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.  

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.

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.  

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

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. 

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

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.

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.

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.

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

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.

This template acts as a guide to writing a course outline. Just download the template and customize it according to your eLearning project. It also includes an example of how the spreadsheet can be filled in.

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. 

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.

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.

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.

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

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.

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.  

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.

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

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

Recursive learning and Creativity   Learning is a creative process. We start with a question, a challenge, a problem, an opportunity or possibly simple or complex tasks. Then we go back to asking more questions. Because of what we want to do, accomplish or learn, our minds go through discovery and creativity.   The focus of this tip is on Recursive Learning and Creativity. People learn recursively. We connect past experiences, with new experiences, and formulate new insights.    These then, become part of our new and improved expertise. Doing these repeatedly help us build skills, mastery and expertise.   The compounding effect of incremental insights show us where our interest areas are, and where our vocation and our passion lie. People tend to do things that give them pleasure. What gives them pleasure allows them to pursue interests. Eventually and along the way, our expertise is rooted in our passions and vocations, whether we are consciously or just unknowingly pursuing them.   Generating insights is normal and common. But deepening insights which is a creative process requires some level of intensity and penetration of desire. Is it difficult to attain? Not really.   It is easily provided when it is incremental - thinking through your insights as it happens is where the epiphany is. It is like when you eat really great food at a 5-Star Michelin restaurant. It is at the moment when your taste buds savor the flavor - at that moment - where experience is highest. This is the moment of ecstatic insights, sometimes euphoria or the Aha! moment. This is similar to the feeling when one generates fresh ideas to change a product and improve services in order to achieve organizational goals. This is similar to the Aha! moment when one discovers the connection between two previously unrelated concepts. According to David Jones, "Aha! moments may be sudden, but they probably depend on an unconscious mental process that has grown slowly." Jones argues further that we can't truly have new ideas, rather, we can connect existing facts or notions by observing others.  The Social Component of Creativity Creativity does not occur in a vacuum. Experts agree that while creativity or insight is a personal experience, "creative thinking is not so much about an individual trait but rather a social phenomenon involving interactions among people within their specific group or cultural settings."   By curating and sharing back to the community "prompt questions," members find it easier or faster to direct their attention to answers and therefore facilitate discovery and insights.   The most intriguing part about prompt questions is that it sends or kicks off learners into an automatic recursive learning process. When we ask questions, our minds go on autopilot to find what we already know, then search outside to discover what else we can learn about. This allows us to reflect and gain insights -- this is recursive learning or creative musing in action. This happens in milliseconds. Although this is most often unconscious, it is most effective in learning and gaining insights.   Prompt Questions Facilitate Thinking To help members in TrainingMagNetwork.com, we provided a prompt-question-driven search engine. It starts with "I want to learn about__________." After members search a phrase, the results go beyond showing a list of resources. It also presents related prompt-question search outcomes.  See the list under "Also try..." (See Image - 1)  Furthermore, when the member clicks "See all questions", a list of prompt questions appear in a categorized format. See Image-2) Both these steps facilitate the learners’ "creative musings." We introduced the process called "Path2X trending" which means that as you add and record insights, you are able to see your "crumbs" - where you have been and what you have been thinking aloud, and the interests you are pursuing and the knowledge and learning that you are accumulating. In essence you are building expertise, but instead of a whimsical and tentative way, we allow members to see the trends of their insights. Here are the two phases of creative musing:  1. Generative phase - During this phase, one tends to generate different solutions to a given problem. Also known as the divergent phase, the creative mind is in a brainstorming mode and tries to consider a variety of ways in which a problem can be approached and a solution can be had. This is what we commonly call "out of the box" thinking.   2. Exploratory/Evaluative phase - Also known as the convergent phase, during this phase the creative mind tends to focus on the best solution to the problem. No longer is the mind brainstorming ideas, rather, with surgical precision, it decides on what to do and faces the problem head on.  According to Robert L. DeHaan, "During the generative process, the creative mind pictures a set of novel mental models as potential solutions to a problem. In the exploratory phase, we evaluate the multiple options and select the best one." Conclusion Creativity is the result of incremental and recursive learning. While we tend to think of it as an innate talent, it cannot be separated from the social context. As a matter of fact, it is enhanced by social interaction as observed from the curated "prompt questions" by TMN members. With "Path2X trending," members can focus and see the trend of their creative musings.

Download this special report loaded with additional findings from the study. Plus, you'll get insider tips for executive leaders and middle managers.