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Neal D. Clement

YOU WANT TO BE WHAT A TRAINING DIRECTOR

A STATEMENT OF TRAINING PHILOSOPHY AND GOALS

In today’s dynamic work environment, 90 percent of organizations express concern over employee retention, with providing learning opportunities being the top retention strategy (LinkedIn Workplace Learning Report 2024). But what are the most effective strategies for retention, particularly around learning?As Dr. LaShonda Bracey aptly points out, “The rapid pace of change in technology and job requirements poses a challenge for government organizations to keep their training programs relevant and up to date” (The Current State of Training and Development in the Federal Government Workspace). Technology is a critical component in ensuring that learning is flexible and accessible. With the right tools, government agencies can offer diverse courses that accommodate various pedagogies and fit seamlessly into the lives of their employees and contractors. It’s crucial not to overlook accessibility; while compliance is the minimum standard, providing options that cater to different learning styles significantly strengthens retention.What Hasn’t WorkedBefore we explore how to enhance learning opportunities and meet employee expectations, let’s examine common pitfalls. Reskilling has been a buzzword, yet few organizations have effectively implemented it. According to the LinkedIn Workplace Learning Report 2024, fewer than 5 percent of companies that invested in reskilling have reached a stage where they can measure success. Why the shortfall? A one-size-fits-all approach and a checkbox mentality have led to missed opportunities. Instead of nurturing career tracks, many efforts have been superficial.What Employees WantDid you know that “4 in 5 people want to learn more about how to use AI in their profession” (LinkedIn Workplace Learning Report 2024)? This growing demand reflects a broader trend where employees seek to stay ahead of the technological curve. Whether it’s mastering machine learning algorithms, understanding the ethical implications of AI, or simply becoming proficient in AI-driven tools, the appetite for AI skills is vast. For instance, in government settings, understanding AI can help employees improve data analysis, enhance decision-making processes, and streamline administrative tasks. By offering targeted training in these areas, agencies not only fulfill the desires of their workforce but also improve their operational efficiency.The desire for career development also extends beyond AI. Employees are increasingly interested in skills that can lead to meaningful career progression. This includes not just technical skills but also soft skills like leadership, communication, and critical thinking. Organizations that offer comprehensive development programs, including mentorship and real-world project opportunities, are better positioned to retain their talent. The LinkedIn report underscores that employees are motivated by visible pathways to career advancement, making it imperative for L&D teams to incorporate these elements into their training strategies.How Learning and Development Teams Are RespondingAs government agencies prioritize retention in the coming fiscal year, their L&D teams must stay ahead of industry trends. For instance, 47 percent of L&D teams plan to implement microlearning programs in 2024 (LinkedIn Workplace Learning Report 2024). Digital solutions, such as learning management systems (LMS), facilitate the adoption and deployment of microlearning, catering to the need for diverse learning methods. As Dr. Bracey notes, “While challenges persist, the ongoing efforts to enhance training programs, leverage technology-enabled learning solutions, and promote a culture of continuous learning bode well for the future of training and development in the federal government workspace.”ConclusionChange is challenging, especially within government education and training programs. However, “by embracing innovation, diversity, and investing in the growth of its employees, the federal government is well-positioned to navigate the complexities of the modern world and deliver value to the citizens it serves” (Dr. LaShonda Bracey, The Current State of Training and Development in the Federal Government Workspace). To learn more about how Blackboard by Anthology empowers government agencies and the US military to modernize their education and training programs, visit our website.

The Future of Government Training Programs: Embracing Technology and Tailored Learning

In a resource-constrained world, many organizations are betting their chips on HiPos. CEOs, and increasingly Boards, are putting more pressure on having a strong bench of talent at all levels of leadership.  The development and retention of HiPos is a key strategic imperative.
Hear about details from a study (T&D, February 2013) that identifies key elements of world-class HiPo development programs. The surprising research results highlight where organizations have been missing the mark both by investing in ineffective activities and failing to invest in those that reap the most benefits.
In this webcast you will hear insights from the research and real-life examples from organizations that are targeting their investment wisely and reaping the rewards.
Join us to walk away with:

5 key strategies that can significantly increase the return on HiPo investment
An assessment to determine whether your organization is ready to implement next practice strategies
Program elements deemed world-class both by organizations and HiPos themselves
6 lessons learned from Chief Talent Officers that your programs must address and get right - from the age-old question of 'to tell or not to tell' a HiPo they are a HiPo - to how to best leverage and not threaten a HiPo's manager.


High Potentials Are Still Your Best Bet

How can you encourage self-directed learning even in an instructor-led training? Augmented reality (AR) is a technology that embeds multimedia web elements and graphics into real objects. It might seem intimating, but there are some quick, cheap, and really easy ways to implement it. You don’t need to be a technology guru to incorporate some fun AR into your training!
During this webcast, Nelson Santiago will show you how you can make your hard copy presentation materials more memorable to successfully meet learning objectives while learners interact with the real world—all without breaking the bank or stressing yourself out.
 

Augmented Reality in L&D

This session is designed for learning strategists, integrators, and app development teams supporting L&D. We’ll take a deep dive into Simpatico Learning Platforms features and solutions, a complete API-centric learning platform. We will address:
• Solving data challenges including how webhooks and APIs fit into workflows and experiences
• Learning experience issues including modern layout templates and themes, APIs for publishing, version control, and advanced asset management
• Seamless integrations including real-time communications, SSO support, multi-protocols, and syndication
• Logic for content and supplementary course features including advanced smart features, conditional logic, timers, gates, and other navigational elements to supplement course assets
Maturing publishers and creators of learning typically hit a wall with their current learning tech stack in second- and third-generation implementations. Simpatico Learning Platform complements (or replaces) existing LMS systems. It seamlessly launches data-rich, modern learning experiences within your LMS or directly from your website, MS Teams, Slack, and more.
Developers and strategists who support L&D initiatives will learn:

• Key methods to implement solutions quickly to solve reporting data, integration, or learning experience issues.
• To leverage current investments yet bring in new learning experiences without mass upheaval or long implementations.
• To consolidate and simplify your learning ecosystem and remove technical complexity by centralizing the learning delivery component.
 

DEMO: Technical Deep Dive: Build Advanced Learning Experiences with an API-centric LMS

How many times have we implemented learning or talent technology hoping it would shift behaviors and deliver on the promise of organizational transformation?
How many times has engagement and real behavior change fallen short of expectations?
For every buzzword and every new tech provider, there’s a laundry list of HR and L&D teams left with a lot of tech entanglement and, sadly, lackluster employee engagement.
What gives? During this webinar, Matthew Brown and Karen Clem will take you through:
• Getting to the heart of what employees want and how that aligns to company objectives
• Why empathy is so important to real transformation, engagement, and behavior change
• Understanding the difference between engagement and experience and how to get the results you want
• How to bring these elements together with a design-thinking methodology used to transform deep-seated, institutionalized behavior for the better.
 

Employees, Experience, and Empathy: Five Ideas to Help Design the Future of Work

Tired of leaders who look to you to fix diversity and inclusion with training? Join us as we give you a peek in the box at easy-to-scale and implement tech that has disrupted the diversity and inclusion L&D space. Find out how it puts the business of belonging in the hands of every employee by decentralizing access, focus, and control of content. See elements embedded in the tech that create real learning and lasting behavior change. Check out real-time data that allows you to scale best practices, get ahead of retention issues and create a culture of belonging where everyone can thrive.
During webinar you will learn::

The power of inclusion nudges to drive behavior change
Types of behavior-based people powered predictive data
How to leverage tech that people use all day long as a tool to increase inclusion and belonging
 


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