Every organization wants the same thing for its new hires: to get up to speed quickly, close any knowledge gaps, integrate with the team, and be productive. Yet, research from Gallup shows that just 12% of employees strongly agree their employers do a great job of onboarding new employees. The fact is that after a person has accepted an offer, onboarding is really very much a learning and development activity - not just an HR check-the-box obligation. That's why bolstering your ability to successfully onboard requires a modern approach to learning. In this e-book, we'll cover four reasons better onboarding requires better learning: Learning helps people understand the company from the start Learning quickly closes skills gaps for incoming employees Learning increases confidence and ability in critical early days Learning helps new hires integrate with the rest of the team

Every day, your leaders and workforce are faced with countless bits of information while making decisions that range from the pragmatic to the strategic. As they confront more and more information—requiring them to act quickly while considering varying perspectives—they’re primed to rely on biased thinking.

Getting back to work after a crisis and into what will be the "next normal" can be a difficult process. The workplace has changed. And, so has the workforce with many companies offering employees the option of working remotely, on a permanent basis. The term "reboarding" has emerged as a period of welcoming an employee back to the organization and quickly updating them on the changes necessary to continue. In this e-book, we'll define "reboarding" and key things to watch out for during the reboarding phase. Things like: Safety, security & organizational changes The mindset of your returning workforce Using a learner's time wisely

For centuries, teachers and trainers have relied on games to increase the interactivity, engagement and retention rate of their trainings. In fact, we can safely say that games are one of the oldest and most effective learning strategies known to mankind. Therefore, the ability to develop meaningful eLearning games is a must for all eLearning developers.  

Microlearning is one of the newest and fastest ways to upskill talent. By its nature, microlearning is more effective, easier and faster to produce. It gives your team bit-sized, just in time training modules when they need it most. Attend this eye-opening session and discover how to turn learning objectives into easy to understand, remember and adopt learning modules with PowerPoint.

Leaders are challenged to manage change, transform teams and processes, and build talent - all without the benefit of in-person work with their teams. There’s never been a better time to be an improviser - they think on their feet, embrace change and stay positive - all characteristics shared with high performing teams as well.

Discover how to build training video games in a matter of hours and without writing a single line of code.

People buy from people they trust . . . and they trust people who are authentic. 

It’s almost Halloween. Let’s conjure up the training tricksters, presentation poltergeists and meeting monsters that spark terror in the hearts of most stalwart trainers, facilitators and team leaders: the creatures of the classroom.

In this manual, you’ll learn how to design a videogame for training purposes. We’ll offer you a step-by-step guide on how to do so, taking advantage of Gamelearn’s more than 15 years of experience as pioneers and world leaders in corporate training through the use of video games.

With a large percentage of the workforce now working remotely indefinitely, many organizations are tasked with moving essential operations online, including training. Of course you can't just stop compliance training, and for most organizations classroom training isn't an option right now. Plus, your employees are facing new situations, and need resources at their fingertips to help them navigate these new challenges. Online learning is the solution, but there are so many elements to consider and compare. Do you need a certain functionality or would another work better? What should you do about content? And what about customer service? It can feel overwhelming. A great place to start when looking for an online learning solution is to consider your organization's goals. Maybe you want to reduce safety incidents by 40%, or increase the number of internal promotions, or launch a mental health initiative. In this ebook, we'll guide you through the buying process and help you select a solution that aligns with your goals. You'll learn: -Learning solution non-negotiables -How to evaluate training content, providers, and your content needs -Key characteristics of vendors versus partners -How online learning can improve business results

How would your virtual participants describe the overall learning experience in your online classes? Is it a seamless experience or do you have technical challenges? Do you avoid using breakout rooms because they seem complicated?

In this session, Kirsten Rourke will introduce two examples of branching content. She will cover a simple way to make basic branching and how to use Adobe Captivate's advanced features to create custom experiences. The session will also include course planning, resources, and best practices for designing branching content with user-driven navigation.

Business has evolved. Workforces have evolved. Remote workforces have fundamentally transformed how we work. What was once a perk - work from home is now an essential way of how we get stuff done. The once vaulted in-person communication skills needed to bring complex projects to fruition are a thing of the past. To stay competitive, L&D leaders must reconsider how they build and scale great teams. 

The first step in creating top sales coaches is recognizing that most sales managers do not invest enough time coaching their salespeople.  And worse, when they do coach their sales team, they often focus on short-term results rather than mid-to-long-term development.  Top performing sales managers spend at least 50% of their time coaching salespeople and do so in a consistent, structured fashion that drives individual improvement for each team member.  

Join us for an early Halloween SCARE.     In this session, we will face the unlucky demons by using our positive plucky energy. We’ll practice together the magical powers of emotions, including how to NOTICE and CHOOSE before your reptilian brain takes you down.  We’ll discuss how to avoid the bad luck of taking other peoples’ negative vibes and find the magic that lets you see other people’s negative energy without it landing on you.

Enjoy Your Benefits   Periodic Table of Instructional Design (eBook) 10 eLearning Game Tips for Instructional Designers (Infographic) Access to the Amped-Up PowerPoint Kit  Heirloom Course Starters for Lectora®, Storyline, and PowerPoint (eLearning Templates) - A $798 Value! Lectora®: Showcase Courses That YOU Can Customize! A $1,399 Value!

Enjoy your free eLearning resources from ELB Learning as Basic members of Training Magazine Network  - The New Periodic Table of Instructional Design (eBook) - 10 eLearning Game Tips for Instructional Designers (Infographic) - Access an Amped-Up PowerPoint Kit  Add even more benefits by upgrading your membership from Basic to MembershipPLUS - Heirloom Course Starters for Lectora®, Storyline, and PowerPoint (eLearning Templates) - A $798 Value!  - Lectora®: Showcase Courses That YOU Can Customize! Value: $1,399 - Game Board - 10 eLearning Game Tips for Instructional Designers  Click here to download your Basic level member resources.

All too often compliance training takes up too much time, is costly to implement, and is not optimally designed. Worse yet, learners forget up to 75% of what they learned within 30 days. Rather than viewing compliance metrics as "check the box" for completion, compliance goals need to be reoriented to focus on proficiency and performance. 

We seem to know what "experience" is. But we fail to create experiences that impact results.    Learning Experience (LEx) beliefs, practices and tools are distinct from the usual ADDIE (Analyze, Design, Development, Implement and Evaluate) methods. Experience is learning by discovery. ADDIE tends to be learning by instruction. The biggest challenge in designing Learning Experience Projects that impact performance is that we tend to use instruction toolkits, skills, and mindsets - not discovery and experimentation.  Furthermore, we have yet to evolve as designers into being architects for experiences. Naturally, there is a disconnect. This results in frustration. 

Download this guide to Learn about key business challenges and opportunities sparked by the COVID-19 pandemic, and what career pathways and skills can help you rise to the occasion.

The COVID-19 crisis has created waves of disruption through each sector of the economy. Now more than ever, companies and institutions are looking internally to find solutions to help ease the impact of the pandemic and the resulting economic downturn. This includes ways they can help foster their employees’ resilience and support them through messaging, increased collaboration, and access to valuable resources.

Want to find more leads with less competition? Your happy clients have the key - their referrals! Create a referral program for your business then get your whole company using it. Referrals are one of the quickest ways to fill your pipeline and close faster than any other lead but how do you reward people who refer you?

Michael Bungay Stanier was named #1 Thought Leader in Coaching in 2019, and he is the author of the best-selling coaching book of this century: The Coaching Habit.