Established in February of 1926 as National Negro History Week by historian Carter G. Woodson and Minister Jesse E. Moorland, founders of the Association for the Study of African American Life and History (ASALH), Black Americans nationwide were encouraged to learn more about their heritage and celebrate their achievements as a people.

National Negro History Week transitioned to Black History Month as the celebration’s popularity continued to gain momentum, particularly among black college students during the Civil Rights Movement. Black History Month was officially formalized by President Gerald Ford in 1976 “to honor the too-often neglected accomplishments of Black Americans in every area of endeavor throughout history.”

Now that Black History Month is a recognized national observance, many organizations are searching for ways to celebrate and participate, and it can be a great time to kick start DEI (Diversity, Equity, and Inclusion) initiatives. Here are some approaches your organization may consider for honoring Black History Month:

1. 1. Host a Black History Month event and invite a panel of DEI experts to discuss how DEI is foundational to healthy company culture.
   2. Encourage your employees to support Black-owned businesses and volunteer with local nonprofits, providing a list of suggestions and ways to participate.
   3. Organize a book club with weekly guided discussions

Facilitating a culture of on-going awareness relating to Black and BIPOC cultural dynamics beyond Black History Month is critical. Consider committing to a long-term strategy. OpenSesame can help your company make DEI part of your organization’s framework. We are committed to working with our customers and communities to use the powerful tools of training and education to help create more diverse, inclusive, and equitable environments. We invite you to check out our curated list of courses. For more information on how OpenSesame can help your organization, contact us at info@opensesame.com today.

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So, what exactly is Six Sigma certification? 

Six Sigma originated with Bill Smith at Motorola in 1986. Applicable in a variety of industries, the overarching goal of Six Sigma is to reduce deficiencies in companies so there are only 3.4 defects per million opportunities. Meaning that 99.9% of processes are defect-free, allowing your company to run smoother, save time, and save resources. This may seem like a daunting task, but Six Sigma uses a method of process improvement called DMAIC which guides users to systematically define and address the root causes of issues and maintain the gains. DMAIC stands for:

• • Define: define the problem 
  • Measure: quantify the problem 
  • Analyze: identify the root cause of the problem 
  • Improve: solve the root cause and verify improvement 
  • Control: maintain the gains and pursue perfection 

Who is involved in Six Sigma?

Anyone in the company can get involved with Six Sigma. When deciding to launch a process improvement project using Six Sigma, there are roles to assign. The roles are broken down into different “belts” ranging from White Belt to Master Black Belt. All of the “belts” are associated with different responsibilities and process knowledge levels. It’s not necessary to be certified in all the belt levels as you can choose which level corresponds best with your job’s duties. Functional roles can translate to Six Sigma roles. The belts work like this: 

Six Sigma White Belt: This is the first level of certification that deals with the basic Six Sigma concepts. White belts support change management in an organization and engage with local problem-solving teams that assist projects.

Six Sigma Yellow Belt: At this level, you know the specifics of Six Sigma, how and where to apply it. You will support project teams on problem-solving tasks.

Six Sigma Green Belt: At this level, you understand advanced analysis and can resolve problems that affect quality. Green belts lead projects and assist black belts with data collection and analysis.

Six Sigma Black Belt: Black belts are experts and agents of change. They provide training in addition to leading projects.

Six Sigma Master Black Belt: This is the highest level of Six Sigma achievement. At this level, you will shape strategy, develop key metrics, act as a consultant, and coach black and green belts.

What are the benefits? 

Six Sigma certification doesn’t just benefit the organization, but the employee as well. Some benefits for your organization include:

• • Improved bottom line 
  • Improved customer satisfaction 
  • Standardization and legal compliance of processes 

Along with the company as a whole, Six Sigma can benefit individuals too: 

• • Become valuable in every industry 
  • Hands-on experience in quality management 
  • Studies have shown that Six Sigma certified Black Belts in European countries made more than their non-certified peers. Salary.com reports that Six Sigma certified Black Belts earn between $103,300 and $129,700 on average. 

Have other companies implemented Six Sigma?

Using Six Sigma’s collaborative approach to improve operations,  SRHC subsidiary Salina Regional Health Enterprises, saved $20 million after training 1,500 people. Another success story? General Electric saved $12 billion 5 years after implementing Six Sigma. Improving your organization’s processes and putting results in the hands of employees has limitless potential. 

Okay, all this sounds great! How can I get my employees Six Sigma certified? 

With a variety of publishers offering Six Sigma courses within OpenSesame, you’re sure to be able to find the perfect fit for your company. Click here to learn more about our dedicated Six Sigma course list. 

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Will these changes affect you? 

Chart Learning has been mapping the trends that impact private and public life for the last several decades. Together with industry experts across the globe, we review and compile valuable insights that are employed in the creation of our learning programs. Our goal is to ensure that our programs support students and learners in meeting the evolving market needs.

Technology has affected how work and life are viewed

We used to be restricted by a traditional concept of work and physical workplace objects. Desks, filing cabinets and desktop PCs forced us to be in the office to complete our work, and productivity was demonstrated first and foremost by one’s physical presence. Now, we can work from anywhere using our laptops, tablets and smartphones to connect with our colleagues and access and edit files. But this connectivity has removed the distinction between being at work and not being at work; we need never “switch off,” we’re accessible 24/7.

“The office environment of yesteryear is no longer allowing employees to interact with a global market, and even take work out on the road. The influx of new technologies that has been making the general convenience of our personal lives has grown exponentially and has taken over our professional lives as well.” writes Elizabeth Dukes, Author at iOffice in “5 Ways Technology in the Workplace Has Improved Our Lives.”

 There are two competing trends at play here, with work and personal time having become merged. Some folks attempt to draw a clear line between the two, whereas others embrace the merge and accept that their work is their life.

The latter trend has created a movement of self-employment, with people setting up businesses that support their passions and being able to work from anywhere. For those who remain employed, the office may become like a satellite. Tools for remote work and adapted organizational structures allow employees to take control of their schedules and to find a balance that suits them.

Reflecting on what this means for employers 

Employers may seek to engage employees in new ways, helping them to develop new skills and shifting how work is perceived and approached. Incorporating elearning into existing training and development programs is an effective way to do this. eLearning tools are delivered through “blended learning,” a mix of digital and in person education.

To make the introduction of elearning smooth, Chart Learning uses the best practice learning methodology available for blended learning, called the Performance Assurance System. This is particularly helpful to workplace trainers because it means the role of trainer is adapting and growing. Within the Performance Assurance System, trainers can become Certified Coaches to elevate their role and responsibilities.

Trainers and coaches are valuable resources 

Supportive elearning content is not created in a vacuum. Subject matter experts seek assistance in producing learning material, no matter the format.

So how does “pre-packed” content fit into a trainer’s suite of materials? Off-the-shelf content acts as a template for customization. Subject matter experts can lend their expertise to foundational courses by:

• • Providing additional context and materials to complement the content
  • Interpret and apply real-world scenarios to difficult pieces of information
  • Facilitating discussion around the material
  • Providing organization-specific examples and application

Many trainers who embrace elearning content will see their role evolve from that of presenter or facilitator to that of a guide or resource. Employees can learn the basics from a video, but they may not understand what those basics mean to the company, or how they should be applied.

Most importantly, in an age of dedicated content consumption, digital tools represent greater opportunities to put materials in learners’ hands.

The recipe for success

Blended learning gives employers the tools to remove the burden of traditional workplace training. While it’s not a replacement for corporate learning specialists, or anyone in a training capacity, it makes the job of trainer far more efficient and effective.

The use of blended learning also allows for better analysis of training and how successful it is. Digitized training data allows employers to analyze results and demonstrate program effectiveness. eLearning tools and content make it easy to keep control over the aspects of training that are helpful and remove those that are burdensome.

Peter Horwing is the CEO of Chart Learning Solutions, headquartered in Sweden. Chart Learning Solutions is a performance improvement company in professional development, focusing on leadership, sales, customer service and team performance. This is accomplished using Chart’s Performance Assurance System, which has produced industry proven, award-winning courses with coaching.

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Implementing a workplace wellness program can help identify those at risk and connect them to treatment. By putting support systems in place to help people reduce and manage stress and addressing mental health issues in the workplace, employers can reduce health care costs for their businesses and employees.

Poor mental health and stress can negatively affect employees in many ways such as:

• Job performance and productivity.
• Engagement with work.
• Communication with coworkers.
• Physical capability and daily functioning.

Take the course Mental Health Awareness, by OpenSesame course publisher Litmos Heroes,  to learn valuable guidelines for providing support to individuals with mental illness. It discusses best practices for early detection, reporting concerns, adapting care, and developing the right attitude.

OpenSesame helps companies like yours develop the world’s most developed and admired workforces. For more information on how we can help you save time, money, and curate the right courses for your training program, contact us today at info@opensesame.com. 

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Turn furlough into opportunity

For organizations furloughing employees, ensuring their workforce stays engaged and productive during this time presents a challenge. This could be a good opportunity to train your workforces so they return after the furlough stronger and smarter. For example, a major retailer recently furloughed its retail store personnel but continues to pay them. In addition, they are offering online training courses for their furloughed employees to facilitate professional development.  It can be difficult for employees to find the time for developmental training on top of their usual responsibilities, but being on a paid furlough creates a unique opportunity for professional development. 

Furthermore, when businesses transition back to more normal operations, it will be a busy time gearing up. As a result, there will be even less time to do either professional development or required training. With that forward-looking perspective, your organization may want to leverage this work from home time to squeeze in employee training so your training plans don’t get off-track.  Get ahead now on your training programs so your organization can hit the ground running when we emerge from the coronavirus pandemic.  

How OpenSesame can help

eLearning can provide a critical and efficient path to train, prepare and engage employees who have been impacted.  While on furlough, your workforce can hone their skills and complete training to return to work more prepared and skilled. 

OpenSesame has curated lists of courses specifically for furloughed workers, free of charge through 15 June, with lists designed for: 

• • Customer facing employees: Designed to improve customer service skills, deal with difficult customers, and how to be resilient in the face of stressful situations.
  • Office employees: Develop valuable skills like effective communication, workplace ethics and conflict resolution.
  • Operations personnel: Courses on safety, problem solving and emergency preparedness.

Sign up for these courses at go.opensesame.com/wfh-offer. 

Please use these courses to help your employees work and manage remotely, stay productive while on furlough and return to the workforce with new and improved skills. Professional development is always of utmost importance and these courses can help your workforce polish their skills and be ready to return to work sharper than ever.

Returning to the new normal

With travel bans widening and instructor-led training no longer an option, we are ready to support your organization to curate the best courses to meet your other training needs and quickly deploy them to your employees.

For more information on how we can help you save time, money, and curate the right courses for your training program, contact us today at info@opensesame.com.

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At OpenSesame, we’ve always believed that elearning presents the best option for organizations to scalably and effectively train their workforces. 

But the staggering impact of the coronavirus on corporate training — McKinsey estimates 50% of in-person programs in North America (and nearly 100% of programs in Asia and Europe) scheduled for the first half of 2020 have been postponed or canceled — has made it clear that every organization needs to incorporate digital learning into their training strategy. 

We understand that rapidly moving to a completely online training environment while working remotely during a pandemic might be overwhelming.

To help companies now facing substantial gaps in their L&D programs adapt or replace planned in-person training with digital learning, we invite you to share how you are delivering effective employee training virtually during this crisis through our #LearnInPlace video contest!

How to participate:

1. Create a short video (1 to 2 minutes) explaining how your organization is continuing its training efforts virtually during the coronavirus pandemic. No need to worry about making it look like a professional movie — feel free to just use your smartphone or computer webcam!

Consider these questions when making your video:

• • • How did your organization deliver employee training before COVID-19?
    • How has your organization had to adapt its training efforts in response to this crisis?
    • What tools or programs does your company use to deliver learning content virtually?
    • What have you personally learned as a result of your efforts to transition your organization to a completely online training environment?

2. Post your video to social media by 15 May, making sure to tag OpenSesame and include the hashtag #LearnInPlace.

• • • Tag us on Twitter, Facebook and LinkedIn: @OpenSesame
    • Tag us on Instagram: @OpenSesameNow

3. Don’t forget to follow OpenSesame on Twitter, Facebook, LinkedIn and Instagram, where we’ll be sharing our favorite #LearnInPlace submissions and more tips for achieving success with elearning.

Prize

The person who submits the winning video chooses from these prize options:

• • • 2 complimentary passes to the 2020 OpenSesame User Conference 13-15 October in Portland, Oregon (value of $598); OR
    • $500 to use toward the professional development training of your choice

Contest eligibility

Only posts that are visible/public will be accepted as submissions for this video contest. For more information on how to view or update privacy settings for specific posts, click on the links below:

• • • Twitter: How to protect and unprotect your Tweets
    • Facebook: Basic Privacy Settings & Tools
    • LinkedIn: Sharing Public Posts On and Off LinkedIn
    • Instagram: Controlling Your Visibility

Looking for curated content to help you deliver effective online training to your employees? We curated several lists of elearning courses to help you and your team stay healthy and productive during this crisis. These courses are made available as a public service free of charge through 15 June 2020.

Sign up for these free courses at go.opensesame.com/free-offer. 

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When choosing discrimination and harassment training for your organization, consider these four questions: 

1. Is it relevant to your workplace and industry?

Training that is tailored to your organization and workforce adds authenticity and relevance, which can keep employees engaged in learning, instead of checking their phones. Industry-specific video scenarios, images, examples and terminology, along with a message from your CEO demonstrates that your organization is serious about preventing discrimination and harassment. And in the #MeToo era, compliance training should focus on behaviors and the consequences of actions and inactions. 

2. Does it clearly explain discrimination and harassment?

Prevention begins with awareness. Employees and managers need to know how to recognize the different types of harassment, which can be much more nuanced than touching and grabbing. There are many forms of discrimination and the list is growing. Besides federal protections against discrimination — based on religion, race, color, age, sex, pregnancy, disability, etc — there are state and municipal laws that provide additional protections. 

3. Does it teach bystander intervention?

Bystander intervention training is one of the most effective ways to stop inappropriate workplace behavior before it rises to the level of illegal harassment and discrimination. Teaching employees techniques to safely disrupt potentially harmful situations is a way for individuals to show support for targets of misconduct, and be proactive in helping to prevent future incidents.

4. Does it meet or exceed the evolving state training requirements?

Currently, New York, New York City, California, Illinois, Connecticut, Maine and Delaware require employers to provide sexual harassment prevention training to their employees and managers. As more states and municipalities enact sexual harassment prevention laws, organizations need to feel confident that their training is up to date on evolving requirements and guidelines. 

Senior leadership that actively supports a modern, interactive compliance training program focusing on raising awareness and changing behaviors can empower employees. Your team will gain the knowledge and skills to recognize, report, prevent discrimination and harassment, and help foster a culture of respect and inclusion.

Andrew Rawson is the Chief Learning Officer and Co-founder at Traliant. He has more than 25 years of experience in strategy, operations, and marketing. Prior to founding Traliant, Andrew served as the Global Head of Compliance Learning (eLearning) at Thomson Reuters, an information, technology, and services company with more than 60,000 employees. He has held senior management positions in the manufacturing, commercial construction, and software industries.

In addition to being a seasoned professional with a background of diverse organizational experiences, Andrew is a classic lifelong learner. His love of learning inspires him to deliver the most engaging and effective courses possible to the learners that Traliant serves.

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As the world grapples with the impact of coronavirus, we believe elearning can provide a critical and efficient path to rapidly educate employees about preventing the spread of coronavirus as well as how to work and manage remotely. We curated a list of courses about coronavirus preparedness and remote working for training your employees. These courses were first made available as a public service on 14 March, free of charge through 15 June 2020. 

In response to the overwhelming response we have received from organizations all over the world, we are expanding our free offer to include additional topics. Refer to the list below for an overview of the changes and additions that have been made:

20 March 2020: We have added more content on the following topics:

• • Managing remote teams
  • Remote communications
  • Anxiety & mental health
  • Ergonomics

27 March 2020: We have added more content on the following topics:

• • Social Distancing
  • Proper Handwashing Procedure
  • Remote Working 101
  • Coronavirus Preparedness (in French)

13 April 2020: We have added courses to support employees on furlough, so that your workforce can hone their skills, complete training, and return to work more prepared and knowledgeable.

• • Courses for customer-facing service workers (sales, customer service, and more)
  • Courses for office staff
  • Courses for operations personnel (warehouse, factory, and more)

7 May 2020: We’ve curated a list of courses to help your team prepare to return to the workplace, including the following topics.

• • Disinfecting the Workplace for COVID-19
  • Workplace Hygiene
  • Coronavirus Precautions and Prevention: Travel Safely

All of our course publishers are committed to providing the most up-to-date information on the coronavirus in accordance with the CDC and the WHO. Courses are being updated frequently, and learners will receive these updates automatically, ensuring that they have access to the most current information available.

To register for the free courses offer, visit go.opensesame.com/free-offer.  

If you have any questions about this offer or how to access the courses once you have signed up, contact support@opensesame.com.

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Respondents choose up to three answers from a list of 16 options, they are not given the definition of any of the options, or a definition on ‘what being hot means’ in order to more accurately gage sentiment.  Respondents generally finish the survey in under 60 seconds.

This year the options to choose from were: 

• Artificial intelligence
• Coaching/mentoring*
• Collaborative/social learning
• Consulting more deeply within the business
• Curation
• Learning analytics 
• Learning experience platforms
• Microlearning
• Performance support
• Personalization / adaptive delivery
• Mobile Delivery
• Neuroscience/ Cognitive science
• Showing value
• Video
• Virtual and augmented reality
• Other

One key takeaway, it’s all about the data

The top five most popular options from the survey were learning analytics, personal/adaptive delivery, collaborative/social learning, learning experience platforms, and artificial intelligence. All of these categories either gather data or require lots of learner data in order to function effectively. These trending topics indicate that learning and development is shifting from what people are learning to how. 

Staying current on the latest trends can help you deliver the best possible experience to your learners and your organization.  Learn more and watch the full webinar “2020 learning technologies: what’s hot and what’s not?” here. 

With courses offered in multiple languages, and available on multiple devices we help companies like yours develop the world’s most developed and admired global workforces. For more information on how OpenSesame can save you time and money by curating the right courses for your organization, contact us at info@opensesame.com today.

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Now is the time to review best practices and provide training to prevent illness from spreading in the workplace and ensure employees are staying healthy at work. Simple preventive measures can have a huge impact on the physical and mental health of your workforce, especially if working in close office quarters. 

Timely reminder about infection control

News about coronavirus and other illnesses dominates today’s news headlines, so review these best practices to train your organization and prevent the spread of illness. We recommend reviewing this free course, Coronavirus Preparedness for Employers and Employees to get your entire organization up to speed. 

Hand washing

While hand washing  seems like a basic skill everyone knows, many people aren’t washing their hands correctly to prevent the spread of illness. Did you know in order to be effective you need to wash your hands for 20 seconds? If you have trouble keeping count, it takes you approximately 20 seconds to sing “happy birthday” to yourself twice. 

Use this elearning course by OpenSesame course publisher UL, Infection Control – Handwashing to provide a quick refresher about hand washing and the role it plays in illness prevention at work. 

Cover your cough

In addition to avoiding touching your face, you can also prevent the spread of germs by properly covering your cough. Cover your mouth and nose with your bent elbow or tissue when you cough or sneeze, then dispose of the used tissue immediately.

Avoid handshakes

While handshakes are common in the office, you may want to be cautious and avoid them to prevent the spread of germs. Fist-bumping is up to five times less likely to give you germs than a handshake according to Former CDC Director Dr. Tom Frieden. 

Review sick time and work from home policies

One sick employee can spread an illness throughout an office, but members of your organization may be worried about missing work and end up coming to work unhealthy. By reviewing sick and work from home policies, you can help your employees make the right decision to stay home and get healthy while preventing the spread of illness. 

Eat healthy to boost immune system

The American Dietetic Association says eating healthy boosts immunity and prevents the flu. Diets that are rich in fruits, vegetables, whole grains, and other whole foods can help boost your immune system and fight off illness. Check out this 5-minute course by OpenSesame course publisher Litmos Heroes, Healthy Eating at Work, to learn how to eat healthy, drink more water and have increased energy at the office, as well as prevent illness. 

How OpenSesame can help you

OpenSesame helps companies like yours develop the world’s most productive and admired workforces. For more information on how we can help you curate the right courses for your training program and keep your workplace safe, contact us today at info@opensesame.com.

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To learn more, check out the course Business Ethics & Code of Conduct by OpenSesame course publisher Enspark.  This course dives deep and shows how ethics plays a role in defining expectations, and establishing workplace guidelines. Creating, communicating and enforcing an effective code of conduct for your organization is vital and this course teaches the 4 key elements that will be crucial to your code of conduct’s success.

OpenSesame helps companies like yours develop the world’s most developed and admired workforces. For more information on how we can help you save time, money, and curate the right courses for your training program, contact us today at info@opensesame.com. 

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AMA’s Total Professional Model consists of specific competencies based on the level of responsibility in the organization and one’s own career path; offering a framework for individual contributors, managers, and leaders.

• Individual Contributor: an individual who has no direct reports and manages their own workload
• Manager: an individual who manages people and/or processes
• Leader: an individual who manages and leads organizations

Within each are the four domains of professional competence: Professional Effectiveness, Relationship Management, Business Acumen, and Analytical Intelligence.

• Professional Effectiveness: the mastery of personal productivity and interpersonal skills, which enables individuals to manage themselves and collaborate with others to achieve goals.
• Relationship Management: the ability to establish and maintain professional relationships in order to lead and influence others to achieve strategic goals.
• Business Acumen: the understanding of business operations at the financial, functional, and strategic levels and the maintenance of a customer-focused approach.
• Analytical Intelligence: the application of systematic thinking, analysis, and data interpretation to create insights that support organizational objectives.

Competency frameworks can be utilized for meaningful learning solutions while also creating and curating content. Skill assessments at the individual and team level as well as 360-degree ratings that are aligned with AMA’s Total Professional Model assist solutions specialists to craft learning journeys that address the right skills at the appropriate career level. These considerations provide learners with exactly what they need, when they need it. This competency framework also enables solutions specialists to accurately and efficiently identify areas for course development and expeditiously curate content.

When creating the AMA OnDemand Training Library, AMA’s Total Professional Model was a guiding light. We created a comprehensive strategy to develop 60 new courses based on competencies throughout the individual contributor, manager, and leader levels, allowing a person to access the right content at the right level while thinking long-term.

A competency model like AMA’s Total Professional Model pays immediate and long-term dividends. It provides a method to easily classify the values and skills prized by an organization and orient learning outcomes toward them. Furthermore, it provides an efficient process of curating content and making it easily accessible. Paired with quantifiable metrics that demonstrate skill acquisition, this builds the case for learning and development’s place in the business and in the budget.

Learn more about mastering the skills that drive performance here

About the author: Dan Goeller: At the American Management Association Dan is a Learning Solutions Manager responsible for the Finance, Data Analysis, and Future Technologies portfolios of courses.  He has also led the development and marketing of 60 new eLearning courses featured here on OpenSesame. A proud alum of the Business & Workplace Education program at New York University, Dan is an avid advocate of the benefits that Learning & Development can have on the individual, group, and organization.

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What is Reskilling?

Reskilling refers to the process of learning new skills so someone can do a different job, or training people to do a different job.  Upskilling, reskilling, retraining, and even new-skilling are used interchangeably for the process. Training these workers requires teaching technical skills along with creativity, interpersonal skills, adaptability and the capacity to continue learning.

Organizations leading the way

• Amazon: Fulfillment-center employees can go through a 16-week certification program in classrooms located inside Amazon warehouses and, if the retailer hires them as data technicians, their wages will rise from an average $15 an hour to $30.
• AT&T: 180,000 employees so far have participated in its Future Ready program. Workers can assess their skills, then pursue short-term badges, nanodegrees taking up to a year to complete, or master’s degrees in fields like computer science and data science offered in partnership with institutions such as the Georgia Institute of Technology and the University of Notre Dame. 

These companies are only the tip of the iceberg. 87% of executives are noticing significant gaps in the skills of their workers due to COVID-19 and the advancement of automation and digitization. The Harvard Business Review even posits that this shift will require adding a new role to the c-suite: a chief skills and learning officer (CSLO) in the same way that the role of chief technology officer became commonplace over the past two decades. 

Want to learn more about how you can reskill your workforce? View our resources, or connect with one of our experts for a personalized, guided demo that will show you how easy it is to incorporate all of OpenSesame’s innovative tools and features into your training experience. With courses offered in multiple languages, and available on multiple devices OpenSesame helps companies like yours develop the world’s most developed and admired global workforces.

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Therefore, it should be no surprise that few businesses see the improvements promised by advocates of new technology. Last year, the New York Times ran an article,“Why the Economic Payoff From Technology Is So Elusive,” which noted that, despite an ever increasing amount of new technology and solutions designed to make us more productive, the actual rate of productivity growth from 2011 to 2015 was the lowest in 30 years!

For example, I’ve seen companies roll out Office 365 to their staff based in part on the promise of improved productivity. “It’s like having an extra 30 minutes every day!” “ROI of 150% or more!”

Presented with the new tools and features of Office 365, such as those outlined in this course by Bigger Brains offered through OpenSesame, employees will likely just use Outlook Excel just like they’ve done for years out of habit.  New tools like Planner, Teams, or Groups are overlooked. Exciting features like cloud collaboration are ignored.

This is where HR, IT, and learning and development professionals must team up to push people to embrace new tools that help them do their job in a more productive way and build new habits, not grumbling about how “the old way was better.”

Here are three tips for using training to help your organization realize the promise of new technologies:

1. Choose new tools and features carefully.  Overloading people with training on tools or features that don’t apply to their job or don’t noticeably improve productivity is a sure fire way to generate resistance amongst your team.

2. Test with early dopters first: Pick key stakeholders in important areas and involve them in the selection of new technology as well as training to use it effectively.  Their testimonials and enthusiasm will motivate the rest.

3. Keep training updated: In a world where software and cloud products are often updated monthly, it can be a real challenge keeping your training materials relevant.  Choose partners who are committed to keeping their training materials fresh.

For more information on improving the productivity and skills of business professionals, check out elearning courses by publisher Bigger Brains offered by OpenSesame.

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IBM’s Data Breach Study reports that on average, the cost per record stolen in the United States is $221, and that the average time to just identify a malicious attack is 229 days. How will that affect your company? If you run a business that processes only 10 unique records per day and your company is breached, and it takes you the 229 days to detect the attack, your total exposure is over $500,000. The potential damage can be catastrophic for you.

Cybersecurity is a one-way war; hackers attack relentlessly while businesses can only attempt to defend their assets. Thus, the only way to reduce risk is to make hackers jump through as many hoops as possible before reaching the valuable information. This is what is known as reducing the hacker’s ROI, so that the hacker moves on to a more lucrative target than you.

Now is more critical than ever to view your cybersecurity investment similar to how you would justify insurance. The premiums paid – cybersecurity investments –  reduce the expenses to a fraction of what they would be without coverage. Businesses that invest in cybersecurity to protect their business end up profitable, while those that don’t are left vulnerable to exorbitant costs. Which side of that equation do you want to be on?

How can you prevent an attack when you don’t know what you are looking for?

Hackers prey on human error by stimulating strong emotions to create gaps in security. Per the same IBM report, human error comprised 23 percent of all data breaches. To establish a baseline for cybersecurity awareness, the Department of Homeland Security offers free posters and other promotional material that should be placed around the office. We also recommend quality and regular cybersecurity awareness training for your employees.

Cybersecurity and elearning

A meaningful security culture requires consistent reinforcement of cybersecurity awareness and best practices. Hackers use cutting-edge technology and their methods are volatile. If employees are only trained once a year at your company, they may be unaware of new threats and may not be up to speed on new defense practices. Employees should be regularly trained on the basics of security, especially Password Security and Email Security,

Check out courses available from Enterprise Risk Management through OpenSesame on cybersecurity topics to maximize the protection of your business today. Enterprise Risk Management is a leading Information Security and IT Risk Management firm, whose elearning courses are available through OpenSesame.

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You might very well understand the many benefits of upgrading your LMS; however, your executive team might not immediately see the full value of a investing in modern learning technology. In order to convince them, you’ll need to understand their priorities and the challenges they need to overcome to achieve positive business outcomes. Then, you can connect the dots for them and position your request for learning technology to address their specific concerns.

Building a Business Case for a New LMS

Your ability to deliver a compelling business case for a new LMS hinges on how well you structure your argument to resolve the key challenges and priorities of your audience. Break down the problems of each person you’ll have to convince.

What’s your CEO or CLO’s biggest headache? What did they announce as their biggest priority during your company’s annual meeting? Directly addressing each of these problems will make your business case stronger and will help you handle any objections they might bring up.

Outlining Key Concerns for All Executive Decision Makers

Below is a breakdown of some examples of the key concerns held by L&D leadership, CEOs, and IT leadership, and how you can address them in your business case for learning technology. When building your case, be sure to perform outline the key concerns for all executive decision makers that might be involved.

CLO/VP/Director of Training

CEO

IT Leadership

For more materials that will help you build a better business case for a new learning management system (e.g., a presentation template, an ROI checklist, and more), download Docebo’s free LMS Project Toolkit.

Victoria Hoffman is a Content Specialist at Docebo. She is a graduate of University of Toronto’s Semiotics and Communication Theory Program and has 5+ years of experience in digital marketing. She enjoys writing and is always looking for a good book recommendation.

The post How to Gain Executive Buy-In for Your Learning Technology Project appeared first on OpenSesame.

1. Consolidate learning strategy

Chertok emphasized the importance of using your LMS to connect with the wider organization. Over 76% of industry leaders use LMS, but less than half are using them for development. To maximize your LMS, it is imperative to create real-time performance management that measures employee contribution to overall organization goals. 35% of industry leaders are consolidating departmental learning strategies to fit the core competencies of the organization.

2. Assess employee goals with the company’s goals

Consider what tasks appeal to specific employees and what their long-term development goals are. Connect personality assessments with performance data and employee goals in order to understand what will motivate employees and help them contribute to organizational goals. Link these goals to your organization’s learning strategy by creating individualized employee development goals and learning programs. For example, McLeod software needed high levels of training for certain positions. How could they create positive ROI when these positions were high turnover? To create a culture of learning and promote retention, they trained employees for their current position and future goals. Additionally, everyone took management skills courses leading to long-term growth for the company.

3. Pass data forward

Chertok urges organizations to look at labor is an investment, not a cost. Employee development can result in a number of long-term benefits for performance. For example, the 18% of industry leaders who focus on employee goals were 2.6 times more likely to have seen retention improve in the last 12 months. Chertok also states that industry leaders are 3.5 times more likely to try to make internal talent as competitive as external talent, making them more likely to see long-term career growth, increased motivation and improved tenure.

By integrating performance with rewards, wellness and workforce management data, organizations can create an adaptive learning program that matches individual career goals with that of the organization. By creating a holistic model, 76% of industry leaders feel that they will be able to successfully motivate employees. 64% felt equipped to resolve having low revenue per work week (FTE). For example, HMS had difficulty linking training with goals and experienced employee dissatisfaction with their programs. They created training tracks to nurture employees from customer service to sales to managers, resulting in a successful learning strategy with positive ROI.

To learn more about strategies and Aberdeen’s research on connecting training to long-term performance, watch the webinar recording here.

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Even if these are your employees and you can easily make the course mandatory, you don’t want to do that. You want them to make a conscious decision and take this chance for professional growth. For that purpose, you’ll need to promote the course.

We’ll give you 3 tips that work.

1. Target Your Audience on Social Media

First, you’ll need to identify who your target learner is. You already know the answer to that, but what are they interested in? What pages do they follow on social media? This process involves some surveying, too. The results will help you understand the people you’re crafting the course for.

An active Facebook page for the specific course will be very helpful. Obviously, the learners will be interested to know more about this opportunity. Here, they will find all the information they need, as well as a call to action for enrolling in the course. Use the page to share information about the launch date, schedule, and assignments. Encourage the participants to ask questions and enter discussions on the page.

2. Use a Corporate Messaging Platform

Facebook is nice, but it’s not the most professional communication tool you can count on. If you realize that not all course participants have a profile, you’ll have to think of another platform that connects you all. You can count on Slack; a messaging tool that easily brings all people you need together. You can make a specific channel for the course. Everyone will have access to the discussion and they will see how the rest of the learners are doing.

Mary Gilbert, a marketing expert from BestEssays, explains that peer-to-peer communication is crucial for the success of an online course: “When the learners start discussing the lectures and assignments with each other, you’ll know your course is successful. Trigger discussions, so you’ll get them interested. Ask them to share what they learned and consider their feedback. You need active participation. Otherwise, they will just be bored.”

3. Show Proof of Achieved Results

The promotional process doesn’t end when the first wave of learners get their certificate. You can use the results to continue promoting the course, so the employees who didn’t participate will be encouraged to accept the challenge. The ones who successfully go through your course are the best proof that you’re providing quality and tangible results. Ask them to share feedback and feature it on the social media page. Emphasize the positive experience and invite others to join the fun!

You may develop the best eLearning course on a given topic, but it will still fail to attract the right audience if you don’t promote it. The promotion is the easy part. With a planned approach, you’ll quickly see results.

Brenda Savoie is a content marketer at Essayontime, private English tutor, and desperate dreamer. Writing her first romantic novel. Seeking contentment through mindfulness. Check her blog BestWritingClues Find her on Twitter and Facebook

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Research suggests trying to learn too much at one time is simply not working. Technology is advancing, attention spans are decreasing, and learning and development is struggling to keep up. Information is now more widely available, quicker to access, and easier to process. Could all of this mean long-form training models are becoming redundant?

With learners having less time available but more demands than ever, modern organizations are now looking to microlearning as their most effective learning solution to re-engage their workforce.

Here are 6 reasons why microlearning should be at the top of your learning agenda:

1. No more memory loss

Microlearning supports self-paced training and also overcomes the challenge of knowledge retention. Short, concise and agile material allows learners to quickly consume content immediately before it is needed, rather than trying to recall past training sessions from months before.

2. Increased relevance

Microlearning is usually 2-3 minutes in length, which means it has to be concise and specific. By breaking large topics up into targeted content, learners are able to easily search for information that is directly relevant to their needs.

3. Your learners use this learning strategy already

70% of employees make up the the ‘Google Generation’ who turn to search engines to get the information they need. As people increasingly access learning in small chunks, there’s an opportunity for L&D professionals such as you to make this a part of your ongoing training strategy.

4. Optimized for on-the-go learning

Give learners control by offering them the ability to train on the device of their choice, anytime, anywhere.

5. Let your learners take responsibility

Encouraging learners to take on the responsibility of recognizing their knowledge gaps is an essential part of creating a productive learning pathway. Microlearning encourages learners to define where they need help and gives them the ability to access useful content as they assess how efficient they are at delivering against certain tasks.

6. Learning that’s great to look at

Animation is more engaging than traditional forms of learning, increasing learner engagement and retention rates. This is what makes microlearning such a unique and exciting way to learn.

So, how would this look in practice?

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