Applying behavioral science principles to learning strategies can drive learner engagement and optimize learning outcomes. But where do you start? Use this step-by-step guide to supercharge your learning strategy with easy-to-apply principles from neuroscience. Click below to download.

Today’s most influential business leaders can be infinitely inspiring. Beyond their vast reserves of creativity, people like Steve Jobs, Bill Gates and Elon Musk have shown remarkable talent at motivating their employees to do ambitious and imaginative work.  

Learning and performance professionals the world over are receiving the same mandate: show the organizational value of your efforts. Well-intentioned individuals provide learning data and then eagerly rush in to claim high-level outcomes. Unfortunately, this approach has no credibility.

ROI is an economic indicator that describes the program benefits compared to program costs. But how do you really make it work? During this webinar, Ngan Nguyen, Ph.D., CHSE, Learning Measurement and Assessment Consultant at OhioHealth along with Patti Phillips, Ph.D., CEO of ROI Institute, will explain how. During the session, you will learn about the five critical success factors that make ROI work. Additionally, you will be introduced to OhioHealth's ROI implementation journey. Join us for a highly interactive session where you will learn how to implement ROI so that it becomes a seamless part of your learning practice.    

As an L&D leader, you know that the business impact of learning and development is undeniable. In fact, a study by Bersin found that companies with high-impact learning programs generate, on average, three times higher profit growth than their peers.¹ Ongoing learning and development has the power to grow your employees, the business, and the results of your L&D programs. But all too frequently, it does not live up to its full potential. Why? Because in order to deploy effective employee learning and development, L&D professionals need to have a deep understanding of what motivates and inspires their people. L&D leaders that effectively shape their learning programs around the intrinsic needs, wants and motivators of their people - rather than expecting employees to adapt to a one-size-fits-all approach to learning - can improve employee engagement, learning retention and learning adoption. In this step-by-step guide, you'll learn the foundations behind three neuroscience principles of motivation - emotion, loss aversion, and social storytelling. You'll get the hands-on guidance you need to turn theory into practice and start applying these concepts to your L&D strategy immediately to boost learner engagement and learning outcomes. Download the guide today to get started designing a scientifically-driven learning experience that engages and motivates your people!

Sales coaching desperately needs help: sales managers average only 10% of their time coaching, 50% of new sales managers fail in two years, 65% of sales reps miss quota, turnover for many sales forces is 20% or more. The culprit is not the sales manager but methods and training to improve performance. The new gold standard for high-achieving sales manager has arrived with, new skills and, strategies:  in book format, comparable workshops, and this SMM webinar. 

Being able to assess employee performance is critical, but are you also articulating clear expectations for their advancement? Talent spotting is all about identifying potential over performance. In this white paper, get answers to questions like: What is talent spotting and why is it so important to get it right? How can hiring managers and HR departments get talent spotting right? What it takes for talent spotting to be successful?

Traditionally, succession planning has been a lengthy process: identifying top talent early, grooming candidates for promotion and then moving employees through jobs to prepare them for future opportunities over many years. Today’s workers, however, may be unlikely to remain with a company long enough for a slow-paced succession plan to succeed. How can organizations plan for filling future leadership positions in this environment of fast change and job mobility? Is traditional succession planning a thing of the past? Find out more in this white paper. 

It sounds counterintuitive, doesn’t it? Yet, building failure into the learning experience can help workers achieve positive solutions faster rather than finding the perfect answer.

Training and Hale Associates Center just announced two new performance-based certifications - Certified Facilitator of Training and Certified Developer of Training and Learning Methods.  These certifications exemplify the use of performance-based exams.  

eLearning seems irretrievably bound by questioning and testing—often meaningless and almost always off-putting to the learner. This model is a relic of simplistic primitive models from the earliest days of programmed instruction and seems so standard that it is hard to think any other approach is desirable or even possible.

Problem:  Gamification is an important and powerful strategy for influencing and motivating people. Unfortunately, many people think that gamification means adding a game, making a computer or a video game, or simply adding points, badges, and a leaderboard to their learning program.

Morph is a cool new transition for PowerPoint in Office 365. You can seamlessly and easily go from one slide to another and make objects change size, color, and position.

There's a lot that goes into developing and delivering a training program. For starters, you have to get buy-in, and then you have to determine what methods to use, what topics to train on, and who should be involved in training. So how do you go about presenting your case and making these decisions? Just trying to determine which methods will be most effective can be an overwhelming task on its own. You don't have endless hours to research or weigh the pros and cons of every modality, but training is too much of an investment to guess what works. Instead, following best practices and using facts and data will help you build and deliver a strong and effective training program. In this ebook, you'll learn compelling facts and figures to help you make your case, focus your initiatives, and maximize your training efforts. You'll also learn:   Why training is linked to higher profitability Specific examples of the most effective ways to deliver training How to use multiple modalities to maximize your training efforts Ways to beat the forgetting curve and boost learning retention

Bonus resources from Bob Kelleher's session in the Masters Series Webinar on Transformational Leadership  Click "Downloads" to access all 4 bonus resources.   1) Introduction and How to Use the BEST Profile Candidate Evaluation Form 2) Introduction and How to Use The Interview Questions for BEST Profile 3) Interview Questions - Best Profile 4) Best Profile Candidate Evaluation Form

Traditional linear demos are a thing of the past. New research from 67,000+ demos by Gong.io shows that starting with the conclusion - as opposed to ending with it - is one of the keys to delivering a winning demo. 

All eLearning is "interactive" in some way. (After all, pressing next is an interaction, isn’t it?) But not all e-learning is effective, engaging, or even interesting. What is it, then, that is necessary to create online modules that work?

Investing in the development of your employees is critical to staying competitive in the current globalized marketplace. Yet, research suggests that up to half of the investment your organization is making in development is being wasted. Employees lose up to 75% of the information they receive1 through traditional approaches to learning and development (including learning management systems, episodic trainings, and workshops) — an effect known as the training transfer problem2. Click below to download this White Paper.

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.