That moment…when you are approaching the front of the room to speak, and all eyes are on you. Do you ever feel like you have butterflies churning in your stomach, drums beating in your chest, and lightning flashing through your veins? If so, you are not alone. It’s perfectly normal to feel heightened levels of anxiety and stress before presenting. The trick is learning how to channel this nervous energy to HELP you, instead of letting it HINDER you.  

You’ve built the relationships, had the conversations, and shown your value. But when it’s time to ask for the business…do you freeze up? You’re not alone! Asking can feel awkward—like you're being too pushy or salesy. But what if there was a way to ask that felt natural, easy, and even exciting?  

Interest in Emotional Intelligence (EQ) is growing.  How many people have you met who seem to be brilliant IQ-wise but maybe don’t have EQ people skills to reach their full potential?  As that number grows, so do client requests for a program on EQ to fill that gap.  

In today's rapidly evolving landscape, artificial intelligence (AI) is transforming how we evaluate learning and performance. Join us for an insightful webinar where we explore the fusion of AI and the Kirkpatrick Model to enhance training evaluations. Discover how AI can refine program planning, generate innovative brainstorming techniques, and elevate data analysis and presentation, all while maintaining essential human oversight.  

Training is an essential tool for building employee knowledge, skills, and competencies. However, the effectiveness of training can be limited by the transfer of the learning to the job. According to the Institute for Transfer Effectiveness, there are 12 levers of transfer effectiveness that organizations can use to maximize trainees' application of learning post-training, four of which connect to training design: clarity of expectations, content relevance, active practice, and transfer planning.  

From the guy who has been on the PowerPoint scene since the beginning, this is a must-have collection of his most revered tips and tricks.  

In a world overflowing with AI tools and bold claims, how do learning leaders cut through the noise and design experiences that actually build capability, clarity, and momentum?  

Disengagement rarely begins with a resignation letter—it starts quietly and can only be discovered by asking your employees the right questions, in the right way, at the right time. In today’s volatile talent market, where your top performers are always one click away from another opportunity, spotting the early warning signs is mission-critical.   

Cookie-cutter training doesn't cut it anymore. Your learners expect content that’s relevant, responsive, and personalized—and they expect it now.

Join us for an engaging conversation between Andre Harris, Vice President of Employee Engagement at Camden Living, and Megan Fanale, COO of Abilitie, as they explore how Camden Living revitalized its leadership development strategy with a bold, human-centered approach. This webinar will walk through the design and implementation of The Art of Leadership—Camden Living’s immersive program powered by Abilitie’s practice-based simulations and collaborative learning experiences. From executive involvement to peer-driven learning, you’ll hear how Camden successfully launched a leadership initiative that was met with high engagement and enthusiastic participation across its rising leaders.  

How often do you find yourself caught in the endless loop of updating courses, whether it’s to reflect a minor policy change or a significant shift in organizational priorities? Maintenance can be a major pain point for learning teams, especially when it involves compliance, technical training, or simulations—topics that are prone to frequent updates.  

Leadership pipelines often look strong on paper—but break down when real decisions need to be made. High performers stall in stretch roles. Promising talent gets overlooked. Programs run, but impact stays unclear.  

Conflict is an inevitable part of teamwork—but without the right skills, it can derail productivity, morale, and collaboration. Learning how to navigate difficult conversations is essential for fostering a high-performing, engaged workforce.  

Join us as we explore how AI-powered digital twins are revolutionizing the learning and development landscape by converting human expertise into scalable, durable, and accessible resources. This cutting-edge solution creates digital replicas of your organization's top instructors, subject matter experts, and L&D professionals, enabling personalized, 24/7 learning experiences for your entire workforce.  

Good story design offers interesting ways for learning designers to adapt the learning experience to their learners. One of the ways that storytelling can be adapted into effective eLearning is through the use of branching scenarios. However, it is a time consuming and resource intensive process to build branching scenario with detailed stories and rich characters. But now, AI can help with that!

What if the path to breakthrough wasn’t up—but down? In this reflective and empowering session, discover the Rappel framework, a five-step model for growth that transforms fear into fuel and mindset into momentum. You’ll explore how self-awareness, emotional intelligence, and clarity can shift culture from performative to purpose-driven. Whether you're building a better team or a better you, walk away with actionable tools to break barriers, deepen connection, and lead with authenticity. It’s time to Rappel—and Break Through To A Better You!  

Don’t let AI mistakes cost you credibility—or clients. By its own admission, AI-generated content may contain errors and often lacks the depth of insight your clients truly need. Without proper oversight, your credibility can be ruined with stakeholders in an instant.   

Is your virtual training inclusive and accessible? Does it provide opportunities for learners with disabilities such as low vision, hearing issues, or neurodiversity to participate? In this interactive session with virtual learning expert Cindy Huggett, you will learn techniques to include everyone in your classes. You'll learn what questions to ask during the design phase, and strategies to use when creating activities. You'll also discover software settings to enable for a better learner experience, and facilitation techniques that invite and include everyone. You’ll leave this session with ideas and strategies to increase the accessibility of virtual training.

Middle managers are catalyst for most organizations. They're the ones caught between strategic shifts from above and the emotional whiplash of teams below. And when change hits—whether it’s restructuring, market disruption, or internal transformation—they’re expected to adapt fast, keep others aligned, and deliver results.  

No matter what your role, every employee deserves to feel safe and supported to do their job. However, personality conflicts preoccupy us, slow us down and even stop us dead in our tracks. The stress level is off the charts and we can feel like we have no options.  Wait, don’t quit! There’s another way.  

This session describes how to use Reframes, a psychological communication technique, to help people refocus on an issue.  Reframes are designed to induce new thinking, reinterpret negative outcomes as opportunities, shift approaches to better position your argument, and offer perspectives that uncover possibilities.  They encourage constructive thinking. The 4 types of reframes are: Cognitive, Strategic, Persuasion, and Problem-solving.    

AI tools are transforming how we interact, learn, and collaborate, and one question looms large: Do learners prefer human connection or AI-driven efficiency? Neuroscience offers a unique lens to answer this, showing how the brain responds differently to human facilitators versus AI agents.   

Some 36 percent of U.S. workers plan to leave their jobs within the next year (WorkHuman) including 70 percent of Gen Z & Millennials (Linkedin). A lack of career growth options is one of the leading reasons why employees leave their organizations today, even though 59 percent of today’s organizations cite career development as a primary objective of their training programs and 67 percent hope that such training drives employee engagement.  

Let’s face it—communication training is broken. It's too long. Too abstract. Too expensive. And worst of all, it rarely sticks.