Times are changing and skills are becoming obsolete faster than organizations can keep up with. This challenge gives learning and development teams a unique opportunity to make a clear strategic impact and showcase their value to business performance. In this eBook, you'll learn core strategies and tactics for an developing an effective upskilling and reskilling program, including how you can tie it into talent development and overall business objectives.

It all starts with your leaders. Investing in them will have direct, positive impacts on the future of your organization. But the rules have changed, you’re busier than ever, and knowing how and where to begin can be like searching in the dark. In this ebook, you’ll find a well-lit path to guide you through understanding what to focus on and how to help your organization succeed in this age of leadership change. Topics you’ll find in this resource include: A case for leadership development How to lead in a time of isolation How to identify high-potentials and new managers and how this helps to plan for succession How to guide experienced managers and c-suite executives to continue leading through learning What leadership training looks like now and how we can help

Building critical skills is the number one worry for growth company leaders. And now in the midst of a recession, HR and L&D leaders are expected to close this gap with even fewer resources than before. Find out how.

In today’s corporate training world, speed to competency is everything. So how do you get workers to master communication skills, prove proficiency, and pick up knowledge in record time? Deliberate practice, with documented feedback, using the power of video.  When you combine the best elements of mentorship and self-paced learning with the convenience of smartphones and modern technology, your employees can record themselves from anywhere, get feedback, and document their progress.   Download this eBook to find out how video-based practice and coaching get better outcomes, conquer sales goals, and more —in less time than ever.

Whether it’s local, state, or federal, every business must work by a set of laws and rules concerning hiring, promotions, firing, and other personnel-related matters. Being compliant is critical to any business’ success as it keeps the company from lawsuits, violations, etc. However, keeping up with everything is often easier said than done for HR. In this infographic, you’ll find:  A checklist for an optimal HR compliance program  Review of compliance for top HR topics such as onboarding and hiring practices  Lists of topics for your compliance training program

When creating a learning strategy, it can be difficult to see the whole picture. Individual components like onboarding efforts, compliance training, leadership development, and skills development programs can be complex ordeals, each requiring varying levels of thought. However, simply examining these programs individually can be a costly mistake. Without considering how they belong to the overall learning and development efforts, the strategy can fall apart. Taking a holistic approach might be necessary to protect from some of the inherent risks of training expenditures. As part of best practices, any learning objective should align with the broader business goals. But, beyond that, any training activities should include a clearly defined message of the "what’s in it for me" or WIIFM to the learner. Asking them to commit to the process means knowing what they stand to gain for their efforts. The holistic approach to explaining the WIIFM should include not only the learner, but their team, department, and organization, in general. In this eBook, we focus on how organizations can take a holistic approach to creating upskilling strategies for their learners. Topics include: Why the business climate is right for upskilling initiatives Using learning tech to help the organization adapt and thrive Ongoing challenges learning leaders face with upskilling programs Strategy suggestions to avoid common mistakes How certain industries can win with upskilling programs

If your company is in a hiring freeze or has laid off productive, hard-working team members, you’re probably wondering how you're going to meet your goals. When meeting KPIs and achieving lofty business goals gets even more difficult, finding the right talent to replace missing staff members can be a challenge with slashed budgets. . . . but there are options: project outsourcing, staff augmentation, or a hybrid of both. Because every situation is different, you will want to carefully weigh the pros and cons. We understand that you may have trepidation about outsourcing. We get it. In this eBook, we'll also address 8 of the most common outsourcing fears and how to alleviate them.

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. 

Coaching has grown more popular than any other developmental technique in recent years. Today, most organizations need leaders at all levels who can drive rapid change. The more an organization can make every leader an effective coach, the more fluidly it will adapt to today’s fast-moving business environment. With the rapid changes in markets and technology, learning and upskilling have become everyday activities. Coaching is a great tool to nurture talent on an ongoing basis.  This guide offers twelve coaching best practices that organizations can share with leaders and employees. Each best practice is accompanied by reading recommendations from the getAbstract library.

The future is an unknown variable, and we never really know what tomorrow brings. However, we can look at the trends of today to see what’s likely on the horizon. Looking at trends in learning and development can help leaders formulate a game plan for training strategies in the coming year and even mitigate risk. In this ebook you’ll learn: How personalized training is the way to train moving forward Why employee disengagement is a problem and how to combat it Ways to focus on training and developing managers and leaders

Training, Learning, and Talent Development leaders and professionals rely on Training magazine's Annual Training Industry Report report--this year sponsored by Adobe Learning Manager--as a statistical gauge for measuring their own training functions against industry norms. With data representing a cross-section of industries and company sizes, the Industry Report presents a comprehensive view of the current environment, as well as historical trends. Click here to for analysis of 2021-2022 training expenditures, budgetary allocations, and delivery methods, plus COVID-19’s continued impact on budgets and training.

Ever wondered how you can provide personalized training to remote employees?    This infographic looks at three crucial aspects that every trainer/instructional designer needs to consider when planning a successful training program for your remote workforce. Knowing how to design on-demand training, how to embrace asynchronous training, and what is the best way to leverage technology can mark the difference between success and mediocrity. 

Employee mental health has long been a taboo topic in the workplace, but there has been a recent shift at organizations to cater to health and well-being of employees. This shift has resulted in the need for all employees to be able to recognize the signs of mental illness, know how to offer support, and how to handle the tough conversations that can stem from discussing mental health.  In this ebook, you’ll learn:  Key elements for building a strong mental health initiative at your organization Common myths and misconceptions about mental health and how to overcome them How to get buy-in throughout the organization for a mental health initiative

Do your teams have the right skills and capabilities to keep focused, keep moving, and keep growing… in spite of economic uncertainty? Your organization’s success relies on its ability to deliver valuable products and services to your customers. This can be a challenge in the best of times, but even more so during periods of market uncertainty when the ability to pivot despite disruptions to ‘working norms’ may signal whether your business meets its strategic goals. Today, it is more important than ever that learning and development (L&D) support organizational change with effective work-based learning that enables learners with the right skills and capabilities that are essential to maintain momentum. And to ensure that high-quality services are sustained, however the landscape shifts. In this thought paper, we explore how the right work-based learning provides a common language and approach to work that will help your teams adopt new ways of working and create solutions that better meet the needs of your customers.

From storytelling to easter eggs to boss battles, there are tons of ways game designers keep players hooked. Download this infographic to incorporate these winning strategies within your eLearning content. Plus, turn to the last page to see an actual game in action, and download the matching project file to modify, customize, and keep for yourself! 

Did you know that according to the CDC, 26% of Americans self-identify as adults with functional disabilities? Just imagine the business impact of excluding 1 in 4 learners! While no one sets out to purposely create barriers to learning, we all see the world through our own lens. Between an aging population and an overall shift towards a more equitable culture, an inclusive design must consider the full range of human diversity - even beyond WCAG and Section 508.   To ensure your learning is relevant and accessible to everyone, follow these guidelines and checklists.

The inner fire is the most important thing humans possess. - Edith Södergran A culture of learning is relevant to any organization. However, the need for healthcare organizations to promote this is critical since evidence-based practices are constantly evolving and your clients’ well-being depends on your staff’s knowledge and skill. To provide the best care and optimize health outcomes for persons served, healthcare leaders must tap into that inner fire within their staff and enable continuous learning opportunities. How can you tap into your staff’s inner fire and create a learning culture? Download this white paper to learn: What a learning organization looks like The five main disciplines of a learning organization Real-life examples of how a learning culture can be applied Steps to sustain a culture of learning

Introduction When Peter McLaughlin and I first began talking about the topics of communication and feedback specifically, we quickly realized we had several things in common. We both felt that we were not particularly effective in giving feedback. In fact, we felt that we were pretty bad. We enjoyed the challenge and the positive results that come with a successful feedback conversation. We wondered why we had not naturally learned to give feedback. We agreed that if we were provided with a roadmap or model for giving feedback, we would have performed much more effectively in such situations. Looking back at particular examples, we both had a sense of delight from the positive encounters, and a sense of dread over the sessions that left us feeling discouraged, beaten down and lackluster. So why did we begin a project filled with such negative emotion? The answer—both to improve our own feedback skills and to examine what it would take to teach a new perspective and help "turn the opinion tide" that has made feedback a dreaded negative topic. Who doesn’t want to get better? Have you ever known anyone who said, "Nah, I’ll just stay mediocre and by the way, I don’t want a raise, promotion or exciting project…" Probably not. Our internal drive propels us to strive, learn and improve.

With the changes happening in the working landscape, from remote work to skill gaps, companies are having to move away from the old command-driven leadership practices. Managers are shifting to more of a supportive model where they offer guidance, and their employees learn how to adapt to change more easily.  Developing effective coaching skills is critical to organizational success. Whether you’re developing your employees or working to improve your own skills and capabilities, effective coaching skills impact business results.  In this infographic, you’ll learn:  Why coaching skills are critical to the success of your organization  Seven skills to develop to help turn managers and leaders into coaches  When coaching is most effective

The challenges the business world has faced over the last few years have shed a brighter light on organizational vulnerabilities and opportunities to improve the way we work - none more so than workplace training. While most employees value the training they get in the workplace, very few — along with many leaders — believe that L&D programs are bringing the best results, prompting employers in every industry to think more strategically about their L&D programs. In July 2022 Emergn conducted a survey of more than 1,200 professionals from the US and the UK to tap into the minds of both learners and leaders of organizations and discovered: How workplace training is a powerful tool to recruit and retain top talent in an organization Why there is a disconnect between learners and leaders on the effectiveness of workplace training If leaders can showcase the results of workplace training to prove its benefits to employers

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. 

Course design and delivery that makes optimal use of technology can transform virtual classrooms and boost the value of higher education.   As colleges and universities grapple with falling enrollment levels, they’ve had to take a long, hard look at their business models and the new realities of student needs and expectations. The majority of students still see the value of education, but they are looking for flexible education models to better support their success. Many experts view hybrid flexible models as a natural and necessary evolution of teaching and learning that will keep higher education relevant in the fast-changing modern world.   Download this Technology in Education report to learn how customizable tools that take advantage of best practices in instructional design encourage participation and lead to richer educational experiences.

Measuring the results of organizational learning is far from being an exact science. Learning technologies play a huge role in the challenging task of keeping track of employee learning performance. Business learning management systems lead the way in terms of gathering learning data and presenting it in a comprehensible manner — through their analytics and reporting tools — allowing both training professionals and business managers to identify any pain points related to employee performance and then make the best decisions. This white paper presents how company success is directly connected to employee performance, how e-learning can boost it and how a business LMS and its analytics and reporting capabilities can support instructors and managers in every step of the way.

Nonprofits, like many other kinds of organizations, have accelerated their interest in eLearning technology (specifically, learning management systems) as more employees shift to remote workers. Contributing to this need for better eLearning tech may be higher demands for special requirements and regulations. The challenges nonprofit organizations face are often similar to that of for-profit organizations, but nonprofits do face some unique additional challenges. The first step to overcoming these challenges is to recognize potential obstacles and be prepared for them. By nature, every new expense for a nonprofit is examined by how effectively it contributes to "the mission" of the organization. A few of these obstacles include achieving management buy-in, showing value in eLearning tech year-over-year, and how technology can help retain employees. Empowering your learners with a robust LMS and aligning your learning programs with the greater organizational objectives can make all the difference when tackling these challenges. In this eBook, we focus on how nonprofit organizations have been turning to eLearning technology to overcome recent challenges. Topics include: Cultural differences in nonprofits Using learning tech to adapt and thrive in a nonprofit world Ongoing challenges nonprofits face Why attitudes are changing Moving into the future with confidence