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.

Why is experience the ultimate best teaching model? Why do we miss out on opportunities for improving performance through experience? Research have shown that the demographics in the workforce are gradually changing. Companies are losing more experienced people. Moreover, it is equally getting more difficult to hire people with experience. Unfortunately, learning environments and training programs focus on the theory about the work, and  not gaining the experience  needed for the work. As a result, companies lose valuable human resource assets and ultimately, their competitive edge as well.

In 1969, the Project Management Institute (PMI) was founded. Project Management specialists were building roads, buildings, the new 'computers' and lunar modules. The AT&T telephone operators still plugged wires into boards to transfer calls! Paper memos slowly communicated work to be done. Multitasking was unheard of. The PMBOK (Project Management Body of Knowledge) established a standardized and control-focused approach to doing projects, much like ADDIE brought to the new field of training.

Can a virtual team be as effective as a co-located team? This is a question that organizations are debating, and the arguments on both sides are very compelling. Factors like work-life balance and organizational savings need to be balanced with the value of face-to-face collaboration and managerial oversight. Whether you personally embrace the concept or not, chances are you will participate as a virtual team member during your career.

Either by design or by default, your team’s environment and work practices are reflected in the level of service you deliver to clients and customers. New technologies, rising expectations and shrinking budgets challenge us all to new levels. How do you keep your project from falling short in delivering on time and in budget when things are constantly changing?

Our organizations are living through change and are learning organisms that need to adapt to and leverage the dynamics of change. The continually accelerating speed of change over the last several years has made employers and learners (employees) more impatient. Improvement or growth is sought in today's climate for any investment to provide its return in a relatively shorter period of time than a few years ago.

New tools for and ideas about learning are bringing in a new age for training and development practitioners. We now have real means of extending our reach, learners who can identify and satisfy their own learning needs, and opportunities to support workplace learning and performance like we’ve never had before.

With the expansion of the global workforce, and the continuous shifting of global economic factors, the time blended learning has arrived. A solid blended learning design makes sense instructionally and economically. But how do we make sure we do it right? What are the hidden challenges that can create a roadblock to success before we even roll out the program?

In this session, we'll discuss a whole new way to gather video learning materials from your subject matter experts. Rather than dragging them to a recording studio, why not put the studio in their hands?