It’s not enough to ‘set it and forget it’ when it comes to sales readiness. Learning must be agile and continuous to ensure salespeople remain equipped to succeed in an ever-evolving world.  

Coaching is now a $2 billion dollar global juggernaut. Enterprise leaders like Workday, Mars, and Airbnb are quick to praise the workforce benefits of coaching in a VUCA world.

When it comes to creating gamified or game-based learning experiences, most practitioners throw game mechanics at a program without a methodology or rational strategy - and hope it will work. They assume that what is fun for them will be fun for their participants. The result is a hit-or-miss mashup and a messy learner experience. When budgets and time are in short supply, organizations can no longer afford such an approach. 

Is allegiance to the status quo paralyzing your organization? Are you tired of settling for compliance? Do you crave committed and needed change? This session will illuminate the hidden human drivers of resistance and how to neutralize them in order to mobilize people. 

Self-Deception and the "Box" 1  Bud It was a brilliant summer morning shortly before nine, and I was hurrying to the most important meeting of my new job at Zagrum Company. As I walked across the tree-lined grounds, I recalled the day two months earlier when I had first entered the secluded campus-style headquarters to interview for a senior management position. I had been watching the company for more than a decade from my perch at one of its competitors and had tired of finishing second. After eight interviews and three weeks spent doubting myself and waiting for news, I was hired to lead one of Zagrum’s product lines. Now, four weeks later, I was about to be introduced to a senior management ritual peculiar to Zagrum: a daylong one-on-one meeting with the executive vice president, Bud Jefferson. Bud was the right-hand man to Zagrum’s president, Kate Stenarude. And due to a shift within the executive team, he was about to become my new boss. Click below to download this excerpt from Leadership and Self-Deception.

Experts tell us that learners learn 70% from on-the-job experience, 20% from others and 10% from formal learning. The proposition is that L&D needs to refocus on performance. This means doing less of instructional methods and more on experience-based approaches.

You gotta love a great screen capture/application simulation.  But what about the bad ones? Getting amazing application simulations isn't always as easy as you might think. What are the essentials to the creation of a slick, smooth and effective application capture training? How much of it can be automated and what should you do to ensure that your application capture projects are the best they can be.

Have you heard? The latest buzz in employee training is turning the traditional classroom teaching structure on its head.

The time and energy company managers spend trying to keep their people focused on results is substantial. In fact it is a major resource drain that significantly undermines company performance. Managers must, therefore, find effective ways to unleash the potential of their people and ensure that they are in sync with their company’s visions and objectives. But how? Click below to download this White Paper.

Implementing a new training program or initiative can be overwhelming. There are a lot of moving parts, and it's easy for things to fall through the cracks. Oftentimes, the main focus is the launch, and then program managers adopt a "set it and forget it" mindset once the program is up and running. But every phase from planning to execution to analysis is important! Breaking down the process into phases and creating an overview of what you need to accomplish in each phase will help you prioritize and ensure nothing gets missed. In addition to helping you feel more organized, this approach will help guide your program. You'll determine how you'll calculate ROI, as well as how you're aligning initiatives to organizational goals and values - two things that are important for leadership buy-in and continued support! In this comprehensive checklist, you'll learn what should be done in each phase to make your program successful. You'll also learn: All the details you need to think through before launch What your focus should be during implementation How to gather feedback and refine your program Also, check out the new BizLibrary Video Lessons Collection - TrainingMagNetwork.com membership benefit.  

The retail apocalypse has wreaked industry-wide havoc. Gymboree, Payless ShoeSource, Diesel and Forever 21 are just a handful of companies that went bankrupt this year. Evidently, retailers are facing unique challenges in today’s volatile business world. Brand loyalty has become a thing of the past, while industry trends seem to shift by the day. Keeping up with the pace of change can feel next to impossible. What can explain this widespread disruption? Can companies in other industries learn from the retail predicament to avoid the same fate?

Having a great onboarding program is essential to any organization. Imagine if every new hire came to work excited and ready to contribute! Your learning and development team plays a big part in making sure new hires feel welcome and prepared.

Employee engagement levels are early indicators of online training success. Engaged learners maintain their interest in professional development and make time to stay the course in order to add new skills and advance their careers. How can your training programs maintain higher levels of engagement?

Most talent development programs are linked to business measures. While business measures may improve after a program is implemented, unless evaluators take steps to isolate the effects of the project on that improvement, they have no credible claim to the improvement - leaving stakeholders to wonder, "What caused it?" In this session, Dr. Patti Phillips will explain techniques to isolate the effects of talent development programs so business partners may better allocate resources to different programs. Case studies will demonstrate each technique. Participants will calculate the improvement in business measures as described in the case studies.

Ever noticed how physical examinations always start with the doctor or nurse checking your pulse rate, respiration, and temperature?   Those vital signs of health are critical to the body working, so we start there. In your training world, there are also vital signs of health. Is your content truly participant centered? Do your learners experience the power to choose and a sense of belonging? Does training feel like a mandated requirement or an anticipated event? When you PC vitals are healthy, retention and application improve dramatically.

BizLibrary Video Lessons 

Snagit makes screen capture and annotation quick and easy, but many people are just scratching the surface of its capabilities.  There are a few tips and tricks that make Snagit incredibly powerful and versatile and even our most experienced users aren’t aware of all of them. In this webinar, we'll share 7 features of Snagit that can help you create effective and professional visuals.

Adding interactions to your eLearning courses can make them interesting and engaging for learners. But it can be time-consuming, and to some extent, challenging as well.  

Welcome to the Developing B-Players Into Top Performers video series! Managers typically spend most of their energy working with their high performers -- their superstars -- or with their low performers, trying to improve results. As a result, the middle tier of employees -- the people who show up and get their work done -- get ignored. In this video lesson, we will look at the tiers of employees and explore why B-players often don't get the attention and nurturing appropriate to their high potential to contribute.

Action-based learning allows learners to implement what they have learned in real-world scenarios. Although content-based learning has been dominating the training industry for the past few decades, action-based learning is the only way to really get employees to practice, apply, and improve their skills. This infographic shows how active learning affects the brain and encourages knowledge retention, engagement, and team work. Click below to download.

Compliance courses are the first line of defense for companies to comply with regulatory demands. Over time, billions of dollars have been invested in compliance courses. Unfortunately, most of the compliance learning stop at just "checking for completion" and don’t help to truly impact avoidance and savings from possible catastrophic events - for example, deaths, loss of customers, damaged equipment and many others.   

A sales rep turns a corner while driving to one of the biggest calls of the year when a jolt from under his car forces a change of plans: he just ran over a pothole and now needs to swap out his tire, except he’s never actually done a tire change by himself before. There’s no time to wait for AAA so he must figure it out himself. What does he do? In 2019, he calmly pulls up YouTube and watches a user-generated video demonstration of exactly how to perform the tire change on the make, model and year of his car, before turning around, grabbing his tools, and successfully executing the task himself. Within twenty minutes he’s back on the road driving toward the meeting feeling ready for anything. This is what it feels like to be ready in a world where you can pull a device out of your pocket and extract whatever day-to-day lessons you need from somebody else’s life experiences. Sales reps already use consumer apps like Waze to learn about open routes in real time based on other drivers’ experience of current road conditions, or Duolingo so they can practice and learn new languages using friendly competition with other would-be travelers. But what about the tasks involving the actual substance of salespeople’s work? What if our rep were to hit a different kind of "pothole" that day: one in the form of a text message from his internal champion letting him know that the company’s CFO would be joining the call unexpectedly? He doesn’t normally call on CFOs, and would need a five-minute debrief with a colleague to understand the pertinent discussion points to use, but no one is available right now. Click below to download this eBook.

In today’s workforce, change is the only constant - and the pace of change is accelerating. Again and again, organizations must adapt to a competitive environment filled with emerging disruptions. Even the disruptors are being disrupted! No industry is immune, and the stakes couldn’t be higher. How can you make sure that your organization is prepared to navigate through periods of transformation - to not merely do things a little differently than before, but make fundamental changes? This guidebook takes a deep dive into a people-first approach to true transformation. Experts like Dean Carter and William Tincup offer their perspectives on: Putting your people first when planning for digital transformation Navigating the future of talent management Leveraging transformational changes in recruiting Ensuring HR plays a pivotal leadership role in your transformation plans Meeting the challenges of AI and automation head-on

98% of companies say they offer employee development tools, but only 26% of employees say they see their companies programs as being effective. How do we better connect our learning and development programs to create the experiences employees seek? Join us to discover the latest insights into what today’s employees are demanding--like career planning, fulfillment through connections, belonging and goal attainment. Then learn more about the best practices and tools needed to create effective employee development programs.