Join Training magazine on April 13 for this complimentary Webinar, sponsored by Knoodle, and learn how to enliven both the virtual classroom and self-paced computer training to create a richer learning experience with a more transformational impact on learners' performance.

Every minute employees aren’t fully productive and up-to-speed has a significant financial effect on any organization. In this webinar, you will learn about the secrets of slashing time to full productivity by 30 to 50% or more through the proven Learning Paths methodology.

Most training sessions are deadly dull and boring. But there is no reason why they should be. Participate in this walk-the-talk session to explore how to incorporate six critical components of motivation in your training session: connection, choice, competence, confidence, collaboration, and captivation. Learn how to begin and end your session to increase the motivation to learn and to apply what has been learned. Do all this without sacrificing the instructional effectiveness of your training.

This session directly addresses the need to develop and implement real-time employee training assessment strategies specifically designed to meet targeted business objectives. Utilizing an actual high-tech, consumer electronic Fortune 100 company renamed 'Orange Inc.' as a session case, participants discover how a company with exceptional customer support is driven in part by their focused training and employee assessment strategy.

Whether you are creating leadership development programs or looking for ways to improve your own leadership, utilizing neuroscience and social science breakthroughs can help ensure peak performance results. Can leaders optimize stress for themselves and their teams? Will leaders be able to build cognitive fitness? How can new science help organizations lead change management while boosting employee engagement? Leaders expecting more from their workforce need to know what works and what doesn't for creating motivation and replenishing energy. Keys for program design include brain-based skills for overcoming resistance, sparking fresh thinking and resilience.

What participants look for in training are Ah-Ha! moments: the rare moments of inspiration and insights that help them understand and apply the learning ideas. Ah-Ha! moments don’t occur by accident, though. They are byproducts of well planned, highly motivational, and engaging design learning and training events.

In today's diverse workforce, four generations must contribute to business results every day. Yet age-based stereotypes can cause workplace conflict and place your team at risk for problems such as weak relationships, poor collaboration, decreased engagement, and damage to bottom line results.

Stop training and start empowering your participants to learn (and to apply what they learned). Remember it’s not about you and your content but all about them and their performance.

The ever evolving complexity of today's organizations requires thinking dexterity and flexibility in order to seize opportunity and leverage the collective intelligence of the organization. IBM reported in their recent global study that the ability to identify, develop and empower effective, agile leaders is a critical imperative for organizations to remain competitive.

Think you "know Kirkpatrick"? Attend this session andbe among the first to see the latest adaptation of the Kirkpatrick Four LevelsTM.

This session will highlight six approaches that practitioners can use to measure learning's impact on the business. The approaches range from the use of ‘smart sheet' evaluations to glean reasonable indicators of learning's link to business results to a highly statistical causal model that creates an optimization roadmap of the correct inputs that drive results oriented outputs. In between we will explore the use of benchmarking, conditional questions, consultative templates and correlation analysis to reasonably yet credibly show how learning influences a business or behavioral outcome. In addition we will underscore the session with the use of concepts like Six Sigma applied to L&D to optimize performance and minimize defects.

For most of the time that eLearning has been created, even before the term was coined, most eLearning designers replicated the classroom experience: let's stuff the students full of information and then test them after a few days to see what they remember. But great, self-paced, media-rich and interactive eLearning need not be pedantic. It can challenge and involve the learner much more than is possible in a classroom. It can help to replicate the learning process that we used in life, making mistakes and learning from them.

An ancient Hindu saying proclaims, "Whoever talks the most, learns the most". This principle suggests that we should reduce trainer logorrhea (yes, it's a real word) and increase participant interaction. In this webinar, we explore a set of strategies that enable participants to learn with and learn from each other. Remember it's not about you and your content but all about them and their performance. Transform yourself from being a presenter of information to a facilitator of collective learning through the use of activities that encourage participants to interact with each other and with a variety of content resources.

This session explores business and, in particular, training uses for popular social media tools. We'll look at compelling real examples of tools like Twitter, Facebook, blogs and wikis used by businesses and government, discuss strategies for choosing and using particular tools. We'll also take a look at ways workplace learning professionals can reskill to support the use of new technologies in training as well as, more broadly, in organization-wide social learning.

For all its hype, e-learning will never be successful without a supportive climate for learning, strong management support, a defensible business case and a training organization that isn't reticent about learning online. Learn why e-learning succeeds only when it is backed by an organization-wide e-learning strategy.

How do you match the power of distributed, cloud-based computing combined with appropriate learning theories? mLearning theory mashups provide the same granularity in learning design as technology mashups.

Designing learning is like "changing the conversation" in the minds of the learners. Paradigm shifts are necessary to effect behavioral changes. There is a need to change what the learners believe in. Hence, existing stories require transformation so learners believe in the new stories you want them to buy into and own up to.

Experience shows us that learners try to circumvent or trick the learning process or "cheat" the elearning compliance course.  

In this session, we'll discuss a whole new way to gather video learning materials from your subject matter experts. Rather than dragging them to a recording studio, why not put the studio in their hands?

Remembering is hard. Forgetting is easy. Employees have to complete a lot of training during the year, so much so that it is simply impossible for them to remember everything that is asked of them. "Processes, policies, terms, Oh My!" While business critical for organizations, so much detail can be overwhelming to learners.

Learners often feel that training and eLearning are the least interesting and engaging activities. They have no time for it. They are busy. So, we need to push hard or force them to complete courses. What if your courses provide the learners a sense of adventure, challenge and discovery? What if the courses become so inviting that learners are glued to the screen and refuse to end the course? What if they rave about the course and attribute high praises? What if your course is virally promoted to other learners as a " must experience" learning event?

The world of training is changing. The days of all day workshops and seminars are quickly behind us. Employees need to be developed but there is little time allowed for the old traditional ways. This is where the world is changing and NOW has never been a better time for trainers to build their Value! This webinar will teach specific ways to develop employees into willing learners that accelerate the training and coaching process.

In-person training is reliable, personal and interactive. Online training is scalable, cost-effective and empowers people to learn at their own pace, on their own time. With today's agile workforce, blended learning offers the best of both worlds.

When you think about it, what isn't changing? Industries, organizations, jobs, work, and even peoples' expectations are shifting. So it's only to be expected that learning will also adapt to meet the needs of all the change around us.