Welcome to a new weekly hands-on webinar series that will empower you to get the most out of TrainingMagNetwork.com Path to Expertise (Path2X) is a suite of unique and powerful learning tools that goes beyond mere content.  Path2X helps you... Have access to thousands of content resources Capture and record your insights, indexed to your profile for future reference Instantly granting you a printable credit for participating Track all your activities, show your learning patterns or "Path to Expertise" and share with your leaders and peers You'll become a power learner and expert in the (Path2X) System.

  Notice:   There was an audio issue when recording the webinar last week and we are currently identifying a date in the next two weeks to re-record the session.   We will be sure to send out notifications when we have settled on a specific date and a time.   Thank you for your patience.

How many people voluntarily paid to attend your last training class?  How many do you want to pay for your next one? In an industry of commission-based independent contractors: 1. Training is an expense to the learner (cost of admission, travel, and time away from commission generating activities) 2. Contractors choose whether or not they will attend based on perceived value

LinkedIn - the No.1 social network for B2B - rolled out major changes in 2015 including:   New Messaging Format New Group Interface and Policies New Mobile Platform

Don't be frightened. Even if you're new to Captivate, come and learn! Most of this will work in prior Captivate versions too! The difference between a novice and an expert Captivate developer primarily falls in knowing the following: When and how to create user variables When to use system variables When to use simple actions When and how to create standard advanced actions When and how  to create conditional advanced actions When and how to create shared actions When and how to use JavaScript in Captivate

There is a growing need for trainers to curate content to support powerful self-learners. Curating allows trainers to help learners find and study valuable content from informal sources like blogs, articles, webinars, videos, white papers, case studies and others. Unfortunately, trainers are accustomed to the "they-must-learn-my-content" mindset and misunderstand their new roles as curators. They miss the opportunities to serve learners with varied and far-reaching knowledge. They need to shift to the "follow-your-own-interest" mindset.

Did you know that introverted leaders often deliver better results than extroverts? That the most spectacularly creative people tend to be introverts? That the most innovative thinking happens alone and not in teams? One of the central challenges of any business is to bring out the best in its employees. Yet when it comes to introverts—who make up a third to a half of the workforce—our leadership strategy mainly consists of asking them to act like extroverts. This is a serious waste of talent and energy.

You’ve completed your performance assessments, now what do you do with the results? How do you pull together all that data into a comprehensive, professional plan for the execs?  Easy - you put some PEP in your step!  

Real learning comes not from experiential activities but from the debriefing discussions that follows the activity. In the hands of a skilled facilitator, the experiential activity is just an excuse for powerful debriefing. 

Agile is more than a project management method. It’s a culture. The good news is that it solves many of the sticking points with the old waterfall-based approaches to projects. It’s a matter of communication, communication, getting results and communication.

Research have shown that 70% of learners are likely to be on-demand-learners. They learn by small bits and pieces following their needs and interests. The problem is that most organizations deliver massive, bulky and long learning which discourages the on-demand-learners. It also undermines the potential gains for learners and workers to improve performance by learning through small bits and pieces.

We’ve all worked with SCORM for years and are comfortable with what it is and how it works.  But now there’s a new way to track learning events called Experience API (xAPI).  It’s been called "The next generation of SCORM," but xAPI is very different in a lot of ways.

As a trainer, do you find that implementation of what you teach is the downfall of a lot of training? According to the ASTD, 90% of what trainees learn is lost by the time they return to the job. How do you help make the learning stick?

The explosion of apps is undeniable.  Is there any use for apps in your training?  There certainly is a good case for it.  And even if with a good case to use  apps in your learning and training delivery, could you even create one yourself?  Sophisticated app production can cost thousands of dollars and take months.  There is an option to build simple apps for free and no coding knowledge required.  

Data is the order of the present day, no question. We have an insatiable appetite for data—everyone wants it—especially sales leaders. But, not all data is created equal.

Our organizations look to us to help solve performance problems, right? The challenge comes in where to start when figuring things out. Learn four key needs assessment tools to get you started making strategic and practical recommendations that work.

An organization’s culture is a set of precedents, approaches that have worked in the past that get applied to the present.  Culture is dynamic, and it influences everything else about the workplace: perceptions, decisions, output, and stress levels.  Though it often feels like an immutable force, in reality it is nothing more than a set of behavioral patterns that has perpetuated over time throughout the human network of the workplace.  So, it can be changed...through training!

We've been hearing a lot about the modern classroom environment lately. And there is no doubt that modern learners have more options about where and how they learn. We also know that today's workplace demands training be embedded in the workflow, with minimal disruption to the daily routine.

The learning world has been buzzing for years about informal learning, social learning, collaborative learning, personal learning environments (PLE), and many other mutations.

Obviously, being productive makes you feel more positive. The opposite is also true: Being positive makes you more productive. Ample research evidence demonstrates this link.

Harvard Business Review estimates that by 2020, over 50% of the worldwide workforce will be virtual.  Contrary to some well-publicized decisions to dis-allow working from home or remotely, the huge trend is to allow for, accommodate, and encourage working remotely.

Captivate 9 has just been released and with it come a whole set of new features that will blow you away. In this session, Captivate master Joe Ganci  will show you a mix of tips and tricks you can use in both prior Captivate versions along with those you should know in Captivat

Serious games have the potential to engage and motivate your learners... and to drive long-term retention of business-critical knowledge. But what does it take to make a game successful in your organization? Unfortunately, many game-based learning initiatives fail because they are not implemented or evaluated correctly. Fortunately, successful implementation starts with effective design.

We've entered the content curation era.  The number of learning resources has exploded, and content is readily available and easy to access.  Modern employees drive most of their own learning, spending 14.4 hours per month on self-directed learning vs. just 2.7 hours on learning or training at the direction of L&D or HR.  Learners want diverse options; they take courses, attend events, read books, watch videos, read articles, and so much more.  L&D and HR professionals have a choice: Try to change employees' habits and preferences, or change how enterprise learning works.