Don’t miss this opportunity to get the inside scoop from three Training Top 125 judges who will pinpoint what they look for in Training Top 125 applications during the scoring process. Whether you are a veteran Training Top 125 winner or filling out the application for the first time, this special complimentary Webinar can be the key to increasing your score and ranking.

No organization can escape the damage and the rubble as the global economic and business landscape continues to evolve. In this environment, ROI as a metric is more important than ever. It is a powerful tool to demonstrate the accountability of learning solutions. But even powerful tools have their faults. ROI calculations can seriously misrepresent and overstate the business contribution of a learning solution. ROI is an important metric that should never be allowed to stand alone when communicating results. Enter the new view of ROI - the ROI Quality Analysis reveals the truth and communicates the real business contribution.

Virtual teams often face difficulties solving problems, making decisions, generating innovative ideas, and reconciling differences. When team members don't meet with each other face-to-face, it can be harder to build rapport, develop trust, and establish meaningful collegiality. Team members multi-task, leaders fall back to presenting endlessly, and the work goes sideways.

We know that change is a constant. There will be more of it in every organization, more often and impacting more people. We also know that new learning and e-learning programs as well as organizational initiatives are changes and they don't just implement themselves. To ensure their success we must recognize the often quoted mantra, 'the soft stuff is the hard stuff' is in fact, true. The 'soft stuff' are the people issues - creating awareness and understanding, developing involvement and engagement, and ensuring integration into the individual and organizational processes - that touch users, managers and executives and we must find ways to efficiently and effectively address them.

In Part 2, Wendy Kirkpatrick will share four practical ways to implement a "real" training evaluation strategy, even with limited resources. Beginning with the concept that "the end is the beginning," she then will provide tactics to utilize before, during and after training that will both increase and document the value delivered to the organization.

In Part 1, Jim Kirkpatrick will discuss the fact that training evaluation is not as complicated or expensive as some make it seem. He will explain how to integrate a sound evaluation plan into the instructional design process and implement it with minimal resources.

Experts state that today 80% of learning in organizations comes from informal learning. Learning leaders try to manage it; CEOs want the increase in human capital it creates. Bright prospects eager to get hired try to get it in order to have a shot. All have somewhat different objectives.

For many years, costly coaching programs were reserved for senior executives and emerging leaders. However, in recent years, a new trend has surfaced as more organizations recognize the intangible and monetary benefit of coaching. Organizations now offer coaching beyond the executive suite. The difference is that these new coaching programs and services are provided by internal coaches: individuals who may not be certified in coaching, but are trained in a set of coaching skills to support a specific business need and produce monetary business impact.

The world of training is changing. The days of all day workshops and seminars are quickly behind us. Employees need to be developed but there is little time allowed for the old traditional ways. This is where the world is changing and NOW has never been a BETTER time for TRAINERS to build their Value!

During this one hour webinar you will be introduced to three interdependent aspects of performance improvement: 1. The systematic process 2. The consulting process, and 3. The building brand process. All three aspects contribute to sustaining changes required for improving the performance of people, work teams, and organizations as a whole. You will gain insights and get three tools that you can use to explain performance improvement to others and guide your own development in the profession.

Are you considering virtual instructor-led training (vILT) but aren’t quite sure how to get started…or whether your organization is even ready? Join us for this session and you’ll learn what to expect from vILT, including its pros, cons and critical success factors.

Creating a sustainable company in a world of unprecedented technological advances, globalization and shifting economic drivers is one of the greatest challenges facing decision-makers today. Fostering this environment requires that companies invest their time in a series of interrelated priorities.

Join us and discover how coaching best practices were introduced and implemented in this organization to build a highly engaged coaching culture. This webinar will provide a real world case study of an organization formerly struggling with the Great Recession that now employs a Director of Coaching under whom all managers coach their employees regularly with successful outcomes.

As the Mad-Hatter said to Alice (in Alice in Wonderland), "if you don't know where you're going, any road will take you there." With or without the Mad-Hatter we know the basic truth of this statement. Even without such a strategy, organizations though haven't stood still. They have spent monies, allocated resources, and invested time. However, without a clear and defined organizational learning strategy, organizations find themselves spending too much time, money and resources to get too little result. Significant investments in learning technologies are wasted. Prepared and motivated learning professionals are under-utilized. The workforce is left under-prepared and supported. And, as a result the organization is unable to fulfill it's promise to customers and shareholders, clients and supporters. This is truly an example of the 'ready-fire-aim' syndrome.

Typically, people consider coaching as a way to catalyze some type of change: change in career, change in behavior, change in business results or income and change in life satisfaction. Most often, coaching interventions involve employing an individual who serves as a coach to help facilitate that change, but what would it look like if individuals could coach themselves? More importantly, is it really possible for self-coaching to effect positive change?!

Can you really drive organizational and individual performance through the art of coaching? Yes, you can! But it’s not easy, and it requires commitment, strategic thinking, empowerment, and action—on the part of the participant, the coach, the manager, and the Training function.

Join Training magazine on March 26 for this complimentary Webinar, sponsored by Aptara, and discover HTML5’s role in creating a long-term, cost-effective, and flexible mobile training strategy that will achieve solid results for decades to come.

In the past, online education and e-learning failed to live up to its potential. Fortunately, the future of virtual learning is here. It’s now possible to create rich, robust and collaborative learning environments that can be delivered anywhere and anytime. Join this Training Magazine webinar, presented by UNC Executive Development, to learn how you can realize the full potential of virtual learning in your organization. You will hear directly from one of the industry leaders based on years of experience delivering world-class online learning. 2U Inc. was recently recognized by Forbes magazine as one of the 10 start-ups changing the world. Attend this webinar to learn how the company is transforming online education and how you can do the same in your organization.

The question is not, "Should we be using social media in training?", but "How?" The consumerization of learning and technology has changed the way that SmartLearners learn. To be successful, blended learning programs must not only wrap the learning experience around the learner by integrating it into the workflow, but also provide ways that learners can quickly connect with a network of trusted experts.

A story-based lesson can employ the "SRIA Model - Setup, Relate, Interpret and Apply"- to improve learning. But what is the approach to create a full program where there are several lessons? How do we make the lessons work in rhythm and harmony so each lesson moves the learner from one type of emotional learning to another? How do we immerse the learner so that each lesson builds up to a final "learning realization" or "high"?

Walt Disney once proclaimed that the gap between entertainment and education is an old and untenable viewpoint. The entertainments Disney created were both informative and enjoyable—unlike many learning programs. When engagement and learning are aligned, as Disney did, the result is magical; participants pay attention, they absorb information, and they change behavior.

So you’ve been reading and hearing about flipped classrooms for quite some time, but not sure how to implement it in your organization. Worry no more!

Why can't your people negotiate? Probably because they don't follow a systematic approach that been proven to be effective. This session will provide a foundation and approach to training your staff in negotiation skills that is relied upon by top performers at all levels, from sales professionals all the way up to the C-Suite. The webinar is based on a real negotiation and requires participant interaction in a systematic approach to negotiations comprised of 3 Ps: Prepare, Probe, and Propose.

Is there such a thing as "instant learning"?Experts in mobile and social learning say that there is increased prevalence that learners retain and learn by increments of knowledge and use them as frequently and quickly as they can. The method is "recursive learning" - small building blocks of learning with close proximity to work applications. In most situations however, the difficulty for trainers, eLearning and mLearning designers is that courses and lessons they develop are more driven towards the "completeness" of knowledge transfer rather than the "immediate application" of knowledge.