This paper is focused on the mobile virtual classroom but don’t worry, we’ll be covering the other concepts (globalization and social networks) in future publications. (The concepts are useful here to help explain the context in which we will be discussing the mobile virtual classroom and its place in the modern virtual classroom.)

With over 21 years of customizing leadership and management programs for hundreds of clients - and training thousands of leaders and managers - we know what works, and what doesn’t when it comes to making leadership and management programs "stick". Many leadership and management programs are events that come and go with little impact on the organization. However, when a leadership development program "sticks," productivity improves, innovation increases, leadership emerges, and employee engagement and loyalty soars!

Discover the impact of a Volatile, Uncertain, Complex, Ambiguous (VUCA) world on current and future leadership requirements.    Learn how thinking agility will help you and your leaders adapt, focus and get more done in a rapidly changing and increasingly noisy environment. Explore four specific steps you can take to build your own and others’ thinking agility. Create your own action plan from the provided checklists to start putting better thinking to work for better performance and results.

Do you want to learn about gamification and see a great example in action? Do you want to make new connections to help your career and business? Do you want to learn the latest in analog and digital networking? Do you want to maximize your experience in a conference like Training Magazine's 2014 Conference and meet your peers who plan to attend? Do you want to learn the secrets of conference hypernetworking?

This report looks at the implied promises to the instructional design field which include:  -Promises to the instructional designers/developers that they are valued not only financially but also as a professional.  -Promises to the instructional designer/developer’s organization that instructional designers/developers get better, deeper learning and show results through learning transfer.  -Promises to learners that their learning experiences are valuable use of their time and support their current and future work.  Finding ways to reach into organizations for these measures required tapping the instructional design industry and market. A series of focus groups or interviews was planned. This report summarizes the interview process, data, and projected next steps based on interview results. Data gathered about these promises will become part of the ID Certification application process of 2016. 

Micro-learning is the tiny bursts of learning we do every day to solve problems, make decisions and improve performance. All training involves a micro-learning phase if the goal is behavior change and ROI. Trainers tend not to emphasize this last mile of learning because it is too personalized, short lived and entangled in work. Learn how new technologies and methodologies are changing that.

Successful leaders think differently. They think intentionally about where they are and where they want to go. They think strategically about how they can get there from here. And successful organizations are made up of successful leaders. Can changing your thinking really change your life and how your organization functions? Consider this: after studying successful people for over forty years, John C. Maxwell believes they are all alike in one way: how they think! That is the one thing that separates the successful from the unsuccessful.

While our world is now fully global, most educational institutions are failing us drastically when it comes to preparing employees to work across cultures. While most jobs nowadays require some type of across the border interaction, too few employees are appropriately prepared to avoid the cross-cultural land mines that lay within the international arena.

Most trainers would like to see their training stick so it is used by participants in their jobs... if only they knew how and had the time. This session will feature practical, evidence-based techniques for instructional designers and training instructors to increase transfer of training, whether it is instructor-led training, self-paced elearning, or a blend. Barbara will demonstrate several new training transfer technology tools to make it quicker and easier than ever to make the training stick.

Do you wake up every Monday raring to go to work, full of new ideas, confident that you’ll be able to implement them, and passionate about what you do? If so, would you like to stay that way? And if not, doesn’t that sound pretty great?

There are many authoring tools in the marketplace and each has its strengths and weaknesses. At Training 2014 Conference & Expo, Joe will give an unbiased overview of all of the two tools in three categories: PowerPoint Add-Ins, Installed (non-PPT) and Cloud-Based.

After spending close to 30 years in human resources and organizational development, and participating  in  countless  retention and succession planning initiatives, I’ve  come to the conclusion that employees are not primarily fired or promoted because of their education, skills, or even amount of experience. Of course, those things are important in their own ways; you are expected to be informed, up-to-date, and capable of doing the job, whatever that might be. However, it’s often the intangibles that define an outstanding employee (or conversely, the less-than-outstanding employee). Companies increasingly understand this shift, and have implemented behavior-based interview techniques during the candidate evaluation and selection process. This approach aims to match the key behavioral and / or trait competencies of an applicant to those that define success in  a  particular job - or in a broader sense, in the larger organization.

In this session, you will learn how games are designed to have escalating pressures and tensions that engage the learners.

Large, global organizations typically operate disparate business systems around the world - increasing information technology costs and impacting service consistency for customers. To increase efficiency and performance, many enterprises choose to optimize their operations based on globally standardized ‘core’ systems. Implementing core software applications, such as SAP, PeopleSoft, SalesForce, Maximo, WorkDay, etc., takes a major investment not only in the technology infrastructure but also in preparing the end-users to operate within the system. Business cases are prepared to forecast the potential savings resulting from the installation of the new application. Assumptions are made on how quickly and thoroughly the users of the application will be able to use it efficiently and effectively. These expectations can be jeopardized if the technology roll-out is delayed or slowed because the users are not ready to meet these assumptions. If a company wants to achieve its business case goals, they need to ensure they get maximum end-user adoption with skilled, competent users.

It’s one thing to be clear, concise, and in control of your message when you’re speaking to a group of people in a live conference room setting. It’s an entirely different thing to keep audience members attentive and engaged when presenting virtually.

Today’s dynamic global economy has increased the need for organizational training across all industries. Efficient, cost-effective training and employee development are necessary for day-to-day operations and for meeting strategic business objectives. Many organizations turn to online meeting tools to meet their needs, and there’s no shortage of options. Simple and free. Low-cost/low-feature. Enterprise-grade offerings built for business. But online learning and collaboration require more than a one-size-fits-all solution.

Analysis, design, development, implementation, and evaluation (ADDIE) are all important steps in the design of effective e-learning applications or any learning program. While there have been many adaptations of ADDIE, many of them were made before we had today's tools, challenges, and opportunities.

Do you wake up every Monday raring to go to work, full of new ideas, confident that you’ll be able to implement them, and passionate about what you do?  If so, would you like to stay that way?  And if not, doesn’t that sound pretty great? Best-selling author, keynote speaker and bona-fide expert on employee engagement, Bob Kelleher has researched and reflected on these issues deeply.  In his new book, I-Engage:  Your Personal Engagement Roadmap" Bob offers valuable insights and even potential solutions.  Click below to download the first chapter of this latest revelation.  It begins... Engagement is the key. Back in 2003, global consulting firm Towers Perrin (now Towers Watson) identified and defined an intriguing concept that would go on to revolutionize the way companies thought about their most important asset: their employees. Called "employee engagement," it was originally loosely defined as "the capture of discretionary effort." Discretionary effort, simply put, means going above and beyond at one’s job, or putting in additional effort, because one wants to do so. 

Most of the issues that keep us up at night or prevent organizations from being successful are not problems that can be solved. Rather they are paradoxes that need to be managed. Unfortunately, most of us never learned to distinguish the two…or the methods to address the paradoxes.

Just as B2B sales strategies must adapt to increasingly savvy buyers, sales training must change too. This brief discusses how newer training content and methods can result in a better, smarter sales force.

A memorable learning experience must effectively balance rationality and emotion to deliver flow, transmergence, and loyalty. This requires you to see learning experiences in a new way, and design in a new way. The Learning Experience Canvas is the new way.

Attention spans are dropping at the same time technology is advancing, leading to a digital skills gap costing the U.S. economy 1.3 trillion dollars in lost productivity. Therefore there’s an ever-growing need for new and better ways to teach, learn and train the 21st century workforce -- and Microlearning is the solution. This white paper is designed to educate L&D professionals on the advantages microlearning can offer their organizations and a brief introduction on how to create it. In this white paper you’ll learn: Why microlearning is better for learners Why microlearning is better for trainers and creators The principles of effective microlearning and how to create it for your own organization  

Millennials are infiltrating the workforce while managers and older generations are scrambling to understand and work with this fascinating group. The phrase "What’s up with the kids these days?" is not a new one, but with millennials, there seems to be an entirely new set of challenges and opportunities. By 2015, Millennials will outnumber Boomers in the workforce - Are you ready?

Despite billions spent on leadership development, the investment doesn’t seem to be having the impact one would expect. This may be due to the lack of traction these programs typically have when it comes to lasting behavior change. This white paper provides 22 lessons that will help increase the likelihood that the skills learned in a leadership development program will "stick" and be used on the job.