Looking to add podcasting to your organization’s learning solutions, but not sure where to start? Podcasting provides a simple, low-investment option to meet the need for informal or casual learning. Podcasting is an accepted and easy way to provide and consume content, largely because it is a format that easily fits into our busy lives. Organizations are adopting podcasts every day to disseminate and deliver important information to their employees.

Organizations that have successful learning programs are  very often ones that start learning right away — during  the onboarding phase. Having a fully integrated onboarding process and fully  integrated technology allows organizations to treat onboarding  as part of a holistic process designed to show value to new  employees (or employees in new roles), which has an impact on  organizational culture, employee resilience and business metrics such as customer satisfaction and even revenue.   Explore these concepts further in OpenSesame's newest eBook, "Onboarding in 2022 - What Has Changed and What Remains Critically Important."

This webinar will teach a very innovative approach to combining coaching and artificial intelligence to maximize sales talent for performance and predictable results. With the economy in a state of uncertainty there has never been a better time to ensure that your sales team's performance is optimized. 

Then you want Engaging Virtual Meetings, the promising and surprising truth to thriving on Virtual

The only reason they will want to escape your virtual training is because that’s the assignment! Learning online is now commonplace. Unfortunately, engaging attendees to participate, to come on camera, and to unmute can be like "herding cats," as the saying goes. Establishing a comfortable, safe, and technically sound online learning environment is essential. Meaningful and relevant activities are the secret. Like tasty treats and fresh catnip, attendees will be unable to resist actively participating in your virtual training when you use escape game strategies, irresistible learning activities, and a "never fail" debrief strategy to help them reflect! Invite participants to take charge of their learning and experience virtual training like they’ve never seen before.

Your organization’s approach to Diversity, Equity, and Inclusion matters, and has for a long time. In recent months, contributing to an employee’s sense of Belonging is proving to be massively important. Belonging is one of the fastest growing influences on how your employees and prospective employees, customers, partners, and others view the organization. This plays an increasingly large role in their decision to pursue a role with the organization or to leave. This eBook provides guidance on how learning and development can and should play a role to influence how employees experience an organization’s DEI&B. This eBook makes a case for how and why learning and development can be an agent for shaping the culture of an organization. Learning can contribute to a sense of employee belonging by creating a culture of engagement, opportunity within the organization, and productivity. Ultimately, supporting employee belonging can make great strides toward employee retention. In this eBook, we focus on a few key issues around Belonging: Tying Belonging to Strategic Talent Outcomes A Belonging self-assessment guide Opportunity checklist for ways to improve Community building Creating space to respond to changes

Your organization invests a great deal into learning and development programs. Do you know if your programs are working? Worth the investment of time and other resources? If your programs are meeting their goals, do you have insight as to why? Or, if they’re not performing well, do you know what they need to succeed? 

How do you design a presentation based on the values of accessibility, diversity, equity, and inclusion (DEI)? This session offers insights into the value of inclusivity that you can use in your own presentations, or share with your boss/team/client/company. Join us in this deep dive into an incredibly important topic.

Transitioning content from classroom and elearning modules into bite-size microlearning isn’t as difficult as it sounds. One key to quick lesson design is finding a simple, repeatable template. In this session, you’ll discuss how to chunk existing content into microlessons, transform classroom and elearning modules into quick bursts of training, and deliver it in a nice red bow!

We know you do amazing things with employee training and development all year long. Training magazine’s Training APEX Awards program offers the opportunity to showcase that excellence to your customers, employees, potential new hires, and senior leaders. It also helps you benchmark the effectiveness of your organization’s employee training and development—all applicants receive a feedback report and qualitative scorecard and can do a Training APEX Awards feedback call.  

In today’s post-pandemic world, yesterday’s L&D strategies are falling short. Cultural changes including a remote/hybrid workplace, the new "metaverse," and the expectation of knowledge on-demand have forced learning strategies to change. Innovations including virtual reality (VR), augmented reality (AR), microlearning, video-based practice, and machine learning (ML) are getting better results, so you need to be prepared.

In recent years, instructional video has become a major part of online learning. Thousands of tutorials are available on Youtube and we have all become accustomed to watching all kinds of video tutorials covering the most diverse topics. Unfortunately, video only offers the learner a linear, non-interactive experience. As instructional designers, we know that interactivity is essential to providing learners with engaging experiences that maximize retention. Fortunately, Adobe Captivate 2019, has several tools for importing videos into your interactive eLearning content. You can even make your videos completely interactive with a few easy-to-use tools.  

Your stakeholders have asked for something more effective than the same old drab eLearning course. But how do you do that? Attend this upcoming workshop on how to create more effective eLearning by using scenarios and learn when scenario-based learning is more useful and impactful than regular eLearning, where you can get stories to use in your scenario-based learning, and how you can take your existing content and convert it to scenario-based learning.

Just because the world is starting to open up again doesn’t mean things are going to back to the "old normal"--nor should they! Dr. Cindy McGovern will guide you through actionable steps to take to combine the best of old ways and new to create a winning a sales plan.  Many of the changes we were forced to implement in 2020 and 2021 actually turned out to be good for business; find out which ones deserve to stick around, and keep both face time AND Facetime in your toolbox.

According to a recent study by the Brandon Hall Group, most L&D leaders say their technology ecosystem is falling short - but why? Cultural changes including a remote/hybrid workplace, the new "metaverse," and the expectation of knowledge on-demand are forcing learning strategies to adapt. Innovations including virtual reality, augmented reality, microlearning, video-based practice, and machine learning are getting better results, so how do you prepare? If you haven’t already been asked already to implement these newer strategies, expect it. Get a jumpstart on building your next-generation learning technology ecosystem with this eBook.

When we design instruction, we typically hope that participants will remember what they learn and use it back on the job. It makes little sense to teach people how to analyze, make decisions, solve problems, and so forth and not have it influence performance on the job, right? Except…

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.