A Perspective on Competencies by Hale Associates.

Content is only as good as the input your training development team uncovers to create it. You have skilled developers but if they aren’t getting the information they need their content will miss the mark.

Experiential learning presents a highly unique growth opportunity for participants, as well as a tool that planners can use to achieve a specific outcome. Differentiated from more traditional team-building, experiential learning uses a blended approach to learning, integrating activities, exercises, adventure elements, quiet time and ongoing post-event coaching to create powerful programs of leadership development, strategic planning, mentoring and coaching, communication, feedback and observation as well as enhancement of behavior styles.  

Every organization that delivers employee training and development programs must deliver learning content. It’s not an optional part of training programs; in fact the content should be the central or most critical part of every employee development initiative. The challenge in today’s world is that traditional approaches to content might no longer help organizations find, develop and deliver the right content to the right employee at the right time.

Beyond the Sales Process focuses on the frontline of engagement with customers. It is specifically intended for salespeople, account managers, their managers, and sales leaders, as well as others who have responsibilities and pressures associated with developing and winning business, and those who are tasked with extending and expanding their relationships with customers.

Either by design or by default, your team’s environment and work practices are reflected in the level of service you deliver to clients and customers. New technologies, rising expectations and shrinking budgets challenge us all to new levels. How do you keep your project from falling short in delivering on time and in budget when things are constantly changing?

"Performance management" sounds wholly positive. After all, who can argue with better performance? And effective performance management (PM) programs can deliver significant, tangible benefits such as: Increase in time spent on strategic priorities Improvement in employee productivity Jump in project completion rates More decrease in turnover

Talent Expert and bestselling author, Roberta Matuson explains how to navigate the changing talent pool and the challenges of attracting top talent that will stick around. The impact of extraordinary workers—ambitious, driven employees who can be counted on under a tight deadline, are always seeking to improve, and consistently deliver results—is undisputed, and having such workers can determine a company’s success, especially as companies seek to take advantage of business growth opportunities. With concrete tips you can immediately implement, this event will be an invaluable guide to attracting and retaining the top talent that can transform your organization.

Managers are the connective tissue of your culture, creating a series of invisible, interwoven links between individuals, leaders, the business, and the strategy. When managers are living, promoting, and celebrating your culture, they are bringing it to life every day at the team level. This is critical because that’s where the real employee experience takes place.

Is your learning organization seen as a cost center or a strategy enabler? No matter what organization you’re in- change the game - stop being measured and limited by your budget and tie the business investment into value.

In this white paper we examine valuing alternative futures and the use of qualitative probability theory to weigh the consequences of different actions.  We'll show how to use a common platform to engage their clients in the process of identifying assumptions, weighing the risk of those assumptions materializing or not, and valuing choices based on the probability of possible outcomes. Benefits: The benefits are participants will receive a set of tools and decision models that encourage logical thinking, discipline, and consideration of organizational realities that, in turn, will help them:   Save time.   Avoid unnecessary costs.   Increase their confidence.   Be perceived as having business smarts.   

This presentation will offer relevant insights for modern day L&D organizations whose learners have smart phone devices and use social networking tools. It will discuss the best practices to evaluate learner experiences using mobile devices and when in social networking platforms. It will further discuss how to deliver reports and analytics to stakeholders using mobile tools like dashboards via tablet devices.

The employment market is fragmented and diverse. Every sector of business requires instructional designers and developers. Many employers prefer Instructional Designers (IDs) with experience in their business sector. This means that subject/content experts with a talent for teaching often move into instructional design using their field-specific knowledge as the key to open the door to course design and development, but with little or no formal preparation for quality instructional design and development. This paper discusses the practice analysis process, including survey results that generated nine primary skill set domains for IDs.  

In today’s business demands, worker knowledge and skills are rapidly and constantly changing. Consequently, organizations are increasingly relying on the learners to "learn on demand," on need, on-the-job and independently.

What are the 3 Steps to Success YOU can take in your first 90 days to facilitate your own success?  We often have the tendency to look around us and see how others are doing things, and then assume, often wrongly, that that is how we must do things. Here are steps that every successful consultant, either knowingly or unknowingly, has followed in achieving success.

Your GOAL is to keep your learners focused, engaged and learning during your online training sessions. PROBLEM: We, as online trainers, are not keeping attendees busy enough. They are multitasking because they can.

What knowledge is most critical for your employees to perform at their best? How are you ensuring that this information is "above the noise" and differentiated from other information or training they are bombarded with every day? How do you know if they’re getting the message? And how engaged is your workforce, anyway?

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.