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?

In today’s business environment, talent is the major differentiator.  And developing and retaining that talent is one of the most significant drivers of employee engagement…which in turn is the key to critical business outcomes like revenue, profitability, innovation, and customer loyalty.

We have all heard the closing lines: "What will it take to get you to sign today?" or "Would you like 5 or 10 in the initial order?" or even "We have a special offer, a 15 percent discount, but only if you will commit to signing now." Yet, we all know the gimmicks don’t work—and they certainly don’t lead to lasting customer relationships.

When confronted with the question, "Is training working?"  utilizing benchmarks can arm you with insight to determine how well training is doing within your organization, and also provide insight into how you stack up against your competitors.

Managing multiple locations and their regional/territory teams requires a unique set of leadership skills and strategies. Join us to learn five key practices of how to lead from a distance effectively. Drawing from our recent national retail industry research study, we will explore the leading practices learned from surveys, interviews, and observations of some of the most productive and profitable multiunit managers on the planet.

Whether it's an online meeting, a webinar, or live online training, engagement is on everyone's mind. Will it be worth the time to attend, or will it be an opportunity to check email?

The Role of Environment, Microlearning, and Social Collaborative Tools In a recent session titled HOW TO ENGAGE MODERN LEARNERS: WHEN TO "PUSH' AND WHEN TO "PULL",  we discussed when we should embed "Pull Learning" content into the flow of work. That discussion was grounded in the principles of Modern Workplace Learning, and I suggested that considering the 5 Moments of Learning Need was a good way to determine when pull learning was most appropriate.  While formal ‘push’ training is often best for when people are learning something new, and for when things change, a strong argument can be made that ‘pull’ learning lends itself to the following moments of need: When learners need to build on concepts that they learned in a more formal training environment When they need to apply what they’ve learned When things go wrong

A recent study asked sales leaders to name the top challenges holding their organizations back. The number one answer?  An inability to cut the time it takes new salespeople to close their first deals.

Most designers, trainers and leaders are so accustomed to producing highly antiseptic lessons - clean, organized and controlled. However, this kills the fun and relevance of the lessons. Fortunately, they agree that using stories would add context and engage learners. Their difficulty is where and how to find stories that support their content.