Have you ever felt that your webinars and virtual training are a big guesswork? You are hoping that your learners would not multi-task, snooze off, or remain so quiet. Does it ever come to a point that you feel like you’re the only one in the webinar? 

While the world is beginning to enjoy a sense of normality, teaching and training have been transformed forever. The days of brick-and-mortar only education have set, and organizations and educational institutions are now exploring different avenues. Hybrid and blended learning clearly are the big winners of the pandemic fostering the rising need of all learners worldwide: flexibility.

Did you know 80% of employers say that 2020 exposed critical gaps, forcing them to prioritize learner engagement and access to high quality, relevant content? Check out this research report by OpenSesame and Ben Eubanks of Lighthouse Research & Advisory for an in-depth review uncovering expert insights and strategic solutions your organization can utilize to stimulate your learning programs. In this report, you will learn about: How personalizing the learning experience impacts talent development. Creative ways to build a strategy that closes the skills gap and increases learning engagement. Steps you can take to grow the next generation of leaders.

Over the past few years, our cultural environment has changed dramatically. From the threat of infectious diseases to an increasing percentage of employees working remotely, you can expect that L&D is adapting the same way.  Old-school strategies are no longer getting the desired results, and learners’ expectations are evolving at lightning speed. 

Ready to rock and roll with Adobe Captivate? Participate in a 90-minute hands-on workshop by Dr. Pooja Jaisingh and learn to create an exciting eLearning course that hits all the right notes! The best part? Create your own short project and earn a certificate of participation. 

As companies calibrate the balance between remote and in-office work, company cultures may be facing their greatest challenge in generations.

Everything you want to know about finding, making, and using icons in your presentations and infographics. All participants get 1,800 PowerPoint and Illustrator icons. Icons, when used the right way, improve understanding, recollection and adoption. When they are used the wrong way, they are distracting and can undermine your professionalism. Learn the best way to make, buy and use icons in your presentations, infographics, learning materials, and more. Get Mike’s top resources for free and low-cost, professional icons that save you time and money.

The past year has proven that eLearning is no longer a "nice-to-have" but a "must-have" in order to drive learner engagement and boost revenue for your business. With the right learning technology, you can help learners feel prepared for their exam, provide an interactive and personalized experience to keep them engaged, and get the data you need to better understand your learners and make smarter decisions about your training program content.

Tune in to this webcast for insights into the latest advances in virtual reality as a training tool for learning and development professionals. Learn about the increased efficacy of training in VR and how a combination of machine learning and sensor fusion technologies can be leveraged to create more intelligent and adaptable VR applications.

How's the health of your organization's virtual training? Is it as successful as it can be? Are your learners actively engaged in your online classes? Are your facilitators fully prepared? Are your designs interactive? Are your administrative processes seamless? Are you achieving measurable results? Join us in this interactive session to learn a 5-step "prescription" for virtual training success.   

The effects of the COVID-19 pandemic have flipped the working world upside down. As organizations struggle to get their footing amidst what is now the "Great Resignation," it’s important to know why employees leave in the first place. Sometimes it’s for personal reasons - relocation, childcare, career changes, promotions, higher salary, and education - but there are also reasons people leave that fall entirely on the organization itself. A prominent reason why employees are switching careers is due to limited growth opportunities.

Poor data visualization leads to overly complicated charts that take too long to understand and steal valuable time from your audiences. Worse, a careless approach to charting can lead to misinterpretation of your messaging.  

In this evolving era of the hybrid office, training managers are responsible for delivering flexible and effective programs that keep employees informed, involved, and invested -- whether in-person or remote.  

Work is changing. Rapidly. Dramatic shifts in human skill sets are already underway, and the need for organizations to reset for growth is critical. At the same time people are seeking a career path and an opportunity to actually change their lives - to develop new skills, new careers, and to find acceptance, purpose and belonging.

Today, there are lots of ways to get hybrid sales training and enablement wrong.  But fear not! 

"Work" and "fun" have historically been considered polar opposites. It was thought that you can work or you can have fun, but you can't do both at the same time--or in the same place. Work is what you do for your paycheck and fun is what you do on the weekend. Most of us must work to earn money to live, and sometimes enjoying the work we do seems like a luxury we can't afford. Or can we? Download this article from some recommendations.

As companies continue to grapple with the best way forward in navigating a Hybrid Workforce, one of the beliefs driving many companies to require that all employees return to the office is "company culture," that is the shared beliefs, values, norms and practices that uniquely distinguish one company from another. It's assumed by many executives that an organization's culture can only be learned over time by a culmination of in-person interactions conducted exclusively onsite in central office locations. For example, Goldman Sachs CEO, David Solomon, who has called remote work an "aberration" and not conducive to productivity, sent employees an email which in part stated: "We know from experience that our culture of collaboration, innovation and apprenticeship thrives when our people come together, and we look forward to having more of our colleagues back in the office so that they can experience that once again on a regular basis." Download below to learn more.

As we enter the post-pandemic era, most of us will find the workplace has changed. Remote work, which had been a dream for many workers, became a reality over the past year, as at least 42 percent of the U.S. workforce shifted to working virtually full-time from home. Now that the pandemic is subsiding, the Conference Board reports that 40 percent of employers are planning to have workers return to the office, but 61 percent of white-collar employees say they would like their company to let them continue to work remotely indefinitely, and of that number, almost 30 percent of working professionals indicate they will quit if they are told to return to the office. Download this artcile for some best practices recommended by Dr. Bob Nelson.

All variations of the hybrid workforce are emerging as employees head back to the office--or not. Many high-tech companies have granted flexibility for workers to continue to work remotely. For example, Twitter and Facebook have announced that employees can continue to work remotely forever, while Google has proposed that "around 60 percent of employees come to the office a few days a week, while another 20 percent will work in new office locations and 20 percent will work remotely. Download below to learn the options companies are offering and lessons they're learning.

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

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

Learning departments are struggling with implementing and engaging learners through virtual and hybrid delivery methods.  No matter the modality, there must be a process of engagement in place that ensures successful transfer of learning to the workplace.  

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

While organizations understood that skill gaps existed before the pandemic, the Great Reshuffle has only hastened the need for to close those gaps as record numbers of employees are making career shifts. One of the biggest reasons employees choose to leave is a lack of career growth opportunities. When employees leave, companies may feel pressure to fill vacant job roles right away while failing to recognize skill gaps and ultimately costing the organization more time and money. To better understand how organizations are tackling skill gaps, BizLibrary administered a skills survey to more than 200 respondents in the HR and L&D spaces with the below findings. In this eBook, you’ll learn: How training leaders are managing training requests  How to map and the benefits to mapping skill development Strategies to promoting training beyond simply compliance How to address the future of personalized skill development