Training News

  • Can You Train Bias Out of People? Does Diversity and Inclusion Training Work?
    A full-day Unconscious Bias training is a good way to begin the conversation about diversity and inclusion in the workplace. But we also must consider formal policies, procedures, and/or practices that are in place within our organizations that ensure an inclusive environment.Article Author: Yolanda Fraction, M.Ed. With Starbucks in the news recently, there has been more attention on diversity and inclusion training for employees, particularly Unconscious Bias training. As I observed this growing topic of discussion, I could not help but engage and ask my friends and peers this question, “What has been your experience with diversity and inclusion or unconscious bias training?” As someone who was on the debate and forensics team in high school and college, I like to engage in respectful, yet thought-provoking conversations about issues such as this. I was surprised by the number of people (who are not in the Human Resources/Talent Development field) who stated they had... Read more »
  • Training Top 125 Best Practice: Allianz Life Insurance Company of North America Goes BOLD
    Building Ongoing Leadership Development or BOLD is a seven-month learning program offered once per year and limited to 15 to 20 participants from Allianz Life Insurance Company of North America’s Distribution division. Article Author: Edited by Lorri FreifeldBOLD (Building Ongoing Leadership Development) is Allianz Life Insurance Company of North America’s intense seven-month learning program to provide a platform and exposure to empower Distribution attendees to become confident and capable leaders. Program Details The BOLD program comprises five foundational pillars: Lessons in Leadership Presentation Training Business Acumen Apprentice Project                                                                            Management/Wholesaler Tracks BOLD participants are nominated and must go through an extensive selection process: Applicants submit an application, essay, and sponsor forms. Distribution leaders narrow down applicants to a selected group. Selected individuals record a video explaining why they should be chosen for BOLD. Distribution leaders conduct final interviews and select final BOLD participants. BOLD provides two professional tracks: a Wholesaler “external” track and a Leadership track. The programs are offered once per year and are... Read more »
  • Leadership Development: Learning from the U.S. Navy
    The Navy is renewing its approach to leader development with an emphasis on both technical competence and strong character.Article Author: Terence Brake, Director, Learning & Innovation, TMA World 2017 was a bad year for the U.S. Navy. Two collisions between guided-missile destroyers and commercial ships in Asia-Pacific killed 17 sailors. Subsequent inquiries revealed that increased operational pressure in the Pacific led commanders to rationalize declining standards in seamanship and operational safety. If those disasters weren’t enough trauma for the Navy and many families, along came “Fat Leonard,” whose real name is Leonard Glenn Francis, a Malaysian defense contractor. He pleaded guilty to bribing scores of Navy officials (some very high ranking) to feed him classified or inside information to be used in defrauding the Navy. Unsurprisingly, the Navy is renewing its approach to leader development with an emphasis on both technical competence and strong character. There are two main strands to the overall strategy: The first... Read more »
  • 4 Ways to Improve Sales Training With Video
    When it comes to using video, being engaging—without being overly provocative or hokey—is key. Take what’s meaningful to sales reps in their role and, when you can, weave it into a story that will stick with them.Article Author: Jim Ninivaggi, Chief Readiness Officer, Brainshark, Inc. They each had their own style of selling and different strategies to employ, but the three competing salespeople had one thing in common: They all wanted the same piece of business. Whose training would pay off? Who was ready to deftly navigate obstacles in the sales process? Who would emerge victorious, winning the deal—and who would leave, dejected and empty-handed? Find out more on tomorrow’s episode! It wasn’t quite The Bachelor or American Ninja Warrior, but the high stakes, suspense, and human-interest elements were there in a video series shown during a three-day workshop I used to run and sell when I worked at Xerox Learning... Read more »
  • Are You Contributing to Employee Depression?
    Author: By Margery WeinsteinA couple years ago, I learned of a shocking tragedy: The husband of a friend I had lost touch with ran into the woods near their home outside of Chicago, and stabbed himself to death. He was only in his mid-30s, had two young children, and no one knew he was suicidal. He was known as the kind of person who dependably follows through on all of his commitments—maybe too dependably. The tragedy made me wonder whether it was this dependability, carried to an extreme degree, that contributed to his death. His job at a major bank appeared to be intense and stressful, and his personality appeared to be the type that would (literally) rather die than fail. How demanding is your company, and how many employees do you have like this—slightly compulsive over-achievers, who need to succeed at all costs, and if they don’t, might decide killing... Read more »
  • The Overlooked Tip for Increasing Sales: Hire Radiators, Not Drains
    Sales candidates tend to fall under one of two groups. One personality drains those around them with negativity. The second type radiates energy, uplifting others to the next level.Article Author: JP Hamel, Vice President, N2 Publishing. Training is key in any business, but hiring salespeople with the right mindset gives companies the upper hand from the very start. Candidates tend to fall under one of two groups, and HR must begin to look beyond the resume to determine the correct categorization of potential employees. One personality drains those around them with negativity. The second type radiates energy, uplifting others to the next level. Seeking radiators is an intentional shift in organizational focus, but one that can have monumental impact. Some of the benefits of doing so are obvious, some are surprising, and all of them should be cause for serious consideration. Obvious Benefits Enhanced Sales Culture: When team members genuinely enjoy the people around... Read more »
  • Social Leadership Requires Emotional Intelligence More Than Ever!
    In a world of technology, social media, and virtual relationships, the need to recognize and manage our own emotions, and connect to and influence the emotions of others has become more important than ever in order to bring people together, collaborate more effectively, and drive innovation. Article Author: By Bill Benjamin, Partner, The Institute for Health and Human PotentialHave you ever found yourself sitting behind a computer screen or on your phone having a bad reaction to something someone said in an e-mail, text or social media post? Was your first reaction to pause, think about what might be going on with the other person, and then reach out to connect with them? Or did you immediately craft a brilliant and fiendish response that would make it clear once and for all that you are right, and they are in the wrong?! Yup, we’ve all done that. In the absence of... Read more »
  • The Importance of Onboarding
    Excerpt from “Recruit Rockstars” by Jeff Hyman.Article Author: Jeff Hyman While it’s true that Rockstar employees ramp up more rapidly, they still need to be oriented to the business. It’s shortsighted to bypass training they need at this point because you’ve invested so much time in the recruiting process. Remember that if this new hire leaves after a week or a month, you’ve already released your backup candidate. You’ll have to start the whole process over by finding 150 new viable candidates to refill your pipeline. I’ve been there. In a word, it sucks. Successful onboarding isn’t rocket science. It’s a period when your new employees need to be taught the things they’ll need to know to be successful. It’s not just, “Here’s the bathroom. Here’s your Website login. Get started.” You need to teach them not only how to perform but also about the company’s values. Bad habits can form quickly... Read more »
  • Training Top 125 Best Practice: Walmart’s Use of Agile in Training Content Development
    Walmart Talent Development utilizes a digital project visualization board called LeanKit to provide team members with a quick representation of where projects are in the development cycle.Article Author: Edited by Lorri Freifeld Walmart’s Talent Development team adopted the Agile way of working in 2017. The previous structure lent itself to limited output because team members served as generalists creating diverse content, and quality was variable across different teams and projects. Shifting to Agile has allowed Walmart to expand output, maximize capacity, and drive ongoing efficiency improvements through the creation of one unified team with individual members specialized in different areas of development. This unified structure has allowed the organization to pinpoint and hire specialists in key areas where it sees a need for expanded capabilities. Program Details In the new way of working, Walmart utilizes a digital project visualization board called LeanKit to provide team members with a quick representation of where projects... Read more »
  • 4 Signs Your Legacy Integration Architecture Is Causing More IT Burnout Than Breakthroughs
    By moving to a more agile cloud-first integration and data management architecture, businesses can reduce integration complexity and training costs and appeal to top-tier potential employees. Article Author: Rob Consoli, Chief Revenue Officer, Liaison Technologies Companies today are being bombarded with an influx of data—the problem is, for many businesses, that data can cause more burnout than breakthroughs. With so much growth in the enterprise software space, IT workers are wasting more time than ever on the mundane tasks of searching for, cleansing, and integrating disparate data between apps in their company’s ecosystems. Cumbersome legacy on-premises middleware solutions aren’t appealing to today’s up-and-coming developers. By moving to a more agile cloud-first integration and data management architecture, businesses can reduce integration complexity and training costs and appeal to top-tier potential employees. With IT teams trying to manage mounting amounts of structured and unstructured data by hand, IT executives also are realizing the benefits... Read more »
  • Winning the Talent War #2: Bring in the SWAT Team
    Discover the value of having a pool of unassigned workers who are cross-trained and ready to take up work where and when they are most needed.Article Author: Bruce Tulgan, Founder and CEO, RainmakerThinking, Inc. When my team was interviewing professionals in the merchandizing organization at a large retail store chain, we found that many people were frustrated with the rigid hierarchical one-size-fits-all career path. There were nine levels on the buying food chain, and the hierarchy was as strict as any I’ve ever seen. In one interview after another, individuals spoke fondly of the organization and of their merchandizing profession, but it was clear they hated the “up or out” career path available to them. One person after another—whether it was buyers of shoes or sweaters or cosmetics, it didn’t seem to matter—told us, “I’d love to keep working here, but I think I’m going to be moving on soon.” So... Read more »
  • The New Office I’m Looking Forward to—Maybe
    Author: By Margery WeinsteinMy company is most likely moving offices again, this time from an undesirable area of Manhattan, New York City, to what looks like a desirable workplace in an area of an outer borough I used to consider undesirable—Long Island City, Queens. As a Manhattan snob, my initial reflex was to turn my nose up at the idea. That was until the head of my department shared that our office space would be located in a seemingly forward-thinking, hip space: The Factory. I haven’t seen it in person yet, so maybe I’m being overly optimistic, but it reminds me, from its Website, of a luxury apartment building, or maybe Chelsea Market, a jazzy shopping and office complex in Manhattan. Like Chelsea Market, there’s a marketplace of upscale/organic-foodie restaurants designed to accommodate the grab-and-go lunch crowd, and even on-site exercise facilities (which I don’t plan to use). And even outdoor rooftop... Read more »
  • Case Study: Training that Drives Exceptional Results
    Excerpt from “Commanding Excellence: Inspiring Purpose, Passion, and Ingenuity Through Leadership that Matters” by Gary Morton.Article Author: Gary Morton Most military units’ primary mission in times of peace is to prepare for the violence and chaos of combat should hostilities breakout. Training, particularly field training, is vital to that preparedness and essential to mission achievement. The Cold War’s most combat ready U.S. Army tank unit devised an innovative approach to dividing up its crucial field training time that was instrumental to its unprecedented success in winning every simulated battle at the grueling National Training Center (NTC). Task Force Commander Lieutenant Colonel (LTC) Fred Dibella dubbed the approach “the one-third/two-thirds rule.” Lessons from this extraordinary military unit’s disciplined adherence to this rule are applicable across a wide variety of training experiences in organizations from companies to nonprofits. Here is an excerpt from the book, “Commanding Excellence,” that explains the fundamentals of the concept: The... Read more »
  • Learning From a Learning Leader’s Failure
    And four practical steps to build an effective learning environment.Article Author: By Ajay M. Pangarkar, CTDP, CPA, CMA, and Teresa Kirkwood, CTDP, Founders, CentralKnowledge.com and LearningSourceonline.comEver wonder whether your Learning leaders take organizational learning seriously? Naturally, you hope they’re learning champions, but a recent encounter at a fast-food restaurant left us second-guessing this assumption. While having coffee, two young employees sat in the next booth for a training interaction that blended live coaching and e-learning. It had a promising beginning. The instructor clearly explained training’s purpose. But our enthusiasm dissipated quickly as the instructor continued, “OK, let’s just get through this stuff.” Over the next hour, they flipped through slides, stopping at one about handling incorrect orders. The instructor recounted her experience about a customer complaining about pickles on his burger. She said, “They’re the worst. You just have to put up with them…don’t argue, just give them a new one.” When it came... Read more »
  • The Rise of the Social Leader
    What it takes to achieve and maintain social leadership status.Article Author: By Roy Saunderson, Chief Learning Officer, Rideau Recognition Solutions Where do terms such as social leadership come from? In this case, it seems Professor Jaume Filella, from the Esade Ramon Llull University in Spain, coined the term to represent leaders “who have followers because of their ability to bring people together, facilitate agreements, and drive efforts in the same direction.” The Financial Times draws upon this definition of a social leader and suggests the late Nelson Mandela as an epitome of a social leader. A civil society organization group from Australia describes social leadership as “leadership in strengthening society and in finding solutions to social challenges.” It is no wonder that Mandela could claim, “Education is the most powerful weapon you can use to change the world.” Are we using our organizational education, training, and learning programs to produce positive change in the world we... Read more »
  • Learning from Mistakes
    If we as instructors focus on progress instead of perfection, it makes it easier for our learners to do the same thing.Article Author: By Bob Pike, CPLP Fellow, CSP, CPAE-Speakers Hall of FameThe best classroom lessons don’t come out of a quest for perfection. At an early age, it seems, we become creatures driven by the quest for perfection. What parent has not watched a child struggle with a newly learned task—riding a bike or writing letters of the alphabet—and heard the exasperated words, “I can’t get it right!”? As adults, who among us hasn’t smacked himself on the forehead when a task went awry and thought, “Geez, what a dope I am! Am I ever going to get this right?” That quest for perfection is a path I think many people follow. I, for one, have been guilty of making the pursuit of perfection one of my life’s goals and judging... Read more »
  • A Microlearning Experience About Microlearning
    This behind-the-scenes look at the T18 MicroLearn experience shows you what is possible when you rethink how you provide support to your employees every day.Article Author: By JD Dillon, Chief Learning Architect, Axonify "It feels pretty silly to talk about microlearning for an hour with nothing else," I commented to Shannon Tipton late last year as we discussed what we could do to improve the Training 2018 Conference experience. Microlearning is a strategy for aligning training to the way people actually learn in order to solve meaningful business problems. It's not something you execute in an hour, so I didn't feel like we were doing the topicjustice with a typical conference session. So Shannon and I reached out to Training magazine and pitched something new. We would help participants learn about microlearning by giving them the opportunity to experience microlearning for themselves. Because we were doing this with no budget, we needed... Read more »
  • The Challenge of Virtual Teambuilding
    A major biopharmaceutical organization wanted the same results of trust, action items, relationship building, cultural awareness, respect, and understanding from an in-person program to be replicated virtually.Article Author: By Neal Goodman, Ph.D., President, Global Dynamics, Inc.Can you teach a program that promotes teambuilding, trust, relationship building, cultural agility, and empathy via a virtual classroom? This challenge was presented to me by a major biopharmaceutical organization that wanted the same results of trust, action items, relationship building, cultural awareness, respect, and understanding from an in-person program to be replicated virtually. That meant we needed to transform our Global Mindset course—which had been taught in-person all over the globe to more than 500,000 corporate leaders, managers, and associates—into a virtual classroom that would accommodate team members from eight countries on four continents. The focus also changed from awareness building to teambuilding. We split the full-day in-person program into two 90-minute virtual classes. Each class was... Read more »
  • Focus On The Caribbean
    Getting acquainted with the geography, nomenclature, and culture of the different Caribbean islands will show respect to training participants and give trainers credibility.Article Author: By Patricia Malidor Coleman, Senior Associate, Global Dynamics, Inc.The Caribbean is an archipelago of islands nestled east of Central America. A product of colonization, the Caribbean has a distinct flavor with mixes of cultures and races, giving the region a diverse population, customs, and traditions. The path of colonization weaving settlements from the Spanish, British, French, and Dutch resulted in a rooted heritage that has shaped a multicultural profile for each island, defining it as unique in many ways. Trainers should make time to get acquainted with the root of culture for the destination island and its surrounding nations, as their respective historical trails have a direct influence on each other due to closeness of borders and their shared stages of colonization. Although known to the world as "the... Read more »
  • Determine Usage Of A Midpoint In The Likert Scale
    The survey response scale we commonly see today (Strongly Disagree, Disagree, Neutral, Agree, Strongly Agree) is a close version of the original scale social psychologist Rensis Likert developed 85 years ago.Article Author: By Katherine Roberts, Andrea Hankinson, Ieva Swanson, Seung Youn (Yonnie) ChyungTaylor runs into the Training manager in the hallway. "Hey, Taylor! Glad I caught you. I'd like to update our training survey. We have a five-point scale with the midpoint 'Neutral.' Personally, I want respondents to say one way or the other if they agree or disagree. Let's talk about this in the staff meeting. Can you bring some guidelines about when to use or not use a midpoint in the Likert scale to the meeting?" Taylor looks at the clock and realizes it's less than three hours until the staff meeting. The research hasn't turned up any decent answers so far... Have you been in a similar situation where you... Read more »