Oftentimes, webinars and virtual training are focused on "learning for the future." Their goal is to present all the content so the learners will hopefully remember and apply them on the job. Unfortunately, this method creates a big distance between knowing the concept and the time of applying the content. The consequence is that few ideas are retained and eventually applied. Learning, for now, is another option. It enables learners to learn to apply ideas now, instantly, and immediately. The benefits are that the webinars bring immediate results at work, and the learners remember the lessons better because they have the chance to apply them "now."  

To survive within and beyond the pandemic era, your training company’s learning program needs to be online. And, to do eLearning well, you need an LMS.

Digital Transformation has accelerated the need for an agile workforce. Organizations need to go the extra mile to train their employees to be ready for the future of work. 

Everyone wants to use microlearning and many of us are already doing so. But going micro is more than just delivering bite-sized content. It’s about focusing on the learner and their needs. There are many different use cases and formats for microlearning and they meet learner needs in different ways. This creates a tremendous challenge for us to identify the best design practices, delivery approaches, and implementation methods. When we understand HOW we are going micro, and HOW we are meeting the learner’s needs, we deliver microlearning that has value for the learner - and the organization too.

Are we there yet? Kids get restless and eventually stir trouble from the backseat on long road trips. In the same way, participants wonder Are we done yet? when they’re kept to the "backseat" on webinars. But with the right techniques, you can harness your audience into the driver’s seat for an exciting virtual training. In this session you’ll identify difficult online training behaviors and specific strategies to minimize, redirect and cleverly overcome them without breaking a sweat.

OH YES! I hear and answer these questions almost every day. Some questions are basic, others are difficult. But most come from the same root causes. As the saying goes, "The ship has sailed without them". A lot has changed in Learning and Development philosophy and principles, but many continue to ask old questions.  More often,  the cause is that many who asked these questions have not changed their assumptions. However, the consequences of not finding answers to the thorniest questions and applying the solutions impede learners’ ability to learn, contribute, and have passion in what they do. Unanswered questions damage our capacity to design, develop, and implement training and learning. 

For many companies, Learning & Development has taken center stage. In fact, 72% of executives agree that L&D has become a more strategic function in their organization. And among employees, 70% say they would leave their current company for one that invests in employee L&D. With heightened demand for Learning & Development opportunities, many companies are looking for ways to implement a simplified yet effective L&D strategy. Designed for HR professionals, this essential infographic outlines how to make your L&D strategy a seamless part of your organization, motivate your teams, and drive sustainable growth for your company.  It will help you:  Understand what’s valuable to both your employees and customers  Get to the L&D finish line as quickly as possible  Ensure what you are building results in something your employees and customers actually want

The "Great Resignation," "Turnover Tsunami" or the "Big Quit," whatever you choose to call it, the trend of job departures in the last few years has been unnerving for organizations. The workforce is taking stock of their careers and reevaluating their priorities. In 2020 alone, 40% of U.S. workers have changed jobs, managers, or roles. Employees are craving new opportunities for personal growth and learning to help them sharpen or build skills. If your people don’t believe those opportunities exist at your organization, they will look elsewhere. To stem the turnover tide, organizations must connect their people to more personalized learning, critical skills development, and give employees control over their career paths and opportunities for growth. Workers who can see what internal growth opportunities are available within the organization are more likely to stay, as they can chart and track their progress towards the career path they desire. Exposing your people to a wide variety of roles will help them gain a greater range of skills, be more collaborative across business areas and be more productive. And you’ll experience a massive increase in time-to-productivity as your "new" hires will already have most or all of their corporate onboarding done before even assuming the new role. Using your own people as a talent pool for filling job requisitions has a ton of great benefits. Use this checklist as a reference guide to ensure your organization has the tools it needs to plan, facilitate and execute a great internal talent mobility program.

Snagit is a simple yet immensely powerful screen capture and recording software. With its many features, Snagit has found a place in a wide variety of organizations and workflows. Snagit is used to facilitate visual communication, create documentation, provide feedback, create video tutorials, and much, much, much more.

It’s hard to find the perfect vendor in the oversaturated learning technology market (700+ LMS vendors alone). How do you know they’ll be the perfect fit without trying a demo? Who has the time to try hundreds of demos? What’s a Chief Learning Officer (CLO) to do? You need a cheat sheet. This guide will help you narrow down the musthave learning technology features to drive business growth. At the end of the day, you don’t need the perfect piece of learning technology, you need the right fit for your business. Unfortunately, learning technology traditionally focused on only one business segment—employee education. But today, companies use education to build their brands, foster communities, or generate revenue. That’s where traditional learning technologies fall short: they won’t deliver results for these new business models. There are three broad categories for education in the corporate learning space: Training companies and associations sell education programs to individuals or businesses to help them master professional skills, sometimes demonstrating mastery through a certification or credential. Extended enterprise is your network of learners who are not employees but require training on your products or services to be successful. This includes customers, channel partners, contractors, or franchisees. Employee education programs train the employees working for your business. This may include internally developed or off-the-shelf courses (or both). With this guide, you’ll be able to identify the non-negotiable features your business needs to be successful.

What does a successful blended learning approach look like in 2022? Or in 2025 or 2030, for that matter? According to 2022 data from Pew Research Center, more workers today say they are working from home by choice rather than necessity. Among those who have a workplace outside their home, 61 percent say they are choosing not to go into their workplace, and 38 percent say they’re working from home because their workplace is closed or unavailable to them.

When crafting eLearning materials, many people use a storyboard to help the client begin to visualize the created content and shape the script. Most people use only one storyboard style, but using multiple types can solve a variety of client communication issues.

In our last session, How to Accelerate Sales Effectiveness and Build Champions, we explored how to use technology & automation to train sales teams at scale.  

"The customer is always right." For a long time, this slogan was the shorthand for good customer service and relationships. And many businesses put it at the center of their strategy for growing a loyal base of happy, repeat customers. It is more important than ever to provide quality customer care in today's competitive market. More than half of all customers find they’ve gotten nothing from their customer service interactions. Consumers are more likely to take their business elsewhere if they don't receive the level of customer service they expect. The numbers are telling, as 40% of customers in 2020 stopped doing business with a company because of poor customer service. While offering a top-notch product or service may be enough to inspire an initial purchase, quality alone is not what keeps a customer buying from a brand for life. Brand loyalty is, and it’s at the core of quality customer relationships, which is in partnership with customer service. For the purpose of this article, we are combining customer service and customer relationships and calling it "Customer Care".

With so many metrics in your organization, how do sales leaders determine the best sales metrics to track? In my work with clients, I see varying degrees of maturity when it comes to implementing and tracking metrics. The truth is that what you put focus on as a sales leader determines your team’s success and the organization’s overall sales growth.

We all know that we learn from experience, not just what happens in a classroom. And the global pandemic has shown us that whilst the learning can be virtual, it can’t just be a presentation with no interaction. Live online learning specialist Jo Cook draws on her near-decade of experience in the virtual classroom to highlight how experience design can make your sessions hit the learning mark for your attendees, and for you too!  

Sales as a function is changing. In a recent report by Gartner, 80% of all B2B sales transactions are predicted to happen over digital channels by 2025. Moreover, 20% of B2B companies will see revenue coming from multi-experience sales channels. Consequently, sales effectiveness is emerging as a top priority across organizations worldwide, following market share capture.

Why should you invest in online employee training? That’s the question on every leader’s mind. Well, 61% of adults in the U.S. seek career development opportunities when considering job opportunities, so it can help with hiring and retention. Also, 89% of employees want training available anywhere and anytime they need to do their job, so it’s what employees want. From upskilling to reskilling to building an attractive and engaging culture, training has the potential to be a catalyst for change for organizations. This ebook can provide HR & L&D professionals with:  More statistics in favor of investing in employee training  Tips on how to bring leadership into the fold and buy into the idea of training  Strategies to make sure your training program is successful and shows ROI

Join Kirsten Rourke in a hands-on workshop in which she shows how to quickly create compliance and soft skills courses with Adobe Captivate. 

In the last decade, videos have become the most consumed content format. It's in the best interest of companies to take advantage of the video content wave. But have you adopted video content effectively? And have you been able to adopt video content at scale?

Corporate training plays an essential role in maintaining employee engagement and the success of a company, and the evolution of the workplace has highlighted the need for effective learning and development (L&D) programs. With the shift to remote and hybrid business environments, your training program needs to adapt as well - yet L&D leaders battle with limited resources. In order to keep stakeholders invested and advocate for budget, L&D leaders must demonstrate their role in strategic innovation and illustrate how they support business objectives in a competitive market.

The workplace in 2022 is at a turning point. Employee burnout is at an all-time high; employees are switching jobs (and even careers); and employees are seeking work cultures that promote flexibility and well-being. As a result, business managers are trying to improve employee satisfaction among the people they manage through new initiatives that improve retention, like offering new workplace learning opportunities to employees. Qstream fielded a survey of 534 U.S. business managers across organizations in the financial services, technology, healthcare, manufacturing and life sciences industries in the United States to discover: How effective workplace learning programs are currently—and where more work must be done to make them effective and efficient How important workplace learning initiatives are to counter workforce burnout and attract and retain talent If organizations are effectively measuring the impact or effectiveness of their employee learning programs

Engaging learners is a difficult task for L&D professionals. In the corporate environment, developing a training program that everyone can participate in and follow to improve their skills is critical. Learn more about increasing learner engagement in online training courses by reading this brochure. What you will learn from this brochure: Understand the learner’s needs and skills Create personalized learning experiences Make content mobile-friendly Multi-source learning Collaborative knowledge and skill development Gamified learning

A skilled facilitator can make or break the success of a hybrid learning event. Hybrid learning - classes that have a mixture of in-person and online audiences -- is the new norm for many organizations. Facilitators are being asked to accommodate learners in multiple locations at the same time.