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As workplaces become more mobile and self-serving, training leaders are rejiggering their strategies and many are going virtual. How do instructor-led training (ILT) and virtual instructor-led training (VILT) compare, and is the latter sustainable?

We work in an increasingly technology-driven workplace, but the ease of connecting digitally doesn’t mean greater ease in communicating across cultures. Our world is still a tapestry threaded with cultural differences.

Training editors and Top 10 Hall of Famers recognize innovative and successful learning and development programs and practices submitted in the 2015 Training Top 125 application.

Until leaders can understand the mechanism of action—the reason people do what they do—it is difficult for them to understand and identify how effective they are, how effective they could be, and what they need to do to improve.

To improve our knowledge sharing in the year to come, we need to move into the Information Age, where knowledge is on demand; where learning can be fit to me as opposed to me having to fit everything to it.

Developing virtual and blended learning programs is not a “plug-and-play” scenario. Most organizations are relatively new to blended learning, and chances are no one individual has the expertise or time to develop or launch a blended curriculum. To ensure success, end-to-end project management is critical.

Those working in the borderless digital workplace might be given some training on the tools they use, but not on how to make the experience rewarding. Paying attention to five principles (PRIME) makes a positive difference to the quality of the experience and the output.

Leaders need to focus on facilitating the process of people getting to know one another because it is difficult to trust someone you don’t know.

Training magazine taps 2014 Training Top 125 winners and Top 10 Hall of Famers to provide their learning and development best practices in each issue. Here, we look at SunTrust Banks’ PATHways certificate program.