I wear several different hats. Heck, one is even writing for this blog.

In a job role where I’d have little time for a traditional full-day training class, I still run into real world challenges and like many, I have become accustomed to wanting a solution to a specific problem.

Just last week I had a great experience with a client. I found it inspiring, and I thought you might find it interesting, too.

You might be wondering what classes and videos are available in a cohesive online training package. And you probably don’t want to blow your budget sending one person to class. It would be great if that money could go toward providing training opportunities for everybody on the team.

If you are looking for some great training videos, I don’t recommend Googling "world's best training videos." Instead, check out our list! We love to share clips and resources that you might find useful in your work, so here goes.

We’ve explored different learning styles in a previous post. While the theories can provide an important foundation for design of training, frankly, it can be a little overwhelming for those of us in the trenches.

Experts tend to agree that training increases employee retention.

But here’s a more nuanced question: can you train your managers in such a way that specifically raises employee retention rates?

So, you’ve identified a problem in your organization, and you think training is part of the solution. Or maybe you have a strategic goal where training can play a key role. Time for a training needs analysis!

If you are thinking of investing in a training program for entry-level employees, all I want to say is, "Do it."

Update 3/19/2020:
If you are here due to the COVID-19 pandemic, you've come to the right place. We have years of experience delivering training in remote modalities. Read on.

For years I have been a big fan of First, Break All the Rules by Marcus Buckingham and Curt Coffman. I love that they started with data from more than 1 million Gallup surveys and worked intently to find what the data would reveal.

As companies embrace outsourcing more IT functions, external resources such as MSP Account Managers and vCIO's have greater influence in decisions around migration strategies. Is user adoption factored into the planning?

Training employees. “Whose job is that? It’s not mine.” I’ve heard this often from my IT peers. They aren’t trying to skirt responsibility, they love technology and want users to embrace the latest enhancements. IT administrators and staff are often tasked with learning about the newest technologies to help their business maintain a competitive edge and meet customer demand. There are many reasons why IT may seem like the best choice for providing training. A common example being the C-suite seeing their IT staff as experts of the newest technology and they want to leverage that expertise.

Communication, teamwork, problem solving, attitude, leadership, professionalism. They are typically called "soft skills" and are vital to the success of any organization. The good news is that they can be learned and developed, just like hard skills.

Maybe you have a hunch that a self-paced training program is a good fit for team members in your organization. Let’s dig into the benefits of a self-paced approach and help you envision how you might put those benefits to work for your employees. So here we go:

Organizations are spending an average of $1,208 per employee on training, according to the Association for Talent Development’s latest State of the Industry Report. I think we can agree that spending on training is a critical investment for any organization, but how do you know if you are getting the most bang for your buck?