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Stop Running the Vacuum!

The old saying, “You never get a second chance to make a good impression” perfectly describes our life as trainers. In a world where our learners are in perpetual “fatigue” from work, social pressures and electronic bombardment, it is more important now than ever to step up our commitment to prepare them and make them feel welcomed in a learning environment. Learn tips, techniques and strategies to help learners unplug from their pressures and plug into learning!

Game-Based eLearning: Learning Transfer and ROI vs. Traditional eLearning

A Letter from the Author Dear friends and colleagues: The gamification of corporate learning has become a hot topic of discussion over the past year in industry publications and blogs, and certainly among talent development professionals. Why is there so much interest? Of course, everyone will have their own point of view on that question. Mine is this: despite the allure of traditional elearning from a cost and ease-of-deployment perspective, numerous organizations’ workforces have not consumed that training with much gusto. There seems to be a lot of consensus in the industry that most traditional elearning provides only modest learner engagement. That’s a big problem for talent development professionals and the workforces we serve. We know engagement is a critical success factor in skill development, and without it very little performance improvement is likely to result from the training. Most of you who are currently thinking about game-based elearning are doing so to address the engagement issue. But what about the learning results? What about the comparative performance impact of game-based elearning versus the traditional elearning most organizations deploy today? In this white paper, we will explore those questions, and provide a rationale that I believe many of you can use to benchmark the impact of game-based learning in your organization. Bryan L. Austin Chief Game Changer

Bite Size is the Right Size: How Microlearning Shrinks the Skills Gap

Attention spans are dropping at the same time technology is advancing, leading to a digital skills gap costing the U.S. economy 1.3 trillion dollars in lost productivity. Therefore there’s an ever-growing need for new and better ways to teach, learn and train the 21st century workforce -- and Microlearning is the solution. This white paper is designed to educate L&D professionals on the advantages microlearning can offer their organizations and a brief introduction on how to create it. In this white paper you’ll learn: Why microlearning is better for learners Why microlearning is better for trainers and creators The principles of effective microlearning and how to create it for your own organization  

Leadership Training that Sticks: 22 Lessons Learned Over 21 Years

Despite billions spent on leadership development, the investment doesn’t seem to be having the impact one would expect. This may be due to the lack of traction these programs typically have when it comes to lasting behavior change. This white paper provides 22 lessons that will help increase the likelihood that the skills learned in a leadership development program will “stick” and be used on the job.

Strategic HR: Integrating Data and Applications for Business Advantage

2013 Integrated Talent Management Survey Results   Two different divisions trip over each other, recruiting the same candidate. A consulting firm is unable to meet staffing needs for a new, tightly scheduled project. An organization doesn’t have a clear picture of up-and-coming leadership for succession planning. A business merging with another company can’t easily identify overlap of staff skills. Sound familiar? All of these scenarios point to poor integration of HR solutions. At SilkRoad, we feel this topic is so important that we surveyed 380 HR professionals on their integrated talent management systems and processes. We\'ve compiled those results into a comprehensive (and complimentary!) report. This report highlights the survey results and explores the most pressing questions confronting talent management professionals, including: How truly integrated are talent management functions in organizations? What are the most common talent management functions that companies integrate? What are the biggest pain points organizations experience due to lack of integration? What kind of data do professionals want, but can’t access? Big Data: What is it and are talent management professionals planning to use it? How important is “social” talent management to professionals, and what do they see as its greatest application? Are companies enabling mobile access to their HR data?

The Messy Link from Appraisal to Learning

It is hard to fault the idea that appraisal reveals an employee’s abilities and a development plan should follow naturally from that. The smooth link looks good on paper. The reality is a good deal messier. It is not that HR is doing something wrong, just that the process is harder than it looks. Understanding why it is hard will lead to better results. Download this complimentary ebook and gain a full understanding of the link between appraisal and development, and what you can do to smooth this tricky process.

Best Practices: Five ways learning managers can make a strategic contribution

The reality of business today means that organizations will have to grow the talent they need when they can’t find it. Developing talent internally over the long term will be most of the solution. You’ll want some recommendations in your back pocket when your CEO turns to you for answers. Learning managers will be seen as the go-to resources when it comes to compensating for major skill gaps in talent. By socializing learning, mobilizing the technology, creating strategic stretch assignments, partnering with institutions, and speaking to the bottom line, HR can make learning an integral solution to filling skill gaps in the organization.

How to Get Started with Enterprise Social Networks: Justify, Evaluate, Deploy, Adopt and Grow

Social business tools are not entirely new. Enterprises have been using virtual tools such as chat and message board tools for years. Yet today, Gartner predicts that by 2016 half of all large organizations will have internal Facebook-like social networks, and that 30% of those will be considered as essential as email and phone.   Why are we seeing such a rapidly accelerating interest and business investment in social business implementations, especially as Gartner notes in Enterprise Social Networks (ESN)? How do you understand how ESNs can help you and how do you get started? Don\'t get overwhelmed. Download this free eBook from Bloomfire to learn how.

Blended Learning: Let's Get Beyond the Hype

I spent this summer writing the second edition of my book Web-Based Training. One of the topics that required updating was blended learning. In the four years since the book was published, the term has taken on several new means. In my research I found the term blended learning referred to four different concepts.

Blended Learning Instructional Design: A Modern Approach

As instructional designers we are constantly being bombarded with new technologies and new trends. It’s difficult to distinguish which are fads, and which are worthy of our investments of time and resources. The safest, and often most expedient course of action is to continue to focus on the delivery technology we know is NOT a fad, the traditional classroom. After all we’ve been using the traditional classroom forever, how can we possibly go wrong teaching in a classroom in front of an audience? As new technologies, like the virtual classroom, eLearning, and social media, are introduced, we continue to play it safe by trying to make these technology experiences replicate the classroom.

The Trainer’s Role In Making Training Stick II

The transfer of learning requires a strong partnership between the trainer, the manager and the learner. This article discusses the role of the trainer in the knowldege transfer process.

An Adult Learning Process For Discovery Learning

The five-step adult-learning process is an approach to experiential learning, often called discovery learning, which creates an environment where learners realize, for themselves, what they need to know and/or do differently  

Why Facilitation? What’s The Role and Why Have It?

While there are many similarities, there are differences between facilitating and training. This article discusses the difference between the roles of a trainer versus that of a facilitator.  

So No One Told You You’re A Marketeer!

Training involves a heavy amount of marketing. This article discusses why marketing is essential to the survival of any training department. 

The Trainer's Role in Making Training Stick

The partnership between trainers, managers, and learners are like a three-legged stool - knock one leg out, the rest will fall. This article discusses what trainers can do to strengthen their partnership with the other departments in order to make learning more effective.

What Your Managers are Missing: The surprising truth that's holding you back

You want your managers to deliver results. Not just any results – you’re looking for breakthrough results. In order to get that done, they must be viewed by their teams as smart, likable, hard working, and caring. But there’s another quality that can make or break a manager’s pursuit of success. Managers can only get their teams to execute the strategy successfully if they start with themselves. They must understand the strategy itself and see how internal/external forces and trends impact the business. They must know the customer needs and requirements, as well as be a role model of the culture, behaviors, and values of the organization. This paper will help managers discover, synthesize and internalize these critical qualities. Download Below.  

Where Are You Headed? Mission Possible: Develop Your Function Mission and Vision Statement

“If you don’t know where you’re going, any road will take you there!”  - Lewis Carroll This quote from Alice in Wonderland will predict your journey if you are leading your L&D function without a vision and mission statement. With helpful tips, techniques and exercises, we break it down for you so you can easily develop a function vision and mission statement of your own.

Trying to Change Your Culture? Activate Your Secret Weapon.

Managers are the connective tissue of your culture, creating a series of invisible, interwoven links between individuals, leaders, the business, and the strategy. When managers are living, promoting, and celebrating your culture, they are bringing it to life every day at the team level. This is critical because that’s where the real employee experience takes place.

Push ‘em Back, Push ‘em Back, WAY Back!

Although this sounds like a cheer on the sidelines of a football or rugby game, this could also be your mantra as a performance consultant when encountering resistance from your client!

The Mobile Virtual Classroom

This paper is focused on the mobile virtual classroom but don’t worry, we’ll be covering the other concepts (globalization and social networks) in future publications. (The concepts are useful here to help explain the context in which we will be discussing the mobile virtual classroom and its place in the modern virtual classroom.)

4 Steps to Build Your (and others') Thinking Agility

Discover the impact of a Volatile, Uncertain, Complex, Ambiguous (VUCA) world on current and future leadership requirements.    Learn how thinking agility will help you and your leaders adapt, focus and get more done in a rapidly changing and increasingly noisy environment. Explore four specific steps you can take to build your own and others’ thinking agility. Create your own action plan from the provided checklists to start putting better thinking to work for better performance and results.

Make Session Starters Work - On Your Mark...Get Set...Go!

Whether you call them Ice-Breakers, Session Starters or Warm Up Exercises, they are a MUST in every training environment. A great session starter can set the tone and give you the needed information to plug into your learners quickly. They can build interest, help learners buy into the objectives of the training session and set a climate that encourages learning. 

Are Teams Broken? Or Just Not Using Their Heads – Team Thinking in a New Light

Paper in Brief Discover the limits of “feel good” teambuilding activities, especially when critical business results are on the line Explore a thinking-based system to help teams build trust faster, streamline communications, make better decisions and get the benefit of diverse perspectives Learn how to apply the latest research on thinking and team effectiveness to achieve specific business objectives, whether the team is virtual or co-located, intact or cross functional Get practical tips for overcoming three common team challenges

Rethinking Your Performance Management Program

“Performance management” sounds wholly positive. After all, who can argue with better performance? And effective performance management (PM) programs can deliver significant, tangible benefits such as: Increase in time spent on strategic priorities Improvement in employee productivity Jump in project completion rates More decrease in turnover
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