Join us and discover how coaching best practices were introduced and implemented in this organization to build a highly engaged coaching culture. This webinar will provide a real world case study of an organization formerly struggling with the Great Recession that now employs a Director of Coaching under whom all managers coach their employees regularly with successful outcomes.

"If you're trying to persuade people to do something, or buy something, it seems to me you should use their language, the language they use every day, the language in which they think." David Ogilvy David Ogilvy, the famous marketing and sales executive, said it this way, "If you're trying to persuade people to do something, or buy something, it seems to me you should use their language, the language they use every day, the language in which they think." Nelson Mandela said it like this: "If you talk to [people] in a language [they] understand, that goes to [their] heads. If you talk to [them] in [their] language, that goes to [their] heart." The ability to communicate—whether to persuade or just to understand—goes beyond using words well; it requires the ability to use words in a way that has meaning for those with whom you are speaking. The ability to talk with someone in his or her native language isn’t just about them understanding you; it’s about you understanding them—their experiences, their thinking, their beliefs, and their values. While definitions lie in words, meaning lies in the people who use them.

As the Mad-Hatter said to Alice (in Alice in Wonderland), "if you don't know where you're going, any road will take you there." With or without the Mad-Hatter we know the basic truth of this statement. Even without such a strategy, organizations though haven't stood still. They have spent monies, allocated resources, and invested time. However, without a clear and defined organizational learning strategy, organizations find themselves spending too much time, money and resources to get too little result. Significant investments in learning technologies are wasted. Prepared and motivated learning professionals are under-utilized. The workforce is left under-prepared and supported. And, as a result the organization is unable to fulfill it's promise to customers and shareholders, clients and supporters. This is truly an example of the 'ready-fire-aim' syndrome.

Looking ahead in 2014 and beyond, constant change will be the new normal for talent management professionals. Market forces and other external trends continue to reverberate in the industry, among them:   A rapidly evolving, complex regulatory environment Economic turbulence, uncertain growth, and financial markets that behave unpredictably, with implications for budgeting and talent acquisition Disruptive technologies applied to HR, such as predictive analytics and social technology, combined with techniques for ensuring the privacy and security of employee data A diverse workforce, which occasionally includes three or even four generations in the same workplace, as some Baby Boomers delay or work into retirement. At the same time, the temporary workforce swells—up to 2.7 million in 2013, more than three-quarters of a million higher since 2009 Geographically distributed workforces and "road warriors" make it difficult to administer policies, processes and procedures Problems attracting skilled workers, particularly in professional services, technology, engineering, medicine, and other specialized industries A talent management software market that has consolidated, giving professionals a more integrated set of solutions to choose from

Typically, people consider coaching as a way to catalyze some type of change: change in career, change in behavior, change in business results or income and change in life satisfaction. Most often, coaching interventions involve employing an individual who serves as a coach to help facilitate that change, but what would it look like if individuals could coach themselves? More importantly, is it really possible for self-coaching to effect positive change?!

What do we mean by agility? It’s how powerfully your organization can react to changes in the marketplace, recognize and close employee skill gaps, and align the right people in the right places to handle any pivots in business strategy. How can you make your organization more agile? There are several critical things you must do.  

Can you really drive organizational and individual performance through the art of coaching? Yes, you can! But it’s not easy, and it requires commitment, strategic thinking, empowerment, and action—on the part of the participant, the coach, the manager, and the Training function.

There’s no question, big data is a hot topic, to stay competitive in today’s market, organizations have to leverage Big Data.  Harvard Business Review dedicated an entire issue (October 2012) to the topic. A new book, Big Data: A Revolution That Will Transform How We Live, Work and Think (Mayer-Schonberger & Cukier, 2013), explains the issue in detail. This whitepaper illustrates how Metrics that Matter® (MTM) is a Big Data solution and how MTM aligns to these industry standards and widely accepted Big Data definitions.  

Join Training magazine on March 26 for this complimentary Webinar, sponsored by Aptara, and discover HTML5’s role in creating a long-term, cost-effective, and flexible mobile training strategy that will achieve solid results for decades to come.

New technology promises to take e-Learning out of the traditional, classroom-based paradigm and into a true "digital native" context. These new e-Learning tools will allow employees to engage in more active and realistic training activities, and they will incorporate emerging social learning and informal learning methods. Download this white paper to discover the implications of these next-generation e-Learning trends and answer these Three Fundamental questions: What unique traits set today's cutting-edge e-Learning tools apart from their predecessors? What are some specific examples of next-generation e-Learning tools? How can these tools increase e-Learning ROI and enterprise productivity?  

In the past, online education and e-learning failed to live up to its potential. Fortunately, the future of virtual learning is here. It’s now possible to create rich, robust and collaborative learning environments that can be delivered anywhere and anytime. Join this Training Magazine webinar, presented by UNC Executive Development, to learn how you can realize the full potential of virtual learning in your organization. You will hear directly from one of the industry leaders based on years of experience delivering world-class online learning. 2U Inc. was recently recognized by Forbes magazine as one of the 10 start-ups changing the world. Attend this webinar to learn how the company is transforming online education and how you can do the same in your organization.

Research shows that mobile learning results in better retention than other training models. Discover why training organizations use mobile devices to embrace online learning content. Among the many benefits, mobile devices enable learning from anywhere a user can connect to the Internet—in turn, allowing a more flexible training schedule.  

The question is not, "Should we be using social media in training?", but "How?" The consumerization of learning and technology has changed the way that SmartLearners learn. To be successful, blended learning programs must not only wrap the learning experience around the learner by integrating it into the workflow, but also provide ways that learners can quickly connect with a network of trusted experts.

Will your employees flourish in 2014? If you have a big budget there’s no problem launching a host of great HR programs. If not, here are some simple things you can do for employees in the coming year. Pick the ones that best suit your organization.

A story-based lesson can employ the "SRIA Model - Setup, Relate, Interpret and Apply"- to improve learning. But what is the approach to create a full program where there are several lessons? How do we make the lessons work in rhythm and harmony so each lesson moves the learner from one type of emotional learning to another? How do we immerse the learner so that each lesson builds up to a final "learning realization" or "high"?

It’s a debate that’s raging throughout the digital content world, from content marketers to eLearning professionals: "What is the ideal online medium for conveying my message?" The contenders? A flurry of tactics, ranging from ebooks to white papers to webinars to blogs to infographics to social media. Each has its own strengths and weaknesses. Each has gained favor in segments of the marketing and eLearning worlds. Conscious of the weaknesses of these alternatives, content creators continue to seek new and more effective media for their messages. Ask them to describe an ideal medium, and you’ll hear something like this: It would be up-to-date, like a live webinar It would be multisensory, like a video It would be navigable, like a white paper or e-book It would be actionable and trackable, like a landing page It would be interactive, like a website It would be sharable, like a social update It would be deeply engaging, like a video game It would be searchable and discoverable, like a blog It would be simple to follow, like a slideshow

Walt Disney once proclaimed that the gap between entertainment and education is an old and untenable viewpoint. The entertainments Disney created were both informative and enjoyable—unlike many learning programs. When engagement and learning are aligned, as Disney did, the result is magical; participants pay attention, they absorb information, and they change behavior.

Engagement, the employee’s commitment to their organization and their willingness to perform beyond expectations, has become a focus area for management. Engagement is more than mere job satisfaction; fully engaged employees are motivated and dedicated to making the organization a success. At the most simplistic level engaged employees lead to happy, loyal customers and repeat business. Importantly engagement also leads to improvement in retention levels. In short, it impacts the bottom line. Dale Carnegie Training asked MSW Research to undertake a benchmark nationwide, cross industry study of 1500 employees to explore engagement in the workplace. The study discovered that although there are multiple factors affecting engagement, the personal relationships between a manager and his or her direct reports is the most influential. 

So you’ve been reading and hearing about flipped classrooms for quite some time, but not sure how to implement it in your organization. Worry no more!

Where are you as you read this - home, office, taxicab? What kind of device are you using - mobile, laptop, printed version? The fact that there are so many possible answers to those questions is an indication of how our work lives - and indeed our private lives as well - have become increasingly mobile, global, networked and virtual. Download this white paper for the latest numbers, trends and insights into how they can be used to leverage virtual learning environments to meet today's critical talent needs.

Why can't your people negotiate? Probably because they don't follow a systematic approach that been proven to be effective. This session will provide a foundation and approach to training your staff in negotiation skills that is relied upon by top performers at all levels, from sales professionals all the way up to the C-Suite. The webinar is based on a real negotiation and requires participant interaction in a systematic approach to negotiations comprised of 3 Ps: Prepare, Probe, and Propose.

Educational evolution over the last ten years has resulted in a dramatic shift in the way we learn, a trend that will surely gain momentum in the next ten years. As technology continues to evolve, the traditional higher education model—one centered around brick-and-mortar schools—will find it challenging to keep up with, and address, today’s business needs.  

This paper is a case study based on a highly successful virtual team: ours! The team here at InSync Training grew organically and created its own best practices as we grew because it was the right thing to do for our customers. Our team is proud of the way we work - and that we have the most functional working relationships most of us have ever experienced. I am proud to share this story with you.  

Is there such a thing as "instant learning"?Experts in mobile and social learning say that there is increased prevalence that learners retain and learn by increments of knowledge and use them as frequently and quickly as they can. The method is "recursive learning" - small building blocks of learning with close proximity to work applications. In most situations however, the difficulty for trainers, eLearning and mLearning designers is that courses and lessons they develop are more driven towards the "completeness" of knowledge transfer rather than the "immediate application" of knowledge.