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.

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.

Use this infographic in your organization to kick-start discussion on how to bridge the chasm of The Disengagement Canyon. For change to be successful, it must be clearly defined, aligned, understood and sustained. To do this successfully, address the 3 Critical Engagement Points in the infographic.

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.  

"Getting by" calls for answering some age old questions in a brand-new year. As the American economy continues to try to recover, many workers begin to wonder if another round of layoffs will occur in their companies. While jobs are being added in the government sector, the growth of new jobs in the private sector has been slow.  Businesses, even those doing well, have shown a reluctance to invest when there are so many uncertainties.  

I’ve come to realize over the years that some of life’s best lessons are learned in some rather strange locations. One of the oddest places at which I’ve "gone to school" has to be the ice show at Busch Gardens in Tampa, FL. The teacher was a performer named Albert Lucas.

It’s probably occurred to you that the comedian’s art and the trainer’s art have a lot in common. Over the years, I’ve worked with Disney Institute and Disney University and their trainers a number of times. And on these trips, I take advantage of the opportunity to learn from them, as well.

Small bites content is small, standalone, useful and accessible content. More importantly, it is learningcontent needed instantly for a micro task or activity at work. 

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.