Would people attend your trainings if they had to pay for them out of their own pockets? For most trainers, the answer is no - but that's about to change. In this session you'll learn to combine key principles from the fields of marketing and instructional design to create training programs so good that, if your participants had to pay to attend, they would happily do so. This will be accomplished by taking a "both, and" approach to the dichotomies of traditional vs. online training.

Are you using Miro to replace some of the participant-centered activities you did F2F? The Bob Pike Group is all about working the wall, flip charts, games, survey, storyboard, mindmaps and displaying our work for the class to see (and keep!). With Miro, we’ve been able to bring that functionality and more to our virtual programs, and so can you!

Who deserves the chance to get better at their jobs? Who deserves the chance to access the latest information in their field? Most people would answer, "everyone."

Have you ever asked a question in a virtual event, only for it to be met with silence? There are multiple reasons why attendees may not respond. In this interactive session with virtual training expert Cindy Huggett, we will explore each reason and learn how to overcome each one.

I know the feeling! I had to deliver a webinar to 100 people. At best I delivered a "dump truck" of content. But learning? I wondered. Deep inside me, I felt like it was 100 moments of failure. I should be locked up in a "trainer’s jail" if there was one. I am guilty. 

Being able to present online requires tracking a lot of moving parts. Presenters not only need to monitor what they're saying and any visuals they may be presenting, but they also need to keep an eye out for questions, all while making an engaging experience for attendees. Did you know that some ways of asking questions of attendees make all of that harder? It's true, and it's what a lot of presenters do by accident.

Did you know that 70% of American adults play video games?  Why? Because they provide a fun, risk-free outlet for collaboration and friendly competition. That’s why more IDs are increasingly using game-based strategies to make their training more effective. 

Training has never been the issue or the problem; Whereas, the challenge is always lied within the reinforcement of training. During this webinar specific techniques will be taught and how to build training reinforcement strategies that leverage the value of what the industry is already done well and that's training delivery.

Women are leaving organizations at alarming levels, there are several reasons for the departure one of which is the lack of inclusion.  They are rethinking going back to an environment in which wasn’t meeting their needs.  

Two years of global pandemic have accelerated the move to virtual learning. With the emergence of unpredictable variants, remote workers will continue to work from home for the foreseeable future. The hybrid workplace has become the norm for many organizations.

Content design strategies have continued to evolve over the past decade — now it’s time to truly revolutionize how we think about content design.

Assessment is an important component of eLearning courses. It helps in gauging learning retention and identifying knowledge and skill gaps.

Hiring is harder than ever, which means so is engagement, and so is retention. With every hire hard-won, and every departure extra painful, one can’t help but want to create a work environment that keeps people as engaged as possible for as long as possible.  And while you can accomplish that to some extent through initiatives and projects, you can only make wholesale, system-wide, permanent improvements like that by working on the culture.

Over the past two years, we all scrambled to deploy virtual training. We should give ourselves a pat on the shoulder. We survived and stayed relevant. However, no matter how quickly we tried to turn around or convert volumes of in-person training into virtual training, C-Suite leaders and L&D executives are asking the hard question: "How is your virtual training creating results? Show us some numbers!"

The pandemic has changed the way we train forever. And that’s a good thing. Join Loren Sanders from CVS, Jennifer McCuen from Atlantic Union Bank and Dave Romero from Unboxed Training & Technology as we discuss what we believe is in store for the rest of 2022 and beyond. We’ll evaluate what L&D trends we see shaping up as we navigate our 3rd year of hybrid training and what we believe is on the horizon.

Sales conversations blur together as buyers rush from virtual meeting to meeting. It’s not enough to "show up" on video anymore. You must build a strong relationship and create an unforgettable experience to stand out with busy buyers. That requires a unique skillset. Luckily, screen actors, television reporters, and other on-camera pros have unlocked the secret to engaging and connecting with virtual audiences in a memorable way.

Training experiences should be relevant, practical, engaging, and above all else — effective. But finding affordable solutions that check these boxes while being flexible enough to meet the unique needs of your business is nearly impossible.   

The transition to digital learning had always been promised, however, the timelines have been accelerated due to Covid-19 crisis. Digital learning has also started to redefine the structure of the Learning and Development teams. In recent research conducted by CLO Magazine, 72% of the respondents said they had increased the use of learning platforms and 67% had increased frequency of communications and collaboration. Remote learning can be a nebulous territory as several questions crop up. How exactly are learners accessing the training? How much time do they have to spare for the training? Can part of the training be delivered in asynchronous mode? The role of L&D has also undergone a shift in tandem with these changing trends - as the learning teams now need to be more digitally savvy than ever to identify not just the right content but also the right delivery mechanism.  

Writing training for Walt Disney Entertainment was fascinating: Characters, Parades, Fireworks, Leadership, Finance, Orientation and more. Lenn will share his MAGIC methodology while working at Disney and for other clients. You'll learn how the MAGIC methodology, unlike ADDIE, is simple, emotion-based, and successful. It resonates deeply with learners. It is easy to use. Classes come together quickly and flow seamlessly and logically. Learners experience a journey, not a lecture and leave energized to take what they learned into the real world.  

Tools such as Adobe Captivate are great for quickly developing eLearning. However, because of the interface, you will quickly hit a limit on what you can do. While it’s possible to get past a few of these barriers with Advanced Actions or Shared Actions, the time it takes to create is time-consuming. Fortunately, the engineers at Adobe have opened a door that allows you to insert your own custom scripts.  

In a time of unprecedented change and sustained stress, we are challenged more than ever by the question of "what can we do to help our people thrive"? In the pandemic age, we have had to consider this question with greater urgency than ever, and training professionals are anxious to contribute in any way they can. As a result, employees have been inundated with any number of well-being webinars preaching self-help techniques that have shown varying success in moving the "well-being needle."

Virtual instructor led training became hugely popular during the global pandemic and now is the time to build on this success and ensure that your live online learning sessions are as good as they can be.  

Creating new content can be difficult. Not sure where to start? Do you want to make sure you don’t leave anything out? Worried you might make your content too long, and not engaging? Maybe you have a standard case of the dreaded writer's block?

Getting new employees up to speed on the culture, processes, and knowledge base of a company can cost up to 30% of a new hire’s annual salary. Meanwhile, most employees perform at only a quarter of their full productivity for the first month in their role - unsurprising given that many companies dedicate only a week or less to onboard employees.