Leadership Development in the Age of the Great Resignation A roadmap to help organizations achieve a greater return on their leadership development investments by cultivating leaders who make employees want to stay. Fueled in part by the COVID-19 pandemic, droves of employees continue to voluntarily leave their jobs. Deemed the "Great Resignation," this exodus will continue for the foreseeable future, workplace experts believe. In a recent survey by Ecsell Institute, 25 percent of employees carry a moderate to high risk of leaving their jobs in the next year. Leadership often is a critical factor in employee turnover. We’ve all heard the adage: "People don’t leave jobs; they leave managers." While many leaders struggle to retain or replace employees, this is not true of all leaders. In fact, high-performing managers are four times more likely to retain employees than low-performing managers. The key is to discover what organizations can do to create high-performing leaders. In this year’s Annual Leadership Development Survey Report for Training magazine, we uncover the leadership development best practices that differentiate high-performing organizations from other organizations and highlight the specific steps organizations can take to create high-performing leaders. The results provide organizations with a clear roadmap to achieve a greater return on their leadership development investments.

Executive presence, the ability to inspire, influence and empower others is a vital leadership skill - whether communicating face-to-face or remotely. However, believing that executive presence is conveyed the same way to a live or virtual audience is not only inaccurate, it’s costly.  

Building the organizational culture now appears to be part of the mandate for Learning and Development (L&D) professionals, as how employees feel about working for an organization is perhaps just as valued as improving their knowledge base—particularly as the "Great Resignation" continues to roil the workforce. This white paper looks at the challenges Training Hall of Fame companies are experiencing and the strategies they are developing to design training and development programs and foster the culture that learners, managers, and senior leadership need in order to thrive, regardless of whether they work virtually, in-person, or in a hybrid environment. Having come from the pre-pandemic landscape where options typically were in-person or virtual and talent management, culture building, and L&D were separate functions, we now appear to be in the land of "and" when it comes to the role L&D is expected to play in employee training, development, and engagement.  

Do you know why DEI (Diversity, Equity, and Inclusion) training has become a front and center hot topic? According to the Center for Disease Control (the CDC), 1 in 4 Americans identifies as having at least one disability or impairment. Just imagine - if one-fourth of your learners cannot access your content, the economic impact could be significant.

Are you considering working with a custom content development shop to help frame your learning strategy, create a curriculum, convert existing training, or simply give you a hand?  Working with the right vendor can deliver extraordinary results—ones that engage learners, drive behavior change and foster a culture of learning in your organization—IF you choose the right partner. Download this free eBook and learn 7 best practices that will help you build a successful partnership and deliver better learning experiences. 

How many times have you found and/or kept a superior performer .?   According to Careerbuilder, 3 out of 4 small business employers have hired the wrong person.   74 % say they have hired the wrong person for a position.  It turns out that employees ‘think’ they can pick the best, but most don’t really know how to find and hire new candidates.

This webinar will teach the five foundations of building a coaching culture that leads to greater talent development and retention. 5 levels of a coaching culture are very easy to understand and require organizational persistence to execute.

Once we dig out from this pandemic, we will be able to get back to normal presenting and normal PowerPoint practices, right?

Have you ever wondered if conducting Level 1 evaluations are worth the effort? Or if you should stop using them altogether? If you’ve had these thoughts, you’re not alone. According to a 2019 Association for Talent Development (ATD) research study, 83% of organizations evaluate some learning programs at Level 1. Yet, only 35% view the data they collect as having either high or very high value.

Engaging and managing teams and team members spread across the nation (or even globally) is sure to present some challenges. That’s why it’s important to understand those challenges and know how to tackle them. From communication to training, there needs to be a plan in place.  In this infographic, you’ll learn: How overcommunicating is beneficial, and the best ways to do so How to best use and lay out meeting times The best ways to deliver employee trainings

A new generation of hyper-realistic simulations can be deployed on virtual reality (VR) headsets that cost less than an airline flight. Students and instructors can interact with each other as lifelike human avatars in pixelated practice spaces that mirror their real-life workplaces. The metaverse is upon us and it will upend enterprise learning as we know it. 

50% OF WORKERS SAY anxiety negatively affects their performance. 75% SAY most stressful part of job is immediate supervisor. 60% OF ORGANIZATIONS plan to address anxiety & well-being in the next three years.

Are your learners actively engaged in your online classes, beyond just typing in chat? Are you using your platform’s robust toolset to capture attention, and more importantly, keep learners involved? Do your learners feel connected and are they willing to contribute?

A recent survey found that organizations exceeding revenue goals stand out as developing thoughtful, buyer-first strategies. And at the heart of these strategies is sales and marketing alignment.  

Hybrid learning presents many opportunities for students and educators, alike. However, is your current web conferencing tool up to the task? Are you able to provide accessible, engaging, and personalized learning experiences for all? This ultimate guide for educators is designed to help you overcome common hybrid learning challenges and find the best platform for your organization. We’ll also explore how top-tier learning solutions stand apart from the rest and do away with traditional tools’ limitations.

We’ve all heard the adage: "People don’t leave jobs; they leave managers." While many leaders struggle to retain or replace employees, this is not true of all leaders. In fact, high-performing managers are four times more likely to retain employees than low-performing managers. The key is discovering what organizations can do to create high-performing leaders—especially as employees continue their exodus in the "Great Resignation."

If you follow the trends in the design world, you would have noticed that there is a real explosion in the use of motion graphics. You will see motion graphics in high use in commercials, sporting events and even newscasts. While motion graphics are typically used with video, many eLearning projects can use motion graphics without real video.

How can L&D professionals optimally strategize effective learning initiatives? Stay ahead of the game - know what L&D trends to follow in 2022, and which are over and done with.  This report created by L&D expert, Chairman of the Learning and Performance Institute Donald H. Taylor, takes a deep dive into the results of this year’s Global Sentiment Survey and answers the question: "What will be hot in workplace learning in 2022?" This year’s L&D Global Sentiment Survey, the ninth, shows L&D at a turning point, as the result of two forces. One is the demands of organizations, as they emerge from the pandemic, for more training delivery, very often with unchanged or reduced resources for L&D. The other is the need to deal with the emergency measures put in place in 2020 to mitigate the immediate impact of COVID-19.Taylor's report identifies the top digital learning trends of 2022 and what they mean for the future of workplace learning. He explains how these trends differ from region to region, which "hot topics" from the 2021 are cooling down, and how the pandemic has impacted the trends we see within the L&D industry.  More about the Global Sentiment Survey:  The L&D Global Sentiment Survey takes the pulse of the L&D community world-wide, annually. The one-minute online poll asks L&D professionals internationally what they think will be hot in the following year. The question is always the same format: "What will be hot in workplace L&D in [this year]?" Participants are asked to choose what they think will be hot, not what should be hot. Each person votes for 3 of 15 options, presented in random order. There is, in addition, an ‘Other’ option. Aggregated, and examined over time, these answers provide a fascinating look at trends in what people in L&D are thinking. The survey is published each year in February. The annual L&D Global Sentiment Survey, now in its ninth year, attracts responses from thousands of respondents in over 80 countries. More about Donald H. Taylor: Donald H Taylor is a veteran in the fields of learning and development and learning technologies, with experience at every level from design and delivery to chairman of the board.  A recognized commentator and thinker in the fields of workplace learning and supporting technologies, Donald is committed to helping develop the learning and development profession. From 2010 to 2021, he chaired the Learning and Performance Institute, where he continues to head the Advisory Board and Learning Professionals Network. His work over more than 30 years in L&D ranges from training delivery to director and vice-president positions in software companies. Donald has been a company director and shareholder for three companies through start up, growth and acquisition. He now advises a number of EdTech start-ups, and works with Emerge Education, a European seed fund focused on start-ups in this field. He is a graduate of Oxford University and in 2016 was awarded an honorary doctorate by Middlesex University in recognition of his work developing the L&D profession.

Do you know how to create an effective diagram? Can you create a graph that tells a story? An important skill in our field is the ability to convey abstract concepts, statistics and data in a meaningful way. Visualizing abstractions can improve comprehension and facilitate learning. It’s important to know how to design the best type of graphic to meet your learning goal.

Attend this high-energy, interactive webinar and get the top five practical marketing and sales techniques successful organizations use to eclipse their competitors. Use one or more to increase sales and revenue. Each technique is easily adopted and can be applied immediately after this workshop. Mike shares real-world solutions for short and long-term business development lifecycles. Don’t let your competition get the edge. Attend this session and dominate every opportunity.

Adult learners have a wealth of knowledge and experience that can be shared. In this session, we'll look at how to design collaborative activities and team exercises into your virtual classroom experiences using breakout rooms.

Have you noticed that some virtual presenters facilitate their sessions with such passion and skill that you find yourself enjoying the session and participating?  They masterfully manage the virtual platform, create a powerful learning experience by focusing on getting their participants engaged and collaborating. 

From the ongoing pandemic to the "Great Resignation," front-line workers are facing more pressure than ever. On top of these external pressures, front-line staff often lack organizational support as well, leading to poor productivity and a negative company culture. Research shows that 40% of front-line employees only receive training once a year or less. As a learning and development decision-maker, you have an opportunity to innovate and positively impact front-line employee training to motivate, educate, and retain essential workers. 

Learners can only absorb and retain very little from the ideas when we overload and overwhelm them. The problem is that designers are often focused on presenting ALL the ideas with the limited time in webinars. The consequence is that learners would feel like they are cramped in a sardines box. So, how do we untangle and unbundle large and complex content into chunked and small lessons?