There you are, sitting at your desk, trying to finish your eLearning course. You only have one more thing to do before it gets reviewed. Write a few quiz questions. The problem is that you are stuck. You don't know where to start, so you scroll through each page of your course looking for questions to ask. You find a slide, write a quiz question, and then skip a few more slides looking for the next topic.
According to ASTD, companies spend $15 billion per year on sales training, an enormous number when you consider that people do not find sales training very effective. If organizations are spending this kind of money on largely ineffective training, there is a lot of value in figuring out ways to improve sales enablement efforts and provide them at a lower cost.
The following are seven habits of which every ineffective manager has cultivated at least one. Want to be an effective manager? Kick these habits.
Online training is an effective way to arm your partners and value-added resellers with knowledge. It’s scalable—you can train thousands at once while retaining your own corporate brand in the training materials. A highly trained, extended sales force can increase your revenue through increased sales of your products and services. And, you can sell your online training courses themselves to your partners and resellers, should you choose to do so.
Is there a more critical function in most companies than enabling sales professionals to excel their jobs? After all, a high-performing sales force is the lifeblood of most organizations including non-profits. Most businesses realize this already -- but many often allocate sales training resources in the wrong areas. According to Bersin & Associates, 73% of companies believe their most valuable learning approaches are informal, yet only 30% of resources are focused there.
Try this number on for size: On average, large organizations spend close to $1,000,000 per year on sales training. This is a staggering figure considering that studies show 70% of what sales people learn about how to do their jobs, they learn from informal approaches.
The 75.4 million Millennials, those ages 18-34, are surpassing the 74.9 million Baby Boomers, those ages 51-69, according to Pew Research Center in Washington, D.C. That means that the Millennial generation is clearly heralding in and creating the next generation of leaders. Even more telling is that according to a report by Workplace Trends, The Millennial Leadership Survey, “91% of millennials aspire to be a leader.” This population, however, is choosing not to be loyal to employers, but are rather planning courses to excel in leadership and to work for organizations that support this growth.
Sometimes organizations will ask a trainer to calculate the ROI of a training initiative to justify a training budget. In this case, the benefit may need to be estimated if actual data is not available. Calculating ROI can also help training and development professionals recognize areas where they can streamline their efforts. This allows them to present a more cost-effective solution that is more likely to get stakeholder buy in.
Relationships in any capacity whether as friendships, acquaintances, significant others, and, yes, even employees, is based on trust, respect, support, and authenticity. Therefore, during new employee training, relationship building begins the moment the new hire interacts with Human Resources, management, and other staff and employees whether it is digitally, on the phone, or in the physical work environment. When thinking about onboarding as the process of building a relationship rather than a finite process, some of the methodologies and approaches shift. Focusing on the building of relationship rather than just the job-specific attitudes, knowledge, skills, and behaviors, puts the goal of building positive working relationships at the center of the new hire’s successful career trajectory as well as the well-being of the organization.
2017 will be the year of personalization in eLearning. As eLearning becomes more and more popular, students will demand more interaction, entertainment, and personalization. Going forward, a one-size-fits-all approach will no longer be the norm. Personalization in eLearning can mean a few different things from creating personalized learning plans and paths based on an individual’s job role, learning style, to capitalizing on students’ personal interests and objectives. Simply, personalized eLearning is student-centered learning in which the learning needs of the individual become the primary focus. Furthermore, it has now been shown that when delivery of blanket content is not interesting enough or specifically relevant that learners become disconnected and uninspired or unmotivated to learn. So, the time has come for the learning department or officers to look at the individual rather than the organization as a whole differentiated and diagnostic within an individual’s personal make up as to what will make the their training program and objectives more effective.
Looking to help promote safe behavior and reduce the risk of accidents in your workplace? Like a lot of employers, you might be inclined -- perhaps required -- to create safety training videos for all new hires. A word of caution, however, before you start scripting, lining up your staff "cast," and shooting video: Resist the temptation to play Tarantino and hire a pro. Otherwise you may end up with laughable results ... like these. Here are 7 job-safety videos so cheesy, so hackneyed they deserve a little wider recognition. Enjoy.