Brain research is pointing to fresh insights about how to make learning stick. A number of the findings are counter-intuitive, pointing to new approaches and tools for learning that can significantly increase engagement and retention of learning, using a wide range of training mediums.

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.

earning organizations are facing a technology wake-up call as they realize that most of their content doesn't translate well, if at all, to mobile devices. The typical reaction is to initiate one-off projects for converting desktop courses, applications, and their Flash based components, per the specs of every major device platform.

When you ask an SME, "What should learners learn from the content?", the response is usually "all" or "everything". This is the OLD RELIGION where the data is "compressed and dumped" for learners to learn. This is costly and detrimental to the performance of workers.

We all use a variety of thinking styles in our daily lives, but we tend to favor some and rarely use others-and that hurts our ability to make good decisions. Taking a thinking assessment can help you find the right balance, so you can make the best choices, in life and at work.

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.

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?

As enterprise organizations expand to support a globally dispersed employee base, developing effective learning environments that can be delivered anywhere, anytime becomes a significant challenge. Implementing learning management systems and basic online learning tools has fallen short in providing an engaging learning experience that ensures the effectiveness of enterprise training programs.

Coaching is a unique development solution because it allows the individual, to customize the solution to best suit their individual needs; and, a customized solution may be more likely to facilitate success. In the past, we could provide nearly any coaching solution, and measure the success of that solution based upon participant’s self-reports of satisfaction.

The metaphor of "The Lazy Trainer" reminds us that the less we teach, the more learners have the chance to learn for themselves. Unfortunately, a significant number of trainers and designers are paranoid. They lack faith or trust that the learners can provide or discover the "right answers and content." This limits the possibilities for effective learning, driven by learners. Companies are also deprived of the opportunity to reduce costs while increasing the speed of training.

Do your firm’s employees need to work together across internal boundaries, regions, functions and businesses? This question has taken on added urgency in today’s increasingly matrixed organizations where employees of all levels must now rely more heavily on their ability to influence others to achieve their own business objectives.

Research has shown the powerful impact stories have on learning. Current trends also demonstrate that learners want to learn at their own pace and at the most convenient time possible.

Jolts are quick and powerful learning activities designed to jump-start your sessions in less than 5 minutes and provide an emotional impact resulting in surprise and discovery. Your participants will sit-up, listen, learn, and gain instant insights into your training topics. In this session, Thiagi and Tracy will share their favorite jolts and debriefing activities that are especially designed and adapted for the use in webinars.

There’s a lot of buzz about using social and collaboration tools to dramatically boost learning results. What does such an approach mean for your investment in LMS?

A renewed focus on innovation in business means a lot more training is needed. One of the things that might not be top of mind in designing an innovation training program is intuition skills. Yet, if everyone had intuition smarts, innovation would be a cinch.

Understanding the results your learning programs have on your organization’s top and bottom line can ensure greater success of your learning initiatives. Having the right tools in place to track and analyze in real-time is key.

Captivate 6 was released this summer and what a release it is! Joe Ganci, who has used Captivate for many years, will take you through a fun and revealing look at all the new and great features of Captivate 6.

Making the decision to exhibit at a conference is difficult these days. The cost of exhibiting continues to increase. Exhibit budgets are often difficult to justify. Top executives and financial executives are demanding more accountability. In some cases, executives are suggesting that if you cannot show the value of exhibiting, you should skip the conference.

You’re juggling a million things but you know it’s important to have some strategic time and learn new things. How can you facilitate brief sessions with your staff to keep learning and strategy alive?

If you have ever watched television, you understand its ability to sustain our interest. Video captures passion and nuance, and therefore it can train and inspire better than text. The problem is that video is a one-way media and learners remain passive and cannot participate in the rich interactions that increase both conceptual learning and learning transfer.

Based on the bestselling learning book, "The Gamification of Learning and Instruction" this presentation introduces, defines, and describes the concepts of gamification, games for learning and interactivity. It then dissects the elements of games and describes how they can be applied to the design and development of interactive learning.

Half of all office workers use Facebook at work. Why? Because it's far more satisfying and rewarding than the vast majority of the tasks we're given during the workday. Facebook has a highly engaged audience for the same reasons we enjoy watching football, playing video games or gambling at a casino. The process is called Gamification and you may already be using several game mechanics now.

"Our lives are made up of stories" - according to Mark Zuckerburg (Facebook CEO), "that is why we provide "TIMELINE" in Facebook because we help you tell your life-stories.

Successful leadership involves managing one’s self and relationships with others to move toward a specific business goal. The role of a leader is to grow others: help people grow their skills, knowledge, and confidence to develop leadership themselves in a real, practical context.