Making the decision to exhibit at a conference is difficult these days. The cost of exhibiting continues to increase. Exhibit budgets are often difficult to justify. Top executives and financial executives are demanding more accountability. In some cases executives are suggesting that if you can’t show the value of exhibiting, you shouldn’t participate. While this is extreme, unfortunately, this trend is spreading. Conferences and exhibitions have come under close scrutiny about the value added.

What is peak performance? Identify peak performance in yourself and the trainers who work for you. Develop your training skills improvement plan based on 100 Training Clinic instructor behaviors and activities in ten competency areas. Become a peak performer in the classroom or on-the-job.

What’s the ROI? This is a familiar question people ask about almost any activity these days, including conferences. Individuals selecting a conference and managers funding attendance, often ask, "What’s the ROI for this conference?" Although the financial calculation is not necessarily what is desired, the concept of value received compared to cost is the issue.

Chunking, miniaturizing and boiling down content to fit into short and quick lessons for eLearning and mobile learning are difficult tasks: How does one know what content keep and throwaway? Furthermore, traditional content design assumes that learners must learn all the content. The challenge is that it leads to bloated, long, boring and costly eLearning and impossible to deliver in mobile learning.

Juggling multiple learning projects with multiple players while trying to do your REAL job makes you FRANXIOUS (frustrated and anxious).

Program managers of coaching initiatives report an 18% increase in the number of coaching programs evaluated to ROI over the past five years - and the numbers are growing. No longer is it acceptable to spend vast amounts of money of coaching programs and initiatives. Executives at all levels want to see results - including the financial ROI.

You know that games can be beneficial in helping learners retain what they learn. Of course, games can also distract from the content, so you must plan carefully what kind of games to include in your learning.

What does blended learning mean in today’s learning landscape, and how is it being used? What guidance or tools are available to help you select the right delivery methods and the most appropriate instructional strategies?

Surveys and questionnaires are common instrument used to collect data of all types. Whether evaluating a training program or assessing organizational climate, self-administered surveys are a tool with which we must contend. This webcast presents the four basic, but critical, challenges that can make or break a successful survey project.

Today, organizations are dealing with a unique set of challenges while also having even greater opportunities for innovation. At the same time, we now have at our disposal an "alphabet soup" of learning and business methodologies - ADDIE, HPT, BP, Six Sigma, LEAN, AGILE - and an expanding toolkit of formal, informal, social, virtual and mobile technologies and approaches. So, what does this mean for how we design, develop and implement efficient and effective learning solutions?

Most learning approaches are top to bottom, mandated and driven by leaders, trainers and learning specialists. This is an old production and content oriented model where the training departments must produce content for learners to consume. In today's economy, this is costly, slow and often times late.

An increasing number of organizations are turning to technology for on-demand learning to supplement their live learning programs. Geographic dispersion and cost management pressures drive this trend, along with a recognition that just-in-time learning mechanisms can provide more timely, more motivated learning precisely when it's needed, increasing motivation and knowledge retention. But it can be tricky to build cost-effectively on-demand content cost-effectively that truly engages. Why? On-demand training modules frequently lack "charisma" due to software or cost constraints.

Teamwork is an essential component of organizational productivity. Today's leaders require a wide variety of skills for high performance teamwork, and it is up to learning professionals to use the most-up-to-date methods available to develop these skills.

This presentation will provide an overview of Talent Development Reporting Principles (TDRP). It is ground breaking work that is targeted at having more meaningful dialogue with finance executives and is modeled after Generally Accepted Accounting Principles. Like financial statements there are similar reports for talent development investments. The session will go through the background, data sets and the outcome, efficiency and effectiveness statements that are revolutionizing how human capital professionals provide executive level reporting and link learning to business results.

Training is still "on trial", charged with incurring expenses in excess of the value it provides to the organization. Training must reinvent itself and transcend the classroom. Attend this information-packed hour to learn how to structure initiatives so they enhance on-the-job performance and impact the bottom line.

The e-learning module or virtual class is animated and interactive, but are participants using it? Learn the latest research on e-learning and live virtual design practices - what works and what doesn’t work to make the e-learning stick.

This is a follow-on to lively discussion and debate in the March 6 webinar, 'A Whack on the Head: Redesigning Learning Design'. In ' Part 1' on March 6th (recording available) we laid the foundation for redesigning learning design. We looked at the challenges facing organizations today, the "alphabet soup" of proven learning and business methodologies at our disposal, and the expanding tool kit of learning and performance support technologies and approaches.

Cognitive sciences have proven that people learn and perform best when they fully utilize their brains. The challenge for instructional designers is how to make this idea simple and easy enough to apply in the practical day to day world of rushing through learning and elearning projects, in a rapid way and of course effective manner.

Need to train people on using software applications? But you’re not sure if you want a video or interactive tutorial. Have no fear because Articulate Storyline makes the process super simple by offering the best of both worlds in software simulations.

Training is a business function, so why doesn’t management treat Training as a business function? Training's credibility within an organization can be fragile, and management often questions attempts to prove Training’s worth and validity. In recent years, concepts such as Training Return on Investment (ROI) have been touted as the solution to Training’s credibility gap, but has a focus on Training ROI helped or hurt Training’s position?

Building interactive elearning usually means you have to have programming skills or a team of programmers at hand. Today, that’s no longer the case. With Articulate Storyline you can experience the simplicity of working in a familiar interface and the power of creating more than click-and-read elearning…all at the speed of business.

As enterprise organizations expand to support a globally dispersed employee base, providing regular training and updates becomes a significant challenge. Live physical training sessions and events, simply don’t scale globally and cannot be implemented quick enough to keep up with the constant requirement for new information. By building a virtual training strategy, enterprise companies can effectively deliver real-time training that can be accessed by any employee or partner, from anywhere.

"Boring". "Tedious". "Painful". "Do I have to?" These are the moans and complaints of learners as receivers of the data-dump type of very technical and compliance forms of eLearning.

More than 70 percent of U.S. employees are either disengaged or neither engaged nor disengaged, according to a recent Avatar HR Solutions survey. Lack of engagement quickly leads to lackluster results, productivity losses, and low organizational morale.