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The Marines are painfully methodical about building leaders: Each corporal is in charge of a “fire team” of three Marines. At each new level, an enlisted leader’s sphere of supervisory authority is expanded and he or she is trained aggressively to take on that role.

There are so many intangibles that only come across on screen, such as executive presence, confidence, and leadership qualities. These are all communicated through body language, voice, and other visual cues through a video interview.

How can you ensure your employees will want to “show up” for learning? Try making six changes in your learning programs and other fundamental areas.

Technology is making high-value learning in the workplace not just possible, but also pleasant and more likely to be retained, for a wider variety of employees and types of learners.

New employees filling customer support specialist, truckload fulfillment coordinator, solutions coordinator, and truckload account manager positions receive training in small, easy-to-comprehend segments delivered via a blended approach that includes instructor-led classes and on-the-job training.

Training Millennials makes for a great, high-energy session. But it should not be a training event—it needs to be an experience for them.

The key lies in answering just one question: How can I solve the right problem for the customer, in the right way?

It is a big leap to ditch titles in an organization. But you might be surprised how doing so can change your mindset about your teammates and where they fit without your organizational structure.

We all know bias and discrimination should be unacceptable in the workplace. But it happens. It takes brains, heart, and spirit to change the trajectory of those moments from history to herstory.

Start first by abandoning static training systems in favor of a culture of continuous, individualized learning that encourages people to admit what they don’t know—a culture that fosters and rewards intellectual curiosity.