Manage learning and development like a business by gathering the right metrics, driving continuous improvement, and reporting results up to the executive level.

We’re sure you’ll echo our sentiment when we say that lecture-style training sessions can be quite the bore. Maybe even to the point of your business experiencing a case of "death by PowerPoint" (think rolling eyes and uncontrollable yawns). Since that’s no way to keep employees pleasant and productive, let’s see what we can do to switch things up in the boardroom.

This webinar is dedicated to teaching how organizations can gain a competitive edge in the marketplace using coaching. Learn how to educate employees and managers about their responsibility for coaching. Learn how training staff get managers engaged and have a dialogue that facilitates manager involvement for coaching.

What's your biggest leadership challenge? Engaging employees? Preparing emerging leaders to step up? Building high-performance teams? Developing a leadership mindset across the organization? If you're like most training leaders today, the answer is "all of the above." The good news is, you and your leaders already have the best tool for navigating an "all of the above" world-the brain. You just need to know how to consciously shift your thinking when the situation requires it. Learn how to do it in this interactive webinar!

A LOLA is a Live Online Learning Activity that transforms boring webinars into dynamic interaction. In this walk-the-talk session, learn to increase and improve interactivity in your virtual classrooms through the use of five new types of LOLA.  Use textra games to add something extra to textual content on the screen. Use Assessment-Based Learning Activities to integrate diagnosis with just-in-time training. Use instructional magic to intrigue your participants into mindful learning. Combine storytelling techniques with the case method. Use optical illusions to encourage metaphorical exploration.  

Pictorials, symbols, emoticons, visualizations and snapshots are 30-Second Learning Moments. However, they are challenging to create and construct because of pressure to deliver massive amounts of content. There is fear that our learners may not grasp what we want them to learn. This is the "They Must Learn All Content" mindset of trainers and designers.

We've all been there- as a current or aspiring HR leader; we all know that the business of putting out fires often takes over any time to be proactive in our roles. I've found two things that lead to success in pushing past this mode of operation. The first is taking responsibility for your own career development and creating a plan of action. The second is breaking your learning into small, manageable bites so that you're able to master upgrading your skills and approach.  

Learners are constantly on the go and demand rapid, short and instant learning tools to perform on the job. Whether participating in structured courses or informal learning, they want knowledge acquisition to be fast and easy. Their leaders and businesses allow less time for training and expect shorter learning time.  

Who else has gone to training, or a workshop, or a conference -- gotten inspired, perhaps overwhelmed with all the information -- and 60 days later -- no matter how great the experience -- has to admit that they have not applied anything (ok -- very little)? Our learners have this happen more often than we'd like -- and if we are honest as trainers we do it too!  

We have reached a unique time in history where no longer can we increase working hours and workloads expecting to maximize productivity and engagement.  We can do better though - in a way that is both "good for people and good for business."

Pretend Lou just asked you how long it would take to you to design a job aide to support the new Hands-Only CPR process for your company. What would your answer be? Would you need more time to answer? Would you quickly Google to see what else is available or wing it on your own? And once you told me the number would it be how long it would take you uninterrupted or how long it will take you on the calendar given your present workload? In other words, if you said 2 hours would I get the job aide in 2 hours or two weeks from now when you have time to work on it?

It is widely understood that stories are a great vehicle to communicate essential lessons and enhance learning - especially when used to influence, motivate, and lead others. For most people however, the understanding stops there and key questions remain unanswered. What stories are most important? How do you standout in a sea of sameness? How do you write, tell and publish a good story?

Many trainers and designers are reluctantly giving in to the administrative (cover my back) tasks of ensuring that learners click all pages to show compliance and certification from elearning courses. A true case from a client attests to this: "We don't care if learners learn as long as they show proof they read 9,000 words worth through page clicking."

Technology is constantly evolving and learning materials are not keeping pace. The irreversible path towards Cloud-based applications is deeply impacting businesses of all sizes and from every sector. But most companies have yet to realize that their workers need now more than ever to adapt their digital skills to these rapid changes. The skills gap, accompanied by the fact that learners are changing their own behavior, is urging their L&D teams to embrace a new era of online training: open to everyone, Cloud-based, fully localized, and always up-to-date.

The future is coming up fast. Already, technology is changing so quickly that we can easily imagine future work lives that barely resemble the ones we lead today. Yet we must create and sustain leadership roles in an increasingly complex world.

Although we don't have a sell-by date stamped on our foreheads, according to a 27-country survey, obsolescence is the number one concern employees share around the world. Will my skills and abilities remain fresh in order to sell my wares in the marketplace of jobs? Or will I pass my sell-by-date and become obsolete, facing underemployment or unemployment? There is reason to worry.

How often do you hear trainers, designers and elearning developers complain about their SMEs?  

In the video, Ray discusses how extreme events make their mark in the learners' minds and triggers quicker recall rather than regular day to day events. By Ray Jimenez, Ph.D. Contact Vignettes Learning for more information. Click here.

In the video, this type of content is discussed and how this can be made accessible to the learners at a later time as they need it on the job. By Ray Jimenez, Ph.D. Contact Vignettes Learning for more information. Click here.

Here we are shown how to identify the key ideas that learners need to be trained on, to immediately apply on the job. By Ray Jimenez, Ph.D. Contact Vignettes Learning for more information. Click here.

Here, it is explained how our minds work, how it stores information and how it associates facts with events. By Ray Jimenez, Ph.D. Contact Vignettes Learning for more information. Click here.

The lesson is designed to provide you with tools to successfully delegate and  helps you reflect and discover best practices. By Ray Jimenez, Ph.D. 2014

This video seeks to differentiate interactive stories from usual narratives and how that distinction impacts learning. By Ray Jimenez, Ph.D. Contact Vignettes Learning for more information. Click here.

Do you feel like the order-taker in the training drive-thru lane? If so, join thousands of other training professionals who can relate to this feeling. In the sold out part 1 of this program (recorded in June 2014), Jim and Wendy explored tactics for creating more meaningful communication with training requesters to maximize the performance and results that the training is intended to support.