Most economic indicators point to a strengthening economy over the next 12 to 24 months. But is your sales team ready to rise up and reap the benefits of the rebounding economy? Are they able to ask the thought-provoking, forward-thinking questions that create true value- or just describe product and reactively take orders?

Learning simulations both produce better learning and business outcomes. In a recent survey of 400+ learning leaders, 95 percent of those using simulation learning reported positive learner impact and success in achieving organizational outcomes.

Go beyond the buzzwords and learn how to truly achieve a culture of learning. This whitepaper, Three Key Steps Towards a Transformational Culture of Learning: Shifting From Investment to Scalability, is full of real-world examples, data, and expert insights.Learn the three key approaches leaders must take to implement and scale digital learning in a way that sticks, is applicable across the org and supports building a sustainable culture of learning.  Download the whitepaper to learn: How companies like Ford Motor Company use eLearning to develop skills that are the foundation of future work Ways to leverage natural and strategic connections to grow your content offerings, build communities of learners, and reinforce learnings, including a sample development plan How to develop a mindset and practice of lifelong learning across your organization And more. "Investment is an important step but does not guarantee success. Training pilots and kick-offs are only half the battle. Scalability demands solutions that deeply instill the culture of learning and dynamic capabilities within the organization. This is where eLearning holds unique potential."

In today’s disruptive business environment, it’s crucial for enterprises to champion cutting-edge learning platforms that keep their workforce ahead in the race. And undoubtedly, the key ingredient to every enterprise learning initiative is content.

Storyboarding is a vital step for building your eLearning courses. When authored effectively, storyboards will help you define the course flow, make it easy for stakeholders to provide feedback, and smoothen the eLearning course creation process.

Competency-based training should be an important part of any great employee development program. Simply put, competency-based training is a learning model where employees must reach a certain level of knowledge and skill on a particular topic before advancing to the next task. However, selecting which competencies to develop in your employees can be a difficult decision. In this eBook, we’ve further outlined what a competency is, how to define them, and how to implement competency-based training at your organization. In this eBook, you’ll learn: The competency cycle and how to use it to develop a successful competency-based training program How competencies can mature through different job roles are your organization How to create and utilize job profiles to assess skill gaps

We live in a fast-paced world. Our culture thrives on a "need it yesterday" mentality.  

With the recruiting, retention and employee engagement challenges companies are facing, understanding how investing in training can strengthen employees’ loyalty and commitment can help turn these challenges into achievements.

Did you know that 94% of key decision-makers say certified staff provide added value above and beyond the cost of certification?* This is why so many organizations invest in the practice of upskilling (and reskilling) their employees, but some nowadays are hesitant, and it is easy to understand why. COVID-19 brought with it massive changes to every industry and uncertainty to every worker. In complicated times such as these, employers may not see the point of upskilling a workforce, but it is only because they have not yet discovered its value. Upskilling, for the uninitiated, simply refers to teaching employees additional skills, procedures and methods to help them stay abreast of the latest industry best practices, regulatory requirements and standards. In general, upskilling helps gain competencies and efficiencies, so they are prepared to take on the challenges of the future. Upskilling can present itself in the form of taking new training classes, receiving select manager mentoring/coaching sessions, attending conferences, receiving new certifications, etc. The "how" of upskilling depends on organizational needs at the time and the availability of budget. This practice can help build and retain stronger and more effective information system teams in an industry that is in a state of constant evolution. New technology emerges daily and while it creates new business opportunities for your organization, it simultaneously widens the skill gaps in your employees. Plus, companies that opt out of upskilling workers expose themselves to further risk and may struggle to comply with ever-evolving compliance and regulatory requirements. Continued education offers the opportunity to combat skill gaps and retain an organization’s workforce. Training and developing new employees will expand their expertise and give an organization a competitive advantage. But that’s not all… 

Video permeates our daily lives - from scrolling through TikTok, video conferencing calls, and binge-watching Netflix, video is everywhere. Consequently, employees are increasingly comfortable using video for communication in the workplace.

Learning and talent development programs should drive organizational change. The challenge is that very few learning and development professionals have data to show top executives that their programs make a difference to the bottomline. The most critical issue when measuring the success of a major learning program is to assess if participants are using what they learned and if there is a corresponding impact? If you are not delivering these results, then you are in the entertainment business. All stakeholders involved in initiating, designing, developing, facilitating, implementing, and supporting learning programs should see positive results. When asked this during workshops and webinars, 91% of learning and development professionals agree.

Rachel Cubas-Wilkinson has been instrumental in the design of the Inclusive Leadership Workshop and studied the latest research from Gartner, Harvard Business Review, McKinsey, our own research and more to put together a 3 page report into the current DEI landscape within organizations, focusing on inclusion strategies in leadership. Read more about: The business benefits of inclusion Is inclusion happening yet? Why leaders aren’t getting it right 5 challenges of inclusive leadership Inclusion: 3 ways to get it done and make it work

We're in the training game to create change. We want people thinking and acting differently as a result of the work we do.

Today, more than ever, there is a need to ensure that virtual training works to improve organizational outcomes. Because of the surge in work-at-home arrangements and travel restrictions caused by the global pandemic, most learning shifted to virtual learning without the benefit of careful planning or preparation. This shift requires program owners to design virtual training with desired outcomes in mind and demonstrate that the virtual format works.

In recent years we’ve made important strides in learning experience design (LXD) ―but the transformation is not yet complete.

Low learner engagement is the worst. Often hampering your training’s impact and success, what can your team do to tackle it head-on and overcome lackluster engagement rates? At LearnUpon, we asked the experts. Working with our industry-leading Customer Success Team, this eBook investigates why learning teams experience low engagement, while also providing tried and tested techniques to boost your learners’ engagement.

We asked over 80 leaders in learning and development how they measured their organization’s training return on investment (ROI). Using the data from this survey, we’ve gained insights into what tools training leaders use along with much more. Discover more insights in our bite-sized infographic.

While organizations around the world are spending billions of dollars on training, most of that investment is being wasted. Here’s what you can do to make sure your sales training initiatives add up to long-term results. Have you ever observed a sales representative during a call and thought, "How can this be the same person who did so well during training? Why aren’t they doing what they were taught?" They’ve been through the training and learned the skills—intellectually they know what they should do—but now that they’re back on the job, they’ve fallen into old habits and behaviors. The fact is, this situation is more often the rule than the exception. Data collected by the consulting firm ES Research has shown that 85 to 90 percent of sales training fails to translate into a lasting improvement in productivity. So what’s keeping the training from moving sales professionals from knowing to doing? Here are 4 of the most common reasons most sales training fails.

Hiring a new salesperson is always difficult - especially in the current job market. But what if your next superstar is already employed by your company? Or what if they're already on your team - just in a different role?  They could even be working in a non-sales role for a business you frequent regularly.

Perhaps the single greatest challenge facing instructional designers is providing training materials that are accessible to all AND providing training that is maximally effective in achieving performance gains. We need to do both!  Don't resist good instructional design on account of needing to be 508 complaint. In this eBook, Ethan Edwards, Chief Instructional Strategist, shares some clarity and useful strategies to combat the difficulties in creating effective and accessible courseware. 

Uncover the sales negotiation fundamentals that are most often overlooked and misunderstood by salespeople, including both positional (win-lose) and principled (win-win) negotiation styles. You’ll also learn how to defend against the six most advanced procurement tactics that you may not even realize you are coming up against, such as: Best-of-the-Best Pricing Reverse Auctions and eBids Limited Authority Discomfort Nibbling Reopening

Microlearning is now the go to method for organizations to rapidly upskill and reskill their workforce to drive business forward. Traditional and one size fits all approaches to training have proven to be ineffective time and time again. These programs usually result in low learner engagement and only check for completion - not proficiency. This is a major barrier to L&D initiatives. It prevents them from truly receiving results that impact business objectives.  Download this white paper to get the latest insights on how L&D practitioners are taking advantage of microlearning to train people to acquire the important skills that beneficially affect business performance. 

Accessibility to Artificial Intelligence for your organization is easier than you think. Implementing a digital learning platform powered by AI will put your workforce ahead of the rest. In fact, 27% of HR leaders believe that AI-powered solutions for employee training will have a positive impact on learning and development. How can digital learning powered by AI impact your organization? Driving engagement for learners Making learning truly useful for your people Creating a true corporate brain that realizes an exponential business impact Create a business impact and better employee experience. Explore the four ways to power up your digital learning. Download our eBook to find out more.

People think that everything Disney touches is magic. It isn’t. It’s method. More specifically, it’s a methodical culture intentionally, aggressively focused on five components: Purpose, Priorities, People, Platform and Process. In this Disney inspired session, Lenn Millbower, a 25-year Walt Disney World training leader and the author of the book Care Like a Mouse, reveals strategies and tactics Walt Disney World has used to align those five components throughout the organization. The result? Method that creates magic. You can then methodically align your culture and to create your own organizational magic.