An organization’s culture has a tremendous influence on employee engagement. A culture that features opportunity, personal accountability, inclusion, community, and validation will lead to engaged employees. But how do you create that culture and how do you maintain engagement throughout an employee’s time at your company?

Using the book, "Story Impacts Learning and Performance" as a point of reference, Ray Jimenez will share how he uses engaging stories and Articulate StoryLine to author"What if I die today?" - Story Impacts eLearning Exercise.

There's formal learning and there's informal learning, and never the two shall meet. Unless, that is, you really care about results and transfer back to the job. This case-study will show how formal learning, on-the-job transfer, and cutting-edge social technologies are being integrated into an employee accreditation program and a sales readiness initiative. An integrated approach to blending the formal with the informal also provided an opportunity to use workforce analytics to measure impact.

Coldwell Banker recognizes the importance of succession planning and developing new leaders. To accomplish this, they have developed an intensive one day skill and behavior assessment program to identify and qualify new Sales Managers. To expedite manger readiness, Coldwell Banker is also developing a precision based personalized training program based on an extensive competency model.

Ask SMEs (subject matter experts), your boss or client about what could be the most important part of the content. And the answer? Usually, "EVERYTHING." We all want to believe this. Yet in real-life, there is hardly enough time to cover all of the content. Consequently, we attempt to shove them down the learners’ throats. We extend training time beyond what is necessary.

These days every organization is looking for ways to do more with less, often alongside the pressure of reduced budgets. There are a lot of ways to add value to learning without increasing costs, but first we need to look at the true cost of training and comprehend the real value they deliver for organizational performance. This workshop looks at ways to reduce content documentation time and increase the value of training deliverables using the Learning Paths Methodology, which is rapidly becoming the global standard for lean training. We'll explore how a Learning Path designed for an entire job can be integrated with courses and e-learning to reduce overall training costs and make the learning process as lean as possible. We'll also explain the sizeable advantages of measuring organizational results instead of training results and contrast the benefits of proficiency-based training over competency-based training.

You want to build more than click-and-read elearning, but you don’t have the programming skills to do it. That’s where Articulate Storyline comes in. It helps you build highly interactive elearning with no programming required.

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.

The more relevant you can make the training to the learner’s needs, the better it will be. One way to do so is by crafting decision-making scenarios. They are engaging and interactive. The challenge is that often we’re pressed for time or we don’t have the technical skills to create interactive content.

"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.

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.

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.

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?

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.

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.

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.

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.

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.

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.

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.

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.

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.

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?

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.