Work is changing. Rapidly. Dramatic shifts in human skill sets are already underway, and the need for organizations to reset for growth is critical. At the same time people are seeking a career path and an opportunity to actually change their lives - to develop new skills, new careers, and to find acceptance, purpose and belonging.

Today, there are lots of ways to get hybrid sales training and enablement wrong.  But fear not! 

"Work" and "fun" have historically been considered polar opposites. It was thought that you can work or you can have fun, but you can't do both at the same time--or in the same place. Work is what you do for your paycheck and fun is what you do on the weekend. Most of us must work to earn money to live, and sometimes enjoying the work we do seems like a luxury we can't afford. Or can we? Download this article from some recommendations.

As companies continue to grapple with the best way forward in navigating a Hybrid Workforce, one of the beliefs driving many companies to require that all employees return to the office is "company culture," that is the shared beliefs, values, norms and practices that uniquely distinguish one company from another. It's assumed by many executives that an organization's culture can only be learned over time by a culmination of in-person interactions conducted exclusively onsite in central office locations. For example, Goldman Sachs CEO, David Solomon, who has called remote work an "aberration" and not conducive to productivity, sent employees an email which in part stated: "We know from experience that our culture of collaboration, innovation and apprenticeship thrives when our people come together, and we look forward to having more of our colleagues back in the office so that they can experience that once again on a regular basis." Download below to learn more.

As we enter the post-pandemic era, most of us will find the workplace has changed. Remote work, which had been a dream for many workers, became a reality over the past year, as at least 42 percent of the U.S. workforce shifted to working virtually full-time from home. Now that the pandemic is subsiding, the Conference Board reports that 40 percent of employers are planning to have workers return to the office, but 61 percent of white-collar employees say they would like their company to let them continue to work remotely indefinitely, and of that number, almost 30 percent of working professionals indicate they will quit if they are told to return to the office. Download this artcile for some best practices recommended by Dr. Bob Nelson.

All variations of the hybrid workforce are emerging as employees head back to the office--or not. Many high-tech companies have granted flexibility for workers to continue to work remotely. For example, Twitter and Facebook have announced that employees can continue to work remotely forever, while Google has proposed that "around 60 percent of employees come to the office a few days a week, while another 20 percent will work in new office locations and 20 percent will work remotely. Download below to learn the options companies are offering and lessons they're learning.

The pandemic has forever changed how we work and learn. Not only have organizations discovered the strategic possibilities of a distributed workforce, but employees have also come to expect flexibility and choice in how they communicate and collaborate. Even as companies around the world return to physical offices, supporting both in-person and remote employees will be essential to thriving in a competitive business environment. A hybrid workforce is here to stay, creating new challenges for L&D professionals looking to train the workforce.   Download our white paper, The Essential Hybrid Training Playbook to learn:  How ready your organization is for hybrid training How to prepare for a new working environment 6 steps to building a future-proof L&D strategy

What is hybrid learning? It’s simply the live delivery of learning in both virtual and in-person environments. The future of work is hybrid. So is the future of learning. Our eBook is here to help you navigate this future. We’ll introduce you to our 5-stage hybrid learning model, including practical tips for designing, prepping, and facilitating hybrid sessions. This eBook explores: Why we need hybrid learning Shifting your mindset for hybrid learning Designing a hybrid learning session Preparing and planning the logistics Managing and selecting tools and technologies Facilitating and delivering hybrid learning

Learning departments are struggling with implementing and engaging learners through virtual and hybrid delivery methods.  No matter the modality, there must be a process of engagement in place that ensures successful transfer of learning to the workplace.  

For years, organizations researched, explored and discussed transforming content to a more learner-centric, multi-modal, personalized environment. But the actual transition has been arduously slow. Although the workforce has grown increasingly mobile, remote and dispersed, most learning organizations continue to focus on in-person, instructor-led training. Of course, 2020 and the onset of a global pandemic upended everyone’s perception of "business as usual" and kicked all of these trends into overdrive. Learners expect the technology and content associated with learning to behave the way technology and information behave in their everyday lives. They want personalization, context and relevance, and they want it immediately.  Download the free eBook by Brandon Hall Group and Xyleme

While organizations understood that skill gaps existed before the pandemic, the Great Reshuffle has only hastened the need for to close those gaps as record numbers of employees are making career shifts. One of the biggest reasons employees choose to leave is a lack of career growth opportunities. When employees leave, companies may feel pressure to fill vacant job roles right away while failing to recognize skill gaps and ultimately costing the organization more time and money. To better understand how organizations are tackling skill gaps, BizLibrary administered a skills survey to more than 200 respondents in the HR and L&D spaces with the below findings. In this eBook, you’ll learn: How training leaders are managing training requests  How to map and the benefits to mapping skill development Strategies to promoting training beyond simply compliance How to address the future of personalized skill development 

It’s not as though culture change was easy before the pandemic.  Using training as a lever to move complex human systems into new patterns of behavior was more or less a ninja-level skill even before the whole world went on lockdown. Then everything changed, again and again (and again!). We went virtual in a sort of all-or-nothing, emergency shutdown way… and then we came back in a sort of catch-as-catch-can, hybridized, random sort of way.  Now we’re trying to get our footing, adding new ways of working to old ways of working in hopes of getting ahead of - or at least, catching up with - a rate of change that seems to be ever-accelerating.

Did you know that only 1 in 4 North Americans views salespeople as credible in what they say and do? Almost every sales organization attempts to qualify prospects, but they should be giving equal consideration to how buyers qualify (or disqualify) them. It's much more than just price and product.  

"Unprecedented times." "The next world of work." "The great reset." You’ve heard these phrases repeatedly. And it’s true: The COVID-19 pandemic and other world events have radically changed how we work, where we work, and what employees expect from work. But in many ways, that’s a good thing — because a shift in the way we work has long been in the cards. Standing at the edge of a 5th industrial revolution, employees are now heading back to work after the most intense period of change the modern world has ever experienced. This also means organizations have a once-in-a-lifetime opportunity to re-build work in a way that works for everyone. And the future of work now lies squarely in the hands of HR and talent leaders. Like no other business leader, talent leaders hold the golden thread to reimagining the workplace for today — and whatever comes next. As agents of change, you have the opportunity to empower a more connected, collaborative, and future-ready workforce. The future belongs to organizations with the courage and mindset needed to reimagine how they work. To meet the future ready — with agility, resilience, shared purpose, and alignment — you must deliver a connected experience that creates value for people, and an environment that’s designed for collective growth and success. ​ This opportunity to redesign the way we work and pursue what’s possible may never come again — let’s not waste it. To help guide your path forward, we asked talent practitioners around the world - as well as renowned thought leaders from companies like The Josh Bersin Company, The Fosway Group and more - what they have to say about rebuilding a future that works for all. And what they had to say may just give you a new lens through which you view your organization’s approach to work. Filled with proven strategies, revealing statistics, and practical examples, this guide will give you the insights and inspiration you need to meet the future ready. You’ll learn why (and how) you should: Make learning foundational to people and business growth Turn skills into your new growth language Connect skills development to career paths Let artificial intelligence (AI) do some of the heavy lifting Download the guide now to learn how you can rebuild a workplace that empowers everyone to adapt, grow, and succeed!

Upskilling, designed mainly for those already on the job, is the process of teaching employees new or additional skills. Upskilling, or reskilling, traditionally costs less than replacing employees with skilled new employees. With an expensive price tag and high stakes, upskilling has surged across organizations worldwide thanks to digital transformation. Several influences have caused this massive upskilling, including:

Ready to rock and roll with Adobe Captivate? Participate in a 90-minute hands-on workshop by Damien Bruyndonckx and learn to create an exciting eLearning course that hits all the right notes! The best part? Create your own short project and earn a certificate of participation. 

Following accessibility guidelines may have you focusing on functionality requirements; but, an accessible course can be engaging and interactive too! As L&D professionals, it is our duty to ensure knowledge is delivered clearly to everyone. The challenge? We want more than something spelling out precisely how to execute Web Content Accessibility Guidelines (WCAG); we want our eLearning to be powerful AND effective. In the eBook, you get BOTH step-by-step instructions, along with checklists, tips on problem-solving, and general strategies that you can put into action with any authoring tool. 

As companies face unprecedented staff shortages and an ever growing skills gap, investing money in building strategic and on-going virtual training programs becomes essential.  Understanding what untrained or undertrained employees are costing companies reveals the value of training.  Download Now

"I’d love to add stories and storytelling in my lessons, but they are long, tedious, and hard to do, not counting the fact that it’s costly."

Pivot is the word of the 2020s, but SCARY is more like it.   Join Lou to rebuild your confidence by using project management to invent innovative learning and development. It’s time for L&D to shine, step out of the shadows and create a new frontier, not just what everyone else is doing.  Although there are many exciting new processes and tools in L&D, the way we work with people and learning needs has to stay top of mind.  

As a learning program leader, people look to you for answers. What keeps learners engaged with course material? Which courses need new or updated content? How can we improve our test prep experience and help candidates feel more confident? Yet finding the answers to these questions isn’t always easy. If you’re ready to learn a new way forward from fellow leaders who’ve been there before, this is the eBook for you.  We talked to 5 Chief Learning Officers and VPs of Learning at the country’s most innovative associations and certification providers and asked for the secrets to their success. Download this free eBook to find out what they are!

Let’s be frank: After all these years, PowerPoint still frustrates us left and right as we try to create engaging and effective slides. This session will address the most common problems and failings in the industry standard presentation program and provide practical solutions and workarounds to save you hours of wasted time and trips to Google asking, "Can PowerPoint do this…"

The world of work has changed. Trends suggest that hybrid and flexible work practices will be a permanent landscape in organizations. Employees want to assert their options to have a more say on their work arrangements. Businesses are wrestling with creative options to retain workers and talent, while making them productive.

Most organizations say they are committed to diversity, equity or equality, and inclusion. But many diversity and inclusion initiatives are unsuccessful or even counterproductive, especially if they focus on diversity at the expense of inclusion. In an inclusive organization, everyone should feel respected and valued for who they are as an individual or as a member of a group.