Ever find yourself asking how to grow your company to the next level? How to radically change the culture of your organization? How to lead in a way that leverages diversity? It starts with self-awareness. Gone are the days when 20 potential leaders are whisked into a classroom or off-site for a week of intense leadership training. Today’s world of work requires intentional, repeatable and small bytes of learning.  

Does your company's ongoing growth depend on your ability to recruit and manage the kind of entrepreneurial talent that got it to where it is today?

Making learners feel comfortable and welcome from the moment of contact is critical to setting a productive learning environment. No trainer would disagree with this, right? Then WHY are so many of us failing to connect with learners before our sessions or unprepared when learners are entering our classroom - be it physical or virtual? 

Organizations are recognizing more than ever the critical need for laser focus on optimizing performance.

You see potential in good design. You can change behavior, drive results, decrease errors, and improve learner engagement. But, even the best designs are jeopardized if the process lacks the ability to support them.

You get a phone call. A client wants a proposal by close of business today - just three hours from now. You are competing for a dream assignment with two other groups. Can you create a compelling proposal? In this session Bob will share the exact proposal process he has used in this session multiple times.

Has your eLearning design gotten dull and same-old, same-old? Looking for some design ideas and inspiration?  Cammy Bean, Kineo's VP of Learning Design, shares some ideas and examples to get your design juices flowing. In this session, you'll learn to: Liven up your eLearning designs with strategies for making your content more human Design interactions that rely less on clicking and more on thinking Identify ways to extend the learning experience outside of the course and into the real world

This webcast will provide a step-by-step strategy for building a powerful coaching culture at your organization. The webcast will teach specific pitfalls to avoid along the way, as well as input on how to get managers not only trained, but also enthusiastically participating in your new coaching culture.

As an eLearning designer wouldn’t it be great if you could take charge of your eLearning environment right from storyboarding your ideas to generating responsive eLearning courses to being able to effectively deploy and track your learners’ performance? With Adobe eLearning solutions, you can.

This webinar explores how you can use board game formats to provide effective and engaging learning activities. Using interactive approaches, you will learn five break-through ideas that have radically changed the nature of this traditional interactive device: designer games, cooperative games, board games on tablets, video walkthroughs, and loaded websites. You will also participate in a demonstration of three board game frames of immediate use in your training: trivia game, matrix game, and polarity game.

This two-part webinar hosted by Matt Abrahams, Stanford lecturer and author of Speaking Up Without Freaking Out, provides a hands-on, practical introduction to techniques that will help you develop and deliver engaging, participative and impactful webinars.

Up to 47% of jobs are highly susceptible to computer replacement in the next decade, according to one landmark study. Robots are after your job. In original global research conducted with Oxford Economics, we discovered that the number one concern people have about their jobs is that they will become obsolete. What can people do to prepare their careers for tomorrow?

Congratulations!  You’ve developed the greatest training program ever.  The content is ideally suited to our business problems, the technology works, and the employees seem to like it. There’s only one problem . . . nobody knows what to do with it when they return to their jobs.  If that’s not a nightmare scenario, I don’t know what is for a training professional!  

When it comes to bridging the engagement gap, are your managers part of the problem or part of the solution? There’s a wealth of research showing that managers not only play a large role in whether or not employees are engaged, they often don’t seem to know what will actually engage them.

Huge investments are made on compliance courses to meet the demands of regulations, teach learners guidelines and avoid legal liabilities. The challenge is that compliance takes an enormous amount of time and does not necessarily accomplish the results.

There is plenty of talk about flipping training and then there is research on what works. Typically, more passive content is what people use on their own and more active content is saved for face-to-face delivery.

So you are a consultant. Do you have a business? Or is it a practice? Do you have passive revenue? Or do you only generate revenue when you are working? Do you want passive revenue? In this session Bob will share the steps he used to move from a practice to a multimillion dollar business. 

Does your onboarding program leave your employees energized and excited? Or do they see it as a boring required chore? Would you like your new hire onboarding to be more interactive and engaging?

This two-part webinar hosted by Matt Abrahams, Stanford lecturer and author of Speaking Up Without Freaking Out, provides a hands-on, practical introduction to techniques that will help you develop and deliver engaging, participative and impactful webinars.

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?