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.

If employees don’t know about the KnowledgeWave Learning Site (KLS), then they won’t use it.

If employees aren’t using KnowledgeWave, then your organization is missing out on learning opportunities and ROI.

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.

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:

Maybe it has crossed your mind from time-to-time, thinking you should put a training plan in place for your team. If you’re like me, maybe you haven’t had time. And there may seem to be significant barriers to getting started: needs analysis, skills gap analysis, training plan templates, and so on. Not that any of those things are bad, those are all great and important things, but it takes time and effort to do them right.

When you first open a group account with us, your member list is fresh and current. Typically, we bulk-upload all your employees into KLS (the KnowledgeWave Learning Site) from a spreadsheet in order to save you time. The challenge is that the list gets stale after a few months as your organization evolves and team members come and go.

Keeping your employee list up-to-date in KLS (the KnowledgeWave Learning Site) is important and straightforward. This post provides instructions for teams who have purchased a group account in KLS. 

This post provides instructions for teams who have purchased a group account in KLS (the KnowledgeWave Learning Site.) Admin privileges are pretty handy, allowing you to add and remove members and view the ROI report.

As a conscientious manager, the day may come when you look to improve your team's project management in the interest of better efficiency and tracking. I found myself in exactly that same position a couple of years ago when I was managing a number of small departments. We had many different initiatives going on with very little formal project management. People were working hard and trying to do the right thing, but we were lacking an overarching system for managing our projects. That meant the scope was often ephemeral, the timelines and budgets were fuzzy or non-existent, and accountability was variable. I knew we could do better.

In considering training for employees in your organization, you as a manager may be quick to assume that your entry-level employees are the ones that need it. While they require a substantial amount of training in the onboarding and beyond, your new employees are not the only ones who need all of the attention.

We are constantly looking for ways to grow our business, but our biggest asset isn't our strategy, or monthly revenue, it's the people behind it driving that success: Your employees. In an article she contributed to Entrepreneur entitled "Want Your Business to Grow? Help Your Employees Succeed," Abigail Phillips writes: "We’ve all heard the saying that 'a team is only as strong as its weakest link,' but the number of business leaders choosing to ignore this sentiment is staggering, as they are more concerned with their own development and less so with their employees. Not a smart move. Investing time in your employees and giving them the tools they need to develop is incredibly important for output quality, morale and retention."

In any organization, leaders typically take the blame in any case of failure. Because of this your employees may be intimidated to take the next step and move up in their roles in fear of taking on new responsibilities. To change this behavior and create an environment where all levels can flourish and work as a team, view failure as a learning opportunity and make it a core principle of your culture—not a chance to place the blame.

Every organization wants productive, solution-driven employees on its team. Without them, you may notice a lag in workplace efficiency and a decline in the quality of your products and services. Well where are they, these effective, efficient team members? They are right there under your nose, in your organization. To empower your employees, you must provide them with the resources they need to perform and grow your business.

What is adoption rate, why does it matter?

For group accounts in the KnowledgeWave Learning Site (KLS), adoption rate is the percentage of invited employees who became active members of KLS. And a higher adoption rate leads to higher ROI.

As you may have heard us say before, productivity can be a frustrating concept. The reality is, we all work at our own pace and it's inevitable that some of your employees are simply more productive than others. Fortunately you can improve on how you and your team measure productivity to enhance it across the organization.