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

Talent strategies to prepare your organization for the future of work. Today’s economic environment is volatile. HR professionals face challenges on multiple fronts, including the disruption of the global labor market. But the future of work is still hopeful. There are ways you can not only survive the current crises but thrive. For insight, read our article about how organizations like yours can use talent strategies to move beyond core operations in order to better support and empower employees and stay relevant in the changing labor market.

The new world of business is fast, agile and distributed. Employers are counting on L&D to upskill and reskill people as they adapt on the fly, and stay ahead of changes - it’s mission-critical that L&D keeps up with the pace of business. This eBook is for learning leaders in search of a better, more purposeful learning experience that impacts the bottom line.  Read the eBook and discover:   Why courses don’t give the skills and capability that high performing organizations need in the post COVID-19 world. What kind of engagement (and how much of it) is optimal for business outcomes. How beauty giant Avon rapidly reskilled five million beauty reps worldwide, and was able to engage learners to increase revenue. 

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

In this manual, you’ll learn how to design a videogame for training purposes. We’ll offer you a step-by-step guide on how to do so, taking advantage of Gamelearn’s more than 15 years of experience as pioneers and world leaders in corporate training through the use of video games.

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.

We all know that how learning looks is important. A great looking course makes people want to learn, while convincing them that the content is credible, valuable, and easy to use. Considering remote working trends and the continued march of tech-loving employees into the workforce, learning is increasingly going digital, making the look and feel of eLearning content more important than ever. In this visual design guide, we’ve collected great tips and practical advice about eLearning visuals that you can try out in your quest for classroom-like engagement in digital form. This guide will help you understand: What bad visual design looks like and how you can fix it Why everything starts with your learning objective and target audience Why you should set up a branded style template How to choose the right images for your course The technical considerations for image and video hosting