Learn more about vicarious learning, its workplace applications, and how relatable video examples are a powerful way to incorporate vicarious learning into training.
Learn how behavioral intelligence can be added to knowledge training to yield greater application of new workplace behaviors and tangible training ROI.
When organizational performance falters despite your investment in people, behavioral intelligence offers the breakthrough you need. Discover how Atana uncovers the hidden attitudes, perceptions, and behavioral factors that silently undermine productivity and other business outcomes.
Atana recently received two HR Tech Awards: Best in Class, Learning and Talent Development and Best Innovative or Emerging Tech Solution in Learning and Talent Development.
Make your training moments count. In this post, Atana CEO John Hansen explains how behavioral insights uncovered during mandated training enable L&D to support leadership and drive change.
See why behavioral training data provides deeper insights into employee change readiness than traditional surveys, enabling more successful transformations.
Surveys are critical tools for gaining insights into what employees think and are likely to do. Learn three things that compromise truthful employee responses and how Atana's in-context surveying elicits honest answers.
Engagement surveys, while valuable, have limitations. To gain comprehensive insights into employee perceptions, organizations should supplement survey findings with in-context employee data, such as that available through Atana's eLearning courses and corresponding Atana Insights dashboard.
Atana’s mission is encapsulated in the profound belief that changed people change workplaces. This post explains how vital behaviors are covered in our various training courses; the more individuals engage with the content, the more they experience the phenomenon of learning transfer.
By infusing the power of intent into course design, our behavioral training products influence the 3 critical factors that shape behavior. The result? Greater likelihood that the training will achieve its goals—evidenced by new employee behaviors at work.
