I think the CSOD team is amongst the most innovative in the human capital management sector—one of the reasons they were Grovo’s first strategic partner. Over the past few years of working together, we discovered that in addition to developing a strong relationship across the teams, we also shared a common view of where the industry is going—a robust HR and L&D platform with the most modern content, branded partnerships, and content creation capabilities available. Incorporating Grovo’s world-class content and product into the CSOD family instantly creates value for CSOD’s 3,400+ international customers and their 38 million users across 192 countries, and creates one of the leading L&D products in the world.

Needless to say there are a lot of people responsible for this. I’d like to recognize and thank the Grovo founders–Jeff Fernandez, Nick Narody, and Surag Mungekar–for their vision and relentless pursuit of combining original world-class content with a modern L&D platform. They saw where the industry was going before anybody else, and their passion and drive helped shape the industry. To see their original vision live on in such a large scale is a testament to them and what they were able to achieve.

Over the past few years, we’ve assembled one of the strongest executive teams anywhere. Chris Acquaviva (CFO & COO), Summer Salomonsen (CLO), Frans Xavier (CTO), Jason Silverstein (VP, Sales), Chi-Chi Liang (VP, Marketing), and Kate Rotunno (Head of Customer Success) executed on our strategy flawlessly—an incredibly difficult high-wire act of building out our foundation, taking care of customers old and new, all while simultaneously scaling the business.

I’m excited for our customers, partners, and team for what comes next. Thank you for all of your support along the way. This is a new day for L&D and I’m proud that Grovo gets the chance to be a significant player for years to come.

The post Grovo is Joining Forces with Cornerstone OnDemand appeared first on Grovo Blog.

But learning and sales also clash, and it usually comes down to issues of time, money, and attitude.

Salespeople have aggressive quotas to hit, meaning any time spent learning is time not spent closing. What’s more, frontline sales teams are often some of the biggest in an organization; it gets costly to send them all to a day-long workshop. Finally, many sales leaders do not view missed goals and team dysfunction as a skills gap. Often, they attribute performance problems to deficits in work ethic or personality styles.

Challenges like these can strain the L&D leader’s relationship with sales, but a strong partnership is critical for the company’s ability to generate revenue and equip sales reps at every level to grow during their time with the company.

With the end-of-year sales push approaching, you as an L&D leader have the chance to build a bridge with your sales management and sales learners. And the process starts by gently shifting how your sales employees think about their skills.

Repeat after me: “Salespeople are made, not born.”

“Fingers crossed I make my number.” “She grinded out that deal.” “He’s such a natural.”

A common misconception plagues the world of sales: that success comes down to a combination of charisma, brute force, and just plain luck. This should be anathema to any self-respecting L&D leader. Such fixed-mindset thinking overlooks the expertise in communication and problem-solving that top salespeople build over their careers, and it denies them the sense of legitimacy that comes with honing a craft over time.

Bringing sales into the world of professional skills is one of the strongest ways that L&D leaders can have an impact and expand their reach across the organization. Here are three mindset shifts that you can start instilling in your salesforce immediately:

Shift 1: A salesperson’s time is valuable.
Salespeople often approach client meetings from a place of subservience, giving in to the client’s every wish in the hope of earning their favor. Implicit is the assumption that being liked by the client is a predictor of getting the sale. In fact, not all prospects are a good fit, and no amount of congeniality will make up for that. Salespeople should instead use their client meetings to qualify their prospect and evaluate their level of need. This requires systematic and thoughtful questioning and analysis. It should be viewed as a meeting of two equals and two professionals.

Shift 2: Sellers must follow a system.
Success in sales is controllable, but it requires a roadmap. The most accomplished salespeople have learned to methodically build a relationship with their customers based on mutual interest, then to qualify the sales opportunity and decide if it’s worth their time. Sellers that maintain this structure and control will be more likely to see consistent and repeatable results. (See Fact 1.)

Shift 3: Wishing and hoping have no part in sales.
Too often, salespeople attribute success or failure to randomness, when the keys to controlling the sales interaction were in plain sight all along. By empowering learners to follow a systematic process for identifying a customer’s needs, budget, and decision making process, you’ll be helping them better predict and manage the direction each interaction takes.

Notice that none of the above statements has anything to do with charming one’s way to a signed contract or being the hardest-working person on the sales floor. When your salespeople are practicing a shared system, they can rely on sound communication and problem solving to hit quota.

Microlearning helps L&D leaders scale their approach to sales enablement

Modern sales enablement must help employees internalize a systematic approach to selling. And with sales teams ranging from dozens to hundreds of employees, L&D and sales leaders need consistent and scalable ways of distributing development opportunities – without breaking the bank or halting sales activity for large stretches of time.

The 240 lessons in the Sandler + Grovo Microlearning Sales Bundle provide the content needed to anchor this development in the flow of work, with each lesson targeting a single learning objective over roughly five minutes. Content in the bundle systematically targets each stage of the selling process while helping learners develop skills across other focus areas, including cross-cultural communication, resilience, and decision making.

Co-created with experts at Sandler Training, this is Grovo’s inaugural offering in the sales enablement space. Each lesson upholds every best practice of Grovo’s Microlearning framework, which already infuses our offerings in professional skills, compliance, leadership, and diversity.

Interested in learning how the Sandler + Grovo Microlearning Sales Bundle can set up your sales team for success this quarter? Review all the topics included here.

The post Why Sales Enablement Belongs in Your L&D Strategy appeared first on Grovo Blog.

Don’t want your business supporting money laundering? We’re here to help. There are simple ways criminals can use today’s businesses to launder money that you may not notice, but there are also simple red flags to look for to help you spot and stop money laundering.

Our newest Grovo Microlearning® content from producer Zarif Taufiq will help you determine where money laundering might intersect with your business, give you red flags to watch out for, and help you fill out and submit a Suspicious Activity Report when you find something fishy. Specifically, this topic covers:

• The Impact of Money Laundering: Learn what money laundering is, the impact it has on the economy and the world, and how your business might unwittingly be involved.
• Catch Money Laundering in Action: Learn the three stages of money laundering and the red flags that indicate it might be happening, and how to report it.
• Prevent Money Laundering: Learn how to put systems in place that make it hard for money laundering to occur.

Learn the basics about money laundering so you can keep yourself and your business clean. Get started with one of our lessons What Is Money Laundering?

The post Announcing New Lessons on Anti-Money Laundering appeared first on Grovo Blog.

Why is sales getting harder? For many salespeople, the most common tactics – like pitching early, providing information, and pushing for a yes – are outdated. They don’t fit the needs of the modern buyer.

Sales has evolved. And it’s time for salespeople to catch up.

Modern buyers have more information at their fingertips than ever – and, more often than not, they’re coming into a conversation with a sense of their options. In fact, recent research shows that 67% of the buyer’s information-gathering happens digitally. If you spend your sales conversations giving more information than you gather, you’re no more valuable to the buyer than a Google search.

In fact, the top two complaints from buyers about the salespeople they’ve worked with are “self-centered behavior,” and “not listening to their needs.”

Today’s buyers don’t need information, they need advice.

A 2017 Salesforce report showed that 79% of buyers are more likely to buy when a salesperson acts as a “trusted advisor” – someone who will ask questions, diagnose the buyer’s problem, and create a solution tailored to them. The sales relationship is becoming increasingly collaborative: where buyer and seller work together to solve a common problem.

The modern buyer needs a modern sales approach. But finding the right buyers, qualifying them, and guiding them toward the best solution is easier said than done. It takes expertise and skill. It takes effective sales training.

That’s why we formed our exclusive partnership with Sandler Training to bring to market Sandler’s award-winning methodologies delivered in our Microlearning lesson format. Now, we’re excited to announce that our content is available for purchase.

Introducing The Sandler + Grovo Microlearning Sales Bundle

The Sandler + Grovo Microlearning Sales Bundle includes 240 high-quality, single-concept lessons that are available in the flow of work, enabling salespeople to adopt valuable behaviors, attitudes, and techniques over time.

The Sandler Microlearning Collection: The Selling System consists of 80 co-created lessons from Sandler and Grovo. Additionally, the 160 companion Grovo Microlearning lessons cover professional skills training that will enhance your sales team’s effectiveness.

Topics in The Sandler Microlearning Collection: The Selling System

• Introducing the Sandler Selling System
• Bonding and Building Rapport with Your Prospect
• Setting Up-Front Contracts with Your Prospect
• Questioning Strategies
• Uncovering Your Prospect’s Pain
• Talking Budget with Your Prospect
• Your Prospect’s Decision-Making Process
• Closing the Sale: Building a Relationship to Last

Topics in the companion sales training content from Grovo

• Measuring Impact with KPIs
• Making Decisions
• Working Remotely
• Building Productive Habits
• Developing Grit and Resilience
• Professional Writing
• Giving Presentations
• Working Across Cultures
• Building Influence
• Owning Your Personal Brand

Lesson features

• Downloadable assets such as sales frameworks and worksheets designed for sales teams to better understand and improve sales processes
• Mixed-media, real-world examples so sales professionals can see how it’s done
• Testimonials from real Sandler learners and trainers

The Best Sales Training Methodologies Meet the Best Modern Learning Solution

For many of today’s salespeople, the job is getting harder. But it doesn’t have to be that way. By following a repeatable system to diagnose and solve prospects’ problems, salespeople will work more efficiently and form better prospect relationships.

From discovery to qualification to closing a sale, The Sandler + Grovo Microlearning Sales Bundle will help systematize your sales team’s success.

Bring your sales team into the modern age of selling. Make The Sandler + Grovo Microlearning Sales Bundle the foundation of your sales process and learn more about the bundle.

The post Introducing The Sandler + Grovo Microlearning Sales Bundle appeared first on Grovo Blog.

We spoke with Nicki Sunwall, Learning & Development Manager and Skye Tucker, Learning & Development Coordinator to find out how, in just 10 months, they re-launched The Learning Compass as a core part of the employee experience at T&C Markets.

Here’s what we learned from their insights:

1. Build your own foundation first

Many customers introduce Grovo to build the foundation for a learning culture across their organization. But what about the foundation for how work gets done within the L&D function, before an employee ever sees their first Microlearning lesson?

Nicki and Skye collaborated with their peers in Marketing to workshop and document the guiding principles for The Learning Compass relaunch. A cross between a mission/vision document and brand guide, their guiding principles cover the program’s purpose, look and feel, visual standards for imagery, fonts and colors, as well as requirements and processes for working with internal subject matter experts. It’s lightweight, practical and helps them stay on brand as they quickly create and customize Grovo Microlearning lessons.

Says Skye, “We almost exclusively use Grovo’s Create tool to make our own lessons or customize the off-the-shelf lessons from the Grovo Library. No matter what, we want our voice in it, so we use this doc to make sure every lesson reflects our principles of fun, enhancing personal growth, connection to learning and each other, and relevance to people’s jobs.

2. Create tool as a bridge to culture

T&C Markets has high standards for all learning content to reflect the real life culture of the retailer. Whether creating their own lessons or occasionally customizing an off-the-shelf Grovo lesson with their own brand look and feel, or T&C Markets-specific information, Nicki says, “the Create tool really lets us personalize content. Our employees appreciate that lessons feel like our own culture and values.”

With nearly 90% of learners engaged, and more than 12K lesson views in the last three months, it’s clear that the care and attention Nicki and Skye apply to content production is driving learner engagement.

Nicki and Skye often collaborate with internal subject matter experts and senior leadership to create the most effective content, including featuring these internal leaders in the videos and photography they use to create engaging Microlearning lessons.

Says Skye, “Seeing their peers and bosses in the lessons is great for new hires, and for people who have been there for decades. It makes the whole company feel accessible. For example, a senior leader might not always be in a given market location, but once they do go out, the location staff already feel like they know them a bit. It’s creating a bridge for sure.”

3. Focus less on the “micro” and more on the “learning”

As Grovo’s Chief Learning Officer Summer Salomonsen has noted, people often define Microlearning by its brevity, when it’s really about sharp, modern learning with lessons that focus on a single concept at a time. Skye agrees, saying, “When you’re creating effective Microlearning, don’t make your box too small. Don’t say, oh, it needs to be max five minutes. Instead, think about the one thing that you are really trying to communicate, and then create your lesson tailored to that.”

4. Listen to your learners

Nicki and Skye have engineered The Learning Compass from the beginning to accommodate and reflect employee feedback. When they visit markets for other meetings or events, they’re sure to check in with employees about their experiences with the online training. They also run surveys to collect feedback directly from specific groups. They also created a “Feedback and Requests” lesson that links out to their ongoing survey, and they made it the featured lesson on the learners’ Grovo home screen, so it’s always accessible.

Nicki says, “One of my biggest pieces of advice for other admins is to really listen to employee feedback. A lot of what we’ve done successfully is because we’ve tailored our program in response to what the employees told us.”

5. Be realistic and flexible to meet your goals

Nicki and Skye set out goals from the beginning for the Learning Compass, including onboarding 100% of employees within a year of launch to their company’s core values. At 91% of employees onboarded in 10 months, they are well on track.

To best meet their overarching goal, they’ve stayed agile with their weekly learning campaigns for leadership and twice-a-month campaigns for individual contributors.

“Flexibility is really important,” says Nicki. “When you’re creating content, there’s not a single unique way that the lesson has to be. Sometimes you just need to change your focus based on what’s going on in the company.”

Skye adds, “Whatever time you think it’s going to take you to create great Microlearning content, tack on a couple of hours to your estimate for planning. You want to allow time to deliver something you’re proud of, not just to check the box and say, ‘here’s another lesson.’ Pause and think, what do you really want to deliver to learners? That’s drives learner engagement.”

Stay ahead of what’s next

2018 was all about framing the big picture for employees by onboarding them to the core values. Next year, Nicki and Skye are looking to dig deeper with the 13 departments in each market to create learning that shares those insights with all employees to help them improve in their roles and take on new ones. Says Nicki, “We’ve driven more consistent communication for everyone. Our markets are spread out. With Grovo, it’s easier to relay important messages, and foster company-wide conversations.”

Looking back at what they’ve achieved in just 10 months from re-launching The Learning Compass, Nicki says, “Learning is now a norm at Town & Country Markets. We made it past the hump, and Grovo is an integral part of our commitment to make learning accessible to all employees.

Interested in seeing an example of Town & Country Markets custom Microlearning lessons? Check out “Core Values: Environmental Stewardship.”

To see how other L&D teams are customizing learning for their employees, join our webinar on November 8 to get expert tips on using the Create tool so your employees can learn anywhere, any time. Save your spot now! 

The post How Town & Country Markets Established a Learning Culture in 10 Months appeared first on Grovo Blog.

Turns out grit and resilience operate like muscles, and there are little things we can do every day to strengthen them: use specific language when we self-talk, take small risks, and set goals (and quitting points!) for ourselves.

Our newest Grovo Microlearning® content from producer Joe Stanton gives you practical ways to improve both your grit and resilience. This topic includes:

• How to Develop Grit: Learn the takeaways from Angela Duckworth’s groundbreaking research, and how you can use the “Hard Thing” rule to improve your grit. Also learn when quitting is actually more productive than powering through.
• How to Develop Resilience: Learn how to build your resilience through managing self-talk, trying new things, and purposely seeking rejection.

This content can help you and your team improve your performance at work, and give you strategies to reframe the challenges you’ll face along the way. Get started with one of our lessons Practice Resilience by Facing Rejection.

The post Announcing New Lessons on Developing Grit and Resilience appeared first on Grovo Blog.

But giving employees a standout onboarding experience is key to getting the most productivity out of your employees and retaining them for the long haul. With incorporating Microlearning lessons into your onboarding experience, employees will focus on single-concept, in the flow of their work, so they’ll get the learning they need in these essentials moments during onboarding. 

Studies have shown that organizations with a standard onboarding process experience 50% greater new hire productivity, and 69% of employees are more likely to stay with a company for more than three years if they have a great onboarding experience. Those first few days and months of a new employee’s experience matter a lot, and it’s on you to make sure they get the training they need.

Of course, if it’s on you to give someone training, then it’s on us to give you that training in modern, engaging Microlearning lessons. We get asked about our onboarding content all the time, so we figured we’d go through a few of our most popular topics that can help you give new employees an excellent, efficient, and effective onboarding experience.

Unconscious Bias

Bias is everywhere. It’s an evolutionary trait that helps us accomplish everyday tasks like selecting which apple to buy or avoiding oncoming traffic. When biases go unrecognized in our work or personal lives, we can end up inadvertently alienating, or even discriminating against, others—especially people who are different from us.

Our content on Unconscious Bias speaks to our learners as humans, rather than employees. It breaks down a sensitive and highly conceptual topic in a manner that is easily understandable, non-accusatory, and unifying rather than divisive. It’s perfect for onboarding new employees, and making sure that with each new hire you’re contributing to an inclusive workplace culture.

Sexual Harassment

According to a recent study from Oklahoma State University, the University of Minnesota, and the University of Maine, women who are sexually harassed are 6.5 times as likely to change jobs as women who aren’t.

Most sexual harassment prevention training focuses on the law. It’s check the box. Our content addresses the root causes of sexual harassment and gives people tools to combat those causes. The focus is on building a culture where sexual harassment doesn’t happen, and is handled properly when it does. By giving every employee sexual harassment prevention training when they start working, you can make your workplace a safer environment for everyone.

Professional Writing

Too often, we let bad writing get in the way of good work. The average worker spends 25.5 hours a week reading for work. In the age of email, reading and writing are a critical way of transferring information, especially for remote teams. Unclear writing means more work for everyone involved.

By making sure everyone in your organization gets onboarded with our Microlearning lessons on writing clearly, you can help your team communicate and work efficiently.

Facilitating Meetings

Research has shown that we lose an estimated $37 billion a year from unproductive meetings. And according to a survey from executive coach Rick Gilbert, U.S. executives consider 67% of their meetings to be failures. Giving your team a little training on how to facilitate an efficient meeting can make sure your employees are collaborating well and making the most of everyone’s time.

Data Privacy & Information Security

In 2014, IBM reported that over 95% of security incidents involved human error as a contributing factor. Organizations do what they can to protect their information and thwart cyber crime by investing a lot of money in cybersecurity, but one of data security’s biggest threats is human behavior.

Mitigate the risk of human error by training all your employees in the dos and don’ts of data privacy and information security. No matter what industry you’re in, the information you use, manage, and share every day is valuable and, in the wrong hands, can cause considerable damage. So secure it.

Make a Lasting First Impression

The way you onboard new employees will not just affect their ability to get up to speed quickly. An employee’s onboarding experience can also leave an impression on the way they feel about the company, their team, and their work. So before you choose which topics you’re going to use as onboarding materials, make a plan for the very beginning of your employee’s onboarding experience. Get started with one of our onboarding lessons, “Prepare for a New Hire’s Arrival” so that you offer the most rewarding and effective onboarding you can.

The post 5 Topics to Help Give Your New Hires an Excellent Onboarding Experience appeared first on Grovo Blog.

Employee discipline refers to the culture and conditions that you as a leader or manager put in place to enable your employees to thrive. When you build a culture of discipline, you are setting up and maintaining a structure that supports the conditions your team needs to reach their goals. Instead of focusing on the rules or consequences of violating those rules, you focus on helping your employees do their best work. That way, all the rules are intuitive and when violations occur, the consequences are warranted and expected.

Our newest Grovo Microlearning® content from producer Zarif Taufiq will give you a roadmap for creating an employee discipline culture at your organization. We cover several topics, including:

• Establish a Culture of Discipline: Learn what it means to have a disciplined employee culture that strikes the right balance between freedom and structure. Learn the difference between different models of discipline, and choose the best one for your situation.
• Create Your System of Discipline: Learn how to create a system of rules that support your team’s goals and allow you to easily enforce them.
• Enforce Discipline On Your Team: Learn how to respond to rule violations with minimal penalty for maximum impact. Learn when rule violations are serious enough to warrant more extreme measures.
• Align Your Disciplinary Action with the Law: Learn what laws exist around disciplinary action and how to keep you and your company in line.

Every workplace needs its rules and norms in order to function. By building a thoughtful culture of discipline, you can make sure those rules are supportive of your team’s efforts. Start building a culture of discipline on your team by checking out one of our lessons: Rethink Your Idea of Discipline.

The post Announcing New Lessons on Employee Discipline appeared first on Grovo Blog.

But if you’re not the type of person who watches basketball on a nightly basis from October to May, there’s still one narrative that’s worth paying attention to. Last March, Kevin Love wrote a piece called “Everyone Is Going Through Something” in The Players’ Tribune, in which the Cleveland Cavaliers’ star described his experience having a panic attack in the middle of a game, and how he has approached his mental health since then. That article came just after then-Toronto Raptors star Demar DeRozan also opened up about his struggles with depression and anxiety. As Love wrote in his piece, “Everyone is going through something that we can’t see… Mental health is an invisible thing, but it touches all of us at some point or another.” Mental health is being talked about more and more throughout the NBA, and it will be interesting to see how that conversation develops once the season gets underway.

So why is this a story worth paying attention to? What does this have to do with Grovo or workplace learning?

For starters, these players are describing how they take care of their mental health at work. It’s easy to forget, since the workplace of a professional athlete is so different from our typical offices, but the panic attack Love described hit him in the middle of his work day. And to his point, he’s far from the only person that happens to. Everyone needs to take care of their mental health while they’re at work at some point or other. And hearing about how professional athletes, whose job performance is critiqued on a level most of us can’t imagine, deal with their mental well-being can be inspiring and helpful.

It’s also worth paying attention to the way the NBA itself has responded to the public discussion around mental health in their league. The National Basketball Players Association hired its first director of mental health and wellness, and during this year’s preseason, Commissioner Adam Silver sent a letter to the players saying, “Each of our offices has newly-enhanced mental wellness programs, which we encourage you to use to manage stress, anxiety and other challenges. It’s a critical step that can also encourage teammates and fans alike to understand that it’s a sign of strength, not weakness, to ask for help.”

Last week, World Mental Health Day on October 10 served as a reminder of how important it is to bring up mental health issues and encourage those who need it to seek support. The NBA, following the lead of its players, is doing more and more to raise awareness around mental health, and making sure their workplaces are ones where employees’ mental well-being is cared for.

So if you’re feeling like you need support or need to speak with someone, please do. And if you’re curious about how you can make caring for mental well-being a key part of your workplace, check out one of our lessons on mental health at work, “Improve Your Mental Wellness.” Mental health is like physical health – everyone can use some form of care at some point. And it’s worth talking about. As Kevin Love wrote: “If you’re reading this and you’re having a hard time, no matter how big or small it seems to you, I want to remind you that you’re not weird or different for sharing what you’re going through. Just the opposite. It could be the most important thing you do.”

The post What the NBA Can Teach Us About Mental Health at Work appeared first on Grovo Blog.

In the workplaces of yore, there was a word for these qualities: leadership. What’s different today is that leadership is no longer the sole purview of those with lofty titles. For better or worse (and we believe it’s for the better!), leadership is now everyone’s responsibility.

That’s why we’re announcing our new Leadership Bundle.

All employees must move projects, teams, and business forward

At Grovo, we believe leadership is developed continuously in the context of your work, no matter your level in an organization or what title you have. The Microlearning lessons in our Leadership Bundle focus on the most salient areas of leadership development. Every last topic, from “Building Smart Teams” to “Giving Performance Reviews,” treats leadership as a set of attainable skills, rather than a role that amounts to “telling people what to do.”

Organizations like Raymour & Flanigan and Asurint have long used Grovo to develop their employees in leadership and management. With our new offering focused on the best leadership content from our broader Microlearning library, we’re poised to help companies excel in three areas where many leadership programs fail:

1. Training only for “the top.” Our training is for everyone.

Leadership is a set of skills, not a single role; organizations of all sizes need employees who can move projects, teams, and business forward. Our Leadership Bundle provides pathways for three learner personas: individual contributors, frontline managers, and strategic leaders. That means that no matter what challenges your employees are facing – whether it’s setting a project plan or resolving conflict on their team – they’ll be supported through each new milestone.

2. Training that’s esoteric. Ours is designed with real teams in mind.

Leadership is hard work. Much of the leadership training out there addresses this fact through positive affirmations and lofty leadership philosophies; what learners really need are clear and practical steps they can apply in difficult times. Our lessons are designed around three pillars: Setting Direction, Team Dynamics & Growth, and Operations & Results. Whether you’re helping learners articulate their leadership vision or supporting them through the difficult process of terminating an employee, our lessons are designed with tangible learning objectives that can be applied in the context of work.

3. Training that’s forgettable. Ours is built to stick.

It’s one thing to get a burst of motivation from a classroom training once a year. It’s another to create long-term behavior change. Built with Grovo’s proprietary Microlearning framework, the Leadership Bundle is tailored for a new world of learning, with immersive yet focused multimedia lessons. Each lesson provides efficient, realistic, and transferable advice that make it easy to learn one new skill at a time – and to return whenever you need a refresher.

What’s included

Crafted by in-house learning experts with our proprietary Microlearning framework, the Leadership Bundle offers 475+ Microlearning lessons focused on the goal-setting, team dynamics, and operational excellence. Altogether, the bundle helps develop leadership at every level of your company.

• Foster positive team dynamics and growth
• Operate efficiently
• Influence without authority
• Coaching & delegating
• Resolve conflicts
• Find your leadership style
• Performance reviews
• Manage change
• Interviewing effectively
• Managing projects
• Mindfulness for leaders
• Setting goals
• Motivating employees
• Transition into leadership
• Executive presence
• Influence and inspire teams

Featuring Lange International executive communications

Today we’re also announcing the availability of our new executive communications content created in partnership with Lange International, and that content is included in our broader, 2500+ lesson Microlearning library, as well as in this Leadership Bundle. As Jenna Lange, CEO and founder of Lange International, says, “Successful teams have leaders that understand that every communication moment matters. We’ve partnered with Grovo to transform everyone into great communicators and leaders.” Read more about our partnership with Lange here.

Make the most of your leadership training budget

Grovo’s Leadership Bundle makes it easy to deploy this important training to your whole organization. With the bundle you also get access to Create for simple, quick creation and customization, to adapt learning to your organization, such as specifying company processes or linking to internal employee resources.

Additionally, you can use the Leadership Bundle with Grovo’s immersive, mobile-ready learning platform, or export to another LMS via AICC.

Plus, our award-winning customer support, prebuilt campaigns and learning pathways (best practices, curated learning maps) are available to help you kickstart your leadership strategy.

Get the Leadership Bundle

Leadership is required at every rung of today’s companies—whether it’s driving a project forward, creating a new business proposal, or actually leading a team. Now, with Grovo’s Leadership bundle, your people will learn the skills to rise to the challenge.

Learn more about the Leadership Bundle.

The post Leaders at Every Level: Grovo’s New Leadership Bundle appeared first on Grovo Blog.