How do you match the power of distributed, cloud-based computing combined with appropriate learning theories? mLearning theory mashups provide the same granularity in learning design as technology mashups.

For all its hype, e-learning will never be successful without a supportive climate for learning, strong management support, a defensible business case and a training organization that isn't reticent about learning online. Learn why e-learning succeeds only when it is backed by an organization-wide e-learning strategy.

This session explores business and, in particular, training uses for popular social media tools. We'll look at compelling real examples of tools like Twitter, Facebook, blogs and wikis used by businesses and government, discuss strategies for choosing and using particular tools. We'll also take a look at ways workplace learning professionals can reskill to support the use of new technologies in training as well as, more broadly, in organization-wide social learning.

An ancient Hindu saying proclaims, "Whoever talks the most, learns the most". This principle suggests that we should reduce trainer logorrhea (yes, it's a real word) and increase participant interaction. In this webinar, we explore a set of strategies that enable participants to learn with and learn from each other. Remember it's not about you and your content but all about them and their performance. Transform yourself from being a presenter of information to a facilitator of collective learning through the use of activities that encourage participants to interact with each other and with a variety of content resources.

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.

This session will highlight six approaches that practitioners can use to measure learning's impact on the business. The approaches range from the use of ‘smart sheet' evaluations to glean reasonable indicators of learning's link to business results to a highly statistical causal model that creates an optimization roadmap of the correct inputs that drive results oriented outputs. In between we will explore the use of benchmarking, conditional questions, consultative templates and correlation analysis to reasonably yet credibly show how learning influences a business or behavioral outcome. In addition we will underscore the session with the use of concepts like Six Sigma applied to L&D to optimize performance and minimize defects.

Think you "know Kirkpatrick"? Attend this session andbe among the first to see the latest adaptation of the Kirkpatrick Four LevelsTM.

The ever evolving complexity of today's organizations requires thinking dexterity and flexibility in order to seize opportunity and leverage the collective intelligence of the organization. IBM reported in their recent global study that the ability to identify, develop and empower effective, agile leaders is a critical imperative for organizations to remain competitive.

Stop training and start empowering your participants to learn (and to apply what they learned). Remember it’s not about you and your content but all about them and their performance.

In today's diverse workforce, four generations must contribute to business results every day. Yet age-based stereotypes can cause workplace conflict and place your team at risk for problems such as weak relationships, poor collaboration, decreased engagement, and damage to bottom line results.

What participants look for in training are Ah-Ha! moments: the rare moments of inspiration and insights that help them understand and apply the learning ideas. Ah-Ha! moments don’t occur by accident, though. They are byproducts of well planned, highly motivational, and engaging design learning and training events.

Whether you are creating leadership development programs or looking for ways to improve your own leadership, utilizing neuroscience and social science breakthroughs can help ensure peak performance results. Can leaders optimize stress for themselves and their teams? Will leaders be able to build cognitive fitness? How can new science help organizations lead change management while boosting employee engagement? Leaders expecting more from their workforce need to know what works and what doesn't for creating motivation and replenishing energy. Keys for program design include brain-based skills for overcoming resistance, sparking fresh thinking and resilience.

This session directly addresses the need to develop and implement real-time employee training assessment strategies specifically designed to meet targeted business objectives. Utilizing an actual high-tech, consumer electronic Fortune 100 company renamed 'Orange Inc.' as a session case, participants discover how a company with exceptional customer support is driven in part by their focused training and employee assessment strategy.

Most training sessions are deadly dull and boring. But there is no reason why they should be. Participate in this walk-the-talk session to explore how to incorporate six critical components of motivation in your training session: connection, choice, competence, confidence, collaboration, and captivation. Learn how to begin and end your session to increase the motivation to learn and to apply what has been learned. Do all this without sacrificing the instructional effectiveness of your training.

Every minute employees aren’t fully productive and up-to-speed has a significant financial effect on any organization. In this webinar, you will learn about the secrets of slashing time to full productivity by 30 to 50% or more through the proven Learning Paths methodology.

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.

Retaining top talent should be a top priority for all organizations. Finding and keeping those "rock star" employees at every level is key to the success of the entire organization, and not something anyone can afford to ignore.

The traditional way of developing eLearning programs is to require learners to learn static, factual and procedural information, then test for retention and memorization. Consequently, learners become bored and are unable to apply ideas back to their work situation.

The speed and length of learning and training are getting faster and shorter. Organizations want to speed up training to meet demands. However, they also want to see demonstrations and proof that their learning investment are impacting performance. The archaic method of conducting training ROI (return-on-investment) does not work because the content and the nature of work are constantly changing. So, how do we gauge learning impacts?

Demonstrating ROI is key to every successful training rollout. And, key to demonstrating ROI is robust measurement. Unfortunately, many trainers are unsure of what to measure and how to measure it.

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.

We all know children learn a great deal while playing, but having fun during training or professional development programs may be seen as frivolous or a waste of time. Scientific research begs to differ. Play breaks tensions during learning, provides fresh energy and helps teams build cohesion.

With constant bombardment of information and numerous ways to access the Internet (Twitter, smart phones,iPad, high speed wireless, etc.) learners are more selective where and how they learn. Learners must be enthralled with elegant elearning programs. The challenge is how do we know what is enthralling? And do we build these eLearning courses.

This workshop will provide practical strategies for building workforce courage so workers can become "opportunity seekers". A step-by-step approach for using courage to improve performance and counteract the negative impacts of workplace fear will be introduced. When everyone is working with more courage, the entire organization is transformed for the better. Research shows that courageous workers seek out leadership opportunities, step up to challenges, offer innovative ideas, passionately embrace change, and are more productive. In short, courageous workers get work done!