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WHAT IS A COACHING CULTURE? Culture shapes behaviors inside the organization and a coaching culture is one deliberately focused on growing and nurturing talent in order to deliver key results, strengthen leadership capacities, increase retention and deepen engagement. A culture that has cultivated a coaching approach to development often demonstrates some of the following characteristics: • Giving and receiving feedback in the service of being at one’s best • Focusing on opportunities to help members of one’s team grow • Operating in teams with clear goals and roles • Developing others when it matters most • Asking and empowering more than telling and fixing When coaching is embedded through all levels of an organization it becomes the predominant approach to working and leading together with a goal of building a best-in-class organization by building great leaders. Click below to download this White Paper.
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.
Inside organizations coaching has become common practice to address issues such as developing talent, ‘onboarding' key leaders and supporting senior executives. Yet, there is clearly widespread opportunity to integrate some of the skills and competencies inherent in coaching into the roles of managers and contributors at all levels in an organization. We call this: the Coaching Mindset. Click below to download this White Paper.
Hot off the press! The Omnipress annual Training Trends Report is now available! For the third consecutive year, Omnipress conducted a survey of more than 100 training and continuing education professionals. The results reveal emerging trends in learning, technology and program delivery. They also give insight into how other organizations are managing both the opportunities and challenges facing today’s education professionals.  The 2019 Training Trends report provides industry data you can use to leverage your organization’s greatest asset for engaging new and existing learners—education.   2019 Training Trends Report   This year’s report indicates that 51% of respondents currently offer at least 11 different programs or courses, with 60% of respondents expecting to increase that number in 2019. The good news is that the perceived value of ongoing training and continuing education for industry professionals is on a steady rise. But this increase in programming does present some significant challenges for training pros who already manage a broad portfolio and wide array of responsibilities—particularly as they are also tasked with navigating changes in learner preferences and emerging trends and technologies.   Some of the questions and themes explored in this report include: How are organizations delivering their educational programs today, and what changes to they foresee in the future? What challenges are organizations facing in delivering this content? How much are organizations focusing on new and emerging trends? Are organizations prepared for young professionals?
Now more than ever, business innovators like you are investing in higher education partnerships. Attracting, retaining and developing today’s workforce is more crucial-and more difficult-than ever before. As a leader, you face multiple human resource challenges, including: • Recruiting and retaining top talent in a low unemployment market • Offering the variety of benefits your diverse employee base demands • Demonstrating commitment to your employees • Supporting your organization’s need to grow and develop future leaders   Investing in higher education partnerships helps address these challenges head-on, while allowing you to positively impact your organization. And as Benjamin Franklin said best, "An investment in knowledge always pays the best interest." In this briefing, we’ll explore the reasons why today’s business innovators invest in higher education opportunities for their employees.
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.
Every job has its nuances. Every organization has its own customs and culture. Every employee, therefore, ends up with knowledge that no one else has. And that knowledge is not only rare but valuable. Call it "unique knowledge." It consists of everything an employee gains through specialized training and insider learning. Unique knowledge varies from organization to organization and from position to position. But it’s instrumental in tackling the complex problems and unexpected challenges that employees encounter at work more or less every day. On the one hand, this is fantastic. We all have our areas of expertise, hard-earned and distinct. On the other hand, it’s problematic. Most places of work don’t have a formal way of capturing unique knowledge and sharing it throughout the organization. So, more often than not, it remains stuck inside people’s heads. There are two big reasons to care about this. One is romantic: Knowledge is valuable, and it’s a shame to let good ideas go to waste. The other is practical: Unshared knowledge costs money. Click below to download this White Paper.
There was a time not so long ago when the concept of leadership development within an organization was all about developing an emerging leader’s professional skills and competencies.   How could they drive results and better align their teams with organizational objectives? How could they more effectively develop strategic insights to drive greater efficiencies? How could they skillfully cultivate innovation to drive new product offerings? Click below to download this White Paper.
Is it time to life-save your learning?  Healthcare today is more reliant on technology than ever before, and this applies not only to the procurement of healthcare services but also the way training is delivered across the industry.  Totara's latest Healthcare Sector Guide is designed to help you understand new developments in the delivery of healthcare training, including:  The key challenges facing healthcare organizations today How to manage healthcare learning programs and compliance effectively Preparing for the future of training in the healthcare sector When your learning is saving lives, it's crucial that it's pulling its weight. Download your copy of the latest Healthcare Sector Guide today! 
Career Acrobatics 101: Why Flexibility is the New Path to Success Traditional career paths have long been on the decline, and that predictable, linear climb is not likely making a comeback any time soon. After all, 85% of the jobs that will exist in 2030 haven't even been invented yet!¹ While career paths may not be as straightforward as they once were, a tremendous opportunity has also presented itself - for those with the right mindset about career development. So how can HR and L&D leaders cultivate career acrobatic skills to ensure their employees are more versatile, flexible, and adaptable to workplace change? This guide, featuring insights from Julie Winkle Giulioni - co-author of the bestselling book "Help Them Grow or Watch Them Go: Career Conversations Organizations Need and Employees Want" - includes a 3-minute quiz your people can take to help them determine their career agility quotient. Employees can then use the results and actionable best practices outlined in the guide to help future-proof their careers, keep up with evolving business dynamics and successfully navigate the changing world of work. Download this guide to find out why career agility is the new competitive advantage - and how your people can become career acrobats to propel their career to new heights!
In sales, we often find ourselves grappling with a false choice – do we focus on relationship building with the customer, or focus more on winning the deal at all costs? It can often seem like there is no middle ground, we have to either perform like a hardliner or try and gain the customer's favor. But it is not, in fact, an either/or situation. This white paper explores the middle ground between building relationships and winning the deal and offers helpful tips on ways to nurture both your relationship with the customer while keeping your eye on the prize. Read more to discover how it might be the way salespeople think about their customer relationships that prevents them from focusing on and winning the deal. JMReid Group is a training company that provides sales programs with this middle ground at top of mind. If you like what you read, contact us in the interest of your sales team at www.jmreidgroup.com.
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.
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.
Choosing the best technology to deliver learning solutions challenges every training organization, regardless of size or experience. It’s easy to become stymied by legacy systems or diverted by the latest bells and whistles, especially when business leaders have a keen desire to try the newest technologies.   We among the Training Top 10 Hall of Fame organizations are struggling with this, too. We’re learning, though, and know it is critical to continue to focus on aligning learning strategy, content, and supporting technology with business results and needs. When we do that, learners win every time.   In this white paper, we look at Training Top 10 Hall of Famers’ learning and development (L&D) technology best practices and what we’re still learning. These lessons can be applied in any organization, regardless of size or industry.
Talking with the C-suite, having a seat at the table, being a trusted advisor…whatever you call it, this form of success only comes from credibility fostered by a reputation of consistently giving good advice.   That requires being accurate, intuitive, and trustworthy - attributes that can be built only over time. To foster that perception and, thus, gain access to the C-suite, Learning and Development (L&D) leaders must understand the business, see the big picture, and be able to tap subject matter experts to provide the granularity required to ensure that each development activity adds value. Development for development’s sake is not an option. The inkling that L&D could be a valuable business consultant begins with small things—successes forged despite adversity—and grows with consistent improvements until, eventually, the C-suite routinely seeks its input.   With guidance and tips from the Training Top 10 Hall of Fame organizations, this white paper will help you develop what it takes to propel yourself and your department into the confidence of senior leaders, reliably and consistently.
When Learning and Development (L&D) leaders consider the future of training, they often focus primarily on technology solutions. After all, who wouldn’t be intrigued by learners accessing content and swiping through data on holographic white boards shimmering in the air (remember the Tom Cruise movie, Minority Report?)? Or learners channeling Dick Tracy as their smartwatch answers their questions in the field?   Indeed, virtual reality and augmented reality are becoming realistic delivery methods for training; artificial intelligence likewise is becoming a more practical option; and on-demand learning, microlearning, and social learning continue to be increasingly key elements, especially for tech-savvy employees.   Despite the plethora of high-tech solutions, Training Top 10 Hall of Fame members resoundingly believe the classroom will continue to play a vital role in the future of training. That said, this isn’t the classroom you probably trained in. Front-of-the-room lectures to passive listeners are being replaced by flipped classrooms, learning labs, PODs (points of dispersal), facilitators, games, and simulations that engage learners. And that means instructional design will take on an even more crucial role.   This white paper discusses the future of training, the new skills that will be needed to optimize cutting-edge delivery modes on the horizon, and how L&D can best measure results and ensure training effectiveness.
The term, "Agile," isn’t new, but the use of such a framework has become an indicator of relevance in today’s ever-changing business environment. Since Agile emerged in 2001 as an alternative to the cumbersome documentation process miring the software industry, it has been adopted widely by other businesses as a framework to develop effective solutions quickly. Its hallmarks are collaboration, flexibility, and speed. Like most business functions, Learning and Development (L&D) organizations that can’t meet those ideals soon will be irrelevant.   Agile methodology isn’t the only worthwhile approach to instructional design, of course. ADDIE, Lean, and other frameworks are available and effective, but Agile is particularly well-suited to instructional design, and its core principles can be applied to many design approaches.   This white paper discusses what the Agile design concept means for L&D and outlines some best practices that can make all organizations more responsive and flexible.
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.
Training Top 10 Hall of Fame members, through this whitepaper, seek to make their decisions easier and well-informed by clarifying issues, exploring the roles of social media in training, and discussing the advantages and disadvantages of the many types of social media available. Throughout this paper, realworld- examples are discussed, along with insights from thought leaders in the training industry.
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.
Outcomes-based learning is proactive. It engages learners, building on pre-existing knowledge, skills, and experiences, and fills in the gaps. It promises measurable results. After training, an outcomes-based approach tracks how many times learners use their new skills in their daily work.
This whitepaper explores the strategies Training Top 10 Hall of Fame organizations have used to transform their L&D function into a strategic business asset. Case studies explore the evolution of their brands in terms of leadership, business alignment, cultural transformation, change management, and ongoing challenges.
Created in 2008, the Training Top 10 Hall of Fame comprises organizations that attained a spot in the Top 10 of Training magazine’s Training Top 125 for four consecutive years. The Training Top 125 awards program recognizes outstanding employer-sponsored workforce training and development. Each year, members of the Training Top 10 Hall of Fame gather in-person to discuss a current learning and development issue and then produce a white paper containing their thought leadership and best practices on the topic.
Supporting your staff with this benefit can demonstrate how you value their growth.   Through tuition assistance, employees can obtain advanced degrees and certifications they might not otherwise pursue. Many companies use this benefit to attract and help retain top talent at various levels within their organization. More and more we’re seeing organizations partner with universities to make the most out of their tuition assistance benefit—some even going as far as to provide degree programs for no cost to employees who take advantage of this benefit. Click below to download this White paper.
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