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.

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.

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?

In this session, we'll discuss the essential steps needed to build a learning measurement strategy to sustain a practical and scalable measurement process. The session will also explore the key elements to build the measurement culture including leadership, skills, tools, and technology. Real-world examples of measurement strategy in practice will be provided.   Provide an overview of learning measurement strategy Discuss the criteria to create a strategy that sustains a measurement process Listen to real-world examples of how learning measurement strategy is successful  

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.

Delivering learning to employees is only the first key step in improving performance. Employees have to retain the gains in knowledge and skill, or the time, energy and effort that went into the program was for nothing – wasted. Delivering learning to employees is only the first key step in improving performance. Employees have to retain the gains in knowledge and skill, or the time, energy and effort that went into the program was for nothing – wasted. The challenge for many organizations and professionals is that we focus so intently on employee learning, we overlook the importance whether our employees retain any of what they learn. As it turns out, reinforcement of lessons learned is a powerful part of learning and vitally important. The great news is that recently emerging research is helping us learn more about exactly what reinforcement methods really work, and why. The challenge for organizations is to refocus existing tools, content and communication tools on the very targeted and specific activities that yield great results at improving employee retention. In this session, you’ll learn about “the forgetting curve” and methods, techniques and tools (including video) that can reverse the forgetting curve and lead directly to much higher returns on investments in improved performance.

The Solutions Showcase Demo Hour explored strategies, tools, and technologies to address your training challenges. In this session, you’ll hear four 10-minute demos from four solution providers: Panopto, Blue Horizon Solutions, Brainier, and JPW Consulting. Hosted by Virtual Conference Producer, John Chen. 

For the average organization, it takes over 6 months for new hires’ contributions to payback the expense of recruiting and onboarding them. With some straightforward approaches to measuring the onboarding experience, training, and performance of new hires, organizations can significantly accelerate time to productivity and improve new hire retention. In this webinar, you will learn the following: The business case for investing in onboarding analytics Simple, scalable approaches to measuring the onboarding experience and new hire training The data-driven decisions that accelerate time to productivity, engagement and retention How to loop the data back to improve quality of hire  

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.

The complaints are familiar: Traditional means of managing organizational knowledge – in reports, status meetings, and standard operating procedures – just don’t work very well. We amass piles of documentation yet can’t find what we need when we need it, we find out too late that a task was already accomplished, better, by someone in another organizational silo, we spend hours never finding the information we’re looking for.     "Working out loud" (also known as "narrating work" or "showing work") is an increasingly-easy way of overcoming a lot of these problems.   L & D is uniquely positioned to help in the effort, supporting workers with new tools and techniques for sharing tacit knowledge, building bridges between talent pools, sharpening communication, and helping organizations build better maps of work and activities.  This session explores some approaches to showing work -- and how L&D can help.

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   

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.    

Chance are, you didn’t dream of becoming a designer of elearning when you grew up, did you? Most of the working instructional designers in the elearning business got here by accident. So now that you’re here and doing this work, how can you become a more intentional practitioner? We’ll take a look at four key areas to focus on in order to become a well-rounded elearning designer, talk about ways that you can take your practice to the next level, and share some quick tips for better elearning design.   In this session you will:   Explore the four slices of the "elearning pie" so you have an understanding of the big picture that is our industry Identify your own sweet spot as an instructional designer and identify areas where you could dig deeper in order to advance your practice Apply simple strategies to your current projects for better elearning outcomes and more engaging designs  

There is a whole classification of eLearning development tools that install themselves as new ribbons in PowerPoint. They include some very popular tools: Adobe Presenter Articulate Studio iSpring Suite Microsoft Mix Trivantis Snap! Zenler Studio   Are there any real differences between these tools? If so, do any of those differences lead to a clear-cut winner in the mix? Which tool will best serve your needs? PowerPoint add-in development tools do not address every eLearning need but in many cases can be the perfect solution to designing and developing an eLearning course, especially when time is of the essence and budgets are very tight. It's important to know what each of these tools offers you, especially where the differences lie, because the differences can make all the difference between delivering really good eLearning or boring, bad eLearning. If you're going to use a PowerPoint add-in tool, are you sure you're using the correct one for your particular needs? Come and find out. Objectives: When to use PowerPoint eLearning development tools How these tools work in PowerPoint What the differences are between these tools How to determine which is the best tool for you   If you would like to be informed of updates to this or other tool comparisons, go to http://bit.ly/1zXFRzY The information conatained here is the result of research conducted by joe Ganci of elearningJoe, LLC. If you find any errors or omssions, please email Joe at joe@elearningjoe.com or at elearningjoe@joeganci.com ** To request the handout, Joe invites you to go to bit.ly/1zXFRzY and send him a request.

Pretend Lou just asked you how long it would take to you to design a job aide to support the new Hands-Only CPR process for your company. What would your answer be? Would you need more time to answer? Would you quickly Google to see what else is available or wing it on your own? And once you told me the number would it be how long it would take you uninterrupted or how long it will take you on the calendar given your present workload? In other words, if you said 2 hours would I get the job aide in 2 hours or two weeks from now when you have time to work on it? At the Training 2015 Conference, Lou will be facilitating the Project Management Simulation clinic. In this simulation, learners will prove to themselves the danger of guessing numbers and calling them facts. In this preview webinar, Lou will share some of the more common ways projects are hampered by a guess multiplied by another guess. You'll also learn how to schedule work without guessing. During this session you will laugh and learn about:   The Lies we tell ourselves during our projects that prevent success The Lies our customers believe that prevent success The Lies our stakeholders and executives believe that prevent success How to eliminate guessing and just work back from the date As always, we believe that Bad News Early is Good News. Join Lou in this webinar to preview her Project Management Simulation being held 2/9-11 at Training 2015 in Atlanta.

Time Codes: 1:54​ - Preview / Introduction 3:36​ - Prezi - Matt Van Loan 14:17​ - Pathable - Sandra Lee 25:00​ - Barco - John Copeland 38:24​ - ATD - Morgean Hirt 57:28​ - Q&A

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" 

You know them. You’ve sat through them. You’ve felt the pain. Training so lecture laden that you wish you had a magic wand to make it all go away! Well, NOW you can! We’ll show you how to use your powers for GOOD and change up how you write activities so that your learners will be engaged instead of disengaged. We’ll give you five activities (alternatives to lecture) that will help you produce high learner involvement and retention! In this highly interactive session, you learn how to: Write directions and rules of a learning tournament Prepare the learner BEFOREHAND for the learning that is to come Develop information search activities with processing questions Create the components of an observation activity Craft demonstrations with skill performance checklists to be used in the training environment and back on the job

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.

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.