LEARNING OSCILLATION: How to Apply Advance Story-Based eLearning

LEARNING OSCILLATION:
How to Apply Advance Story-Based eLearning
Design Techniques to Immerse Learners
Ray E. Jimenez, PhD
Chief Learning Architect
VignettesLearning.com
[email protected]
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Ray E. Jimenez, PhD
Chief Learning Architect
VignettesLearning.com
[email protected]
Learning Strategy & Implementation
Social Learning Implementation
Performance Learning Systems
Rapid Content Development
Scenario‐Based Learning (SBLS)
Available Free Download
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FREE New eBook
Request at : http://tinyurl.com/sbebook
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http://tinyurl.com/sbworks
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Type in chat
What is your
emotional
response?
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Type in chat
What is your
emotional
response?
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Type in chat
What is your
emotional
response?
7
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Type in chat
What is your
emotional
response?
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Emotions
create varying
oscillation
impacts
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FREE New eBook
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Story Structure and SRIA
Typical lesson
Objectives
Content
Assessment
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Type in chat: What makes this work?
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Type in chat: What makes this work?
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Series of SRIAs
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Oscillation = emotional waves
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Oscillation = in sound waves, music
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Oscillation = emotional waves
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I’m furious
Trust you?
It is a bomb
shell
Measure
Impacts
Argue
Pay double
Wrap up
Oscillation = emotional waves
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Let’s do a role play.
You are a salesperson
taken to Karen.
You just cancelled your
commitment to help
her with their company
conference – as your
public relations efforts.
But you have to cancel it.
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In each scene,
type in chat:
What would you
say to Karen?
Explain why you
are saying it? What
is the reason?
Type in chat.
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Options:
Listen to Flash
link in chat or
read the text on
the page
READY?
Type in chat.
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“I have to tell you, your email was a bombshell..
..I mean, you’re not going to be in our show?!
You know, we’ve done a lot of business together.
What kind of support is this?”
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“I can’t put a figure to that right now. We have to wait
for it to settle out. Besides, you should be measuring
the impact that you’re withdrawing will have.”
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“You bet I am! I’m furious too! I feel we’ve been
business partners, and you’re not acting like one.You
didn’t even consult with us before your decision! I
bet 30 or 40 percent of your business comes from
our clients.”
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“Oh, those spaces were snapped up just like that
while I was out of town. Don’t you worry about
that! You’d have to pay double now just to get a
phone booth’s worth of space.”
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“I didn't realize you came here to argue. It’s not
how I plan to spend my day.”
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“Trust you? That’s what got us into this mess! You
haven’t been listening to me.”
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“Well.. I still think you’re missing the point! And if
you have to be somewhere, I guess we can wrap this
up real fast.”
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It is a bomb
shell
Measure
Impacts
I’m furious
Trust you? Pay double Argue
Wrap up
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I’m furious
Trust you?
It is a bomb
shell
Measure
Impacts
Argue
Pay double
Wrap up
Where is the learning? Type in chat
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Events were posted
in Stacking Experience
System
Posted answers
Posted comments
Rate, Rank
Relate answers
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Tracking actual activities
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Type in chat: What can you correlate from the image?
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Type in chat: What happens when learners relate their
answers with others of others?
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Type in chat: What is the value of making expert
content easily available for learners to access?
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Oscillation method is presenting emotional state of
stories and allowing learners to bring in their experiences.
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The brain only process 5% data. 95%
is not processed.
The 5% are extraordinary
and new events.
95% is already in the memory.
Stories with emotional
impacts are designed for the 5%
Type in chat: Provide an example from your own
experience.
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The brains, neurons and cells
are in constant changing of
states – they are in oscillation.
They impact our mental state
and readiness to learn.
Type in chat: Provide an example from your own
experience.
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John Maeda talks about good design
combines simplicity and complexity.
One can not appreciate the
other without the other.
Type in chat: Provide an example from your own
experience.
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We learn from past,
present and future
experiences.
Type in chat: Have you used this method?
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Emotions
create varying
oscillation
impacts
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I’m furious
Trust you?
It is a bomb
shell
Measure
Impacts
Argue
Pay double
Wrap up
Design with Oscillation in mind.
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Track experiences and story sharing
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What one idea did you learn and can
apply immediately?
Type in chat.
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http://tinyurl.com/sbworks
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Orlando/Orange County Convention & Visitors Bureau, Inc.®
Training magazine’s 36th Annual
Build Your Skills in design &
development, implementation,
evaluation & assessment, and
performance consulting—all with
a focus on performance
Conference . . . . . . . . . . . . . . . . . . . . . . . . . . . . February 18–20
Expo . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . February 18–19
Certificate Programs . . . . . . . . . . . . . . . . . . February 15–17
Craft a Targeted Agenda with a
selection of breakout sessions, case
studies, hands-on clinics, site tours,
and a foundational track
Disney’s Coronado Springs Resort, Florida
Turbo-Charge Your Career with one
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An event designed for learning, training
and performance professionals
Co-Located Event: Training Directors’
Forum—with keynote by Captain Michael
Abrashoff, Author of It’s Your Ship
FREE
Disney
Theme Park
Ticket!
Details on page 31.
Ray Kurzweil
Roger Smith
Paul DePodesta
Jenn Lim
Matt Harding
Author, How to Create
a Mind: The Secret of
Human Thought Revealed
CTO, Nicholson
Center for Surgical
Advancement
Subject of Moneyball,
VP Player Development
New York Mets
Creator, Culture Books
for Zappos
Viral Sensation, "Where
the Hell is Matt"
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Rediscover the Wonder of Learning
“Great speakers.
Great sessions.
Great organization.
Great use of my time!”
This One’s for YOU!
Lorri Freifeld
Editor-in-Chief
Training magazine
Here are some more magical moments you
Scott Nutter
Sometimes I think we get so bogged down in the
won’t want to miss—appropriately tied to
General Manager
intricacies of daily life—both work and personal—that
the lands of the Magic Kingdom (sorry, I just
Delta Air Lines
we forget about the wonder of learning. As learners, we
couldn’t resist):
allow the immense satisfaction of furthering our own
Fantasyland: While we may not be whistling while
personal development to get lost in everyday routine. And as
we
work,
that’s not to say happiness isn’t possible in our
trainers, an ever-increasing workload often buries our passion
jobs.
For
inspiration,
listen to keynoters Jenn Lim, who
and creativity. So I was thrilled when I found out that the
creates
Culture
Books
that use happiness as a business
Training 2013 Conference & Expo would be held at a Walt
model
for
Zappos.com,
and Matt Harding, who dances with
Disney World resort. Aside from the fact that my husband and
people
around
the
world
as he spreads a message of joy,
I are absolute kids at heart (plus I get to wear my version of a
communication,
and
humanism.
princess dress to the Training Top 125 gala), what better place
to rediscover the magic of learning?
Tomorrowland: Robots take center stage during the keynote
given
by Roger Smith, chief technology officer for Florida
So this Training Conference & Expo is all about YOU!:
Hospital’s Nicholson Center for Surgical Advancement.
• You set your own agenda, one that
Then futurist Ray Kurzweil explores how to create a mind
will maximize your professional
by reverse-engineering the brain.
development opportunities and hone
“The Training
Adventureland: The hunt is on! Track down 2013 Training
your skills. You can choose from
Conference is a must
Top
125 winners—you’ll know them by the Top 125 pins on
for all training professionals breakout sessions, featured
their
lapels—and ask them to tell you in two minutes or less
sessions, hands-on clinics,
who are serious
their
most successful best practice of the year. Hint: You’ll
in-depth certificate programs,
find
a
gaggle of them in the ballroom before the Tuesday
about expanding their
case studies offering best
morning keynote.
knowledge.”
practices, site tours, and more!
Frontierland: Hit the Expo floor to find new product and
Terry Gray, Training
• For the first time ever, three
service pioneers, plus training trailblazers such as the
Specialist, URS
world-class trainers—Bob Pike,
winners of the special Training Top 125 Best Practice and
Sharon Bowman, and Sivasailam
Outstanding Initiative Awards and the Top Young Trainers.
Thiagarajan—will join together to
offer you a can’t-miss certificate program on
designing and delivering instructor-led training.
• Also new this year: Training 2013 will feature a
“foundational track”—attend the required number of
sessions and you’ll receive a special “Total Trainer
Program” certificate of attendance (see page 16).
• Back by popular demand, Training magazine’s Training
Directors’ Forum with an exclusive keynote by Captain
Michael Abrashoff, who will offer management techniques
from “The Best Damn Ship in the Navy.”
Of course, all work and no play is definitely not a good thing.
Join us for a Behind the Scenes Tour at Disney or a trip to the
Games and Simulations Lab at the University
of Central Florida.
I hope you will join me on this
magical journey. A dash of Pixie
Dust and away we go…
Table of Contents
Special Events . . . . . . . . . . . . . . . . . . 3
Conference & Expo Schedule . . . . . . . 14
Keynotes & Sunrise Session . . . . . . . . 4-5
The Expo . . . . . . . . . . . . . . . . . . . . . . 15
Certificate Programs . . . . . . . . . . . . . . 6-9
Breakout Sessions . . . . . . . . . . . . . . . 16-29
Training Directors’ Forum . . . . . . . . . . 9
Tours & How To Register . . . . . . . . . . 30
Featured Sessions. . . . . . . . . . . . . . . . 10-11
Venue & Hotel . . . . . . . . . . . . . . . . . . 31
Hands-On Clinics . . . . . . . . . . . . . . . . 12-13
Registration Form . . . . . . . . . . . . . . . . 32
“An event
that is packed full of
takeaways to help you
take your learning to
a new level.”
Cindy Pandke, eLearning
Instructional Designer
St. Joseph’s Hospital
London
Team
Discounts
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Special Events
A Tour de Force
Welcome, First-Timers!
Different Side of Disney
SUNDAY, FEBRUARY 17 › 4:15 – 4:45 pm
THURSDAY, FEBRUARY 21
9:00 am – 12:00 pm
3
Want to make this conference the best learning experience ever? Conference presenter
Sharon Bowman and other experienced attendees will walk you through some “need-toknow” material that will help you get the most from your conference experience. Form
your own conference mastermind group
of new friends and colleagues and share
the best of your collective takeaways
throughout the event. Ready, set, grow!
Get Pike’d Up for TDF
Go behind the scenes on a special tour
to find out what keeps the Disney magic
humming along. Additional fee. See page
30 for details.
Simulation Stimulation
THURSDAY, FEBRUARY 21
9:00 am – 2:00 pm
SUNDAY, FEBRUARY 17 › 9:00 am – 4:00 pm
The Training Directors’ Forum (TDF) is back and better than ever! Co-located
with Training 2013 and led by master trainer Bob Pike, this premier networking
event for in-house training professionals provides the opportunity to exchange
ideas and insights with folks who face the same challenges. Plus, Captain
Michael Abrashoff reveals how he transformed performance on the Navy’s
USS Benfold—and how you can
do the same in your organization.
Anchors aweigh!
See page 9 for details.
Monday Night Meet-Up Mixer
MONDAY, FEBRUARY 18 › 6:00 pm until...
Leave your avatar at the hotel and
take an exclusive, in-person tour of
the University of Central Florida’s
Institute for Simulation and Training.
Additional fee. See page 30 for details.
Netwalk for Success
A.J. Ripin, a leader in mobile learning, will lead you in exploring
the night life of Disney’s Pleasure Island. Join him for a fun
evening as you tackle the Training trivia game, enjoy some taps
and toasting, and see what transpires! And, the first drink’s on us!
Space is limited. Pre-registration recommended (during
online registration or via the Attendee Service Center).
es
Attend for a chance to win great priz
including free Training Live + Online
Certificate registrations.
MONDAY-WEDNESDAY › See page 14
Make sure you hit your stride right away
at Training 2013. Join Carolyn Balling and
other conference-goers on a networking
walk around the Coronado Springs resort.
You’ll get a free pedometer (limited
supply—be one of the first to
participate). Balling has been a
coach with the Leukemia &
Lymphoma Society’s Team in
Training program since
1999, where she’s coached
1,010 marathoners across
finish lines (and completed 26
marathons on her own).
Step to it!
Wake-Up Call
for Your Mind
Dine & Ride
TUESDAY, FEBRUARY 19
7:00 – 7:45 am
Take a quick critical thinking styles
assessment and find out which styles
are your strongest and how to improve
the weaker ones. You’ll receive a
personalized development report, and
find out how identifying your preferred
thinking styles can improve your
problem-solving and decision-making
skills. Think big!
Receive a FREE Disney
Theme Park Ticket and a
$25 Disney Dining Card!
You must be a paid 3-Day
Training 2013 Conference
attendee and book hotel
rooms for both Sunday
and Monday at Disney’s
Coronado Springs Resort
through Connections
Housing. See page 31
for details.
Log on to TrainingConference.com to register today!
4
Keynotes
A Holistic Experience:
Business, technology and
learning expert—Tony O’Driscoll—
will curate this keynote series,
helping you get the most of these
thought-provoking speakers.
Tony is Executive Director at
Duke Corporate Education.
Mind, Body, and Soul—we want your Training 2013
experience to satisfy all your learning and development
needs, plus pique your curiosity and stimulate new ideas.
As such, our keynote speakers will delve into a diverse set
of topics, from reverse-engineering the brain to building a
body of talent and cultivating happiness. So abandon your
preconceived notions and just imagine the possibilities. As
Walt Disney said, “It’s kind of fun to do the impossible.”
The Mind
Monday, February 18 › 10:30–11:45 am
Forbes describes futurist
Ray Kurzweil as “the ultimate
thinking machine,” while
Inc. magazine calls him the
“rightful heir to Thomas
Edison.” His inventions
include many firsts—the CCD
flat-bed scanner, omni-font
optical character recognition, a
print-to-speech reading machine
for the blind, text-to-speech
synthesizer, a music synthesizer capable of recreating
the grand piano and other orchestral instruments,
and commercially marketed large-vocabulary speech
recognition. Ray has written four national bestselling
books including The Singularity is Near: When Humans
Transcend Biology, a New York Times bestseller. In
his latest book, How to Create a Mind: The Secret of
Human Thought Revealed, Ray explores how to reverseengineer the brain to understand how it works and then
use that knowledge to create even more intelligent
machines. He also looks at how the line between
humans and machines will blur as humans continue
incorporating more technology, and machines attain
human-level intelligence.
Roger Smith, chief technology officer for Florida
Hospital’s Nicholson Center for Surgical Advancement,
is no stranger to machines. He leads a team of
researchers in applying simulation, robotic, and
communication technologies to the education and
training of 10,000 physicians, surgeons, and allied
health professionals around the globe. Learn how Roger
is answering important questions about training robotic
surgeons to proficiency, creating a national curriculum
in robotic surgery, measuring the
effectiveness of simulation
devices, and enabling
telesurgery in metropolitan
areas. His most recent book
Innovation for Innovators
explores multiple techniques
for personal and corporate
innovation.
What Were You Thinking? — Sunrise Session!
Tuesday, February 19 › 7:00–7:45 am
Judy Chartrand, Chief Scientist, Pearson TalentLens
Training magazine and TalentLens, a Pearson business,
are partnering on an exclusive research project on
critical thinking styles in the training industry. This
is your opportunity to participate in a one-of-a-kind
development opportunity: Session attendees can take a
thinking styles assessment prior to the conference and
receive a personalized development report. During the
Sunrise Session, Chartrand will provide an overview of the
seven critical thinking styles and help you interpret your
Training 2013 Conference & Expo
own results. Identifying your preferred thinking styles
can improve your problem-solving and decision-making
abilities. Explore how your preferred styles affect your
choices and training styles, and learn how to strengthen
your weaker styles and implement change. Complete
the assessment in just 10-15 minutes by visiting:
http://www.thinkwatson.com/training13
Pick up your report at the TalentLens booth (#406) on
Monday, February 18. If you can’t make it on Monday,
printed reports will be available at the session, but please
come early.
DARE TO: Dream • Envision • Explore
5
Mind, Body, Soul
The Body
Tuesday, February 19 › 9:15–10:30 am
Jonah Hill played a character based on him in the
movie, Moneyball, but Training 2013 has the real deal:
New York Mets Vice President of Player Development
and Scouting, Paul DePodesta steps up to the plate to
talk about the innovative strategies he used to build
a winning baseball team, as well as
the application these strategies
have in the training world.
A Harvard graduate with
a degree in economics,
Paul has made a career of
evaluating, measuring, and
assigning value to talent.
As the assistant general
manager for the Oakland
Athletics from 1999 to 2003,
The Soul
Tuesday, February 19 › 2:00–3:15 pm
Happiness and work are rarely synonymous these
days, but they should be, believes
Jenn Lim, who created the
first Culture Book for online
shoe and clothing retailer
Zappos.com in 2005 and
has produced them ever
since. The Culture Book has
become a global symbol
of how companies can
successfully use happiness as
a business model that increases
productivity and profitability. The most
successful companies recognize they have to bust out
of the cubicles, fling open the doors of corner offices,
and cultivate an environment of trust and transparency.
Jenn will show how we can transform our world into a
happier, inspiring place through the decisions we make
and the actions we take.
Paul worked with General Manager Billy Beane to
overhaul the team’s management and talent systems.
As a result, the A’s—coming off six losing seasons with
one of the lowest payrolls—tied for the best winning
percentage in baseball during Paul’s tenure.
One of the keys to building a
successful team is networking.
That’s why we are devoting time
at the beginning of this keynote
to give you the opportunity to
meet some of the 2013 Training
Top 125 Winners. They’ll be
sporting Top 125 lapel pins, so be sure to introduce
yourself and exchange contact information. While
you’re at it, ask them to share a best practice or training
tip you can take back to your organization.
the world. He took a friend’s suggestion to perform
his funky dance moves in the places he visited and put
videos of them on his blog. They found their way onto
YouTube in 2005, and his “Where the Hell Is Matt?”
video became an instant Internet smash. He’s made
three more videos in the meantime, recruiting folks all
around the world to boogie with him. Matt teaches us
that the path laid in front of us isn’t the only one we
can choose and that you can get better at most things
just by doing them over and over again. Where the Hell
is Matt? With us in Orlando! Join us as we leap into the
unknown where learning collaborates with serendipity.
Matt Harding takes happiness to a new level with his
Dance of Joy. At 26, Matt quit his job as a video game
designer and spent his life savings on a trip around
Log on to TrainingConference.com to register today!
6
Certificate Programs
Training magazine Institute presents Certificate Programs conducted by leading industry
experts. These 3- and 2-Day Certificate Programs give you the essential knowledge,
practiced techniques, and sound theories you need to become (and remain!) a top performer
in your field. In the end, you’ll not only walk away with a certificate, you’ll also jumpstart
your career and enhance your professional know-how. Additional fee required, see page 32.
3-DAY CERTIFICATE PROGRAMS
Friday, February 15 –
Sunday, February 17
9:00 am – 4:00 pm
3
P01 DESIGNING AND DELIVERING
INSTRUCTOR-LED TRAINING
CERTIFICATE PROGRAM
DAY ONE:
Creative Training Techniques and
Participant-Centered Models
Bob Pike, Author, Creative
Techniques Handbook
Learn how to create a high-impact,
high-retention, high-application
environment where everyone learns
because of their total involvement. Discover how
to achieve 90% retention, cut design time by
50%, and increase transfer by 75% with easy-toapply techniques that create results and can be
immediately applied to your programs. Learn to:
• Create powerful new openings for your
training.
• Use a seven-step process to transform
your current courses into high-impact,
learner-centered courses.
• Ban lecture and choose 36 ways to add
variety.
• Apply CPR and the 90/20/08 rule to
all your training.
• Create valuable learning materials your
participants will love to use.
• Create powerful new ways to demonstrate
your training results.
DAY TWO:
Making Training Stick
by Applying Brain Science
Sharon Bowman, Author, Training
from the BACK of the Room
Toss out outdated training
assumptions and explore the most
current “cognitive neuroscience”
that explains how humans naturally and normally
learn. Begin immediately using these principles
in your own classroom and eLearning
instruction. You will:
• Apply six learning principles based on current
brain research every time you train, regardless
of the complexity of the topic, size of the
group, or level of the learners.
Training 2013 Conference & Expo
TRAIN
WITH THE
MASTERS
• Demonstrate
Learn from the Best of
the Best: Three world-class
a variety of
trainers deliver one
brain science
can’t-miss, content-rich
elements using
certificate program.
your own
training topics, and
dramatically increase
learners’ attention, retention, and engagement.
• Create your personal trainer’s toolbox of
easy-to-use, brain-based training strategies.
• Access a collection of new brain science
resources to enhance your instruction, both
in the classroom and online.
BONUS! You’ll receive a copy of Bowman’s
book, Using Brain Science to Make Training Stick.
DAY THREE:
Designing and Conducting
Training Games and Activities
Sivasailam Thiagarajan, Author,
More Jolts! Activities to Wake Up
and Engage Your Participants
Are you excited about training
games and activities but anxious
about losing control, wasting time, and being
attacked by participants? Based on 20 years of
field experience and research, Thiagi will share
important secrets for effective training
facilitation. Learn about:
• Textra games that bring your dull, dry
handouts to life.
• Simulation games that use inexpensive
materials and methods to reflect the realities
of the workplace.
• Jolts that provide powerful insights and
concepts.
• Seven critical dimensions of activities-based
training (including pace, intensity, competition,
and playfulness) and how to select, maintain,
and balance appropriate levels of each.
• The importance of the debriefing process
for linking the training game or activity to
the workplace reality.
• A six-phase model for maximizing learning
from experience.
This certificate program is designed for
trainers, facilitators, and designers with all levels
of experience.
NOTE: Attend this certificate plus 5
foundational track sessions and receive a
special “Total Trainer” certificate signed by
Lorri Freifeld, Training magazine’s Editor-inChief. See page 16 for details.
3-DAY CERTIFICATE PROGRAMS
Friday, February 15 –
Sunday, February 17
9:00 am – 4:00 pm
3
P02 BUILDING LEARNING WITH
ADOBE CAPTIVATE 6
CERTIFICATE PROGRAM
Joe Ganci, President,
eLearning Joe
Adobe released Captivate 6 in June
of 2012 and it has taken the
eLearning development world by
storm! Now is your chance to learn Captivate
and take advantage of its latest features. Over
the course of two days, you will build a real
eLearning lesson that you’ll be able to take
back with you and customize to your needs.
How cool is that? You'll build a lesson that
includes a soft skills sample that also includes a
software simulation built in a brand new way.
Come prepared to have your mind filled with
great new ideas and approaches! Learn to:
• Combine text, audio, video and images.
• Add interactivity with click boxes,
buttons and text entry boxes.
• Use smart shapes to create your own
buttons.
• Add photographic and illustrated actor
characters as mentors.
• Incorporate cool new smart learning
interactions.
• Use one of several themes included in
version 6.
• Create a high definition video you can
upload to YouTube.
• Create a pretest and set up partial and
negative scoring.
• And, so much more!
No more boring training. With a little effort and
guidance, you will be able to use and repurpose
Captivate elements in your own lessons. Come
prepared to learn and have fun!
Bring a WiFi enabled laptop with
Captivate 6 full version or the trial
version installed.
This certificate is designed for those wishing
to learn to develop eLearning. Managers
will benefit from seeing the creation and
development processes so they may accurately
estimate course development time and cost.
LAPTOP
REQUIRED
Certificate Programs
P03 INSTRUCTIONAL DESIGN
FUNDAMENTALS
CERTIFICATE PROGRAM
Louyse Dawe, Senior Consultant,
Friesen, Kaye and Associates
Discover the keys to creating
interactive and engaging training
that ensures learner success—
whether in the classroom, online, or a
combination of both. Take home electronic job
aids and a detailed support manual to help you
apply what you learned when you are back on
the job. Through expert presentation, practical
exercises, group discussions, and real-world
examples, you’ll learn to:
• Incorporate adult learning principles, a
systematic learning process, and a variety of
processing methods to maximize retention.
• Accommodate different learning styles.
• Apply proven techniques for analyzing learner
and organizational needs, and plan the design
and development of training materials to meet
those needs.
• Select the right training content and
instructional strategy to support performance
improvement for the target population.
• Strategize design time shortcuts.
• Plan a variety of presentation, application,
and feedback methods.
• Align objectives and tests, and outline
strategies to close any performance gaps.
• Create questions that enable learning,
encourage retention, and test for
understanding.
• Promote interactivity in classroom and
online designs.
• Create a validation plan that ensures the
training design meets the organizational
needs.
This certificate is designed for beginning
instructional designers and subject matter
experts who are responsible for creating,
revising, or converting classroom or online
learning.
Register for a Certificate Program
and receive a FREE
signed copy of
How to Create a
Mind: The Secret
of Human
Thought
Revealed by
Ray Kurzweil
P04 MANAGING THE
TRAINING FUNCTION
CERTIFICATE PROGRAM
Jean Barbazette,
Founder;
Maria Chilcote,
Managing Partner,
The Training Clinic
With the right practices, any training program
can accelerate performance while delivering
economic benefits...and as a focused and
practical manager of a training function, you can
lead the charge within your own organization.
Learn to:
• Develop a vision, mission, and function
priorities statement.
• Use audit tools to benchmark your function
and identify areas for improvement.
• Identify and use eight steps in the internal
consulting process.
• Use nine types of assessment tools to
determine training needs.
• Gain management’s commitment to
performance improvement.
• Use a nine-part plan to build alliances and
work successfully with line managers.
• Identify essential elements of a performance
improvement plan.
• Identify techniques to market your training
function.
• Evaluate how you supervise and develop a
training staff.
• Develop an action plan to get results.
• Identify methods to justify training costs and
monitor a training budget.
• Use post-training performance analysis.
• Involve managers in transferring learning.
BONUS! You’ll receive the Training Manager’s
Tool Kit containing a Training Department
Benchmarking Tool, 100-point Classroom
Instructor Skills Inventory, and a Performance
Improvement Plan Template. CEUs are available
for this certificate. For CEU information, call
800.937.4698.
This certificate is designed for
LAPTOP
RECOMMENDED training managers, training
coordinators, and “departments
of one” who run a training function for an
organization or business unit, or those interested
in joining their ranks.
7
2-DAY CERTIFICATE PROGRAMS
Saturday, February 16 –
Sunday, February 17
9:00 am – 4:00 pm
2
P05 ASSESSING AND
EVALUATING TRAINING
CERTIFICATE PROGRAM
Judith Hale, Author, The
Performance Consultant’s Fieldbook:
Tools and Techniques for Improving
Organizations and People
This certificate is full of practical
tools, tips, and techniques for confirming if
training can add value and then show that it did.
It begins with ways to determine if and how
training can support other performance
improvement and change initiatives. It continues
with how to identify the metrics clients will use
to judge if training made a difference. It
concludes with how to demonstrate training’s
contribution. You will work through two case
studies that illustrate how the tools were used by
other organizations followed by discussions and
debriefs on how to apply what was covered to
your own situation. Collectively the cases
illustrate assessing and evaluating training’s
need and contributions to shorten the time to
proficiency, improve supervisors’ skills, support
the roll out of a new technology, and change
leadership behaviors. You will get more than two
dozen performance aids to help you:
• Get baseline metrics at the outset.
• Describe learning outcomes in observablymeasurable terms.
• Demonstrate the cost-benefit of different
training delivery methods.
• Show training’s contribution when it’s part of
a larger initiative.
• Efficiently measure the value of mandated
training and information disguised as training.
• Select sample sizes.
• Design data gathering interview, focus group,
and survey tools.
• Equip learners and their business units with
ways to measure adoption.
• Guide your clients in how to make smart use of
recurring metrics to measure training’s impact.
This certificate is designed for professionals
responsible for managing training programs and
budgets.
Upgrade Your Conference Registration with a Pre-Conference
Certificate Program or the Co-located Training Directors’
Forum. Lunch and refreshment breaks are included each day.
See page 32 for fees.
Log on to TrainingConference.com to register today!
8
Certificate Programs
2-DAY CERTIFICATE PROGRAMS
Saturday, February 16 –
Sunday, February 17
9:00 am – 4:00 pm
2
P06 ADVANCED
INSTRUCTIONAL DESIGN
CERTIFICATE PROGRAM
Darryl Sink, President,
Darryl L. Sink & Associates, Inc.
Effective training demonstrates
transfer of the skills and information
learned to the workplace. For that to
happen, your program design must be sound.
Discover how to use advanced instructional
design approaches, learning theories, and
techniques so you can better design or redesign
an instructional program to include more
engaging, interactive, and authentic learning
activities.
You will experience how to create and use case
studies for problem solving; simulations for
process learning; role-plays for interpersonal
skills; and instructional game-like activities for
reinforcement, motivation, and engagement. This
will help your audiences focus on the job-related
objectives of your training program.
Bring an existing or new course that has good
content and see how to turn it into a great
learning experience. You’ll:
• Learn how to integrate different learning
theories (i.e., behavioral, cognitive, social, and
constructivist) into systematic instructional
design and development models, such as the
ADDIE model.
• Use examples of courses designed with eclectic
approaches as models to redesign or design a
course applying a variety of appropriate
instructional strategies and techniques.
• Utilize existing structures (frames) for activities
to speed up the development and
implementation of advanced instructional
design techniques and activities.
• Write authentic learning objectives and design
authentic learning activities.
This certificate is designed for instructional
designers with an understanding of the
fundamentals of design who wish to take their
instructional design and development skills
to the next level.
Upgrade Your Conference
Registration with a
Pre-Conference Certificate
Program or the Co-located
Training Directors’ Forum.
See page 32 for fees.
Training 2013 Conference & Expo
P07 DEVELOPING ELEARNING
STORIES AND SCENARIOS
USING STORYLINE
CERTIFICATE PROGRAM
Ray Jimenez, Author,
3-Minute eLearning
Learn to build step-by-step
interactive stories and scenarios.
You’ll apply workshop templates,
processes, and methods, and use Articulate
Storyline software exercises to develop your own
mini-projects. Learn how to:
• Prepare and develop engaging stories, scenes,
events, and characters.
• Embed learning objectives, content, work
exercises, and applications.
• Add tension, discoveries, fluffs and flurries,
loops, choices, and consequences.
• Add tracking devices and performance metrics.
• Manage projects, assemble teams, and
cut costs.
• Use Articulate Storyline to quickly transform
your scenarios into micro-scenarios.
• Convert PowerPoint and Presenter files into
Storyline scenarios.
• Apply Storyline features such as layers,
branching, and built-in images and templates.
BONUS! Take home 10 story- and scenariobased eLearning models and templates, and
eBook versions of Scenario-Based eLearning and
Story Impacts.
This certificate is designed for
LAPTOP
REQUIRED novice and intermediate eLearning
designers and developers who seek
to raise engagement, challenge, and discovery
levels in learning design.
P08 USING GAMES, SIMULATIONS
AND MOBILE FOR LEARNING
CERTIFICATE PROGRAM
A.J. Ripin, Consultant, Future &
Emerging Technologies Lab, UCF
Institute for Simulation and
Training
The way that organizations think
about games, simulations, and mobile learning
are being impacted by the increasing sociability
and mobility of our workforce, the increasing
distribution of smartphones or tablets, and the
widespread shift towards cloud computing across
enterprises. As innovative eLearning
professionals, it’s our responsibility to design for
the needs of this evolving learning ecosystem.
Participants in this workshop will examine key
trends, instructional design techniques,
technologies, and new implementation strategies
that are emerging to meet the challenges and
changes of today and tomorrow. Learn first-hand
through hands-on activities and real-world
project examples from the likes of Avon, Lowe’s,
Google, Tyco, DAU, Microsoft, Johnson &
Johnson, and more. How do we design Games,
Simulations and Mobile Learning content in “The
Cloud” to enable quicker distribution, sharing,
and collaboration of resources? Where does
integrating eLearning with mobile technologies
make the most sense? Learn how to deliver value
through advanced learning design and content,
plus explore eLearning’s intersection with social
media, social gaming, gamification, simulations,
virtual worlds, and more. Learn:
• How to think differently about designing,
developing and deploying games, simulations,
and mobile learning.
• About emerging trends across instructional
design and mobile technologies.
• Techniques for deploying games, simulations
or mobile learning in cloud-computing
environments.
• Experiment with free or low-cost resources to
develop interactive games.
This certificate is designed for
LAPTOP
RECOMMENDED novice and intermediate
instructional designers and
developers, learning leaders, training managers,
training coordinators, and training specialists.
NOTE: Smartphones or Tablets are not required,
but will enrich your experience.
P09 CREATING LEADERSHIP
DEVELOPMENT PROGRAMS
CERTIFICATE PROGRAM
Elaine Biech, Editor, The ASTD
Leadership Handbook
The most critical investment any
organization makes is in the choice
and development of its current and
future leaders. There are many elements required
to ensure that a Leadership Development
Program (LDP) produces the leaders an
organization requires. Whether you are
designing a new leadership initiative from the
beginning or looking for ways to enhance,
redesign, reenergize, or refocus your current
LDP, you will leave with dozens of ideas and an
action plan. You will:
• Use your organization’s data to design or
enhance your LDP plan.
• Utilize a proven four-step model that delivers a
practical and successful approach to launching
leadership development initiatives.
• Evaluate the leadership support in your
organization to determine strengths and gaps.
• Explore best practices for various components
of an LDP, such as selecting high-potential
candidates, using 360-degree assessments,
and implementing a mentor program.
• Have access to hundreds of creative and
practical ideas that ensure leadership
development.
• Identify organizational drivers, the role of
senior leadership, and the best next steps for
your organization.
• Develop an operational construct for your
Leadership Development Plan based on 15
critical design features.
Co-located with
Training 2013
BONUS! Along with providing reusable
tools to help you implement your Leadership
Development initiative, Biech and her team
will answer your leadership questions at no
cost for three months.
This certificate is designed for instructional
designers, internal and external trainers,
change agents, or anyone who is responsible
for ensuring a results-driven Leadership
Development Program.
P10 DESIGNING, FACILITATING,
AND MANAGING LIVE
ELEARNING CERTIFICATE
PROGRAM
David Smith, EU Managing
Director, InSync Training, LLC
Has your organization committed
to the virtual classroom as a
critical component of its learning
strategy? If so, it’s time to focus on creating
live eLearning that provides results that are as
impactful as the results you expect from your
traditional training. This program provides the
building blocks for successfully designing,
facilitating, and managing your live eLearning
initiatives, while exploring the experience
from the perspective a learner, a designer, a
facilitator, and a live eLearning producer.
You’ll apply instructional design methodology
to create collaborative synchronous exercises,
and work with a partner to practice facilitating
these designs in a live virtual classroom.
Learn to:
• Fully utilize the collaborative features of
a live eLearning environment, including
whiteboards, breakout rooms, polling,
application sharing, and synchronized
web browsing.
• Analyze the objectives of a prospective
course to determine if delivery in the virtual
classroom is appropriate.
• Create and critique whiteboard, chat,
application sharing, web browsing and
breakout rooms activity designs.
• Facilitate experiences that encourage
audience engagement.
• Identify synchronous team teaching
benefits and opportunities.
• Employ a simple four-step disaster recovery
process in the virtual classroom.
• Identify challenges regarding technical
issues, class dynamics, communication
issues and cultural differences when
working with global audiences in a virtual
classroom.
This certificate is designed for
LAPTOP
REQUIRED training professionals who want
to move their live eLearning from
“Webinars” to programs that produce
measurable training results.
Training Directors’ Forum
9
Exclusive TDF Keynote
It’s Your Ship: Management Techniques
from the Best Damn Ship in the Navy
Michael Abrashoff, Author, It’s Your Ship
Sunday, February 17
9:00 am – 4:00 pm*
Cheers for Training
They feel your pain. They know all about
slashed budgets and bored learners.
They struggle with making dry content
sing and every dollar count. They’ve also
come up with some innovative solutions
to these challenges. Who are they? They
are your training colleagues, and here’s
your chance to pick their brains and share
your stories.
So hop on a barstool at the Cheers for
training—otherwise known as the Training
Directors’ Forum (TDF).
The Forum will be led by master facilitator
and author of Training magazine’s “Training
Talk,” Bob Pike. Join other training leaders in
an action-packed day that includes:
• Capture the Question —The day begins
with a fast-paced activity that will capture
every question and challenge you and
your peers have. Throughout the day,
resources and answers will be posted so
you leave with answers to your most
pressing questions and challenges—plus
resources that can help you dig deeper!
Performance on the USS Benfold was dreadful,
but Captain Michael Abrashoff didn’t have the
option to hire, fire, or promote personnel. What
he could do was change the culture to elevate
performance—and that’s exactly what he did,
making his ship the Navy’s top performer.
Captain Abrashoff made a determined effort to
see the ship from the eyes of his crew. His story
will inspire you to realize that if he can overcome
significant hurdles in a bureaucratic
environment, then you too, can
change you organization and
instill a renewed sense of
responsibility for results and
success.
Best Practices From:
Leaders Growing Leaders: Award-winning
Program that Gets Results
Theresa Hummel-Krallinger, US Director,
OD & Training, Almac Group
Earning a Seat at the Table: From
Training Department to Strategic Partner
Robin Renschen, Director, Training and
Development; Matthew Hunt, Director
Organizational Effectiveness, McCarthy
Building Companies, Inc.
Leveraging Social Learning to
Optimize Business Outcomes
Mary Ellen Kassotakis, Director, Leadership
& Professional Development Center, Oracle
• Ongoing action planning —You’ll leave
with an action plan you can implement
right away.
Positive Disruption: Crafting a Results
Driven Culture
• Lessons from top training leaders —
Training directors will share their tips,
techniques, strategies, and lessons
learned to help you save time, money, and
energy without “reinventing the wheel.”
Jumpstart Your Business through
Innovative and Holistic Approaches
to Support
• Benchmark in and out of your industry —
We’ll use responder technology
throughout the day to help you compare
where you are with your peers.
• Develop a personal network of peers for
year-round follow-up —Form an
accountability group of like-minded
peers for year-round connection, support,
and mutual accountability.
* Additional fee required; see page 32.
Includes lunch and refreshment breaks.
Bob Graczyk, VP, HR, Quick Chek, Inc.
John Peterson, Director, Performance Support,
Sprint – Sprint University
Measuring Impact: Return on Value (ROV)
and Return on Culture (ROC)
Kevin Ricklefs, SVP, CHG Healthcare Services
Assessing and Developing Individualized
Learning and Development Paths
Dave Nystrom, Director, Field Training,
Farmers Insurance – University of Farmers
ROI at Verizon
Pete Beck, Director, Learning Technology &
Operations, Verizon Wireless
Log on to TrainingConference.com to register today!
10
Featured Sessions
MONDAY, FEBRUARY 18 ▪ 3:15 – 4:15 PM
H01 HELP THEM GROW OR WATCH THEM GO:
CAREER CONVERSATIONS EMPLOYEES WANT
Beverly Kaye, Founder, Career Systems International
Career development is ranked among the top global drivers for
engagement and retention. Employees want their managers to
understand their talents, challenge them, open channels for
their development and link them to resources in their
organization. How leaders pay attention to and talk with the members of
their teams is critical in the perception, feeling, and reality of whether the
organization is concerned and interested in an individual’s growth and
career success. The problem is how to do this in a “no-time-to-do-it”
environment. You’ll:
• Be introduced to five mindsets essential to successful development
coaching.
• Learn tips, tools, and techniques for positioning development as a key
strategy for retention and engagement.
• Learn how to translate the sometimes static task of development into a
dynamic and organic process that’s embedded into all work and learning.
H02 BRAIN SCIENCE AND LEARNING:
HOW TO CREATE MEMORABLE TRAINING
Arthur Kohn, CEO, AKLearning
Scientific research has given us insights into the secrets of
learning and memory. This highly interactive session will
provide dramatic examples of factors that increase (and
sometimes decrease) learning and memory. Kohn will present
illustrations of how advertisers effectively incorporate these principles into
their campaigns and then provide concrete examples of how you can build
these into your programs to maximize learning and behavior change.
You’ll then discuss novel and immersive forms of online courseware that
greatly increase learning and memory. See how a video-based performance
of a textbook is surrounded with powerful pedagogical tools to create a
dramatically increased sense of immersion and learning.
H03 AMPLIFYING THE INNOVATIVE DNA
IN THE ENTERPRISE
Faye Lepp, Learning Program Manager, Advanced Enablement
Services, Hewlett-Packard Company
Learn how to build a flowing innovation pipeline. Innovators
require encouragement, empathy, validation, and high-touch
coaching. This session will demonstrate how to create an
environment where new ideas can grow and flow within a structure that
offers process, governance, and socialization in a positive, empathic, and
validating manner. You’ll hear about HP’s Idea Garage, which is bolstered
by the monthly Technology Transformation Learning Community meetings
and the quarterly Innovation EXPO. Learn how the Garage has become a
place where people bring new thinking and most importantly see their
thinking become part of the language and culture of the larger L&D
community. Lepp will share how HP is achieving their goals and what
innovators have to say about their Garage experience.
H04 GETTING AGREEMENTS: HOW TO CHANGE
THEIR MIND AND THEIR BEHAVIOR
Dick Ruhe, Principal, Strategies for Renewing Organizations
You are in the business of change. And, change requires the
influence and persuasion of people. To successfully compete for
mind share, you’ve got to get somebody to buy, to begin, to
stop, to contribute, to agree. In short—to move. Presenting the
business case isn’t enough. The behavioral sciences can help you initiate
and execute your objectives. They can help you deal with disruption,
Training 2013 Conference & Expo
transform thinking, influence up, down, or across. This skill, and it is a
skill, may be the biggest differentiator between average and outstanding
performance. Learn the behaviors to get you there. Learn your own
preferred persuasion style, how to adapt it to be more successful, how to
create pivotal moments that improve your chances, and how to select from
different techniques that bring success.
H05 HARNESS THE POWER OF STORY TO ENGAGE
Doug Stevenson, Guru of Storytelling in Business
Stories communicate ideas and information as no other medium
can. They connect people emotionally and intellectually, appeal
to listeners of all learning styles, and are a great way to teach
strategic learning points. In this fun, interactive session,
Stevenson will perform a story, debrief it, and then reveal how he crafted it
into a highly effective story. He will also coach volunteers to demonstrate
that anyone can implement these techniques to improve a story’s impact,
and become more engaging and confident. Learn to:
• Identify and choose stories for training.
• Craft stories using The Nine Steps of Story Structure.
• Captivate attention by delivering stories in an engaging way.
H06 LEVERAGING TECHNOLOGY TO BUILD YOUR
LEADERSHIP FRAMEWORK
Bradford Thomas, Manager, Selection Solutions
Group; Annamarie Lang, Senior Consultant, DDI
Social media, online assessments, virtual
classrooms and other technologies have helped
transform the way leaders learn, practice, and
master critical interpersonal skills. Despite these advances, only one in three
leaders feel that their organization’s leadership development practices are
effective. Why aren’t we seeing better results? Because organizations still
need the right framework to ensure that these technologies directly connect
to each stage of the leadership development process. Explore a
comprehensive framework for leveraging technology to develop leaders —
from assessing skill gaps to driving development planning, from acquiring
the skills to applying them back on the job. We’ll identify and discuss
specific breakdowns in the leadership development process and brainstorm
solutions to overcome them. Presenters will also share best practices in the
use of assessment, development planning and blended learning to drive
more effective development and—ultimately—better leaders.
H07 BRILLIANCE BY DESIGN:
CREATING LEARNING EXPERIENCES THAT
CONNECT, INSPIRE AND ENGAGE
Vicki Halsey, VP, The Ken Blanchard Companies
Learning transforms people’s lives, and teaching is the art
and science of bringing out the brilliance that drives those
transformations. But often people who teach don’t know how
to transfer their great content to others effectively—they spend
70% of their time on what they are teaching and only 30% on how, when it
should be the other way around. Halsey is here to reverse that equation,
laying out a comprehensive instructional design model that deeply engages
and energizes learners because it keeps them front and center every step of
the way. You’ll get a bevy of tips and techniques for developing a learnercentered mindset—focusing not on how smart learners are, but how they are
smart. Building on this foundation, she will show how to create content that
is clear, relevant, easily absorbed, and readily retained because it is tailored
to each audience’s specific needs, abilities, and inclinations.
Featured Sessions
11
WEDNESDAY, FEBRUARY 20 ▪ 9:45 – 10:45 AM
H08 SECRETS TO ENGAGING YOUR LEARNERS’
OVERLOADED BRAINS
Ann Herrmann-Nehdi, CEO, Herrmann International
How can you fully engage your time and attention strapped
learners to meet greater demands for performance? Discover
how to align training design, eLearning, activities, tasks and
responsibilities with your learners’ thinking and learning
preferences to accelerate learning processes and outcomes in an
increasingly noisy world. Herrmann-Nehdi will draw on decades of brain
research to show you how to improve the efficiency and effectiveness of
your learning design and delivery by engaging the four thinking styles of
the Whole Brain Model. You’ll gain practical tools you can immediately
apply to leverage your talent’s brainpower using the latest research on
learner diversity, as well as new ways to design and implement learning
using a proven Whole Brain approach. The session will model these tools,
giving you a firsthand experience of Whole Brain learning in action.
H09 BUILDING A LEARNING ORGANIZATION
Jim Sokolowski, Director, Global Learning and
Leadership Development, Savvis
In July 2010, the Global Learning and Development function
at Savvis did not exist. By early 2012, the L&D function was
thriving—business unit leaders are advocates for learning,
there is a direct connection to organizational strategy, leadership capability
is positively moving, learning impact is measured, and the team is positively
influencing the parent company. A Cinderella story? This transformation
was not driven by a fairy godmother, but a well-articulated vision and
intentional steps that maximized the possibility of success for this team.
Sokolowski will share key outcomes that were achieved in this short period
of time:
• An onboarding program that decreased time to productivity by 40%+.
• A leadership development framework that has driven a 20%+ increase in
leadership effectiveness.
• A new LMS system that drove a substantial increase in eLearning.
H10 PROBING & LISTENING: THE KEYS TO GETTING
MORE OUT OF WHAT YOU WANT
Jeff Cochran, Master Facilitator, Shapiro Negotiations Institute
In order to get what you want, you need to help the other side
get what they want. Although asking questions in a
negotiation seems self-evident, most negotiators spend too
much time talking and not enough time asking questions and
listening. It is not enough that you ask the right questions; in order to be an
effective listener you must make sure that the other side feels as if you are
listening. Rather than seeking to intimidate or trap the other side, time is
best spent trying to understand their needs. To assume anything in a
negotiation is a potentially devastating mistake. This session will enhance
your ability to uncover hidden and implied needs and interests driving the
deal. You will also learn how to get beyond the other side’s positions and
obtain listening skills and strategies to help you retain information
disclosed.
H11 THE NEUROSCIENCE OF LEADERSHIP
David Rock, CEO, NeuroLeadership Group
Leaders and managers who understand the recent
breakthroughs in cognitive science can lead and influence
mindful change: organizational transformation that takes into
account the physiological nature of the brain, and the ways in
which it predisposes people to resist some forms of leadership and accept
others. Learn why:
• Change is pain—provoking sensations of physiological discomfort.
• Behaviorism doesn’t work—efforts based on incentive and threat
rarely succeed in the long run.
• Humanism is overrated—the empathic approach of connection
and persuasion doesn’t sufficiently engage people.
• Focus is power—the act of paying attention creates chemical and physical
changes in the brain.
• Expectation shapes reality—preconceptions have a significant impact
on what is perceived.
H12 TEN ESSENTIAL STEPS OF EMPLOYEE
ENGAGEMENT
Bob Kelleher, CEO, The Employee Engagement Group
An engaged workforce is a cultural transformation which must
stand the test of time, in both boom and recessionary times.
You will learn the key steps necessary to sustain an engaged
culture, improve business results, maintain credibility with
employees, while also reinforcing that success involves the “mutual
commitment” of both leadership and employees. Kelleher’s 10 essential
steps of engagement are culled from his years of experience working as an
internal practitioner, leading engagement initiatives that transformed
corporate cultures. These best practices will help you minimize
disengagement while also putting in place steps to maximize employee
engagement—the key to capturing discretionary effort. Having been in the
trenches in other economic downturns, Kelleher will reinforce the need to
stay the course, while reminding all that “employees are watching” and
“words” alone will not foster an engaged workforce.
H13 WHY TRAINERS LACK INFLUENCE,
AND HOW THEY CAN GET IT
Joseph Grenny, Author, Change Anything:
The New Science of Personal Success
There’s a lot more to influencing new behavior than just
delivering high quality training. Once training finishes,
participants return to work and are immediately pulled in a
dozen different directions. In fact, research suggests that all these
distractions are the reason why less than 10 percent of what is taught in
the classroom translates into real behavior change back at work. So what
can trainers do to ensure learning translates into action? Grenny will show
you how you can increase your influence by supplementing the learning
experience with strategies that both motivate and enable learners to adopt
new skills. He’ll introduce the Influencer Model—named the Change
Management Approach of the Year by MIT Sloan Management Review —
as a method for increasing skill transference. Learn how to combine
training courses with a multi-faceted rollout plan to both motivate and
enable employees to change their behavior for good.
H14 STRESS IS HEAVY: LIGHTEN UP
Lou Russell, CEO, Russell Martin & Associates
There is an invisible disease that is plaguing our communities.
It destroys families, threatens jobs, stifles innovation, creates
medical and legal problems and reduces the GNP. It is the
plague of HURRY. It is silent—most are infected and feel there
is no remedy. The viruses of economic distress and technological
omnipotence combine to infect you at work and at home. We are speeding
past our own lives. Lou will share current research on this disease and give
you specific tools to increase awareness of your own infection and new
ideas for learning to go fast without hurrying. You will be challenged to
‘train’ for a different life, to grow resilience and to focus. You will be asked
to pause, cut yourself some slack and go a different way. You will
reestablish your own base to move toward what you need and want and
away from the chaos.
Log on to TrainingConference.com to register today!
12
Hands-On Clinics
WEDNESDAY, FEBRUARY 20
12:15 – 3:15 PM
Grab some lunch and learn by doing at this
exclusive set of hands-on, interactive sessions
that are included with a 3-Day Conference
registration. Choose from one of 10 FREE
hands-on clinics. Space is limited. Preregistration is recommended. Please select a
Clinic when you register for Training 2013 or via
the Attendee Service Center prior to the show.
C01 USING SOCIAL MEDIA FOR LEARNING
C03 POWERPOINT AS A GRAPHICS EDITOR:
SIMPLIFIED VISUAL DESIGN FOR ELEARNING
Kevin Thorn, Owner, NuggetHead Studioz
As instructional designers, we want our designs to be visually
appealing and relevant. How much time do you spend hunting
for images or that ‘just right’ graphic? What if a few strokes of
a pen or the arrangement of a few simple shapes could convey
the same message more effectively? You’ll discuss the basic principles of
visual communication. And, look at examples of perceived affordances,
and how making subtle changes to your eLearning graphics can be a
powerful companion to the instruction. You’ll also look at techniques for
creating on-demand graphics following basic visual communication
principles. Learn:
• What the Visual Cortex is and why it’s important in eLearning design.
• How to use your own experiences to complete a visual message.
• To apply simple visual communication techniques following basic
principles.
Please bring a WiFi enabled laptop with PowerPoint 2007
LAPTOP
REQUIRED minimum installed.
Jane Bozarth, Author, Social Media for Trainers
Practice using social media tools to support and extend
learning. You’ll engage in activities such as openers,
introductions, quick-answer, reflective work, group work,
quiz games, and photo-based work. We’ll extend our
discussion beyond the bounds of traditional T&D practice to the realm
of informal and social learning. Participants will take away supplemental
guidelines for supporting change and contributing to conversations
regarding governance. You’ll:
• Engage in supporting learning with social-media based tasks
and activities.
• Develop a plan for incorporating new ideas into practice.
• Choose tools and approaches that support instructional goals.
Prerequisites: Some experience commenting on blogs or sites like
LinkedIn, posting status updates to Facebook, participating in online
communities, or using similar tools. Work in environments where some
social media use is permitted.
Please bring a laptop with security configured to allow access
LAPTOP
REQUIRED to popular sites like Twitter and Facebook.
C02 USING AND DESIGNING DIGITAL
TEAM BUILDING GAMES
John Chen, Author, 50 Digital Team Building Games;
Jeannette Davidson, Geoteaming
Using your web enabled phone, tablet or laptop, you will go
through at least three different team building challenges to
increase creativity, improve your process, build trust, and
increase performance. Learn:
• About new technologies that can increase team performance for
little or no money.
• At least three new team building games you can use with your team
to increase communication, trust, and team performance.
• To design at least one Digital Team Building game.
You’ll take at least one new action back to your work teams to increase
results or complete a team task in less time and with fewer resources.
Please bring a text enabled cell phone and your Wi-Fi enabled
LAPTOP
REQUIRED laptop, and have Twitter installed.
Training 2013 Conference & Expo
C04 PERFORMANCE PARTNERING: PROACTIVE
AND REACTIVE PERFORMANCE CONSULTING
Dick Handshaw, President, Handshaw, Inc.
Learning professionals are expected to utilize performance
consulting skills with their clients to achieve measurable
results from investments made in learning initiatives. It is no
longer acceptable for us to conduct business as order takers.
In this clinic, you will practice and learn the skills required to develop a
consultative partner relationship with key clients. You’ll:
• Develop the skill and confidence to initiate the process of Performance
Partnering through positive examples, real-world role-play scenarios,
and feedback.
• Establish strong proactive partnerships with your clients.
• Learn how to ‘reframe’ and handle inappropriate training requests in a
way that yields better results for the learning consultant and the client.
• Develop skills using an exercise that allows you to play the role of both
the learning consultant and client during practice.
C05 A JOLTS JAM: ACTIVITIES TO WAKE UP
AND ENGAGE YOUR PARTICIPANTS
Tracy Tagliati, Training Manager, Move;
Sivasailam Thiagarajan, RMS, The Thiagi Group
Jolts are powerful learning tools to jump-start
your sessions in less than five minutes and
provide an emotional impact resulting in surprise
and discovery. Your participants will sit-up, listen, learn, and gain instant
insights into your training topics. The entire session will be hands-on,
using jolts to teach you about jolts. You will take home a hefty handout,
access to a Website with hundreds of training activities, and a new attitude
toward experiential learning. Learn to:
• Identify and use different sources of powerful jolts.
• Segue between one training topic and the next.
• Leverage your participant’s introspection and interaction with followon debriefs.
Certifi
Hands-On
cate Programs
Clinics
C06 MAKING THE BUSINESS CASE: FORECASTING
THE IMPACT AND ROI OF PROJECTS
Jack Phillips, Author, The Consultant’s Guide
to Results-Driven Business Proposals: How to
Write Proposals That Forecast Impact and ROI
In today’s economic climate, many want to see value
before they invest. Learn how that is accomplished.
This session will focus on how to show the value of a project at
different points in time. Most of our time together will focus on how to
make the business case before the project is implemented by
forecasting a variety of data sets including impact and ROI. In addition,
you’ll learn how to forecast the intangibles and application. You’ll:
• Identify the time frames to forecast ROI.
• Identify the steps to developing an ROI forecast.
• Describe how the ROI forecast will be presented.
• Use forecasting as a routine tool.
C07 SERIOUS PLAY METHODS
Jacqueline Lloyd Smith, CEO; Stephen Walling,
Facilitator; Lloyd Smith Solutions; Denise Meyerson,
CEO, Management Consultancy International
Learn to use LEGO bricks to activate collective intelligence
and help people think and process information at a deeper
level. You will understand how people ‘do, see, and hear’ as they
engage whole brain learning through 3D thinking, explore ideas, and
understand real business challenges in the playroom. You will play,
learn, and experience the innovative, hands-on methodology, which
has been designed to improve individual, team and group performance.
Attend this hands-on, mind-engaged clinic and receive the explorer bag
of LEGO bricks to take back to your office and demonstrate this
fascinating new process—play well!
C08 SPEAK LIKE A MOUSE: EIGHT STRATEGIES
THAT PIXIE-DUST YOUR PRESENTATIONS
Lenn Millbower, 25-year Walt Disney World Operations,
Entertainment, and Training Veteran
Walt Disney was a creative genius, a master showman,
and an amazing teacher who once proclaimed, “The
normal gap between what is generally regarded as
‘entertainment’ and what is defined ‘educational’ represents an old and
untenable viewpoint.” When entertainment and learning are aligned, as
Disney would do, the result is magical; learners pay attention, they
absorb information, and they change behavior. Learn how you can
apply Walt’s strategies. You’ll:
• Identify strategies Walt Disney’s theme parks use to draw people
into the experience and how to apply them to capture learner
attention and maintain focus.
• Examine the techniques Disney’s team used to transform rides into
immersive environments and how you can create your own
captivating learning experiences.
• Discover Disney’s approach to making a message memorable and
how you can create magical memories for your audience.
Register for a Pre-Conference
Certificate Program and
receive a FREE signed copy
of How to Create a Mind:
The Secret of Human Thought
Revealed by Ray Kurzweil.
13
C09 CREATING OUTSTANDING ELEARNING VIDEOS
Ty Marbut, Vice President for Training,
Dark Blue Morning
Build the expertise you need to create outstanding training
videos. This fast-moving clinic will provide you with the
skills and confidence you need to start a corporate video
studio and create high-quality interactive training videos. You’ll
learn about:
• Pre-production planning for your video-based eLearning.
• Defining educational goals and budgeting.
• How to select equipment.
• Authoring a storyboard.
• Production planning.
• The fundamentals of editing, graphics, transitions, music,
and narration tracks.
Participants will assist and observe as we shoot and produce a short
training video. You’ll set lights, position cameras, microphones, and
teleprompters. You will get hands-on learning while creating an
excellent training video.
C10 A HAND FULL OF KNOWLEDGE—CREATING
MOBILE LEARNING ASSETS AND COURSES
Jason Bickle, Developer: OnDuty, Rapid Intake
Creating a mobile learning course isn’t just about
wrapping your content and pushing it to the learner.
In this clinic you’ll get the knowledge you need to
make the right decisions to create your mobile program.
You’ll learn and discuss:
• Basic Mobile Architecture and Instructional Design.
• A Basic Mobile Template and HTML5 Basics.
• Mobile Graphics — Model Building, Tools and Tips.
• Video — Converting Video & SWFs to Mobile Video.
• Methods of building your first mobile course.
During this hands-on clinic you will build a small mobile course as
you go.
You will need the following (demo or trial versions are
LAPTOP
REQUIRED fine): Smart Phone or Tablet (if you have one), Adobe
Fireworks, Adobe Media Encoder, Adobe Dreamweaver,
Rapid Intake.
Busy Schedule? Learn Online!
Training magazine’s best certificates and clinics fit around
your busy schedule and inside your budget, and still provide the
professional know-how and in-depth content you expect from
Training magazine Events.
Visit www.TrainingLiveandOnline.com
for a current calendar of events.
Save $150 when you
register a month
prior to an event.
Log on to TrainingConference.com to register today!
14
Conference Schedule
Conference:
Expo:
Certificates:
Training Directors’ Forum:
February
February
February
February
18 – 20
18 – 19
15 – 17
17
FRIDAY, FEBRUARY 15
TUESDAY, FEBRUARY 19
9:00 am – 4:00 pm
7:00 – 7:45 am
Sunrise Session: Thinking Styles
8:00 – 9:00 am
Breakout Sessions (400 Series)
9:15 – 10:30 am
Keynote: Top 125 Mixer;
Paul Depodesta
10:45 – 11:45 am
Breakout Sessions (500 Series)
11:30 am – 5:00 pm
EXPO HOURS
SUNDAY, FEBRUARY 17
11:30 am – 2:00 pm
Lunch In Expo Hall
9:00 am – 4:00 pm
3-Day And 2-Day Certificate Programs*
11:40 am – 12:10 pm
Expo Stage
9:00 am – 4:00 pm
Training Directors’ Forum*
12:20 – 12:50 pm
Expo Stage
4:15 – 4:45 pm
Orientation For New Participants
1:00 – 1:30 pm
Expo Stage:
Top Young Trainer Awards Program
2:00 – 3:15 pm
Keynote: Jenn Lim; Matt Harding
3:30 – 4:30 pm
Sponsor Sessions
4:20 – 4:50 pm
Expo Stage
4:00 – 5:00 pm
Expo Refreshment Break
5:15 – 6:00 pm
Netwalking
3-Day Certificate Programs*
SATURDAY, FEBRUARY 16
9:00 am – 4:00 pm
3-Day And 2-Day Certificate Programs*
MONDAY, FEBRUARY 18
7:00 – 7:45 am
Netwalking
8:00 – 9:00 am
Breakout Sessions (100 Series)
9:15 – 10:15 am
Breakout Sessions (200 Series)
10:30 – 11:45 am
Keynote: Roger Smith; Ray Kurzweil
11:30 am – 5:30 pm
EXPO HOURS
11:30 am – 2:00 pm
Lunch In Expo Hall
12:15 – 12:45 pm
Expo Stage: Ray Kurzweil Q&A
12:45 – 1:45 pm
Sponsor Sessions
1:00 – 1:30 pm
Expo Stage
1:40 – 2:10 pm
Expo Stage
2:00 – 3:00 pm
Breakout Sessions (300 Series)
3:15 – 3:45 pm
Expo Stage: Special Best Practice
Awards For Top 125
3:15 – 4:15 pm
Featured Sessions
THURSDAY, FEBRUARY 21
4:20 – 4:50 pm
Expo Stage
9:00 am – 12:00 pm
4:30 – 5:30 pm
Expo Reception
Disney’s The Business Behind
The Magic Tour*
5:00 – 5:30 pm
Expo Stage
9:00 am – 2:00 pm
6:00 pm until ...
Meet-Up Mixer
University Of Central Florida’s
Mixed Emerging Technology
Integration Lab Tour* (Includes lunch.)
6:00 – 10:00 pm
Top 125 Gala: An Enchanted Evening
(By Invitation Only)
Training 2013 Conference & Expo
WEDNESDAY, FEBRUARY 20
7:00 – 7:45 am
Netwalking
8:30 – 9:30 am
Breakout Sessions (600 Series)
9:45 – 10:45 am
Featured Sessions
11:00 am – 12:00 pm
Breakout Sessions (700 Series)
12:15 – 3:15 pm
Hands-On Clinics
(Includes Box Lunch; See Pages 12-13)
*Additional Fee Required. Space is limited. Pre-registration recommended.
Expo
Explore the Floor
15
Expo Hours
Monday, February 18
Disney might be known for its spectacular productions,
but the Training 2013 Expo floor makes a pretty big splash of its own.
11:30 am – 5:30 pm
Tuesday, February 19
11:30 am – 5:00 pm
Explore the Floor and Exhibits
A treasure trove of new products, services, and sponsored sessions
awaits you on the Expo floor. You never know what you might find to
lessen your workload, save you time, and make your training more
engaging and effective. Visit www.TrainingConference.com and click
on the Expo tab for a list of Exhibitors and events in the Expo Hall.
Meet the Learning Leaders
Congratulate the winners of the special 2013 Training Top 125
“Best Practice and Outstanding Initiative” Awards as they receive
their crystal trophies on the Expo Stage. Have plenty of business
cards handy—you’ll definitely want to network with these folks.
Apply for the Top 125
Training magazine’s Training Top 125 Award winners
are the organizations with the most successful
learning and development programs in the world. See
if your organization can join the ranks of past winners
such as Verizon, Farmers Insurance, IBM, and The Ritz-Carlton Hotel
Company. Visit www.TrainingMag.com or the Training magazine booth
to see an informational video and learn more.
See the Fab 40
Applaud the 2012 Top Young Trainer
Award winners—40 training
professionals age 40 and under who
have demonstrated outstanding leadership and innovation skills.
Here’s your chance to mingle with rising training stars on the fast
track to success.
Read Between the Lines
Just in case you have a few moments to lounge by the pool, you
might want to make sure you have some reading material—and if
it’s a training book, it counts as work, right? Stop by the official
Training 2013 book store for book signings and to pick up the
latest training resources.
Get in the Game
Do challenges.
Earn points. Unlock badges.
Win On-site Prizes. Join other attendees in a lively, scavenger
hunt on the expo floor. Play via Android, iPhone or text. Get ready
in advance by downloading your app at
www.scvngr.com.
For information on
exhibits/sponsoring,
contact Dick Powell at:
[email protected]
.com
Connect with Club TMN
Here’s the chance for any of you
members of our social networking site,
www.TrainingMagNetwork.com, to meet
face to face! Set a time to meet at the Training magazine booth
or stop by the Expo Stage member meet-and-greet.
For a complete list
of Exhibitors, click on
the Expo tab at:
TrainingConference
.com
Log on to TrainingConference.com to register today!
16
Breakout Sessions
Strengthen Your Training Foundation and Receive a Total Trainer Certificate
New! Training 2013 Conference features a foundational track that provides
an overview of key aspects of training. Look for the series of colored dots
that designate sessions as foundational and reinforce your training
knowledge base. Participants who attend five foundational track sessions
(one of each color), in addition to the Designing and Delivering Instructor-Led Training
Certificate Program delivered by master trainers Bob Pike, Sharon Bowman, and
Sivasailam Thiagarajan (see page 6), will receive a Total Trainer Certificate signed by
Training magazine’s Editor-in-Chief, Lorri Freifeld.
MONDAY, FEBRUARY 18
8:00 – 9:00 AM
101 A Handful of
Needs Assessments!
Jean Barbazette, Founder; Maria Chilcote and
Melissa Smith, Managing Partners; The
Training Clinic
Learn to use five different “front-end” needs
assessment tools effectively. Tools include
performance analysis, target population analysis,
job/task analysis, and training methods analysis.
❙ Learn to sort out training needs versus
training “wants.”
❙ Given examples and sample data, conduct ten
types of needs analysis to identify training
needs.
❙ Given case studies, use pre-training and posttraining performance analysis as a tool to
identify what hinders the transfer of learning.
❙ Practice using these valuable tools.
102 Virtual Training Implementations:
3 Things You Must Do for Success
Cindy Huggett, Training Consultant, Author,
Virtual Training Basics
Huggett will review the three steps every organization should follow in a virtual training
implementation. Whether you have a blended
program for a large global audience or are scheduling just a single synchronous session, proper
preparation ensures increased success. Learn to
help prepare your participants, your facilitators,
and your technology. You will get checklists and
guidelines that you can put to immediate use.
Learn to:
❙ Prepare for a virtual training rollout in
three steps.
❙ Apply best practices to prepare participants,
trainers, and technology for live online
training.
❙ Create an action plan for your next virtual
training implementation.
Training 2013 Conference & Expo
103 How to Successfully Implement
Performance Improvement
Initiatives for Sustainability 105 ISD Models & Learning
Theories: How They Integrate
for Effective Instruction Judith Hale, Author, The Performance
Consultant’s Fieldbook
Darryl Sink, President, Darryl L. Sink &
Associates, Inc.
Implementation is not just launching a new
program as it goes beyond announcements,
rallies, and rollouts. It is about institutionalizing
changes in behaviors, management practices,
systems, and relationships. Examine tools for
increasing the probability that a new program or
initiative will fulfill its promise because it was
sustained over time. Receive a set of tools and a
model you can immediately apply and that will
help you:
❙ Save time.
❙ Avoid aborted and discarded programs.
❙ Increase your confidence.
❙ Be perceived as having political smarts.
This session will help you understand the
connection between ISD (instructional systems
design) models and learning theories—everything
you wanted to know, but were afraid to ask.
Explore variations of ISD models to combine and
vary them to fit your unique organizational
context. Different learning theories (behavioral,
cognitive, and constructivist) will be explained in
clear language. Learn to:
❙ Use and expand ISD models to meet your
needs.
❙ Explain different learning theories and how to
make them work for you.
❙ Describe how to integrate models and learning
theories into your instructional designs.
104 mLearning Evaluation Strategies:
Making the Case for Mobile
Stephen Wall-Smith, Learning Specialist, Zeiders
Enterprises, Inc.
In this session, you’ll survey the types of readily
available data generated by mLearning activities
and apply that knowledge to the scenario-based
design of assessable mLearning experiences.
You’ll learn to evaluate assessment options and
design data collection strategies for mLearning
experiences. You will:
❙ Compare the advantages and disadvantages of
traditional and alternative surveys and quizzes
in mLearning environments.
❙ Explore means for accessing and leveraging
data to evaluate mLearning success through
the first three of the Kirkpatrick levels:
reaction, learning, and behavior.
For a detailed schedule
and session updates, visit:
TrainingConference.com
and click on Conference.
106 Get This Online for Me Now!
Get Your Content Ready!
Debbie Smith, Instructional Designer, Florida
Virtual School
See how to adapt face-to-face classroom content
for online use, and how to effectively communicate the need for this adaptation to
subject-matter experts through the use of a
provided checklist. You’ll learn how to improve
the organization, clarity, and visual appeal of
your content, and how to help ensure that your
audience can find the content they need, understand that content, and use the content they find
to meet their learning needs. Learn:
❙ Guidelines for writing content for online use.
❙ About using the Plain Language Movement to
make your online courses more usable.
❙ How to omit information your audience
doesn’t need.
❙ How to communicate effectively with SMEs.
Breakout Sessions
107 TAG You’re It! Tips for
Developing Successful Training
Advisory Groups
Luanne Stevenson, Management Consultant,
Human Side Consulting
Would you like to increase your visibility within
your organization? Would you like to offer
learning that receives full support, participation,
and attendance from all levels of the organization? The purpose of the Training Advisory Group
(TAG) is to serve as a resource to L&D to ensure
the development and delivery of quality, targeted
programs in support of the organizational vision/
mission and to ensure demonstrated value to
employee productivity and engagement. Learn
how to:
❙ Select, invite, and on-board TAG members to
become supportive members of an Advisory
Group.
❙ Create a team of champions using methods and
tools such as the Team Partnership Agreement.
❙ Hold high functioning TAG meetings that foster
two-way feedback and a collaborative
approach to developing high quality learning
within the organization.
108 How to Get Started with Agile
Project Management Methods for
eLearning
Megan Torrance, CEO, TorranceLearning
How do you keep your project from falling short
in delivering needs on time, and within budget?
You’ll explore how the software development
industry does it with Agile development methods.
Agile is one of the “next big things” to hit the
eLearning world. We’ll discuss what it is, how it’s
useful (or not), and the how-tos. Learn about:
❙ The Agile Extreme Programming (XP)
development methods and how project teams
use them.
❙ Tools you’ll need and how to choose a project
to pilot.
❙ How the techniques improve centralizing
information, keep a project on track, track
hours more easily, and define clear and
measurable job tasks.
109 eMentoring; A Contemporary
Method of Facilitating Learning
and Mentoring
Kimberly Miller, Mentoring Program Manager;
Cynthia Harris, Program Manager, Office of
Organizational and Employee Development,
United States Geological Survey
You’ll discuss the ins and outs of ementoring—its
costs, benefits, use of technology, and what sets
it apart from traditional mentoring. Explore how
formal ementoring programs provide flexibility in
scheduling and transcend geographical barriers
that would otherwise prove prohibitive to
mentoring opportunities. Learn how ementoring:
❙ Enhances the development of the personal
relationship.
❙ Fosters increased contact, greater investment
of time and strengthens the commitment to the
partnership.
❙ Allows the exchange of large amounts of
information between the mentor and protégé in
a short time span.
17
113 Secrets of Simulation Design
Rich Mesch, Senior Director, Strategy &
Innovation, Performance Development Group
Learn how you can play a strategic role in
helping your organization create a culture of
engagement. You will explore a model of a
successful engagement strategy and see how
leaders can create a culture of engagement that
enables employees to provide experiences
needed to grow a vital base of loyal customers.
You’ll also use the Engagement Audit to assess
your own company’s current engagement
strategy. The audit will help you identify the
strengths of your company’s culture of engagement and where there are opportunities for
improvement.
“Simulation” has become a buzzword in the
learning space, and as a result, a great deal of
confusing and contradictory information has
flooded communication channels. You’ll examine
myths and misconceptions, discuss appropriate
uses, and discuss effective approaches for
simulation design. Mesch will also touch on
Virtual World platforms such as Second Life and
PhotoSphere and how they’re changing the
simulation landscape. Learn:
❙ The attributes of effective simulations (and
attributes of really bad simulations).
❙ How to create compelling simulations through
the use of storytelling.
❙ When simulations are most effective—and
when they aren’t.
❙ How technology enhances—but doesn’t drive—
simulation.
111 Let Your Content Drive the Tool
114 The Truth About Social Learning
Danielle Watkins, Principal,CLO; Meghan
Stewart, Performance Consultant, Zenith
Performance Solutions
Jane Bozarth, Author, Social Media for Trainers
110 Creating a Culture of Engagement
Tom Roth, COO, Wilson Learning Worldwide
Articulate, Storyline, Captivate, Lectora,
Camtasia, Flash...what tool should we buy to
develop eLearning? Choosing a tool to build
eLearning should be driven by the type of
content you will be producing. The problem is,
ALL content being developed is rarely considered. Instead, organizations often go with what
they have heard is a great tool. You’ll get an
overview of the tools available as well as a
checklist to help you decide which tool is right
for your eLearning development. You’ll focus on
letting the content drive the tool, not the other
way around. And will do so with a budget
in mind.
112 Goodbye Paper: Delivering
Classroom Materials on Tablets
Ben Rockwood, Associate Director; Matt Scaggs,
Instructional Designer, AT&T
How much does your organization spend
updating, printing, and shipping participant
materials? Do participants refer to the materials
after class or do they end up in the recycle bin?
Rockwood and Scaggs will share the design,
logistical, and process details involved when
AT&T deployed a completely paperless course to
an audience of 50,000 across the country. See
how this training organization acquired, provisioned, and managed an inventory of 1,000 iOS
and Android tablets for classroom instruction.
Learn how content was designed and how it was
published to the tablets with the click of a button.
Learn how participants took notes and created a
digital follow-up plan that included accountability
to their trainer and supervisor. The session will
conclude with some meaningful figures around
both ROI and environmental sustainability.
“Social learning” and “informal learning” are
among the training industry’s hottest phrases
these days. But there’s much confusion over
what they mean. A few truths: social learning
isn’t new; social learning isn’t necessarily
‘managed,’ ‘launched,’ ‘controlled,’ or
‘measured’; people in the workplace are learning
all the time—without us. You’ll look at real
examples of social and informal learning as it
happens in workplaces all the time, every day.
Along the way you’ll generate some ideas for
locating, supporting, facilitating—and
assessing—social learning opportunities toward
the greater goal of enhancing organizational
performance.
115 GIFTS: Great Ideas for
Teaching Staff
Michele Deck, CEO, GAMES/Tool Thyme
for Trainers
What gifts do you bring to your job? Are you
looking for some new ideas for teaching staff
hard-to-grasp concepts like trust and collaboration? Do you want to find a new way to teach
critical thinking skills? Come to this session and
discover some teaching methods that can bring
out the best in your staff and yourself. You will:
❙ Experience concrete ways to illustrate
conceptual ideas so that everyone “gets it.”
❙ Learn ideas and methods to teach difficult
concepts your staff needs.
❙ Discover a new way to hone critical
thinking skills.
Log on to TrainingConference.com to register today!
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Breakout Sessions
116 Harness the Power
of Story to Engage Doug Stevenson, Guru of Storytelling in Business
Stories communicate ideas and information
as no other medium can. They connect people
emotionally and intellectually, appeal to listeners
of all learning styles, and are a great way to
teach strategic learning points. In this fun,
interactive session, Stevenson will perform a
story, debrief it, and then reveal how he crafted
it into a highly effective story. He will also coach
volunteers to demonstrate that anyone can
implement these techniques to improve a story’s
impact, and become more engaging and
confident. Learn to:
❙ Identify and choose stories for training.
❙ Craft stories using The Nine Steps of Story
Structure.
❙ Captivate attention by delivering stories in an
engaging way.
117 Eliminate Waste:
Educate Clients and Forecast
Performance and ROI Ron Stone, President, Center for Performance
and ROI, Inc.
Experience a three-part opportunity forecasting
job aid to help guide your decision making
process for forecasting business outcomes and
ROI. See how this tool is extremely useful for
educating your clients on how training
transforms into performance improvement and
the key ingredients to making that happen.
You’ll take a program through the process and
forecast the results and ROI. You’ll discuss
how to educate clients and other stakeholders
about linking training and performance by
using companion strategies to transfer training
in the work setting. Learn how to experiment
with optimal solution designs before incurring
the expense of engaging the participants. The
meaningful dialogue about performance
outcomes is the greatest benefit of the
forecasting process.
Get connected!
Take advantage of
a free membership
and webinars at
TrainingMagNetwork.com
Training 2013 Conference & Expo
MONDAY, FEBRUARY 18
9:15 – 10:15 AM
201 Getting Competency Modeling
and Reporting Right
Ken Cooper, Author, Effective Competency
Modeling & Reporting
Everyone agrees that employee competence is
important. Quality award criteria require that
employees be ready to perform their jobs.
Executives want better business results, and
supervisors need performance improvement.
Unfortunately, there is no agreement as to what
a competency is, and there is no established
best practice approach to measure, report, and
improve workplace competencies. Learn how to
create an effective competency modeling and
reporting initiative. You’ll:
❙ Learn what a competency IS and IS NOT.
❙ Get a checklist of competency initiative design
decisions that will prevent major problems
later—ignore them at your peril.
❙ Learn a competency measurement
methodology that generates accurate and
valid results.
202 Predictive Evaluation: Ensuring
Training Delivers Organization
and Business Results Dave Basarab, Founder, Dave Basarab
Consulting
Using a Predictive Evaluation Model, you’ll
understand how to successfully predict training’s
results, value, intention, adoption and impact,
allowing you to make smarter, more strategic
training and evaluation investments. Learn:
❙ To justify the training’s value within your
organization.
❙ A method of predicting (forecasting) the
training’s value to help decide whether to
train.
❙ To guarantee that training results will be
relevant to the business and gives all
participants a sense of ownership in the
process.
203 Cloud-Based Authoring Tools:
Strengths and Weaknesses
Joe Ganci, eLearningJoe.com
Web 3.0 is most clearly defined in the idea of
cloud computing. More and more we are seeing
tools migrate to the cloud rather than requiring
that users install them on local computers. There
are currently several eLearning development
tools that run only in the cloud. These development tools, collaboration, and other cloud-based
tools are changing the way eLearning teams
work. Ganci will discuss the advantages to
cloud-based tools, including frequency of
updates and the move to use on mobile devices.
He’ll also discuss weaknesses such as security
and files access issues. He will demonstrate
three authoring tools (ZebraZapps, Roleplay and
easygenerator) as well as the use of other cloudbased tools that will be useful to you in your
eLearning work.
204 Emotional Intelligence (EQ): How
to Apply It and Why It Matters
Travis Bradberry, President, TalentSmart
During the last five years alone, the field of
emotional intelligence (EQ) has matured rapidly.
Learning practitioners no longer want to know
what emotional intelligence is—they want to
learn strategies to apply it. As executives
recognize the bottom line impact of EQ skills,
competence in delivering EQ based initiatives is
critical. You’ll learn to apply best practice strategies for implementing EQ programs that are
targeted, high-impact and cost-effective. You’ll
explore emotional intelligence assessments;
discover best practices for measuring and developing employee emotional intelligence; and
analyze case studies and the ROI for EQ-based
initiatives.
205 Map It! Using the 4Cs to Design
and Deliver Great Training Sharon Bowman, Author, Training from the
BACK of the Room
Learn about a quick and remarkably easy way
to design and deliver effective training that is
based on brain science instead of traditional ID
methods—“The 4Cs Map,” a four-step
instructional design model from Accelerated
Learning. Practice using this ID model with your
own training topics, and receive a handout of
great ideas and resources to polish your ID skills.
Learn to:
❙ Design a training of your own, quickly and
easily, using the 4Cs Map as your ID template.
❙ Decrease the time it takes you to design
effective training and increase the
effectiveness of your training delivery.
206 So No One Told You You’re
a Marketer
Jean Barbazette, Founder; Melissa Smith and
Maria Chilcote, Managing Partners; The
Training Clinic
Like it or not, marketing training is part of the
job! Identify a variety of ways to improve attendance at training events. Build alliances and a
presence in your organization. Meet organizational needs, rather than put on events that have
marginal participation. Learn practical tips and
tricks. You’ll learn how to:
❙ Partner with management.
❙ Fully utilize ALL marketing techniques from
networking to navigating the digital world.
❙ Make your “marketing job” manageable,
effective, and fun!
Breakout Sessions
207 eLearning as a Capitalized
Investment: Ensuring
Management Buy-in
210 Games, Interactivity and
Gamification for Learning:
Creating Engaged Learners
Ajay Pangarkar, Performance Strategist,
CentralKnowledge Inc.
Karl Kapp, Author, The Gamification of Learning
and Instruction
Often training efforts are viewed as a line
expense for a specific period and not considered
an investment. eLearning projects require
tangible financial requirements including
technology and supporting infrastructure viewed
as “capital investments.” You’ll discuss specific
financial literacy tools that can be used to build
a comprehensive financial structure to support
your eLearning projects and gain senior
management buy-in. Learn to:
❙ Apply financial literacy skills to communicate
eLearning effectiveness.
❙ Implement an eLearning budgetary/
forecasting process.
❙ Apply capital expenditure investment tools to
measure financial benefits.
This session introduces, defines, and describes
the concept of gamification, games for learning
and interactivity. Kapp will dissect critical
elements of games and describe how they can be
applied to the design and development of interactive learning. The presentation is based on
solid research including peer-reviewed results
from dozens of studies that offer insights into
why game-based thinking and mechanics makes
for vigorous learning tools. You’ll learn:
❙ How to create engaging learning using gamebased thinking by matching instructional
content with the right game mechanics and
game thinking.
❙ How to move beyond the theoretical
considerations.
❙ Three methods for designing interactive
learning based on concepts from games.
208 Can You Draw Me a Picture?
Communicating Ideas with
Diagrams
Jack Massa, Consultant, Guidance Communication
Learning designers (and other professionals)
need to communicate their ideas with pictures,
not just words and bullet points. Research
shows that eLearning and presentations are
more effective and memorable if visuals are
used. But to communicate optimally, you
sometimes need to move beyond clip art and
stock photos to pictures that are specific to the
content. Even if you have no graphics training,
you can learn to do this with diagrams—simple
pictures created with lines, shapes, words and,
optionally, clip art. You will first learn a simplified taxonomy of diagram types (concept, parts,
process) and heuristics for choosing the best
diagram type to use in different situations. You’ll
then learn and practice a process to design,
define, and refine your own diagrams.
209 Dealing with Difficult
Participants: Strategies to Avoid,
Eliminate, and Minimize Difficult
Behaviors Becky Pike Pluth, VP, Training and Development,
The Bob Pike Group
Based on 30+ years of research, we’ve identified 15 types of difficult participants that show
up in classrooms. Learn the most common,
including: The Latecomer, The Preoccupied,
The Know-it-All, The Prisoner, The Skeptic,
The Socializer. You’ll explore what to do before,
during, and after to minimize difficult behavior
and maximize results. You’ll examine the impact
of room set-up, group dynamics, and preparation
that will minimize the likelihood of disruptive
behavior. And, you’ll get at least five strategies
per difficult participant type to eliminate
the problem.
211 The 4 Imperatives of
Great Leaders
Catherine Nelson, Managing Consultant,
Customer Loyalty Practice, FranklinCovey
Are the leaders in your organization adept at
managing global and virtual work teams and at
engaging a multi-generational workforce? Can
they adapt to rapid change and create the results
necessary for success in a 21st century world?
The ability to think creatively and produce
results is more important than ever before.
Organizations cannot afford to lose the
knowledge and talents that exist on their teams.
To retain their best and brightest, they need
leaders who understand the radically new
paradigm from which today’s workforce
operates. Nelson will share the results of more
than seven million leadership surveys and the
resulting Four Imperatives of Great Leaders,
Learn how these imperatives help leaders
produce results and create processes that ensure
ongoing success in today’s world.
212 Collaborating to Close
Performance Gaps Michael Nolan, President, Friesen, Kaye
and Associates
Learning and Development professionals need to
create collaborative partnerships with senior
executives and business unit managers in order
to improve performance and organizational
effectiveness. Learn about the steps necessary
to get there, including:
❙ How to collect and analyze critical data to
determine the cause of the performance
discrepancy.
❙ The eight factors that influence job
performance.
❙ Multi-faceted solutions to close the gap
between required and actual performance.
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❙ How to collaboratively link these performance
interventions to business needs.
213 3 Ways to Increase Manager
Involvement and Improve
Learning Transfer
Carl Eidson, VP, Wilson Learning
As much as 85% of new learning never gets
applied for organizational impact. The solution is
not more learning, but more learning transfer.
See how three companies hit home runs with
learning transfer through manager involvement.
Explore a unique learning transfer system that
makes it easy to gain critical management
support. You’ll:
❙ Complete a Manager Involvement Audit—a
blueprint for improving learning transfer
through manager involvement in your own
organization.
❙ Discover practical actions to increase manager
involvement and support of training initiatives.
❙ Learn three innovative ways to get managers
involved in learning that result in increased
learning transfer and improved business impact.
214 What Works and What
Doesn’t in New Hire Training:
A Case Study Panel
Moderated by Lorri Freifeld, Editor-in-Chief,
Training magazine
› Walking in Our Clients’ Shoes: Creating an
Inspirational New-Hire Orientation
Experience
Tamara Ganc, Senior Manager, Vanguard
Learn how Vanguard University created their
orientation experience—how the idea was
pitched to senior business leaders, how Agile
methodology was used, and about
components of the program.
› Passport to Success: Developing New Hires
into High Performing Corporate Citizens
Matthew Vaughn, Interim Learning Services
Manager, Kaiser Permanente
Find out how the Kaiser Permanente HR
Service Center re-engineered their New Hire
Orientation program to connect each new
employee with the broader organizational
mission and to create a highly engaged and
performance-based culture.
› Harnessing Informal Learning to
Accelerate Employee Onboarding
Grant Velie, L&D Manager, Farmers Insurance
Hear how the University of Farmers integrates
informal, peer-to-peer learning into the design
of new employee onboarding within a callcenter environment.
› Welcome! Building a Sales Onboarding
Cult(ure)
Misha McPherson, Head of Sales Training,
L&D, Yammer
Learn how Yammer was able to rapidly grow
their salesforce while increasing the quality of
both new and existing sales staff.
Log on to TrainingConference.com to register today!
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Breakout Sessions
215 Engaging Learners in the
Orderly Conversation
Greg Owen-Boger, VP, Turpin Communication
We must take responsibility for moving participants from ho-hum observers to engaged and
passionate learners. An “orderly conversation”
is one that is carefully organized, well-designed
and documented; and flexibly executed with
lively participation and input from the entire
group. In this experiential session, you’ll get
insights and skills for engaging learners in the
process. Some trainers thrive while keeping
things on track—planning, details, time management. Others thrive with the conversational
dimension—being spontaneous, engaging
listeners, encouraging discussion. You need to
be good at both. You’ll leave the session with
an action plan for moving learners from ho-hum
observers to engaged and passionate learners,
and a new language for coaching others.
216 How to Capture Elusive
Level 3 Data: The Secrets of
Survey Design Ken Phillips, Founder/CEO, Phillips Associates
To establish real credibility and prove value,
you need to measure whether or not your participants actually applied what they learned back on
the job (Level 3 evaluation). In this session, you
will examine four overall guidelines for
conducting Level 3 evaluations, analyze the
common mistakes made when creating Level 3
participant surveys, and learn 11 tips for
overcoming these mistakes. These tips are
based on recent research from the fields of
education and the behavioral sciences and call
into question many survey design principles
formulated 50 or more years ago, but still in
use today.
217 7 Rapid Steps to Creating
Improved eLearning Challenges
Ethan Edwards, Chief Instructional Strategist,
Allen Interactions
Learn simple ways to quickly transform a boring,
ineffective interaction into one that is more
challenging, motivating, and engaging. Using a
standard cookie-cutter question style, one that
no one likes but that everyone uses, you’ll apply
a sequence of single-step transformations to
create a range of options for enhanced interactivity. You’ll see how minor differences in how
question aspects are presented, how choices are
devised, and how information is depicted can
make enormous differences in the critical
thinking required while completing knowledge
checks and assessments. This design approach is
grounded firmly in learning and cognition
research. Use these principles regardless of the
authoring tool and apply them equally to traditional storyboard approaches, rapid prototyping
models, or rapid development approaches.
Training 2013 Conference & Expo
MONDAY, FEBRUARY 18
2:00 – 3:00 PM
301 Keeping the Keepers:
The Leader’s Role in Engaging
and Retaining Talent
Beverly Crowell, VP, Strategic Client Services,
Career Systems International
Every leader’s contribution to the quality of their
organization’s products and services is highly
correlated to their ability to engage, develop, and
retain critical talent. Gaining and sustaining a
competitive edge, especially in the face of
today’s struggling global economy, will demand
commitment from all. Companies that don’t
nurture their talent will not survive. Join Crowell
as she lays out a menu of practical “how-to”
strategies that managers can apply to drive the
higher levels of engagement and retention.
302 Photeo: Digital Compositing and
Storytelling for the 21st Century
Stephen Haskin, Principal, S > Media, Industrial
Strength Learning
It’s a funny name for creating digital stories with
and without video. The word is a mash-up;
Photo+Video=Photeo and it is a powerful form
of digital montage. You know stories create
Ah-Ha! moments that have been proven to
increase learning activity scores and more importantly make learning stick. As video becomes a
greater part of training both on-line and in the
classroom, you need to think about how we get
our best stories and training across to learners.
Producing professional quality video can be
difficult and expensive. Photeo is an alternative,
far less expensive technique that has been underutilized or overlooked in the world of training and
digital content creation for training. Learn to:
❙ Understand the psychology of storytelling
and why stories create ‘sticky’ training.
❙ Visualize stories and make their content
accessible and creative.
303 Mobile Learning is So 10 Minutes
Ago...Mobile Performance is Now!
Rich Mesch, Senior Director, Strategy &
Innovation, Performance Development Group
Mobile learning is on everybody’s to-do list, and
why not? Who wouldn’t want learning that
follows you everywhere? But like so many
emerging technologies, we need to look past the
gloss of the possible to the reality of the useful.
People “learn” from their mobile devices all the
time, they just don’t call it training. People use
their mobile devices to gain knowledge--and we
need to leverage the methods our audience is
already using. We need to look at not what we
can teach people on a mobile device, but rather
how we can use mobile devices to provide information to help them perform better. You’ll
explore ways to help them learn:
❙ In short intense bursts.
❙ In down-time, such as between appointments.
❙ To get information that may be so current or
time-sensitive, there’s no other way to get it
other than right now.
304 Using the Ordinary to Make
Your Training Extraordinary!
Sharon Bowman, Author, Training from the
BACK of the Room
Discover more than a dozen ways to use
ordinary office and household objects to help
make your training stick—with any topic and any
audience. Plus, explore how to create EPIC
learning experiences with four memory tools
(represented by the acronym EPIC) that will
make your content larger than life and totally
unforgettable. Learn to:
❙ Engage learners with quick, inexpensive,
interactive learning strategies that are both fun
and informative.
❙ Use ordinary objects in extraordinary ways to
increase learner retention of important content.
❙ Apply a useful trainer’s tool bag full of ideas,
strategies, and resources.
305 Better than Bullet Points:
Creating Engaging eLearning
with PowerPoint
Jane Bozarth, Author, Better Than Bullet Points:
Creating Engaging eLearning with PowerPoint
Effective, engaging eLearning programs can be
created with nothing more than PowerPoint and
some creativity. In this fast, fun session we’ll
look at ways of eliminating bullet-based content
and replacing it with a meaningful treatment,
making better use of art and animations, and
incorporating solid instructional design principles
to support development of good online training.
Learn to:
❙ Describe the 3-step process for creating
engaging eLearning with PowerPoint.
❙ Work through a sample scenario to choose an
appropriate online treatment.
❙ Identify strategies for employing meaningful
graphics, interactions, and animations.
306 Audit and Benchmark Your
Training Function
Jean Barbazette, Founder; Melissa Smith and
Maria Chilcote, Managing Partners; The
Training Clinic
Audit and benchmark your training function in
ten key areas. Whether your training function is
strategic or reactive (and wants to be more
strategic), it is helpful to clarify and identify how
your function is operating. First consider which
of the ten key areas apply in your organization.
Then, identify the stage of development at which
your function is operating in the applicable areas.
Finally, decide specific activities to move your
function to the next level. You will:
❙ Clarify which roles and responsibilities apply
to ten key functional areas.
Breakout Sessions
❙ Complete and interpret at least one key area
of the Training Function Systems Audit.
❙ Learn how to use the entire Training Function
Systems Audit as an ongoing benchmarking
tool.
307 Handouts and Other Visuals
That Shout, “Read Me!” Michele Deck, CEO, GAMES/Tool Thyme
for Trainers
How can you turn presentation handouts into a
highly attractive showcase of information
without breaking the bank? Learn how to:
❙ Add sizzling appeal to signs, presentation
props, and non-projected visuals.
❙ Use non-conventional materials.
❙ Employ a powerful, creative tool to expand
your design options.
308 Certification: How to Develop
a Valid, Defensible, Cost-Effective
Program
Judith Hale, Author, The Performance
Consultant’s Fieldbook
Explore critical factors when developing a certification which delivers on the promise of
protecting the public, physical and intellectual
assets, and brand image. You will receive three
valuable tools and six tips essential to your certification success. The first tool explains all the
steps in the process of designing a valid certification program. The second focuses on critical
factors required to make the program cost-effective and feasible to implement. And the third
matches the assessment instrument or process to
the program’s objectives. You’ll:
❙ Learn to avoid the 10 most common mistakes
in developing a certification program.
❙ Examine six elements required for a successful
program.
❙ Walk away with tools and tips for developing a
program that is both feasible and useful.
309 Creating Interactive eBooks
Pooja Jaisingh, Product Evangelist; Shameer
Ayyapan, Sr. Product Manager; Adobe Systems
Gartner research shows that ‘bring your own
device’ (BYOD) will become the prevalent
practice in educational settings at all levels
within the next five years. This is pushing the
transition from text books to ebooks. There is a
lot of potential to make this content more
engaging, and impactful. In this session, they
will share learnings from their primary research
on ebook adoption across the education segment
in the U.S. And, demonstrate best practices for
creating interactive ebooks using tools that
trainers and educators are familiar with today.
310 The Art and Science
of Test Design Nanette Miner, President, The Training
Doctor, LLC
Creating a fair test or certification is more than
asking twenty questions. Do you need to test for
knowledge or skill? What is a passing grade?
What if people “fail?” What are the legal ramifications of giving tests in the workplace? You
must know what you’re testing, why you’re
testing, and what you’ll do with the information
once you’ve tested. When in doubt: do not test.
Learn:
❙ The 9 “rules” of test creation.
❙ How to design various types of questions.
❙ When a test or certification should be
administered.
❙ About criterion-referenced testing.
❙ About performance-based testing and how to
administer it.
311 Coaching for Employee
Engagement and Talent
Management
Terence Traut, President, Entelechy, Inc.
How do you engage your employees in these
challenging times? How do you develop talent
when training budgets have been annihilated?
Developmental coaching is THE way to engage
and retain talent AND develop even higher levels
of performance. Managers are key to developing
talent and eliciting discretionary performance
from employees, and coaching is their tool.
Learn what developmental coaching is and how
to implement a coaching initiative in your
company. You’ll:
❙ Differentiate coaching from other types of
performance management techniques including
training, corrective action, counseling, and
mentoring.
❙ Describe an effective coaching model,
highlighting the key elements.
❙ As a group, coach the coach following the
coaching model; and assess your own
coaching strengths and areas for development.
312 Learning Environments by Design:
Your Role as Curator
Catherine Lombardozzi, Consultant, Learning 4
Learning Professionals
Employees are moving toward self-servicing
their own learning, forsaking the course
catalogue and “Googling” what they need.
Learning professionals are being urged to take
on the role of “curator”—actively identifying and
recommending the best learning resources that
enable employees to address their emerging
challenges. You’ll be introduced to a learning
environment framework that shifts our thinking
about how to address complex learning needs
and support informal learning in organizations.
You’ll discuss typical business challenges and
envision approaches to designing and facilitating
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learning in modern contexts. You’ll take away a
framework that can help guide the assessment,
conceptualization, and curation of a comprehensive learning environment.
313 Learning on Demand:
Evolution of Technology and
the Future of Learning
Reuben Tozman, Chief Learning Officer,
edCetra Training
You’ll discuss the history and evolution of
web-based technology outside of T+D to
showcase an emerging platform for delivering
true personalized, just-in-time learning. Where
T+D professionals have traditionally delivered
content to a specific audience for a specific time,
designing learning content for a rapidly changing
web platform requires designers to think about
the ‘network’ and a variety of other factors that
dictate the value of online content. You’ll learn
about the new skills designers will need based on
a vision of learning content delivered via the
same technologies currently being developed for
the wider ‘content-on-demand’ market.
314 Making Training Stick
Carolyn Balling, Consultant, Training that Fits
Why can’t learners do on the job what they did
during training? Discover the answers to that
common lament as you learn to overcome the
forces that interfere with training transfer.
Discover the common elements of all training
that does stick, so that learners use what they
learned on the job. You’ll leave this session
equipped with over 30 specific, proven
techniques you can use to increase the pay-off
from training by improving the transfer of the
learning experience to the job. Learn to:
❙ Identify and reinforce factors that make
training stick and address those that impede it.
❙ Build in techniques, before, during, and after
training to increase learning, retention and
transfer.
❙ Leverage and maximize your efforts.
Save-the-Date
Training magazine’s 2013
September 18-19, 2013
Chicago, Illinois
www.Learning3point0.com
Log on to TrainingConference.com to register today!
22
Breakout Sessions
315 Virtual Success Equals
Real Results
Nyla Reed, Founding Partner, The Educe Group
Social software can accelerate your productivity
to decrease time to implement business changes,
make decisions faster, and respond to market
changes more quickly. How can your team do so
by developing effective communities of practice
and channels for social learning? You’ll discuss
the five key elements of accelerating the
effectiveness of a virtual team. Additionally,
Reed will address organizations primed to be
early adopters of social software, and heavily
regulated industries where adopting new social
methods may seem daunting. Learn:
❙ How to enable social on-boarding.
❙ The key links between push and pull
information.
❙ Tips for fostering successful mentorships and
informal exchanges of information.
316 Leverage Your Investment
Through Multi-Platform Training
Bill Rosenthal, CEO, Logical Operations
Mobile devices and the ever increasing number
of collaboration tools, social networks, online
meetings, and always-on connections, are
changing the way we work and learn. Emerging
is the need for a learning experience that starts
focusing on the continuum of learning for the
end-user, making the learning experience
efficient and relevant in its delivery. Join
Rosenthal in an exploration of the current
limitations inherent in both print and traditional
blended learning solutions, and learn about the
choices in tools and methods to get the most out
of your training investment. Discover how multiplatform training can improve business
performance, maximize the full potential of
software, save organizational costs, and create a
new paradigm for sustained high impact back in
the workplace.
317 The Webinar Manifesto:
No More Bad Webinars!
Matt Murdoch, Global Director of Online
Learning; Treion Muller, Chief eLearning
Architect, FranklinCovey
We’re declaring war—on bad webinars. And we
want you to join us. We’re against mundane
talking-head PowerPoint presentations. We’re
against doing things the same way we used to.
We’re against working alone in silos. We’re for
captivating our audience through eloquent
delivery and beautiful design. We’re for pushing
the limits of our technology. We’re for amplifying
what works and what doesn’t. We’re for synergy
and sharing. Learn the seven Webinar Manifesto
Principles that you must live by if you want to
design and deliver killer webinars: 1. Connect or
Die; 2. Don’t Default; 3. Shut Down the Ugly;
4. Captivate or Alienate; 5. Cage the Monsters;
6. Humanize the Screen; 7. Crack the
Feedback Code.
Training 2013 Conference & Expo
TUESDAY, FEBRUARY 19
8:00 – 9:00 AM
401 Really? You Call that eLearning?
News Flash: There’s No Learning
Going On
Lisa Stortz, Strategic Relationship Manager,
Allen Interactions
It may be “e,” but is there really any learning
happening? How’s eLearning defined in your
organization? The gamut varies greatly from
simple page-turner solutions to fully engaging
simulations. Some organizations even refer to
pdfs and webinars as eLearning. Why little to
no learning? Because often eLearning is designed
to benefit the company without regard to the
learner experience. Then you’ve lost the battle
on your eLearning programs before you start
because so many learners have had horrifying
experiences. Learn:
❙ What makes good eLearning.
❙ How can you design to ensure “learning”
vs. training.
❙ Seven things you can do to enhance the
learner experience.
402 How and Why We Converted a
PC-Based eLearning Course to
an iBook
Sharon Boller, CEO, Bottom-Line
Performance, Inc.
Discover why and how Dow AgroSciences chose
iBook when they needed to go mobile. You’ll get
an overview of Dow’s business environment and
target learners (with limited connectivity); see
the original eLearning course, created in
Articulate; view a demo of the mobile solution
built using iBook Author. Learn:
❙ Various alternatives to making a desktop
course “mobile” and pro’s and con’s of different
options.
❙ The challenges of converting an interactive
eLearning course to a mobile solution using
iBook—when you don’t want your end product
to be used as a book.
❙ A design process to use when “re-purposing”
content from an eLearning course to an
iBook—design elements that CAN be
repurposed and ones that need to be
re-designed.
403 The Battle Rages: 5 Strategies to
Combat Constant Scope Creep
Lou Russell, Author, 10 Steps to Successful
Project Management
Trying to control the scope of a project is futile.
Scope will change, and often. Learn how to
expect scope change and adapt to the demands
of the organization. You’ll:
❙ Baseline the scope of a project in a visual
model to set initial scope expectations and
uncover bad news early.
❙ Identify the risks that may occur and create a
plan to mitigate them.
❙ Convert project issues to tasks with dates and
one name to hold people accountable and
ensure the project moves forward.
❙ Negotiate scope by creating recommendations,
options, and governance plans.
❙ Learn how to say “yes” to scope change and to
say “no” to chaos.
404 The Game After the Game:
Debriefing Through Games
Tracy Tagliati, Training Manager, Move;
Sivasailam Thiagarajan, RMS, The Thiagi Group
To obtain the maximum learning outcomes from
a real or contrived experience, you should
conduct a debriefing discussion that requires and
rewards participants to reflect on the experience,
gain important insights, and share them with
each other. The problem with debriefing discussions, though, is that they feel anticlimactic,
coming after an exciting experiential activity.
Explore an elegant solution to this problem:
Conduct intriguing games that incorporate the
debriefing. In this session, you will participate in
a variety of debriefing games and learn how to
use them in your own context. Learn to:
❙ Increase the level of engagement and
enthusiasm in after-action reviews and
debriefing discussions through the use of
games.
❙ Select, adapt, and conduct any of the
debriefing games that you have experienced.
405 Making Technical and Compliance
eLearning Engaging
Ray Jimenez, Chief Learning Architect,
Vignettes Learning
“Boring.” “Tedious.” “Painful.” “Do I have to?”
These are the complaints of learners as receivers
of the typical data-dump type technical and
compliance eLearning. Learn to shift the design,
focusing less on the technical view and more on
the learner’s perspective. Demos and examples
of engaging technical and compliance programs
will be shared. You’ll learn to:
❙ Assess your program’s point of view to
achieve a high impact response.
❙ Locate “context-driven content” to add
usefulness to procedures, policies, software,
guides, forms, statistics, legal and
citations, etc.
❙ Discover, focus and use “work around”
content.
❙ Engage learners using cases, scenarios, and
applications.
❙ Convert techno-geek and legalese language
into an understandable, digestible form for
non-technical people.
Breakout Sessions
406 Creating Executive Presence
in the C-Suite: The Skills Gap
Dianna Booher, Author, Speak with Confidence!:
Powerful Presentations That Inform, Inspire,
and Persuade
Are your high potentials ready for the executive
suite? Do they quickly establish credibility when
they brief your executives on their goals, budget,
or strategic plans? How about you? How do you
react when your executive changes the course
of your presentation and budget discussion in
midstream? How well do you “state your case”
to the line manager or staff when your proposed
change will mean extra work and shorter
deadlines? Learn to:
❙ Apply a four-part model to think on your feet
and build credibility during meetings, formal
presentations, and classroom sessions.
❙ Respond to six difficult questions types with
answers that build credibility, increase
retention, and improve learning.
❙ Analyze gestures and movement to identify
how these physical elements convey
executive presence.
407 Create Professional Videos
in Three Simple Steps
Pooja Jaisingh, Product Evangelist; Shameer
Ayyapan, Sr. Product Manager; Adobe Systems
Creating professional videos is a time-consuming
and elaborate procedure. Training professionals
seldom have the time and funds to create and
use such videos. Learn how to create professional looking videos right at your desktop
without specialized equipment or training.
You will see a live demonstration of recording,
editing, and publishing a video using an
extremely quick and easy workflow.
408 21 Questions to Ask
Before Designing
Any Training Program
409 11 Ways to Create a Motivational
Learning Environment for
Every Learner Bob Pike, CEO, The Bob Pike Group
There’s a missing link in instructional design—
how people learn best! You assess everything
but how future participants best receive information. In this fast-paced session, you’ll experience
three powerful learning preferences that will
enable you to design and deliver your training
more effectively. You’ll self assess the type of
structure you prefer, how much of the content
should be practical versus informative, and
another preference that will only be revealed to
attendees. In addition, you’ll learn five ways to
kill the motivation of any adult, as well as 11
ways to ensure that you create maximum
motivation in your learning environment.
410 Free Stuff: Legally Find Free Media
and Graphics for Your Training
Michelle Lentz, Learning Advisor,
Clarity Consultants
Training departments are continually stressed for
resources. Budget cuts have led to the need to
find free images, media, and software that is
high quality, easy to use, and relatable but that
also do not violate copyright or other licenses.
Using fun, hands-on exercises, you will learn
how to discover free and legal media and how to
interpret the various licenses. You will gain a
whole host of resources for creative-commons
and open source media and software for use in
your education and training contexts. You will be
able to search out and legally use images, video,
music, and software and will return to your job
able to immediately apply the learning.
411 Let’s Talk About Diversity Issues
William Shackelford, President, IEC
Enterprises, Inc.
Nanette Miner, President, The Training
Doctor, LLC
Needs analysis is often an arduous and lengthy
process—but it is absolutely necessary if you are
to have a successful training outcome. This
session will focus on 21 crucial questions to ask
of your internal or external clients to ensure that
you are creating a training program that is truly
necessary and one that will return significant
business results. You can confidently begin a
training design (or stop a fruitless effort!) in one
hour, by asking these key questions.
Upgrade Your Conference
Registration with a
Pre-Conference Certificate
Program (details on pages 6-9)
With the nation so divided ideologically, there
is a pressing need for open, honest, and candid
dialogue about differences and how best to
address tough diversity issues in training. This
presentation fills that void. During this session,
we’ll conduct live audience polls, field questions
submitted anonymously, and track the entire
exchange in a private chat room. Learn:
❙ About best practices employed by other
organizations.
❙ New and innovative ways to host diversity
discussions in your organization.
You don’t want to miss this event. This will be
one of the most unique and insightful presentations on diversity ever.
23
412 Using Hard-Lessons Learning to
Support Performance Improvement
Joseph Fournier, Director, Instructional Design
& Technology, Amerigroup
“No Pain: No Gain” resonates with athletes,
and it applies equally well to learning. Sure, there
are times when exposure to concepts and terminology is “good enough” but when the learning is
really important, you need strategies to drive
learning deep. You’ll discuss how to make
learning stick by making learners work. You’ll
look at some proven approaches, and explore
when these are most appropriate. Using group
activities, participants will engage in hardlessons learning and explore the essential
questions in determining the appropriate level
of difficulty for various learning goals. You’ll
walk away with a “top ten” list of hard-lessons
learning rules, as well as design and
assessment strategies.
413 What Is Your LMS’ Status?
Nyla Reed, Founding Partner, The Educe Group
You have an LMS. You invested time, money,
and effort implementing this system; moreover,
you have maintained the LMS through multiple
integrations, customizations and maybe even a
costly upgrade or two. Now you must determine
the best way to deal with the onslaught of collaborative technologies. It seems the LMS
has begun to take a back seat to social learning
technologies. Is the LMS going the way of the
compact disc, or is there room for it in the new
world? This session will explore the future of
your LMS and review how to keep it LinkedIn
to your long-term learning strategy ensuring
countless hours and dollars won’t be wasted in
the wave of new technology.
414 A Mobile Learning Crash Course
Scott McCormick, Partner, Float Mobile Learning
There are a host of options and strategies that
companies need to consider when they embark
on a mobile learning launch. From strategy to
concept to development to delivery, countless
decisions need to be made to increase the probabilities of a successful deployment. The mobile
learning platform is a tempest of devices, design
standards, learning strategies, instructional
design requirements, and contextual considerations. Attend this session and leave with more
confidence. You’ll discuss:
❙ How to form a team and build a process.
❙ How to evangelize mLearning and get
stakeholder “buy-in.”
❙ Instructional and interactive design challenges.
❙ Understanding testing, analytics, and security.
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24
Breakout Sessions
415 Performance Improvement
by the Numbers Mark Snow, VP, Performance Technology,
Human Resource Development Press
You’ll dissect the differences between being a
reactive training department and proactive
performance improvement agent, as well as the
costs and benefits associated with both
approaches. You will leave this session with a
vastly improved understanding of training’s role
in the problem solving process, and how to earn
the trust of those who seek training’s help.
Learn how to:
❙ Quickly and accurately identify root causes.
❙ Determine if the issue is a “knowledge” or
“behavior” problem.
❙ Position the training department as a
valuable partner.
❙ Say “No” to a training request.
❙ Brag about your successes without bragging.
416 Planning Game-Based Learning
Chanin Ballance, CEO; Nate Jolly, Senior
Instructional Designer/Strategist, VIA Learning
Games have become a mainstream tool for
learning, but even more global businesses are
seriously considering the option now. This is
due to the increase in the ability to provide
cost-effective complexity and visual appeal
within games. Additionally, research has shown
that gaming, in the right context, can be just as,
if not more, effective than traditional eLearning.
Learn how games can improve problem-solving,
creativity, risk assessment, and risk taking.
You’ll look at why games train, when to use
game-based learning and when to not, how to
best design your game-based program and
analyze recent programs that have been very
successful.
417 Win Friends and Influence People
with Live, Online Global Solutions
Kassy LaBorie, Product Manager, Live Online,
Dale Carnegie Training
Global organizations are looking for new
methods and technologies to engage employees
and help managers motivate and influence
people across hierarchies, cultures, and geographies. Learn why Live Online Training can be
your most valuable tool for engaging and
motivating a global workforce. You’ll:
❙ Identify strategies for choosing a live online
platform and for building the skill set necessary
for a live online trainer.
❙ Create a plan to implement the role of a
‘Producer’ to ensure online delivery success.
❙ Apply leading practice strategies for training
content translation.
❙ Receive a complimentary, on-demand access
key to a collection of animated video tips
“Carnegie Tales: Secrets of Success in the
Digital Age.”
Training 2013 Conference & Expo
TUESDAY, FEBRUARY 19
10:45 – 11:45 AM
501 Measuring the ROI of
Leadership Development
Coaching Programs Lisa Ann Edwards, Partner, Bloom
Coaching Institute
Recent research shows that being able to
demonstrate the benefits and ROI of coaching are
the two greatest opportunities facing the
coaching profession (2012 Global Coaching
Study, International Coach Federation). Edwards
will address the main challenges in ensuring
effectiveness and measuring ROI in leadership
development coaching: alignment; the
complexity of measurement posed by individual
objectives; and the challenge of identifying
credible business impact data. Using a case
study, she’ll illustrate these three tough
challenges, examine options, and simplify the
process. You’ll:
❙ Identify the three most important steps in
creating alignment.
❙ Describe at least two ways to capture
individual objectives.
❙ Identify five ways to convert data to money.
502 Scene-Driven Simulations:
The Next Generation of Live
Simulations
Tammy Berman, SVP, Design; Holly Christensen,
SVP, Development; Lisa Christensen, SVP,
Implementation Socratic Arts
You’ll explore Scene-Driven Simulations, live
simulations in which a rule-based web application drives the consequences of participants’
actions. See how participants maneuver through
a series of scenes related to a coherent storyline.
And how, after the initial challenging scene,
subsequent scenes introduce new issues related
to prior decisions, core storyline, and status of
the participants with regard to key performance
metrics. Learn how participants experience the
consequences of their choices and actions over a
series of events, while practicing the rich, live
communications necessary to develop soft skills.
Discover:
❙ What Scene-Driven Simulations are and the
basics of how they’re constructed (including a
demo).
❙ The benefits of Scene-Driven Simulations over
live-only and computer-only simulations.
503 Retaining and Reclaiming
Disengaged Employees
Stacy Nelson, Senior Consultant, VitalSmarts
The research is startling: Disengaged employees
cost our economy up to $350 billion a year in
lost productivity (Gallup); more than two-thirds
have more discretionary contribution to offer
than they currently give (Daniel Yankelovich
and John Immerwahr); only 17 percent is highly
engaged and 70 percent plan to leave their
current job once the economy picks up
(VitalSmarts). So, when faced with overworked
and apathetic employees, what’s a leader to do?
Nelson will introduce the Influencer Model—a
change strategy for motivating and enabling
employees to change their behavior and
increase engagement—also named the Change
Management Approach of the Year by MIT
Sloan Management Review. Learn about:
❙ Connecting to values.
❙ Teaching skills.
❙ Enlisting the support of managers and peers.
❙ Using rewards sparingly.
❙ Changing the environment.
504 Getting More Done with Less:
4 Steps to Leadership Agility
Ann Herrmann-Nehdi, CEO, Herrmann
International
Learn how to build the thinking agility to meet
today’s mental demands while maintaining a
more strategic mindset. This session will reveal
how to apply what we know about thinking and
the brain to better “see around corners” and
harness the full brainpower available—your own
as well as others’—to manage complex operational issues while keeping a visionary eye
toward the future. You’ll explore thinking styles
and their impact on communication, innovation
and decision making, and discover how to
identify and minimize mental “blind spots” that
may be hampering your results. The highly
actionable framework and techniques demonstrated in this session are based on 30 years of
brain research. You’ll learn to broaden your brain
bandwidth, build your credibility, and get better
results—both today and tomorrow.
505 Interactive Video: Creating the
Best of All Training Worlds
Ty Marbut, VP, Training, Dark Blue Morning
Marbut will describe seven techniques you can
use to convert your standard training video into
an immersive, integrative learning experience.
These techniques include virtual audiences,
immersive interactions, embedded
LearningLinks, subject-sensitive branching,
and community integration. See how these
techniques work together to create a powerful
learning experience that can sustain audience
interest and increase the chance that your
employees will learn and transfer that learning
into their daily tasks. Marbut will also share data
showing how interactive video provides greater
retention and transfer than either text or
standard video technologies.
Breakout Sessions
506 You Want Fries with That? Stop
Taking Orders: Start Cooking! Lenn Millbower, The Learnertainment Trainer,
Offbeat Training LLC
Speed to the window. Shout an order. Snatch the
food. Speed off. Is it a customer at McDonald’s or
a leader interacting with training? It’s our fault.
Instead of looking at our menu of options,
leaders stuck in survival mode order fast, comfort
food solutions devoid of nutritional value. We
need to demonstrate how well wecan cook so we
can get them out of the kitchen. This session
offers a road-tested recipe for building credibility.
It features 25 respect-establishing competencies
organized in five categories that combine into the
acronym CLOUT. When leaders know who we
are, what we know, why we matter, where we
fit, and how innovative we can be, we can serve
up healthy solutions. Join us in the kitchen. We’ll
cook up some growth.
507 12 Fatal Mistakes All
Learning Developers Make
Lou Russell, Author, Project Management
for Trainers
❙ Re-introduce instructional design as the valid
way of creating training programs.
512 Building High-Impact Continuous,
Blended Learning
509 Memory and Learning: The Seven
Ways We Remember Anything!
Martyn Lewis, Principal, 3GS; Kelly DeTommaso,
Global Customer Engagement & Selling Skills
Curriculum; Elissa Sternbergh Hoehn, Global Skill
Enhancement & Development, Merck
Bob Pike, CEO, The Bob Pike Group
Have you ever said, “I have a poor memory” or “I
can’t remember people’s names?” Pike’s belief is
that in training our purpose is learning for living
rather than learning to pass. We can’t use what
we can’t remember. Could any of us pass a test
on what we learned in college or high school—or
even fifth grade?! Probably not! Why? Because
for most of us, our focus was on passing the test,
not applying the content. Learn the seven ways
to remember anything and experience just how
good your memory is. You’ll be amazed at
yourself—and you’ll get a chance to apply what
you learn to your own content!
Training has moved beyond the walls of the
physical classroom and we must rethink the
fundamentals of how we design training
programs. Learn to:
❙ Architect learning experiences that are free
from the constraints of time and place.
❙ Extend the formal learning experience into a
virtual community.
❙ Gain learner engagement through relevance
and collaboration.
❙ Integrate learning with the application of new
knowledge, coaching, reinforcement, and
support.
510 Mobile Design for Instructional
Designers
A case study will illustrate how a blend of live
virtual, asynchronous, and coaching led to significant results that far exceeded what could have
been possible in just the physical classroom.
Michelle Lentz, Learning Advisor, Clarity
Consultants; Brandon Carson, Director of
Training, Bill.com
By combining ADDIE with the DARE project
management model, you will learn how to avoid
12 fatal mistakes that most people don’t even
see. Learn to:
❙ Avoid mistakes made during requirements and
the creation of the Project Charter.
❙ Create a flexible schedule without creating an
impossibly complex document.
❙ Avoid technology mistakes, including working
with technical staff.
❙ Avoid setting up vendors to fail.
❙ Avoid mismanaging the expectations of your
business sponsors and customers.
❙ Be aware of the impact sign-offs and controls
have on your development.
❙ Figure out what Agile, Lean, and SAM have to
do with all this, and how most people do them
completely wrong.
Too many times, instructional design gets lost in
favor of technology as we talk about mobile.
You’ll focus on the new requirement of designing
for multiple devices and formats. Through statistics, examples, and discussion of the current and
emerging state of the mobile ecosystem, you will
learn the key areas of focus for those who need
to design and develop content across multiple
devices. You will learn how to design for learners
who want to start their training on one device
and easily traverse to another. Additionally, you
will see how to build mobile content that complements eLearning. Learn:
❙ What to consider and pitfalls when designing a
cross-platform strategy.
❙ The differences between Web, hybrid, and
native apps.
508 Flip the Virtual Classroom and
Put Bloom’s Taxonomy to Work
Mark Steiner, President, mark steiner, inc.
David Smith, EU Managing Director, InSync
Training, LLC
Trending in the virtual classroom design space
are two concepts: how to ‘flip the classroom’ to
maximize valuable collaboration time, and how
to apply Bloom’s Taxonomy to determine how
best to deliver content in this new environment.
This session will examine both of these concepts
and their relationship to the virtual classroom.
The application of these concepts will help make
your sessions as impactful as possible, while
taking advantage of your technology investments. Learn to:
❙ Create virtual sessions that are more about
learning than listening.
❙ Change the learning culture so that virtual
learning is accepted as real learning.
25
511 The Great Debate:
ISD vs. Rapid Prototyping
Does a traditional ISD model work well on
eLearning projects? What is Rapid Prototyping?
Which method is better for designing and developing eLearning, ISD or Rapid Prototyping?
Explore some of the basic tenets of Instructional
Design and Rapid Prototyping, as they relate to
eLearning. Learn:
❙ Why a strong ID methodology/process needs
to be married with a strong software
development process to build the most
effective eLearning applications.
❙ The ADDIE (analysis, design, development,
implementation, evaluation) methodology.
❙ Basics of Rapid Prototyping.
❙ How to implement the best of both of the ISD
and Rapid Prototyping worlds.
513 Never Give a Boring Technical
Presentation Again!
Rob Cheyne, CEO, Safelight
Have you ever attended a boring technical
training or presentation? Have you ever given
one? If your participants are bored, they are not
learning, and you have failed as an instructor.
Cheyne will use real-world examples and
techniques from a computer security class that
he has successfully taught to tens of thousands
of students to demonstrate how you can apply
adult learning best practices to your own
training. Learn:
❙ How to apply modern accelerated learning
techniques to any technical content.
❙ How to ensure that students retain the
information from your session.
❙ Simple techniques that keep your audience
engaged and attentive.
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26
Breakout Sessions
514 Applying Adult Learning
Principles to Eliminate the
Terrible TOOs
516 A Small, but Mighty, Team
of One: Building a High-Impact,
Strategic Program
Dan Cooper, Partner, Performance
Improvement Results
Tami King, Training Manager, Novation, LLC
There is a GIANT disconnect between how
organizations provide training and the realities of
adult learning. Over the past 70 years, academic
researchers have studied nearly every imaginable
factor in adult education for both classroom and
eLearning. Yet most workplace training violates
these principles. As a result, typical training
suffers from the “Terrible TOOs”. Training is too
much, too long, too disconnected, too early, too
infrequent, too boring, too inconsistent, too
inconvenient, too expensive, and too dysfunctional. We’ll highlight established research on
effective learning, and show how you can
eliminate the Terrible TOOs in your training.
Learn how to truly generate performance
improvements with your training.
515 Migrating Your LMS:
A Best Practices Panel
Stacey Harris, VP, Research, Brandon Hall Group
Your LMS contract is up for renewal and you’re
not completely satisfied with your provider.
Perhaps they were acquired and you’re not
getting the same kind of personalized support,
while costs go up. Meanwhile, employees are
clamoring for learning on their mobile devices
and tablets. But your budget is tight, and
employee learning needs are urgent. Changing
platforms can be difficult and risky. If you’re in
the market for an LMS, you might be surprised at
your options. Veteran industry analyst Harris will
moderate a discussion with customers of three
very different solution providers: an established
talent management systems leader, a web-based
LMS upstart, and a provider of a free, open
source platform. Learn why now is actually a
good time to be migrating to a new LMS, as
providers old and new battle for market share,
driving innovation. Harris will ask users about
everything from integration and reporting
capabilities to service, support, and pricing.
Bring your questions too!
Many training departments consist of one lone
star. But even as a team of one, you can keep up
with the big guys. Come to this valuable
PLAY-shop to learn to:
❙ Team up with Leadership: Success is
dependent upon your ability to listen, question,
report, and communicate with senior leaders.
❙ Select a Stellar Starting Lineup: Handpick
courses that will get you the best bang for your
buck.
❙ Consult Your Playback Monitor: Use data and
discipline to document your work and ease
your learners’ experiences.
❙ Create your Signs and Signals: Communicate
benefits. Market your programs and yourself.
❙ Play Moneyball: Go beyond a Level 1 “smiley
sheet” and put meaningful, quantifiable metrics
in place tomorrow.
❙ Walk the Balance Beam of Life: Learn from a
recovering perfectionist how to navigate the
delicate balance between work and your
real life.
517 Why and How to Design
Micro Learning
Chanin Ballance, CEO; Nate Jolly, Senior
Instructional Designer/Strategist, VIA Learning
Harvard psychologist George Miller formulated
the chunk concept in 1956, but he never would
have predicted the relevance of his findings in
the 2.0 learning world. Today we must design
learning strategy and content to take advantage
of evolving learning behavior. Learning should
get to the heart of things quickly and be easily
accessible. If a learner’s working memory is full,
the excess information will disappear. If the
content isn’t available on demand, the learner
will postpone. In this session, you’ll discuss how
much information learners can digest and
process with their working memory, and why
some learning can end up as unproductive,
negative and even antagonistic. You’ll see how
to design effective learning with chunks to help
facilitate the brain’s ability to absorb information
more efficiently, thus improving the learning
process.
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Training 2013 Conference & Expo
WEDNESDAY, FEBRUARY 20
8:30 – 9:30 AM
601 Creating the Need to Know:
Using Technology to Drive
Learner Responsibility Jason Bickle, Director, Community & Events,
Rapid Intake
What if we had no graphics? What if there was
no audio or video? Would our online learners
learn? As technology is changing, the way we
think about teaching and learning online is
evolving. Come discover how to improve
cognitive engagement, create the need to know,
and motivate learners to take responsibility for
the learning process. You will accomplish this
through discussion of learner challenges,
mysteries, and games to ignite the need to know.
Learners will be driven to find the information at
their fingertips, and as a result increase
retention.
602 The Bottomline on ROI
Patti Phillips, Author, The Bottomline on ROI and
10 Steps to Successful Business Alignment
This session is for those who haven’t taken the
ROI journey yet but want to know how it works.
The fundamental concepts of measuring the
return on investment in learning and development are explored. Exercises, examples, and
tools in this interactive session are used to teach
the very fundamental aspects of ROI. Learn to:
❙ Identify the five levels of evaluation.
❙ Identify the ten steps on the ROI Methodology.
❙ Determine where and when to use ROI.
603 10 Communication Strategies
Every Leader Needs to Know
Dianna Booher, Author, Communicate
with Confidence
This session will provide ten guidelines for
measuring your communication across functional
lines and up and down the chain of command.
The principles provide strategies for anyone who
wants to communicate clear messages, increase
credibility, and build stronger relationships. You
will walk away with guidelines for deciding what
to communicate,…when to communicate,…and
how to communicate both routine and highly
sensitive messages. Learn to:
❙ Structure clear, concise messages—whether
responses to questions in the classroom,
hallway interactions with a peer or boss, or
extemporaneous presentations.
❙ Develop an information-sharing strategy to
ensure departmental communication that is
credible, complete, reliable, and timely.
❙ Assess your personal communication style to
determine clarity and influence.
Breakout Sessions
604 Gaming 101: Creating Meaningful
Learning Experiences
607 Why Coaching Works: 12 Stories
That Teach and Inspire
610 How to Get Employees
Up-to-Speed in Record Time
Brenda Enders, President/Chief Learning
Strategist, Enders Consulting
Tim Hagen, President, Training Reinforcement
Partners (Sales Progress)
Serious games and gamification, when done
properly and applied within a long-term learning
strategy, can increase employee engagement,
reduce time to proficiency and ultimately improve
performance. Get the foundation knowledge and
experience to begin integrating gaming concepts
within your learning solutions. You will:
❙ Experience how organizations are using games
to increase performance and address learning
needs through examples.
❙ Explore core game design elements;
understand why they motivate behavior.
❙ Discuss the impact and potential modifications
needed to your development process and team.
Coaching is an extremely powerful tool in developing high-performing workforces. Formalized
coaching programs build greater employee
engagement, performance improvement, and
decrease costs associated with traditional
training. It is a misconception that coaching is
managing. It is not. A true coach drives performance for individual employees as well as
employee teams, while a manager is often
content with sustaining the status quo. Learn
what research tells us about coaching and how it
affects the bottom line of organizations. Hagen
will share 12 true stories on how coaching has
changed lives in the workplace and home life.
Steve Rosenbaum, President, Learning Paths
International; Jim Williams, Learning Leader
North America, Elsevier; Edward Robbins,
President, Robbins & Associates
605 8 Strategies to Successfully
Involve SMEs in Training
Kendra Lee, President, KLA Group
608 Let’s Get Real About Rapid
Development Costs!
Becky Lucas, Owner, Training Partners Plus, Inc.
Effectively engaging Subject Matter Experts
(SMEs) in development and delivery speeds
development time, ensures the content hits the
mark, and elevates the adoption rate. But often
the SMEs are elusive and difficult to engage.
Break past the roadblocks of involving SMEs
with 8 proven strategies for engaging your top
experts in development, delivery and reinforcement. Discover:
❙ How to get SMEs to want to participate.
❙ Tips to choose the best SMEs to engage based
on your program objectives.
❙ Which SMEs you should involve to get the
highest return on the overall program.
❙ Indicators of potential pitfalls once SMEs are
engaged.
Content scope, amount and level of interaction,
and the glam factor—you’ll explore the factors
and variables impacting cost of eLearning.
You’ll be introduced to a cost calculator that
calculates seat time and costs specifically
associated with using rapid development
methodologies and Articulate and Captivate
software. After participating in a cost assessment
activity, volunteers will plug their data inputs
into the calculator to see various ‘what if’
scenarios that impact cost estimates. You’ll:
❙ Identify the design elements impacting cost
estimates and seat time.
❙ Identify the impact client/vendor relationships
and shared work effort has on cost estimates.
❙ Practice assessing the inputs needed to
calculate eLearning costs.
606 The Value of Training with
Tablets in the Classroom
609 Hottest New Tools for CuttingEdge Virtual Training
David Haroldsen, Training Manager; Cindy Stutz,
Associate Director, Training; Kenya Adams,
Training Manager, Verizon Wireless
Sheri Jeavons, President, Power Presentations,
Inc.; Bob Lee, Senior Product Marketing Manager,
GoToTraining
Explore the value and return on investment of
using tablets in the classroom. This session will
focus on the value of tablets from a trainer,
participant and going green perspective. You’ll
have hands-on practice with tablets during the
session (bring your own or try out one that will
be provided!), allowing you to experience the
benefits that tablets bring to the training environment as a trainer and a participant. Topics will
include: Training Preparation, Facilitation, Use of
Media, Classroom Interaction, Games, Apps,
Accessories, Note Taking, Online Participant
Guides, and Practice.
This session explores the latest virtual platform
training tools including video, testing, reporting,
evaluations and breakout rooms and how to
avoid common pitfalls to best coordinate with
your IT department when selecting a virtual
platform. Learn how to incorporate these new
tools into your online training to deliver innovative and engaging events; and examine how to
balance ever-changing technology with practical
delivery techniques. No matter what virtual
training platform you use, you will leave this
session with ideas to create your own cuttingedge online training.
Stop by the Training 2013 book store in the Expo Hall
for book signings and the latest training resources.
27
Every minute that employees are less than fully
proficient has a direct and measureable financial
impact on the organization. Through applying
the best of quality improvement, accelerated
learning and change management in a rigorous
and disciplined manner it’s possible to quickly
reduce time to proficiency by 30 to 50%. You’ll
see case studies and examples of how this
method has been applied in sales, manufacturing
and customer service. You’ll also discuss an easy
but sophisticated way to measure training as well
as:
❙ Building a proficiency definition.
❙ Mapping the current learning process.
❙ Finding ways to drive out time, waste and
variability.
❙ Implementing and measuring results.
611 Blending Instructor-Led and
Online Learning to Save Lives
Leanne Batchelder, VP, Bottom-Line Performance
Instructional designers and developers know that
a blended learning approach is ideal, but where
to begin? Learn about the design and development of a patient training curriculum that saves
lives by building skill and confidence in a complicated medical therapy--through the use of online
simulations, eLearning, videos, quick reference
guides, and a variety of nurse tools. Batchelder
will share:
❙ An analysis approach and tools for identifying
learner needs, their learning preferences, and
technical competence.
❙ A method for mapping training topics to
learning objectives to delivery methods, and
how to design a blended approach to meet
overall project goals.
❙ Samples of the simulations, videos, eLearning
courses, and print materials that convey the
consistent theme and use of visuals/content
throughout.
612 Designing Talent Management
Training Simulations for Managers
Robert Bell, Senior Instructional Designer,
Enspire Learning; Randy Esterling, Director,
Enterprise Learning; Jennie Reid, Manager,
Learning Solutions, ConAgra Foods
Simulations and games hold enormous promise,
moving training beyond basic content into a
deeper exploration of dynamic talent management activities. In this best practice session,
you’ll explore the design and development of one
such simulation—ConAgra Foods’ “Managing
Talent for Results,” which models the everyday
challenges managers face in implementing a
talent management strategy. Learn how the
Log on to TrainingConference.com to register today!
28
Breakout Sessions
simulation blends analog and digital features for
the sake of efficiency and overall product
efficacy; and the ways they evaluated the
success of this experience to ensure that it effectively addressed key human resources training
challenges.
613 Changing the Way NASA
Safety Learns While Delivering
a Positive ROI
WEDNESDAY, FEBRUARY 20
11:00 AM – 12:00 PM
701 BYOD! Tips for Effective
Mobile Assessments Jeff Place, Assessment Evangelist,
Questionmark Corporation
As a result of the findings of the Space Shuttle
Columbia Accident Investigation Board, the
NASA Safety Center (NSC) was established.
Hear how NSC’s Technical Excellence Office,
charged with increasing the overall competency
and credibility of NASA’s safety community,
developed a corporate university and STEP, their
comprehensive, career-oriented, professional
development program that covers six engineering
safety disciplines. Learn how STEP was taken
from conception to reality, from curriculum
design and eLearning production to launch and
implementation—and how it has demonstrated
outstanding metrics and a 400% ROI.
Bring-Your-Own-Device (BYOD) has gone
mainstream. Smart phones and tablets offer a
valuable opportunity for administering mobile
assessments. You can now deliver a single
survey, quiz or test to different platforms and
then process the results centrally. Learners can
access mobile assessments via email links, QR
codes or mobile applications. Learn:
❙ How mobile delivery can be used on its own or
as part of a blended delivery strategy.
❙ About the use of mobile assessments for
surveys, data gathering, quick quizzes,
mobile testing “centers” and observational
assessments.
❙ About best practices for creating surveys and
quizzes suitable for mobile delivery, taking into
account limitations on screen size, typing
capabilities, and bandwidth.
614 Avoiding Program Derailment:
Five Habits of Effective Design
NOTE: BYOD and you’ll take some mobile
assessments yourselves to see how this can
work for your organization.
John Marinaro, Director, Technical Excellence;
James May, Program Manager, NASA
Safety Center
Jen Cason, Associate Director, Training &
Documentation, TSYS
The success of a training design project doesn’t
rest solely in adult learning or technical
development expertise. If you’ve ever had a
project derailed in testing by a sponsor,
stakeholder, SME or facilitator who insisted that
it be “fixed,” you know this pain. Without their
approval, the solution can’t be released. Cason
will identify five habits culled from real-world
examples that will help you prevent or resolve
issues that lead to derailment. Learn:
❙ How operating “outside the box” can get you
into trouble.
❙ One thing most designers hate to admit, but
really need to advocate.
❙ Three ways you can critic-proof your
project team.
❙ Why pictures really are worth a thousand
words in training design.
❙ The investment that pays the greatest
dividends, regardless of project.
Is your training organization
one of the best in the world?
Stop by the Training
magazine booth
to learn more
about Training’s
Top 125 awards
Training 2013 Conference & Expo
702 Training in China: Opportunities,
Challenges, and Trends
Jeff Chai, VP; Raymond Zhu, President,
Learning Paths China; Steve Rosenbaum,
President, Learning Paths International
Training is becoming a very valuable commodity
in China. They place a high value on U.S. best
practices and key thought leaders. However,
navigating this new world is not easy. Get real
life examples of what it takes to be successful.
Learn about:
❙ Trends in training in China.
❙ Common myths about doing business and
training in China.
❙ Challenges in transferring training and best
practices.
❙ How to find partners in China to overcome
barriers.
❙ Differences in training a Chinese audience.
703 Frontline Leader Development:
A Case Study in When Necessity
Breeds Ingenuity
Kathy Grinsteiner, Training and Quality Manager;
Brenda Selle, Customer Experience Manager;
Kasey Hyrkas-Emery, Senior Analyst; Blue Cross
Blue Shield of Michigan
Frontline leaders are frequently promoted from
within, with little or no direct leadership experience. Blue Cross Blue Shield of Michigan
recognized that a significant need existed to
develop operational frontline leaders to meet the
challenges facing our organization and industry
as a whole. You’ll hear about their
LeadingBlueOps, an in-house program with
coaching as its core component, which takes
frontline leaders through an experience that is
structured, yet personalized and flexible. Learn:
❙ About the analysis, design, and
implementation of LeadingBlueOps.
❙ How to incorporate leadership competencies
and a professional 360 assessment into a
coaching program.
❙ About the continuous feedback and
measurement processes that have been
successfully implemented.
704 The Bite-Size Revolution in
Learning: Achieving More
with Less
Sebastian Bailey, President, The Mind Gym Inc.
L&D needs to be about value not cost; outcomes
not activity; proven contribution to the business
not audience delight. Traditional development
solutions are either bespoke or off-the-shelf—the
first is slow to create, expensive and lacks
responsiveness; the latter tends not to be fit for
purpose, a one-size approach that fits no-one.
There is another way. The bite-size learning
revolution is changing everything and together
we’ll explore the science and results behind it.
Learn how a modular, distributed learning
approach can offer solutions that allow for mass
customization which can be delivered quickly,
cheaply and at scale. Learn:
❙ To achieve in 90 minutes what normally takes
a day.
❙ About the science of short-form training.
❙ To achieve 17% greater learning transfer.
705 mLearning to Support Sales
Mobility at AutoTrader.com
Cory Colton, Sr. Manager, Learning
Technologies; Steven Poyner, eLearning
Specialist; Heather Markle , Associate Manager
Learning Technologies; AutoTrader.com
Explore how AutoTrader.com was able to deploy
its “My Learning” mobile learning solution to
meet business needs across its core business and
acquisition sales force. The “My Learning”
platform currently supports 1,000+ sales
colleagues and includes the deployment of
gamification, user-generated content to promote
best-practices, audio/video podcast and push
notifications and SMS texting for department
communications. You’ll learn:
❙ About AutoTrader.com’s strategy and
challenges.
❙ How to design an intuitive and flexible user
interface to make learning easy to find and
enjoyable.
❙ How to embed mobile learning into key
learning initiatives to encompass formal,
informal, and social learning.
Breakout Sessions
706 AIT Training Specialist Program:
The Performance Enhancement
Answer
Kathy Lee, Training Manager, AIT Laboratories
The AIT Training Specialist Program transformed a group of diverse, departmental subject
matter experts (SMEs) into a training powerhouse. The technical skills and leadership
abilities of the participants mixed with the
Training Specialist Program resulted in marked
performance improvement for the employees,
the departments and the corporation. The
Training Specialist Program maximizes the “AIT
Way”—teamwork, collaboration, communication
and continuous improvement of people and
processes. Lee will share why AIT’s founder and
chair refers to the training specialists as “our
team of experts” and how to develop this
structure for use in your company. Learn to:
❙ Discuss the application of the decentralized
training model.
❙ Prepare your own “metrics for success” to sell
to upper management.
707 Nancy Drew as Internal
Consultant: Solving
Corporate Mysteries Kim Barnes, CEO, Barnes & Conti Associates,
Inc.; Tracy Gohari, Director, T&D, Woodward;
Terri Dorsey, Director, OD, Boys & Girls Clubs
of America
Internal consultants play many roles; change
catalyst, trusted advisor, performance consultant, organizational listening post, among
others. This session explores another role:
organizational detective. Internal consultants
often have information that nobody else is privy
to—they know, in a sense, where “the bodies are
buried.” Because of their professional commitment to confidentiality, they often have to work
alone, like the classic detective heroes and
heroines we read about—and sometimes identify
with. Come prepared to tell and listen to stories
(names changed to protect the guilty, of course)
and explore the thrills and chills of solving
organizational mysteries! The session will be
interesting and fun—you’ll come away with
some new ideas for your practice and an
enlarged sense of the possibilities of your role.
708 The Secret to Gathering Training
Requirements
Kendra Lee, President, KLA Group
In just minutes, executive sponsors expect you
to secure all the information you need to design,
develop, and deliver training that will solve their
organization’s business issue. You need a
requirements-gathering approach that will
enable you to uncover crucial information.
You’ll:
❙ Identify the critical information you must
secure from executives.
❙ Craft a matrix of questions you can ask by
priority, for 10-, 20-, and 40-minute
meetings.
❙ Learn six questions that quickly uncover
crucial requirements.
❙ Determine what to do when the executive cuts
the meeting short.
❙ Brainstorm strategies around executive
roadblocks to sharing their time and
information.
709 Intelligent Learning Design:
Redefining Blended Learning
Sarah Thompson Senior Learning Consultant;
Jason DeLeon, VP; Intrepid Learning
How do we integrate the promise of technologies such as collaboration tools, social networks,
cloud computing, and more into effective
learning solutions that achieve tangible results?
Learn:
❙ About research, examples, and trends of
critical new technologies and their applications
for learning.
❙ About a framework that expands the common
vision of learning beyond traditional categories
to include new models of informal and social
learning, and examples in practice.
❙ How to blend formal, informal, and social
learning into effective solutions.
❙ About a modality assessment tool set and
apply it to a case study.
❙ How to determine when and how to use
different modalities and methods.
710 Implementing Social
Collaborative Technologies: A
Guiding Framework
Madhuri Kumar, Global Lead, Training Design &
Development, GE Oil & Gas
Social collaborative technologies create fundamental shifts when embedded into business
workflows, increasing movements of knowledge
facilitated by the socially fluid environment.
Existing silos break, resulting in greater productivity, transparency, and connectivity. For
performance technologists, while these shifts
afford new avenues of creating value, empirical
evidence shows resistance to change, disconnects with accepted business workflows,
incompatibility across multiple business
functions, and failed project management.
Learn about the journey of one global corporation’s implementation of a social collaborative
platform. You’ll explore a framework that
highlights the management of critical business
factors in this successful implementation and
adoption.
29
711 Tackling the Challenges of
Measuring ROI Jack Phillips, Author, The Value of Learning
Learn how some of the most admired
organizations in the world are tackling the three
major challenges for conducting ROI studies.
The first challenge is collecting post-program
data on a follow-up basis. This session will
show how a variety of techniques are being used
to capture data in a credible, reliable way. The
second challenge is to separate the influence of
learning from other factors. This session will
show how these organizations are isolating the
effects of the programs on the business impact
data. The third challenge is to convert data to
money. Using examples of all types of
organizations, including from the public sector,
the session will show how data are being
converted to monetary benefits.
712 Creative? Who Me?
Lisa Stortz, Strategic Relationship Manager,
Allen Interactions
Yes, you can be creative and this session will
show you how! Whether you’re looking to:
❙ Take a creative new approach to your
learning strategy.
❙ Add creative elements to your learning
solutions.
❙ Engage others in the creative process, or just
want to come and have fun.
This session is for you. You’ll leave with some
time tested tools to spark creativity and we may
just co-create some new ones as well. Creative?
Yes You!
713 Tips and Tricks for Multi-Cultural
Online Training
Linda Uli, Training Manager, Cisco
A one-size-fits-all online training strategy is
no longer optimal in reaching today’s diverse
audiences. The virtual classroom makes it
possible to deliver training to learners from all
over the world. Get techniques and methods to
more effectively teach participants based on
their culture, customs, and beliefs. Learn
how to:
❙ How to use The Lewis Model—a tool that
defines and simplifies the blueprint for
cultural analysis.
❙ Apply the learning styles of linear-active,
multi-active, and reactive cultures in the
online classroom.
❙ Match common traits with relevant online
strategies.
Busy schedule? Learn online!
Bookmark TrainingLiveandOnline.com
for a calendar of upcoming Certificate programs.
Log on to TrainingConference.com to register today!
30
Optional Tours
Extend your conference experience with a Thursday tour and get some truly magical
training tips from Disney or explore the world’s leading Emerging Technology Lab.
T01 Business Behind The Magic:
A Disney Institute Tour
T02 University of Central Florida’s Mixed
Emerging Technology Integration Lab Tour
Thursday, February 21 » 9:00 am – 12:00 pm
In addition to creating magical experiences for Guests, Walt and Roy
Disney mastered the art of business. They determined that leadership
excellence, selection, training & engagement, quality service, brand
loyalty and creativity & innovation were the five key principles that
would forge an invaluable formula for success; and ultimately establish
Disney as one of the world’s leading brands. Now, Disney Institute
invites you behind-the-scenes to discover how these Disney business
insights can be adapted and implemented within your own
organization. In this unique, 3-hour experience you will explore these
principles by visiting: Textile Services (a state-of-the-art laundry
facility); Epcot Cast Services (the “Backstage” area for Cast Members);
Main Street, U.S.A.;
and the “Utilidor” System
(a peek beneath the
Magic Kingdom).
Fee: $200
Thursday, February 21 » 9:00 am – 2:00 pm
The Institute for Simulation
and Training (IST) is a
research unit of the
University of Central Florida,
the second largest university
in the U.S. IST provides a
wide range of research and
information services for the
modeling, simulation, and
training community. This
site tour will focus on human-centric simulation and blended learning
research and development initiatives. Explore:
• Simulation of work practices in high stress environments.
• Multimodal, narrative-based leadership and business simulations.
• Enabling and enhancing knowledge, performance, and well-being
through technologies such as Mobile, Games and Simulations,
Virtual Worlds, and collaborative tools.
• State-of-the-art simulators in healthcare, transportation,
business/leadership, military, and education.
Fee: $75. Includes lunch.
Includes round trip transportation from Disney's Coronado Springs Resort. Space is limited. Pre-registration is recommended.
Attendee Registration
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Fax:
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Should you need to cancel your Training 2013
Conference or registration, you must do so in
writing to Customer Service—either by e-mail
or by fax—by February 4, 2013. Cancellations
received by February 4, 2013 are subject to a
$100 processing fee. After February 4, 2013,
we are happy to accept substitutions or issue a
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Expo-only fees are non-refundable.
For exhibit/sponsor opportunities,
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Venue & Hotel
Training 2013 Conference
& Expo will take place at:
31
Hotel Reservations
Reserve your room at Disney’s Coronado Springs
Resort® through Connections Housing using one
of the following methods in order to receive our
special Training 2013 Conference rate of $169 single
or double. Connections is the official hotel agency
for your Training 2013 needs—the only guaranteed
method of hotel reservation by the Training 2013 show
management. Book your room(s) through them today
to receive our special reduced rates.
Disney®
Online:
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clicking on the ‘Venue and Hotel’ tab
Phone:
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Fax:
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Reservations are accepted on a first-come, first-served
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1000 West Buena Vista Drive • Lake Buena Vista, Florida 32830
Disney’s Magical Express Service
VALUABLE BONUSES
for 3-Day Conference* Attendees!
One meal voucher and theme park ticket per sleeping
room. Theme park tickets expire 12/31/2013; are good
for use after 4:00 pm and may be used for one of the
following theme parks: Epcot®, Magic Kingdom® Park, Disney’s Hollywood Studios® or Disney’s Animal
Kingdom® Theme Park (subject to applicable park policies and procedures). Some activities/events may be
separately priced. For park hours visit: http://disneyworld.disney.go.com/calendars/. *Attendees with
a complimentary 3-Day Conference registration are not eligible for these bonuses. A variety of tickets are
available for purchase through Disney. Details below.
Let Us Take You Where You Want To Go
Enjoy the convenience of Disney transportation
throughout the Walt Disney World® Resort. Just steps
from your door, boats and motor coaches are waiting
to take you to and from the Theme Parks, Water Parks,
the Downtown Disney® area, and more.
may be redeemed for the purchase of
food and beverage items at participating
restaurants and other participating food
and beverage locations within the Walt
Disney World® Resort.
Need extra Theme Park tickets? Disney has special rates for attendees.
Visit http://www.mydisneymeetings.com/lmgtraining2013
Take advantage of the latest innovation in Disney’s
legendary commitment to service and convenience.
This complimentary shuttle and luggage service takes
you from the Orlando International Airport directly
to the Coronado and back again. To qualify, please
book your room through Connections Housing by
January 22.
Starting January 29, you may call 407.827.6777
or visit http://www.mydisneymeetings.com/
lmgtraining2013 to book your complimentary Magical
Express shuttle and luggage service. Discounted
Theme Park Tickets for Attendees are also available.
Disney Dining Card (value of $25)
Conference attendees who qualify
will pick up their bonuses at the
Training 2013 registration desk.
Disney®
To qualify, simply reserve your hotel room at
Disney’s Coronado Springs Resort® through
Connections Housing. Your stay must include
the nights of Sunday, February 17 and Monday,
February 18, 2013. Offer is only valid with a
3-Day Conference paid registration and is
subject to room availability.
Disney®
Disney®
Receive a FREE Disney
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Parking
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2013 attendees.
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Certificates: February 15 – 17
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□ P01 Designing and Delivering Instructor-Led Training (Fri – Sun) .............................$995
□ P02 Building Learning with Adobe Captivate 6 (Fri – Sun) ........................................$895
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□ P03 Instructional Design Fundamentals (Fri – Sun) ...................................................$895
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□
□
□ 1 General/Corporate/
Administrative
Management
□ 2 Training/ Development
□ 3 HR/Personnel
□ 4 Finance/ Operations/DP
□ 5 Sales/Marketing/
Product Development
□ 7 Customer Service
□ 8 Education
□ 9 MIS/Systems
Management/Technical
□ 10 Instructional Designer/
Developer
□ 11 Other (please specify)
_____________________
□ P04 Managing the Training Function (Fri – Sun) ........................................................$895
□ P05 Assessing and Evaluating Training (Sat – Sun) ..................................................$695
□ P06 Advanced Instructional Design (Sat – Sun) .........................................................$695
□ P07 Developing eLearning Stories and Scenarios Using Storyline (Sat – Sun) ...........$695
□ P08 Using Games, Simulations and Mobile for Learning (Sat – Sun) ........................$695
□ P09 Creating Leadership Development Programs (Sat – Sun) ...................................$695
□ P10 Designing, Facilitating, and Managing Live eLearning (Sat – Sun) ....................$695
□ TDF Training Directors’ Forum (Sun) ..........................................................................$395
*3-Day Conference registration is required for this fee. Certificate Only
and Training Directors' Forum Only pricing is available. Call 847.620.4483 Ext. 1.
Optional Post-Conference Tours: Thursday, February 21 (Space is lmited.)
□ Business Behind The Magic: A Disney Institute Tour (Thurs, 9 am – 12 pm) ...............$200
□ University of Central Florida’s Mixed Emerging Technology Integration Lab Tour
(Thurs, 9 am – 2 pm) ......................................................................................................$75
□ Expo Only Registration (Mon – Tues) ......................................................................................$25
DISCOUNT CODE: ____________
($
TOTAL AMOUNT DUE (in U.S. Dollars) $
_________)
________
3. Clinics are FREE to Conference attendees. (See pages 12-13.) Select One:
□ C01 Using Social Media for Learning
□ C02 Using and Designing Digital Team Building
Games
□ C03 PowerPoint as a Graphics Editor:
Simplified Visual Design for eLearning
□ C04 Performance Partnering: Proactive and
Reactive Performance Consulting
□ C05 A Jolts Jam: Activities to Wake Up and
Engage Your Participants
□ C06 Making the Business Case: Forecasting
1
2
3
4
5
6
President or Above
Vice President
Director
Manager
Trainer
Supervisor/Coordinator/
Assistant/Specialist
□ 7 Other (please specify)
_____________________
My organization’s primary
business activity:
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1
2
3
4
5
6
7
8
9
10
11
Manufacturing
Hospitality (food, lodging)
Retail
Wholesale/Distribution
Finance/Banking
Real Estate/Insurance
Business Services
Communications
Transportation/Utilities
Health/Medical Services
Educational Services/
Academic Institution
□ 12 Government and Military
□ 13 Consulting
□ 14 Public Administration
□ 15 Other (please specify)
_____________________
Total # of employees
in all locations:
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1
2
3
4
5
6
7
8
9
Size of annual training/
learning budget
(excluding salaries):
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1
2
3
4
5
6
7
8
9
10
$10,000,000 +
$5,000,001 - $10,000,000
$2,000,001 - $5,000,000
$1,000,001 - $2,000,000
$500,001 - $1,000,000
$250,001 - $500,000
$150,001 - $250,000
$100,001 - $150,000
$50,000 - $100,000
Less than $50,000
Register online at
www.TrainingConference.com
50,000+
25,000-49,999
10,000-24,999
5,000-9,999
1,000-4,999
500-999
250-499
100-249
Less than 100
5. Method of Payment/Credit Card Authorization.
Required for processing
□ Visa
□ MasterCard
□ AmEx
□ Discover
□ Check # ____________ Payable to Training Conferences
Please mail check and
registration form together.
the Impact and ROI of Projects
□ C07 Serious Play Methods
□ C08 Speak Like a Mouse: Eight Strategies
That Pixie-dust Your Presentations
□ C09 Creating Outstanding eLearning Videos
□ C10 A Hand Full of Knowledge — Creating
Mobile Learning Assets and Courses
Space is limited. Pre-registration is recommended.
Card Number
Print Cardholder’s Name
Exp. Date
Cardholder’s Signature
Date
By signing this form, you agree to have your credit card charged and to the cancellation policy on page 30.