A game-changing moment is that pivotal instant when everything shifts—when a mental switch flips and propels you toward unprecedented success. In this paper, Jill Fenton describes how L&D professionals can intentionally design such moments into their learning programs.

Whether learning how to engage with a new system, operate within a new structure, or apply new skills productively, it all requires learners to change. That’s why designers should integrate change management as a key component of any learning program.

However, change management is often disregarded or viewed as an afterthought, which can dramatically limit a program’s impact. For L&D professionals, it’s about understanding how to embed change management within learning programs to maximize their likelihood of success.  In this paper, we explore how L&D pros can leverage the ABCD change management principles for learning programs.

This paper explores how “superhero frameworks” can transform traditional team development and develop high-performance teams for the long-term. It consists of four parts which explore:

• The power of origin stories in helping team members find their core strengths
• How to combine team members’ individual strengths and “weaknesses” in ways that boost overall team effectiveness
• Ways to make time for training and effectively balance the need for development while also getting the job done
• How to overcome the “Legacy Challenge” to make positive team transformations permanent

Change, uncertainty, and complexity are a constant in the biopharma industry. These factors can often drive down employee satisfaction and increase turnover for pharma and biotech companies. L&D teams, however, can positively impact employee satisfaction and turnover by using a systematic approach to capability development and training. This paper offers a detailed look at the steps L&D teams can take to apply a systematic approach to developing core capabilities. It:

• Describes the need for a systematic approach and its benefits
• Outlines the key components of a systematic approach: Needs Assessments, Capability Models, and Personalized Learning Plans
• Shares two case studies on how companies have found success with a systematic approach to capability development

Those responsible for L&D are under increased pressure to demonstrate the impact of their training programs and show that the dollars invested are truly helping drive performance, innovation, and business success.

However, capturing this degree of impact is not easy to do and presents a significant challenge. Traditional metrics often fall short, so how can L&D develop and implement learning programs that can facilitate useful impact measurement? In this paper, we

• Explore the methods and challenges associated with learning measurement.
• Outline a systematic and holistic process for defining an effective measurement strategy.

Executive leaders—and their companies—can benefit greatly from a strategic executive leadership development journey. Such a journey can unlock immediate value in leaders’ enhanced capabilities and go far deeper by impacting teams, functions, and the entire organizational culture. However, there are some special challenges when creating and implementing such programs.

This paper:

1. Outlies why executive leadership development is important
2. Identifies common development needs of executive leaders
3. Identifies the unique challenges associated with executive leadership development
4. Shares some best practices for overcoming challenges
5. Reviews key requirements for the communications program that must support any executive leadership journey

In August of 2023, Salience Learning, along with partner, Eurekos, won a Brandon Hall Gold Award in Learning and Development for our Capability Academies.  These academies help develop must-have capabilities for professionals working in the life science industry.  They are available in role-specific versions and include:

• Critical Thinking Academy
• Generating Insights Academy
• Strategic Thinking Academy

The Capability Academies are blended learning programs that use the latest in learning science and incorporate e-learning, micro-learning, instructor-led components, practice plans, and social learning.  Underpinned by Eurekos’ LMS platform, they are part of biopharmaceutical companies’ Learning and Development offerings to help upskill and reskill their team members for success.

This downloadable case study was developed by Eurekos with input from the Salience Learning team.  It provides an inside look at the academies, their approach to delivering role-specific content for easy learner application, the innovative LMS system that underpins them, their impact on learners, and how results were measured.

This is the third time our Capability Academies have been associated with a prestigious award. Previous awards acknowledging Salience Learning’s work include a Brandon Hall Gold Award in 2022 for Technology Excellence (awarded to one of our partners, DominKnow) and being recognized as an LTEN Excellence Award Finalist in 2023 in the Industry Partnership category.

As the global economy evolves, pharmaceutical companies are becoming increasingly global in their mindsets and actions.  As a result, L&D teams must work more effectively across markets to achieve business objectives.

For L&D, “going global” can offer a range of benefits. However, there are challenges that L&D teams must address as they transition to a global footprint.

This paper collects input that was shared at a workshop on this topic at the LTEN Annual Meeting in Grapevine, TX on June 4, 2019. The workshop was led by George Schmidt of Salience Learning and Kerstin Hartig of Bristol-Myers Squibb. This paper outlines the following:

1. Why Should L&D Work Globally?
2. Benefits of a Global Footprint
3. Key Challenges Associated with Going Global.
4. Addressing the Challenges: Potential Solutions and Lessons Learned from BMS’ Transition to a Global L&D Organization