Many sales professional’s world were turned upside down, seemingly overnight. Field salespeople that had spent years honing their face-to-face selling skills were now charged with learning how to prospect and sell in a world gone virtual. Inside salespeople were experiencing deal slippage and frozen budgets.

Learning practitioners seldom receive requests to help organizations teach programming skills or learn how to repair computers. On the other hand, it’s likely that hardly a day goes by without a request from someone to help put together a leadership training, or to help a team become better communicators.

No instructional designer ever sets out to purposely create barriers to learning. But we all see the world through our own lens, and that means we may be innocently excluding important groups of learners. In this session, we’ll take a step back and shine a light on hidden assumptions and biases that could make your learning less inclusive--and therefore, less effective.

Be in-the-know on fading practices, latest trends and the future of training. Join Becky and be part of the conversation on how to embrace changes in the training industry and not be left behind. Explore where we’ve come from, what stopped working, and what needs to happen next to meet the rapidly changing demands businesses like yours will face.  

How many minutes of your day do you spend worrying about making a mistake at work, stressing out about workplace politics, checking out of superficial meetings or over-planning and analyzing without taking action? If you are anything like the majority of people, chances are various stressful thoughts, fears and unhealthy judgments pop up in your head and take away from your energy and productivity. In our 17 years of working with businesses we have found that in order to keep these stressors at bay, we have to be intentional about where we focus our attention and what lens we use to process information. We like to think of that filter as our mindset, and we have dedicated our work to helping professionals of all levels, industries and personalities choose a mindset that helps them be more productive and happier at work. As psychologist and researcher, Carol Dweck brilliantly points out in her book "Mindsets are just beliefs. They are powerful beliefs, but they’re just something in your mind, and you can change your mind." (Dweck, Mindset: Psychology of Success, 2008). "

COVID-19 showed us how easily face-to-face solutions can be disrupted. This crisis brought about a new normal, and that means your in-person training programs needed to quickly adapt. Fortunately, pivoting to a digital-first learning model doesn’t only ensure the health and safety of your learners or the stability of your business, but it’s also been proven to be more effective. See how you can convert your instructor-led resources into amazing eLearning assets with this step-by-step roadmap for integrating digital-first learning at your organization In this eBook, you will learn: Four tips to boost learner engagement Things to keep in mind to create great training resources for adult learners Why eLearning fits the modern learner and the modern organization

With more employees working remotely, learning leaders need to adjust how they offer learning content. Learning modalities like instructor-led training remain a powerful option for some, but may need help from modern technology. This eBook breaks down a few ways to adapt learning programs to a scattered workforce.

Sales and marketing alignment is important in the best of times. Today, when teams are working remotely in the midst of a pandemic, it’s absolutely critical.  

If you’ve been creating eLearning interactions using the simple actions in Adobe Captivate, now is the time to upgrade your skills and start using advanced actions and variables to build custom interactions.

The recent increase in remote work has accelerated many organization’s Digital Transformation initiatives. Most employees prefer the flexibility and autonomy they get from working remotely. Companies are also realizing the benefits of a remote workforce. They are no longer restricted to talent within their own cities and are no longer confined to their offices as long as they build a resilient, cohesive technology ecosystem and company culture to support this shift.

Soft skills programs should perform and deliver results just like other learning programs. If the program is designed to drive business impact, then it should drive business impact. From the impact, the ROI can be calculated. Professionals involved in soft skills programs must be prepared to step up to the challenge of showing the value of major programs and initiatives, not only when impact and ROI are requested, but ideally before the request is made. Five levels of outcomes exist for every soft skills program, which represents a chain of value (reaction, learning, application, impact, and ROI). The challenge is to decide which programs are evaluated at impact and ROI.  

Discover how to create full-screen images for your slides using almost ANY photo you already have. Instead of wasting time searching for the perfect image, use these Photoshop magic tricks inside of PowerPoint to create it instead. This makes for great title slides, divider slides, and content slides.

On top of all your other responsibilities, you might have big-picture to-do items on your list, like "prioritize leadership development" or "create a high-potentials program." It can be hard to know where to begin with broad initiatives like this, especially when you're working with a new generation of leaders and need a new approach. The first step in developing millennial leaders is to get a better understanding of this generation. Once you understand what they want and need at work, you can create development opportunities, programs, and initiatives that resonate with them and set them up for success. In this infographic, you'll learn how to unlock the potential of this generation and create a workforce of strong future leaders. You'll also learn: How to measure the success of your development efforts Key characteristics of millennial leaders Why mentor programs are a must-have for developing millennial leaders What elements should be included in a custom development plan

Catalyzing change means setting the right conditions to accelerate the chemistry of people and ideas that allow your organization to innovate and keep pace with new priorities. Download this research report from the Cornerstone People Research Lab and HCI to gain insight into six action items that high-performing organizations use to build a new-skilling approach to learning and development.

Click and reveal interactions are quite common in Adobe Captivate.  We will look at two ways of creating great looking click and reveal slides with forced navigation.

Connecting with prospects in today’s climate requires a creative approach to events. Join prospect-attraction authority Kendra Lee and create a blueprint for planning and hosting webinars that attract new prospects and start conversations during these turbulent times. She’ll share how to create and promote a webinar that attracts prospects and digitally engages your community during turbulent times.

We all know video is powerful for individual learning. And, we all know culture is powerful in creating organizational agility, continuous learning, and employee engagement. But what happens when you put the two together, and start using video as a lever to move the culture?

Across industries and functions, soft skills are a clear differentiator in individual and team performance. They are both rare and valuable because they typically require real experience (mistakes, failure and reflection) to master and apply on the job. But how can learners practice high-stakes interpersonal situations in a safe and efficient fashion? Powered by a blend of AI and live human interaction, human-in-the-loop VR simulation has become the ideal way to gain essential skills in the workplace. It combines true human intelligence with AI in order to unlock empathic potential in your workforce and ensure organizational readiness to perform. Practice is authentic and spontaneous while cost-effective and scalable. 

An alarming number of organizations report that the half-life of a typical skill is continuing to dwindle. In a landscape of ever-escalating training requirements and ever shrinking lifespans for training content, how do we leverage the subject matter experts that we have more effectively?

Human error happens and complex technical systems break. They cause havoc in operations, materials, people, etc. and the subsequent bottomline. The inclination is to play the "blame game" and asking "who is at fault" and "who should be penalized." The problem with this approach  is that it does not address the true picture of why people make mistakes or why complex technical systems break down. The "pointing of the finger" approach wastes energies and valuable learning time. 

Why are some companies thriving in the current environment while others fall behind? The secret is modern sales enablement designed for virtual teams. Today’s winners are mastering virtual selling with an up-to-date approach to content, tools, and knowledge. Sellers are working harder than ever—and sales enablement has never been more important than it is today. At the start of the pandemic, you may have shifted overnight to virtual selling. But the processes and tactics you put in place in the Spring likely weren’t designed for the long term. Sales teams have had to learn on-the-fly how to succeed when in-person meetings aren’t possible. It’s time to figure out what works in this new world and what doesn’t. Sales enablement in 2021 will be very different from last year. But knowing how to pivot to a modern approach isn’t obvious. Download this eBook to learn the elements of modern sales enablement and how you can upgrade your current approach for long-term success. Get your eBook to learn: Best practices to accelerate results with virtual teams—and why traditional tactics are no longer enough 4 key capabilities of a holistic sales enablement solution How to build a powerful tech stack when your budget has been cut Plus, the 2021 Sales Enablement Checklist to help drive results next year and beyond   Don’t get left behind by relying on an outdated sales enablement approach. If you aren’t updating today, you don’t have a moment to delay.

This webinar will use the classic claymation, Rudolph the Red Nosed Reindeer, to explain talent mobility and explore many "what if’s" about talent and potential in the workplace that may, in fact, be right under our noses: What if Santa saw Rudolph’s potential from the start? What if Rudolph was more confident and felt like it was ok to share his uniquenesses?

The Power of Talent Journeys  Do you remember navigating through your first job? Fresh out of school, feeling nervous and unsure if it was the beginning of a lifelong career or not. Many of us can recall the position held and perhaps coworkers turned friends, sure. But for the majority, it’s the experiences we had that either led us to grow with the company or expand elsewhere. For today’s modern workers, a job should be more than a stepping stone. It must be a personal and memorable journey.  As a leader and previous HR practitioner, at times I’ve been circumspect when considering the future of work. From the tasks we manage each day, to the way we physically ‘show up’ to work, everything has changed. During virtual stand-ups, I’ve quipped about hosting from my basement as I’ve had to adapt to leading our teams during remote work. Still, we move through this journey—one that we feel is critically important to the health and productivity of our people.  This expedition I’m referring to is a unique and personal one which takes us all to different, yet intersecting, destinations. It’s the way an employee navigates your culture as they go through the talent processes. Most of all, it’s the relationship employees have with the work they do and the relationship your company has with its people.  From the goal-setting processes of talent management to the continuous learning we provide, this confluence feeds into a talent continuum that HR functions are built to support. And the paths that we create should be distinctly tailored to the expectations of our individual employees and their respective teams. It’s quite the task for any people leader. So, how can we mobilize workforces to positively impact business outcomes? How can we create distinct roadmaps to support and encourage our people through times of uncertainty and nervousness? We adapt, we move forward, and we create a journey to remember.  My hope is that this guide becomes a valuable resource to help you do just that.  Stephen Bruce  Managing Director, PeopleFluent

In these times, it is necessary to go beyond diversity and inclusion (D&I), it should be more than just a policy. In fact, research shows that employees who feel their voice is heard are more likely to perform their best work.  The results of this year’s American Management Association (AMA) Diversity, Inclusion, and Belonging Survey confirm that simply having a diversity & inclusion policy in place does not effectively solve the problem of discriminatory practices, whether deliberate or unconscious. A successful culture of belonging requires leadership commitment and involvement, an ongoing practice of inclusion, recognition of unique talents and accomplishments and an environment that fosters respect for openly and authentically sharing thoughts.