Training News

  • Long-Term Incentives Are a Waste of Time. Here’s What You Need to Do Instead
    Instead of trying to get employees to stay, companies need to maximize the output they receive from their employees to compensate for hiring and separation costs. This can be achieved by offering a new variety of employment contracts. Article Author: Roei Deutsch, CEO and cofounder, JOLTA relative of mine recently retired after working for the same medical institution for 40 years. As part of the hospital’s employee appreciation program, the HR department gave her a brochure listing many high-end consumer items: a leather recliner, an industrial-strength blender, a gold watch, etc. She could choose one item from the brochure as a retirement gift. Needless to say, the present was highly anticlimactic. The time has come to get rid of such brochures (both the literal and figurative ones). Long-term incentives are no longer effective means for motivating or retaining employees (and they haven’t been for a quite a while). Millennial employees, especially, are... Read more »
  • Training Insights Episode 9: When Worlds Collide
    Find out how Concordia University’s Alicia Cundell blends learning styles from corporate professional development into the university setting.Author: By Kevin McGowanEpisode 9 of this podcast series, produced by Ottawa-based writer/audio producer Kevin McGowan in partnership with Training magazine, features a chat with Alicia Cundell. She is an educational developer at Concordia University in Montreal, Canada. Her role is to help professors develop their courses, and she does her best to mix styles from the world of corporate professional development into the university setting.  Find out more about how Cundell does this and the impact professional development has had on the academic world the last few years. Click below to listen to Episode 9: When Worlds Collide This podcast series includes one-on-one interviews with fascinating people in the training/learning and development world. The podcasts focus on training technologies, projects, career paths, and more. They aim to provide listeners with a unique view into training and... Read more »
  • Training Top 125 Best Practice: Advanced Solve Care Training at Best Buy
    Prior to the training, Best Buy Mobile locations averaged approximately 820 Home Connections per month; post-training Best Buy Mobile locations exceeded 1,200 per month.Article Author: Edited by Lorri FreifeldIn order to grow customer loyalty, make Best Buy Mobile stores more of a one-stop shop, and increase operating income, retailer Best Buy designed a training program to help solve specific business gaps and/or identify new business opportunities. This program is delivered within the framework of the company’s sales model, so there is a sense of consistency in the delivery each time, but the rest of the content changes to meet the needs. Advanced Solve Care is a combined effort and partnership between Training, Sales, and Operations to ensure all employees are aligned around Best Buy’s strategic direction. Program Details The first of these trainings was centered around Home Connections, which includes digital sign-ups for services such as Internet, cable, and home phone through... Read more »
  • Sales Training Success on a Low Budget…How About FREE!
    The art of leading your sales team to train each other.Article Author: Russ Riendeau, Ph.D., Partner, Jobplex, a DHR International CompanySales training can be costly, with travel, meals, and lodging adding up quickly. Even if you bring in a professional speaker or training company in-house, budgets or timing can be an issue. What else can you do? Let me share one proven strategy to save you some cash, secure training, and produce results with a sales team-oriented approach to teaching each other. Regardless of the size of your team, sales training is critical in this new world at work. Given that more than 75 percent of companies have not delivered any kind of formalized, professional sales training in the last 18 months, it should be no surprise when your sales numbers fall flat. Research shows that training that is not delivered/reviewed consistently is forgotten within weeks/months of instruction. Thus, repetitive, ongoing training—even if... Read more »
  • Ericsson Swarms Stockholm: How to Engage Interns to Recruit Talent
    The full-day event was designed to engage with Ericsson interns, employ a guerrilla marketing approach to spreading the word about the company’s open positions, and encourage interns to build relationships with one another along the way. Article Author: By Anders Österlund, Sweden Employer Brand Lead, Ericsson                       Ericsson Sweden’s summer interns storm the streets of Stockholm to demonstrate Ericsson’s company culture in an unconventional effort to attract local talent. Every year, we welcome hundreds of summer interns into Ericsson’s offices in Kista (Stockholm), Sweden. In addition to serving as a tremendous asset to a company’s day-to-day operations, interns are also a veritable treasure trove of potential future candidates and a vehicle to reach an even larger audience. Investing time and effort into our interns to support the future of STEM (science, technology, engineering, and mathematics) around the globe is a priority we hold dear, and so we strive to make our interns feel welcome,... Read more »
  • Transforming Learning Results Through Talent Activation
    Article Author: SilkRoadAs training leaders look ahead and assess new technology, a big question is on the table. How can companies create a learning environment where employees become a competitive advantage? Many look to technology to provide that advantage. However, survey results show strong dissatisfaction with HR technology. A 2016 Brandon Hall technology survey indicated that 47% of respondents were dissatisfied with HCM technology Only 9% of HR professionals believe that HR technology has revolutionized their businesses according to a 2015 SilkRoad survey Key Challenges Create Disconnect What drives the disconnect? One reason is that the process is not sustained. For example, once initial training and the orientation process completes and the new hires move on, the learning foundation built in those early days is not carried into a continuous, long-term program. To accomplish learning results that impact business outcomes, it’s time for a different approach. Experiences need to take place throughout the entire employee lifecycle as... Read more »
  • The Competitive Advantage of Deliberate Practice
    Practice scenarios are delivered in a one-to-one safe-practice environment, where the consequence of taking risks or making mistakes is learning and improvement, not lost business.Article Author: By Randy Sabourin, Co-President, Practica Learning, and Co-Founder, Anderson Sabourin Consulting Inc (ASCI)One of the most critical competitive advantages for any organization is the skill level at which its people have important conversations. Interpersonal interactions—whether customer facing, coaching, diversity and inclusion, or leadership—can positively or negatively affect an organization more than a marketing campaign, a recognizable logo, a great product, or a good price. Business leaders look to Learning and Development (L&D) to deliver this competitive advantage across the organization with the expectation of a greater return on their investment every year. We are about to witness a fundamental shift in the way L&D organizations deliver on this mandate. To be an expert at an interpersonal skill, whether internal or client facing, knowledge of the process... Read more »
  • Does Down Time Make Better Employees?
    Author: By Margery WeinsteinWhen I first started my current job as a managing editor of a health trade publication, my boss was used to working with some of our business associates on the weekends. The first Monday I returned to the office and opened my work e-mail inbox, I saw a string of messages from him, with the last one asking, “Are you there?” I didn’t panic, despite my neurotic nature. I spoke to him later in the day letting him know that, while I’m able to work late during the week when necessary, I’m not available on the weekend. Special projects and events on the weekend could be accommodated, I let him know in a nice way, but as a general rule, weekends belong to me. I let it go at that, but I might have added if I had the nerve: “You don’t have the money to keep me on... Read more »
  • Integrated Thinking and the Integrated Report
    Excerpt from “The Chief Value Officer: Accountants Can Save the Planet” by Mervyn King with Jill Atkins (Greenleaf Publishing, December 2016). Author: Mervyn KingIntegrated thinking involves the board of directors as a collective understanding, knowing, and then planning how the company will make its money. In other words, it must determine the company’s business model, embracing its governance, enterprise risk management, strategy, and internal controls. It also will consider how the company will maintain value creation in the longer term in a sustainable manner. To do this, the board has to determine the inputs into its business activities, the outputs from those business activities, and the effects its outputs have on the resources used by the company, more particularly the effect it has on society and the environment—the social and natural capitals. Every company is dependent on the resources it uses and the ongoing relationships with its stakeholders. A mindset change... Read more »
  • 10 Simple Steps to Powerful Virtual Training
    By following these simple tips, you can create an experience that will be persuasive, informative, and engaging.Article Author: Anastasiia Bobeshko, Chief Editor, Program-AceVirtual training has long ceased to be something out of the ordinary. More and more facilities, both public and private, find a place for virtual training in their educational systems. There is nothing wrong with that; on the contrary, this type of training is effective in terms of developing required skill sets or strengthening certain abilities. Building a training strategy is a grueling and meticulous procedure—all elements should be chosen and mixed in order to provide an effective combination. Moreover, the training should be informative and engaging for the staff members and provide a solid ROI for the organizations and businesses. Here is some advice on how to design an effective virtual training, plus the most common and efficient techniques to utilize in order to craft a digital education. #1 Do Your... Read more »
  • My Organization Downsized, and My Workload Upsized
    Although you have self-interests, your conversation on the subject with your supervisor should be mindful of the collective interests of your department, including those of your boss.Article Author: By Michael Rosenthal, Managing Partner, ConsensusQ: I am happy to have survived my company’s recent downsizing. At the same time, my supervisor seemingly expects me to now take on the work of several people. How can I say no to some projects and still be seen as a team player? A: As you point out, those who lose their jobs are not the only victims of downsizing—those who remain at the organization are expected to pick up the slack. While those of us with jobs appreciate that things could be worse, taking on extra responsibilities and working longer hours is easier said than done when you have already been feeling overworked. Start by considering that there might be bigger forces at work. Most likely, your... Read more »
  • Getting the Inside Scoop on Motivation
    Whether an inside job or working from the outside in, motivation on the job is no easy task.Article Author: By Roy Saunderson, Chief Learning Officer, Rideau Recognition SolutionsI have always loved the simple explanation for motivation that it is your “motive” to action. This made me think of the sign I saw the other day that said, “I dream of a better world where chickens can cross the road without having their motives questioned.” However, motivation from a scientific viewpoint is always described as the psychological factors we all have, such as needs, desires, wants, or drives within us that cause us to do the things we do each and every day. The tricky part is applying this frequently misunderstood concept on the job. MOTIVATING SOMEONE ELSE IS DIFFICULT From a workplace and management perspective, the question often is asked: How can you motivate another person? The reality is motivation is not something a manager has... Read more »
  • How Do You Know You’ve Succeeded As A Trainer?
    If this is all I ever hear after a presentation, it will be enough: “I felt you were here to benefit me.”Article Author: By Bob Pike, CPLP Fellow, CSP, CPAE-Speakers Hall of FameMost of us have probably asked ourselves what it is about the training business that keeps us where we are—standing up before people day in and day out, sometimes with participants eager to learn, other times with their evil twins who act as if they’ve been forced to attend at gunpoint. Why, in a field often lacking appropriate financial reward and company pats on the back, do we continue to do what we do? And, more importantly, what are the ways we measure whether what we do is worthwhile and is making an impact? A VIRTUOSO PERFORMANCE I had these questions answered for me six years into my career when I was asked to present at an exclusive dinner meeting with... Read more »
  • Bringing Story Sync To The Classroom
    Story Sync is a role-specific, interactive scenario that operates on a classroom-issued tablet, which runs in parallel with classroom content.Article Author: By Matt Estes, Director, Instructional Design, Evolent HealthE-learning, mobile learning, gamification, micro-learning. The list goes on. Every time you look up, it seems there is another new trend in the training world. It can be difficult to balance the desire to embrace the latest training trend while developing sound content for your organization. But one thing is certain—classroom training will always have a place. What has been done to enhance the classroom experience? Often, the answer is “not much.” Virtual reality, geo location activities, and other tech-heavy solutions have popped up, but they are unrealistic for most organizations due to cost, development time, or cultural fit. I could not find a solution for the classroom that could provide a role-specific, immersive experience that uses concepts from the latest training trends. I... Read more »
  • Innovation, Creativity, And Learning
    By combining new research on the value of cross-cultural collaboration with five key discovery skills, organizations can leap forward in fostering a learning environment that promotes creativity and innovation.Article Author: By Neal Goodman, Ph.D., President, Global Dynamics, Inc.Innovation and creativity cannot be taught in a classroom. But they can be learned. That learning occurs by placing individuals in situations that challenge them to think and act in new and unexpected ways. In “Cross-Cultural Bonding Leads to Higher Creativity,” William Maddux and Andrew Hafenbrack report that “organizations can foster a more creative workforce by embracing diversity and then capitalize on it through facilitating close cross-cultural collaboration among employees.” Their research, published by INSEAD, strongly supports the idea that cultural differences should be treated as “priceless learning opportunities.” In their seminal work, “The Innovator’s DNA,” Jeffrey H. Dyer, Hal Gregersen, and Clayton M. Christensen describe the five key “discovery skills” that distinguish the most creative... Read more »
  • Focus on Romania
    Essential tools in the trainer’s kit in Romania are similar to those required in most Central and Eastern European countries: Establishing trust, engaging trainees, and developing a personal connection with them are of paramount importance.Article Author: By Oleg Smirnoff, Senior Associate, Global Dynamics, Inc.If ever a tumultuous history, constantly changing geographical borders, and political hardships shaped the national character of a country, it is Romania. With a language originating from Latin, deeply rooted Orthodox Christian beliefs, and a pragmatic mentality, Romanians have managed to earn the title of the “greatest survivors in Europe.” Romania joined the European Union in 2007, and since then, the nation of approximately 20 million people has been steadily growing its economy while struggling with the challenges of managerial modernization. The university educational system in Romania, especially the business and management component of it, does not fully meet Western corporate requirements, which explains why leadership development and cross-cultural... Read more »
  • Who Does What? Use RACI To Figure It Out!
    Use the RACI chart to facilitate discussions about responsibility and authority. Clarification of roles will keep the project focused on achievement of the outcomes critical to personal and team performance.Article Author: By Ross Tartell, Adjunct Associate Professor of Psychology, Columbia UniversityHave you ever been part of a team when no one knows what anyone else is doing? Maybe you find your efforts are duplicated or key activities fall through the cracks. Perhaps you think you are in charge—and then find out you don’t have the authority you need. These are common team problems often caused by ambiguous roles and responsibilities. Clear and conflict-free roles enable team members to work together. When this is not the case, a team has significant problems that need to be resolved. A RACI chart is a powerful project management tool that clarifies roles, responsibilities, and accountabilities, resulting in improved team performance. HOW DOES IT WORK? A RACI chart maps who... Read more »
  • What They Don’t Teach In Business School
    Business schools don’t prepare people to be laid off or downsized out, nor do they teach leaders how to lay off people.Article Author: By Jann Freed, Ph.D., Change Management Consultant, The Genysys GroupWe are living in a new world of uncertainty. Industries, companies, and positions are disappearing—causing lingering fear and mistrust. As a result, there is a shift in the way people connect with their organizations (employee contract) and expectations. The old reality (old paradigm) was based on employee performance, loyalty, dependence, and commitment. In return, organizations had an obligation to provide long-term employment until voluntary departure or retirement. In the new reality, job security has disappeared and all employees are temporary. Organizations don’t feel obligated to offer long careers, and employees have no trust that their organizations will take care of them. Too often, people are viewed as short-term costs to be reduced or eliminated instead of assets to be nurtured... Read more »
  • Front-Line Management 101: Listen. Stop Talking. Listen.
    It doesn’t matter if you are managing one employee or 100. Listening is the No. 1 task you must do as a manager. Article Author: By Ashley Prisant Lesko. Ph.D.When was the last time you listened to your employees? Really listened—when you weren’t thinking about how to respond, what task to do next, or when to get to the next meeting? It doesn’t matter if you are managing one employee or 100. Listening is the No. 1 task you must do as a manager. All other activities tie into it. When I was in the military, it was how I learned the ways my sailors were unique—and how they each could contribute to our ship’s goals. When I was in a corporate office, it was how I learned how to challenge employees whose ages ranged from 20s to 60s. Why listen? When you were an individual contributor, your focus was on accomplishing your... Read more »
  • Sticky Notes: Start Coaching Employees Before Problems Arise
    Start coaching employees when they are doing great or doing just OK. Coach people every step of the way and help them develop good habits before they ever have a chance to develop bad ones.Article Author: By Bruce Tulgan, Founder, RainmakerThinking ( on in our work with managers, we learned that most managers only coach employees when they encounter a recurring performance problem. But why wait until employees are failing to start coaching? Set them up for success by helping them get better and better—one person at a time, one day at a time—in upward spirals of continuous improvement. Tips for performance coaches: Tune in to the individual you are coaching. Focus on specific instances of individual performance. Describe the employee's performance honestly and vividly. Develop concrete next steps. Follow up, follow up, follow up. For example, if you have an employee who chronically misses deadlines, start coaching her when the deadline is first set. Help her establish intermediate... Read more »