Leadership support is critical to the success of a training program, but many are challenged in building that bridge and actually gaining the support that is necessary.

The 2016 Online Learning Conference is nearly here! The conference is loaded with great keynotes, xFactor experiences in Chicago, in-depth certificate programs, diverse breakouts, hands-on clinics and lots more.

Join Jesse Novak as he covers all the existing and new features in Adobe Captivate Prime.     

Join Dr. Allen Partridge, Sr. Adobe eLearning Evangelist, to learn how to set up and manage Adobe Captivate Prime LMS, in just 90 minutes. During this session, you will see a quick demonstration of adding users, creating modules, and assigning courses to the learners. You will learn how to leverage the gamification elements, badges, learning plans, certifications, and learning programs in Adobe Captivate Prime, to foster a learning culture in your organization. You will also learn about the unique learner experience and the different reporting and tracking options available in this self-service LMS.

If modern technology is so groovy, why do so many webinars put people to sleep faster than "The Monotone Silence" Symphony? Often, instructors neglect their participants’ learning needs. In this fun and interactive session, Pluth models activities and principles that convey content through a webinar format while keeping learners engaged, no matter the size of the audience. You’ll get to the CORE of Webinars with Super Closer, Openers, Revisiters, and Energizers.

Is your virtual classroom viewed as just a cost-cutting measure? Prior to 2013, the SAP sales organization utilized virtual and blended learning, but without an integrated strategy. Learn how in 2013 they introduced GCO University Virtual Live Classroom program, serving over 15,000 sales and sales-related employees globally and changed from a perception of "yet another online training program" to a core value in learning plans with an integrated approached and consistent, quality instructional design.

Once upon a time, learners attended full-week workshops. They had others who backed them up so they could be fully focused on the learning.  When they returned, their boss and team expected them to be competent in the new things learned, and begin using them immediately. 

Just a year or so ago, inclusion meant ensuring equal representation related to gender, ethnicity, race, and sexual orientation. But today, driven by the large numbers of millennials in the workforce, inclusion has come to mean something different. Increasingly, employees are calling for cognitive inclusion (CI), or the full acceptance of the whole person and their unique set of attributes and perspectives within the organization. In this interactive webinar, we'll explore recent research documenting the rise of CI and provide strategies for taking your inclusion strategies to the next level.

In this session Martyn Lewis (Founder 3GS) will contend that training has been heading in the wrong direction for 200 years and that we now have the chance to reverse this trend by embracing blended and continuous training approaches.  Thanks to technology, we can now re-architect and redesign training for how people actually work and live their lives in today’s world.  However, this requires us to let go of old standards and embrace new approaches.

You see potential in good design. You can change behavior, drive results, decrease errors, and improve engagement. But, even the best designs are jeopardized if the process lacks the ability to support them.

Strategists Reveal Insights Expert selling strategists and "Beyond the Sales Process" authors Steve Andersen and Dave Stein reveal what decades of experience and deep research have taught them about how societal and technological changes are dramatically changing how we need to relate to and engage with our customers and every prospect differently.  In this segment we learn that if we haven’t already evolved, we are already caught behind the curve!  Fortunately, they also show us the strategies our sales teams need to adopt to get back out in front.

One of the challenges faced by trainers and instructional designers is their lack of real-world experience of the content they are trying to train people on. There is a huge gap between the knowledge and information and its application. The gap is fueled by the sheer volume, high speed and ongoing change of massive knowledge to be learned by workers.

Meeting today's modern learners' expectations requires a shift in our approach to the tools, resources, and strategies we use and implement as our environment rapidly changes with various generations merging in the workforce. Developing and implementing a strategy can be daunting with so many technologies to explore, along with the challenging work environment and engaging the right stakeholders while forming the collaborative partnerships with IT and other partners.

Does reading an e-learning blog result in more questions than answers?  Does reviewing descriptions of conference sessions make you wonder what language they are written in?  Do acronyms such as SCORM, LMS, and LCMS make you dizzy?  If so, then this session is for you.  It can be challenging to understand e-learning information without a baseline of knowledge.  This session is designed to give you that foundation so you can understand everything else you see, hear, and read.  So bring all your questions (yes, even the ones you are afraid to ask), and get the answers you need so that all the other sessions will make sense.

This rapid design approach can be applied to creating e-learning on any topic using any platform. The outcome of this approach is an online training module that is divided into four areas: The library contains the content such as reference materials and job aids, the playground contains games with closed questions, the café contains a chat area with open-ended questions, and the assessment center contains a performance test. The participants work through any of these areas in any sequence, any number of time. Based on self-determination theory of intrinsic motivation, this approach treats adult learners with respect and provides them with meaningful choices.

As of 2015, millennials became the largest generation in the workforce and are driving permanent transformations that will change the course of your business. Yet all young professionals were not created alike. In this participatory webinar, we'll discuss the motivations and development needs of three very different cohorts of workers, including your rising early millennial managers, your late millennial junior staff, and the Generation Z students you must begin understanding and building relationships with if you wish to remain competitive in the near future.

Adobe Captivate is such a rich tool that contains so many features that it's hard for anyone to know them all. Yet, some of them are so darned useful that not knowing about them can sometime make your work more time-consuming and cumbersome.

The Kirkpatrick Model is the most-used training evaluation model in the world. This does not, however, mean that it is always implemented correctly. What does misapplication put at risk? The image that training holds in many organizations, the future of your training department and, ultimately, your job.

Attend this 60-minute webinar to get a preview of Monica Cornetti's session(s) at Training's Online Learning Conference in Chicago or to simply learn important best practices about gamification of learning.

Employees within modern organizations, become seekers of immediate solutions and constant improvement of their work. The rapid demand, constant change, accelerating career paths and abundance of technologies allow them to "skip" traditional learning and training. Their organizations encourage them and provide opportunities to grow.

When asked to identify the weakness in most e-learning, designers and students alike often mention the failure to engage the learner’s attention as a chief problem. E-Learning is labeled boring; learners take the path of least resistance instead of thinking through the questions; completion is something to be checked-off a list rather than an indicator of proficiency. The problem is, "How do you motivate the learner while still doing the serious work of instruction?"

Training and learning organizations today play an active role in contributing to the bottom line of any organization by aligning their objectives to the immediate business objectives. This provides a solid ground for cost justification and encourages businesses to place training groups right where they should be, at the heart of a growing, thriving, learning culture. These are the keys to innovation and long term sustainability - and it is both an opportunity for trainers and learning developers to play a more significant role in the health and life of a business, and an opportunity for businesses to better leverage their personnel.

Does your LMS leave your employees dazed and confused? Are you struggling to capture the attention of your global employee base? Would you like your training to be more interactive and engaging?  

Current e-learning is boring, ineffective and lacks motivation. Online training is just not engaging enough, and the average completion ratio of courses is 25%. And the ratio of employees who voluntarily enter training platforms is even worse. And all this has a huge cost for any company. But...how to increase the 'engagement' of your online training activities?