As we move forward into 2017 there is one chief concern that stands out among human resources departments and business leaders: the status of leadership.

The modern workforce is changing at a rapid speed and it’s presenting new challenges for organizations of all types. The recent Human Capital Trends report by Deloitte outlines some of the specific concerns about leadership and how we might address them moving forward.

According to the findings of the report, 89% of companies see leadership as an important or very important issue. 28% of those who were polled responded that they are dealing with weak or very weak leadership pipelines. Clearly organizations are adhering to older models of leadership that need to evolve along with the nature of our global economy and more diverse working environment.

Here’s a statistic that really stands out from the report and highlights the urgency of the current leadership crisis we are facing:

Only 7% of companies feel like they are excellent at building Millennial leaders.

That is an abysmally low number when confidence is so important to the execution of effective leadership. The report goes on to tell us that in 2015 companies spent almost $31 billion on leadership programs. However, according to Barbara Kellerman of Harvard University, many of these programs are structured around story-based solutions that propagate myths, fads, and even superficial solutions that don't really address the underlying issues the companies are facing. Can you guess what this means?

It means that these leadership programs are not producing measurable, lasting, or even reliable results.

The report raises a very interesting and logical question:

If we can invest in IT solutions and see measurable results, then why can't our human resources departments deliver the same type of measurable results?

These are the kinds of questions that investors are asking and it's one reason why HR departments are seeing quite a bit of friction from the “powers” higher up on the food chain.

Another interesting finding from the report is that high-performing companies will outspend their competitors on their leadership by almost 4 times. But it isn't a simple matter of spending more, they are also spending their money much more intelligently.

Naturally, the companies that are blazing ahead in leadership during this somewhat murky time of change are investing in programs that have a solid foundation in research, priorities, and perhaps most importantly, outcome based assessments.

Organizational design is certainly one of the factors that is changing and challenging the nature of leadership today. Now we are seeing more and more organizations embrace a more diverse and “flatter” team environment that is becoming more complex by the day. This means that leadership must be embraced and exhibited by more members of the team. We are experiencing less and less top-down based leadership as our companies evolve.

We talk about “awakening leadership” because the nature of what it means to be a leader is changing today. Organizations and the people within them are demanding leaders that are less supervisors and more coaches who understand how to collaborate with and inspire their people.

Perhaps it's because the Millennials are entering the workforce en masse and that means they are bringing a culture of scepticism and expectations of accountability to the people they look up to. This demographic may not be the most experienced in a corporate environment, but they are one of the most educated groups to enter the workforce and that means they have at least four years of very specific expectations when it comes to leadership.

Utilize analytics and evidence to find talent that may have previously been overlooked.

Capitalize on online tools to locate potential talent earlier in their careers and across the global workforce.

Work with leaders who are at later stages in their careers to mentor and cultivate our next generation of leaders.

Develop a comprehensive leadership system that can identify talent within the organization, narrow your focus on training the employees with the highest level of potential, and provide key opportunities for younger leaders to enhance their skills and experiences so that they can advance quickly.

This is not simply the information age, but an evolution of the information age. The companies that will succeed as we move forward will understand how to identify, cultivate, and retain the highest degree of leadership talent—those individuals that understand how to adapt quickly and help others do the same.

If you’re looking for resources to help your teams improve their leadership talent, have a look at the Go1 Marketplace. We have thousands of both paid and free eLearning resources to help you.

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In an effort to make their managers and leaders the best they can be for the business, today’s companies are investing record amounts in leadership development programs for their employees. This is understandable – after all, your company’s long-term success depends on creating strong, successful leaders for the future.

However, with such large proportions of funds going into this area, it’s important for organizations to develop ways of measuring leadership outcomes, to see if these investments are paying off. Unfortunately, leadership is a lot harder to assess than other more tangible aspects of an organization, such as sales figures or productivity reports. So how do we go about measuring leadership development?

Patti Phillips, president and CEO of the ROI Institute, believes that “investments made in developing leaders deserve the attention measurement and evaluation can bring.” Taking the time to set up a framework for measuring and evaluating your leadership development methods will give you a far better idea of just how effective these methods are. You’ll also be able to determine how well your money is being spent in this area, which is important for your company’s bottom line.

Let’s see how you can start measuring and evaluating the effectiveness of your company’s leadership development programs, to ensure positive leadership outcomes for your business and a return of investment on your spending.

The first step in improving your development strategy is to create a set of competencies – that is, a list of essential requirements that all potential, current and future leaders of your organization need to have.

Book time with your senior leaders or management team to think about exactly what your business needs in terms of leadership. It’s important to determine, as a group, the specific leadership skills and behaviors needed to successfully drive your business. Make sure you’re really clear about what these needs are – the more specific, the better. 

Next, look at your current pool of employees and identify those with leadership potential. With your competencies set, it’ll be far easier to see how a candidate measures up. Consider training and development tools that could help these individuals improve and develop their leadership skills. You can then start addressing these needs and consider the relevant resources you need to cater to them.

As Phillips says, “by knowing who your potential leaders are and what they need to do to fit the competency mold you’ve created, you’ll know what must be done to develop their leadership acumen.”

Use Evaluation Methods to Measure Your ROI

As with most aspects of a business, you want to be sure that you’re balancing your costs and benefits. It’s important to be able to show a return on investment to key stakeholders, to show the value of your leadership development investments.

Kristen Harcourt, corporate consultant writing for the McQuaig Institute, recommends the following three points for building an effective leadership development program:

Identifying employees who have potential to meet these requirements

“Once you’ve established the competencies that your leaders need to have and your high potential employees, it’s time to use these two parts of the equations to help build evaluation methods for your leaders,” says Harcourt. 

Work performance results from both leaders and their direct reports can give a good indication of leadership outcomes. Use these in combination with one-on-one meetings with your upcoming leaders, to gain a sense of the training tools and methods that work best for each individual, as well as to see how they are tracking against your leadership competencies. Include assessments at various stages of each individual’s professional development program, to help keep future leaders on target. This practice will also help employees in knowing exactly what skills and training they need to develop to further advance their career.

Taking these steps to improve your leadership development strategy will give you a much clearer idea of what you’re looking for in potential leaders, as well as ways in which you can measure their success. While you may not ever get an exact tangible figure on your ROI in this area, you’ll gain important insight into your expectations for potential leaders and how you can assist them with their professional development. In doing this, you’ll be doing your best to support and empower strong future leaders for your organization and the world.

How to measure the success of leadership development programs

As we move into 2017, there’s a lot of talk about the skills gap that’s taking place across job markets worldwide. What is the skills gap, and how can it affect your organization and staff?

In Australia, statistics tell us that 800,000 people are currently unemployed – yet at the same time, there are an estimated 150,000 jobs that remain unfilled. And this is happening in many countries. As employment expert Nicholas Wyman neatly summarises, the skills gap is simply "people without jobs and jobs without people".

To expand on this, the skills gap is essentially a mismatch between the skills that employers want and need, and the skills that workers actually have. While it’s easy to expect new employees, particularly graduates, to be equipped with the most up-to-date and relevant skills when they walk through the door, in reality this may not be the case.

In addition to this, sometimes companies will roll two positions into one or simply expand the duties of one position to avoid making new hires, further contributing to the gap. So what can employers and managers do to help bridge the skills gap in their organizations?

Acknowledging the Skills Gap in Today’s Workforce

For today’s organizations, it’s important to acknowledge the skills gap and be prepared to take action on this issue.

Author and HR professional Jessica Miller-Merrell says that skills gaps can be seen as “the point at which the organization can no longer grow or remain competitive, because they don’t have the right skills to help drive business results and support the organization’s strategies and goals.” This is a very unstable situation for any company to be in, so it’s vital to have some strong strategies in place to help prevent this from occurring. 

Miller-Merrell recommends the use of skills testing and ongoing employee training to help avoid and overcome the challenges of skills gaps for your business.

It’s very important for employers and managers to recognize the need for constant skills testing and training, so teams and individuals can keep up with industry changes and needs.

Miller-Merrell advises skills testing as a very effective way for employers to “stay on top in our changing world … and see where their employees stand in reference to specific skill sets.”

Skills testing also serves the purpose of providing employers and managers with a benchmark of results across the organization. You can use these results to identify improvements or changes in employee performance after training. They will also be useful for recognizing top performers and making sure you’re getting a return on investment from your L&D spending.

Invest in Training and Development for Employees

Investing in learning and development is absolutely essential to make sure your employees have the skills they need for today’s workforce. As an employer, it’s your responsibility to ensure your staff have opportunities for professional development in their career.

You also want to make sure you’re creating a workplace that attracts and retains top talent. In today’s competitive work force, people pay close attention to the work culture offered by organizations and expect employers to be committed to investing in ongoing training and development.

Managers can create professional development programs for each member of their team, to help identify and address any skill gaps. This will help make sure each employee continues to learn, develop and grow within their role, organization and industry. In terms of the skills gap, managers and team leaders can work with their staff to improve, update and develop technical skills that are required for their roles and have become necessary for the organization.

Encourage Employees to Bridge Skills Gap with eLearning

As an employee, you should also be taking the initiative to assess your own skills and determine any gaps that need bridging.

Look at your current capabilities and realistically assess their relevance in today’s workforce. With so many advancements in technology, across all industries, it’s likely you’ll need to develop new or improved skills to stay on top.

Sit down with your manager to discuss training tools that are available to you. One of the best ways to learn new skills, or improve existing ones, is through eLearning. Online training courses have become a very successful and popular way for staff to receive ongoing learning and development in the workplace. You can simply enroll in the courses you need and complete training modules online, at your own pace.

You’ll have many new skills available to you, helping you to become better equipped for today’s competitive job market.

What you need to know about the skills gap

In the past several years there have been some major disruptions occurring throughout the corporate world and this is particularly true in the area of human resources and in development. A recent study by Deloitte has been released, called the GHTC or Global Human Capital Trends Report and it discusses the new organization design that we are seeing today.

The researchers who worked on the study state there are several global sources that are reshaping the workforce, the workplace, and work itself. This report offers many relevant findings that are important to consider for any business. The data from the report was compiled from over 7,000 responses to surveys, including those from corporate leaders from more than 130 countries throughout the world.

The information from this study has proven to be quite valuable for corporate recruiters, recruiting agencies, legal search firms, and executive search firms. First, the study provides critical ideas on how recruiting agencies can run a more effective business. Second, the report offers many “nuggets” of useful information about how potential consumers are running their businesses and organizations as well.

In order to run a successful business, you must truly understand all of the challenges that your consumers are facing regularly.

The research starts by identifying changes that are currently affecting corporate structures. These are:

Demographic shifts: over half of the workforce is now millennials

Pressure to increase speed of the time to get to market 

The report also lists the top ten human capital trends, which are:

Today we are going to focus on the human capital trend of organizational design.

One of the main points identified by the study is that there have been significant changes made in the organizational structure and design of businesses. The authors agree that companies are currently striving to become more customer focused and agile. This means that many organizations are changing their current functional and traditional organizational models to a newer model that’s interconnected and includes teams that are flexible.

One way to look at this change is to think of companies as though they were a team of hollywood movie producers and less like what a traditional corporate structure would be. Essentially, like a movie set, people within a corporation are coming together in order to complete a project and then disbanding to move on to their new assignments once they complete said project.

Here are some tips that are provided by the Global Human Capital Trends study: 

Look at the design of your organization: consider reorganizing your business structure so that it consists of goal-driven teams that are focused on products, markets, or customers. It may make sense to create a team of managers to work on a specific talent pool or job type.

Analyze goals and rewards: instead of focusing primarily on individual performances, focus your performance management on the team leadership and the team performance. People should be rewarded for project results, collaboration during the effort, and for helping others. Consider using targeted incentives that motivate each team individually.

Implement new tools for teams: implement measurement systems and tools that will encourage your people to move between teams and to share information and collaborate with each other. Structure your business in a way that will help encourage your team members to work together in order to achieve the goals for the company. Finally, encourage communication and networking to ensure the entire company is successful.

Allow goal setting to be done by teams: it’s important to hold the teams accountable for their results. However, it is also a good idea to let the team decide how they will achieve their specific goals. Allow the teams to come up with the ways they will account for their performances, because this helps instill a sense of motivation in the team members and it also shows a level of trust.

Organizational design is clearly trending in the direction of a work environment that’s more focused on using teams rather than relying on individuals to perform a single task. There are many other human capital trends to consider when it comes to the global economy and we recommend having a look at the entire report on the subject from Deloitte. This report is available for free and contains a ton of information that can be extremely useful for embracing change in the new business environment we are engaging in.

Human capital trends: the state of organizational design

In today’s workforce, so-called 'soft skills' have become increasingly valued by employers. While traditionally, workers were hired primarily for their technical or functional skills, organizations are now placing greater emphasis on less tangible qualities, such as good communication skills, cooperativeness, flexibility and a positive attitude.

In fact, “nine in 10 employers believe that graduates with soft skills will become increasingly important,” according to a survey by Talent Q. In this hiring climate, even the best academic transcripts and CV may not be enough to land you the job, if your soft skills aren’t up to scratch.

If you’re keen to move up within your company or get noticed, improving your soft skills is one of the best ways you can set yourself apart from the competition.

The Difference Between Hard and Soft Skills

When we talk about hard skills, we’re talking about technical or functional skills that are directly related to your job, for example, your engineering, accounting, veterinary or project management skills. With these skills, you have proven your ability and expertise in this area – the skills have been learned in some way, and can be tested or measured.

Soft skills are completely different, in that they relate to intangible qualities and are often an inherent part of your personality. With soft skills, we’re talking about character traits and qualities such as:

Many of these qualities can be seen in people who have high levels of emotional intelligence –the ability to monitor your own and others’ feelings and emotions, and to use this information to guide your thinking and actions. Emotional intelligence, or EQ, is a very important factor in maintaining successful relationships, both personal and professional.

As you can see, these skills can’t exactly be measured or tested, yet can add so much value to the functioning of your team, or the experience of your customer. And just like emotional intelligence, soft skills can be developed and continually improved upon.

How Improving Your Soft Skills Can Help Your Career

It’s very important for employees to understand the importance of soft skills in determining career success, as it’s often the soft skills that matter when employees are being hired and fired. This can be particularly true for the healthcare and non-profit industries, where qualities like empathy and compassion are vital.

Let’s say you’re a hiring manager or HR professional, faced with two employees with the exact same set of technical skills. Yet these two individuals may be very different when it comes to attitude or the ability to communicate and work as part of a team. Which person will you promote to a higher level – the staff member with the good attitude who is always willing to pitch in, or the uncooperative employee who seems to enjoy making life difficult for their colleagues?

Improving your soft skills can also help you become a better leader, as many traits that are necessary for strong leadership can be linked to high levels of interpersonal skills and EQ. For anyone in a leadership or management position, developing your skills in areas such as problem solving, decision making and motivating people will be very beneficial.

The Benefits of Soft Skills for Organizations

Hiring employees with advanced soft skills can have a significant impact on an organization’s ability to function effectively, within its own structure and as part of their industry. For example, with sales-focused companies, employing staff with strong communication and teamwork skills will have a direct impact on customer experience, as well as profits.

If you’re in a management or recruitment position, it’s worth knowing that workers with high-level soft skills can bring a number of benefits to your organization. Being able to handle conflict, perform well under pressure and work as part of a team are all very valuable skills for any employee.

In addition to this, staff who possess soft skills tend to conduct more satisfying relationships, which leads to better workplace outcomes and a more positive work culture for all.

Improve Your Soft Skills through e-Learning

With soft skills often being underrated or neglected in the workplace, it’s important for individuals to recognize the link between these qualities and career success. Generally, organizations won’t provide set training in these areas, so it may be up to you to look at avenues to develop your soft skills.

Online learning is a great way to boost your soft skills and increase your job prospects. Through eLearning, you can improve existing skills or learn something completely new, in a time and place that’s convenient to you. You could even use your daily commute to work on developing your abilities in this area. 

While soft skills can’t exactly be assessed, a good measure of your success in developing soft skills is how well you manage the relationships with those around you – so get started today and see if you notice a change in your interactions with others, at work and at home.

The importance of soft skills in today’s workforce

Many managers and business owners think that financial rewards are the most important thing on their employee’s list when it comes to job satisfaction. However, money may be less important than you would think. It seems that being happy at a job depends more on intangibles such as being valued, feeling like you’re part of a team, and feeling appreciated often outrank money when polls are conducted about job satisfaction.

If your company is struggling with turnover there are several things that you can do in order to retain your team. Here are 10 steps that you can take to improve your business.

It’s important that you create a vision for your employees that is crystal clear. This should be seen as a roadmap for each of your employees, and it should be clear so that each person who works at the company understands all of the twists and turns of the business.

It’s important not to assume that each of your employees has the training, tools, and support that they need in order to succeed. Make sure that you are checking in with each of them personally in order to find out what their needs may truly be.

Communication is perhaps the most important part of this list. Memos, newsletters, training sessions, and regular meetings should all be used to help present your vision to all of your employees. It’s also important to ask questions to make sure the information provided is understood. If you sense confusion, redesign the way that you are providing information to them.

Next, focus on creating a culture of communication where employees and managers have common goals so they are working together to improve the company overall. If you want to see the data that supports this idea, check out this article in the Journal of Change Management in 2004.

Find a way to make sure every employee is engaged in some way. If your employees are all involved in the planning and decision making of a project they will care more about it and be more willing to fight for it.

Perhaps one of the greatest motivators is feedback. Do not simply offer periodic reviews, instead you should offer feedback to your employees regularly and make sure you give positive feedback right away as this will encourage more of the same positive behavior and outcomes. You should also give negative feedback as soon as possible so that you provide your workers with a chance to correct the offending behavior.

If possible, schedule weekly meetings with each individual employee in order to provide a chance to discuss any issues with ongoing projects. These meetings can be short, but can do a lot to build tighter-knit relationships.

Remember, simply saying, “thank you” can be a powerful motivator and you should do this often and in person when possible.

Use good judgment in order to create a fair and trustful environment. When a problem comes up make sure that you examine the circumstances and understand the context of the issue before passing judgment. If you show your team trust and respect you will get the same in return. If you make a mistake, admit that you were wrong and apologize. Your employees will relate to you better and will appreciate you being honest.

A good manager will pay attention to the details and will care not only about the product, but also about the employees. One way to show this is to be involved in the process of creation. Pay attention to what happens during the work day and try to make the work environment fun as people will get more done when they are enjoying what they do.

A company that offers personalized professional development plans will have an easier time motivating their employees to learn. Look for applications and skills that are relevant for an employee’s success for both their current role and future roles they may have.

Younger employees place a high priority on professional development, even more so than obtaining a higher salary. Take advantage of their thirst for knowledge by providing them with personal development plans that are relevant to the career path they are on.

For both large and small companies, job retention can be a big problem. The cost of training new employees all the time can really add up.

When employees hold their work in high value, turnover rates are less of an issue. Special incentives, praise and recognition can help raise the value of work for employees. Employees who feel better about their jobs are less likely to leave. More importantly, if an employee feels good about their job they will try to be better at what they do. Turnover rates drop significantly when a company supports their employees.

Following the above steps will help your company helps improve employee retention. Remember: it’s important to be proactive in your employee training if you truly want to keep your top employees at your business.

At the end of the day, taking the time to invest in your staff will result in serious long and short-term benefits for your company. Your financial gains will grow over time as you will not be spending excessive resources on training new employees to do the work that you need. Invest in your current employees and you’ll reap the rewards.

Why providing training can help to retain your team

When it comes to eLearning, there are always new buzzwords popping up. This article takes a look at 13 buzzwords that you’ll likely encounter in the eLearning space, including: Lifelong learning, Blended learning, Personalization, Microlearning, Rapid eLearning, Scenarios, mLearning, Gamification, Social learning, “Tin can”, MOOCs , Learning Management System (LMS), lLocalization.  

We hope that this article helps you to better understand some of the terms that are throw around when reading up about online learning, assisting you in providing a better learning experience for you and your team.

The term “lifelong learning” refers to the voluntary, ongoing, and self-motivated pursuit of knowledge. This can be for either professional or personal reasons. Lifelong learning enhances active citizenship, social inclusion, personal development, and also improves employability and competitiveness.

Lifelong learning recognizes that learning is not something that is confined to childhood or to the classroom, but is something that takes place all throughout life and in a number of situations.

During the past fifty years or so constant technological and scientific innovation has greatly affected learning styles and needs. Learning today is not divided into school and the workplace, but is now seen as something that takes place each day from the interactions that we have with others and with the world around us.

The term “blended learning” refers to a formal educational program that offers students the chance to learn through an online delivery system and within a classroom. Students will experience a blend of face to face classroom instruction combined with activities that are computer mediated.

Personalization in the eLearning environment refers to allowing students to customize many of the elements of the educational process. This means that students will set goals, work at their own pace, and communicate with other students and their professors in order to customize the entire learning process to their individual needs.

Essentially, the student is in charge of managing their own personal learning and can customize their experience as they have a direct say in the content and processes that are provided. Students have the chance to learn what they want to, when they want to, and even have a say in how they want to learn it.

The term microlearning refers to learning in smaller steps. This goes along with more traditional eLearning. Elements of microlearning include short term lessons, coursework, or projects that have been designed to provide the student with smaller amounts of information.

Microlearning essentially involves breaking down broader units into smaller chunks that are more digestible. This type of learning is often best utilized at points where a student needs the information or when the student is going to be receptive of receiving the particular information.

In learning we use scenarios to put the learner in a real life situation to reinforce the practical uses of training.

By forcing the learning into problem solving situations, the student is much more likely to be able to retain the information that they are learning, and then apply it to their everyday job without needing to return to resources to assist them. Scenarios need to be adapted specifically for a particular audience, but can be one of the most effective tools associated with creating learning material.

The term mLearning refers to any type of learning that happens when a student is not at a predetermined location. It also refers to any type of learning that happens when the student takes advantage of learning opportunities on a mobile device.

Demonstrate changes of understanding take place within the individuals involved

Demonstrate that these changes go beyond the single person and becomes situated in a wider social unit or community of practice

It must occur through social interactions between people in a social network. 

Past specifications had limitations and were difficult. The Tin Can API is flexible and simple. Some of the things that can be communicated and recognized with the Tin Can API include:

Note: this is a community driven API and is free to implement.

MOOC stands for Massive Open Online Course. These deliver open access to different types of learning materials. An MOOC tends to be focused on community using forums for online discussions about a topic. The content typically will contain a number of different resources and activities that may be automated, or offer a self or peer assessment.

An Learning Management System (LMS) is a software application that provides infrastructure and framework for the facilitation of delivery, tracking, and reporting of training online.

Localization is translating eLearning content to any language and regional context. For example, in Spain, an American-based company might need their advertising images to be changed in order to be more culturally congruent to the Spanish public.

These are just a few of the buzzwords you’ll encounter in the eLearning space. To find out how your company can improve from eLearning resources, make sure you check back in with the Go1 Blog regularly!

Top eLearning buzzwords and what they mean

With virtual reality becoming more prevalent in our everyday lives, many questions are being raised about the effects this form of technology will have on society. One of the most exciting aspects of VR is its potential to bring changes to the workplace, as work environments become more online.

Many industries are now beginning to consider the possibilities of using virtual reality for their employees. By using VR glasses and connected software, workers can be safely immersed in generated situations – situations that feel a whole lot more ‘real’ to the user than simply watching them on a screen. These generated situations, or scenarios, have the potential to bring positive benefits to both employers and workers, increasing employee performance and improving business processes.

When implemented across an organization, virtual reality has the potential to create better training and development, easier onboarding processes, and greater collaboration for teams and remote workers.

Let’s take a closer look at how VR could change your workplace.

Virtual reality offers new possibilities for improved training, regardless of industry. From corporate offices to construction job sites, the technology has the potential to be used to create controlled scenarios to assist with learning and development.

Through experiencing these generated scenarios, workers can receive effective real-time training in areas of safety procedures, efficiency and disaster management.

Thies Pfeiffer, technical director of the virtual reality lab at the Cognitive Interaction Technology Center of Excellence, explains how “in many professions, certain tasks are performed over and over again to ensure that everything runs smoothly in emergencies or stressful situations. Training in ‘reality’ would require considerable resources, and students need a lot of space. In virtual reality, however, students and trainees can practice at their own pace until the processes become second nature.” 

Training through VR could also have financial benefits for companies, with virtual training reducing many costs associated with traditional training methods. For example, by introducing VR, “an industrial company could digitally transport new employees to their future work environment without the added expense of relocation or fear of failure.”

Overcoming fears for professional development 

Speaking of fear of failure, VR could also assist employees experiencing phobias or fears, increasing their confidence in certain situations through sensitivity and exposure training. The potential for this form of cognitive behavioural therapy is very exciting, allowing individuals to safely experience situations they may not otherwise be exposed to. 

With the opportunity to gain further confidence and skills in their field, doctors could practice performing difficult surgeries; factory workers could carry out vital safety drills; corporate employees could overcome their fear of public speaking – with virtual reality, the possibilities are endless. 

With VR simulations being used for onboarding, companies could bring new hires up to speed faster than with traditional processes. Imagine, for example, the benefit of experiencing customer service scenarios in virtual reality, compared to reading text or watching on-screen tutorials.

“With virtual reality, we can generate spaces and situations that help people learn to perform occupational duties,” says Dr Pfeiffer. For people working in customer service or sales, this immersive experience would be far more practical, useful and engaging.

Increased collaboration through virtual reality

In a corporate environment, with its focus on team work and collaboration, VR will have a huge impact on how employees interact. Meetings could be held in virtual reality, in real time. For teams who are situated in different offices or regions, this could save a lot of time, money and stress – which also has benefits for a company’s productivity, profits and bottom line. 

VR holds even greater potential for remote workers, or staff who regularly telecommute, as a new way of maintaining connection across geographical barriers. While today’s collaboration tools such as Skype and Google Hangouts are certainly useful for remote workers, virtual reality will take online group interaction even further.

“In virtual reality, you can see everyone, or at least an avatar image of them and it’s much closer to being there with them,” Dr Pfeiffer explains.

However you choose to implement VR technology across your business, the future workplace is sure to be an exciting place for both employers and employees.

What changes could virtual reality bring to your workplace?

When it comes to eLearning, the way you approach content delivery is paramount. Video has long been an essential part of the learning process for corporations. Today, you have a multitude of options for creating video content. Some companies, for example, host their videos internally and supplement them with streaming videos from popular platforms like YouTube or Facebook.

Audio is more important than you realize.

Active videos are more engaging than passive ones.

Interactive videos may include features like:

These are just a few of the options you might consider when developing your videos.

If your lighting is murky or dull then that’s exactly how your learners will feel. On the other hand, if you use dynamic lighting and make sure the visual elements are sharp and clean, then your learners will be more attracted to what they see on the screen. Some lighting issues may be addressed in postproduction, but it’s certainly a factor to consider before you begin shooting.

Optimizing for the appropriate devices helps

How will your learners be accessing the material? If many of them will be viewing the videos from a tablet or mobile device, then the way you shoot the video might be different than if they were viewing them on a large desktop computer. The more optimized your video is for the appropriate device, the easier it will be for your learners to access it.

Did you write your script from the perspective of a human or a corporate robot? There’s no faster way to put your learners to sleep then to make your video script sound like a boring corporate trainer. Use their language. Make them feel like you understand them and their feelings.

A few ways you can make your script more human is to include some personal details or stories. Act like your video is on a “date” with the learner and your job is to make a good first impression. Don’t be afraid to treat your video script more like a personal exchange than a didactic treatise. Plus, if you’re able to throw in just a little bit of humor then your engagement levels will go much higher.

Music lights up several different parts of the brain at once, so it makes sense that the right choice of music will capture your viewer’s interest early on. However, if you decide to use cheesy out-of-the-box stock material then you might just turn them off out of the gate.

Consider what music might be appropriate for the material you are delivering—even if it’s only in the intro and outro of the video. If you can add a sense of drama, mystery, excitement, or curiosity into the audio aspect of your video production then your viewer will be pulled in to what you are doing easier.

There’s no question that video production matters when you’re creating your eLearning material. While you don’t need to hire Industrial Light and Magic, you will need to keep your learner in mind when you create their videos. Keep them excited and give them something that shows you value their time and they will appreciate it and be much more likely to retain the material you are teaching in the long run.

How video production affects student engagement

These days, it seems that many workers are leaving high-paid corporate positions to pursue a more meaningful career. For these people, finding a job that’s emotionally rewarding is top priority, and far more important than financial gains. While the concept of ‘meaningful’ work is obviously different for everyone, it can almost always be linked to an individual’s personal values.

To understand this, it’s important to see the connection between personal (or core) values and job satisfaction. One of the main reasons why people are unhappy in their jobs is that their work, career or employer is at odds with their values. Often, employees won’t even realize their dissatisfaction stems from this mis-match – there’s just a general feeling that something isn’t quite right.

For someone who values fairness, for example, it could be very frustrating and upsetting to work for an organization that frequently rewards or tolerates unjust behavior. For workers who strongly value compassion, finding out that the company they work for is testing on animals could be a sudden deal breaker. Public servants may also experience discomfort when the government they work for changes, or alters policy.

When your work collides with your personal values

Over time, this discordance of values can lead to negative consequences for both employee and employer.

Working in an environment that goes against your core values is not only frustrating, but can also lead to serious health issues, as both mental and physical wellbeing are affected by stress. We can see this in people who have burnt out at work, after many years of trying to fit square-shaped values into a round hole.

In contrast, individuals who consider their work to be meaningful are generally more productive, motivated and happy in their jobs. As Dr Tomas Chamorro-Premuzic, author of The Talent Delusion, explains, “when people pick jobs that fulfill basic psychological needs, motives, and values, they immerse themselves more in their work, experience higher levels of job satisfaction, and their productivity rises.” This has benefits for the whole organization, leading to a more positive work culture and better business results.

To determine your core values, you need to be aware of what motivates you. Individuals are motivated by many different things, especially in the workplace. Are you driven by money, power, recognition by your peers? Or perhaps your idea of meaningful work is connected to altruism, the desire to help people?

Once you find what motivates you, you’ll have a far better idea of what’s most important to you and how to get where you need to be. If you find that helping and connecting with people is top of your list, you might decide to explore teaching or social work, rather than continuing to work 9-5 in a job with no human interaction.

Dr Chamorro-Premuzik says, “if you know something simply doesn't motivate you, like a fat paycheck or great travel opportunities – even if it motivates others – don't regard it as an incentive for your next job.”

The interesting thing about values is that even if you’ve never consciously considered them before, your values are still an intrinsic part of you. Many people aren’t even aware that they exist until something happens that questions or threatens their values. Taking the time to figure out what’s really important to you, and exactly what it is that motivates you, will help you to be more prepared and resilient when your values are tested.

The benefits of working in line with your values

Once you’ve clarified your personal values, you’ll find it far easier to understand and trust any gut feelings that arise when you’re on the wrong path. Defining your values also allows you to “set goals that resonate, as opposed to frustrate,” says Associate Professor Anthony Grant, from The University of Sydney's Coaching Psychology Unit.

“If your goal is aligned with your core values, the thought of it will trigger a positive gut feeling. That feeling is what will keep you ploughing ahead until you've nailed it.” When you feel good about your work, career and employer you’ll be able to achieve far greater motivation, success and happiness.

To return to Dr Chamorro-Premuzik again: “we work more effectively when we're invested in what we do. And one of the keys to feeling engaged at work is aligning your own idiosyncratic values with those of your organization, your team, and your direct manager – when you're all working together towards something you believe in.”

Set aside some time to think about what it is that you believe in. What motivates you? What are your personal values? Figuring out how you can work in line with your values could be the best step of your career, as well as your life.

Why your career needs to align with your personal values

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