This webinar explores how you can use board game formats to provide effective and engaging learning activities. Using interactive approaches, you will learn five break-through ideas that have radically changed the nature of this traditional interactive device: designer games, cooperative games, board games on tablets, video walkthroughs, and loaded websites. You will also participate in a demonstration of three board game frames of immediate use in your training: trivia game, matrix game, and polarity game.

This two-part webinar hosted by Matt Abrahams, Stanford lecturer and author of Speaking Up Without Freaking Out, provides a hands-on, practical introduction to techniques that will help you develop and deliver engaging, participative and impactful webinars.

Up to 47% of jobs are highly susceptible to computer replacement in the next decade, according to one landmark study. Robots are after your job. In original global research conducted with Oxford Economics, we discovered that the number one concern people have about their jobs is that they will become obsolete. What can people do to prepare their careers for tomorrow?

Congratulations!  You’ve developed the greatest training program ever.  The content is ideally suited to our business problems, the technology works, and the employees seem to like it. There’s only one problem . . . nobody knows what to do with it when they return to their jobs.  If that’s not a nightmare scenario, I don’t know what is for a training professional!  

Learning content has never been easier to create. It is true that creating learning content comes with its own sets of challenges, but the plethora of tools available today have made authoring somewhat easier. What is not getting easier, however, is information overload for the learner. Organizations with the ability to easily create content on the fly means that new content is often created for every situation. Now, learners have to sift through mountains of content to get the information they need. A recent report showed that 24 percent of learning leaders said "content overload" was a huge problem in their organizations, and 38 percent more said that knowledge transfer and retention of content are their biggest challenges.

When it comes to bridging the engagement gap, are your managers part of the problem or part of the solution? There’s a wealth of research showing that managers not only play a large role in whether or not employees are engaged, they often don’t seem to know what will actually engage them.

Huge investments are made on compliance courses to meet the demands of regulations, teach learners guidelines and avoid legal liabilities. The challenge is that compliance takes an enormous amount of time and does not necessarily accomplish the results.

There is plenty of talk about flipping training and then there is research on what works. Typically, more passive content is what people use on their own and more active content is saved for face-to-face delivery.

So you are a consultant. Do you have a business? Or is it a practice? Do you have passive revenue? Or do you only generate revenue when you are working? Do you want passive revenue? In this session Bob will share the steps he used to move from a practice to a multimillion dollar business. 

Discover how a Whole Brain® approach can transform the ideation process. Explore some of the specific Whole Brain® ideation, experimentation and problem-solving processes the team used. Learn how this global liquor giant was able to come up with and successfully implement a number of groundbreaking new marketing ideas by injecting Whole Brain® Thinking into their innovation process. Find Out how the "killer" marketing ideas that resulted from the Whole Brain® approach directly led to increased merchandising sales that outperformed the competition, as well as double-digit brand growth.

Does your onboarding program leave your employees energized and excited? Or do they see it as a boring required chore? Would you like your new hire onboarding to be more interactive and engaging?

This two-part webinar hosted by Matt Abrahams, Stanford lecturer and author of Speaking Up Without Freaking Out, provides a hands-on, practical introduction to techniques that will help you develop and deliver engaging, participative and impactful webinars.

The marketplace is changing, and the way you lead must change too. Leading through change. You can’t expect your people to change if the leaders are not willing to go first. To drive change, you must help your people understand the changing marketplace, the strategy to address that change, and the important role each plays in delivering that strategy. This typically requires new thinking, new behaviors, and new processes.  If you aren’t modeling those changes then you can’t expect your people to do it.

Delivering learning to employees is only the first key step in improving performance. Employees have to retain the gains in knowledge and skill, or the time, energy and effort that went into the program was for nothing - wasted. Delivering learning to employees is only the first key step in improving performance. Employees have to retain the gains in knowledge and skill, or the time, energy and effort that went into the program was for nothing - wasted. The challenge for many organizations and professionals is that we focus so intently on employee learning, we overlook the importance whether our employees retain any of what they learn. As it turns out, reinforcement of lessons learned is a powerful part of learning and vitally important.

Is your business prepared for the way we’ll work in the future? To stay ahead of the competition you need a proactive, integrated approach to your entire  talent management lifecycle. SuccessFactors offers a full suite of talent solutions to help you: Attract,engage,select, and hire the right talent Get your new hires up to speed in record time Provide continuous performance management Reward and retain your top talent Identify and anticipate talent gaps Provide learning anywhere, any time Get content as a service Harness the power of collaboration

Research featured in Harvard Business Review show improvements in happiness and well being associated with positive outcomes in employee engagement (up to 10x more engaged) and higher levels of sales (37% average increase across multiple studies).  Social support was shown to improve not only levels of employee satisfaction - but also lead to improvements in customer loyalty and industry service metrics.

New employees offer promise and potential for their employers.  In order to be successful, they must acclimate quickly to their new organization’s culture, structure, policies, procedures, and job expectations. If this does not occur, the promise of a new employee can quickly become a liability.  Further, employees who are new to an organization, generally consume more resources then the value of their productivity (Rollag, Parise, & Cross, 2005).  It is critical for organizations to experience a return on their investment by means of increased productivity over time. This will not happen if new employees fail to reach full productivity or leave the organization before they have an opportunity to contribute in a way that affects the organization’s performance outcomes and bottom line (Chang, Ehrlich, & Millen, 2004).  

All consultants are not created equal. And all consultants do not earn the same amount of money. And some consultants know more -- and get paid less. Why? 

In this session, you’ll learn about some of the latest emerging neuroscience and behavioral science about how humans really learn. What the empirical data tells us is there are amazing connections between the reality of learning and video, especially micro-video.  Some of what we think we know about human learning is simply mistaken. 

The standard, oral sales proposal is dead. Salespeople know it, and they’re increasingly turning to different presentation approaches as a result. But no matter the platform, it’s easy to forget that the content you develop isn’t just about you - it’s about your audience…their pain points, requests, questions, you name it. We know that prospects who receive tailored content are 40 percent more willing to buy. So, how can you develop a personalized proposal that will make every client feel like a big deal?

This session will provide specific strategies and methods to ascertain who we should train and coach. For far too long we have shuffled people down to the training department for employees to be trained. On the other hand what we are we to do as manager or trainers when employees are unwilling participants? Employees have a huge responsibility in their development.

In many professional areas, it is usually a good strategy to look to common practices in the field as a guide - maybe not for the most cutting-edge ideas, but at least for reliable models to follow. Unfortunately, in e-learning this can often be a recipe for disaster.

Successive approximation, rapid prototyping, agile methods… they all call for iterative development. With each iteration you take a product out to the learners and gather new input into your designs. Does this completely mess with everything we’ve learned about the ADDIE model? How do you know when to stop iterating? How do you convince your project sponsors to go along? Is this just an excuse for releasing shoddy work?

At some point, even experienced trainers, facilitators and managers find themselves standing before groups whose dynamics are all over the board.  Everyone is expressing an opinion, ideas are flying at warp speed, emotions are high, disagreement is rampant, and some participants in your group are shutting down - while others are rebelling against the process.  Wouldn’t it be great to have the tools that allow you to regain control and confidently lead your group to effective results?