Training News

  • Why Is It So Hard to Understand How to “Do Inclusion”?
    10 questions that can help you build on your own existing mindsets and behaviors, and zero in on your own unique answers, setting you on the path to creating your own personal “Circle of Inclusion” and becoming a more inclusive trusted advisor, colleague, or leader. Article Author: By Deborah Travers-Wolf, Learning and Development Consultant, SAP“Can’t you just give me a check list to for diversity and inclusion’?” If you’re like me and have been asked this question before and tried to create that checklist, you’ll realize just how challenging that endeavour is—the possibilities are endless! And it needs to be personalized to each individual. While diversity is about the actions you take, inclusion is about the mindsets and behaviors you demonstrate, each and every day, one customer, one colleague, and one team member at a time. It’s about achieving the power of “Collective Intelligence.” Why don’t you just tell me what I need... Read more »
  • 5 Strategies to Be Agile in the Face of Disruptive Technologies
    The good news is that if you can learn to manage the pressure you feel from all this change and disruption, and become open and agile with new technologies, it can become a competitive advantage—for your organization and your career.Article Author: Bill Benjamin, Partner, The Institute for Health and Human Potential Virtual learning, blended learning, on-demand learning, gamification, spaced learning, mobile apps, learning analytics, and virtual reality. The list goes on of new technologies and approaches to learning that we are all expected to know and suddenly become experts in (because we are so agile!). It’s enough to give a Learning and Development (L&D) professional a headache. In fact, if you are not able to manage the pressure you feel from the disruption happening in the Learning and Development industry, along with all the usual pressure such as deadlines, difficult people, and endless meetings, this pressure can lead to all sorts of... Read more »
  • Soft Leadership—Myths and Truths
    Adapted from “Soft Leadership: An Innovative Leadership Style to Resolve Conflicts Amicably through Soft Skills and Negotiation Skills to Achieve Global Stability, Peace and Prosperity” by Professor M.S. Rao, Ph.D.Article Author: Professor M.S. Rao, Ph.D. “The most dangerous leadership myth is that leaders are born—that there is a genetic factor to leadership. This myth asserts that people simply either have certain charismatic qualities or not. That’s nonsense; in fact, the opposite is true. Leaders are made rather than born.” —Warren G. Bennis Soft leadership can be applied to companies and countries. Companies can explore this concept to improve their organizational bottom lines and countries to achieve peace and prosperity. Since it is a new concept, there are many myths around it. Here are some myths and truths about soft leadership. Myth # 1: Soft Leadership Is Being Soft with People The truth is that soft leadership banks on people skills to lead people... Read more »
  • Risk Factor
    Often, associates are afraid to step out of their comfort zone, and they remain in a static position out of fear of the unknown. Unfortunately, an opportunity may be passed by due to lack of self-confidence and fear of potential failure.Article Author: Richard Secord Are you willing to take a risk to be successful? Do you have the self-confidence to leave your comfort zone and potentially fail? If the answer is “No” to each of these questions, this article is written for you. I am not only talking about risk in your career, but also risk for reward in life. In my years of management experience, I frequently interacted with associates who were not willing to take a risk and, therefore, did not live life to its fullest potential, in my opinion. It has been my strategy to weigh the pros and cons before making a decision affecting each risk I am considering.... Read more »
  • Training Top 125 Best Practice: Inclusion at MSU Federal Credit Union
    The Learning and Talent Development (LTD) team provided 40 sessions to all employees to develop their awareness of unconscious bias, individual assessments to gather personal improvement, and a series of 12 five-minute on-demand videos on topics that continue the exposure throughout the year.Article Author: Edited by Lorri Freifeld To continue the conversation around Diversity and Inclusion, MSU Federal Credit Union (MSUFCU) employees experienced learning sessions that explore the brain science of bias and how to intentionally use mental models to consciously work on rewiring these brain patterns. Last year, employees received a new perspective on the topic to focus more on inclusion as a way of thinking. The program was purchased from a national neuroscientist Inclusion facilitator, Steve Robbins, who is also a Michigan State University (MSU) graduate. To gain commitment, 100 percent of MSUFCU’s board, executives, and management, HR, and Learning and Talent Development (LTD) team previewed Robbins’ program facilitation... Read more »
  • Timing Is Everything
    Testing learning is as time critical as delivering it.Article Author: Adam Beard, Managing Partner, Download Learning Ltd Since Ebbinghaus first came up with his theory of the Forgetting Curve in 1885, we have understood that memory degrades and the approximate rate at which it degrades, but that repetition in the learning process (e.g., active recall) aids knowledge retention. The Ebbinghaus Forgetting Curve model even suggests the frequency of the repetitions to enhance retention. Of course, what Ebbinghaus actually was describing is the degradation of short-term memory and one process whereby information can be slowly embedded in the long-term memory. Ebbinghaus recognized that the timing, or spacing, of the learning inputs was key to knowledge retention. Some learning methodologies, such as active recall, utilize the principles laid down by Ebbinghaus, while our own solution, Download, employs neuroscience-derived Spaced Learning to embed information straight into the long-term memory. However, there are two aspects to the... Read more »
  • Learning from the Older Women in Your Workforce
    Author: By Margery Weinstein Last week was International Women’s Day, and I was surprised and pleased at how much recognition the day got, from hours of videos devoted to women musicians on MTV Classic to demonstrations, and even some publications, like the Village Voice, devoting the bulk of space on its Website to the women who helped build the newspaper. But in corporate America, there hasn’t been nearly as much recognition of the contributions of women. In my own experience, older women are not viewed with the same level of professional respect that men are. For instance, within the last seven years, I noticed at my own full-time publication, a health-care trade publication, the hesitancy to run videotaped interviews of women doctors, whom my editor didn’t feel looked their best. I pointed out to him that he didn’t make the same considerations for our male subjects, and he suggested in defense that... Read more »
  • Training Insights Episode 21: The Power of Vulnerability
    A chat with business management consultant Jeff Manchester.Author: By Kevin McGowan Episode 20 of this podcast series, produced by Ottawa-based writer/audio producer Kevin McGowan in partnership with Training magazine, features a chat with business management consultant Jeff Manchester, co-author of “The Power of Vulnerability: How to Create a Team of Leaders by Shifting INward.” Manchester has worked with more than 1,000 presidents and CEOs as a strategic advisor through one-on-one executive coaching. He is a master at INpowering individuals and teams to maximize their true potential. Click below to listen to Episode 21: The Power of Vulnerability 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 knowledge development. To contact Kevin McGowan with feedback or podcast interview suggestions, visit or   ... Read more »
  • A Startup Horror Story from an Employee’s Point of View
    We started as a team of eight people, then suddenly the company had 50 people on- and off-site to manage. The team grew so fast the managers had no idea how to manage them.Article Author: Patel Nasrullah, Co-founder, Peerbits I come from a humble professional background. So after spending many years in big corporate houses, I wanted to witness the cool workplace so many startups boast about these days. I joined a startup media agency that was trying to sell digital marketing and traditional marketing as a package to local businesses. The only problem was that it did not have a business model yet. We would sit in a large group to discuss the package. On average, the discussion would last for several hours. Everybody would come up with his or her own idea. A woman would write those ideas on a whiteboard. When everybody had presented their ideas, we would go through... Read more »
  • 6 Tips to Inspire Better Brainstorming
    Well-run brainstorming sessions can help teams solve the toughest challenges and achieve creative breakthroughs. Leverage these six tips to unlock the power of different thinking styles, inspire innovation, and grow your business. Article Author: Frans Mahieu, Global Marketing Director, Kimberly-Clark What comes to mind when you hear the word, “brainstorm”? Does it elicit happy thoughts of a productive discussion or existential dread of yet another meaningless conversation? Your answer to this question likely is based on how brainstorming sessions you’ve participated in have been managed. When executed well, brainstorming can generate exciting new ideas and solutions to complex challenges. Yet all too often, these meetings result in frustration for participants—lots of notes on flip charts, but no clear direction forward. There are many reasons brainstorming can miss the mark. Lack of clarity and an unfocused meeting agenda can lead to vague discussion around the issue, rather than a purposeful pursuit of quality ideas.... Read more »
  • 4 Elements of an Effective Live Chat Agent Training Course
    By taking a close look at where your current customer service strategy succeeds, you can set benchmarks for your live chat representatives and communicate future goals on a periodic basis.Article Author: Tony Medrano, CEO, and Megan Vizzini, Vice President of Customer Success, RapportBoost.AI Implementing a live chat initiative can prove to provide big dividends, if done well. Developing and maintaining high agent proficiency levels will determine if the strategy pays off. This requires a well-thought-out training program that encompasses four elements. Know Your Goals The best way to deliver an effective training course is to know your goals before you begin. Why did your company choose to add live chat to its customer service strategy? Most companies will give an easy answer, such as improving customer service scores or increasing revenue. But with artificial intelligence (AI) ready at hand, honing in on specific goals is greatly rewarded. If you already have a chat strategy... Read more »
  • Gen Z Learning Tendencies: A Call for Next-Gen Learning Platforms
    The next generation comes with eyes glued to screens. Better to meet them where they are, with mobile learning technology that features video and collaborative features.Article Author: Heather MacNeill, Head of Communications, BlueBottleBiz Gen Z in the workplace? Could it be? Members of Generation Z, or the iGeneration, were born between 1996 and 2010. The oldest members of Gen Z now are entering the workforce at the ripe age of 21. This generation has grown up in the midst of the digital revolution and are the first true digital natives. These digital natives will be taking over jobs as their Gen X parents and Baby Boomer grandparents retire. In order to keep this pool of young talent engaged and set them—and ultimately the company—up for long-term success, Learning professionals have to understand the tech-savvy generation’s working and learning preferences. So what does the iGeneration want? There’s a lot to be determined about... Read more »
  • Training Top 125 Best Practice: Employee Onboarding Training at LaSalle Network
    Week one is designed to ensure employees hear from various internal subject matter experts, receive rich content/information, and experience practical interaction.Article Author: Edited by Lorri Freifeld National staffing and recruiting firm LaSalle Network’s revamped two-week new hire onboarding training program consists of more than 100 training hours led by the Training department and LaSalle’s leadership and management teams. Program Details Week one is designed to ensure employees hear from various internal subject matter experts, receive rich content/information, and experience practical interaction. The objective of the first week is for new hires to leave with a strong understanding of LaSalle Network’s value proposition, specifically LaSalle’s 4-Tier Interview Process; focus on candidate experience; and run through proprietary recruiting practices. It lays out the foundation of the staffing and recruiting industry and ends with the overarching process that drives revenue for the organization. Session topics include: Business generation Cross-selling Reference calls Social media How to use the applicant tracking system Interview compliance Developing job... Read more »
  • When It Comes to Training Materials, Does Format Matter?
    A recent survey finds that the demand for training content is rising, but the pace of updating the format for that content in order to best drive business is lagging behind.Article Author: Tom C. Smith, Director, Marketing, DCL A colleague and I recently were discussing football. But it was not in the context of wins, losses, rushes, touchdowns, or any other stats gridiron geeks might litigate. No, we were talking about an ESPN blog article from some time ago that explained how NFL teams have moved away from paper or bound playbooks and over to tablets. Teams deliver their playbooks to their players on tablets now, and according to the article, when a player is cut, the phrase, “Turn in your playbooks,” is being replaced by “Turn in your iPads.” This all leads me to a new Training & Learning Survey that my company, DCL, and our partner, DITA Strategies, recently fielded.... Read more »
  • March 2018’s Top Reads
    In partnership with getAbstract, Training brings you March’s top three business books recommended to our readers.Article Author: By getAbstract More than 11,000 business books are published every year—an overwhelming choice for busy professionals. Therefore, in partnership with getAbstract, Training brings you March’s top three business books recommended to our readers. “The Big Book of HR” by Barbara Mitchell and Cornelia Gamlem (Career Press, 2017, 352 pages, ISBN: 9781632650894; $21.99) In one volume, consultants Barbara Mitchell and Cornelia Gamlem attempt to capture all facets of Human Resources work, from the mundane and transactional to the strategic and creative. They use templates, case histories, and samples to provide a useful guide to the basics. The authors range through planning, recruitment, hiring, firing, talent development, and performance management. They make excellent points about engaging, retaining, and inspiring people, but fall short on strategic HR and talent management. getAbstract recommends this basic manual to those new to... Read more »
  • What Does Meaningful Work Mean?
    Author: By Margery Weinstein Should your employees get to pursue passion projects, or should they stick to a work agenda tailored solely to meet the current, specific needs of your company? That’s the question that came to my mind when reading a report in CNET about a presentation by Facebook that was part of Glassdoor’s 2018 Best Places to Work Tour in San Francisco. The perks of Silicon Valley tech companies such as Facebook and Google are legendary, but Facebook Vice President of Human Resources Janelle Gale doesn’t think that’s why employees stick around. She says the greatest impact on retention is made by the ability to do work that’s meaningful to the employee. “While the perks are awesome, they’re not the most important thing, and they certainly are not the most important thing from an attraction or retention standpoint,” Gale said. “The difference between the people who stay and go is... Read more »
     Online Learning Conference:  October 8 (pm) – 10 Certificate Programs:  October 7 – 8GamiCon:  October 7 – 8The Allen Experience:  October 8Innovations in Training:  October 10 (pm) – 12 Get Mobile. Use Games.  Be Social. Drive Engagement. Online Learning Conference is designed for learning and training and development professionals who want to leverage the latest in eLearning tools, virtual classrooms, serious games, simulations, mobile, social media, and other emerging technologies to improve workplace performance. Testimonials from 2017 Attendees: “This conference is relevant for any learning professional and provides a nice range of learning choices while still providing an intimate environment for collaborating and networking.”  Lisa Goldstein, Learning Technology & Effectiveness Lead, Nielsen “The Online Learning Conference was outstanding! The unique schedule, the use of technology in large group settings, the selection of speakers, and the quality of sessions combined to provide an informative and inspiring experience.”  Michael Allen, CEO, Allen Interactions “I was really grateful to have... Read more »
  • Why Failing to Track Your Training’s ROI Results in High Staff Turnover
    Measuring the ROI of your training programs can help keep ramp-up times low and allow organizations to react to any trends indicating that trainees either are leaving their role quickly or not ever actually starting full-time employment.Article Author: Monika Götzmann, EMEA Marketing Director, Miller Heiman GroupBusinesses need skilled employees to function, and this inevitably means investment in training, regardless of whether the bulk of that training is carried out in-house, or handled externally. However, according to Rachel Emma Silverman from the Wall Street Journal, corporate training programs are “often a waste of time and money.” This is just one reason it is so important that organizations measure the return on investment of their training programs or sales training courses, so that their effectiveness can be ascertained and, if necessary, changes can be made. Let’s look at how failing to do this also can lead to an increase in staff turnover rates. Measuring Ramp-Up Times When... Read more »
  • How to Make It Easier to Apply What You’ve Learned in Management Training
    Participants who attend management seminars should let their team know they will be trying out new behaviors and ask for their feedback. Doing that takes away all the suspense of whether their team will wonder what’s going on.Article Author: David Lee, Founder and Principal, HumanNature@Work Years ago, when I first started leading management seminars, I was surprised when a manager in the back of the room raised her hand and said: “What you’re recommending really makes sense and I agree with it …” Then her voice inflection went up, signaling that a “but…” was about to follow. And it did: “…but…I’m afraid that if I start doing these things, my team will think I’m just doing them because I heard you were supposed to do them at this seminar.” She was afraid that if she started acting differently, based on what she had learned in the seminar, they would think she was being phony. To combat... Read more »
  • The 4 Stages from Motivation to Demotivation
    Excerpt from “You Can Win: A Step-by-Step Tool for Top Achievers” by Shiv Khera.Article Author: Shiv Khera When people start a job, they often move through stages of motivation and competence. 1. Motivated Ineffective When is an employee most motivated in the cycle of employment? When he joins an organization. Why? Because he wants to prove that by hiring him, the employer made the right decision. He is motivated but ineffective. Why? Because he does not know what to do. This is the stage when the employee is most open minded, receptive, and easy to mold to the culture of the organization. Training and orientation become imperative. Unprofessional organizations either have none or very poor orientation programs. The first day at the job, the supervisor shows the new employee his place of work and tells him what to do and leaves. He teaches all the bad along with the good that he is doing.... Read more »