Why do many of our eLearning and training programs get stuck in memorization and testing rather than the application of learning in actual job situations? We are well aware that training impacts and performance on the job are what our senior managers look for. However, a lot of elearning and training fall short of this goal. In this webinar, you will examine and explore the stumbling blocks to faster applications of learning. You will discover examples and methods that would accelerate your focus on learning that is immediately applicable in the workplace. Topic coverage:   Why is there a lot of focus in memorization and testing instead of applications on the job? What are the negative consequences in terms of costs, speed of delivery and effectiveness of learning design? How do you investigate and assess if your programs suffer from “memorization and testing overload?” How do you scientifically present to your leadership that there is a need for change?

Choosing strategic technology does not guarantee that you'll be able to reap the efficiency rewards. Whether virtual learning, communities, or management systems, most technology implementations fail to deliver the ROI the business needed.  In this session, you will learn how to prioritize strategies, translate the strategies into projects assigned to a single project manager, and then create a dashboard for each project using an actionable plan with one task, one date, and one name for all work to be done. You will receive a copy of an e-book with reusable tools to leverage this process at home. Participants will learn: Discover how to strategically say "yes" (to the most important work ) and say "no" (to work that you shouldn't be doing right now).  Move systemically from strategy to project accountability, ensuring that business goals are met even in the chaos of today's workload.  Manage the capacity of your team and create realistic workloads to ensure that your staff are engaged and productive.  Drive project accountability by breaking a project into one task, one name, one date.

Lack of trust is the root cause of major performance gaps in the workplace. A profusion of data from field research confirm that distrust reduces morale, accountability, and engagement and increases fear, suspicion, and duplication in all types of organizations. Most performance consultants believe that trust building is not a valid intervention. It is—and we can share proven principles and procedures that help us improve trust as a first step in increasing business results. In this interactive webinar, Thiagi and Tracy will use four new LOLAs (Live Online Learning Activities) to keep you engaged in the learning process.

L&D functions that focus on the right learning metrics successfully double or even triple the level of impact that their learning programs have on the organization. This session will focus on 4 underutilized metrics: Scrap Learning, Predictive ROI, Net Promoter Score, and Manager Support Rate. For each of the 4 metrics, we’ll delve into: How the metric is defined How to incorporate the metric into your measurement process How to best leverage the metric to achieve real impact

You know training events on their own aren’t enough to ensure lasting performance improvement, yet you are under pressure to deliver solutions more quickly and with fewer resources than ever before. What can you do when you don’t have time or support for full-blown performance consulting but want your training to genuinely enhance individual and organizational results? In this webinar, you’ll learn 6 best practices to elevate any learning effort from program to performance improvement initiative. In this practical session, you will discover how to: Align learning with your organization’s strategy to secure successful business outcomes Expand your view of the learning initiative to encompass application to the job Elevate your learning implementation to a strategic initiative by leveraging the 6 best practices   Gain ideas, tools, and techniques to help you provide training that impacts the success of your organization.

What's your biggest leadership challenge? Engaging employees? Preparing emerging leaders to step up? Building high-performance teams? Developing a leadership mindset across the organization? If you're like most training leaders today, the answer is "all of the above." The good news is, you and your leaders already have the best tool for navigating an "all of the above" world-the brain. You just need to know how to consciously shift your thinking when the situation requires it. Learn how to do it in this interactive webinar! Drawing on current engagement studies and more than 30 years of research on thinking, learning and the brain, this session will demonstrate an easy-to-apply model for building your own thinking agility and developing leaders at all levels who know how to make their thinking work for them when they're being pulled in every direction at once. Discover how a foundation of thinking makes leadership agility a tangible and achievable goal, one that will deliver the engagement, performance and strategic results every organization needs to thrive in an "all of the above" world.   After attending this webinar, you will be able to:   Identify how thinking preferences affect leadership styles, communication, decision making and problem solving Accelerate leadership development by applying what we know about mindset and its impact on learning and behavior change Increase the agility of leaders at all levels by aligning training strategies with a thinking-based model Engage different types of learners using techniques based on their thinking preferences

Pictorials, symbols, emoticons, visualizations and snapshots are 30-Second Learning Moments. However, they are challenging to create and construct because of pressure to deliver massive amounts of content. There is fear that our learners may not grasp what we want them to learn. This is the "They Must Learn All Content" mindset of trainers and designers. Unfortunately, we are missing out on opportunities to help the learners accelerate their need for learning and engagement. There exists the tendency to ignore or overlook new opportunities for instant and micro learning moments. Attend the webinar and download Ray's "Chaos in Learning - Story Book" - a colorful pictorial of learning in a chaotic world. This is only available for those who attend the webinar. Topics to cover:   Why are snapshot images and visuals enriching to the learners? What does research tell us about instant learning with hyper multimedia and highly connected "all-the-time Internet" behaviors? What are the conditions where 30-Second Perfect Learning Moments accelerate the learning and application of knowledge and skills? How do you construct a 30-second image and content from a series of key ideas? What are affordable and easy to implement visualization tools and libraries? How do you use 30-Second Perfect Learning Moments in sales, compliance, technical, procedural, or soft-skills type of learning?  

In this fast-paced, interactive webinar you’ll explore how to put the point back into PowerPoint. From high-tech to low-tech ideas, experience different ways to make this tool work for you. Objectives:   Examine tools to engage learners in real time Use 8 design tips to differentiate a good PowerPoint from a bad PowerPoint Select a strategy to begin applying to your own content

What is behind social learning, mobile learning, AppleWatch, and other Internet tools?  These “access- anytime-anywhere”  tools and solutions are MICRO-LEARNING. It is  micro feedback, micro-application, micro-goals, micro-games, micro-exercises, micro-search and other micro forms. Micro-learning is an ubiquitous part of our day to day learning, but we don’t notice them. They are “hiding in plain sight”, blending with the background of our daily grind. The challenge is that training, learning and performance support experts, specialists and consultants focus on BIG LEARNING.  Somehow they feel guilty when they design and deliver MICRO LEARNING because micro-learning is minute and hard to capture and produce. Furthermore, most of our tools, software, design process and delivery systems like LMSs are intended for big content. This is unfortunate since there  are tremendous opportunities to optimize micro-learning: short, simple, fluid, easy to produce and at lower costs. In this webinar you will learn the essence of micro-learning design, delivery and applications. Topic coverage:   Why is instant, short and micro learning gaining popularity? What are the drivers of micro-learning? Cases, examples and illustrations What are distinct differences between big content and micro-content design and delivery? What is the 6-Step Micro-Learning Design Model? How do you find and win opportunities to micro-test your micro-learning? Demos and examples will be provided.

Like it or not, marketing training is part of the job! Identify a variety of ways to improve support of learning interventions and attendance at training events. Build alliances and a presence in your organization. Meet organizational needs, rather than put on events that have marginal participation. Fully utilize ALL marketing techniques from networking to navigating the digital world. Make your "marketing job" manageable, effective and fun! Learn practical tips and tricks.   Develop marketing strategies you can implement today that will cement your role as a valued business partner Discover why and how to fold management into your marketing efforts Learn practical tips from the pros about how to minimize your marketing time and maximize your marketing return on investment Be seen as the valued business partner that you are in your organization   

With so many learning experiences, techniques and devices to choose from, the course designer can be like a gourmet cook, carefully choosing just the right combination to achieve the desired results.  There is no excuse for the overuse of lecture as the primary and often only technique.   What is the best activity?  There is no answer to this question.  It depends on your purpose.  Learning experiences may be classified by purpose, although a particular technique may have multiple applications.  Most activities are best used in combination with other techniques. What is the worst activity?  The one that is used all the time, whatever it is!   This workshop suggests a seven-step process to develop learning materials, identifies a “best use” for a variety of learning experiences, and presents a proven approach to designing discovery learning by writing adult learning steps to process any learning activity.

Learners are constantly on the go and demand rapid, short and instant learning tools to perform on the job. Whether participating in structured courses or informal learning, they want knowledge acquisition to be fast and easy. Their leaders and businesses allow less time for training and expect shorter learning time. Most content are designed for DEEP DIVE LEARNING. However, learners' priority need is HIGH CONTEXT LEARNING to help them instantly find meaning and usefulness. The webinar will share insights, techniques, methods and tools on how to help organize your content so you aid the learner to determine what to learn first and how to learn it faster. This increases the application value of the content so they are equipped to solve problems and respond to on-the-job demands. Topics to cover: What content is referred to as DEEP DIVE LEARNING? How does it impede learning and application of knowledge? What do scientists and practitioners say about the impact of Context versus Massive Data Learning? What are the case studies where context learning supersedes the value of deep dive content? What are the key steps in finding, creating and adding context to your content? How do you present and organize the context to aid in instant and rapid learning? Attend the webinar and preview and download examples and templates.

Many trainers and designers are reluctantly giving in to the administrative (cover my back) tasks of ensuring that learners click all pages to show compliance and certification from elearning courses. A true case from a client attests to this: "We don't care if learners learn as long as they show proof they read 9,000 words worth through page clicking." This is proof of a very hostile learning environment. As a result, learners do not learn thus, creating a bad experience with elearning courses. The challenge we face is how to organize our elearning so we have the capacity to show proof of compliance and certification, while making it a productive learning environment. The approach is Combo Learning-Compliance Design. Topics covered:   What is the root cause of the differences we see between compliance/technical certification courses and learning courses? What are lawyers, HR and government agencies, and certification agencies looking for in compliance audits? How do you design long and very legalese and technical learning requirements considering the need of learners' for content relevance, usefulness and engagement? What steps and techniques must be employed during interviews of SMEs and experts to redesign and balance learning design with compliance requirements? How do you persuade top management, certification reviewers and approving executives that your Combo Learning-Compliance Design meets their demands   Attend the webinar and view cases and illustrations.

Only 44% of employees believe their employer does a good job bringing new employees into the organization. Onboarding is the process of transforming a new hire into a fully functioning, integrated member of the team. Proper onboarding provides not only the ‘rules of the road,’ but also clear expectations in terms of behavior and interaction with management, customers, and other employees. What we’ll cover:   What is Onboarding and a quick look at pre – employment trepidation Early employee engagement and the dividends Proper hiring selection: the right hire Pre-boarding & onboarding best practices 3 key strategies to retain and engage new hires in 2015 Early engagement best Practices and the most impactful drivers  

Teamwork is an essential component of organizational productivity. Today's leaders require a wide variety of skills for high performance teamwork, and it is up to learning professionals to use the most-up-to-date methods available to develop these skills. This webinar will explore a variety of high-impact activities, jolts, and interactive learning strategies that have been specifically chosen to teach and apply some of the most critical teamwork competencies and concepts that we all need.

You know training events on their own aren’t enough to ensure lasting performance improvement, yet you are under pressure to deliver solutions more quickly and with fewer resources than ever before. What can you do when you don’t have time or support for full-blown performance consulting but want your training to genuinely enhance individual and organizational results? In this webinar, you’ll learn 6 best practices to elevate any learning effort from program to performance improvement initiative. In this practical session, you will discover how to: Align learning with your organization’s strategy to secure successful business outcomes Expand your view of the learning initiative to encompass application to the job Elevate your learning implementation to a strategic initiative by leveraging the 6 best practices Gain ideas, tools, and techniques to help you provide training that impacts the success of your organization.

Can a virtual team be as effective as a co-located team?  This is a question that organizations are debating, and the arguments on both sides are very compelling.  Factors like work-life balance and organizational savings need to be balanced with the value of face-to-face collaboration and managerial oversight.  Whether you personally embrace the concept or not, chances are you will participate as a virtual team member during your career. The reality is, a virtual team can be very effective if the correct conditions are met and maintained.  It’s about putting together the right personalities, ensuring they have the right tools, and leading the team successfully.  InSync Training began as a virtual team when you didn’t hear about working from home, and in 15 years has expanded to a virtual team with 60+ members working all hours from all over the world. We have a lot of experience to share. After discussing the arguments for and against establishing a virtual team, this workshop will use real-life examples to address six key enablers for success:   How to form the virtual team:  Identifying the profile of an effective virtual team and its players, and how to engage existing team members in selecting new team members How to enable the virtual team: Ensuring the right technologies and processes are in place to ensure success How to maintain the virtual team:  Creating inter-reliability, trust, and teamwork How to protect the virtual team:  Identifying and managing issues before they become destructive How to lead the virtual team: Establishing credibility while maintaining the right balance of oversight and empowerment How to reward the virtual team:  Creating team building opportunities across the distance

A repertoire of specific techniques and treatments that you can quickly apply in almost any situation, focusing on images and slide layout:   How to “flip” your presentation to free up your slide from text Four layouts that always look good A repertoire of image treatments that you can quickly apply How to embrace emotion without appearing sappy Formatting text so that it’s legible on top of an image This session is for those of you who are artistically challenged but still need to quickly create professional-looking, striking, and engaging slides.

We know bite-sized video works to deliver highly effective, targeted learning content and resources to employees. We also know that with the right approach to delivery (mobile!), bite-sized video has the potential to live up to the long promised “anytime, anywhere” learning capability of online training.   The challenge many organizations are now confronting is how to develop customized content to deliver their unique subject matter expertise to employees and maybe even customers in an effective video format.   In this session, you will learn the art and science of developing customized online training videos. Adult learning theory, brain science and memory feedback loop are the foundational principles we’ve relied on for years - and they are still more important than ever! We’ll take these foundational principles and bring them into line with current technology and video capability to help us create, development and then deliver online training videos that work better than any type of online training that’s come before.

There is a lot of excitement and buzz in the industry around “gamification” of learning. What does this mean for instructional designers? Is it possible to blend tried and true theories of instructional design while meeting the needs of your learner population and stakeholders who are begging for games? Does gamification of eLearning even make sense for your organization or the needs of your learners?    Learn how to avoid gaming just for the sake of gaming, and truly align gaming to your instructional needs through the examination of real-world eLearning examples and their game design elements. Green will provide a sneak peek to Allen Interactions’ Taxonomy Alignment for Gaming (TAG) —based on Bloom’s Taxonomy— to help instructional designers in their quest to incorporate gaming into their learning designs.    

In nearly every organization, leaders are being held accountable to do something they cannot do-motivate others. Leaders can't motivate people, because people are already motivated. The question is not if a person is motivated but why. This realization always leads to an epiphany for training and human resource practitioners. HR's dependence on carrots and sticks to motivate people had become common practice because we didn't understand the true nature of human motivation. Now we do, thanks to thought leaders like Dan Pink and his blockbuster book DRIVE. But letting go of carrots and sticks has been a challenge. HR leaders know Dan Pink, they know what they've been doing doesn't work, and they know managers aren't successful at motivating people. But they haven't understood what their alternatives are.   In this webinar, Susan Fowler will help HR leaders understand the viable alternatives to the carrots and sticks on three levels -   Individual (employees). At this level, motivation is a skill. HR can teach employees the skills of motivation so they can thrive in any environment, even if the organization's systems haven't changed yet. Interpersonal (leaders). HR can help leaders adjust their interpersonal interactions with employees - the way they set goals, have conversations, etc. - in ways that prime the pump for optimal motivation. Organization. At some point, our systems are going to need to change - the systems around reward and recognition, compensation, job design, etc. What's exciting is that until those systems change, we can still work at the individual and interpersonal, 1-to-1 level.

It is widely understood that stories are a great vehicle to communicate essential lessons and enhance learning - especially when used to influence, motivate, and lead others. For most people however, the understanding stops there and key questions remain unanswered. What stories are most important? How do you standout in a sea of sameness? How do you write, tell and publish a good story? In this practical, hands-on webinar Dave Carroll master storyteller, musician, and celebrated creator of "United Breaks Guitars" will:   Discuss his real-life experience with United Breaks Guitars and the impact this customer experience story, viewed by some 15 million people, had on an entire airline Share the five stories every leader needs to know Provide an in-depth insight into one key story that can benefit every organization looking to increase personal meaning and engagement in the workplace You'll leave empowered with a plan to craft and publish your personal and essential leadership story.   * Click here to view Dave Carroll's YouTube video, "United Break Guitars" 

We’re sure you’ll echo our sentiment when we say that lecture-style training sessions can be quite the bore. Maybe even to the point of your business experiencing a case of “death by PowerPoint” (think rolling eyes and uncontrollable yawns). Since that’s no way to keep employees pleasant and productive, let’s see what we can do to switch things up in the boardroom.   Turn to education for a bit of inspiration and use an instructional method that’s giving the traditional model a run for its money: flipped learning.   In the typical flipped classroom model, students review short video lectures at home before class, while in-class time is devoted to hands-on projects and exercises. Like students, employees (ourselves included!) are expected to analyze and apply what they’ve been taught – and often times quickly. Thus, in flipped corporate settings we also encourage you to share information in advance (for digestion and absorption), so that meeting times can focus on conversation (for contribution and application).   Not to worry, the benefits of flipped learning go beyond the trainee, too; it is a more time-efficient and cost-effective method for the trainer and organization as a whole, so what’s not to love? Want to give your employees greater impetus to make a long-term impact on your company and ultimately their career? Take a page out of education.   Our discussion will address the following to help you get started:   Why the flipped model works in education, and how it’s an effective method for professional development How to implement video/visuals in your training Typical time savings for trainers and participants Ways to create video for your next training, including tech tips and best practices

Annual performance reviews are a given in business. What is not a given is timely and meaningful feedback throughout the year. Yet research shows that providing ongoing feedback in smaller chunks, while situations and circumstances are still fresh in the employee’s mind, is more effective than a one hour meeting once per year. Savvy managers know that frequent contact, recognition, and encouragement with honest and direct feedback regularly produce higher performing employees. Communication with simplicity, a focus on the future and support for employee self-tracking is a winning combination that yields measurable change. In this workshop, learn how to: Improve performance through honest and effective feedback Create measurable change through consistent and positive feedback Implement employee self-tracking of progress toward goals  Mitigate roadblocks to personal improvement Use coaching strategies to enhance performance.