White Papers & eBooks
The LEO Learning research team has compiled a helpful list of external resources that we’ve found useful in understanding the power and delivery of collaborative learning in practice.
These resources were first distributed in the October 14 webinar below. For the greatest benefit, watch the recoded webinar as well. But even if you don't, be sure to download this valuable list.
Our gift to you, from Training Mag Network and LEO Learning.
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All of the assumptions in our "Common-Sense" article are based upon a well-tested psychological principle, such as Maslow's heirarchy of needs, the Yerkes-Dodson law, psychology's law of effect, the Hawthorne effect, Herzbergs's two-factor theory, and even a few well-tested hypotheses of our own. But don't let the names intimidate you. These are simple, verifiable, ideas—the kind of assumptions you make everyday about the people you supervise.
Each of the concepts we discuss is an example of what we call tested common sense assumptions made about human nature that have been empirically verified through psychological research or through actual application in the "real world" of the workplace.
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Competency-based training should be an important part of any great employee development program. Simply put, competency-based training is a learning model where employees must reach a certain level of knowledge and skill on a particular topic before advancing to the next task.
However, selecting which competencies to develop in your employees can be a difficult decision. In this eBook, we’ve further outlined what a competency is, how to define them, and how to implement competency-based training at your organization.
In this eBook, you’ll learn:
The competency cycle and how to use it to develop a successful competency-based training program
How competencies can mature through different job roles are your organization
How to create and utilize job profiles to assess skill gaps
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What Do We Mean by Connected Learning?
Connected learning is a term we are using to describe the convergence of two critically important themes in the evolution of digitally enabled learning—two themes that are combining to deliver game-changing opportunities for learning and organizational performance, right now.
Digital learning has come a long way. An industry that started out with a focus on providing efficiency, consistency, and increasing reach and speed (what we sometimes call ‘digital learning 1.0) is maturing into a fully networked, data-led and measured set of tools, processes and deeply relevant and engaging learning content for every learner at their point of need. These are learning ecosystems that also now finally put the learners and their powerful and personal relationships with each other in the center of the picture-building again, the way people have learned for many millennia—is this digital learning 2.0 perhaps?
Click below to download the eBook.
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Remote work is changing how you learn.
While 60% of surveyed L&D professionals expected to implement a virtual training strategy before COVID-19, remote work has drastically enhanced the speed of implementation for most organizations. Excitingly, this experience is recontextualizing learning and knowledge-sharing in unparalleled ways.
Download this infographic to have a quick reference of the research presented in the article, The New Normal: Connecting with The Remote Workforce.
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As AI continues to gain popularity and attention, it's important to stay grounded in real business outcomes and avoid being swayed by false promises. That being said, exploring the possibilities of AI can be an exciting and valuable exercise.
In this guide, we strike a balance by taking an optimistic view of the future of AI. Our north star is aimed at harnessing the power of AI to unlock new levels of potential.
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For years, organizations researched, explored and discussed transforming content to a more learner-centric, multi-modal, personalized environment. But the actual transition has been arduously slow.
Although the workforce has grown increasingly mobile, remote and dispersed, most learning organizations continue to focus on in-person, instructor-led training. Of course, 2020 and the onset of a global pandemic upended everyone’s perception of "business as usual" and kicked all of these trends into overdrive.
Learners expect the technology and content associated with learning to behave the way technology and information behave in their everyday lives. They want personalization, context and relevance, and they want it immediately.
Download the free eBook by Brandon Hall Group and Xyleme
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Online training is broken, with next to no engagement, poor completion rates — and you can forget about ROI. To get the learning outcomes you’re after, you need to make sure learners move from a passive mindset to an active one. Instead of just reading information or watching videos, learners need to take action. Shifting from content-based training to action-based training can increase your training engagement and completion rates by more than 2,000%.
This infographic outlines the benefits of action-based learning and how it can help create greater impact.
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What will you find in this report?
2020 was an uncertain time for everyone. Corporate training has faced rapid changes that have revolutionized the way we learn and develop ourselves at work.
In this report, we draw conclusions on the challenges and contradictions associated with skill training in organizations from a survey of 1,500 HR professionals and employees across various sectors. The analysis of the data obtained reveals some tensions between the different actors within the corporate training sector, but also points to some common ground and key trends for 2021.
Download the report and access:
Data obtained from surveys conducted on 1,500 HR professionals and employees from diverse sectors, in the United States, Mexico, France, and Spain
Graphs and infographics that reveal where there is alignment and misalighment between the parties involved in corporate training
Case studies of well-known organizations that support the conclusions drawn from respondents' answers
Opinions of professionals and experts in talent management and development fields
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Employees give an NPS of -29 to their organizations’ online training, despite an increase in digital investment
More than 1,000 professionals from HR, L&D, and HR Consulting participated in Gamelearn's second edition of its annual report. Their answers were contrasted with those of employees to identify misalignments. And guess what? Some serious contradictions have been detected.
According to the results of our survey, over 60% of companies have increased their online training budget compared to last year. However, professionals rated the online training programs they’ve received with an NPS of -29, clearly a failing grade. But it's not all contradictions, almost everyone surveyed agreed on what kind of solutions would provide both the engagement employees need to learn and the results organizations need to grow. Want to find out what they are?
Click below to access the full report.
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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.
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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. 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.
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COVID-19 showed us how easily face-to-face solutions can be disrupted. This crisis brought about a new normal, and that means your in-person training programs needed to quickly adapt. Fortunately, pivoting to a digital-first learning model doesn’t only ensure the health and safety of your learners or the stability of your business, but it’s also been proven to be more effective.
See how you can convert your instructor-led resources into amazing eLearning assets with this step-by-step roadmap for integrating digital-first learning at your organization
In this eBook, you will learn:
Four tips to boost learner engagement
Things to keep in mind to create great training resources for adult learners
Why eLearning fits the modern learner and the modern organization
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Many organizations today are building learning stacks using multiple learning platforms and systems. The problem is, most of these platforms are content-based and are focused only on passive content consumption, which leads to poor knowledge application and retention.
So, how do you design a learning stack that’s centered around REAL learning?
Download this just-released eBook and learn how to build a learning ecosystem that demonstrates outcomes and value.
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From engagement struggles to scalability issues, there are multiple challenges trainers and instructors face in virtual training environments.
Download this article to understand the recognized and unrecognized challenges and actionable insights on how to overcome them for impactful business-critical virtual trainings.
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Coaching is NOT managing. This is often the biggest misconception we have with clients. They assume weekly staff meetings or one on one appointments with employees can be classified as coaching. WRONG!
A true coach drives performance for individual employees as well as employee teams, while a manager is often content with sustaining the status quo.
Coaching can be further described as the ability of the leader to inspire and
motivate employees to improve knowledge, increase skill levels, and alter behavior to be more positive.
In order to create a coaching culture, it must be understood that coaching is about driving performance and should not be mistaken with traditional management techniques.
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Are your employees fired up and passionate about compliance? For most HR professionals - that answer is unfortunately no. It can be difficult to change workplace perceptions about compliance and compliance training. Luckily, BizLibrary has written the book (a playbook that is) on creating a culture of compliance with email templates, content recommendations, and best practices for success. It doesn’t have to feel like an uphill battle - BizLibrary has got your back!
Download our Creating a Culture of Compliance playbook today.
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Are your employees fired up and passionate about compliance? For most HR professionals - that answer is unfortunately no. It can be difficult to change workplace perceptions about compliance and compliance training.
Luckily, BizLibrary has written the book (a playbook that is) on creating a culture of compliance with email templates, content recommendations, and best practices for success. It doesn’t have to feel like an uphill battle - BizLibrary has got your back!
Download our Creating a Culture of Compliance playbook today.
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Companies with successful cultures are 5X more likely to see significant revenue increases this year.
In the age of quiet quitting and the great resignation, how is your organization meeting the needs of its employees in a genuine way to create a culture that is a catalyst for improvement and growth?
To dig deeper into the role of culture in driving success, we partnered with research firm Ascend2 to survey 300+ strategic leaders on how culture impacts performance. The research explores what exactly makes for a high-performance culture—and what’s at stake when an organization’s culture is considered negative or even "toxic."
Download a copy of the report to find out:
What organizations with best-in-class cultures are prioritizing this year
How leadership development, team performance, and diversity, equity, and inclusion initiatives impact culture
The competitive advantage that sets high-performing companies apart
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Almost 40 percent of American employers say they cannot find people with the skills they need even for entry-level jobs, and they admit that only 50 percent of new recruits have the skills needed for their new roles. 1 Another 60 percent of employers complain of lack of preparation2 and only 42.5 3 percent feel that new hires show the required professionalism and work ethic. Yet, 89.4 percent of new graduates feel they are work-ready.
When it comes to work readiness, there is a growing disconnect between the views of employers, educators, and post-secondary graduates entering the workforce. There is no longer just a skills gap. It is an ever-widening chasm.
The half-life of skills is rapidly falling, and nearly half of business leaders surveyed today cite the upheaval in learning and careers as an urgent problem.4 Furthermore, as intelligent systems and machines reshape the world of work, tomorrow’s employees will need to learn entirely new skills for entirely new jobs. So while the skills crisis is significant today, an even greater crisis looms. Employers need to understand that if they are to solve the current and future skills gap, the time for action is now.
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This paper is a case study based on a highly successful virtual team: ours! The team here at InSync Training grew organically and created its own best practices as we grew because it was the right thing to do for our customers. Our team is proud of the way we work - and that we have the most functional working relationships most of us have ever experienced. I am proud to share this story with you.
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If you're ready to see success in your employee training program, you first have to understand what success looks like.
Seeing positive results from your program requires dedication to individuals achieving goals, which translates to the organization achieving its goals. What goals are you trying to reach, and how are you measuring whether or not you've reached them?
Rather than trying to come up with strong goals out of thin air, we've outlined ten steps that will take you through the process of creating goals and metrics for your employee training program. These steps will help you think through how your program is aligned with the business, and how your employees are positioned to boost business results through various training initiatives.
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What is hybrid learning? It’s simply the live delivery of learning in both virtual and in-person environments.
The future of work is hybrid. So is the future of learning.
Our eBook is here to help you navigate this future. We’ll introduce you to our 5-stage hybrid learning model, including practical tips for designing, prepping, and facilitating hybrid sessions.
This eBook explores:
Why we need hybrid learning
Shifting your mindset for hybrid learning
Designing a hybrid learning session
Preparing and planning the logistics
Managing and selecting tools and technologies
Facilitating and delivering hybrid learning
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In today’s diverse workforce, where approximately 1 in 5 adults fall under the umbrella of neurodivergent, it’s imperative to acknowledge and embrace the rich tapestry of conditions that shape our learning landscape. Neurodivergent individuals, including those with autism spectrum disorder (ASD), attention deficit hyperactivity disorder (ADHD), dyslexia, and more, sometimes have unique requirements in order to achieve their highest potential.
While the idea of reevaluating and improving learning programs to accommodate neurodivergent employees may initially seem like a significant undertaking, there are many simple adaptations and considerations that require minimal time and money. Effective training for neurodivergent employees doesn’t have to be complicated, and it can ultimately improve engagement and knowledge retention for both neurodivergent and neurotypical employees. Get the eBook or download the full toolkit to find out how your organization can foster an inclusive learning environment that empowers every individual, regardless of their neurotype, to thrive and contribute fully.
In this eBook, we focus on adapting learning programs to better address the needs of neurodivergent employees. Topics include:
Defining neurodivergent and neurodiversity
Differences in experience
Offering choice & personalization
Ways to create more inclusive learning environments
Setting your neurodivergent employees up for success
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