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Do you wake up every Monday raring to go to work, full of new ideas, confident that you’ll be able to implement them, and passionate about what you do? If so, would you like to stay that way? And if not, doesn’t that sound pretty great?
After spending close to 30 years in human resources and organizational development, and participating  in  countless  retention and succession planning initiatives, I’ve  come to the conclusion that employees are not primarily fired or promoted because of their education, skills, or even amount of experience. Of course, those things are important in their own ways; you are expected to be informed, up-to-date, and capable of doing the job, whatever that might be. However, it’s often the intangibles that define an outstanding employee (or conversely, the less-than-outstanding employee). Companies increasingly understand this shift, and have implemented behavior-based interview techniques during the candidate evaluation and selection process. This approach aims to match the key behavioral and / or trait competencies of an applicant to those that define success in  a  particular job - or in a broader sense, in the larger organization.
Do you wake up every Monday raring to go to work, full of new ideas, confident that you’ll be able to implement them, and passionate about what you do?  If so, would you like to stay that way?  And if not, doesn’t that sound pretty great? Best-selling author, keynote speaker and bona-fide expert on employee engagement, Bob Kelleher has researched and reflected on these issues deeply.  In his new book, I-Engage:  Your Personal Engagement Roadmap" Bob offers valuable insights and even potential solutions.  Click below to download the first chapter of this latest revelation.  It begins... Engagement is the key. Back in 2003, global consulting firm Towers Perrin (now Towers Watson) identified and defined an intriguing concept that would go on to revolutionize the way companies thought about their most important asset: their employees. Called "employee engagement," it was originally loosely defined as "the capture of discretionary effort." Discretionary effort, simply put, means going above and beyond at one’s job, or putting in additional effort, because one wants to do so. 
This report looks at the implied promises to the instructional design field which include:  -Promises to the instructional designers/developers that they are valued not only financially but also as a professional.  -Promises to the instructional designer/developer’s organization that instructional designers/developers get better, deeper learning and show results through learning transfer.  -Promises to learners that their learning experiences are valuable use of their time and support their current and future work.  Finding ways to reach into organizations for these measures required tapping the instructional design industry and market. A series of focus groups or interviews was planned. This report summarizes the interview process, data, and projected next steps based on interview results. Data gathered about these promises will become part of the ID Certification application process of 2016. 
One of the most common misconceptions about game-based training is it makes training fun, but doesn't impact learning outcomes. That couldn't be further from the truth. Game-based training does make learning more enjoyable — but it's also designed to get employees job-ready, in less time. What's Inside: how game-based training improves training usage the science behind game-based training how to increase knowledge comprehension, retention, and application the average time & cost savings from implementing game-based training
ASK MORE, TELL LESS Many of the skills of a great coach are equally effective for a great leader - emotional intelligence, able to provide feedback, capable of creating strong working relationships, comfortable challenging the thinking of another, willing to ‘speak the truth’ when it’s most important, and the list goes on. Of course the question is which coaching skills might a leader adopt to get the best results in these all-important human interactions. Click below to download this White Paper.
The employment market is fragmented and diverse. Every sector of business requires instructional designers and developers. Many employers prefer Instructional Designers (IDs) with experience in their business sector. This means that subject/content experts with a talent for teaching often move into instructional design using their field-specific knowledge as the key to open the door to course design and development, but with little or no formal preparation for quality instructional design and development. This paper discusses the practice analysis process, including survey results that generated nine primary skill set domains for IDs.  
It’s a debate that’s raging throughout the digital content world, from content marketers to eLearning professionals: "What is the ideal online medium for conveying my message?" The contenders? A flurry of tactics, ranging from ebooks to white papers to webinars to blogs to infographics to social media. Each has its own strengths and weaknesses. Each has gained favor in segments of the marketing and eLearning worlds. Conscious of the weaknesses of these alternatives, content creators continue to seek new and more effective media for their messages. Ask them to describe an ideal medium, and you’ll hear something like this: It would be up-to-date, like a live webinar It would be multisensory, like a video It would be navigable, like a white paper or e-book It would be actionable and trackable, like a landing page It would be interactive, like a website It would be sharable, like a social update It would be deeply engaging, like a video game It would be searchable and discoverable, like a blog It would be simple to follow, like a slideshow
Successful sales organizations weather tough times with thoughtful initiatives, skilled salespeople, and healthy client relationships. Are We There Yet? If not, it sure feels like it. Housing is so bad that your mortgage is upside down. Credit is so tight that you can't borrow a garden hoe. The dollar is so weak that a pint in London sets you back a day's pay. So, is it a "technical recession"? Who cares, really, because for reasons of their own, customers and prospects are sitting on their checkbooks. And what's the impact on you of this excruciating state of suspended compensation?   Sales cycles longer than the River Nile. Client conversations that move smoothly from price, to price, and finally on to price. Formerly friendly clients who won't give you an Altoid. And, of course, the invasion of the tirekickers.   You say you've done everything obvious and nothing works? Maybe it's time to narrow your focus.
We struggle with problems that seem unbeatable. Will we ever be able to improve employee engagement, cut costs, grow profit, and improve quality? These organizational problems are really team problems, and team problems are primarily people problems.  
Every organization’s most important asset is people. As such, Learning and Development (L&D) professionals play a vital role as they develop and grow people through training and, thus, have an impact on business success. That means it is crucial for L&D professionals to continuously build and enhance their own skills. But what exactly are the needed skills and how are they changing? As a profession, there are few agreed-upon, universal standards outlining exactly what L&D professionals need to know and do to help employees change their behavior and improve their skills. It’s about more than just mastering core competencies. It’s about identifying certain traits that allow L&D professionals to meet today’s needs and move nimbly into the future. This white paper aims to identify the factors that separate the good from the great by exploring the traits and competencies that characterize the best-of-the-best L&D professionals and what skills will be needed in the future. The goal is twofold: To identify the traits and competencies of the highest echelon of L&D professionals To lay the groundwork for creating a master class curriculum that can propel L&D professionals from proficiency to mastery of their profession. What form that curriculum may take remains to be determined; this white paper is the first step in the process.
This white paper explores the strategies Training Top 10 Hall of Fame organizations use to engage their employees at all levels throughout the company, in good economies and bad. Case studies explore their approaches to onboarding, engaging middle managers, aligning engagement to business objectives, developing relevant learning modules, and building an improvementdriven culture.
As the world navigates a sea change with this pandemic, so are the enterprise ILT programs. How to navigate this rapid pivot to virtual effectively? That’s top of the mind for every L&D manager.
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.
As learning departments are faced with resource and budget challenges along with increased demand to correlate L&D with business impact (specifically, ROI), the pressure has never been greater for learning and development teams to perform. it's important to see what the future of these departments have in store. In this paper, we share results of a survey from learning and development professionals, revealing the major challenges learning and development currently face, how departments are rating their performance, what will influence the way learning changes in the next 5-10 years, and what professionals will prioritize and work to improve in 2018.
Looking to implement a cloud-based LMS, but not sure how to start?   Here are some great sample questions to ask every vendor.   They will help you choose the product that meets your requirements for mobile and blended learning, reporting, analytics, and more, so that it is implemented quickly and cost-effectively, and integrates with the technology that you already use.
Bringing a new product to market? One of the hidden success factors of a product launch is your sales force, and by extension your customers. Do they have the right skills and knowledge to make your launch successful? This white paper will show you how a curriculum of learning solutions can be used as part of a product launch to solve common business problems.
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?
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?
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. 
Making Leadership Happen   More than ever, in a fast-changing and interconnected world, organizations feel the need for leadership. As a result, managers get a lot of advice on how to be more effective leaders. Articulate a clear vision, engage your employees, develop talent, have a global mindset, think strategically, create win-win solutions, leverage diversity, communicate effectively, hold people accountable, be an agile learner.    On one level, all of this advice makes great sense. Who could argue with it? At another level, it can be overwhelming.  We think it’s time to step back and take a different approach. Click below to download this White Paper.  
When you're leading remotely, with store visits at a minimum due to time and distance, you have to rely on technology to engage, motivate, and leverage the strengths of the entire team. This handy guide outlines the pitfalls to avoid and the pointers for effectively using the most common forms of electronic communications, including email, text messages, telephone, and voicemail.
In today’s technologically charged business world, organizations must quickly adapt to emerging technologies or risk being left behind. Technology is necessary to remain competitive and at the forefront of change. As more training programs become virtual and learning moves beyond the event itself, a transformation to digital content delivery is essential to support today’s workforce.
Content is the backbone of learning. Without the right pieces in place, your learning efforts — no matter how well intentioned — will fall flat. View this Lightpaper and learn how your organization can: personalize the learning experience, efficiently author content, be more agile, and drive performance.  
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