No matter what web conference platform you use, you’ll find the mindset and the tactical tools described here will help you get better results in your next web event.  P.S. While you’re reading, notice the additional resources referenced and be sure to download these helpful tools for your virtual tool kit.

The skills needed to succeed on the job are changing at an unprecedented pace. Reports say that skills learned today remain relevant for an average of only five years. Consequently, Learning and Development (L&D) professionals must train today's employees for the skills that will be needed tomorrow-even when those skills haven't yet been identified or, in some cases, created. Training employees for skills that haven't been invented yet is no easy task. So how can L&D upskill everyone from entry-level employees to senior management for an unforeseeable, quickly changing future? To do this, L&D first must identify: A framework for building future skills The most-needed emerging skills Capabilities for success, regardless of the skill set In this white paper, Training Top 10 Hall of Fame members explore these  challenges and detail how they are responding to future-proof their organizations, particularly in the wake of the Coronavirus and beyond.

Today, 26% of Americans say they’re online almost constantly and people spend an average of 5 hours a day on their mobile phones. We do everything from shopping to watching videos using the Internet on our mobile devices. Being online has been integrated into every aspect of life. Our dependence on digital platforms and mobile devices has impacted not only the way we communicate, but the way we learn, as well. In fact, 47% of organizations have already incorporated mobile learning into their training programs. With the way things are changing, it can be hard to find the perfect learning solution for your needs. With so many learning management systems on the market, it can be difficult to determine which option checks all of the essential boxes for your company, or if a traditional LMS is actually the right solution to address your learning needs. When it comes to learning solutions, BenchPrep stands out by going far beyond the benefits and functionality of a traditional LMS by focusing on learner success. Explore this detailed comparison guide to find out how traditional LMS software solutions compare to BenchPrep, and see why the world’s leading education and training organizations leverage BenchPrep to deliver their online learning programs.

Leaders have a lot to manage. They need to move projects along, keep the big picture and goals of the organization in mind, and manage their direct reports. Servant leadership takes a new approach to traditional responsibilities by placing an emphasis on serving employees and removing obstacles to their success. Servant leaders help employees perform at their best by building trust and providing feedback that helps employees grow. They give employees the space to problem solve and learn new skills while also stepping in to help them overcome challenges when needed. Servant leadership helps build strong relationships and empowers employees to be their best, which benefits the organization and the bottom line. Like with most things, practice can help individuals become effective servant leaders. In this infographic, we'll teach you how to put servant leadership into practice. You'll also learn: -The characteristics of a servant leader -Ways servant leaders and traditional leaders differ -How servant leadership benefits your organization

Turn ‘How You Live’ Into ‘How You Learn’ We live in a world where we can easily and remotely chat face-to-face with friends, family, and colleagues for free. When we order a package, we expect to at least have the option to receive it within 24 hours. We can learn how to repair a broken pipe with a short YouTube video, and use filters and swipes to share and enhance just about anything. In the context of all this easily available and convenient functionality, how can we expect our employees to enjoy and absorb top-down eLearning? Creativity is—and will continue to be—among the most sought-after of skills. Instilled believes that it’s time to start making decisions about learning technology, content, and programs that promote a creatorcentric culture. One which values user-generated content. It’s time to #LearnLikeWeLive

Creating and facilitating a training program is a huge undertaking. There's so much to consider, like who will receive training, what topics you'll train on, what type of content to use, how you'll deliver it, and so much more. One really important piece that frequently gets overlooked is determining the goals and metrics you'll use to measure the success of your training efforts. Many times, organizations don't look at the success of training efforts until it comes time to renew funding and leadership wants to see the return on their investment. This usually leaves program managers scrambling to pull reports on metrics like utilization or launches, which don't show changed behaviors or improvements in competencies. In order for your training efforts to be successful, it's important to determine what your goals are up front, as well as how you'll measure those goals. But sometimes creating the goals and metrics for training can feel just as daunting as putting together the program. In this ebook, you'll learn ten steps for creating goals and metrics for training in a manageable way. You'll learn: Why it's important to set goals and metrics for training How to continually monitor and measure the success of training using milestones Why you should share training goals with everyone How to set meaningful goals for your training program

Debunk the myths that are holding your L&D program back. Few things set back ROI like misdirected resources. Download our latest ebook, Your Learning & Development Assumptions: Truth or Lie?, to learn:  Top misconceptions that derail L&D programs Realities of today's employee trends and expectations Common pitfalls to avoid when strategically developing employee education programs. 

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.

For talent leaders, critical skills are gaining momentum in the race to develop effective talent and business strategies. But the focus on employee skills isn't new. We still hear about talent shortages and skills gaps. More recently, the "soft skills" or behavioral skills that underpin long-term sustainability, leadership and agility are taking center stage. In this eBook, Saba gathered stories from progressive companies that have successfully embedded critical skills to deliver organizational capabilities at scale and ensure employees can perform, innovate and grow in areas that are strategic to organizational success. You'll gain insights into: Reskilling to compete in times of growth and transformation Tips for nurturing behavioral skills that support company values How social learning and collaboration can help build critical skills How to close skill gaps by linking performance, feedback and learning Ready to learn more? Download this eBook and get inspired to develop and enable critical skills in your organization!

They say an elephant never forgets, but as humans we forget a startling 80% of what we learn within a week. This phenomenon is called the forgetting curve, and it's a frustrating experience for training professionals who dedicate a lot of time and resources to training initiatives. But it's not just frustrating, it's also alarming to think that employees could be forgetting crucial information on topics like workplace safety or harassment. These gaps in knowledge leave you vulnerable to accidents, lawsuits, and fines. But there's a way to beat the forgetting curve! Learning reinforcement is the key to helping employees not only retain but also recall important information from training on the job. Quick recall exercises keep the concepts top of mind, which helps to prolong the impact of training in just a few minutes a day. In this infographic, you'll learn why reinforcement is important for maximizing training efforts. You'll also learn: The most effective research-based learning reinforcement methods The science behind the forgetting curve How learning reinforcement helps you save on training costs in the long run

Many organizations struggle with the decision on which training format is best for their developers. And many teams focus on testing out a self-paced training solution. Is it the best method? Can it help retain their teams? We sat down with the industry’s biggest leaders and asked for their honest feedback. In this white paper, you will learn: The outlook for self-paced training in 2020. The cost considerations for various training formats. If self-paced training can be the end all solution. Training tips from some of the country’s biggest companies.

When was the last time you examined the impact of your learning strategy? Use this evaluation tool to help determine which conclusion best describes your organization’s current learning program and what steps you can take to make improvements.

Technical and on-the-jobs skills are important, but many organizations often overlook training on a skill set that could be their secret to getting ahead: soft skills. In fact, the growing soft skills gap in the workforce is one of the biggest challenges facing organizations today. Prioritizing soft skills training has a number of benefits. Not only can it help close skill gaps in your existing workforce and in new hires, it can give your organization a competitive edge, help you hang on to your top talent, and improve your bottom line. When you train your employees on skills like problem solving, communication, and social intelligence, they have better relationships with co-workers and customers. This translates into less turnover, improved productivity, and increased profitability. Working to close soft skill gaps can feel overwhelming and a bit arbitrary. It's hard to know where to begin and where to focus your efforts. In this ebook, you'll learn how to tackle closing the soft skill gaps at your organization in a manageable and effective way through training. You'll learn: How to identify where soft skill gaps exist in your organization What roles need what skills Which training methods are most effective at closing soft skill gaps What soft skills other organizations are training on

Download research that shows how high performing organizations are getting results from coaching. The Real Benefits of Coaching: Productivity Gains Employee Engagement Knowledge Transfer ROI

Applying behavioral science principles to learning strategies can drive learner engagement and optimize learning outcomes. But where do you start? Use this step-by-step guide to supercharge your learning strategy with easy-to-apply principles from neuroscience. Click below to download.

As an L&D leader, you know that the business impact of learning and development is undeniable. In fact, a study by Bersin found that companies with high-impact learning programs generate, on average, three times higher profit growth than their peers.¹ Ongoing learning and development has the power to grow your employees, the business, and the results of your L&D programs. But all too frequently, it does not live up to its full potential. Why? Because in order to deploy effective employee learning and development, L&D professionals need to have a deep understanding of what motivates and inspires their people. L&D leaders that effectively shape their learning programs around the intrinsic needs, wants and motivators of their people - rather than expecting employees to adapt to a one-size-fits-all approach to learning - can improve employee engagement, learning retention and learning adoption. In this step-by-step guide, you'll learn the foundations behind three neuroscience principles of motivation - emotion, loss aversion, and social storytelling. You'll get the hands-on guidance you need to turn theory into practice and start applying these concepts to your L&D strategy immediately to boost learner engagement and learning outcomes. Download the guide today to get started designing a scientifically-driven learning experience that engages and motivates your people!

Being able to assess employee performance is critical, but are you also articulating clear expectations for their advancement? Talent spotting is all about identifying potential over performance. In this white paper, get answers to questions like: What is talent spotting and why is it so important to get it right? How can hiring managers and HR departments get talent spotting right? What it takes for talent spotting to be successful?

Traditionally, succession planning has been a lengthy process: identifying top talent early, grooming candidates for promotion and then moving employees through jobs to prepare them for future opportunities over many years. Today’s workers, however, may be unlikely to remain with a company long enough for a slow-paced succession plan to succeed. How can organizations plan for filling future leadership positions in this environment of fast change and job mobility? Is traditional succession planning a thing of the past? Find out more in this white paper. 

There's a lot that goes into developing and delivering a training program. For starters, you have to get buy-in, and then you have to determine what methods to use, what topics to train on, and who should be involved in training. So how do you go about presenting your case and making these decisions? Just trying to determine which methods will be most effective can be an overwhelming task on its own. You don't have endless hours to research or weigh the pros and cons of every modality, but training is too much of an investment to guess what works. Instead, following best practices and using facts and data will help you build and deliver a strong and effective training program. In this ebook, you'll learn compelling facts and figures to help you make your case, focus your initiatives, and maximize your training efforts. You'll also learn:   Why training is linked to higher profitability Specific examples of the most effective ways to deliver training How to use multiple modalities to maximize your training efforts Ways to beat the forgetting curve and boost learning retention

Bonus resources from Bob Kelleher's session in the Masters Series Webinar on Transformational Leadership  Click "Downloads" to access all 4 bonus resources.   1) Introduction and How to Use the BEST Profile Candidate Evaluation Form 2) Introduction and How to Use The Interview Questions for BEST Profile 3) Interview Questions - Best Profile 4) Best Profile Candidate Evaluation Form

Investing in the development of your employees is critical to staying competitive in the current globalized marketplace. Yet, research suggests that up to half of the investment your organization is making in development is being wasted. Employees lose up to 75% of the information they receive1 through traditional approaches to learning and development (including learning management systems, episodic trainings, and workshops) — an effect known as the training transfer problem2. Click below to download this White Paper.

Self-Deception and the "Box" 1  Bud It was a brilliant summer morning shortly before nine, and I was hurrying to the most important meeting of my new job at Zagrum Company. As I walked across the tree-lined grounds, I recalled the day two months earlier when I had first entered the secluded campus-style headquarters to interview for a senior management position. I had been watching the company for more than a decade from my perch at one of its competitors and had tired of finishing second. After eight interviews and three weeks spent doubting myself and waiting for news, I was hired to lead one of Zagrum’s product lines. Now, four weeks later, I was about to be introduced to a senior management ritual peculiar to Zagrum: a daylong one-on-one meeting with the executive vice president, Bud Jefferson. Bud was the right-hand man to Zagrum’s president, Kate Stenarude. And due to a shift within the executive team, he was about to become my new boss. Click below to download this excerpt from Leadership and Self-Deception.

The time and energy company managers spend trying to keep their people focused on results is substantial. In fact it is a major resource drain that significantly undermines company performance. Managers must, therefore, find effective ways to unleash the potential of their people and ensure that they are in sync with their company’s visions and objectives. But how? Click below to download this White Paper.

Implementing a new training program or initiative can be overwhelming. There are a lot of moving parts, and it's easy for things to fall through the cracks. Oftentimes, the main focus is the launch, and then program managers adopt a "set it and forget it" mindset once the program is up and running. But every phase from planning to execution to analysis is important! Breaking down the process into phases and creating an overview of what you need to accomplish in each phase will help you prioritize and ensure nothing gets missed. In addition to helping you feel more organized, this approach will help guide your program. You'll determine how you'll calculate ROI, as well as how you're aligning initiatives to organizational goals and values - two things that are important for leadership buy-in and continued support! In this comprehensive checklist, you'll learn what should be done in each phase to make your program successful. You'll also learn: All the details you need to think through before launch What your focus should be during implementation How to gather feedback and refine your program Also, check out the new BizLibrary Video Lessons Collection - TrainingMagNetwork.com membership benefit.