The marketplace is changing, and the way you lead must change too. Leading through change. You can’t expect your people to change if the leaders are not willing to go first. To drive change, you must help your people understand the changing marketplace, the strategy to address that change, and the important role each plays in delivering that strategy. This typically requires new thinking, new behaviors, and new processes.  If you aren’t modeling those changes then you can’t expect your people to do it.

Delivering learning to employees is only the first key step in improving performance. Employees have to retain the gains in knowledge and skill, or the time, energy and effort that went into the program was for nothing - wasted. Delivering learning to employees is only the first key step in improving performance. Employees have to retain the gains in knowledge and skill, or the time, energy and effort that went into the program was for nothing - wasted. The challenge for many organizations and professionals is that we focus so intently on employee learning, we overlook the importance whether our employees retain any of what they learn. As it turns out, reinforcement of lessons learned is a powerful part of learning and vitally important.

Research featured in Harvard Business Review show improvements in happiness and well being associated with positive outcomes in employee engagement (up to 10x more engaged) and higher levels of sales (37% average increase across multiple studies).  Social support was shown to improve not only levels of employee satisfaction - but also lead to improvements in customer loyalty and industry service metrics.

New employees offer promise and potential for their employers.  In order to be successful, they must acclimate quickly to their new organization’s culture, structure, policies, procedures, and job expectations. If this does not occur, the promise of a new employee can quickly become a liability.  Further, employees who are new to an organization, generally consume more resources then the value of their productivity (Rollag, Parise, & Cross, 2005).  It is critical for organizations to experience a return on their investment by means of increased productivity over time. This will not happen if new employees fail to reach full productivity or leave the organization before they have an opportunity to contribute in a way that affects the organization’s performance outcomes and bottom line (Chang, Ehrlich, & Millen, 2004).  

All consultants are not created equal. And all consultants do not earn the same amount of money. And some consultants know more -- and get paid less. Why? 

In this session, you’ll learn about some of the latest emerging neuroscience and behavioral science about how humans really learn. What the empirical data tells us is there are amazing connections between the reality of learning and video, especially micro-video.  Some of what we think we know about human learning is simply mistaken. 

The standard, oral sales proposal is dead. Salespeople know it, and they’re increasingly turning to different presentation approaches as a result. But no matter the platform, it’s easy to forget that the content you develop isn’t just about you - it’s about your audience…their pain points, requests, questions, you name it. We know that prospects who receive tailored content are 40 percent more willing to buy. So, how can you develop a personalized proposal that will make every client feel like a big deal?

This session will provide specific strategies and methods to ascertain who we should train and coach. For far too long we have shuffled people down to the training department for employees to be trained. On the other hand what we are we to do as manager or trainers when employees are unwilling participants? Employees have a huge responsibility in their development.

In many professional areas, it is usually a good strategy to look to common practices in the field as a guide - maybe not for the most cutting-edge ideas, but at least for reliable models to follow. Unfortunately, in e-learning this can often be a recipe for disaster.

Successive approximation, rapid prototyping, agile methods… they all call for iterative development. With each iteration you take a product out to the learners and gather new input into your designs. Does this completely mess with everything we’ve learned about the ADDIE model? How do you know when to stop iterating? How do you convince your project sponsors to go along? Is this just an excuse for releasing shoddy work?

At some point, even experienced trainers, facilitators and managers find themselves standing before groups whose dynamics are all over the board.  Everyone is expressing an opinion, ideas are flying at warp speed, emotions are high, disagreement is rampant, and some participants in your group are shutting down - while others are rebelling against the process.  Wouldn’t it be great to have the tools that allow you to regain control and confidently lead your group to effective results?

Learn how to fine-tune your content, incorporate virtual tools and adjust your delivery style to improve your virtual presence, transform your online training and engage your audience.

What makes happiness at work so hard?  The truth is that happy cultures are difficult to build and sustain. First, organizations must change the powerful social scripts that inadvertently undermine positive environments and behaviors.  Second, business priorities must demonstrate a real commitment to happiness as a strategy for success.

There are a number ideologies and beliefs on how to best measure the impact of training.  As a result, it can be difficult to distinguish myths from best practices.  During this webinar, our prominent measurement experts will provide "practitioner-focused" solutions for the most common misconceptions about measuring business impact.

It's easy to get started with Adobe Captivate but there's a lot of power under the hood! Some features are not well known but the more you know them, the better your instructional design will be. Using the layers of sophistication of these features means you will save a lot of time, deliver more engaging and personalized learning, and be able to tap into resources more easily. Joe Ganci, a Certified Adobe Captivate expert, and Dr. Pooja Jaisingh, an Adobe Evangelist, will take you through the Captivate features you need to make the most of this powerful tool.

Experts say we are now in our third generation of eLearning. During the first, we were able to upload PDFs and PowerPoint files and let our learners study online. The second generation featured rapid authoring software, which allowed us to breeze through and add narration and interactive elements, along with some other really cool stuff.  Now, for the third generation, we have an abundance of options ranging from blended, social, gamification, and cloud to TINCAN, among many others. 

Why can’t we all be happy at work?  This question, and more importantly, its answers and solutions, unlocks the key to the next big pay-off in the modern economy.

Have TONS of asynchronous learning out there that no one’s using? You’re not alone. There’s been a trend that more is better. And so over the years, we have "stuffed" the clouds and taken a "Build it and they will come" mentality.

This webinar is about a series of engaging and effective card games that deliver activities-based, results-oriented training. The games use a deck of 52 cards, each with a piece of practical advice related to a specific interpersonal skill such as building trust or leading a team. Each card is self-contained, evidence-based, and useful.

You know training events on their own aren’t enough to ensure lasting performance improvement, yet you are under pressure to deliver solutions more quickly and with fewer resources than ever before. What can you do when you don’t have time or support for full-blown performance consulting but want your training to genuinely enhance individual and organizational results?

There is a clear connection between engagement, performance and profit. It is imperative to drive performance results at all levels of the organization to seize market position and steer growth. Recruiting talented candidates is not enough; it's crucial that people are assigned to the specific roles where their talents will have the greatest effect on achieving company goals, and where they are most likely to remain fully engaged.

It should come as no surprise that mobile technology in training has been widely adopted by the professional learning audience - fundamental adult learning principles relating to relevance of material and timeliness of training are supported by mobile in ways few (if any) other platforms can. Mobile technology provides unparalleled access and flexibility of delivery to enhance learner outreach.

Mr. Sheridan will outline and quantify the importance of Learning and Development to building a culture of true Employee Engagement, where employees are so jazzed to get to work each day and deliver nothing less than superior results.

The classic role of a manager is to direct processes, projects, and people. Yet, behind the endless meetings and growing to-do lists hides the part of their role that - when done right - will accelerate success for your organization. The art of engaging and inspiring people is the game-changer that separates managers from leaders.