It’s our favorite webinar of the year… time to PARTY. This year we’d like you to don your best Halloween Costume, pull up a candy bowl and get ready for FUN. All of this, while coming up with great ideas for making your webinars more engaging and interactive. We might bring the tricks… and there are guaranteed treats!

In these changing times, organizations are battling more employee related issues. With unemployment being low, retaining top talent comes to the forefront. And with millennials rapidly entering the workforce, generational challenges become prevalent. So how do you combat challenges like retention, recruitment, succession planning, as well as continued leadership development?

Action Learning is a dynamic process that helps participants learn individually, as a team and as an organization.  Ultimately, this process helps organizations develop creative, flexible and successful projects that can serve as best practices and increase shareholder value.

Careers used to be predictable. There were ladders. Each rung led up the hierarchy. Then individual aspirations and company needs began to evolve. Old ladders became largely inaccessible. Some rungs disappeared, and the space between others shifted from steps to leaps. Today's marketplace demands an agile workforce. Organizational structures have become fluid and flexible. As a result, career mobility has emerged as essential for individuals at all levels. No longer is mobility just about physical movement or assuming the greater responsibilities that come with a promotion.

For many years our industry has functioned under this premise, "We know that 1:1 training is the most effective method to learn/teach, but that doesn't scale". We created elaborate self-paced instructional courses that allowed anyone with a connection and the right computer equipment the ability to learn from an expert. And that worked. For about a decade. The eLearning course solution has been failing companies for many years now. It's time for something new.

In Part 2 we will study more techniques for making games both engaging as well as efficient learning experiences. We will look at:   CCAF: the basic components of both powerful elearning and fun games The critical role rules have to play in making games fun The four types of rules Converting instructional content into rules Some serious learning game examples

Job postings have out-paced employee hiring for the first time in 16 years. Within 3 years, it wouldn’t be unheard of for a company to lose 35% of its employees to new jobs (10% of whom would still be within the company).

Most eLearning, webinars and face-to-face training focus on memorization. Critical thinking and building expertise are left to chance. As a result, this environment adds to failure on the job, poor performance and yet costly training. Furthermore, the challenge has been that software for learning systems reinforces memorization and discourages thinking and reflection. However, on the contrary, when tasks change quickly and business leaders want demand agility, critical thinking and rapid expertise development is the new norm. 

The idea of digitizing your high-value training materials may seem like a daunting task. But in fact, there is a road of best practices that you can follow to make it seamless. The key is to start small - perhaps with PDFs and securely delivering them - and work up to interactive material with analytics so that there is a continuous improvement of content. Just do this one step at a time.  

By 2020, millennials will make up over 50% of the American workforce. Typically defined as individuals born between the mid-80s and early 2000s, this generation has already begun to move into professional leadership roles.

As much as 85% of new learning never gets applied, drastically reducing the potential organizational impact. The solution is not more learning but more learning transfer. Learn practical tips on what works and what doesn’t work when it comes to driving manager involvement in supporting learning initiatives. Plus, see how technology can be used to automate participant reinforcement, simplify manager coaching, and gain critical management support. See how several companies’ learning initiatives excelled with learning transfer through manager involvement.

Adult learning principles state that adults learn best when content is relevant. So why do most virtual classroom lessons rely on lectures and slides? One of the most effective ways to ensure learning sticks is by getting learners involved, and scenario-based learning design does just that.

Is xAPI here to stay? This is the billion dollar question. With any new technology, there's a small set of early adopters who take the plunge, while others wait in the wings. When you're responsible for the learning and development of a large organization, it's wise to wait and see if this is going to get traction or if it's just a well-hyped flash in the pan.

Transform Your Sales & Marketing Enablement at the Speed of Business: Lessons from Microsoft’s Leading-Edge "Corporate MOOCs"   The challenge facing most organizations: transforming at scale and at speed. The answer for Microsoft was leading-edge "Corporate MOOCs" which they have continually innovated in their quest to transform to a mobile-first cloud-first company at 21st century speed.

Nearly half of all sales executives in the U.S. have voluntarily left a company because of their direct managers. In many ways, managers are as important as the C-level in influencing a company’s culture. Yet many of today’s managers have had little management training and even less development, emotional intelligence and insight into the psyche of their employees.

Do your employees really know what you're trying to accomplish as a team and an organization? New research links organizational underperformance and failure to meet key objectives with rampant employee confusion about Key Results. 85% of organizations say Key Results are not clearly defined such that employees at all levels can engage. Download "Clarity Is Key" to discover the impact that clear communication has on results--and use this information to guide your team effectively, boost results, engage employees, and reach goals faster than ever.

Video has become the de facto medium for delivering employee training at scale. While working with video has traditionally been complex and time-consuming, recent technology advances have dramatically simplified the process of capturing, managing, and sharing it.

As products and services get more complex, providing the right training has the biggest impact on improving proficiency. With 75 million baby boomers approaching retirement, how do you cater to the next generation of digitally savvy workers? Augmented and Virtual Reality provide the links that enable you to deliver valuable training and performance support resources directly to your audience wherever and whenever they need it most.

When one starts with the content aspects of Microlearning as a focus, trouble brews. Microlearning has nothing to do with learning. It has to do with usefulness. Sadly, the worst thing we have done about Microlearning is calling it "learning."

Spooky ghosts, goblins and ghouls might be looming in your alleyways and hiding in dark corners with Halloween coming up but they shouldn’t be causing a fright in your LMS!

This session is geared specifically toward helping sales managers and sales professionals create more effective and more persuasive B2B sales presentations.  

Join Dr. Allen Partridge, Senior Adobe Digital Learning Solutions Evangelist for this thought provoking hour examining the rapid transition in Learning Management solutions from traditional on premise database solutions to dynamic, responsive and simple to use cloud systems. We'll discuss the changing of the guard, and dig into the ways that this transition can help your support better learning in your organization, and better awareness of the efficacy of your learning programs.

Before you begin a search for a learning partner, we have a list of seven questions to help you understand your internal environment and all the factors that affect the success of your learning program.  Do you understand your learning culture?  Have you defined your target audience and do you understand their needs? Has your organization defined your core competencies? You may have some homework to do before you make your list of criteria for your learning partner.

Developing a blend takes investments in hardware, software, content development, and program design.  Implementing a blend requires investments in managing the program, marketing the program, and maintaining motivation through what might be a multiple week (or month!) program for participants. When we develop a face-to-face program, we know immediately after delivery what needs to change and we can adapt before we teach again. With blended programs, it might take six weeks to figure it out. After all this, how do we know if the blended learning program was worth the investment?  Sure, we can tell if people enjoyed the content using Level 1 evaluations, and if people LEARNED the content using Level 2 evaluations, but how do we evaluate at Level 3 (Are they using what they learned on the job?) and ultimately Level 4 (was it worth the investment?). These components together provide the background we need to calculate the Return on Investment (ROI) of our blended learning initiative.