Technical and on-the-jobs skills are important, but many organizations often overlook training on a skill set that could be their secret to getting ahead: soft skills. In fact, the growing soft skills gap in the workforce is one of the biggest challenges facing organizations today. Prioritizing soft skills training has a number of benefits. Not only can it help close skill gaps in your existing workforce and in new hires, it can give your organization a competitive edge, help you hang on to your top talent, and improve your bottom line. When you train your employees on skills like problem solving, communication, and social intelligence, they have better relationships with co-workers and customers. This translates into less turnover, improved productivity, and increased profitability. Working to close soft skill gaps can feel overwhelming and a bit arbitrary. It's hard to know where to begin and where to focus your efforts. In this ebook, you'll learn how to tackle closing the soft skill gaps at your organization in a manageable and effective way through training. You'll learn: How to identify where soft skill gaps exist in your organization What roles need what skills Which training methods are most effective at closing soft skill gaps What soft skills other organizations are training on

Download research that shows how high performing organizations are getting results from coaching. The Real Benefits of Coaching: Productivity Gains Employee Engagement Knowledge Transfer ROI

Here’s a statistic that will boggle your mind: Humans consume 74 gigabytes, the equivalent of 175 newspapers of content, per day. Customers are assaulted with facts, pseudo-facts, white papers, media and statistics all posing as relevant information. Much of the well-sourced information is contradictory. Sorting the "need to knows" from the "nice to knows" can be exhausting. Add to this a new average of ten stakeholders and more and more customers are defaulting to the status quo or a no-deal.

Companies spend billions of dollars on training and assessments (such as engagement studies) when in fact those results clearly illustrate the greater need is for leaders to converse more skillfully and thoughtfully.  

Being more coach-like it an essential leadership behaviour. This isn't "just HR". This is how you drive stronger performance and results, as well as help build stronger, more resilient and more autonomous people. This is how you help learning and development initiatives pay back their investment.  

Game-based learning helps create experiences that make learning stick! And while game-based learning might seem complex, it doesn’t have to be. We’ve all played games that have taught us lessons we still apply today - whether we’re aware of it or not. But what about games where we’re aware that the goal of the game is to learn something new?  

Applying behavioral science principles to learning strategies can drive learner engagement and optimize learning outcomes. But where do you start? Use this step-by-step guide to supercharge your learning strategy with easy-to-apply principles from neuroscience. Click below to download.

Today’s most influential business leaders can be infinitely inspiring. Beyond their vast reserves of creativity, people like Steve Jobs, Bill Gates and Elon Musk have shown remarkable talent at motivating their employees to do ambitious and imaginative work.  

Learning and performance professionals the world over are receiving the same mandate: show the organizational value of your efforts. Well-intentioned individuals provide learning data and then eagerly rush in to claim high-level outcomes. Unfortunately, this approach has no credibility.

ROI is an economic indicator that describes the program benefits compared to program costs. But how do you really make it work? During this webinar, Ngan Nguyen, Ph.D., CHSE, Learning Measurement and Assessment Consultant at OhioHealth along with Patti Phillips, Ph.D., CEO of ROI Institute, will explain how. During the session, you will learn about the five critical success factors that make ROI work. Additionally, you will be introduced to OhioHealth's ROI implementation journey. Join us for a highly interactive session where you will learn how to implement ROI so that it becomes a seamless part of your learning practice.    

As an L&D leader, you know that the business impact of learning and development is undeniable. In fact, a study by Bersin found that companies with high-impact learning programs generate, on average, three times higher profit growth than their peers.¹ Ongoing learning and development has the power to grow your employees, the business, and the results of your L&D programs. But all too frequently, it does not live up to its full potential. Why? Because in order to deploy effective employee learning and development, L&D professionals need to have a deep understanding of what motivates and inspires their people. L&D leaders that effectively shape their learning programs around the intrinsic needs, wants and motivators of their people - rather than expecting employees to adapt to a one-size-fits-all approach to learning - can improve employee engagement, learning retention and learning adoption. In this step-by-step guide, you'll learn the foundations behind three neuroscience principles of motivation - emotion, loss aversion, and social storytelling. You'll get the hands-on guidance you need to turn theory into practice and start applying these concepts to your L&D strategy immediately to boost learner engagement and learning outcomes. Download the guide today to get started designing a scientifically-driven learning experience that engages and motivates your people!

Sales coaching desperately needs help: sales managers average only 10% of their time coaching, 50% of new sales managers fail in two years, 65% of sales reps miss quota, turnover for many sales forces is 20% or more. The culprit is not the sales manager but methods and training to improve performance. The new gold standard for high-achieving sales manager has arrived with, new skills and, strategies:  in book format, comparable workshops, and this SMM webinar. 

Being able to assess employee performance is critical, but are you also articulating clear expectations for their advancement? Talent spotting is all about identifying potential over performance. In this white paper, get answers to questions like: What is talent spotting and why is it so important to get it right? How can hiring managers and HR departments get talent spotting right? What it takes for talent spotting to be successful?

Traditionally, succession planning has been a lengthy process: identifying top talent early, grooming candidates for promotion and then moving employees through jobs to prepare them for future opportunities over many years. Today’s workers, however, may be unlikely to remain with a company long enough for a slow-paced succession plan to succeed. How can organizations plan for filling future leadership positions in this environment of fast change and job mobility? Is traditional succession planning a thing of the past? Find out more in this white paper. 

It sounds counterintuitive, doesn’t it? Yet, building failure into the learning experience can help workers achieve positive solutions faster rather than finding the perfect answer.

Training and Hale Associates Center just announced two new performance-based certifications - Certified Facilitator of Training and Certified Developer of Training and Learning Methods.  These certifications exemplify the use of performance-based exams.  

eLearning seems irretrievably bound by questioning and testing—often meaningless and almost always off-putting to the learner. This model is a relic of simplistic primitive models from the earliest days of programmed instruction and seems so standard that it is hard to think any other approach is desirable or even possible.

Problem:  Gamification is an important and powerful strategy for influencing and motivating people. Unfortunately, many people think that gamification means adding a game, making a computer or a video game, or simply adding points, badges, and a leaderboard to their learning program.

Morph is a cool new transition for PowerPoint in Office 365. You can seamlessly and easily go from one slide to another and make objects change size, color, and position.

There's a lot that goes into developing and delivering a training program. For starters, you have to get buy-in, and then you have to determine what methods to use, what topics to train on, and who should be involved in training. So how do you go about presenting your case and making these decisions? Just trying to determine which methods will be most effective can be an overwhelming task on its own. You don't have endless hours to research or weigh the pros and cons of every modality, but training is too much of an investment to guess what works. Instead, following best practices and using facts and data will help you build and deliver a strong and effective training program. In this ebook, you'll learn compelling facts and figures to help you make your case, focus your initiatives, and maximize your training efforts. You'll also learn:   Why training is linked to higher profitability Specific examples of the most effective ways to deliver training How to use multiple modalities to maximize your training efforts Ways to beat the forgetting curve and boost learning retention

Bonus resources from Bob Kelleher's session in the Masters Series Webinar on Transformational Leadership  Click "Downloads" to access all 4 bonus resources.   1) Introduction and How to Use the BEST Profile Candidate Evaluation Form 2) Introduction and How to Use The Interview Questions for BEST Profile 3) Interview Questions - Best Profile 4) Best Profile Candidate Evaluation Form

Traditional linear demos are a thing of the past. New research from 67,000+ demos by Gong.io shows that starting with the conclusion - as opposed to ending with it - is one of the keys to delivering a winning demo. 

All eLearning is "interactive" in some way. (After all, pressing next is an interaction, isn’t it?) But not all e-learning is effective, engaging, or even interesting. What is it, then, that is necessary to create online modules that work?

Investing in the development of your employees is critical to staying competitive in the current globalized marketplace. Yet, research suggests that up to half of the investment your organization is making in development is being wasted. Employees lose up to 75% of the information they receive1 through traditional approaches to learning and development (including learning management systems, episodic trainings, and workshops) — an effect known as the training transfer problem2. Click below to download this White Paper.