The document discusses creating an effective training program and learning culture within an organization. It provides tips on ensuring business alignment, gaining adoption, and measuring business value. The presentation recommends determining goals and success criteria, such as replacing a certain percentage of instructor-led training with e-learning. It also suggests communicating the benefits of change, carefully planning implementation, and continually marketing the program. Measurement examples given include usage reports, evaluation forms, and assessing job performance and skills transfer.
This program is aimed at all leaders and senior managers. It not only shows how to develop yourself as a leader, but all the influencing and communication skills that are required to be successful and lead a performance driven team.
This program is aimed at all leaders and senior managers. It not only shows how to develop yourself as a leader, but all the influencing and communication skills that are required to be successful and lead a performance driven team.
Founded in 1966, GP Strategies is one of the few truly global performance improvement companies in the market. Serving more than 16 diverse industries, GP Strategies is a leader in sales and technical training, eLearning solutions, and management consulting.
Our services, solutions, and technologies empower organisations to perform above their potential. To do this, we partner closely with clients to develop diverse, comprehensive services based on a commitment to sustainable performance improvement.
Check our 2016 program directory!
For more information check in our website.
Productivity programs: http://greenbookslearning.com/programs/productivity
Communication programs: http://greenbookslearning.com/programs/communication
Training evaluation programs: http://greenbookslearning.com/programs/training-evaluation
State of the Training Industry – A Grass Roots Look from the Employees’ Persp...BizLibrary
In this webinar, we will summarize important findings from this data, including some data confirming what we know about some types of training delivery, as well as some surprising data that runs counter to many “State of the Industry” reports more widely available.
Consumers of training products and services are telling us some very important things, and it’s important that we listen. They are telling us in clear terms what they believe works and doesn’t, and some of the things that they tell us don’t work are the “tried and true” methods of training we typically rely upon. The survey data also reveals a lot of great information about content, length of training and effectiveness by job role
www.bizlibrary.com
How do you transform your organisation to significantly increase sales?
Trans4m Training & Consulting Solutions aims to bring about organic growth for each individual / organisation that we work with.
We believe that we are best suited to be your partners in progress by working closely with you, in your journey of learning & transformation.
Strategy Deployment (Hoshin Kanri) and X-MatrixJoerg Muenzing
This presentation explains what strategy deployment is and how it works. It covers the 3 disciplines of strategy deployment, the 5-layer pyramid, the 7-step planning and deployment process, and the strategic master plan (X-Matrix). It also gives a preview of the strategy deployment course to become a certified Strategy Deployment Professional: https://www.leanmap.com/academy/strategy-deployment/
Developing Talent and Tapping into Potential Through Corporate MentoringTalentManagement360.com
Learn, with Talent Management 360, how corporate mentoring can push your organization to new heights by increasing retention, engagement and advancement. Your employees deserve those opportunities and your organization deserves employees that are prepared and equipped.
Outline of unique leadership development process for organizations - not training, not consulting, but how we coach/facilitate people in achieving specific measurable personal and professional goals
What do we know today that can help us better prepare for tomorrow? Towards Maturity celebrates ten years of research into effective learning practices with this presentation first delivered at Learning Technologies, the UK’s leading workplace learning event. Laura Overton the MD of Towards Maturity outlines nine steps to help L&D organisations prepare to deliver the future of learning. The session draws on data from 500+ L&D professionals participating in the 2013 Towards Maturity Benchmark – see www.towardsmaturity.org/2013benchmark and 2,000 learners taking part in the Learning Landscape audit, see www.towardsmaturity.org/learner for more details.
Lead Like Lincoln. A Simple Formula for Training Success - Webinar 02.12.14BizLibrary
If it were easy everyone would do it . . . . How many times have we said or thought that about complicated or compelling achievements? When we think about our organizations, this same adage comes into play in a number of contexts.
Can we simplify things? Can we find a unifying model to help find some sense of order in the chaos and confusion?
We believe the answer is, “Yes.”
If you were one of the millions of people who were enthralled by Daniel Day Lewis’ portrayal of President Lincoln in last year’s movie, “Lincoln,” you might remember an interesting reference to Euclid. In the film, the character was using the reference to Euclid to help simplify a complex social and political concept for his aides.
In this webinar we'll discuss:
A formula based upon Euclid’s First Common Notions which says that if two things are equal to the same thing, then those two things are equal to each other.
How this formula will provide a guide for analyzing the steps and the information you will need to design and implement an employee training program that will meet the needs of both your organization and employees.
www.bizlibrary.com/webinars
Founded in 1966, GP Strategies is one of the few truly global performance improvement companies in the market. Serving more than 16 diverse industries, GP Strategies is a leader in sales and technical training, eLearning solutions, and management consulting.
Our services, solutions, and technologies empower organisations to perform above their potential. To do this, we partner closely with clients to develop diverse, comprehensive services based on a commitment to sustainable performance improvement.
Check our 2016 program directory!
For more information check in our website.
Productivity programs: http://greenbookslearning.com/programs/productivity
Communication programs: http://greenbookslearning.com/programs/communication
Training evaluation programs: http://greenbookslearning.com/programs/training-evaluation
State of the Training Industry – A Grass Roots Look from the Employees’ Persp...BizLibrary
In this webinar, we will summarize important findings from this data, including some data confirming what we know about some types of training delivery, as well as some surprising data that runs counter to many “State of the Industry” reports more widely available.
Consumers of training products and services are telling us some very important things, and it’s important that we listen. They are telling us in clear terms what they believe works and doesn’t, and some of the things that they tell us don’t work are the “tried and true” methods of training we typically rely upon. The survey data also reveals a lot of great information about content, length of training and effectiveness by job role
www.bizlibrary.com
How do you transform your organisation to significantly increase sales?
Trans4m Training & Consulting Solutions aims to bring about organic growth for each individual / organisation that we work with.
We believe that we are best suited to be your partners in progress by working closely with you, in your journey of learning & transformation.
Strategy Deployment (Hoshin Kanri) and X-MatrixJoerg Muenzing
This presentation explains what strategy deployment is and how it works. It covers the 3 disciplines of strategy deployment, the 5-layer pyramid, the 7-step planning and deployment process, and the strategic master plan (X-Matrix). It also gives a preview of the strategy deployment course to become a certified Strategy Deployment Professional: https://www.leanmap.com/academy/strategy-deployment/
Developing Talent and Tapping into Potential Through Corporate MentoringTalentManagement360.com
Learn, with Talent Management 360, how corporate mentoring can push your organization to new heights by increasing retention, engagement and advancement. Your employees deserve those opportunities and your organization deserves employees that are prepared and equipped.
Outline of unique leadership development process for organizations - not training, not consulting, but how we coach/facilitate people in achieving specific measurable personal and professional goals
What do we know today that can help us better prepare for tomorrow? Towards Maturity celebrates ten years of research into effective learning practices with this presentation first delivered at Learning Technologies, the UK’s leading workplace learning event. Laura Overton the MD of Towards Maturity outlines nine steps to help L&D organisations prepare to deliver the future of learning. The session draws on data from 500+ L&D professionals participating in the 2013 Towards Maturity Benchmark – see www.towardsmaturity.org/2013benchmark and 2,000 learners taking part in the Learning Landscape audit, see www.towardsmaturity.org/learner for more details.
Lead Like Lincoln. A Simple Formula for Training Success - Webinar 02.12.14BizLibrary
If it were easy everyone would do it . . . . How many times have we said or thought that about complicated or compelling achievements? When we think about our organizations, this same adage comes into play in a number of contexts.
Can we simplify things? Can we find a unifying model to help find some sense of order in the chaos and confusion?
We believe the answer is, “Yes.”
If you were one of the millions of people who were enthralled by Daniel Day Lewis’ portrayal of President Lincoln in last year’s movie, “Lincoln,” you might remember an interesting reference to Euclid. In the film, the character was using the reference to Euclid to help simplify a complex social and political concept for his aides.
In this webinar we'll discuss:
A formula based upon Euclid’s First Common Notions which says that if two things are equal to the same thing, then those two things are equal to each other.
How this formula will provide a guide for analyzing the steps and the information you will need to design and implement an employee training program that will meet the needs of both your organization and employees.
www.bizlibrary.com/webinars
Sparking creativity and fostering innovation biz library webinarBizLibrary
We know innovation is important. In this new webinar, you'll learn about the critical elements to an "innovation ecosystem" that - if present and nurtured - will enable your organization to encourage the creativity of your employees and foster a culture where innovative ideas turn into profitable solutions.
7 Steps to Create a Competency-Based Training Program | Webinar 02.10.16BizLibrary
In this webinar, you will learn a straightforward seven step process any organization can use to implement competency-based training starting today.
www.bizlibrary.com
5 Ways to Build a Better Leadership Development Program | Webinar 12.04.14BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
www.bizlibrary.com
Next Generation Learning Strategies in the Age of YouTube and Facebook | Webi...BizLibrary
Every organization that provides employee training has to deliver content. It's not optional. So, how can we do so and make sure we are delivering content that actually affects behaviors? Should be take a fresh look at learning content in light of the way we absorb content away from work? Have we adjusted our content approach to reflect the reality of life in a YouTube and Facebook world?
www.bizlibrary.com/webinars
Sparking Creativity And Fostering Innovation Biz Library WebinarBizLibrary
We know innovation is important. In this new webinar, you\'ll learn about the critical elements to an "innovation ecosystem" that - if present and nurtured - will enable your organization to encourage the creativity of your employees and foster a culture where innovative ideas turn into profitable solutions.
How to Unlock the Hidden Value in Your Emerging Leaders | Webinar 12.23.15BizLibrary
In this program, Chris Osborn of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
www.bizlibrary.com
7 Key Elements for Every Top Learning Strategy - Webinar 02.19.14BizLibrary
The best practices in learning strategies are a mix of several elements that meet the needs of the organization, employees and clients or customers. In this complimentary webinar, you will learn:
- 7 clear and concise elements of Next Generation Learning Strategies
- The importance of continuing adjustments to a successful strategy
- Aligning your learning strategies to support organizational goals.
www.bizlibrary.com/webinars
Next Generation Learning Strategy - Webinar 08.12.14BizLibrary
In this complimentary webinar we'll discuss how to develop a learning strategy to meet the needs of today and tomorrow's employees.
www.bizlibrary.com/webinars
How to Create a Culture That Fosters Employee Engagement | Webinar BizLibrary
Zombies are the walking dead. Disengaged employees are dead productivity-wise. Both are contagious and pose a risk to those among them. Additionally, disengaged employees cost organizations a lot of money. The frightening facts:
70% of employees are disengaged and actively disengaged.
Nearly 1/3 of employees think their managers fail to effectively communicate goals.
40% of employees say they don't receive regular, clear feedback on their performance from their manager.
(Sources: Gallup and Tower Perrins)
So, how can we overcome the walking dead and create a culture that fosters engagement. The cure? Your managers. In this webinar we'll discuss how to develop your managers and improve your organizational culture.
Developing Your Leaders’ Emotional Intelligence to Improve Organizational Per...BizLibrary
In this webinar, you will learn how EQ, emotional intelligence, serves as the building block for professional success. It’s not a building block that’s isolated to a few professions or job roles. It’s just about as universal as a success principle can be.
EQ, however, is widely misunderstood as something people either have or don’t have.
Join us for this webinar and get started with a development plan for your leaders, managers and key employees to help improve EQ across your organization.
EQ can be learned, developed and improved. It’s a critically important core business skill, and as you see your employees reach higher levels of mastery, you will see higher levels of performance across a broad spectrum of business skills and professional skills.
Neuroscience and Learning: Training Tricks That Maximize Memory and Retention...BizLibrary
American companies spend 70 Billion dollars a year on training. Unfortunately, research shows that people forget 70% of what they learn within 24 hours and 90% within a week. Research however, shows that a systematic program of after-training can overcome the "forgetting curve" and dramatically increase training ROI. In this webinar, Dr. Kohn will review the essential elements of a successful after-training program.
www.bizlibrary.com
Creating a Training Program and Learning CultureBizLibrary
You're invited to attend this event which is designed to direct you through the planning, deployment, marketing, and ongoing management of your employee development program. We'll cover: Getting Started From the Ground Up - what you need to know about: Creating a Learning Culture Change Management Setting Success Criteria AND once you've created your program how to evaluate and integrate for growth.
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies.
Competency-based training links individual performance to the goals of the organization.
A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives.
In this webinar, you'll learn:
Why a sharp focus on key competencies is more important than ever.
The key characteristics of best-in-class competency-based training programs.
A straightforward seven step process any organization can use to implement competency-based training starting today.
With so much focus on employee retention right now, employee development and upskilling is a great way to help grow and develop your employees. This presentation will cover different strategies to encourage focused self-development as well as a more formal employee development program. It's not enough to have an employee development program, HR teams must be internal marketing and sales people making the business case for the program benefits and adoption.
This webcast is pre-approved for 1.0 business HRCI and SHRM credits.
A replay will be available for those unable to attend the webinar live.
Measuring the Impact of Employee Soft Skills TrainingBizLibrary
Why do organizations struggle with measuring the impact of their soft skills training?
We know that improved communications skills make our colleagues better sales professionals, HR professionals, customer service professionals, etc. But getting to actual proof of this “knowledge” isn’t always easy.
What You’ll Learn:
Common soft skills training and development challenges
How content should be delivered to achieve maximum benefit
How to build a framework for measurement of business benefits of soft skills
Teach Me How! 7 Tips for Creating a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies. Competency-based training links individual performance to the goals of the organization. A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives. In this webinar, you will learn:
Why a sharp focus on key competencies is more important than ever.
The key characteristics of best-in-class competency-based training programs.
A straightforward seven step process any organization can use to implement competency-based training starting today.
www.bizlibrary.com
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic, and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies. Competency-based training links individual performance to the goals of the organization. A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives.
7 Tips to Create a Winning Learning Strategy - Webinar 12-11-13BizLibrary
The best practices in learning strategies are a mix of several elements that meet the needs of the organization, employees and clients or customers. In this complimentary webinar, you will learn:
7 clear and concise elements of Next Generation Learning Strategies
The importance of continuing adjustments to a successful strategy
Aligning your learning strategies to support organizational goals.
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies.
Competency-based training links individual performance to the goals of the organization.
A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives.
In this webinar, you will learn:
Why a sharp focus on key competencies is more important than ever.
The key characteristics of best-in-class competency-based training programs.
A straightforward seven step process any organization can use to implement competency-based training starting today.
Sales Force Transformation: Developing a Customer-Focused Growth OrganizationVassilis Engonopoulos
In today's selling environment, buyers are becoming more sophisticated and demanding while competition continues to escalate. Enhancing the effectiveness of your sales force has never been more crucial - nor more difficult.
Transforming the sales force is a difficult journey, but the impact can be dramatic.
Blended threads: Global leadership development at Coats Kineo
How does a large global manufacturing organization up skill it's front line and middle managers on core leadership skills? By finding the right blends of approaches and partners! Check out this presentation from Learning Solutions 2014 with Kineo's Cammy Bean and Coat's Gary Droghini.
Blended threads: Global leadership development at CoatsCammy Bean
How does a large global manufacturing organization up skill it's front line and middle managers on core leadership skills? By finding the right blends of approaches and partners! Check out this presentation from Learning Solutions 2014 with Kineo's Cammy Bean and Coat's Gary Droghini.
Employee Training and Development: How to Measure Effectiveness and Impact - ...BizLibrary
According the ASTD 2013 State of the Industry, overall spending on employee training in U.S. organizations is $164 billion, the average cost per learning hour used is $89 and the cost per learning hour available is $1,772.
How can we make sure the investment of time and resources is making a positive business impact? How can we measure the effectiveness of our training initiatives?
In this webinar we'll review:
Training metrics - where we've been and where we're going
How to determine goals and key indicators
How to create a measurement plan for your program
www.bizlibrary.com/webinars
How to Measure the Impact of Soft Skills Training | Webinar 10.21.15BizLibrary
In this session, we will explore a range of soft skills training and development challenges, and we will provide a framework for building a measurement and metrics methodology to capture the business benefits and impact of improved performance in soft skills
www.bizlibrary.com
Measuring Performance: Linking Money To Mission4Good.org
In the mission-oriented nonprofit world, it can sometimes be difficult to get your team to focus on the relationship between money coming in and the organization’s ability to effectively deliver programs and services to its constituents. While top-line measures are exciting they can also be distracting and counterproductive if they are not properly accounted for and effectively presented. Peeling back the covers on your finance organization can help your team, executive director, staff and board members truly understand your financial situation and see how finances directly impact programs. Financial operations reviews deliver insight. Reviews help organizations move beyond budgets and expenses into staffing, policies and processes. You will learn…
• The 5 “must ask” questions
• The 3 reports you should study
• The secrets of financial management
• How to determine financial viability of new programs and link money with mission
Similar to Creating a training_program_learning_culture 121912h (20)
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.
Training Program of Dreams: If You Market It, They Will ComeBizLibrary
“I don’t know where to begin…. I’m not the expert. I don’t have enough time. I’ve tried this before.” Sound familiar? While marketing your training program can seem like a daunting task for HR and L&D professionals, it is actually much simpler than you might imagine. During this session, you will learn how to overcome these common challenges and understand the effect marketing has on your overall training program success.
This session’s key learning objectives:
-How to build excitement around your training program and drive utilization through a marketing strategy
-Examples you can use to measure the success of your marketing efforts
-An easy process to create simple resources that anyone can produce without marketing experience
Microaggressions what are they and how can i avoid using themBizLibrary
Is that your real hair? Can I touch it?" "Where are you actually from?" "You’re so articulate!”
Do any of these sound familiar to you? Maybe you’ve had a few co-workers repeat some of these questions or phrases to you or maybe you yourself have asked a few coworkers some of these questions, not knowing you've probably just offended that person with what is commonly known as a microaggression. There are racial-, gender- and identity-based microaggressions, as well as others that can be found in today’s workplaces.
As more and more organizations continue to take a public and bold stance against racism, it’s important that they practice what they preach. During this session, you will learn how to identify what microaggressions are, and more importantly, how you can upgrade your old vocabulary to one that’s inclusive and appropriate for the modern workforce.
This session's key learning objectives include:
Understanding the need and benefit of embracing an anti-racist relationship with your fellow coworkers
Understanding the difference between microaggressions and macroaggressions, as well as the three most common types of microaggressions found in today’s workforce: racial-based, gender-based, and identity-based microaggressions
What you should actually say the next time you want to have an informative conversation with your black coworkers and other coworkers of color
Addressing Mental Health in the WorkplaceBizLibrary
Let’s face it: Work can be stressful. In fact, the Attitudes in the American Workplace VII report found that 80% of workers feel stress on the job, and nearly half say they need help in learning how to manage stress. Although the conversation around mental health is becoming less stigmatized, it’s still a difficult topic to discuss in the workplace. In addition to the red tape and legal concerns, leaders may not feel comfortable advising others because they, themselves, are also grappling with mental health concerns.
This complimentary Training Industry webinar, sponsored by BizLibrary, will empower human resources (HR) and learning and development (L&D) professionals to effectively and ethically address and support employees’ mental health and well-being on an individual and organizational scale.
This interactive webinar will provide actionable insights on:
The main causes and negative effects of stress at work.
Strategies for how HR and L&D can stop the stigma around discussing mental health.
Techniques for managing stress and anxiety.
How to Develop Agility Within Your Training Program to Help Your Learners Suc...BizLibrary
It is time to adapt your training programs. We are all talking about adapting learning in the face of disruption, but have you done it? We know these last few months have not been easy for anyone — and there’s probably not a lot of room left on your plate. However, this is the perfect time to transition your in-person training (ILT) courses to an online, or blended, format. Why? A PRNewswire study found that 66% of employees are working remotely right now. And, according to a study by The Grossman Group, over half of employees want to continue working from home after the pandemic. You must keep your learners engaged to ensure your virtual, or blended, training programs are successful.
Join us for this complimentary Training Industry webinar, sponsored by BizLibrary. Your host, Tom Braning, Product and Solutions Expert at BizLibrary, will break down the steps of transitioning your ILT program to a blended or virtual format seamlessly.
You will learn:
How to transition from ILT to a blended or online training format in a few simple steps.
Ways to build learning agility within your employees so they are prepared for the transition.
Strategies to keep remote learners engaged in your new training program.
How Training Managers Can Use Self-Development to Improve Their ProgramsBizLibrary
As a training program manager, you spend so much time and energy developing others that focusing on your own self-development may feel less important, but it’s not! In fact, the more a program manager invests in their own skills, the more impact they can have on an organization. Join Director of Talent Development & Culture at BizLibrary, Libby Mullen, for an interactive discussion on self-development, and why it is imperative for a training program manager to find the balance between their own self-development and developing their workforce, to achieve a program with maximum engagement and higher ROI.
In this webcast, you’ll learn about:
Seven competencies of a program managers’ personal development
How to align your own goals and metrics to your company’s goals for improved results
A framework to gain respect and buy-in from leadership for your training program
How to Prepare Your Organization for a Safe Re-Entry During COVID-19BizLibrary
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.
While there is not a simple answer to these questions, during the webinar, Director of Learning Culture and Talent Development at BizLibrary, Libby Mullen, is going to explain one thing that all organizations must do to make this transition as smooth as possible. Organizations must consider both employees’ physical and mental health and safety when creating their plan for a successful re-entry into the workplace.
Join Libby as she discusses these important topics and more during the webinar!
· How to prepare for re-entry before anyone steps foot into the office
· Why employees’ mental health must be taken as seriously as physical health during this time of uncertainty
· Guidelines and precautions from the CDC on how to safely return to work
· Assessments to uncover what is the right move for your organization
How to Gain Leadership Buy-In for Your Training ProgramBizLibrary
Leadership support is critical to the success of a training program, but many HR and L&D departments are challenged in building that bridge and actually gaining the support that is necessary. In this session, Katie Miller from BizLibrary will look at why leadership buy-in is critical and introduce a 10-step program to make it happen.
The High EQ Leader: How Emotional Intelligence Can Impact Your OrganizationBizLibrary
A few years ago, feeling and showing emotions could be signs of a weak leader. But in recent years, and especially in the wake of a worldwide crisis, being able to connect to one’s emotions and the emotions of others is one of the greatest predictors of success for leaders and their organizations. Leaders who continually develop their emotional intelligence (EQ) are able to better navigate themselves and their teams through challenging situations like having difficult conversations, layoffs, low employee engagement, high turnover, and more.
Join us for this complimentary webinar, and we’ll help you get started with a development plan for your leaders, managers, and key employees to help improve EQ across your organization, proving that understanding emotions is the key to long-term leadership and organizational growth.
During this interactive webinar, you’ll learn:
How to identify the four facets of emotional intelligence in leaders
Strategies to improve leaders’ self-awareness, in turn improving their teams’ engagement and productivity
How to create an EQ development plan for your entire organization
Horizontal vs Vertical Career Pathing: How to Make Promotions WorkBizLibrary
Receiving a promotion is the epitome of an employee’s growth and success, but many companies are misusing promotions. As high performers reach their peak, they’re being promoted to managers solely based on performance. This type of career pathing is creating a domino effect in companies. The newly promoted managers often do not have the skillset to manage, therefore their employees become disengaged and your bottom line starts suffering more and more. How can we stop this domino effect from happening?
Join Tiffany Kummer from BizLibrary as she explains her strategy for career pathing using two different approaches, vertical and horizontal. Not everyone is meant to manage (or wants to), and that is okay. Tiffany will show you how you can still advance your high performers without putting them and your company in an unfavorable position.
What Makes a Great Employee Benefits Package?BizLibrary
With a new decade comes a new wave of employee benefits. According to SHRM, personalization of benefits packages is the #1 action companies need to take to win over this diverse and multi-generational workforce we live in. But, with the list of requested benefits growing, it can be difficult to know which benefits will have the biggest impact on your recruiting and retention efforts.
Join BizLibrary and BambooHR for a fireside chat-style webinar. During this webinar, you’ll get the opportunity to hear from two top HR experts as they discuss the evolution of benefits and which benefits are most popular, and give their advice on how to build a personalized benefits package that meets the demands of your top talent.
Key factors that have caused benefits to evolve, and the three most popular benefits today
How to make a personalized plan by combining traditional and non-traditional benefits
Strategies to create a benefits package that emulates your company culture
L&D's Role in Closing the Soft Skills GapBizLibrary
Organizations have tried all types of approaches to fill the soft skills gap. They’ve gone on hiring sprees, brought in consultants and even administered lengthy tests to candidates before hiring — but to little avail, as those gaps remain. What’s the next step? What are these organizations missing?
Training. Upskilling current employees is the most effective and cost-efficient way to bridge skill gaps and create an organization that’s ready for the future. But it doesn’t take just any kind of training.
Join us for this complimentary Training Industry webinar, sponsored by BizLibrary. Katie Miller will discuss the best training strategies to use when looking to close your employees’ soft skills gaps.
Training for Success: Balancing Compliance and Professional DevelopmentBizLibrary
Professionals within the banking and financial services industries are aware that the industry is in a constant state of change. Regulatory compliance demands banking and financial institutions provide training to remain compliant, which often causes supplemental training, that benefits your employees’ development, to be overlooked.
If you’re only providing compliance training to your employees, you’re missing the chance to give your organization and employees a competitive edge! Join Katie Koloj and Brianna O’Hara from BizLibrary as they explain the differences and benefits of compliance-only training verses overall professional development training in terms of your employees’ development. They’ll discuss how you can balance the compliance training required to keep your organization in business and the professional development training needed to give your organization a competitive advantage.
During this webinar you’ll learn:
• Defining compliance and professional development training
• How compliance training and professional development training can affect your organization
• Why balancing compliance and professional development training will help your organization succeed
• Three things to keep in mind when choosing your training methods
5 Ways to Prepare Your Organization for a Successful 2020BizLibrary
It’s that time of year again, time to start planning for next year!
As we approach the final months of 2019, it’s helpful to use this year’s successes to create a plan for next year and beyond. But, that can be easier said than done. With an abundance of opinions from leadership and staff and data collected from research, it’s overwhelming trying to prioritize what needs to be done. And when things get overwhelming, it often leads to nothing taking priority.
You don’t have to figure out this plan alone! Join Libby Mullen from BizLibrary and JD Conway from BambooHR as they discuss five strategies every company should use. These strategies come from simple concepts that you can easily implement at your organization to put you on the path to success.
During this webinar you’ll learn:
- Why culture is an important factor for any successful company, and how to align culture to company goals.
- How continually supporting your employees throughout the employee journey makes it easier to plan for the future.
- A five-part game plan that will guide you to organizational success in 2020.
Learn to Actually Engage Your Employees Why 87 Trillion Isn't Enough biz libraryBizLibrary
Despite soaring profits and unprecedented business successes, employers across the globe continue to struggle with engaging their employees; studies find the average rate for employee engagement hovers around just 15 percent in the United States.
In this program, Derek Smith of BizLibrary will help you understand the true value of an engaged employee. He will offer models and practical strategies that will optimize your organization to achieve increased employee engagement.
You will learn:
The importance of engaging employees, and why higher engagement will help you improve business outcomes
Why employee engagement is not a business challenge - understanding its root causes
Research-based working theories about what engages employees
Strategies that you can take and apply to increase engagement at your organization
9 Characteristics of Top Employee Training ProgramsBizLibrary
The spotlight on organizations’ employee development opportunities continue to grow. When they feel the pressure, organizations look towards L&D and HR to create the perfect employee training program. But employee training is not effective in a one-size-fits-all approach. Organizations have unique challenges that must be addressed for their program to be successful.
There may not be one simple answer to building the perfect employee training program. But after working with training managers in various industries and situations, we’ve found nine characteristics that are consistently present in all the best ones.
Join us for this complimentary Training Industry webinar, sponsored by BizLibrary. Employee Development Analyst Katie Miller will explain how to build the nine predictive elements of a top program into your employee development strategy, creating a program that will help solve the unique challenges at your organization.
This interactive webinar will provide easy-to-understand insights on:
- How to find or become a champion for learning at your organization
- Building a training program that reaches learners at the right time and place, to increase utilization
- A step-by-step plan designed to master the nine elements and build a top training program
How to Develop High Potential Employees in Your Organization BizLibrary
Your people are your organization's most valuable asset; training and developing people for new positions and challenges is not only more cost effective than hiring new talent, but it also helps them stay engaged. The problem is that many organizations struggle to identify the best development strategies and career paths for their employees. And when employees — particularly high-potential employees — feel as if they don’t have the right growth opportunities in your organization, they’ll go looking elsewhere.
How to identify employees’ strengths, including those that are less visible
Strategies for developing high-potential employees
How to motivate and retain your people
How to Build a Learning Culture to Inspire Employee GrowthBizLibrary
Do you know the No. 1 area of investment for HR in 2019? It’s employee training and development, according to a study by Payscale.
Why? Because, constant change in the modern workplace demands employees to continuously adapt and learn new skills. LinkedIn’s talent research shows that half of the most in-demand skills today didn’t even make the list just three years ago.
Employees and employers are both recognizing the need for training and development. In fact, LinkedIn reports that 94 percent of employees say that they would stay at a company longer if it invested in their career development.
So how do you create a culture for learning at your company that inspires employees to grow?
In this webinar, experts from BizLibrary and The Predictive Index will share their expertise on:
Why you should invest in employee learning and development
How to motivate your employees to make time for their growth
How to create a culture that facilitates learning
From Peer to Leader: How to Develop Your First-Time ManagersBizLibrary
The transition from individual contributor to manager can be a daunting task. A survey by CEB, now Gartner, revealed that more than 50% of new managers fail. Balancing new responsibilities while learning how to lead former peers is a common challenge that most first-time managers struggle to overcome.
During this webinar, Learning & Development Manager Libby Mullen will discuss this challenge and five others that new managers face. She’ll explain why management training is a crucial element to success as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
Key takeaways:
Identify key strengths and improve weaknesses of first-time managers
Improve the relationship of new managers and their employees through emotional intelligence development and coaching techniques
Create a training plan that builds confidence and increases productivity for your new managers
How to Turn Times of Change and Uncertainty into Positive OpportunitiesBizLibrary
Gone are the days of someone working for one company for their entire career. According to the Bureau of Labor Statistics, the average person will change jobs 12 times before retiring. This increase in employee turnover can often be attributed to times of change and uncertainty in the workplace, like layoffs, restructuring, mergers and acquisitions, etc. Change in the workplace is inevitable, but it doesn't have to be seen as negative, and it certainly doesn't have to become a reason for talented employees to leave your company.
Join Daniel Binkholder and Derek Smith from BizLibrary as they discuss how times of change and uncertainty can become opportunities to move your workforce in the right direction. They'll explain how learning and development is key to alleviating some of the stress that change and uncertainty brings to employees and their organizations.
During this webinar, you'll learn:
- Why not being prepare during times of change and uncertainty is creating higher turnover
- How to use L&D successfully during times of change and uncertainty
- The proper ways to communicate to keep a strong workforce during times of change and uncertainty
4. POLL QUESTION A. Our program is aligned to the
strategic goals of the organization.
What best describes B. We have a program, but it is not
aligned to the strategic goals of
your current employee the organization.
development program: C. We cover the basics, but
employee development isn’t on-
going.
D. Program? I wouldn’t exactly call it
a program.
5. POLL QUESTION A. No manager support
B. No budget or perceived value
What is your biggest C. Lack of leadership support
roadblock with D. Unengaged and unmotivated
employee development? employees
E. Something else
6. 1.No manager support
2.No budget or perceived value
3.Lack of leadership support
4.Unengaged and unmotivated
employees
7.
8. Keys to Program Success
Business Fit
Learning solutions that are tightly aligned to business initiatives.
Adoption
Effective communication to target Provide easy access to
audiences. resources, technology and tools.
Business Value
Measurement strategy that delivers return on expectations and return
on investment.
9. Strategy and Implementation
Cultural awareness
Change management
Goals and success criteria
Managing your program
10. Cultural Awareness
Executive and management support
Corporate mission and value
Business and work environment
Communication styles and flow
Relationships of influence
Existing learning culture
11. Elements of A Learning Culture
1. Holistic thinking
2. Integrated learning
3. Capacity for change
and improvement
4. Focus on
collaboration
5. Personal commitment
12. Change Management
Communicate the business and
individual benefits of the program
Communicate to reduce fear
Careful planning
Clear links between training and job
roles/performance
17. Program Focus
Replace % of Instructor Led Training
Employees use e-learning to meet an average
% of their annual training requirement
18. Learner Focus
Positive feedback on content with a specific
approval rating.
Demonstrate they can apply what they learned
to the job within 90 days.
19. Program Goal
Goal: Replace 50% of instructor
led training with e-learning within
12 months.
Success Criteria: Usage
measured by completion
Measurement: 25% of potential
audience of 500 completes one
course (125 learners) on an
annualized basis
20. Program Goal
Goal: Provide e-learning as a
viable means for employees
professional development within
12 months
Success Criteria: Learner
satisfaction with content
Measurement: Positive feedback
on content with a >70% approval
rating
21. Learner Goal
Goal: Improve performance in
handling of customer complaints
within 90 days
Success Criteria: Transfer of
knowledge and/or skill back to job
Measurement: Positive feedback
on applicability of learning to job
responsibilities with a >70%
approval rating
22. Program Evaluation
• Start with usage
reports
• Results from
evaluation forms
• Pre and post tests
• Job performance
metrics or KPI’s
23. Sample Metrics
Method: Track initial email to users.
Measured Results:
53.5% open rate
35% hit the link to the LMS within the email
62 signed up for courses
28 started courses
8 completed courses
24. Sample Metrics
Method: Leadership development
program participation
Measured Results:
• 80% completed the program
• 30% were promoted within 3 months
• 100% retention of all participants
• 100% rated the program valuable
25. Managing Your Program
Deployment and launch
Marketing and
communications
Measurement and review
31. Your Plan Should Include:
• The Message
• Your Purpose
• Method
• Metrics
• Target Audience
32. Sample Plan
Message Purpose Method Timing Metric Owner Target Audience
Launch of Inform Article in Pre-launch Awareness Kim Sr. Leaders, Mid-
Strategic company survey level Leaders,
Sales daily e-news results great Sales Leaders,
School than 10% of Sales People
sales team
Persuade Testimonials Launch Enrollment Kim
from Sales at 85%
Leaders and
Pilot
Participants
Remind Participant Monthly Kim Sales People,
testimonials Sales Leaders
34. Elements of A Learning Culture
1. Holistic thinking
2. Integrated learning
3. Capacity for change
and improvement
4. Focus on
collaboration
5. Personal commitment
35. Recommended Resources
Streaming Videos:
• Change Management
• Cutting Edge Communication: Accepting
Change
• Don't Panic! A Recipe for Success in
Times of Stress
E-learning Courses:
• Organizational Behavior: Dynamics of a
Positive Organizational Culture
• HR as a Business Partner: Using Metrics
and Designing Strategic Initiatives
• HR as a Business Partner: Linking HR
Functions with Organizational Goals
36. Questions?
Chris Osborn
cosborn@bizlibrary.com
Jessica Batz
jbatz@bizlibrary.com
Host:My name is Jessica Batz and I’m a Marketing Specialist at BizLibrary. I graduated from the University of Missouri-Columbia with Bachelor of Journalism in. Prior to joining the marketing team I worked directly with our clients as an Account Manager to help implement, build and launch new programs, develop marketing and communications plans, and align their program with organizational objectives. I’m very active in social media and learning. You can follow me @jessbatz and @bizlibrary on twitter.Presenting today is Chris Osborn. Chris is the VP of Marketing for BizLibrary. Chris has also worked in a consulting capacity with a Paris-based leadership development consulting firm to help organizations design and implement leadership and executive development programs. He's been preforming learning, development and training functions formally since 2000 and informally for organizations since 1987. Chris is a member of the adjunct faculty (adjunct- since 1999) in the Human Resources Management Program (Master's Degree) at University College - Washington University in St. Louis where he teaches courses on conflict resolution and discrimination. He's a social media evangelist, and prior to his move into the business sector, Chris practiced law in the areas of labor, employment and business litigation for over 12 years. He graduated from Washington University School of Law with honors in 1987. He’s here today to present key strategies for building and planning an effective succession planning program.
BizLibrary has provided online learning solutions to small and mid-sized companies since 1996. Our core solution includes the industry’s largest course libraries. That includes the award winning streaming video library, and an e-learning courses libraries. Covering every topic area, from new mgr and supervisor, leadership development, hr compliance workplace health safety, pretty much anything you’d want to do training on. Our award- winning learning management system is also a part of our core solution. The LMS makes training easy, it’s a cloud-based solution – meaning it’s available from anywhere – anytime. you can deliver and track all of your learning resources and events from on central platform. At BizLibrary we believe in the power of technology to help smaller organizations learn, share knowledge, and perform at their best.
No manager support/accountabilityUse it or lose it – We often forget this building block for all T&D efforts. Employees who can’t incorporate what they’ve learned, it evaporates very quickly. Think how wonderful companies would become if supervisors were held accountable as part of their on-going performance if training reinforcement was included? Think about it!Budget:This is a “fact,” but it’s also a crutch. Ironically, companies want to have the best and brightest, but when the first economic squeeze hits, T&D budgets get chopped quickly. Maybe companies should look at these dollars as “investments” vs. “expenses!” * Time and staffing strikes the same chord as “budget” does. If these components of a company are not valued, then there will always be a lack of time, funding and staffing assigned to T&D. There needs to be more of an argument in this area than ROI. There has been to sustainability, value and behavioral shifts which show tangible results. * Perceived value is another common roadblock HR gets mired in the CFO mindset to develop a massive ROI model in order to justify our “value” to the organization. However, it’s also a key factor for our employees who attend our efforts. If they don’t see that they can use what is taught, then that is a much more critical loss of value than any financial issues will ever generate.The culture of senior leadership– If you don’t have people leading the company who encourage, foster and believe in training and development of their employees, then there is no bigger wall to break through. This can influence the budget argument. It also shows if a company chooses to be limited and static vs. positioning itself to function strategically.Unengaged and unmotivated employeesTraining and development needs to have context and relevance. If employees don’t see themselves in what you’re delivering then your efforts are for naught.
How to get started from the ground upCulture, Change Management, Success CriteriaProgram Evaluation and Managementidentify four major phases of the implementation process, which include:Strategy and ImplementationDeploymentMarketing and CommunicationProgram Management and Strategic Integration
Strategy and Implementation:Cultural Awareness – Recognizing how the culture of your organization impacts yourimplementation.Change Management – e-Learning almost always represents significant change for our clients. (Over 80% of our clients are first- time e-learning consumers.)Program Goals and Critical Success Factors – Defining your program goals and objectives. Selecting your curriculum, determining your program success criteria, and methods for evaluating your success.Managing your Implementation – Assembling the resources for managing your implementation.
Does your organization have a strong culture of learning? This may seem like a difficult question because an organization’s culture is complex. It evolves through an accumulation of shared history, values and relationships.Cultural considerations that can impact the success of your training program:Executive level support or mandateCorporate mission or value statementsEmerging business realitiesBusiness demandsManagement level support for trainingPhysical work environmentOrganizational communication styles and information flowRelationships and organizational influenceExisting learning culture
A learning culture has five key elements. The first is holistic thinking where employees understand how the parts of the organization interact and operate together. The second element is integrated and varied learning opportunities, designed to achieve a common goal. The third element is a capacity for continuous change and improvement. The fourth element is a focus on collaboration – learning and solving problems with others. Finally, the fifth element is personal commitment from all employees.Holistic thinking:Holistic thinking or systems thinking is the ability to see the “big picture” within an organization. Where holistic thinking exists, each and every employee understands how their work contributes to the overall strategy and how changes in one area affect the whole organization.People understand and consider the implications of their actions on other areas of the organizationPeople at all levels are focused on a common vision and strategic directionLearning has a place in the shared vision; top management support the vision of a learning organizationEfforts are coordinated across departments on the basis of common goals.Integrated learning:Integrated learning opportunities means learning through a variety of mechanisms. Learners may attend formal training, then reinforce and sustain what they learned through job shadowing, discussion or on-the-job practice. Integration also means making learning part of the job so that employees continually encounter opportunities to grow and develop as they carry out their responsibilities.Comprehensive, multimodal learningRegular practiceOn-the-job trainingGood knowledge managementStrong succession planningEmployees seek information and feedback from customers, suppliers and other external sourcesCapacity for change and improvement:A learning culture thrives when an organization has a capacity for change and improvement. In such cases, employees have an openness and willingness to accept change. They embrace change through continuous learning and discovery.AdaptabilityInnovationExploring and challenging assumptions and perception gaps is expectedEmployees reflect and consider perspectivesMistakes are tolerated and considered part of the learning processFocus on Collaboration:A collaborative approach to learning- as opposed to an individualist approach – focuses on learning as a group. A positive learning culture has collective thinking skills where a group has the capacity to develop shared intellect. People learn from and with each other, and the combined intelligence of the group is greater than the sum of its individual members.Employees share informationEmployees interact with good communication skillsEmployees collaborate to learn and solve problemsGroup learning and decision making is standardEmployees are rewarded for team effortsPersonal commitment:Employees in a learning culture are motivated and committed to taking charge of their own learning. In a learning culture, individuals are proactive, and learning is largely self- directed.Every employee is treated as an individual Everyone is motivated to improve their performanceEmployees are energized from learningActive self-development is standardEmployees are rewarded for learning
No matter how well you plan for the implementation and work your way through effective change leadership principles, there will be pockets of resistance. Resistance to any change is normal in organizations. In fact, you should expect some resistance, and that means you can also plan for it and try to reduce the impact.So, be prepared to offer ongoing support and validation for the e-learning program by:Communicating the business and individual benefits of the programReduce fear of the unknown by communicating – in as many ways as possible – what can be expected from the training, e.g. number of courses, time expected to be spent in training, the ease of using the LMS and accessing the courses, etc.Planning carefully to keep business disruption to a minimumProviding clear links between the training curriculum and job roles
HOW TO PRESENT CHANGE TO EMPLOYEES The following outlines a process for presenting change to employees.PREPAREGather as much background information as you can.Think about how different people will react to and be affected by the change.Empathize—try to put yourself in your employees' shoes.Plan how you are going to introduce the change—that is, exactly what you are going to say.Anticipate their questions and plan your responses.DELIVER YOUR MESSAGEExplain the change's purpose.Give background information.Explain the reason or reasons for the change as fully as you can.Tie the change to the "big picture," explaining how it relates to solving an organizational or departmental problem or some other kind of improvement.Explain the change's impact.Communicate honestly how the change will affect the people involved.Be enthusiastic and positive, but deal openly and frankly with the negative aspects.Provide information.Supply details about the change, including what they can expect and what is expected of them.Stress the personal benefits and potential opportunities for them.Assure them that they will receive training and support as appropriate to the situation.Handle concerns.Solicit questions and concerns.Listen and respond openly, taking whatever time is necessary to fully give them opportunities to express their feelings.Involve employees in the change.Ask people for help and commitment in making the change work.Actively seek their input and suggestions, and ask them about any problems they may have or anticipate.Use group problem solving to overcome problems and address related issues.Ask for their ideas on how to implement the change.FOLLOW UPCheck in with people periodically to find out how they are handling the change.Continue to offer support and serve as a sounding board when needed.Recognize and reward those who support the change through their efforts, advice, and input.Source: "Management Model for Change: Presenting Change to Employees" by Karen Lawson in 2008 Pfeiffer Annual: Consulting (2008).
Once you’ve examined your organization’s culture, and the variables in place that will impact your implementation, you’re ready to start defining the program goals, objectives, and critical success factors. Whether you’re implementing an Instructor Led Training (ILT) program, an e-learning program or a blended program – it’s imperative that you clearly define your objectives and link them to overall business goals. Factors include determining the audience for your program, selecting the appropriate courses that map to your objectives and defining the criteria used to measure your success (success criteria).
Specific: Training program goals need to be targeted to meet specific business needs. Generalized goals, such as increase revenue can be measured, but it’s very hard to find the impact of training in such broad – yet important – organizational goals. Instead, a specific training goal that might be effective for sale training might be to improve the “close” rate from 6% to 7%.Measureable : There is an old adage in process improvement that goes – “if you can’t measure it, you can’t improve it.” Training goals certainly lend themselves to this concept. If the goal is to improve customer satisfaction, make sure you are gathering customer satisfaction data you can evaluate. So surveys or renewal rates might be two measureable factors you can examine to see if you can measure improvement as a result of training.Attainable : Make sure your goals – both short term and long term – are, in fact – attainable. As you build your e-learning and training program, setting benchmark goals that are realistic and attainable (not EASY) can be very motivating. As people hit these goals, you will find your program will gain traction and momentum.Relevant : Most employees will be engaged in training when they clearly see a connection between the training content and their job roles.Timely : One of the great advantages of e-learning is the “just-in-time” nature of the training modality. As you develop your marketing and communication materials, it might be a good idea to emphasize for employees that THEY control the timing of their e-learning.Goals can be program focused or learner focused.
Generally, your criteria will fall into two main areas of focus, Program and Learner. Each item includes a measurement component. Program FocusProgram focused criteria should take a broad view of the program design and objectives. Remember, as you develop these measurements and criteria, to follow SMART.Percentage of employees take at least one course within the first year of programReplace percentage of Instructor Led Training (ILT) with e-learningEmployees use e-learning to meet an average percentage of their annual training requirementEmployees use e-learning courses to meet specific skill gaps in their Personal Development Plans and demonstrate a test score of percentage
Learner focused criteria ought to be much more specific, and sometimes these measures can be based upon learner feedback, impressions and ideas.Positive feedback on content with a specific approval ratingExtent the learner has manager encouragement to use of the knowledge and/or skills presented by modeling the skills or providing you coaching and/or feedback? Positive feedback on how participants will apply what they learned to their job
When determining howyou will evaluate the success of the program, it is important that you have at least one method of evaluation that allows you to measure each of your success criteria.Common sources of data for measuring against success criteria include:Usage reports available from the Learning Management System (LMS)Results from learner evaluation forms that can be compiled, averaged, and chartedImprovement in scores between pre-test and test that can provide evidence of training effectivenessMeasurement gives us an indication of where we have been and where we need to go next.Measurement is important – it aids you in demonstrating the value of e-learning, monitoring the effectiveness of training programs and ensuring specific return on the training investment.As you’re evaluating your e-learning program, consider the following questions:Did you meet your business objectives?Did you meet your budget?Did you have management buy-in?Did this impact your business? If so, how? If not, why not?Did you track utilization?Did your cultural variables shift or change? If so, how does this impact your e-learning strategy?Have you identified additional training gaps that can be addressed with an expanded e-learning initiative?Potential business impact of elearning:Reduced the learning duration for each learner from 8 hours to 2.5 hours Increased learner retention and/or exceeded the knowledge gained from the current program Eliminated travel Reduced the number of days the sales force was out of the field Gained additional time for training in advanced topics Improved the bottom line through related efficiencies
Jessica:Method: Track initial email to users. Measured Results:949 sent/508 opened (53.5%)77 users hit the link to the LMS within the email (35%)62 signed up for courses28 started courses8 completed courses8% completed a course from one emailThe average of new program participation – completing a course is 30% in the first year
JessicaOverall goal was to increase key employee retention over 12 months80% of participants completed the program30% of participants were promoted within three months of program completion100% retention of all program participants100% of participants rated the program as worthwhile and valuable
Develop the plan/set the timeline for the projectMonitor the timeline for the projectDevelop a marketing and communication planGenerate reportsMarketing Strategy – Development of your overall marketing strategy and its relationship to your program goals and objectives.Target Markets – Determination of your target markets and their “pain points”.Marketing Methods – Determination of the appropriate marketing and promotional techniques for your e-learning program.Marketing Plan – Development of an effective marketing plan and the importance of re-evaluating your efforts in order to meet your e-learning goals.
It is important that you identify who will be part of your internal project team. You might want to consider participants from the following departments:TrainingHuman ResourcesOrganizational DevelopmentInformation Technology (to handle any technical issues)Marketing/Communications (to assist with the marketing plan)
JessicaProvide your employees with user guides.Include:How to access the training contentWho and how to contact supportThe basics of navigation, features and functionalityCommunicating the business and individual benefits of the programReduce fear of the unknown by communicating – in as many ways as possible – what can be expected from the training, e.g. number of courses, time expected to be spent in training, the ease of using the LMS and accessing the courses, etc.
JessicaProvide on-going support, like tips for e-learning.Make time for e-learning. Set aside specific times to work on your courses and stick to your schedule. Internet based courses do not have the regular meeting times and terms that Instructor Led courses have, so you can set your own time schedule.Pace yourself.Deciding your own hours is great, but make sure you do not fall behind in your schedule. Catching up is difficult. Create milestones or check points to help you stay on track.Be a strategic learner.Look at the learning outcomes and scan the assignments prior to starting the course.Keep the outcomes and tasks in mind as you work through sections of the course.Don’t feel that you need to read everything.Adults have different learning styles and some don’t need to read everything to succeed. Maintain a positive attitude.Don’t become discouraged if you run into difficulties. Developing new skills and knowledge is sometimes difficult, but the gain is worth the pain. Collaborate.Helping others and sharing your view will enhance your learning and make it more fun. Share your experiences.Ask yourself whether the material in the course is consistent with your experience, and analyze why or why not. Share these ideas with others to challenge your own thinking and learn from the ideas of your colleagues.
Marketing Strategy – Development of your overall marketing strategy and its relationship to your program goals and objectives.Target Markets – Determination of your target markets and their “pain points”.Marketing Methods – Determination of the appropriate marketing and promotional techniques for your e-Learning program.Marketing Plan – Development of an effective marketing plan and the importance of re-evaluating your efforts in order to meet your e-Learning goals.Build: design your strategy and remember to reflect the culture of your organization. Consider your business. Address cultural variables within launch, initial activities, and ongoing efforts.Act: tell your story, send your message and set the foundation for ongoing success. Work from the top down. High-level communication is key, for it sets the example for the ranks. Identify available corporate resources. Communicate who, what, when, where, and why.Review: evaluate your efforts to understand the changing work environment, share information, keep users energized, and determine if you met your objectives.A successful marketing plan includes not only initial launch activities, but also strong ongoing efforts throughout the program. As you build your plan, remember to keep your program goals and success factors at the forefront of your decision-making and tie the activities into these goals.
the messageManage your messages: Keep them simple and few. It’s better to have a few messages that are frequently repeated and reinforced than multiple messages that are infrequently delivered and never reinforced. Group together similar initiatives like diversity and inclusion or ethics and compliance. Too many messages are confusing and fatiguing.It’s got to matter to me. Too many messages are presented from the point of view of benefits to the organization. If you want people to change their behavior, they have to understand what’s in it for them.your purpose—whether it is to inform, persuade, or remindmethod—of communication, such as video or testimonialstimingeffectiveness metric for communication, or how you will measure your communication's success in meeting your objectivesowner—to ensure clarity and accountabilitytarget audience—the intended audience for the message, typically segmented populations.
The messageYour purpose —whether it is to inform, persuade, or remindMethod—of communication, such as video or testimonialstimingEffectiveness metric for communication, or how you will measure your communication's success in meeting your objectivesOwner—to ensure clarity and accountabilityTarget audience—the intended audience for the message, typically segmented populations.
JessicaPre-launch - purpose is to build excitementLaunch - purpose is to drive utilizationProcess/Instruction – purpose is to communicate processes and instruct on system navigationReminder - purpose is to sustain utilization and expand audience if neededFollow-up (every 3 months minimum ongoing) - purpose is to re-energize program, drive utilization and encourage/drive feedback. Provide means for feedback even if that is only referencing the existing course evaluations.
A learning culture has five key elements. The first is holistic thinking where employees understand how the parts of the organization interact and operate together. The second element is integrated and varied learning opportunities, designed to achieve a common goal. The third element is a capacity for continuous change and improvement. The fourth element is a focus on collaboration – learning and solving problems with others. Finally, the fifth element is personal commitment from all employees.
Learners - structureContent InventoryEstablish who needs what contentWho needs access to what contentWill the relevant content be assigned to the learner or will it be placed in a catalog for learners to select themselvesAdd to spreadsheet – catalog-all, assigned allWe have a formal program in place, mostly compliance and job role specific, any recommendations for integrating informal or capturing it? Our culture is extremely competive and performance driven , how can help people work more collaboratively?Employees not placing value on ongoing development and resource limitiation people feel like they don’t have time for training