Cybercrime costs companies and countries billions of dollars each year. Most of us think of getting hacked when someone is phishing or has hijacked our email account. But serious cyber attacks have, and continue, to take place. These attacks put so much of our data and service access at major risk.

In the midst of the pandemic, the shift towards digital transformation accelerated—as did the seemingly permanent trend toward remote work. But new remote and hybrid office strategies make it harder than ever to manage productivity, cultivate personal connections, and motivate and inspire teams. Today, managers and employees must rethink how they communicate, collaborate, and develop trust in hybrid workplaces. At the same time, it’s critical to understand productivity is now directly tied to the flexibility and satisfaction that people get from their work. In this Idea Brief, featuring key points from a virtual event discussion with HBS Professor Tsedal Neeley, learn the critical elements that need to be addressed as we shift to a potentially permanent hybrid work environment: Why hybrid environments require organizational flexibility and a centralized approach Why cognitive swift trust and emotional trust are critically important for success Why leaders must consciously decide which digital tools to use in different situations Why regular team relaunches are an essential tool when leading virtually And why it is important to get new work environments right as we prepare for the impending digital revolution

Is your team finding it tough to use its budget effectively? Many training and instructional design teams are enjoying higher budgets, but either don’t know where to apply funds or feel like they’re not allocating them well. Or both. In this eBook, you’ll learn how to: Spot areas where budget and resources aren’t used to their full potential Identify opportunities to improve resource usage and save costs Apply learning operations data and insights Run L&D like a business

It’s no secret, people want to do meaningful work, expand their career opportunities, and understand their impact. To remain competitive, you need to help people connect what they’re learning to the benefits of career growth and new opportunities to advance their careers and transform the business. In this guide you’ll learn three critical steps to establishing skills as the universal language for growth and success for your people and your organization.

In this research partnership between HCI and Cornerstone People Research Lab, we investigate nascent new skilling efforts and patterns of collaboration for skills discovery and the development and delivery of learning programs. Although new skilling is itself new, we’ve found that organizations in which elements of a new-skilling approach are emerging also tend to outperform their peers on a range of talent and business outcomes. These high-performing organizations engage in practices that recommend six action items for building a new skilling approach to learning and development that can better keep pace with the changing needs and priorities of the organization and its people.

The "25 Challenge Questions to Personalize Your Virtual Training" is aimed to help you answer these questions. The article consists of my top-of-mind thought processes to help me understand, learn, and know more about the learners.

Growing a training program can be difficult whether you are just one person running it or there’s a team tackling employee training. It can also be stressful to take a step back and understand the strengths and weaknesses of your training program. Regardless of whether your program is brand new or already making changes at your organization, the potential it has for impact is high. With the right strategy, and a focus on continual improvement, you can reach the next training milestone and deliver even more value to your organization. In this infographic, you’ll learn: 5 phases of a training program KPIs for each level and strategies to reach each level How to prepare your program for success

Failures and errors happen each time work is undertaken. Their costs are damaging when they are undetected early on or devastating when persistently ignored. 

As we know, the most important component of a company are their employees. Studies have shown that most barriers that lead to employee attrition are people related. Replacing a lost employee is far more costly than training and inspiring leaders and employees while they are on payroll. Helping leaders and employees to understand how to improve their skills to improve their impact on organizations is a key component that is often over-looked.

Using Failures and Errors as Learning Opportunities - Ray Jimenez

When people’s heads are down, "performing, performing, performing," where can learning fit in? If there is no room for learning and development (L&D), then performance will soon suffer. An organization’s success is dependent on their employees’ skills development and continuous learning opportunities.

What if you designed virtual training sessions that were so engaging and effective people clamored to attend? With the pivot to remote work, web and video conferencing have become essential tools in the learning professional’s tool kit. Are you ready to move beyond stale slide presentations and boring chat discussions to develop truly engaging learning experiences? Learn how to leverage your participants’ need for practical, relevant content that is immediately applicable to their jobs. Recognize how to increase effective collaboration in virtual training sessions. Design challenging case examples that people want to solve with their peers.  

Video conferencing continues to fuel remote training, but is it really the best tool to use for all of your learning and development needs? Distributed teams require information in the flow of work, and repeated live training has put significant pressure on team schedules and bandwidth.

In this webinar, we will provide you with the essentials for converting traditional classroom training to the virtual classroom. Learn how to leverage the virtual classroom as a tool to maximize your training reach and address the immediate need to shift to virtual classroom training. 

The pandemic forced most L&D functions to throw out their in-person, instructor-led, learning playbooks and start asking, "How do I get all my learning online, ASAP?" Several months later, leaders realised that they might never get all their classroom training online, and what’s more, maybe that shouldn’t be the goal. The ways people work are changing; the methods companies use to learn must keep pace with those changes. Learning methods—literally, the ways people learn—are key to the question of how companies can enable learning and upskilling differently. Over the past few months, RedThread have investigated both the methods themselves and how organisations are choosing them. They looked at over 60 articles, hosted a roundtable on the topic, and talked in depth with 15 learning leaders. This report outlines what they found, including: An overview of learning methods and how they align to RedThread’s Employee Development Framework How leaders are deciding (on a continual basis) what methods work best for their orgs Real-life examples of how orgs are leveraging learning methods in different ways to help employees develop

Reskilling is essential to build foundational knowledge for the future. But what about driving performance and expertise over time? You can drive performance by building employees’ competence through reskilling with upskilling — making knowledge accessible in the flow of work to accelerate expertise. This ebook is for learning leaders focused on upskilling people, driving performance today, and augmenting reskilling efforts for the future. Read the ebook and discover: How to accelerate the ROI of reskilling How to drive continuous improvements of skills How to reinforce a culture of learning

You can't improve what you can't measure. With a growing emphasis on upskilling and reskilling in the training industry, learning leaders are challenged with effectively evaluating skills gaps.  For an accurate evaluation, though, assessments should mirror the real-world environment, be relevant to the learner's job role, and evaluate specific skills at the task level.  

The world expects more than compliance. Through a partnership with research and analyst firm, Brandon Hall Group, OpenSesame has distilled the latest in DEI benchmarking and progress research; and created a seven-part white paper series that reveals seven strategies that transform your DEI initiatives. Discover factors that connect within a DEI framework, methods for program longevity and employee action, and ways that leadership within your industry creates lasting and meaningful change. Learn about: Developing a holistic DEI approach that builds a culture to transform company connections Establishing strong DEI values across your organization to maintain engagement Assessing your industry’s needs and how to prioritize DEI efforts for robust and lasting outcomes Ways to integrate DEI programs into your current and ongoing learning curriculum

During this webinar, five specific coaching models will be taught that can be applied to today's workplace. The five coaching models will be specific techniques and strategies applied to five of the most common workplace challenges today.

Pivot with Passion: Darkness to Light As Leaders, it is our responsibility to walk bravely with darkness and light.  Now that we are mechanically doing the same old workshops, conferences and meetings with mostly online delivery, the darkness is beginning to close around us. Here’s an interesting fact about going from light to darkness:

DESPITE PANDEMIC CHALLENGES, L&D PROFESSIONALS ARE MANAGING TO CREATE A NEW TRAJECTORY BASED UPON HELPING PEOPLE INSTITUTE POSITIVE HABITS AND LEAN INTO SOCIAL CONNECTION. Two decades of research by Training 2022 keynote speaker Shawn Achor, and others, show that the greatest competitive advantage in the modern economy is a positive and engaged brain—especially during crisis and suffering. The more positive the brain becomes during challenges, the more capable it is to proactively adapt to changing circumstances and recover from stress, anxiety, and trauma.

The Great Resignation - or employees leaving their current roles for better opportunities in a post-COVID world - is well underway and shows no signs of slowing down. To survive and thrive, organizations must adapt to this changing economy and learn how to retain the best talent. Our infographic explains six strategies that can help your company attract and retain employees.

In the fall of 2020, we surveyed our customers about diversity, inclusion, and belonging. Our findings reveal that leading organizations are getting increasingly sophisticated in their approach. No longer a side initiative, actions to create inclusive cultures are becoming more holistic, pervasive, strategic, and measurable. But there is much to be done. Our research also reveals opportunities to close gaps between leadership intention and plans and the real-world perspectives and experiences of our people. Where is your organization on this journey? This report will help organizational leaders: Benchmark your organization’s progress on diversity, inclusion, and belonging against other global companies Identify potential gaps between the views and actions of your leadership and the perceptions of your employees that can impact your culture and performance Identify next-level actions your organization can take to close those gaps

"Hybrid" is the word that describes the unpredictable environments required to present your sales demonstrations. As you navigate the changes occurring in workplaces, you may have felt unprepared for handling a physical audience along with a virtual audience. Have you ever discovered that a key buyer was at the conference table at the conclusion of your sales presentation? Have you been caught flat-footed when asked to present virtually to an on-premises team? Have you found it difficult to engage both the face-to-face and virtual audiences at the same time?