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Training magazine’s Training Top 125 Award winners are the organizations with the most successful learning and development programs in the world—and the Top 125 has been the premier learning industry awards program for more than 12 years. Download the 2015 application today.
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Training Leaders & Managers today are used to training staff and NOT getting support from employee's direct management in regard to training reinforcement.

Ayear ago, Yahoo! CEO Marissa Mayer ignited a firestorm of controversy when she eliminated the company’s telecommuting option. Best Buy and Hewlett Packard soon followed suit with their flexible work programs.

 Working from home can drive employee engagement and performance, but companies first must provide telecommuting training and reinforcement.

Understanding principles in an employee handbook or an e-learning program can be difficult, but not because the content is hard. It’s difficult because it’s just so boring and detached from employees’ day-to-day lives. Some companies are finding storytelling can bring to life learning content that now exists only on the page or screen.

Employees not grasping your trainers’ lessons? The content may need a kick-start from storytelling. Illustrative anecdotes go a long way to helping learners get the point.

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Rethinking Learning Design

An educational program should force students to stop and think, re-evaluate their mental models, and reach their own insights into how to modify their personal thinking or behavior.

Employee Secondment: A Secret to Successful Integration

One often overlooked yet effective way to improve communication—both during the merger process and after closing the deal—is “secondment,” which involves placing employees from a buyer’s organization into the seller’s, and vice versa.

Productivity Tip: Put a Label on It

Work on building a labeling system to improve your workflow, reduce stress, and increase your overall level of personal organization.

How to Train Employees Using Social Media

Companies can use social media to train employees on a cross-geographical level, using a multimedia approach that relies on more indirect, peer-to-peer, and creative methods to render training a more engaging experience while saving time and money.

A Time for Courage

Knowing what is the right thing to do at any given time is the challenge most of us face. A critical report urgently needs to be completed, yet it is competing against a promise to be at a ball game. Why does a situation like this require courage? Because to have courage is to act as one believes one should.

Vouching for Visual Learning

Visual technology often is overlooked when organizing onboarding programs, and may be looked at as a complex implementation reserved solely for large institutions. But regardless of company size, there are new hires out there who are more than willing to be their own drivers of introduction and instruction.

Remote Working: Avoiding Trouble

In the digital workplace, of course, recognizing discontent can be difficult. The best thing a virtual leader can do to avoid trouble is to be proactive. How? By consciously seeking to Enable, Energize, and Empower.

Building Customer Relationships at NYCB

Through a series of skill practice activities, New York Community Bancorp, Inc.’s front-line employees are challenged to spend time outside of their comfort zone practicing effective questioning techniques, the six steps of the relationship selling process, and effectively planning follow-up calls.

How to End the “Check-the-Box” Approach to Training

Redefining relationship training as development within context instead of understanding of content is, at its essence, a rebranding process, one that will be critical for achieving the outcomes training professionals and their learners need going forward. Here are three techniques to use as a roadmap for rebranding relationship training and the value you offer your participants.

Exit Interview: Is Stress the Culprit?

Do you measure your employees’ stress levels and then work with managers to arrive at solutions such as better organized and more balanced workloads? Why or why not?

Supercompetent Speaking: Dealing with Bodily Functions

Speakers aren’t superhuman; they have all the frailties that come with flesh. Don’t obsess over the possibilities, but always remain aware of what might happen so you can take the proper precautions—and respond appropriately and professionally if something does happen.

How to Build Olympic-Caliber Talent in Your Organization

Think of yourself as an Olympic coach, and start looking at your top people as elite athletes. Provide them with opportunities to prove themselves—and for them to learn in the process. Give them feedback and celebrate their wins. And support them with a solid environment that gives them the tools to succeed.

Toxic Employees: To Confront or Not to Confront?

With a combination of good intentions, clear direction, and early detection, any organization can begin the much needed and highly rewarding work of boosting engagement while transforming toxic employees into positive contributors.


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Training Top 125

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From the Editor

When I first joined Training magazine in 2007, my publisher gave me a stack of magazines to read and strongly suggested I familiarize myself with Kirkpatrick’s Four Levels of Evaluation.

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Emerging Training Leaders

Spring is—finally—in the air.

By Lorri Freifeld