This timely white paper explores the reasons for the lack of "return on learning" for sales organizations and defines a practical approach to move beyond a learning journey to a measurable performance journey that drives improved business outcomes.
Leadership development is one of the biggest segments in the training market, which makes sense, considering that a pipeline of talented, skilled leaders can be one of the most important factors in an organization’s success.
Effective leadership skills can increase organizational performance – but only if the new leadership skills are put into practice. Traditional approaches to leadership development have a poor track record when it comes to transferring new skills.
Let’s take a moment to pause and reflect on those insights and inspirations by reviewing some of the most-read content of 2018.
You may be planning your 2019 program with the best trainers, access to the latest cutting-edge technology and the highest quality course materials – but if you’re taking the wrong approach to training employees, then you won't succeed.
We spend the majority on the design, development and delivery. That means we spend more time designing what the training will look like than evaluating how the training is helping our employees in their job roles day-to-day.
With expenditures on the rise, it becomes even more important to make sure that training delivers a return on investment by creating long-term positive change. Here are six ways to improve the impact of training initiatives.
Building boosts into the sustain phase of your learning journeys is critical if you want to drive performance-based application.
It can be difficult for learners to know practical next steps after the doors open and they return to their daily lives.
Are we working on an inverse Pareto – putting 85 percent into what yields 10 percent and only 5 percent in what can produce 70 percent?