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.

It’s not enough to ‘set it and forget it’ when it comes to sales readiness. Learning must be agile and continuous to ensure salespeople remain equipped to succeed in an ever-evolving world.  

Coaching is now a $2 billion dollar global juggernaut. Enterprise leaders like Workday, Mars, and Airbnb are quick to praise the workforce benefits of coaching in a VUCA world.

When it comes to creating gamified or game-based learning experiences, most practitioners throw game mechanics at a program without a methodology or rational strategy - and hope it will work. They assume that what is fun for them will be fun for their participants. The result is a hit-or-miss mashup and a messy learner experience. When budgets and time are in short supply, organizations can no longer afford such an approach. 

Is allegiance to the status quo paralyzing your organization? Are you tired of settling for compliance? Do you crave committed and needed change? This session will illuminate the hidden human drivers of resistance and how to neutralize them in order to mobilize people. 

Self-Deception and the "Box" 1  Bud It was a brilliant summer morning shortly before nine, and I was hurrying to the most important meeting of my new job at Zagrum Company. As I walked across the tree-lined grounds, I recalled the day two months earlier when I had first entered the secluded campus-style headquarters to interview for a senior management position. I had been watching the company for more than a decade from my perch at one of its competitors and had tired of finishing second. After eight interviews and three weeks spent doubting myself and waiting for news, I was hired to lead one of Zagrum’s product lines. Now, four weeks later, I was about to be introduced to a senior management ritual peculiar to Zagrum: a daylong one-on-one meeting with the executive vice president, Bud Jefferson. Bud was the right-hand man to Zagrum’s president, Kate Stenarude. And due to a shift within the executive team, he was about to become my new boss. Click below to download this excerpt from Leadership and Self-Deception.

Experts tell us that learners learn 70% from on-the-job experience, 20% from others and 10% from formal learning. The proposition is that L&D needs to refocus on performance. This means doing less of instructional methods and more on experience-based approaches.

You gotta love a great screen capture/application simulation.  But what about the bad ones? Getting amazing application simulations isn't always as easy as you might think. What are the essentials to the creation of a slick, smooth and effective application capture training? How much of it can be automated and what should you do to ensure that your application capture projects are the best they can be.

Have you heard? The latest buzz in employee training is turning the traditional classroom teaching structure on its head.

The time and energy company managers spend trying to keep their people focused on results is substantial. In fact it is a major resource drain that significantly undermines company performance. Managers must, therefore, find effective ways to unleash the potential of their people and ensure that they are in sync with their company’s visions and objectives. But how? Click below to download this White Paper.

Implementing a new training program or initiative can be overwhelming. There are a lot of moving parts, and it's easy for things to fall through the cracks. Oftentimes, the main focus is the launch, and then program managers adopt a "set it and forget it" mindset once the program is up and running. But every phase from planning to execution to analysis is important! Breaking down the process into phases and creating an overview of what you need to accomplish in each phase will help you prioritize and ensure nothing gets missed. In addition to helping you feel more organized, this approach will help guide your program. You'll determine how you'll calculate ROI, as well as how you're aligning initiatives to organizational goals and values - two things that are important for leadership buy-in and continued support! In this comprehensive checklist, you'll learn what should be done in each phase to make your program successful. You'll also learn: All the details you need to think through before launch What your focus should be during implementation How to gather feedback and refine your program Also, check out the new BizLibrary Video Lessons Collection - TrainingMagNetwork.com membership benefit.  

The retail apocalypse has wreaked industry-wide havoc. Gymboree, Payless ShoeSource, Diesel and Forever 21 are just a handful of companies that went bankrupt this year. Evidently, retailers are facing unique challenges in today’s volatile business world. Brand loyalty has become a thing of the past, while industry trends seem to shift by the day. Keeping up with the pace of change can feel next to impossible. What can explain this widespread disruption? Can companies in other industries learn from the retail predicament to avoid the same fate?

Having a great onboarding program is essential to any organization. Imagine if every new hire came to work excited and ready to contribute! Your learning and development team plays a big part in making sure new hires feel welcome and prepared.

Employee engagement levels are early indicators of online training success. Engaged learners maintain their interest in professional development and make time to stay the course in order to add new skills and advance their careers. How can your training programs maintain higher levels of engagement?

Most talent development programs are linked to business measures. While business measures may improve after a program is implemented, unless evaluators take steps to isolate the effects of the project on that improvement, they have no credible claim to the improvement - leaving stakeholders to wonder, "What caused it?" In this session, Dr. Patti Phillips will explain techniques to isolate the effects of talent development programs so business partners may better allocate resources to different programs. Case studies will demonstrate each technique. Participants will calculate the improvement in business measures as described in the case studies.

Ever noticed how physical examinations always start with the doctor or nurse checking your pulse rate, respiration, and temperature?   Those vital signs of health are critical to the body working, so we start there. In your training world, there are also vital signs of health. Is your content truly participant centered? Do your learners experience the power to choose and a sense of belonging? Does training feel like a mandated requirement or an anticipated event? When you PC vitals are healthy, retention and application improve dramatically.

BizLibrary Video Lessons 

Snagit makes screen capture and annotation quick and easy, but many people are just scratching the surface of its capabilities.  There are a few tips and tricks that make Snagit incredibly powerful and versatile and even our most experienced users aren’t aware of all of them. In this webinar, we'll share 7 features of Snagit that can help you create effective and professional visuals.

Adding interactions to your eLearning courses can make them interesting and engaging for learners. But it can be time-consuming, and to some extent, challenging as well.  

Welcome to the Developing B-Players Into Top Performers video series! Managers typically spend most of their energy working with their high performers -- their superstars -- or with their low performers, trying to improve results. As a result, the middle tier of employees -- the people who show up and get their work done -- get ignored. In this video lesson, we will look at the tiers of employees and explore why B-players often don't get the attention and nurturing appropriate to their high potential to contribute.