If you are frustrated by the results that you receiving from your present sales training, take a look at this brief, 15 minute presentation on Applied Sales Learning. The five elements of personal learning are summarized and ready to help you acquire a more productive sales program.
For seven years, CLO’s LearningElite awards have recognized the organizations that excel at managing the learning function from end to end. How do elite learning organizations align learning with organizational goals, engage their learners, measure success, engage leadership in employee development and use learning to make a measureable impact on the organization? Join Sarah Kimmel, vice president of research at Human Capital Media, as she discusses the practices that make LearningElite organizations effective, and that contribute to their high scores on the LearningElite benchmark.
You’ll learn:
The practices that distinguish LearningElite organizations from the rest.
How elite learning organizations achieve alignment of learning with organizational goals.
How the LearningElite engage leaders at all levels to support employee development and create a culture of learning.
What metrics elite learning organization use to measure impact on the learner and impact on the business.
Tips for maximizing your organization’s scores on the LearningElite application.
Participants will receive early access to the 2018 LearningElite application worksheets.
University Points: The Gamification of Training and BeyondHuman Capital Media
Ten years ago, Fallon Health began a Learning Points program with the goals of increasing tracking of employee learning and to encourage an ongoing culture of learning. Within the past few years, we adopted the Maestro Learning solution and then added the SumTotal Talent solution - participation in this program has exploded. During 2016, our Learning Points program has been rebranded into the University Points program – building off the internal name of our integrated suite (elixHR® Platform/SumTotal Talent/Succession/Maestro). In addition to rewarding employees with points for learning, employees also gain points for completing their performance evaluation tasks on time, and for completing parts of their employee profile – information that is essential for good succession planning metrics. And, of course, the program wraps up with recognition and prizes at the end of the year! Do you have what it takes to be a University Points Guru?
During this session attendees will learn:
How Fallon Health leveraged the SumTotal elixHR® Platform to increase employee engagement
How we increased employee comfort with SumTotal solutions
Best practices for encouraging continuous learning and data participation for the Succession Planning module
This webinar will provide a framework for assessing the health of a tuition assistance program, and review how five aspects of the program can better contribute to your business goals.
By attending, you’ll learn:
Why top companies are placing a focus on employee education
Five elements of a strategic tuition assistance program
How to more tightly align employee education with your business needs
Register today!
Microlearning and Proven Methods That Facilitate the Ongoing Learning ProcessBizLibrary
Delivering learning to employees is only the first key step in improving performance. Employees have to retain the gains in knowledge and skill, or the time, energy and effort that went into the program was for nothing – wasted.
According to a study conducted by the Pew Research Center, 87 percent of teachers said technology is creating an “easily distracted generation with short attention spans.”
The challenge for many organizations and professionals is that we focus so intently on developing employee learning resources, we overlook the importance whether our employees retain any of what they learn. As it turns out, reinforcement of lessons learned is a powerful part of learning and vitally important.
Recent research is helping us learn more about exactly what reinforcement methods really work, and why.
In this session, Dean Pichee, CEO of BizLibrary and training industry veteran, discusses “the forgetting curve” and methods, techniques and tools (including video) that can reverse the forgetting curve and lead directly to much higher returns on investments in improved performance.
You’ll leave this webinar with actionable steps you can take to increase learning retention and overall performance in your organization.
www.bizlibrary.com
Does your organization struggle to find a balance between mandatory and elective training?
In this webinar, Dean Pichee will discuss the challenges and benefits of both types of training and discuss how to find the balance you’ve been trying to achieve.
He’ll provide real examples of what has worked for companies in the past and recommendations to help your organization succeed in the future.
Key Learning Objectives:
Current trends in employee training
The benefits of mandatory and elective training.
The importance of post-training reinforcement
Gamification techniques
We’re hearing it everywhere: today’s workers are learning every day, in a variety of ways, on and offline. In fact, more than 70 percent of workers surveyed say they learned something useful for their job from an article, a video or a book in the last 24 hours. Yet at the organization level, very little data is captured on what employees are learning in the course of doing their jobs. Regularly, measurement ends when the training program is over, and the details captured are minimal.
With the rise in informal learning opportunities comes the increasing need for a mechanism to assess how well learners are retaining their newfound knowledge. Join CredSpark and Degreed to better understand:
Why it is essential to assess and capture metrics around informal learning
Best practices for implementing informal learning assessments as a method of engagement to reinforce the learning taking place.
How to leverage findings from assessments to provide the learner specific opportunities to identify skill gaps
For seven years, CLO’s LearningElite awards have recognized the organizations that excel at managing the learning function from end to end. How do elite learning organizations align learning with organizational goals, engage their learners, measure success, engage leadership in employee development and use learning to make a measureable impact on the organization? Join Sarah Kimmel, vice president of research at Human Capital Media, as she discusses the practices that make LearningElite organizations effective, and that contribute to their high scores on the LearningElite benchmark.
You’ll learn:
The practices that distinguish LearningElite organizations from the rest.
How elite learning organizations achieve alignment of learning with organizational goals.
How the LearningElite engage leaders at all levels to support employee development and create a culture of learning.
What metrics elite learning organization use to measure impact on the learner and impact on the business.
Tips for maximizing your organization’s scores on the LearningElite application.
Participants will receive early access to the 2018 LearningElite application worksheets.
University Points: The Gamification of Training and BeyondHuman Capital Media
Ten years ago, Fallon Health began a Learning Points program with the goals of increasing tracking of employee learning and to encourage an ongoing culture of learning. Within the past few years, we adopted the Maestro Learning solution and then added the SumTotal Talent solution - participation in this program has exploded. During 2016, our Learning Points program has been rebranded into the University Points program – building off the internal name of our integrated suite (elixHR® Platform/SumTotal Talent/Succession/Maestro). In addition to rewarding employees with points for learning, employees also gain points for completing their performance evaluation tasks on time, and for completing parts of their employee profile – information that is essential for good succession planning metrics. And, of course, the program wraps up with recognition and prizes at the end of the year! Do you have what it takes to be a University Points Guru?
During this session attendees will learn:
How Fallon Health leveraged the SumTotal elixHR® Platform to increase employee engagement
How we increased employee comfort with SumTotal solutions
Best practices for encouraging continuous learning and data participation for the Succession Planning module
This webinar will provide a framework for assessing the health of a tuition assistance program, and review how five aspects of the program can better contribute to your business goals.
By attending, you’ll learn:
Why top companies are placing a focus on employee education
Five elements of a strategic tuition assistance program
How to more tightly align employee education with your business needs
Register today!
Microlearning and Proven Methods That Facilitate the Ongoing Learning ProcessBizLibrary
Delivering learning to employees is only the first key step in improving performance. Employees have to retain the gains in knowledge and skill, or the time, energy and effort that went into the program was for nothing – wasted.
According to a study conducted by the Pew Research Center, 87 percent of teachers said technology is creating an “easily distracted generation with short attention spans.”
The challenge for many organizations and professionals is that we focus so intently on developing employee learning resources, we overlook the importance whether our employees retain any of what they learn. As it turns out, reinforcement of lessons learned is a powerful part of learning and vitally important.
Recent research is helping us learn more about exactly what reinforcement methods really work, and why.
In this session, Dean Pichee, CEO of BizLibrary and training industry veteran, discusses “the forgetting curve” and methods, techniques and tools (including video) that can reverse the forgetting curve and lead directly to much higher returns on investments in improved performance.
You’ll leave this webinar with actionable steps you can take to increase learning retention and overall performance in your organization.
www.bizlibrary.com
Does your organization struggle to find a balance between mandatory and elective training?
In this webinar, Dean Pichee will discuss the challenges and benefits of both types of training and discuss how to find the balance you’ve been trying to achieve.
He’ll provide real examples of what has worked for companies in the past and recommendations to help your organization succeed in the future.
Key Learning Objectives:
Current trends in employee training
The benefits of mandatory and elective training.
The importance of post-training reinforcement
Gamification techniques
We’re hearing it everywhere: today’s workers are learning every day, in a variety of ways, on and offline. In fact, more than 70 percent of workers surveyed say they learned something useful for their job from an article, a video or a book in the last 24 hours. Yet at the organization level, very little data is captured on what employees are learning in the course of doing their jobs. Regularly, measurement ends when the training program is over, and the details captured are minimal.
With the rise in informal learning opportunities comes the increasing need for a mechanism to assess how well learners are retaining their newfound knowledge. Join CredSpark and Degreed to better understand:
Why it is essential to assess and capture metrics around informal learning
Best practices for implementing informal learning assessments as a method of engagement to reinforce the learning taking place.
How to leverage findings from assessments to provide the learner specific opportunities to identify skill gaps
HOW COMPANIES ARE INCREASING LOYALTY WITH LANGUAGE TRAININGHuman Capital Media
What’s the secret sauce to loyal employees and customers? In today’s global environment, organizations are leveraging language learning programs to significantly increase employee and customer loyalty. Research shows that 64% of HR leaders saw increased employee engagement after including language training in their benefits, 79% of language learners felt more confident when doing work that required interaction of speakers of other languages, and 80% of employees say a company that offers language learning increases their satisfaction at work.
In this webinar we’ll discuss:
The benefits and application of language learning programs in industries including hospitality, healthcare, and foodservice
How to achieve engagement, results, and ROI from your language learning program
Stories from real Rosetta Stone clients
SHADOW A LEADER – AN INNOVATIVE CAPSTONE APPROACH FOR YOUR HIPO LEADERSHIP DE...Human Capital Media
Challenge: Previously, at the conclusion of our leadership development program, participants were assigned to a group “capstone project.” After several cohorts of project work, we reassessed the pros and cons of the capstone approach and developed a brand-new approach titled “Shadow a Leader.”
Shadow a Leader: In addition to the employee coach each participant worked with throughout the 12-month program, each participant was assigned to a current leader who they “shadowed” for 3 months. The positive results were multifaceted for the participants, the coaches and the “shadowed” leaders:
Participants were able to immediately apply the learnings from the program in “real world” company dynamics.
Participants who then became managers reported that they got up to speed much more quickly than those who had not gone through the program.
The coaches reported that they learned just as much as the participants and both coaches and “shadowed” leaders felt reinvigorated as leaders. The program increased their own engagement with our organization.
Finally, as each new cohort progresses through the program, there are many more executives sharing “ownership” in the program.
In this session, attendees will discover:
A simple road map to incorporate the “Shadow a Leader” into their own Leadership Development Program.
A list of questions that participants had to answer during their “Shadow a Leader” experience.
A template for the final presentation on the experience the cohort delivered to the senior leadership team.
Capstone ideas from other participants on the webinar.
Only 38% of HR leaders say they have ample data about their workforce to understand their strengths and potential vulnerabilities from a skills perspective. But could the lack of clarity be because we’re focused on the wrong metrics?
Employee engagement has long been the bellweather to measure the success of learning and training programs. But it’s outcomes, not activities, that really counts.
Join us for a crash course in measuring the success of learning and workforce development initiatives.
Knowledge Management and Knowledge Centered Support are enabling companies to move forward across every industry. From increased Customer Support, to spawning new development, the need for both internal and customer facing Knowledge is larger than ever,
As part of the Industry Immersion Program in NYC, my project group and I created a digital storytelling pitch for the company, World Internships. This challenge focused on promoting the program we were on to future participants. Our group's pitch won first place out of the three.
Presentation for HEA-funded workshop 'The employable accounting and finance graduate – Make your work experience count'
The event was a practical workshop which focused on the employability skills looked for within graduate accounting market. Although, it was not grounded in academic research, the event was an opportunity for students to hear first-hand what employers recruiting accounting and finance professionals are looking for.
This presentation forms part of a blog post which can be accessed via:
For further details of HEA Social Sciences work relating to employability and global citizenship please see: http://bit.ly/17n8Knj
Sales and training departments in the Life Sciences/ Bio-Pharmaceutical/ Medical Devices organizations are under extreme pressure to demonstrate acceptable ROI made in sales meetings and training events. This presentation discusses the importance of planning for after the Event, and outline 3 key steps for sustaining the impact of training initiatives.
World of Learning 2014 Closing Keynote: Linking Learning to BusinessLaura Overton
Laura Overton provided the closing keynote at World of Learning 2014 (Birmingham, UK), sharing why it's important to prioritise the alignment of learning to business needs instead of focusing on the latest fads and technologies.
The Hub is a new concept about the dynamic fusion of the general session and training experiences. This presentation outlines the benefits of adopting this innovative, energetic approach to experiential learning.
The Hub is designed to break down traditional content, and therefore arrange for "mini-sessions" to engage audience in a much personal nature with facilitators speaking to smaller groups as they rotate between the various interactions.
The Hub works very well in the Life Sciences industry as the audience is media-savvy, well versed with technology and are always busy. We have seen a noticeable uptick in audience enthusiasm and participation wherever we have deployed the Hub concept, and have in turn seen higher scores in the metrics of both engagement and retention.
5 Ways to Improve Connection and Engagement with Remote TeamsBizLibrary
Remote work looks different for every organization. But no matter if this is the first time 100% of your employees are working remotely, you have a hybrid system made of office and front line workers, or if only a handful of employees work from home a few days a week, we’re all challenged with the same thing, creating meaningful connection with our remote teams. So how are we able to fill the human connection gap?
Join us for an open discussion centered around the five strategies BizLibrary has used to create connection and boost engagement among our newly remote teams. During this interactive webinar Director of Talent Development & Culture at BizLibrary, Libby Mullen, will explain simple ways to foster genuine conversations and bring your remote teams together.
Get ready to take notes and ask questions! During this engaging webinar, you’ll learn:
-The power of conversation - how to be a coach and care for employee well-being.
-The tools needed to foster more connection between all teams, regardless of their location.
-The balance of building trust and having fun to keep your employees engaged and productive.
Inbound Certification Class 12: The Pillars of DelightHubSpot Academy
Customer delight is a competitive advantage that most organizations do not fully embrace or execute well! The Pillars of Delight class will teach you why customer delight is so important to creating an effective inbound strategy. You will learn the pillars of delight, the customer delight checklist and the seven customer delight guidelines that will help your business build trust with customers.
HOW COMPANIES ARE INCREASING LOYALTY WITH LANGUAGE TRAININGHuman Capital Media
What’s the secret sauce to loyal employees and customers? In today’s global environment, organizations are leveraging language learning programs to significantly increase employee and customer loyalty. Research shows that 64% of HR leaders saw increased employee engagement after including language training in their benefits, 79% of language learners felt more confident when doing work that required interaction of speakers of other languages, and 80% of employees say a company that offers language learning increases their satisfaction at work.
In this webinar we’ll discuss:
The benefits and application of language learning programs in industries including hospitality, healthcare, and foodservice
How to achieve engagement, results, and ROI from your language learning program
Stories from real Rosetta Stone clients
SHADOW A LEADER – AN INNOVATIVE CAPSTONE APPROACH FOR YOUR HIPO LEADERSHIP DE...Human Capital Media
Challenge: Previously, at the conclusion of our leadership development program, participants were assigned to a group “capstone project.” After several cohorts of project work, we reassessed the pros and cons of the capstone approach and developed a brand-new approach titled “Shadow a Leader.”
Shadow a Leader: In addition to the employee coach each participant worked with throughout the 12-month program, each participant was assigned to a current leader who they “shadowed” for 3 months. The positive results were multifaceted for the participants, the coaches and the “shadowed” leaders:
Participants were able to immediately apply the learnings from the program in “real world” company dynamics.
Participants who then became managers reported that they got up to speed much more quickly than those who had not gone through the program.
The coaches reported that they learned just as much as the participants and both coaches and “shadowed” leaders felt reinvigorated as leaders. The program increased their own engagement with our organization.
Finally, as each new cohort progresses through the program, there are many more executives sharing “ownership” in the program.
In this session, attendees will discover:
A simple road map to incorporate the “Shadow a Leader” into their own Leadership Development Program.
A list of questions that participants had to answer during their “Shadow a Leader” experience.
A template for the final presentation on the experience the cohort delivered to the senior leadership team.
Capstone ideas from other participants on the webinar.
Only 38% of HR leaders say they have ample data about their workforce to understand their strengths and potential vulnerabilities from a skills perspective. But could the lack of clarity be because we’re focused on the wrong metrics?
Employee engagement has long been the bellweather to measure the success of learning and training programs. But it’s outcomes, not activities, that really counts.
Join us for a crash course in measuring the success of learning and workforce development initiatives.
Knowledge Management and Knowledge Centered Support are enabling companies to move forward across every industry. From increased Customer Support, to spawning new development, the need for both internal and customer facing Knowledge is larger than ever,
As part of the Industry Immersion Program in NYC, my project group and I created a digital storytelling pitch for the company, World Internships. This challenge focused on promoting the program we were on to future participants. Our group's pitch won first place out of the three.
Presentation for HEA-funded workshop 'The employable accounting and finance graduate – Make your work experience count'
The event was a practical workshop which focused on the employability skills looked for within graduate accounting market. Although, it was not grounded in academic research, the event was an opportunity for students to hear first-hand what employers recruiting accounting and finance professionals are looking for.
This presentation forms part of a blog post which can be accessed via:
For further details of HEA Social Sciences work relating to employability and global citizenship please see: http://bit.ly/17n8Knj
Sales and training departments in the Life Sciences/ Bio-Pharmaceutical/ Medical Devices organizations are under extreme pressure to demonstrate acceptable ROI made in sales meetings and training events. This presentation discusses the importance of planning for after the Event, and outline 3 key steps for sustaining the impact of training initiatives.
World of Learning 2014 Closing Keynote: Linking Learning to BusinessLaura Overton
Laura Overton provided the closing keynote at World of Learning 2014 (Birmingham, UK), sharing why it's important to prioritise the alignment of learning to business needs instead of focusing on the latest fads and technologies.
The Hub is a new concept about the dynamic fusion of the general session and training experiences. This presentation outlines the benefits of adopting this innovative, energetic approach to experiential learning.
The Hub is designed to break down traditional content, and therefore arrange for "mini-sessions" to engage audience in a much personal nature with facilitators speaking to smaller groups as they rotate between the various interactions.
The Hub works very well in the Life Sciences industry as the audience is media-savvy, well versed with technology and are always busy. We have seen a noticeable uptick in audience enthusiasm and participation wherever we have deployed the Hub concept, and have in turn seen higher scores in the metrics of both engagement and retention.
5 Ways to Improve Connection and Engagement with Remote TeamsBizLibrary
Remote work looks different for every organization. But no matter if this is the first time 100% of your employees are working remotely, you have a hybrid system made of office and front line workers, or if only a handful of employees work from home a few days a week, we’re all challenged with the same thing, creating meaningful connection with our remote teams. So how are we able to fill the human connection gap?
Join us for an open discussion centered around the five strategies BizLibrary has used to create connection and boost engagement among our newly remote teams. During this interactive webinar Director of Talent Development & Culture at BizLibrary, Libby Mullen, will explain simple ways to foster genuine conversations and bring your remote teams together.
Get ready to take notes and ask questions! During this engaging webinar, you’ll learn:
-The power of conversation - how to be a coach and care for employee well-being.
-The tools needed to foster more connection between all teams, regardless of their location.
-The balance of building trust and having fun to keep your employees engaged and productive.
Inbound Certification Class 12: The Pillars of DelightHubSpot Academy
Customer delight is a competitive advantage that most organizations do not fully embrace or execute well! The Pillars of Delight class will teach you why customer delight is so important to creating an effective inbound strategy. You will learn the pillars of delight, the customer delight checklist and the seven customer delight guidelines that will help your business build trust with customers.
Learning Excellence in Australia - Are we in the race ? Learning Cafe Online ...LearningCafe
Online panel discussion on Learning Excellence in Australia - Are we in the race ? Learning Cafe Online Discussion was held on 5 July 2013. This is the slide pack for the webinar. recording can be viewed here.
https://www1.gotomeeting.com/register/601941520
So where does Australian organisational learning stand on the world stage. Are we aspiring for excellence or just cruising? Is the tall poppy syndrome at work? The Australian academic sector (Universities and Schools) has a structured and focused approach to defining what excellence in learning means and how to achieve it. This approach seems to be missing in organisational and corporate learning. Maybe we are running so fast that we may never stop to improve our running technique. We talk to an experienced panel that architect and manage Learning in their organisations to deliver business results. We will ask what Learning excellence means to them and how they plan to get there
Despite Learning measurement frameworks like Kirkpatrick and Philips ROI that have been around for so many years, defining meaningful measures still continues to be a big challenge for L&D. ‘E’ has become the most ignored in ADDIE.
We talk to an experienced panel about the unsatisfactory current state and what needs to be done to improve the importance, visibility and value of measuring Learning effectiveness in the real world. We focus on how to collect actionable insights about learning effectiveness: not only seeking to answer, did learning achieve the desired or intended result, but also why/why not.
Make a Hard Core Impact with Soft Skills Training | Webinar 07.23.15BizLibrary
Soft skills are at the very heart of professional and organizational success. However, many organizations struggle to deliver impactful and effective soft skills training. The reasons vary from organization to organization. Many of the reasons are rooted in the complexities associated with the development of the skills themselves which, in turn, leads to complex challenges with measuring the business benefits to soft skills training.
www.bizlibrary.com
Impact of Firm Wide Adoption - The Anticipatory Organization Accounting and F...Tom Hood, CPA,CITP,CGMA
This is the first accelerated learning system for accounting and finance professionals featuring nano-learning and rapid application tools. The Business Learning Institute and the Maryland Association of CPAs customized the learning system with a co-creation group working with Daniel Burrus. Accounting Today Magazine recognized this learning system as a 2016 Top Product in Learning.
This presentation covers the experience of firm-wide adoption of the Anticipatory Organization: Accounting and Finance Edition at several major organizations with focus on the first firm to adopt this for their entire firm. Joey Havens, Executive Partner of HORNE, LLP a Top 50 CPA Firm outlines the reasons he made the AOAF learning system a cornerstone of his Growth Mindset and implemented it across his entire workforce of almost 400 people. he also explains why he thinks an "anticipatory skill set is essential for today's accounting and finance professionals.
The Anticipatory Organization™ Model, created and developed by Daniel Burrus of Burrus Research, Inc., has changed how many of the world’s most successful businesses plan their future and accelerate growth. Now, Daniel Burrus is bringing what he calls the greatest missing competency – the ability to anticipate change – to CPAs, CFOs, controllers and management accountants. This model represents a new way of thinking, planning, and acting – a paradigm shift that’s required in a world of accelerating change, competition, and uncertainty.
This innovative learning system will jump start your ability to anticipate and learn critical competencies like strategic thinking, external awareness, vision, continuous learning, innovation, creativity, problem solving, prioritization, business acumen, decisiveness, influencing/persuading, emotional intelligence, consensus building, collaboration, inspiration, risk management, and immediately apply it to your own situation at work.
For more information visit our website http://www.blionline.org/ao
The project was taken as a part of consulting exercise in alliance with Elidea. My role was to address the current challenge at Xeeva with an integrated solution and propose a mutually beneficent business model to ensure long term engagement of Elidea with Xeeva.
I was able to weave a solution which featured
- One Snap Deployment
- Global standard compliance
- Process & Workflow agnostic
- Continuous Updates
- Robust Security
- Scalability on the Cloud
***Challenge:
Xeeva would do product releases in sprints of every 2 months. The "Product" and "Training & Development" teams were disconnected with no common platform in place except JIRA. JIRA with its enormous capabilities was still being underutilized with just being a Bug Tracking and Product backlog prioritization tool.
The whole process of documenting features, creation of user guides and process of updating features & changes to the product suite was manual and exhaustive. This was not limited and also included scheduling Customer trainings, on the Product suite and training for new releases were scheduled, manual and resource intensive.
***Challenge Accepted:
Elidea decided to transform this process of disseminating training and sharing knowledge. I already had worked in Xeeva and I knew about the gaps inside various teams. Elidea and I decided work on the core problem. We were able to come up with a blended solution utilizing open source components which were cost effective, scalable and much more secure with respect to other alternatives.
The solution aimed to deal with the problem from the core by sharing Knowledge among teams via "Knowledge Base" which formed the crux of the "Collaborative Learning Environment - CLE". "Knowledge Base" was integrated with "Learning Management System" (LMS).
The CLE allows the "Product Team" & "Training and Development" Team (and other teams as well) to be connected via common platform and share validated knowledge. This knowledge is then used as assets and feeded into LMS where customers can automate their learnings and the process becomes less resource exhaustive.
***About Xeeva:
Xeeva is driving the development and delivery of the next generation of intelligent procurement and financial solutions. Xeeva’s technology is used in over 40 countries and is available in 18 languages. The company’s end to end technology suite includes Sourcing, Procure to Pay, Supplier Collaboration, Financial Collaboration and Extended Enterprise solutions. You can learn more about Xeeva’s singular focus on driving immediate and sustainable results for its customers by visiting www.xeeva.com
***About Elidea:
Elidea is a training and development company. Elidea provides innovative learning & development solutions/products. Elidea also offers services around T&D which expedites the process of on boarding employees/vendors alike on the LMS Platforms.
Thank you
Gagan Bhalla
Complete Introduction to Service Design and Design ThinkingHaytham El-Mardi
Course Tag Description: Introduction to Service Design
Course Title: Introduction to Service Design
Overview:
This course provides a comprehensive introduction to service design, focusing on the principles of innovation and design thinking. Participants will explore how to create user-centered services by integrating the needs of people, the possibilities of technology, and the requirements for business success. The course covers the essential components of service design and the five stages of design thinking, ensuring a practical and interactive learning experience.
Key Topics:
Understanding Innovation and its Types
Principles and Components of Service Design
The Design Thinking Process: Empathize, Define, Ideate, Prototype, Test
Practical Tools and Techniques for Service Design
Real-Life Examples and Case Studies
10 Tasks for L&D Departments in 2014 - Learning Insights Report Webinar Feb 2014KineoPacific
Technology is shaking the foundation that L&D was built on. Nowadays, learning is becoming more collaborative, continuous connected and community-based. In this webinar, we’re identifying 10 emerging learning technology trends that learning and development professionals need to look out for, and 10 practical ways to implement them in the workplace.
Recent research says that the business environment for CPAs and their clients will be characterized by “unprecedented, massive and highly accelerated change” through 2025. To thrive in this new age of hyper-change and growing uncertainty, it is now an imperative to learn a new competency--how to accurately anticipate the future. The key to success in this fast-changing environment is to learn how to move from being reactive to proactive and flip from crisis manager to an opportunity manager. Tom will show how to explore new value added services and position their practices for success in a rapidly changing world.
Brief 8 minute presentation on 5 tips for improving your online sales training including: sales manager training, using profiles, sales training based upon profiles, frequent, short bursts of refresher training, and quick live, online practice sessions with the sales reps as presnters.
Presentation to language school prinicpals and directors at EAQUALS 2014 by Specialist Language Courses Managing Director Chris Moore. Chris is a former language school principal and is the Director of In-Company Language Training at International House.
Selling Extensive and Part Time Language Courses to your Local MarketChris Moore
This workshop was delivered at the EAQUALS Conference in Budapest in April 2014.
It focuses on what language centres can do to promote
extensive and part-time courses to their local markets. It looks a number of core areas and how they connect with each other to form a coherent marketing strategy. It asks participants to reflect on how their institutions approach these different areas, what their experience is of how their local market responds, and what they can do to grow their business.
The core areas include:
a. Industry and competitor analysis
b. Brand differentials and value proposition
c. Course types and formats
d. Online marketing
e. Off-line marketing
f. Essential processes
g. Retention strategy
At the end of the workshop, participants will be able to analyse their marketing strategies clearly and have acquired lots of ideas of what they can do to successfully
grow their local businesses.
Mentoring programs have become mainstream. About 70% of Fortune 500 companies have one. A Harvard Business Review study of 30 professional firms found that, in a hypercompetitive world, it is easy for mentoring programs to become stale and bureaucratic. Mentoring can have positive impacts in terms of job satisfaction, organisational commitment, and even career progression. In this presentation, I explain how mentoring mentoring influences both career progression and salary. Of course many of these findings depend on the specific type of mentoring and institution, but positive effects are clear. Kindly contact me (WA: +233550157572 ) if need support to design a mentoring initiative in your workplace.
Similar to Applied Sales Learning: Get the Results That You Want (20)
Why Training Projects Fail:How to RecoverDavid Goodman
Learn why training projects fail through experiencing four case studies. Can a project and your relationship with your internal or external clients be recovered during a project gone wrong?
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
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Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
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Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
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Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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2. UPHS
UHS, Inc.
• 20 years experience Johns Hopkins
Montefiore
• 500 engagements
• 11 National Awards Mercy Health System
Lehigh Valley Hospital
• Stellar Clients
ProCure
Take Care
Houghton International
Merck & Co.
Partial Clients
Novartis
AstraZeneca
Sanofi Aventis
Volvo
Dave Goodman
dgood@softassist.com Terumo
CR Bard
610.265.8484 Ext14
Federal Reserve Bank
The World Bank/IFC
World Trade Organization
Mercedes Benz
Provident Bank
Commerce bank
CEI
CHOP
ESRI Institute
The Institutes
Procter & Gamble
AmerisourceBergen
Reckitt
TriZetto
BlueCross BlueShield
CareFirst
Aramark
Mack Trucks - Renault
2
3. YOU HAVE ANOTHER CHANCE TO START FRESH.
YOU ARE COMMITTED TO DOING A BETTER JOB
AT TRAINING YOUR SALES STAFF.
MORE IMPORTANTLY, YOU ARE COMMITTED
TO MAKING YOUR NUMBERS.
3
4. Overview: Steps For Getting What You Need
Reps Apply
their
Learning
Then
Evaluate
Train to the
Profile - No
Generalized
Training
Segment
Your Reps
Communicate
Your and the
Reps
Expectations
Initiate 90
Day Post
Learning
Support
4
5. Segmentation: Sales Learning Should Never Be One Size
Below are four groupings of employees in a typical sales organization
according to their sales quota success rate.
Rainmakers are always above quota
and rarely want training.
5%
20%
15%
60%
This group averages 80% of quota on
a consistent basis but may not
achieve quota regularly. Their learning needs
are profile specific, they have the skills.
65-80% of quota is the average success range.
Their learning is specific on skills and profile
needs. Demonstrated practice is required.
15% of the sales team may never improve.
Train by the grouping – invest wisely
5
6. Profile The Sales Staff – Understand Strengths,
Weaknesses And Level Of Tenacity & Emotions
Do you have profiles of
what successful sales people
look like?
Do you have learning programs that
responds to “like profile” needs?
Moving the 60% up to the 20%
and the 20% to becoming
rainmakers is mentoring the
profile details.
6
7. Communicate the Expectations
Define and communicate what you expect
from your staff and their learning – face to
face
Your
needs
Discuss “what’s in it for me” – the staff’s
intrinsic value
Provide learning, by group, that is
demonstrable
Provide the opportunities to implement
the learning – discuss, test and analyze
Communicate the results – let the staff
teach each other – repeat often over the
next 90 days (cementing recall and use)
7
8. Winning with Clients and Prospects
Logical
Emotional
Pricing
Analytics
Supply Chain
Distribution
Trusted Advisor
Empathy
Transparency
Creativity
Features
Functions
Process
Solution
Oriented
Critical thinking
Influence
Does the learning include
emotional aspects also?
Avoid generalized training.
8
9. Dale’s Cone of Learning
Citation: Edgar Dale, commons.wikimedia.org, viewed, April 14, 2012
9
10. 90 Day Post Learning Support
Help to close the learning- retention gap by exposing the learners
to timed activities with increasing levels of direct participation by
the learner.
Recall
100
0
Time
Applied Learning Extension Activities
10
11. Mini Learning Interventions – Applying What Was Learned
Activity Types for the Reps
•
•
•
•
•
•
•
•
•
•
Email campaigns
Social learning
Web Presentations
Surveys
Rapid Learnings
Video group sessions
Self directed learning
Case study teaching
Managers’ review
Personal plan creation
More intensive activities at the later stages
.
More intensive activities at the early stages
Activities are dispersed
T1 T2
T3
T4
T5
90 Days
11
12. Practice, Evaluate and Mentor
Sales managers can mentor up to 12 reps at a time with collaborative video
learning. The sales reps should demonstrate to others online what they have
learned and the manager mentors.
Post learning interventions require approximately 12
hours per Sales Rep over 90 days.
12
13. Let’s Use This New Year to Become More Successful
Dave Goodman
SoftAssist, Inc.
dgood@softassist.com
SoftAssist designs, develops and
implements customized and
measurable learning programs.
610.265.8484 ext 14
Ask about related presentations
on “Applied Learning Extensions”
and “Using Social Media with
Sales” (released February, 2014).
Thank you for your time.
13
