Running, launching, or revamping a training program is a lot of work. After deciding which topics to train on, who to train, how to deliver training, and dozens of other details, it's easy to forget to decide how to measure the success of your training program. Another reason training efforts aren't measured is because it's hard to understand what, when, and how to measure. When should I start looking at data? How soon is too soon to make adjustments? And what adjustments should we make? It can be overwhelming to look at your whole training program and make a determination if it's successful. Instead, breaking your program down into stages can help you set and measure goals every step of the way. This can also help you adjust your efforts incrementally, instead of doing a massive overhaul. In this infographic, you'll learn how to determine key performance indicators for each stage of your training program. You'll also learn: -How to break your training program into stages -What each stage should look like -How to deliver value at every stage

Sales training and enablement is tougher than ever before. Whether your sales force is across the street or across the country, you’re working overtime to support your team.  

Forget Photoshop and pricey stock photography—you already have everything you need to create professional looking image-centric slides in PowerPoint.

US companies spent 15 billion on sales training in 2018 according to LinkedIn’s State of Sales Report. For companies who didn’t focus on management training to make that training stick, they likely lost up to 13.5 billion of that investment to the Forgetting Curve- where up to 90% of new information is lost within a week of their training ending.

In this webinar, Clark Aldrich will discuss his new book, Short Sims, A Game Changer.   Short Sims are quick, engaging, "learning to do" online learning content.  They are how online learning may have evolved if PowerPoint had never been created.

Do you need to quickly convert your traditional classes to the virtual classroom? Are you wondering how to translate your classroom activities to the online environment? Are you looking for creative ways to maximize virtual classroom tools? And get ideas to create interactivity and engagement in your virtual classes?

As stress mounts from the uncertainty of the times and major shifts are brought about by the coronavirus - trainers, coaches and designers find ourselves in a dilemma. 

Looking for a way to accelerate sales results, but can’t get buy-in for new tech? Sales readiness technology helps you directly impact the bottom line by targeting activities that move the needle: training, onboarding, coaching, and in-field productivity.

Whether you are trying to determine if a retail sales representative can properly manage displays, or a fast food employee can correctly fill orders, there are tons of skill demonstration activities that can be used to validate that learned skills / competencies are being executed in accordance with expectation. But what is the best approach? How are training teams accommodating such skill demonstrations, and how do teams both track these custom bits of evidence and handle the submission of that evidence into a common repository.

As organizations contemplate options for re-entry, a lot of questions emerge. How can everyone remain safe? What if someone gets sick? When is the right time to go back? Should we even re-open the office? With companies like Twitter and Google opting for their employees to remain home for an extended period of time or even indefinitely, it can be hard to know what’s best for your organization.  

The modern learning era is about sharing knowledge with people all the time. However, there is a need to ensure that people have the knowledge and skills to do their job and perform at a high level. The rise of mastery-based learning solves this and is a trend that can’t be missed.  

We’ve reacted fast to the new virtual working environment. Congratulations—we’re pretty good at delivering virtual classrooms! But now our learners need more profound engagement, and our clients are demanding ever more power from learning. How do we respond?

Adopting remote-work opportunities is paying off for companies around the world, delivering positive changes to critical business metrics, such as reduced expenses,1 increased productivity and engagement,2 and decreased turnover and attrition.3 It’s also becoming increasingly popular among employees — 43% of people already work remotely to varying degrees,4 and 99% would like to have remote work be an option at least some of the time for the rest of their careers.5 But for all the benefits remote work can bring, it isn’t without hurdles. These challenges — barriers to effective communication, ongoing learning, and a thriving company culture — can run rampant if not proactively addressed.

Videos are the best and easiest way to learn about new content and skills. But they are inherently passive, with no opportunity for learners to interact with the content. 

Whether it’s an online meeting, a presentation via webinar, or live online training, engagement is the main question on everyone’s mind: Will it be worth my time to attend, or will it be an opportunity to check email instead? Furthermore, is it effective learning? How do you make sure that your learners interact with the experience and are really learning?

Measuring the impact of learning and readiness initiatives on revenue is the billion dollar question. In today’s uncertain environment, the answer is even more important. Rapidly changing markets, disrupted supply chains, and increasingly knowledgeable customers mean that companies must upskill employees to compete. But the ability to optimize learning—and maximize productivity—takes deep insight into how employees think, learn, and perform, insight which many companies lack. Today, there’s a new breed of platform that combines learning, communication, and collaboration tools with analytics for a holistic view of learning and development’s impact on results. Workforce readiness technology allows organizations to move beyond assessments and scores to understand how to target activities that move the needle.

Edmunds believes in the philosophy of making their sellers more effective versus enabling them to sell better. They achieved staggering results utilizing Rehearsal’s video-based practice and coaching platform. Not only does Edmunds have greater confidence that training is being delivered accurately and consistently, but those that practiced with Rehearsal doubled the revenue of those who did not. 

When it comes to eLearning solutions that facilitate flexible and dynamic Learning and Development, the Learning Management System (LMS) is typically at the center of the learning ecosystem. However, with over 800 learning platforms in the market, choosing the right one can be a daunting task. When evaluating learning platforms, organizations have to ask a multitude of questions with the main one being: which LMS will best support my organization’s needs now and in the future?    

There is a large contingent of instructional designers out there who are forced by their organizations’ lines of business to take orders and "design" eLearning courses. Stakeholders ask these well-intentioned instructional designers to become order-takers and apply learning objectives, knowledge checks and assessments to their PowerPoints and import them into a Storyline or Captivate published SCORM file. Once it is loaded into the organization’s LMS it resides there in a deep blue abyss forever. Did I mention that these projects have a completion deadline of 2-3 weeks? Does this sound like you? It’s not your fault. Let me say it again, it’s not your fault! After all, you have a backlog of projects and only so many hours in a day to argue the merits of learner-centric and performance-focused eLearning They were frustrated with bad eLearning that fails to live up to its promise of improving performance and creating measurable results. So they decided to come up with a set of 22 principles that reflect effective performance-focused eLearning that instructional designers should know and use. I’m a signatory and agree with every principle in the manifesto. However, it falls short of being a useful tool that instructional designers can use to evaluate their design throughout the project life cycle and make changes for the better. There are other tools out there that evaluate the quality of instructional design based on performance-focused and learner-centric standards. Take the Quality Matters Rubric for instance. This tool is very advanced, has quality assurance standards, certification for designers, and even membership opportunities. However, it focuses primarily on academia not industry, it is very rigorous, and it can take almost as much time to evaluate your course than building the actual course. Therefore, I decided to come up with an evaluation tool for my team and I would like to share it with you. The evaluation tool is called the 7 Better Learning Principles Assessment (of course if someone comes up with a better name, I’m all ears).

In the modern era, learners have access to knowledge like never before. But as learning professionals, we need to ensure they’re developing the skills and knowledge they need to perform their jobs at a high level. That leaves a critical question: how can we design programs that help learners achieve true mastery? Newer, more robust approaches, including continuous delivery of learning, richer content, and skill-based certifications, are delivering the outcomes that enterprises are looking for. This report discusses the need to shift from legacy learning approaches to a modern outcome and skill-based approach that we call mastery-based learning.  In this analyst report you will learn: The key trends driving the shift to mastery-based learning The best technologies to enable a mastery-based approach to training Best practices for deploying mastery-based learning programs

Make winning sales presentations. Learn the tricks the pros use to get audience agreement and sell a product, solution or idea. Use the latest behavioral psychology and neuromarketing techniques. Use what you learn during class to make a clear, compelling presentation that gets buy-in and improves your success rate. It’s easy—when you know how to do it.

The United States is in a crisis. The Corona pandemic now combined with protests in our streets are shaping what will become the new normal for organizations. Many of our first responders and front-line employees have friends and family members who have been directly impacted by these events.

Advanced and Shared actions in Adobe Captivate allow you to customize your courses to provide personalized and best possible experience to the learners!

As a program manager, so much of your time is spent creating and facilitating plans to develop other people, so your own development often falls by the wayside. After all, who is going to train the training program manager? But prioritizing your own development can actually help you create a better and more effective training program. For example, developing your data management skills can help you find and share meaningful statistics with leadership to improve buy-in, or brushing up on your communication skills can help you have more productive needs analysis conversations. In this ebook, you'll learn to develop skills and competencies that can help you create a strategic and successful training program. You'll also learn: Characteristics of top training programs How to develop and analyze training goals and metrics A framework for conducting a needs analysis