Have you been using the same evaluation form after your training programs for as long as you can remember? Are you struggling to get an acceptable response rate? Do you wonder what people REALLY think of your training? Are you certain that you are even asking the right questions?

"I'm a consultant!"  Sounds glamorous and important! It may be the key to the large income increase that you want.  And it would be great to be your own boss!  Or would it? Why do so many training professionals leave organizations, start their own consulting practices, and then end up in a different corporate job (if they can find one) within a year or two!

It’s 3:00 am and you are thrilled at the discovery that you can actually prepare beautiful graphics for your training. You never thought you could.  You are amazed with yourself. The following day, at the meeting, the boss asks: "Wow, how did you do all of this? You are a designer-trainer, and now you are also an artist and developer. How do you do it?"

Have you ever had an important meeting with your boss and diligently took notes as if you’re transcribing the entire conversation?  Have you ever anticipated taking notes at a conference keynote session because you were looking forward to the person speaking?  How often do you go back and read your own notes, though? Chances are we don't revisit our notes very often.  Why do we take notes if we don’t intend to do anything with them?  Our intentions and our motivation are there, but most often we end up looking hazily at our own handwriting trying to decipher a note.

Engagement is what motivates people to not only feel dedicated to their job and their life, but also to feel rewarded by what they do and how they do it. It pushes people to look differently and go above and beyond not because they have to but because they want to.  With 68.5% of the US workforce identifying themselves as disengaged, resulting in $550 Billion a year in lost productivity, companies today cannot turn a blind eye to the importance of having a fully engaged team.  

Have you heard these urgent requests before? "Can you make it quick, please?"  "Can you tell me how I can improve immediately?"

Make your online presentations more than memorable.  Make them unforgettable. Matt Abrahams, Stanford University educator and coach will share practical, research-backed techniques to confidently deliver compelling, authentic and memorable presentations for you and your audience.

We know bite-sized video works to deliver highly effective, targeted learning content and resources to employees. We also know that with the right approach to delivery (mobile!), bite-sized video has the potential to live up to the long promised "anytime, anywhere" learning capability of online training.

In today’s workplace, leaders and their teams have far too many shifting or competing priorities to manage effectively.  Challenges of all kinds can keep them from achieving desired results: inability to identify top priorities, constant distractions, pressure to multi-task, rambling meetings, email overload, 24/7 mobile technology, the inability to say "no," and many others.

Research shows that 84% of organizations are spending less than 5 cents of every learning dollar on exploring, acquiring and deploying informal initiatives, yet modern learners prefer informal methods.

There is a whole classification of eLearning development tools that install themselves as new ribbons in PowerPoint.

Feedback is a powerful intervention for improving human performance. Everyone gives and receives feedback every day in the workplace. Given appropriately, feedback can enhance a person’s motivation, competency, and self-image. Given inappropriately, feedback can leave a person feeling resentful, patronized, confused, stupid, and ashamed.

In nearly every organization, leaders are being held accountable to do something they cannot do-motivate others. Leaders can't motivate people, because people are already motivated. The question is not if a person is motivated but why.  

How do you make off-the-shelf content more engaging for your learners? You’ve got the content, but how do you get learners interacting with new concepts and applying them to their real jobs as soon as possible?

Coaching is a powerful and underutilized technique for improving human performance. Every manager can coach others to achieve mutual goals.  Coaching serves different purposes including building competence, encouraging teamwork, securing trust, setting expectations, and measuring success. Different contexts can benefit from different approaches to coaching.

Wake up your online learners! Learn best practices and proven strategies to keep online learners motivated and engaged.

You’ve nailed down your strategy (finally!). Your people want to help the business succeed. Your customers want what you’ve got. So, what’s standing in the way of success? Chances are you haven’t unleashed your hidden heroes - your managers.

Whether you deliver online or in-person training, there is nothing more powerful than managers who support training with well delivered coaching.

In this session, you will learn how to link a learning content strategy that relies upon bite-sized video to organizational objectives. The specific elements of a video strategy each guide a range of choices from how to incorporate the power of storytelling through video to achieve these objectives to decisions about specific video types, styles and delivery tools.  

Ever feel like a rubber band that’s ready to pop? Then YOU must be a department of one! The good news is that you CAN do it. Learn strategies and tips to help move you from feeling "over done" to "can be done!"  

Yes! You can make your technical elearning fun and exciting. How do you accomplish this?  Discover  the "Beng, Beng and Boink Learning," (BBBL) design approach. Most technical training and design aim for the perfect world. The trouble starts when learners are unable "to make" sense of the training because they can not touch, feel and manipulate the content.  The BBBL method is a metaphorical theme surrounding learning by problem-solving, diagnostics and troubleshooting. It’s essential in trial-and-error and discovery learning.

This webinar featuring Tracy and Thiagi begins with a survey of 20 different types of cards that can be incorporated in training activities.

For the average organization, it takes over 6 months for new hires’ contributions to payback the expense of recruiting and onboarding them. With some straightforward approaches to measuring the onboarding experience, training, and performance of new hires, organizations can significantly accelerate time to productivity and improve new hire retention.

Lack of trust is the root cause of major performance gaps in the workplace. A profusion of data from field research confirm that distrust reduces morale, accountability, and engagement and increases fear, suspicion, and duplication in all types of organizations. Most performance consultants believe that trust building is not a valid intervention. It is—and we can share proven principles and procedures that help us improve trust as a first step in increasing business results.