These 25 Questions on How to Get Ready for Hybrid, Flexible, and Work-Driven Learning is a list of provocative inquiries and questions. Our intent is to help you trigger conversations for deeper reflection and help you decide on the needed strategy and tactical changes to scale up new hybrid work and learning conditions. 

Reskilling is essential to build foundational knowledge for the future. But what about driving performance and expertise over time? You can drive performance by building employees’ competence through reskilling with upskilling — making knowledge accessible in the flow of work to accelerate expertise. This ebook is for learning leaders focused on upskilling people, driving performance today, and augmenting reskilling efforts for the future. Read the ebook and discover: How to accelerate the ROI of reskilling How to drive continuous improvements of skills How to reinforce a culture of learning

For many companies, Learning & Development has taken center stage. In fact, 72% of executives agree that L&D has become a more strategic function in their organization. And among employees, 70% say they would leave their current company for one that invests in employee L&D. With heightened demand for Learning & Development opportunities, many companies are looking for ways to implement a simplified yet effective L&D strategy. Designed for HR professionals, this essential infographic outlines how to make your L&D strategy a seamless part of your organization, motivate your teams, and drive sustainable growth for your company.  It will help you:  Understand what’s valuable to both your employees and customers  Get to the L&D finish line as quickly as possible  Ensure what you are building results in something your employees and customers actually want

Impactful learning experiences can make the difference between a learner who feels disconnected from learning and one who is empowered to do great things. However, to cultivate such experiences in our eLearning programs, we must first grasp what drives individual learners and the particular conditions that make or break their experience of education. Inclusive environments stand out as one of the most important factors, and in this eBook, we offer practical advice to promote their presence through: Racial and cultural diversity Inclusive spaces Mental health and wellbeing Harness the actionable strategies outlined in this user-friendly resource to begin creating a greater impact within your hybrid and digital learning programs!

Have you ever heard this common saying? "The best time to plant a tree was 20 years ago. The second best time is now." This sentiment doesn't just apply to tree-planting. It also applies to the development of your workforce. The best time to grow their skills is in the past, but if that hasn't been a top priority previously, the second best time is now.   Within the scope of this report, we will look at data from 1,000 talent and learning leaders just like you to draw insights into what priorities exist for the coming year. In addition, we will leverage the perspective of 1,000 learners as well to determine what they need most. 

As the workplace evolves, so do the demands on leadership. The way we lead, train, and develop people must adapt to shifting expectations and challenges. For 2025, three pivotal leadership development trends stand out.  Ignoring them could leave your organization falling behind—but embracing them can propel your team forward. Let’s explore these trends and how programs like Lead in 30 are designed to address them.

We're experiencing the biggest talent shortage since 2007, and businesses feel more pressure than ever to improve learning programs. It’s easy to feel overwhelmed by the idea of creating a more evolved learning program. It’s easier still to revert back to tried and true (and often tired) training content. But as someone who contributes to growing and retaining top talent, you can lean into this opportunity to inspire and champion innovation across your organization. In this eBook, we cover three steps to building a modern workforce through learning:   STEP 1: Increase access to essential, high-value skills for work and life  STEP 2: Focus on skills that inspire people and drive business forward STEP 3: Design reporting that captures tangible benefits of your learning programs Download today, it could change the way you think about developing your workforce.  Click below to download this eBook.

Stress can wreak havoc on a workplace. From tight deadlines to budget crunches, personal problems to health issues, stress of all kinds can decrease productivity and affect employee morale. And certain seasons—especially the end of the year, with the pressure of the holiday—can bring extra stress. What can an empathetic employer do to help? Click below to download this White paper.

It’s a busy time to be a futurist. The pace of change in the workplace continues to accelerate. Expectations of people leaders to effectively move their organizations and teams forward have seismically shifted. And that is likely only to continue. Shelley Robbins, PhD, senior faculty chair of masters programs in business at Capella University, recently discussed this topic as part of a panel at the BetterUp Shift conference, which delved into the science of talent development in a world where people enablement will be the way of the future. The following are Robbins’ takeaways from the panel on how people leaders can prepare for the future of work.

FASCINATING INTERVIEWS BY KELLY LEONARD, EXECUTIVE DIRECTOR, INSIGHTS & APPLIED IMPROVISATION AT SECOND CITY WORKS There is a growing amount of evidence that shows how our own expertise can become a trap. We become accustomed to our success and patterns and this leaves us, sometimes, unprepared for change. There is also evidence that when you expose yourself to new thinking, new ideas and new perspectives, you are making yourself more change-ready. These interviews will give you some unique and unusual insights across a variety of fields and experiences. A mixture of academics, executives, artists and thought leaders whose combined wisdom will give you some practical information that you can parlay into your own working lives. Enjoy! - KELLY LEONARD, Executive Director, Insights & Applied Improvisation at Second City Works

35 Thinking Tools to Create Impacts in Compliance and Technical Training

In this whitepaper, you'll learn:   What learning culture "fit" means for training, development, and growth What issues arise when a company operates under the wrong learning culture How to measure the success and strength of your learning culture

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.

Learning can and should be fun! Your learners are adults with jobs but that doesn’t mean they don’t want to be entertained, challenged, or engaged! But your corporate training demands results, often documenting compliance, in critical areas requiring lasting performance change. Just because you are choosing a digital platform, your training program still needs to mean business. All elearning interactions are not equal in terms of how well they facilitate learning. This playbook explores this complexity and also establishes some straightforward insights into how to best integrate CCAF thinking into your own digital learning design process. In this ebook you’ll gain: 4 essential pillars of transformative learner-experienced design Tips and insights for designing engaging Contexts, motivated Challenges, appropriate Activities, and instructional Feedback with interactive designs Real-life digital learning solutions from a variety of organizations that have applied the 4 pillars

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

Onboarding new employees is an ever-changing and universal experience for each company. It shapes an employee’s immediate impression and can greatly impact their long-term understanding of the organization. The right onboarding program can set up new employees for success and keep them engaged. Learning leaders can improve the new hire experience by attaching learning opportunities early in the onboarding process.  In many ways, the onboarding phase is a continuation of the evaluation stage for both the company and the new hire. Both parties are digging deeper into how to create a successful relationship and learning leaders have a unique position to contribute to that success.  In this eBook, we focus on why organizations should prioritize learning early in the onboarding process. Topics include: •    Optimize a remote onboarding program •    Accommodate learning preferences for success •    Prioritize and assess learning programs •    Help integrate new team members through learning

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

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.

Adopting remote-work opportunities is paying off for companies around the world, delivering positive changes to critical business metrics, such as reduced expenses,1 increased productivity and engagement,2 and decreased turnover and attrition.3 It’s also becoming increasingly popular among employees — 43% of people already work remotely to varying degrees,4 and 99% would like to have remote work be an option at least some of the time for the rest of their careers.5 But for all the benefits remote work can bring, it isn’t without hurdles. These challenges — barriers to effective communication, ongoing learning, and a thriving company culture — can run rampant if not proactively addressed.

Mentoring. Managing. Counseling. Coaching. Many people use these terms more or less interchangeably when referring to people management in the workplace. However, the truth is managing someone is fundamentally different than mentoring someone. When it comes to the concept of coaching in the workplace, the difference is even more stark.

What a wild time it is in Learning and Development right now! Just like in nearly every other industry, L&D has undergone a profound transformation due to recent significant events such as the pandemic, the surge in remote work (and gradual return to the workplace), heightened expectations of the employee experience, and the overwhelming interest in artificial intelligence (AI). Amidst the whirlwind of these events, there are four key trends that seem to capture the attention of learning leaders: a stubbornly uncertain economy, the next wave of inclusion, blended learning delivered more efficiently, and the "headless" LMS. Through these emerging trends, it is evident that if learning leaders wish to find continued success in their L&D programs, they must remain committed to placing personalized experiences at the forefront. Now is the time to make learning even more personalized, relevant, and accessible. Download this free eBook to find out how. In this eBook, we focus on significant trends driving change in L&D. Topics include: How Generative AI plays a role in L&D Ongoing challenges in an uncertain economy How DEI&B is evolving Taking a blended learning approach How LMS companies are going "headless"

Accessibility to Artificial Intelligence for your organization is easier than you think. Implementing a digital learning platform powered by AI will put your workforce ahead of the rest. In fact, 27% of HR leaders believe that AI-powered solutions for employee training will have a positive impact on learning and development. How can digital learning powered by AI impact your organization? Driving engagement for learners Making learning truly useful for your people Creating a true corporate brain that realizes an exponential business impact Create a business impact and better employee experience. Explore the four ways to power up your digital learning. Download our eBook to find out more.

From a generational perspective, we have frankly been fixated on Millennials. Countless articles have been written about Millennials (born 1981-1996) and how they have fundamentally changed societal norms. They're not buying homes. They refuse to get married. They don't eat cereal. They're killing golf. You name it. The reality is, however, that as the oldest Millennials approach their 40s, they are starting to fall into more traditional conventions. They are getting married. They are buying homes. They are having kids. And when it comes to the workplace, they are starting to settle into leadership roles and are adopting the organizational expectations that come with that.

Companies around the globe have canceled sales meetings and training sessions and are enacting work from home policies to help prevent the spread of COVID-19. Yet sales enablement professionals must get new hires up to speed and keep teams on track in a world where face-to-face meetings are impossible. Traditional training and sales enablement approaches won’t solve this challenge. But building a virtual training program when you’ve relied on in-person sessions can feel like an overwhelming task. Fortunately, there are proven tactics that organizations can employ to train across geographies and time zones. Use this guide to learn how the right strategy and technology can help you manage high-performing virtual teams.