Smarter, wiser, more informed. No, that's not describing a new generation of consumers but describing a new generation of learners. Today's participants know their time is valuable and resources are plenty. How do we manage this new set of expectations? No longer is it enough to have the teacher/student dynamic during instructional events. Technology and social learning is the silent third person in the room, and our toolboxes have to be equipped to support modern learning philosophies.  

Adding animations and effects to your eLearning courses can make your courses more engaging and interactive. Adobe Captivate 2017 can help you create subtle animations and digital effects.

Part of the Reinvented Classroom - Masters Series Webinar This Welcome Keynote is open to all TMN members.  You are registering for the Keynote session only to the Masters Series. 

Many, perhaps most employees today are strongly resistant to training. They will come up with virtually any excuse to avoid formal training experiences, and completion rates on compliance training, and other learning materials continue to fall. How can a little underhanded action help turn the tides?

To see what the latest trend training and education is going to be, keep an eye on the consumer market. As consumers adapt to technology, it then becomes expected to see that technology in their learning. The latest technology that has taken off with consumers and will grow exponentially is Augmented Reality (AR). Even though it's different, Virtual Reality (VR) is often tied in with AR. This technology has started filtering into training by early adaptors but you can be sure that there will be pressure for you to use this technology soon.

Each year learning and HR solutions are implemented with minimal performance change or impact. This is because performance change requires the active involvement of management and the implementation of multiple solutions - single solutions rarely result in change. 

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.

There is so much buzz around Microlearning, it is almost like "fake news." It is widespread - just all over the place.This presents a huge risk and danger when Microlearning appears to be an answer to all the problems when it is not. But how does one differentiate Microlearning from other methods? Where does Microlearning work best? When is least effective? What are the telltale signs that Microlearning is misconstrued as a canned solution? When does Microlearning become "snake oil." Where do you find genuine proof that Microlearning works?

"Design Thinking" is permeating many aspects of organizational life - including how the federal government is engaging its employees. Global Head of Duke CE Labs Tony O’Driscoll will show how Design Thinking can be applied to design work, just as it has been used to design products and services. Discover some basic tenets of design thinking and a process to innovate and implement in a lean and experiential way.  

Join sports leadership and emotional intelligence coach Scott Cvetkovski for an interactive and lively discussion on the impact of emotional intelligence on athletes, coaches, and the leaders on an athletic team - and how it can impact your own team.

It is an oddity of behavioral psychology that it’s a smart business strategy to let sales reps self-select some of their goals, yet not so smart to let them determine whether they receive cash or non-cash rewards for reaching those goals. Simply put, we don’t always understand what motivates us most effectively.

Due to advancements in technology, there's been a shift in the way employees have wanted to receive their training. That has left organizations with the task of developing new learning methods that support the science of learning. Whether your organization already has a program in place or you’re just jumping into the deep end, there are sure to be a lot of questions around strategy, goal alignment, becoming a learner-centric organization, how to tackle low engagement, and more. We’ve identified the top three challenges with training a modern workforce and how you can use on-demand training to overcome those challenges and have a positive impact on your organization. In this ebook, you’ll learn: How microlearning can help combat long training times Tips on gamification and how it can boost engagement Strategies on boosting information retention through learning boosts

Mobile. Big data. AR/VR. There's always something new to explore when it comes to L&D strategy and technology. Unfortunately, it's easy to get lost in the hype. Too often, L&D pros feel like they have to move on to the next big thing before uncovering the true value of a new idea within their learning ecosystem. In this session, we'll discuss...

L&D business partners can provide significant value to their organizations by helping current and future business leaders to build the resilience to operate in a turbulent ("VUCA") world. Many challenging development questions co-exist in today’s business environment: How do we prepare senior-level directors to move into executive roles, where they will need to take business performance to the next level? How do we get our high-potentials to organize and operate as a business team, prioritize, and chart their own course as proactive change makers? How can we build business acumen, a growth mindset and emotional intelligence across functional areas? A competitive business simulation is an immersive experiential exercise that can provide a powerful testing ground to address all of these fundamental challenges that face organizations across industries.

Ixia was in a period of rapid growth through acquisitions. A deeply technical company, it needed to cultivate a stronger leadership bench from cross-functional roles. Chris Williams, senior vice president, human resources, spearheaded the creation of Ixia’s Next Generation Leadership program (NGL) to help future leaders develop business acumen and other skills that complemented their technical expertise. The NGL program would be conducted in three modules over the course of a year. Williams sought a leader in the experiential learning field to provide a business simulation that would form one of the program’s cornerstone modules. 

Excellence in team selling is critical to success for commercial selling organizations today. Customers bring more stakeholders to the table and expect to meet more than the salesperson before making a commitment.  To manage these moments effectively, salespeople need to ensure all players are operating at peak performance -- individually and as a unit -- in those high-stakes meetings.

For the trainers and participants,  webinars are great, until the trainers simply "yack" at learners. That’s when learners start multitasking and therefore, do not learn from the sessions.

Multi-state objects in Adobe Captivate are a powerhouse of possibilities to create interactions with absolute ease. If you’ve not yet started using multi-state objects to build interactions, now is the time to start using it. You will be delighted to discover this magic mantra to reduce the number of steps to create an interaction, and making your timeline look clutter free.

Instructional designers today often find themselves in charge of most, if not all, of the overall learning experience design of their eLearning projects - including designing instructions, visuals, interactions, assessments, and even user interfaces. That’s a lot of design work! And while popular authoring tools technically allow you to jump straight into development, skipping a thoughtful design phase can have real costs, as changes in the development phase take substantially longer than those in the design phase. Investing a bit more time up front in design can save you a significant amount of time over the course of your project. But what exact design processes should you use to do this?

Employee development programs are often effective at increasing awareness, providing knowledge and improving skills.  Performance often translates to the work environment and employees contribute to achieving business goals.  Research at CEB has found that managers play a significant role in preparing employees for learning events.  When they engage learners before and after those events, they also improve learner performance by as much as 55%. 

Wanting others to change their behavior is only natural, especially when that behavior is negatively impacting the results of our organization and the team. However, a singular focus on changing behavior will bring disappointing results, because it fails to address what is driving behavior, mindset.

The failure of sales training to produce results is practically legendary. The ability to change behavior is a well-documented challenge for one person, let alone an entire sales force.  So are we forced to accept the fate of low ROI from training or poor sales methodology adoption? 

What are the obligations of managers? The answer to this question varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma.