As video becomes more integral to how businesses train, communicate, and share expertise and information, now is the right time to consider how your organization manages its video. So what are the right questions to ask in a video platform RFP?  

A substantial number of videos move us. We become amazed. We empathize. At times we cry. In fact, we realize that we learn a lot and relate to the messages of these videos.

Think about your most recent sales training or the last sales book you read. It was all about the sale, right? Closing the deal. Making it happen. Taking control. But things are different in 2017.

So you know the fundamentals of training evaluation. It's time to take it to another level. Never before has there been so much interesting in demonstrating the impact and return on investment in training programs as there is today. In fact, according to ATD/ROI Institute research, impact data and the financial ROI are the number 1 and 2 types of data senior executives want to see.

Adventist Health System is a faith-based health care organization headquartered in Altamonte Springs, Florida. A national leader in quality, safety and patient satisfaction, Adventist Health System's more than 80,000 employees maintain a tradition of whole-person health by caring for the physical, emotional and spiritual needs of every patient.

Let your content shine and get your online audience engaged with our crash course on designing creative webinars. Follow Becky’s simple steps and your audiences will remember more of your content, and they’ll have more fun along the way. By the end of this session, you will feel confident you can add excitement to your very next webinar.

Do we ever really manage time? It frequently feels like our work week manages us. The reality of effective time management isn’t to try and squeeze more and more productive minutes out of every day, but to find ways to focus energy and effort into those hours we allocate to work.

The number one focus in the learning field is workplace performance. And yet, too often, we default to old models of learning—even when we’re using the latest technologies. Even worse, we jump on the bandwagon of a new learning tool without aligning it to proven research-based learning methods.

New technology has drastically changed the way we learn, and employers are incorporating it frequently to more effectively engage their learners and reduce the time and costs of training.  In 2017, we’ll continue to see companies rapidly adopting new, innovative forms of learning. 

A single microlearning event lasts only a few minutes, but that doesn’t guarantee those minutes were well-spent. You want to create learning experiences that really have an impact, no matter what the size. So, when you need to design for brevity and quality, where do you start? Find answers to that question in this 60-minute webinar.

As video becomes more integral to how businesses communicate, how teachers teach, and how we all share ideas and information, many organizations are finding that now is the right time to review how they’ve managed video content in the past and how they plan to do so in the future. That’s because video is unlike any other content:   Different video recorders often produce different types of video files, many of which cannot be played back on other devices Video files are much larger than text documents and quickly exceed maximum file size restrictions on common LMS and CMS solutions And video files are traditionally impossible to search, limiting the value of any recording to anyone looking for specific content But even in the face of these challenges, the popularity of video is exploding. Academic institutions are individually recording 80,000 hours of video every year. 76% of executives already watch a business video at least weekly, and Gartner Research predicts in the next few years, every employee in every company will interact with video at work three times every day. The growing prevalence of video has prompted Forrester Research to recommend organizations "Plan for video content, not just videoconferencing." Doing so offers a variety of rewards, from reducing the cost of meetings and events, and improving training and executive communications, to enhancing remote employee engagement and encouraging internal social learning. Delivering those returns starts with finding the right video platform. For many organizations, however, this is a no small task. The video platform market is young by enterprise IT standards, meaning feature-for-feature comparisons can be difficult to research. And details crucial to successful implementation are all too often obfuscated by video technology standards and industry jargon. Finding your next video platform doesn’t have to be complicated. All you need are the right questions in your next Request For Proposal (RFP). A sharp video platform RFP will make it easy to sort out the contenders and spot the options that can best meet your video needs, both now and for the future. So what are the right questions to ask in a video platform RFP? Here are our top ten recommended (jargon-free!) inquiries to include.

A subscription-based training model can help to empower your customers with the knowledge and skills they need to get the most out of your product or service. Selling training to your customers is also a tremendous business opportunity that will help to improve the ROI from your LMS. But where do you start? What’s the best way to package this kind of training? How should you market subscription-based training to your customers?

Skills help with engaging learners and improving your understanding their overall abilities in relation to what your need them to know and be able to do.  Aligning learning to skills and skills to jobs can give you a better picture of the health of your bench and insight into what to do next.    Join Dr. Allen Partridge in looking at skills in your organization and how can this apply to jobs, Learning, engagement, reporting and your LMS.

Organizations that don’t encourage feedback are setting themselves up for failure. A Gallup report states that managers who don’t provide feedback fail to engage 98 percent of employees. That’s not a typo - 98 percent. And engagement is the key to employee productivity and retention. This is a talent issue that impacts the entire organization. But how does HR infuse feedback into their company culture? Join us for a practical conversation about creating a feedback culture.

What is time management? A useful definition of time management might be, The ability to use one’s time effectively and efficiently. Now that’s sounds simple, right? If only accomplishing our goals was truly simple, all of us would likely be in better places both personally and professionally. However, the reality of our lives tends to create demands on our time that get in the way of effective and efficient uses of time. A fact that is inescapable about time is that it is finite. We simply cannot "manage" more time out of our day or lives. A day comes and goes, and no matter how much we’d like things to be different, each day lasts only 24 hours.  Therefore, in a very real sense, we can never "manage" time the way we manage other factors that influence our success at home or at work. We have to think about time differently if our goal is to be more effective and more efficient.

One of the top issues companies are tackling today is the readiness of new leaders as they join the leadership ranks and contribute to the success of the organization. As leaders can significantly impact people’s performance, developing the kind of leader whom people are drawn to follow is crucial. For this to happen, leaders must understand how integrity, resiliency, and courage are critical to the leadership role and be willing to put aside their own insecurities to inspire the people they lead. Your role as a training and development professional is central to developing the quality of leaders your company needs. In this webinar, we will help you sharpen your perspective on the critical skill set and mindset required of today’s leaders. We will share with you a framework to help you assess how you are addressing these two core leadership components in your development efforts. 

Over the past 18 months, companies have started to invest more in their people through learning and development programs, and increasing investments are made by vendors in the marketplace with a focus on the LMS.  Why?  To keep top talent today, companies need to make those investments. Technology is changing faster than ever and the best employees, ones that continue to develop themselves, are being heavily recruited on social networks. The people and companies that stay ahead of the curve will continue to succeed. Those that don’t will become obsolete. 

How would it impact your business if your training strategies add immediate value such that it actually shortens learning time and raises productivity? 

L&D is increasingly being asked to demonstrate value to the Business, however many approaches are too academic to resonate with business leaders or are too resource-intensive to be applied to all but the most strategic, costly programs.  Learn how CEB is evolving the field of Learning Analytics by applying a Portfolio Management approach to managing the learning asset catalog.

Have companies built a workforce strategy where employees become a competitive advantage? More than ever, organizations are coming to recognize the tremendous competitive advantage in a workforce that's highly motivated, excited and tightly connected to business goals. Building a powerful workforce strategy remains front and center for HR teams. The BIG Shift: Moving Beyond Processes to Experiences As HR leaders look ahead to 2017, attention is shifting. HR processes remain important, but a new emphasis has emerged on moving beyond activities to creating an employee journey that attracts, motivates and connects to company results.

The makeup of today's sales organization can span up to four generations.  Engaging sales professionals across this spectrum requires a blended training approach, and new thinking about the content we develop and the modalities we use to deliver it.    

Have companies built a workforce strategy where employees become a competitive advantage? More than ever, organizations are coming to recognize the tremendous competitive advantage in a workforce that's highly motivated, excited and tightly connected to business goals. Building a powerful workforce strategy remains front and center for HR teams.

Are you being asked to create or deliver training that "works," meaning it provides measurable performance improvement and enhances organizational results? You are not alone. Ironically, evaluating training value is often an afterthought, considered only after training is complete.

With so many Learning Management System vendors out there - and with so much happening with learning technology - choosing a learning environment that will work for your organization, now and in the future, can be a challenge. This is especially true as the LMS has moved well beyond course management, and even yesterday’s "LMS+", and must provide a true learning environment. This guide is designed to help you get past the competing claims, the long lists of feature-by-feature comparisons, and focus on the most essential factors to keep in mind as you make your evaluation. With nearly two decades experience providing organizations around the globe with the world’s leading Learning Management System, we’ve learned a lot about what matters most in an LMS. And that’s an LMS that:   Goes beyond course management, and even overall learning management, and provides a full learning environment Has learners at the center Is easy to update with content and programs Holds a proven track record of learning innovation Expands its portfolio with innovative partnerships Is dedicated to your ongoing success Whether you’re evaluating an LMS for the first time, or re-evaluating your current approach, this guide’s for you.