Human error happens and complex technical systems break. They cause havoc in operations, materials, people, etc. and the subsequent bottomline. The inclination is to play the "blame game" and asking "who is at fault" and "who should be penalized." The problem with this approach  is that it does not address the true picture of why people make mistakes or why complex technical systems break down. The "pointing of the finger" approach wastes energies and valuable learning time. 

Why are some companies thriving in the current environment while others fall behind? The secret is modern sales enablement designed for virtual teams. Today’s winners are mastering virtual selling with an up-to-date approach to content, tools, and knowledge. Sellers are working harder than ever—and sales enablement has never been more important than it is today. At the start of the pandemic, you may have shifted overnight to virtual selling. But the processes and tactics you put in place in the Spring likely weren’t designed for the long term. Sales teams have had to learn on-the-fly how to succeed when in-person meetings aren’t possible. It’s time to figure out what works in this new world and what doesn’t. Sales enablement in 2021 will be very different from last year. But knowing how to pivot to a modern approach isn’t obvious. Download this eBook to learn the elements of modern sales enablement and how you can upgrade your current approach for long-term success. Get your eBook to learn: Best practices to accelerate results with virtual teams—and why traditional tactics are no longer enough 4 key capabilities of a holistic sales enablement solution How to build a powerful tech stack when your budget has been cut Plus, the 2021 Sales Enablement Checklist to help drive results next year and beyond   Don’t get left behind by relying on an outdated sales enablement approach. If you aren’t updating today, you don’t have a moment to delay.

This webinar will use the classic claymation, Rudolph the Red Nosed Reindeer, to explain talent mobility and explore many "what if’s" about talent and potential in the workplace that may, in fact, be right under our noses: What if Santa saw Rudolph’s potential from the start? What if Rudolph was more confident and felt like it was ok to share his uniquenesses?

The Power of Talent Journeys  Do you remember navigating through your first job? Fresh out of school, feeling nervous and unsure if it was the beginning of a lifelong career or not. Many of us can recall the position held and perhaps coworkers turned friends, sure. But for the majority, it’s the experiences we had that either led us to grow with the company or expand elsewhere. For today’s modern workers, a job should be more than a stepping stone. It must be a personal and memorable journey.  As a leader and previous HR practitioner, at times I’ve been circumspect when considering the future of work. From the tasks we manage each day, to the way we physically ‘show up’ to work, everything has changed. During virtual stand-ups, I’ve quipped about hosting from my basement as I’ve had to adapt to leading our teams during remote work. Still, we move through this journey—one that we feel is critically important to the health and productivity of our people.  This expedition I’m referring to is a unique and personal one which takes us all to different, yet intersecting, destinations. It’s the way an employee navigates your culture as they go through the talent processes. Most of all, it’s the relationship employees have with the work they do and the relationship your company has with its people.  From the goal-setting processes of talent management to the continuous learning we provide, this confluence feeds into a talent continuum that HR functions are built to support. And the paths that we create should be distinctly tailored to the expectations of our individual employees and their respective teams. It’s quite the task for any people leader. So, how can we mobilize workforces to positively impact business outcomes? How can we create distinct roadmaps to support and encourage our people through times of uncertainty and nervousness? We adapt, we move forward, and we create a journey to remember.  My hope is that this guide becomes a valuable resource to help you do just that.  Stephen Bruce  Managing Director, PeopleFluent

In these times, it is necessary to go beyond diversity and inclusion (D&I), it should be more than just a policy. In fact, research shows that employees who feel their voice is heard are more likely to perform their best work.  The results of this year’s American Management Association (AMA) Diversity, Inclusion, and Belonging Survey confirm that simply having a diversity & inclusion policy in place does not effectively solve the problem of discriminatory practices, whether deliberate or unconscious. A successful culture of belonging requires leadership commitment and involvement, an ongoing practice of inclusion, recognition of unique talents and accomplishments and an environment that fosters respect for openly and authentically sharing thoughts.   

Sales kickoff season is here. Do you know what your meeting will look like this year? Pre-pandemic, you flew your team in to celebrate past successes, train, and motivate everyone for the next twelve months.

Video is a great way to engage your audience in a more engaging, dynamic, or emotive way than can be achieved with standard content alone. Or it can save you a lot of time when trying to explain complex concepts. PowerPoint can be a great way to create your own custom video, with easy content creation, simple ways to animate things and bring them to life, and great tools to add narration or music. It’s superb for explainer videos, but also high-impact videos, video text, or annotated interviews.

Engaging learners is the essential challenge that faces designers of eLearning. Regardless of content or technology, there is no hope to create meaningful and memorable experiences that create performance change unless designers can reliably and actively engage the learner’s mind in true learning events. And that translates into designing INSTRUCTIONAL INTERACTIVITY.

Learning and development can no longer be limited to sitting back and watching PowerPoint slides or reading a training manual riddled with bullet points. Training professionals need to find better ways to engage the audience for a better learning experience and higher levels of retention of the information. Enter interactive training content! This form of content requires a high level of interaction between the trainer and the employee and elevates your training programs to new heights.   

A growing trend in training across industries, emotional intelligence (EI) is a key skill for both personal and professional success and well-being. EI is the ability to understand and manage emotions and leverage that understanding to foster healthier relationships, bolster workplace performance, and lead a more fulfilling, purposeful life. By analyzing these attributes using a scientifically validated tool such as the EQ-i® 2.0, we can better understand individual differences and help others grow their emotional capabilities.

How people truly learn in the flow of work.

Animation is more than a Saturday morning cartoon—it's a powerful medium for engaging and teaching audiences of all kinds. With animation, you can quickly create visuals that break down complex concepts into simple, easy-to-grasp ideas.

What would your revenue look like if you could clone your top producers? Better yet, how much would you grow if you helped your top producers identify at least one area on every call where they could improve?  How confident are you that you know exactly what your salespeople are saying during sales calls and demonstrations?  Do you have a system to provide feedback?  Even without being on every call or in every meeting?

Adaptable to both formal and informal virtual learning needs, video helps your team increase training quality, engagement, speed, and effectiveness, all while significantly lowering program costs. With the rise of video as an essential remote workplace tool, we’ll help you narrow in on 5 key video strategies that will get you fast results.

Talent strategies to prepare your organization for the future of work. Today’s economic environment is volatile. HR professionals face challenges on multiple fronts, including the disruption of the global labor market. But the future of work is still hopeful. There are ways you can not only survive the current crises but thrive. For insight, read our article about how organizations like yours can use talent strategies to move beyond core operations in order to better support and empower employees and stay relevant in the changing labor market.

The new world of business is fast, agile and distributed. Employers are counting on L&D to upskill and reskill people as they adapt on the fly, and stay ahead of changes - it’s mission-critical that L&D keeps up with the pace of business. This eBook is for learning leaders in search of a better, more purposeful learning experience that impacts the bottom line.  Read the eBook and discover:   Why courses don’t give the skills and capability that high performing organizations need in the post COVID-19 world. What kind of engagement (and how much of it) is optimal for business outcomes. How beauty giant Avon rapidly reskilled five million beauty reps worldwide, and was able to engage learners to increase revenue. 

When creating eLearning at speed and scale, it can be easy to let visual design standards slip. But visual design in eLearning matters. It improves the learning experience, helps keep learners engaged, and provides a much-needed lift to unexciting (or old) learning content.  

If you oversee a learning program, a few things hold true no matter your business’s market or industry: your learners need to master your course material, your content and experience must be engaging, and your learning program needs to drive revenue for your business. The high-stakes learning market includes any organization selling critical learning products and includes all kinds of businesses— professional certification test prep, highly-skilled professional, continuing education, and more—but there are distinct trends that set them apart from low-stakes learning companies. Download our e-book to find out the top three trends BenchPrep identified after surveying 248 high-stakes training providers. In this e-book you will learn: About the evolution of the high-stakes learning market What business results high-stakes training organizations want to generate What high-stakes training organizations look for in a learning platform

After new Small Business Market (SMB) sales rep turnover increased and revenue did not meet plan, it was time for Paychex to dramatically re-engineer their sales onboarding. In collaboration with Senior Leadership, the L&D team quickly began gathering data: exit interviews, sales KPIs, a very informative secret shopper report, manager/sales rep interviews, and social media data from clients and prospects - to better understand the problem and help leadership set targets. Download this case study to learn how Paycheck overhauled its new-hire training and realized.. 8% increase in retention 10% increase in business revenue 41% increase in speed to competency 68% reduction in travel expenses

With highly technical products and a clinical sales approach, 3M needed to ensure that their more than 1,000 sales reps could deliver key messaging effectively. An integral part of their sales process involved reps having in-depth discussions with medical professionals that covered not only product knowledge, but also the supporting science and research.  Download this case study to learn how 3M addressed this challenge and the results. 

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.