Latest news with #Seismic
Fast Company
20-05-2025
- Business
- Fast Company
Microlearning is the next big workforce trend—Is your organization ready?
Businesses are laser-focused on capturing tomorrow's opportunities, but are destined to fail if their workforces remain stuck in the past. How can you tell? Is your organization entrenched in outdated lengthy methods such as mandatory extensive presentations that don't align with today's pace of work? Employees across generations are continuing to prioritize their professional growth and they desire opportunities to learn in the workplace. According to a report from my company, Seismic, a striking 96% of millennials and Gen Z professionals view access to skills development as extremely important. Organizations failing to recognize and respond to this expectation risk significant talent drain, with 61% of professionals considering new job opportunities if skill-building is neglected. Microlearning addresses this urgency head-on by providing concise, impactful content that employees can consume flexibly throughout their day and between appointments. It's about meeting employees' needs, driving better engagement, behavior changes, and most importantly, tangible outcomes. Let's examine the workplace. It's more demanding than ever, pushing professionals to juggle extensive professional and personal responsibilities daily. As a result, younger employees are increasingly seeking employers who are committed to creating a balanced and flexible learning environment and mitigating legacy training practices. The evolving needs of today's modern employees are failing to be met, with organizations resistant to changing the status quo for traditional skills development. When most work was done in-person a few years ago, half-day training sessions in a large conference room were the most efficient way to deploy training to as many people as possible at one time. But now that work is largely hybrid and remote, it requires both a different format and more compelling, bite-sized content. While legacy thinking has maintained this training style despite the workplace evolution, microlearning is overhauling this approach. Modern professionals actively seek convenience, flexibility, and autonomy, with nearly one-third (29%) prioritizing these traits above all else. Further, their preference for visual, bite-sized learning is evident with more than two in three individuals (69%) favoring video-based content. Microlearning responds to these preferences with self-curated experiences that fit seamlessly into busy schedules without hindering productivity. This approach has enhanced employee participation and significantly improved knowledge retention and performance in key enablement initiatives for all stakeholders. EMPLOYEES' NEED FOR PERSONALIZED, ROLE-SPECIFIC EXPERIENCES Workplaces are dynamic operating environments. Every professional and team is different, and all require distinctive skill sets. Yet, traditional training often presents broad, generalized content that is difficult to translate into immediate skill application. How frequently have you found it challenging to listen to and retain too much information shared? Enablement utilizing microlearning allows organizations to restructure their development programs into highly personalized, targeted experiences tailored to specific roles, responsibilities, and current needs. Approximately 25% of employees emphasize that such personalized enablement significantly improves their ability to quickly retain and apply new information. Overhauling skill development programs with microlearning offers professionals greater autonomy and empowers them to manage and balance their growth alongside demanding work responsibilities. Organizations must ensure that these smaller pieces of content are consistently updated and visited/completed/used to remain responsive to the changing marketplace. This agility not only prepares employees to manage evolving challenges, but also strengthens their ability to adapt quickly to change by prioritizing tailored, relevant content. Generational preferences around skills enablement inherently have strife. Nearly 70% of Gen Z professionals actively engage with AI-powered enablement tools, yet 80% of Boomers remain disconnected from these innovations, posing serious risks to organizational cohesion and success. Forward-thinking employers are turning to hybrid enablement models that combine AI-driven microlearning with human-led mentorship, which nearly half (47%) of professionals prefer. This immersive blend of models provides an inclusive learning ecosystem, effectively reducing resistance and promoting adoption of new technologies across generational lines within the workplace. Organizations can intentionally lessen the generational gap by adopting a hybrid approach that facilitates smoother transitions to emerging technology. The key is ensuring that all generations are equally supported and able to contribute fully to the organization's growth and success, instead of approaching this solution as 'two-sided.' To integrate microlearning, leaders must actively reassess current enablement and development programs, identifying opportunities to integrate concise, flexible, and highly accessible content in everyday workflows. Tip: Enabled content is never still. To remain proactive, organizations must continuously refine resources, conducting a thorough checklist to ensure they remain relevant and aligned with evolving skills requirements. Leaders who incorporate personalized and hybrid solutions such as blending AI and human mentorship will drive deeper engagement and enhanced skills retention across generations. It's time to abandon outdated methods. Especially amid skyrocketing innovation and future challenges, organizations can achieve the agility and skills readiness crucial to thrive with microlearning. Now is the moment for organizations and their leaders to rethink enablement and skill-building strategies. To meet the immediate demands of today's workforce and business realities, leaders must evolve toward microlearning to drive critical team agility and skills readiness to lead in tomorrow's competitive landscape.
Techday NZ
12-05-2025
- Business
- Techday NZ
AI adoption in B2B drives revenue growth & boosts hiring
A new research report has found that top-performing B2B companies are increasing both investment in artificial intelligence and hiring new staff, challenging concerns about AI-driven job losses in the sector. Responsive, in partnership with the Association of Proposal Management Professionals, has released its 2025 State of Strategic Response Management Report, which surveyed 726 global revenue leaders and practitioners to gauge how AI is reshaping revenue operations and roles. The report identifies a growing divergence between high-performing organisations - described as "Leaders" with over 25% year-on-year revenue growth - and their lower-performing counterparts, referred to as "Novices." Leaders are found to be six times more likely to have deployed AI agents across revenue functions and more than twice as likely to use AI for both decision-making and workflow optimisation compared to Novices. More than half of the surveyed companies that have adopted AI report increasing headcount, while only 27% of companies not using AI say the same. This contrasts with the narrative that AI adoption may replace jobs across the industry. Ganesh Shankar, Chief Executive Officer at Responsive, said, "The 2025 Strategic Response Management Report makes it clear: AI isn't just a tool; it's both a force multiplier and a catalyst for transforming how organisations compete and win. When strategic response teams are empowered with AI, they gain sharper insights, faster decision-making, and greater agility. The most successful organisations are those investing in this synergy, amplifying human expertise with AI to democratise knowledge, unlock higher win rates and accelerate revenue growth." The findings highlight that high-growth companies are combining investments in technology with hiring. Of the Leaders identified in the study, 77% report investing in technology and 69% in staffing, suggesting a balanced approach between AI and human resources. By contrast, Novices are less than half as likely to be increasing their staff numbers. The report also outlines how B2B buyers are expecting more from sellers than previously, with more than three-quarters of organisations noting that buyers now have tighter budgets, demand faster response times, and require greater personalisation. This has heightened the requirements for speed, customisation, and accuracy in sales and revenue operations. Toby Carrington, Chief Business Officer at Seismic, commented on the organisational changes brought by AI: "AI is fundamentally reshaping how revenue teams operate, allowing us to think more strategically, collaborate better across functions, and focus on high-value work. At Seismic, we're embedding AI into everything we do, not just to automate tasks, but to enable smarter decisions and better outcomes. The companies that move quickly on AI, and use it to elevate both their people and processes, will be the ones that gain a true competitive edge." According to the research, AI usage is becoming a clear differentiator between companies experiencing significant growth and those that are stagnant. Leaders are more than twice as likely as Novices to use AI for orchestrating workflows and assignments (41% compared to 17%), analysing win/loss data (37% compared to 18%), and making go/no-go decisions (37% compared to 26%). The report finds that over half (54%) of organisations are either testing or have fully integrated AI into their strategic response management workflows, such as requests for proposals (RFPs), security questionnaires, and due diligence documents. Adoption rates are higher in particular sectors, with 72% of large enterprises, 67% of companies dealing with more than 10 RFPs each month, and 64% of technology firms trialling or deploying AI within these processes. Revenue growth linked to strategic responses has also been observed, with 62% of surveyed companies reporting year-on-year increases. Leaders stand out as being six times more likely to have fully deployed AI agents and three times more likely to use AI across all revenue functions. Despite these trends, a portion of the market remains cautious, with more than 10% of all organisations and up to 36% of smaller companies stating they are not using AI agents and have no intention to implement them within the next year. Julia Duke, Chief Operating Officer at the Association of Proposal Management Professionals, said, "As the bid and proposal profession evolves, understanding the trends, challenges, and opportunities shaping our work is more important than ever. This survey provides meaningful insights into the strategies and practices that are helping teams succeed today. APMP is proud to support research that advances the knowledge and growth of bid and proposal management professionals globally."
Forbes
06-05-2025
- Business
- Forbes
4 Skill Development Strategies To Attract & Retain The Young Workforce
A new study reveals that 75% of Millennials and 79% of Gen Z will actively seek a new job if their current employer doesn't offer skill development opportunities. Younger workers will seek a new job if their employer doesn't offer skill development opportunities getty Got training? According to new data from Seismic, 3 in 4 Millennials (75%) would actively seek out a new job if their employer did not offer skills development opportunities. More than 3 in 4 (79%) of Gen Z said the same. That's…a big number. Today's younger generations are fully cognizant of their need for ongoing learning. Unlike previous generations who tended to view the education/training stage of life as distinct from their career stage, most Millennials and Gen Z believe they will need to upskill continuously. And they're eager to do so—not least because it's one thing they can control in a fast-changing world. 'Millennials and Gen Z both entered the workforce during pivotal moments in history,' says Irina Soriano, VP of Strategic Enablement Services at Seismic. 'From a global recession, to a pandemic, and now the rise of AI, these generations have faced an unusual amount of change at the inception of their careers. As a result, they desire to take their careers into their own hands and one way to do this is through skill development.' For these generations, opportunities to gain new skills at work are non-negotiable. The Seismic research indicates having access to skills development is important to 96% of Millennials and Gen Z. I recently connected with Soriano to discuss the study's findings and find out exactly what younger-gen workers want from their skill development efforts. Here's what we covered. Where skill development is falling short Soriano warns of a growing disconnect between the learning opportunities employees want and what employers are offering. 'Traditional skill development strategies that rely on hours-long presentations and large group settings are not as effective as they once were,' she says. 'Younger generations prefer flexible, personalized, self-service coaching and development that cannot occur in larger settings or PowerPoint presentations.' In the absence of meaningful learning & development options at work, many younger workers are seeking out alternative, third-party training content. 'Our data revealed 68% of Gen Z respondents have already used AI-powered training tools,' says Soriano. 'While these tools are available on demand, they aren't training to speak a company's 'language' that is often crucial for skill development. 'This may not always be setting them up for success.' Seeking alternative training is also a potential compliance issue for highly regulated industries like finance and insurance where following the latest regulation is non-negotiable for both the individual and the firm, Soriano warns. It's smarter from all angles to simply give younger workers what they want: flexible, personalized training driven by an AI-powered training platform or AI-powered coaching option. 3 best practices for learning & development If robust skill development is so important to the next generation of workers, how should companies implement it? Soriano offers four strategies that can make learning a normal, everyday workplace standard within your culture. 1. Micro-learning. Soriano defines microlearning as small snippets of on-the-go content, delivering training directly to employees in the format they prefer. 'Consider a salesperson heading into a key deal. Through microlearning, this individual can simply go into their learning and coaching platform, select a relevant 5-minute video that refreshes their product and industry knowledge, and process that information just in time to close the deal,' she says. 'This type of enablement is exactly what Gen Z and Millennials are searching for, as 77% of Gen Z and 78% of Millennials prefer to learn new skills through video-based content, signaling a shift away from slide decks and seminars.' The biggest benefit of microlearning is how it enables people to learn how they prefer and when they need it. 'By creating small snippets of learning that can be easily digestible, employees can pick and choose the right lessons they need at that exact moment,' says Soriano. 2. Embedded learning. 'The best way to motivate employees to spend time on learning and development is to embed skill development into daily workflows,' says Soriano. 'For example, providing employees with content to review in video waiting rooms to prepare for a meeting or inserting a 'how to' video within an existing tool to enable on-the-spot training.' Additionally, leaders should encourage teams to set aside 15–20 minutes daily to incorporate skill development into their day. 'This can help learning and development feel more natural and routine over time,' says Soriano. 3. Defined learning. Learning just to check a box isn't productive; it must fit the need of the employee and employer. This begins with predefined skill sets that can help tailor the onboarding process to focus on exact capabilities per role. 'A well-structured talent strategy ensures skillsets are clearly defined to ensure new employees understand the specific competencies they need to acquire for success,' says Soriano. 'This makes training more relevant and impactful for new hires. 'Without a structured onboarding program aligned to skills that help employees ramp up more effectively, onboarding processes become unclear and ineffective, reducing the time to full productivity and leading to disengaged employees.' 4. Incentivized learning. While most skill development should be voluntary, all of it can be rewarded. Soriano believes that employers should focus on incentivizing and rewarding employees for prioritizing learning and development. 'Examples of incentives range from gift cards to gamification strategies like leaderboards and beyond, but the most surefire way employers can incentivize employees is through personalization,' she says. 'Leaders should identify what excites their team members to figure out the best way to motivate and reward individuals for learning. 'Through platforms like AI-powered enablement, organizations can work in real-time to personalize and engage employees with skill development.' The skill development mandate By 2030, Gen Z is projected to comprise 30% of the workforce. Millennials already make up the largest working cohort at 34%. 'For this talent group, having the option to further their current skills, develop new skills, and learn about alternative career paths is crucial for their survival in the workforce,' says Soriano. Business leaders can't ignore what these employees want—which should make skill development programs a top priority. To truly tap into their potential, Soriano believes that organizations need to meet these employees where they're at and provide them with self-service, on-the-go learning. 'Millennials and Gen Z's preference for adaptability, flexibility, and personalization with their skill development is a direct result of their lived experience in the workforce,' she says. 'Skill development is no longer a 'nice-to-have' for these generations, but rather a mandate.'
Yahoo
18-03-2025
- Climate
- Yahoo
Tornado affects family-owned Calera business
CALERA, Ala. (WIAT) — Calera was hit by an EF-1 tornado Saturday, according to the National Weather Service. There were no injuries reported in the city or the county. Burton Campers off I-65, however, took a major hit. General manager Jody Garner said 65 to 75 RVs sustained damage or were destroyed. Drone video shot by Mike Bullard on Sunday shows the scope of the devastation to the RV lot from above. 'That's a travel trailer that's flipped up on top of a Seismic,' Garner explained while walking through the service lot. Garner said cleanup on the ground at Burton Campers is underway in the aftermath of the tornado, which flipped RVs over and tipped some onto each other. He said 60% of those affected by the tornado were parked here for the winter or for service. 'The worst thing about it is these people had trips and family and kids, and they were ready to go enjoy their summer,' Garner said. Garner said the business lost three sheds in the storm. It decided to close by noon Saturday and sent all its employees home. 'I'm just super excited that God blessed us all and kept us safe,' Garner said. 'This stuff can be repaired and, hopefully, the insurance is going to take care of everybody and get them in units.' It re-opened to customers by appointment only Monday. Alabama community devastated by tornado comes together like never before Employees at the National Weather Service office in Calera did not have the option of leaving work Saturday. They were standing in its severe weather shelter, something that hasn't happened since April 27, 2011. 'Emotions were very high for multiple reasons,' NWS meteorologist Tara Goggins said. 'One, you're a little nervous,' Goggins continued. ''Hey, we're about to get hit by a tornado.'' She also said it had employees in direct path that it was trying to get in touch with. Goggins said its Atlanta office briefly took over operations, and its office did not take a hit. Calera Police Chief David Hyche said police ended up putting up a family and its pets at the city's police station early Sunday morning after their home was destroyed in the tornado. He thinks this is a gap that needs to be addressed. 'In a smaller event like this where the tornado hit sporadically, and there were not huge numbers of people affected, I think we need to be conscious about taking care of those people in the first few hours after the disaster before the Red Cross and the churches can get activated and come out and provide a little more longer duration help,' Hyche said. The American Red Cross does not send out staff while there is still severe weather taking place, according to regional director of communications Annette Rowland. Hyche said they tried to make the family as comfortable as possible in the jail, where it had access to snacks and beverages, and it was not placed in the area where criminals are typically placed. Hyche said that the city's maintenance director has paid for a hotel room for the family and its pets for eight days out of his own pocket. The man who lost his home works for the city of Calera. Copyright 2025 Nexstar Media, Inc. All rights reserved. This material may not be published, broadcast, rewritten, or redistributed.
