Organizations are broadening their definitions of a "leader," and realizing their programs aren’t covering critical competencies related to technology and innovation, according to the fourth annual Global Leadership Development Survey conducted by Training, AMA, and i4cp. The findings paint a picture of firms being laser-focused on bringing effective global leadership development to their workforces, from their expanded definition of a leader to their shrinking tolerance for lack of results.

With training resources at a premium and a seemingly insatiable need for more capable leaders, it has never been more important to make smart decisions about who to place in leadership positions and how to develop those individuals. New research-driven insights to help inform these decisions can be found in The Global Leadership Forecast 2014 2015. 

While more organizations are addressing global leadership, the effectiveness of such programs has declined over the last four years, according to the fifth annual Global leadership Development Survey of 1,030 organizations conducted by Training magazine, the American Management Association (AMA), and the Institute for Corporate Productivity (i4cp). 

Talking with the C-suite, having a seat at the table, being a trusted advisor…whatever you call it, this form of success only comes from credibility fostered by a reputation of consistently giving good advice. This white paper will help you develop what it takes to propel yourself and your department into the confidence of senior leaders, reliably and consistently.

Training Top 10 Hall of Fame members, through this whitepaper, seek to make their decisions easier and well-informed by clarifying issues, exploring the roles of social media in training, and discussing the advantages and disadvantages of the many types of social media available. Throughout this paper, realworld- examples are discussed, along with insights from thought leaders in the training industry.

This white paper explores the strategies Training Top 10 Hall of Fame organizations use to engage their employees at all levels throughout the company, in good economies and bad. Case studies explore their approaches to onboarding, engaging middle managers, aligning engagement to business objectives, developing relevant learning modules, and building an improvementdriven culture.

Outcomes-based learning is proactive. It engages learners, building on pre-existing knowledge, skills, and experiences, and fills in the gaps. It promises measurable results. After training, an outcomes-based approach tracks how many times learners use their new skills in their daily work.

This whitepaper explores the strategies Training Top 10 Hall of Fame organizations have used to transform their L&D function into a strategic business asset. Case studies explore the evolution of their brands in terms of leadership, business alignment, cultural transformation, change management, and ongoing challenges.

This webinar begins by teaching you an esoteric skill that you could use to impress your family members and friends. We then walk you through alternative approaches for teaching the same skill in face-to-face, self-instructional, webinar, and e-learning contexts. You discuss the relative advantages and disadvantages of each of these approaches and figure out when to use which approach. You also discover the universal principles that add instructional value to all of these alternatives.

Is your organization beginning to rely on learning resources outside of classroom training events?  In today's hyper-networked virtual workplace, it is only natural to begin "thinking outside the classroom," -- virtual or otherwise!

Engagement is often seen as a top-down process driven by organizational management.  Employees often expect the company to do things to engage employees and hope our managers lead in a way that creates a culture of engagement.  While it’s true that employee engagement starts at the top, engagement is truly dependent on individual accountability.

Ever find yourself asking how to grow your company to the next level? How to radically change the culture of your organization? How to lead in a way that leverages diversity? It starts with self-awareness. Gone are the days when 20 potential leaders are whisked into a classroom or off-site for a week of intense leadership training. Today’s world of work requires intentional, repeatable and small bytes of learning.  

Does your company's ongoing growth depend on your ability to recruit and manage the kind of entrepreneurial talent that got it to where it is today?

Making learners feel comfortable and welcome from the moment of contact is critical to setting a productive learning environment. No trainer would disagree with this, right? Then WHY are so many of us failing to connect with learners before our sessions or unprepared when learners are entering our classroom - be it physical or virtual? 

Organizations are recognizing more than ever the critical need for laser focus on optimizing performance.

You see potential in good design. You can change behavior, drive results, decrease errors, and improve learner engagement. But, even the best designs are jeopardized if the process lacks the ability to support them.

You get a phone call. A client wants a proposal by close of business today - just three hours from now. You are competing for a dream assignment with two other groups. Can you create a compelling proposal? In this session Bob will share the exact proposal process he has used in this session multiple times.

Has your eLearning design gotten dull and same-old, same-old? Looking for some design ideas and inspiration?  Cammy Bean, Kineo's VP of Learning Design, shares some ideas and examples to get your design juices flowing. In this session, you'll learn to: Liven up your eLearning designs with strategies for making your content more human Design interactions that rely less on clicking and more on thinking Identify ways to extend the learning experience outside of the course and into the real world

You’ve heard it a hundred times. Continuous learning is critical to your talent management strategy—and your organization’s bottom line. To that end, you’ve invested in a powerful learning management system (LMS) and social tools, not to mention great content. But something still isn’t working. So what’s wrong? Simply put, your current learning strategy is no longer enough. Read on to find out why.

This webcast will provide a step-by-step strategy for building a powerful coaching culture at your organization. The webcast will teach specific pitfalls to avoid along the way, as well as input on how to get managers not only trained, but also enthusiastically participating in your new coaching culture.

As an eLearning designer wouldn’t it be great if you could take charge of your eLearning environment right from storyboarding your ideas to generating responsive eLearning courses to being able to effectively deploy and track your learners’ performance? With Adobe eLearning solutions, you can.

This webinar explores how you can use board game formats to provide effective and engaging learning activities. Using interactive approaches, you will learn five break-through ideas that have radically changed the nature of this traditional interactive device: designer games, cooperative games, board games on tablets, video walkthroughs, and loaded websites. You will also participate in a demonstration of three board game frames of immediate use in your training: trivia game, matrix game, and polarity game.

This two-part webinar hosted by Matt Abrahams, Stanford lecturer and author of Speaking Up Without Freaking Out, provides a hands-on, practical introduction to techniques that will help you develop and deliver engaging, participative and impactful webinars.

Up to 47% of jobs are highly susceptible to computer replacement in the next decade, according to one landmark study. Robots are after your job. In original global research conducted with Oxford Economics, we discovered that the number one concern people have about their jobs is that they will become obsolete. What can people do to prepare their careers for tomorrow?