Struggling to keep learners motivated throughout your training programs? Wish your sessions felt more like games and less like lectures? We’ve got you covered! Download the guide and learn how to:  Turn dull content into visually stunning animated modules with Animaker  Enhance learner participation with Storyline's interactivity  Use your LMS to introduce rewards and challenges  Drive learner engagement up by 80%  Improve knowledge application rates by 3x! Gamification starts here—unlock the guide now!

Employees want personalized opportunities for learning and development and career opportunities, and they aren't afraid to leave in search of them. Personalized training might sound like a lot of work - after all how can you spend time creating a customized training plan for everyone at your organization?  With the right tools, achieving personalized training doesn't have to be as daunting as you would think. In this infographic, you'll learn how to get started with this worthwhile effort without feeling overwhelmed.  You'll also learn:  What personalization tools other L&D professionals are using  How to use technology to streamline your efforts  The benefits of personalized training for individuals and the organization

Personalized training is a measure that can be used to provide a highly customized and relevant employee learning experience. It enables training to be aligned with employee interests and offers opportunities for upskilling and reskilling.  By personalizing training to each individual employee, a culture starts to form that fosters growth, productivity, and engagement.  In this Infographic you’ll find:  More benefits of personalized training for employees and organizations  The most utilized personalized training tools organizations use  How to personalize training at your organization

What's the reality of training today?    Poor engagement, low completion rates and next to no knowledge retention. Despite learning leaders aiming for the exact opposite. Here are the numbers: ·  6.5% of learners complete their training (excluding mandatory training) ·  87% of training is forgotten within one month of training ·  80% of new skills are lost within one week of training if not used  Bridge the gap between corporate training and real work outcomes   How are we still getting training wrong? Corporate training programs are designed in a way that’s inherently flawed, focusing mainly on passive content delivery. Action-based learning helps bridge the gap between theory and practice, and leads to an 18X higher knowledge retention rate and 4X higher completion rate.    Download the eBook and learn how to apply action-based learning to deliver a stellar ROI for your company.

What's the reality of training today?  Poor engagement, low completion rates and next to no knowledge retention. Despite learning leaders aiming for the exact opposite. Here are the numbers: 6.5% of learners complete their training (excluding mandatory training) 87% of training is forgotten within one month of training 80% of new skills are lost within one week of training if not used Bridge the gap between corporate training and real work outcomes How are we still getting training wrong? Corporate training programs are designed in a way that’s inherently flawed, focusing mainly on passive content delivery. Action-based learning helps bridge the gap between theory and practice, and leads to significantly higher knowledge retention and completion rates.  Download the eBook and learn how to apply action-based learning to deliver a stellar ROI for your company. Special Bonus: Check out our free Practical Guide to Using Action-Based Learning, designed especially for L&D professionals. 

The ADDIE model is the most popular framework in instructional design. While this approach is high level, the milestones of Analyze, Design, Develop, Implement, and Evaluate are useful categories. With each one of these larger milestones, several tasks need to be accomplished. Each step in the ADDIE model also requires you to track your progress and report your findings. And while this is a step-by-step checklist, it's important to remember that ADDIE is an iterative approach, and some tasks are repeated throughout the process. Use this checklist to keep track of your progress as you design an effective training program.

Learn how successful organisations worldwide use skills to ensure they and their people are thriving post-pandemic and how your organisation can do it too.   Download this eBook to learn: How high-performing organisations are leading with skills The employer vs employee confidence gap The current state of skills development around the world Practical tactics from leading with skills and becoming an HPO

UNLOCK THE FUTURE OF SMART ELEARNING DESIGN The 2019 release of Adobe Captivate empowers you to create all kinds of fully responsive eLearning content with a smart authoring tool. Embrace the future, as you effortlessly design modern immersive learning experiences using VR and 360° media assets. Record software simulations from scratch or add interactivity to existing PowerPoint slides and videos to create engaging eLearning that works across all devices.

The companies that succeed with AI aren’t the ones that see it as just another tool in the toolbox. They’re the ones who integrate AI into their teams, their culture, and their strategy. It’s a mindset shift—one that requires us to stop thinking of AI as something separate and start thinking of it as part of the team. Drawing on the expertise of Josh Penzell, VP of AI Innovation and Solutions at ELB Learning, explore specific strategies to get more bang for your buck with your AI strategy and solution. Discover how you can enhance productivity through AI with use cases in Sales, Customer Service, and Leadership. From building interactive exercises to creating adaptive AI roles, this ebook is for everyone looking to implement an AI-augmented workplace, and using AI in the decision-making process. There’s more—Get immediate access to pre-built GPTs like Adaptive Tutor GPT, Content Reviewer GPT, and Workshop Buddy GPT that are designed to make your job easier and more efficient, starting today! Are you ready to make AI a part of your team?

Has your organization fully embraced AI or do they feel held back? Even though it’s one of the top topics of the working world, integrating AI into your daily strategies can seem easier said than done. L&D professionals can use AI to: • create personalized training resources • generate course outlines • close skill gaps through seamless skill-building recommendations • translate and repurpose existing training content Using AI at work can lead to increased efficiency, improved retention due to a more balanced workload, and more! There are lots of reasons why your organization should jump on the AI train today, but if you're curious about how to make that happen, check out our infographic!

The AI revolution in Learning & Development is well underway. AI technologies such as Generative AI, Machine Learning, and Natural Language Processing enable more dynamic content creation, adaptive learning paths, and efficient knowledge management. This white paper is for all audiences, from AI-novice to AI-pro! Learn about the 5 key steps to incorporating AI in your L&D, including ethical AI use. Next, jump into 3 case studies from companies who've leveraged tremendous L&D success with AI. Finally, get set to embrace AI in L&D with 5 easy tips and tricks. Download this eBook to help you redefine the boundaries of L&D and make the most of what AI has to offer.

AI in learning and development (L&D) presents transformational opportunities for organizations to create and deliver high-impact learning at scale. However, this fast evolving technology does not come without its share of risks and dead ends. While successful applications of AI improve the efficiency and reach of learning programs, poor implementation choices can lead to wasted investment, security issues and ineffective learning experiences. The key to success lies in approaching AI strategically to solve specific learning challenges. Leading organizations are succeeding by focusing on:   Clear learning objectives Augmenting rather than replacing human expertise Maintaining strong data governance Measuring impact on both learning and business outcomes This eBook, based on a webinar featuring NovoEd and produced by Brandon Hall Group™, provides a practical framework for understanding where AI can truly add value to your learning programs and how to implement it effectively while avoiding common pitfalls. In the webinar, NovoEd CTO and Co-Founder Farnaz Ronaghi shared insights on AI in learning, drawing from her experience designing the platform at Stanford and her research on collaborative learning environments.

This handout equips you with powerful AI prompts and actionable strategies to open new doors and drive sales. With these tools, you’ll develop personalized messages for leads, streamline your outreach, consistently follow up, and nurture meaningful relationships that fuel your business’s growth.

Panopto surveyed business leaders across industries-energy, transportation, healthcare, and more-to take the global pulse on workforce training. We uncovered what’s working and what’s not and how learning with video powers agile workforce development beyond traditional methods for a future of learning on-demand.

Where do you fall on the continuum of technology adoption? Are you an innovator, chomping at the bit to get your hands on new tools before everyone else? Do you lag the majority, resisting new tech until it’s an absolute must? Or, perhaps you’re like me, cautiously optimistic? Cautiously optimistic has been my approach with generative artificial intelligence (AI). When ChatGPT set a historical record in 2023 as the fastest growing consumer application, I paid close attention to early adopters as they experimented with AI, before determining how I might incorporate this new wave of technology into my own ecosystem and work in measurement and evaluation (M&E). Optimistic me was excited about the potential of generative AI to support and even revolutionize our approach to measuring learning outcomes. Yet, cautious me was quick to remember our industry’s challenge with "shiny, new object" syndrome. In the context of measuring and evaluating learning outcomes, is generative AI just another shiny new technology tool, or can it truly revolutionize the way we demonstrate learning impact?

Starting a career in instructional design can be exciting, yet challenging. To help you get up and running, we've collected all of the guides, checklists, resources, and tips you'll need in your new profession. And we made all of them interactive, so your first steps in eLearning will be not only enlightening but fun!

Perhaps the single greatest challenge facing instructional designers is providing training materials that are accessible to all AND providing training that is maximally effective in achieving performance gains. We need to do both!  Don't resist good instructional design on account of needing to be 508 complaint. In this eBook, Ethan Edwards, Chief Instructional Strategist, shares some clarity and useful strategies to combat the difficulties in creating effective and accessible courseware. 

In today’s fast-paced digital world, course creators face the significant challenge of cutting through the noise and capturing learners' attention amidst a flood of information.  With the average attention span dwindling, it’s essential to craft courses that are not only informative but also visually engaging and memorable. In this guide, you will discover how combining the powers of Animaker and Articulate Storyline to add animated storytelling to your courses will make it the most impactful course you have ever built.  Download the guide and start creating engaging courses that will: And 2X the Course Completion rate! Increase course engagement rate by 100% Positively impact the company’s revenue by 30%

Although variations of the flipped ideology have been around for years, Jon Bergmann and Aaron Sams are considered pioneers of the movement since their adoption of the flipped classroom in 2007.       The idea of the flipped classroom is simple: take what's typically done in the classroom (lecture, direct instruction) and provide that for students to view at home, or outside of class, in the form of a video.  

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

The pandemic has forever changed how we work and learn. Not only have organizations discovered the strategic possibilities of a distributed workforce, but employees have also come to expect flexibility and choice in how they communicate and collaborate. Even as companies around the world return to physical offices, supporting both in-person and remote employees will be essential to thriving in a competitive business environment. A hybrid workforce is here to stay, creating new challenges for L&D professionals looking to train the workforce.   Download our white paper, The Essential Hybrid Training Playbook to learn:  How ready your organization is for hybrid training How to prepare for a new working environment 6 steps to building a future-proof L&D strategy

For the last few years, I have spent endless hours writing and editing a book, Design for All Learners, on accessibility and inclusion in learning and development. This has been an incredibly rewarding process that came with a huge responsibility: ensuring that the book itself was accessible and inclusive. When I started, I thought I had a solid plan for how I would approach the book, from organizing to working through the publishing process. I was fortunate to work with a team of people dedicated to developing and publishing this book—contributors, editors, marketing staff, graphic designers, and more. The publisher assured me that their team was on-board with making sure what we produced was as accessible and inclusive as possible, and they meant it. There were also external players to consider such as book distribution channels like Amazon and Barnes & Noble. We were all diligent in our efforts throughout the process. For example, I collaborated with the book cover designer to ensure that we did not use all caps in the title and that we used good color contrast, font choice, and inclusive imagery. I provided feedback to ensure visuals used throughout the book were accessible and inclusive. I made sure the editors had the appropriate alternative (alt) text and image descriptions. This included establishing a plan for how to use image captions and describe images in the text in conjunction with the alt text used in the e-book. Charts were updated to avoid using color as the only differentiator; an illustration of a wheelchair was modified to be more realistic; colorblindness simulations were triple-checked. We documented everything to pass on to the next person in the process, and each time I took care to explain what we were trying to do and why. Although everyone on the team happily supported these changes, we still ran into challenges along the way. There were breakdowns on some efforts due to existing processes, and we often needed to take extra time to make sure everyone understood what solutions were possible and what we might not accomplish due to current constraints. Yet, even when it was difficult, we were determined to ensure that this book was a true representation of our commitment to accessibility and inclusion. This meant working together to problem solve and create an amazing book that is its own example of Design for All. As illustrated by my book writing and editing experience, ensuring accessibility is difficult when it’s not operationalized throughout the organization, end-to-end. It’s not realistic for one person, or even an entire project team, to chase down and address every accessibility issue. And, fixing a problem after the fact is much more difficult and expensive than improving things from the beginning. An organization that is mature in its accessibility and inclusion efforts recognizes that everyone plays a role through their own work. This means planning ahead and providing support to be successful.

Emerging from the COVID-19 pandemic, many (if not all) companies are hyperfocused on boosting sales. A Google search for "sales enablement" yields millions of results—and a variety of conflicting definitions. Clearly, sales enablement can mean different things to different people. To some, it’s tools, tactics, and training. To others, it’s all about strategy, data, and analytics.  To us, it includes all those things—but it always starts with the story. Like any good book, your sales story should be a page-turner—keeping prospects hooked by engaging, inspiring, and making powerful emotional connections with them. But too often, the stories sales teams tell are fragmented, overly focused on product specs and features, or misaligned with marketing. The right story can make all the difference. And because research suggests that 50% of leads are qualified but not ready to buy, telling that story in the right ways at the right stages of the sales funnel is essential for converting new prospects into loyal customers. But an effective sales story involves more than delivering certain keywords to drive awareness, consideration, and decision as prospects move through the funnel. It should be a holistic, consistent thread that runs through all your communications to prospects—and one that’s laser-focused on the value you offer and the problems you can solve for them. Here are three critical steps to ensure that your sales team is telling a clear and compelling story about what you offer and why people will want to engage with your brand.

Is your business prepared for the way we’ll work in the future? To stay ahead of the competition you need a proactive, integrated approach to your entire  talent management lifecycle. SuccessFactors offers a full suite of talent solutions to help you: Attract,engage,select, and hire the right talent Get your new hires up to speed in record time Provide continuous performance management Reward and retain your top talent Identify and anticipate talent gaps Provide learning anywhere, any time Get content as a service Harness the power of collaboration