning experience, including:  Tips for transitioning training online, including integrating a learning platform and choosing engaging content Ways to encourage exploratory learning in a virtual setting How to boost learning retention and training effectiveness 

Video is a key tool in a trainers toolkit. Read the latest research on how best to incorporate video into learning experiences and what high performing companies do differently.

Most people know about IQ and EQ, but now it is time to consider another key measure… Technology Quotient (TQ). In this ground-breaking paper, best-selling author and TQ pioneer Mike Song explains the coming TQ megatrend. Mike defines TQ as the ability to strategically learn, leverage, and share technology. It is a proven, efficient, and systematic way to boost productivity. The paper will provide:  Research from over 80,000 knowledge worker surveys at over 1000 organizations around the world The TQ Assessment Tool (TQAT℠). The first-ever HR assessment tool that measures and improves digital proficiency across the enterprise New ways to inspire widespread adoption of TQ insights Innovative strategies for implementing a successful TQ Initiative This paper is a must-read for any training leader tasked with helping their organization be more effective!

In the current climate, we’re having to respond quickly to the challenge of operating in a fully virtual, at-distance, world of learning. This insight addresses the challenge of how to take a blended learning journey—a sustained learning experience that blends a mix of media, events and channels, over time—and cater for when face-to-face engagement is no longer an option. L&D teams around the world are having to adapt, and to adapt quickly. Global organizations are adjusting rapidly due to the unprecedented impact of COVID-19, and there’s an increased urgency to support change and deliver effective transformation while working and learning at distance. The impact of this transformation is likely to leave a lasting legacy beyond the immediate crisis. If organizations can embrace and deliver effective virtual learning at this time, the benefits (reducing unnecessary travel, for a start) will surely shape the future landscape of ‘business as usual’. And while it may be relatively straight-forward to simply replace a single face to-face component with a virtual or digital equivalent, we know that a sustained learning journey over time is the only way to engage learners and drive behavior change. This insight looks at the steps you’ll need to explore to take your virtual learning to the next level. We will explore and answer: • What are the key strategic steps when designing effective learning journeys? • What face-to-face components in a traditional blended journey may need replacing? • What strategies can you deploy to drive engagement with virtual learning over time?

Localizing your eLearning content can do more than just create a culturally appropriate eLearning experience for your audience, it can also be highly profitable for your organization. In this paper we show you all the ways to capitalize on the benefits of localization.

McGraw-Hill Education ("McGraw-Hill") is a leading learning science company and publisher that delivers personalized learning experiences. As the world went digital and technology adoption soared in recent years, McGraw-Hill realized a drastic need to reassess digital delivery options for their content to keep pace with competitors and meet the changing expectations of their evolving customer base. How could they digitize their well-known test prep material in a way that would generate more revenue and not abandon their core business model?  Download this case study to learn how BenchPrep's modern LMS increased McGraw-Hill Education's online learner engagement by 10x.

New research from the Cornerstone People Research Lab identified a serious confidence gap between employers and employees about their ability to consume skills development. Developing critical skills in a way that’s effective and meaningful for employees is a challenge. These challenges exist across companies and industries, and across the globe. This eBook offers practical next steps for talent and training leaders to address and enable skills development to empower their people to thrive in the future.

Is Your Onboarding Setting Employees Up for Success? An effective onboarding process boosts productivity, engagement, and retention. When it comes to virtual onboarding, communication and face-to-face interactions with your remote employees are more important than ever. Download this checklist and eBook to learn the 4 pillars of onboarding and key topic areas to cover, plus get a sample template of a virtual onboarding program, loosely based around a 30-60-90 day structure.

Sales Enablement For Marketers If you’re a marketer supporting a sales team, you’ve got a lot on your plate. Sellers are facing one of the most difficult buying landscapes in recent memory—and they need your help. To be effective, you need to align with sales, deliver the best content and other resources that will move deals through the pipeline, and make sure sellers can find and use these resources properly. "Sales enablement has never been more important than it is today." You crank out solution briefs, case studies, videos, blog posts, product guides, and more to support reps' interactions with prospects and help them be productive. You work closely with sales to learn which types of content are working to nurture leads and close deals. You keep your ears open to industry trends and one eye on the company roadmap to anticipate content needs and fill in any gaps. It’s a continuous process of creating and sharing those new materials with reps to allow them to reach customers and sell more effectively. But it can often seem like all your hard work is for naught. You need a better way. Find out how the right sales enablement solution can help you overcome these issues and turn your marketing into an engine that can turbocharge your sales growth for years to come.

Mastering Virtual Selling Virtual selling—working a deal remotely when you can’t be there in person—is the new normal for B2B salespeople. But being a great virtual salesperson doesn’t mean simply conducting every meeting via video conference. Virtual selling means understanding a prospect’s mindset when you can’t meet in person, using all the tools and techniques available to close the deal. While the fundamentals are the same, you have new obstacles to overcome and new skills to master. Allego’s learning and enablement platform accelerates results for virtual teams. From our work with hundreds of thousands of sales professionals around the world, we’ve developed unique expertise in virtual selling techniques that can give you the edge you need to hit your targets. This guide distills that learning to help you and your team understand how to master virtual selling and stay ahead of your competition.

Planning for the Next Normal Sellers are working harder than ever—and sales enablement has never been more important than it is today. The business of sales has been completely disrupted by COVID-19 and the resulting shutdown. At the start of the pandemic, you may have shifted overnight to virtual selling, with the expectation of returning to normal within a month or two. Experts now say we’re not going back to the way business was done. But the processes and tactics you put in place in the spring likely weren’t designed for the long term, and sales teams have often 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.

Training and safety professionals have long been trained to respond to workplace accidents. However, the field has evolved to become more about prevention and hazard identification before an accident can ever occur.   Conducting a job hazard analysis helps both employers and employees identify potential dangers in the workplace, making it easier to prepare against occupational hazards, from the most common to the most severe.   Download this white paper to learn about the four questions to ask during any job hazard analysis and see how SafetySkills can help you take this important step toward protecting your employees.

Although addressing employee skill gaps has been a business challenge for years, many organizations have begun prioritizing upskilling and reskilling efforts in 2021. The challenges of remote work, along with unprecedented levels of stress and anxiety, have caused organizations to shift energy and efforts into developing their internal talent and ensuring their employees have the tools, skills, and resources they need to navigate this new world of work. To help direct reskilling and upskilling efforts, it's important to get an understanding of where gaps exist and how they impact your organization. For example, are remote workers struggling with new software that impacts their productivity? Does the customer service team need additional training in problem solving to handle customer complaints? Are recruiters struggling to find a candidate so a position sits open? Could middle managers use more training on how to have well-being conversations to help reduce turnover?  Once you know where skill gaps exist, you can take meaningful action to upskill and reskill your workforce. In this eBook, you'll learn strategies you can use to identify and address skill gaps in your organization.  You'll also learn:  How to use a formal assessment to identify gaps  Best practices for closing skill gaps  Ways your hiring practices could be contributing to gaps (plus how to fix them!)

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. In this new eBook, BenchPrep reveals emerging market trends they identified as key findings after surveying 248 training providers. You will learn: How virtual learning can support your business objectives What training organizations look for in a digital learning platform What business results training providers want to generate How these results lead to maximum organizational ROI: revenue, mastery, and a lifelong learning commitment

The American Society of Administrative Professionals (ASAP) recognizes that being an Administrative Professional is more than a job. It is a profession. That is why the organization offers the Professional Administrative Certification of Excellence (PACE). The Value of Certification, a Pearson and Firebrand study, found that a certification credential assures companies that an applicant is competent and professional. When an administrative professional receives the PACE certification all parties benefit. Certified individuals gain professional credibility and confidence; companies that hire certified individuals gain "stand out" employees who can help them meet their organizational goals and, the public gains from the efficiency, innovation, and expertise of highly trained professionals. The Value of Certification report discusses how PACE can help administrative professionals, to better communicate, tackle tasks, and manage projects, showcasing leadership skills, and more. Earning the PACE certification and placing the PACE designation after their name positions them as highly credible professionals who are serious about their careers. Discover the path to advancing administrative and executive assistants through The Value of Certification and PACE.

How many minutes of your day do you spend worrying about making a mistake at work, stressing out about workplace politics, checking out of superficial meetings or over-planning and analyzing without taking action? If you are anything like the majority of people, chances are various stressful thoughts, fears and unhealthy judgments pop up in your head and take away from your energy and productivity. In our 17 years of working with businesses we have found that in order to keep these stressors at bay, we have to be intentional about where we focus our attention and what lens we use to process information. We like to think of that filter as our mindset, and we have dedicated our work to helping professionals of all levels, industries and personalities choose a mindset that helps them be more productive and happier at work. As psychologist and researcher, Carol Dweck brilliantly points out in her book "Mindsets are just beliefs. They are powerful beliefs, but they’re just something in your mind, and you can change your mind." (Dweck, Mindset: Psychology of Success, 2008). "

COVID-19 showed us how easily face-to-face solutions can be disrupted. This crisis brought about a new normal, and that means your in-person training programs needed to quickly adapt. Fortunately, pivoting to a digital-first learning model doesn’t only ensure the health and safety of your learners or the stability of your business, but it’s also been proven to be more effective. See how you can convert your instructor-led resources into amazing eLearning assets with this step-by-step roadmap for integrating digital-first learning at your organization In this eBook, you will learn: Four tips to boost learner engagement Things to keep in mind to create great training resources for adult learners Why eLearning fits the modern learner and the modern organization

With more employees working remotely, learning leaders need to adjust how they offer learning content. Learning modalities like instructor-led training remain a powerful option for some, but may need help from modern technology. This eBook breaks down a few ways to adapt learning programs to a scattered workforce.

On top of all your other responsibilities, you might have big-picture to-do items on your list, like "prioritize leadership development" or "create a high-potentials program." It can be hard to know where to begin with broad initiatives like this, especially when you're working with a new generation of leaders and need a new approach. The first step in developing millennial leaders is to get a better understanding of this generation. Once you understand what they want and need at work, you can create development opportunities, programs, and initiatives that resonate with them and set them up for success. In this infographic, you'll learn how to unlock the potential of this generation and create a workforce of strong future leaders. You'll also learn: How to measure the success of your development efforts Key characteristics of millennial leaders Why mentor programs are a must-have for developing millennial leaders What elements should be included in a custom development plan

Catalyzing change means setting the right conditions to accelerate the chemistry of people and ideas that allow your organization to innovate and keep pace with new priorities. Download this research report from the Cornerstone People Research Lab and HCI to gain insight into six action items that high-performing organizations use to build a new-skilling approach to learning and development.

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.

The Power of Talent Journeys  Do you remember navigating through your first job? Fresh out of school, feeling nervous and unsure if it was the beginning of a lifelong career or not. Many of us can recall the position held and perhaps coworkers turned friends, sure. But for the majority, it’s the experiences we had that either led us to grow with the company or expand elsewhere. For today’s modern workers, a job should be more than a stepping stone. It must be a personal and memorable journey.  As a leader and previous HR practitioner, at times I’ve been circumspect when considering the future of work. From the tasks we manage each day, to the way we physically ‘show up’ to work, everything has changed. During virtual stand-ups, I’ve quipped about hosting from my basement as I’ve had to adapt to leading our teams during remote work. Still, we move through this journey—one that we feel is critically important to the health and productivity of our people.  This expedition I’m referring to is a unique and personal one which takes us all to different, yet intersecting, destinations. It’s the way an employee navigates your culture as they go through the talent processes. Most of all, it’s the relationship employees have with the work they do and the relationship your company has with its people.  From the goal-setting processes of talent management to the continuous learning we provide, this confluence feeds into a talent continuum that HR functions are built to support. And the paths that we create should be distinctly tailored to the expectations of our individual employees and their respective teams. It’s quite the task for any people leader. So, how can we mobilize workforces to positively impact business outcomes? How can we create distinct roadmaps to support and encourage our people through times of uncertainty and nervousness? We adapt, we move forward, and we create a journey to remember.  My hope is that this guide becomes a valuable resource to help you do just that.  Stephen Bruce  Managing Director, PeopleFluent