While our world is now fully global, most educational institutions are failing us drastically when it comes to preparing employees to work across cultures. While most jobs nowadays require some type of across the border interaction, too few employees are appropriately prepared to avoid the cross-cultural land mines that lay within the international arena.

The DECLARE methodology of instructional design was developed with both the program and course in mind. DECLARE is a set of practical recommendations and content reminders used when creating training programs and courses.

Are you under pressure to cram too much content into your elearning? In this webinar, you'll learn a quick way to replace dry information with creative, high-energy activities.

Chunking, miniaturizing and boiling down content to fit into short and quick lessons for eLearning and mobile learning are difficult tasks: How does one know what content keep and throwaway? Furthermore, traditional content design assumes that learners must learn all the content. The challenge is that it leads to bloated, long, boring and costly eLearning and impossible to deliver in mobile learning.

For most of the time that eLearning has been created, even before the term was coined, most eLearning designers replicated the classroom experience: let's stuff the students full of information and then test them after a few days to see what they remember. But great, self-paced, media-rich and interactive eLearning need not be pedantic. It can challenge and involve the learner much more than is possible in a classroom. It can help to replicate the learning process that we used in life, making mistakes and learning from them.

When asked to identify the weakness in most e-learning, designers and students alike often note the failure to engage the learner’s attention as a chief problem. E-Learning is labeled boring; learners take the path of least resistance instead of thinking through the questions; completion is something to be checked-off a list rather than an indicator of proficiency. The problem is, "How do you motivate the learner while still doing the serious work of instruction?"

One advantage of the virtual classroom is the potential for global reach. Participants no longer need to fly long distances to attend a class; instead, we can bring the classroom to them! However, when incorporating international participants into your virtual training classes, it’s important to design sessions with global audiences in mind.

he identity of leadership has changed. While traditional competencies such as integrity, vision, judgment and people development are still relevant, new business challenges with today's rapidly fluctuating global market require looking beyond the conventional. Organizations must be agile, they must be able to adapt and leverage technology to create an environment that allows high performers to grow professionally and, ultimately, develop new skills that will lead businesses into the future.

In this interactive webinar, Lou will share the highlights of her ½ day ‘bring-your-own-workshop’ session scheduled for Chicago on the afternoon of 9/19/13. There really isn’t any need to pick between SAM and ADDIE! The methodology you use is USELESS if you don’t know WHY the business is doing your project.

If implemented correctly, e-learning can positively impact any organization. But so much of the e-learning created and invested in today relies on technology, and focuses on content instead of the learner and improving performance - the result - boring e-learning and wasted budgets!

Everywhere you look, eLearning content is begging to be captured and put online. Every time an expert gives a lecture, an executive keynotes a conference, a techie gives a chalk talk, a product manager briefs a sales team, or a manager hosts an orientation, valuable content is being created. The trick? How to capture, enliven, deploy, and track it for internal or external audiences. New online tools make it easy to capture your organization's best presentations and most engaging storytellers, turning them into rich, interactive learning content that's available 24/7 from any browser or mobile device.

You’ve heard of employee engagement, but how do you take it from an idea to an actionable plan? Training is pleased to partner with Bob Kelleher for the virtual book launch of his latest work, Employee Engagement for Dummies! From the author of Louder Than Words and Creativeship comes this all-inclusive, step-by-step guide to all things employee engagement.

Is "doing more with less," resulting in burned out employees? Are you finding it difficult to keep employees engaged?

Join Training magazine on April 13 for this complimentary Webinar, sponsored by Knoodle, and learn how to enliven both the virtual classroom and self-paced computer training to create a richer learning experience with a more transformational impact on learners' performance.

This session will focus on how to keep your learners actively involved and engaged in the virtual classroom. You will learn 10 distinct strategies to drive interactivity and focus learner attention in order to deepen their retention.

Gamification should be thought of as a design sensibility and not merely a digital tool. It is a thought process and a methodology to think about engaging and motivating learners. While a result of gamification is often fun, the ultimate outcome behind developing a gamified approach is increased engagement and motivation.

This session is all about you. Lou Russell will share with you new ways to think about regulation of emotions. When you drop into a strong emotional response, your ability to prioritize and make decisions if negatively impacted. This session will help you learn to identify and be aware of emotional reponses, then based on your own unique behaviors and values, learn to react to the triggers before the emotions get out of hand.

Surveys and questionnaires are common instrument used to collect data of all types. Whether evaluating a training program or assessing organizational climate, self-administered surveys are a tool with which we must contend. This webcast presents the four basic, but critical, challenges that can make or break a successful survey project.

On one hand, we say we honor evaluation, that we are eager for evidence and data. On the other hand, most reported practice is far from enthusiastic about metrics. Today’s economic climate has increased accountability in organizations and required training and performance professionals to look in a data-driven way at their influence. At the same time, technology-delivered training, learning management systems and a host of tools has increased possibilities for data collection. Are organizations using these tools? And if so, to what ends?

When hiring a new employee or promoting someone from within, most organizations look for experience appropriate to the position and responsibilities. Although skills are an important part of the requirements, experience often trumps skills because it is essential that the candidate be able to utilize those skills in context applying both experience and critical thinking to the situation.

A memorable learning experience must effectively balance rationality and emotion to deliver flow, transmergence, and loyalty. This requires you to see learning experiences in a new way, and design in a new way. The Learning Experience Canvas is the new way.

A lot has been said about mobile learning and how it has already taken enterprise training by storm. However, it has become quite challenging to separate the noise from facts. If you are planning to roll-out your mobile learning initiative or even if you are already a veteran, you should join us at this webinar.

In-person training is reliable, personal and interactive. Online training is scalable, cost-effective and empowers people to learn at their own pace, on their own time. With today's agile workforce, blended learning offers the best of both worlds.

As a Human Resources executive, trainer, and consultant Ralph Jacobson used many of the conventional approaches to leadership and change management training. He found most did little to help the organization achieve its strategic objectives. Despite billions of dollars spent on leadership training, employee engagement surveys suggest low morale and followership. Authors such as Pfau/Kay, Gary Hamel, Barbara Kellerman confirm the assessment.