Agenda

In this Tips & Techniques session, you'll hear from five industry experts in back-to-back pithy presentations. Later in the day, you'll have the chance to follow-up with one of them in a How-To session.

Subject-Matter Experts: Friend or Foe?
Diane Elkins, Co-Founder, Artisan E-Learning
Subject-matter experts have lots of expertise — that’s kind of the point. As instructional designers, it’s our job to translate that expertise into something useful for the learners. Sometimes that’s an easy process — and sometimes it can feel like a battle. Forging productive relationships with subject-matter experts can help us do just that.

Training’s Beacon of Hope in Global Gloom
Jim Kirkpatrick, Co-Owner, Kirkpatrick Partners
Discover how today’s challenging times create a unique opportunity for training to make a positive difference in the world and show unquestionable value.

The Secret to Massive Participant Engagement in Virtual Training
Sardek Love, President and Founder, Infinity Consulting and Training Solutions
Add this extraordinarily simple method to any virtual training course and watch your participant engagement skyrocket to new heights with ease.

The Instructional Design Game: Let's Build a Better Mousetrap!
Jean Marrapodi, Senior Learning Architect, MassMutual
Without it, your training is at risk of failure. Come learn the mantra for success.

Content Is Not King (& It Never Really Was)
Joe Urbanski, COO and Org Culture, Total Solutions Group (TSG)
People are drowning in content since the Internet arrived in 1995, so now it’s your job as a leader to transform how people experience that content in a way that improves recruitment, engagement, and retention in the 21st century!

In this Tips & Techniques session, you'll hear from five industry experts in back-to-back pithy presentations. Later in the day, you'll have the chance to follow-up with one of them in a How-To session.

The Next Stage of Online Learning
Clark Aldrich, Managing Partner, Clark Aldrich Designs
Learn about Short Sims, a new approach to educational media that combines the best practices of traditional content creation with the best practices of educational simulations/serious games.

Designing the Learner’s Journey: Building Intrigue, Engagement, Confidence, and Joy
Michael Allen, Chairman & CEO, Allen Interactions
Knowledge and skill objectives are important, but we need emotive objectives defined and address as part of the overall instructional design effort. Here’s how to do it.

Mindset Matters
Cynthia Clay, CEO. NetSpeed Learning Solutions
Learn how your mental model and personal style make the difference in the virtual classroom.

Practical Augmented Reality (AR) for Learning Developers
Destery Hildenbrand, Sr. Instructional Designer, GP Strategies
Learners regularly need access to information at multiple points of their day. There isn't always time to attend training to get that information. Here we explore three ways AR can act as a just in time delivery tool for your workforce to gather and curate the necessary content they need to be successful.

Intro to Effectively Evaluating eLearning
Steven Yacovelli, Owner & Principal, TopDog Learning Group, LLC
Your eLearning is complete (made by you or someone else) … but what are the right criteria to measure its effectiveness before you deploy it to the masses?

SHINE — Five Secrets of Stellar Virtual Trainers
Cynthia Clay, CEO. NetSpeed Learning Solutions
Have you noticed that some presenters facilitate virtual sessions with such passion and skill that it is a pleasure to participate? They command your attention, masterfully manage the web platform, make it collaborative and engaging, and create a stellar learning experience. Learn their secrets in this creative, lively session.

Applying the Content, Challenge, Activity, Feedback (CCAF) Design Model
Ethan Edwards, Chief Instructional Strategist, Allen Interactions
You will apply not only Content, Challenge, Activity, Feedback (CCAF) concepts, but also create emotive milestones along the learner’s journey from novice to confident performer. At identified points in the journey, designers will determine how they want learners feeling, what they want learners thinking, and what they want learners wondering.

Just-In-Time AR Delivery Methods
Destery Hildenbrand, Sr. Instructional Designer, GP Strategies
Have you thought about how your training might benefit from AR? AR might have seemed out of reach in the past; however, with today's bring your own device (BYOD) and remote work culture, it has become a practical option in getting important information to your workforce in their moment of need. Using your existing skills and knowledge, discover how to create three targeted approaches to using augmented reality for your learners' everyday needs.

Effectively Evaluating e-Learning: The Story of Pearl White & The 7 Dorks
Steven Yacovelli, Owner & Principal, TopDog Learning Group, LLC
What should you look for to effectively evaluate e-learning? In this session we’ll explore 7 areas to focus on to determine if a virtual program is right for your organization. From instructional design to visuals to cost to implement, you’ll leave this session with a solid tool to effectively evaluate your “e”.

In this Tips & Techniques session, you'll hear from five industry experts in back-to-back pithy presentations. Later in the day, you'll have the chance to follow-up with one of them in a How-To session.

Chatbots for Learning 101
Vince Han, CEO, Mobile Coach
Even though chatbots have been around for years now, they are still very new technologies for learning teams. Learn the basics about why chatbots are great for learners.

Shifting Focus from Telling Learners to Letting Them Think
Ray Jimenez, CEO, Vignettes Learning
Learn to help learners fix, solve and improve work issues. Ray will discuss how to apply Workflow Learning.

It’s Time to Get Serious with Evaluation
Patti Phillips, CEO, ROI Institute
Because studies continue to show L&D programs are rarely measured at the impact and ROI levels, although executives want these results, it’s time to get serious with evaluation.

Presentations Skills Matter!
Becky Pluth Pike, President and CEO, The Bob Pike Company
This quick session will give you tips on presenting well — in person or live online. Becky will share simple, creative methods to refine your content into an engaging presentation.

Leverage Agile Techniques for Learning Experience Design
Megan Torrance, CEO, TorranceLearning
Agile techniques dominate in the software industry because they can be incredibly effective. Let’s explore some of the Agile techniques we can use in L&D to create better learning experiences that solve real organizational challenges.

How to Build Chatbots for Learning
Vince Han, CEO, Mobile Coach
Even though chatbots have been around for years now, they are still a very new technologies for learning teams. Learn the basics about why chatbots are great for learners and how to go about building one.

Increasing Workers' Abilities to Think Beyond Skills, Tasks and Knowledge
Ray Jimenez, CEO, Vignettes Learning
We desire to increase workers’ capabilities to think and learn while they do work. This is by far faster, cheaper and reliable. However, in training we usually ""tell them"" what to do instead of letting them ""think"" and take action. Learn to apply ""50 Thinking Tools and Exercises"" to help workers learn while they are solving work issues.

Proving the Value of your Programs
Jack Phillips, Chairman, ROI Institute
Measuring L&D at the impact and ROI levels is not that difficult, and the rewards are high. Learn how to do this in a step-by-step approach, protect your L&D budget, and secure more support for your programs. A leadership development case study brings this session to life.

Practice Makes Perfect When Presenting
Becky Pluth Pike, President and CEO, The Bob Pike Company
Whether training, running a meeting, reporting progress, or pitching an idea, presentation skills matter and practicing your presentation is key. In this session you will practice presentations tips and techniques and get immediate feedback using artificial intelligence.

A smart phone is required for the afternoon practice session.

Create a Plan for Iterative Development & Evaluation
Megan Torrance, CEO, TorranceLearning
In this session you’ll have an opportunity to practice two techniques from the LLAMA approach to Agile in L&D. Bring your own project and get some work done as we design a kickoff session that gets you off on the right foot. Then we’ll spend the balance of our time designing a plan for iterative development & release … and evaluation!

In this Tips & Techniques session, you'll hear from five industry experts in back-to-back pithy presentations. Later in the day, you'll have the chance to follow-up with one of them in a How-To session.

Five Real-World Learner Engagement Tips from Disney
Pete Blank, Training and OD Manager, Personnel Board of Jefferson County
Discover why you have to engage all five senses in your training from a former L&D Manager at Disney University.

Useful Tools You Probably Don't Know When Creating eLearning
Joe Ganci, President, eLearningJoe, LLC
Hear about Joe Ganci's favorite tools (many free) that he uses every day as he designs and develops eLearning!

Reimagine Post-Pandemic Learning with VR and Games
Anders Grondstedt, President, The Gronstedt Group, Inc.
Reimage a post-pandemic future of learning powered by multi-player virtual reality (VR) simulations and learning games in every pocket.

Choosing the Right Technology for your Virtual Training Sessions
Karen Hyder, Online Event Producer, Kaleidoscope Training and Consulting
With so many online meeting tools available, it can be difficult to determine which software will best support your learning activities. This session will showcase critical tools including polls, chat, and breakout groups and compare functionality across products; AC, Zoom and WebEx. Review 21-questions to ask when choosing online software tools. Identify workstation setup and hardware checklist items, too!

Make Your Live Online Training Effective and Engaging with LOLAs
Sivasailam Thiagarajan, Resident Mad Scientist, The Thiagi Group
Hear how to select, design, and facilitate Live Online Learning Activities (LOLAs) to make your training effective and engaging.

Reskilling, Upskilling, and High-Quality Learning at Scale

Keep ’Em Coming Back for More

LOLA: Live Online Learning Activities: How to Increase and Improve Interactivity in Live Online Training
Sivasailam Thiagarajan, Resident Mad Scientist, The Thiagi Group
LOLAs are different types of live online learning activities that provide effective and engaging training exercises. There are 20 different types of LOLAs including Shared Learning, Interactive Lecture, Textra, Opener, Closer, Interactive Story, Thought Experiment, and Jolt. During the past 10 years, Thiagi has field-tested and improved these LOLAs. In this hands-on clinic you will learn how to select, design, and facilitate LOLAs in your own training.

How to Add “Disney Show” Elements to Your Virtual or In-Person Training
Pete Blank, Training and OD Manager, Personnel Board of Jefferson County
Your virtual or classroom-based training MUST engage as many senses as possible in order to keep your participants engaged. After Blank shares some high-level ideas, you’ll learn how you can implement your own “Disney Show” in your training events.

The Must-Know Adobe Captivate Tricks for Creating Tests and Assessments
Joe Ganci, President, eLearningJoe, LLC
Creating quizzes in Captivate can seem rather easy, but you may find yourself wishing some tasks were easier. During this session with Captivate Expert Joe Ganci, you will learn a number of ways that you can make quizzes work exactly as you’d like, with tips that will blow your mind!

How to Start Your VR Journey
Anders Grondstedt, President, The Gronstedt Group, Inc.
The Holodeck has arrived. Thing-forward companies are harnessing new low-cost mobile VR technology for experiential and embodied learning, state-dependent retention, deliberate practice, visualization, and analytics. They’re also maximizing reps and sets of skill practice with mobile games. Learn how to prepare your organization for a post-pandemic era of learning.

Five Secrets to Interactive Virtual Training Sessions
Karen Hyder, Online Event Producer, Kaleidoscope Training and Consulting
Learn the preparation and presentation tips that will make your virtual online sessions look polished and professional and will help you maintain participant engagement throughout any live session.

Jumpstart your career and become (and remain) a top performer in your field! You’ll receive a signed Training magazine certificate and an eBadge. 

Learning professionals want to be able to measure the effectiveness of their solutions and show the value of their work. For many years, they have tried to utilize their LMS and survey tools to accomplish this, with poor results. Measurement frustration and apathy has led many learning professionals to abandon their efforts to gain credible data and show the impact of their work. This session is for strategic learning professionals who want to learn how learning programs create business outcomes and how those outcomes are being measured to improve learning results. Participants will be introduced to a design data measurement model and innovative new tools that have revolutionized learning measurement, provided trusted data, and raised professional learning practice. Instead of focusing on just what you measure, this session will show you how to measure. Join us to learn the foundations of the model and witness the results data from companies who have implemented the model in their organizations.

You will learn to:

• Use learning design as the blueprint and catalyst for business results.
• Translate learning objectives into business outcomes.
• Increase credibility in the collaboration between learning and business stakeholders.
• Measure outcomes to show what was learned in the classroom, what was transferred to the job, and how organizational metrics were impacted by programs.
• Identify metrics impacted and create an ROI for programs.
• Interpret data to provide actionable business intelligence.
• Answer the top 5 questions business leaders ask about learning outcomes.
• Use data to diagnose and repair learning programs.
• Deliver reports to senior executives that show the impact of learning.
• Elevate the reputation of the learning professional as a business partner.

PROJECT:
During the 3 days you will apply the concepts to a learning program of your choice and enable measurement of outcomes.

TAKE-HOME RESOURCES:
You will receive a copy of the ROI by Design book to take home and reinforce your learning. In addition to the comprehensive workbook used in class, you will receive 3 job aids/templates including: taking a course request, interpreting learning data, and reporting learning results to stakeholders.

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.

You’ll learn to:

• Incorporate adult learning principles, a systematic learning process, and a variety of processing methods to maximize retention.
• 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.

BONUS! You’ll receive a 220-page Instructional Design Fundamentals Participant Manual, plus case study documents, job aids, a Kolb Learning Styles Inventory, and sample Self-Directed Learning Booklet. You’ll also receive a 184-page Support Manual full of instructional design guidelines, best practices, and templates with instructions for accessing the templates online.

Learn how to create and deliver in 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-to-apply techniques that create results and can be immediately applied to your programs. You’ll learn to:

• Use a seven-step process to transform your current courses into high-impact, learner-centered courses.
• Apply CORE to all your training - Closers, Openers, Revisiters, and Energizers
• Ban lecture and choose 62 ways to add variety.
• Apply CPR and the 90/20/8 rule to all your training.
• Create valuable learning materials your participants will love to use.
• Create powerful new ways to demonstrate your training results.
• Create effective case studies and role plays.
• Create a transfer of training strategy.
• Learn to use props, magic, and object lessons to increase engagement.
• Explore 11 ways to motivate adult learners.
• Experience the seven ways to remember anything — and how to apply them to your courses.

Take your training department to a higher level of performance. Learn how to align your training function with the needs of your organization by providing cost-effective, first-class training. Receive numerous tools and resources to assist you in managing every aspect of the training function from needs analysis and instructional design to delivery, evaluation, and staffing. You will learn:

• A seven-step process for setting the strategic direction of the training function.
• How to write a mission statement for the training function.
• An easy-to-use course audit checklist.
• Time-saving methods for estimating program costs.
• How to manage an effective needs analysis process.
• Guidelines for selecting the best training strategy: traditional, elearning, or both?
• How to conduct a solid cost-benefit analysis.
• How to confidently guarantee a return on investment (ROI).
• How to deal with the biggest design challenges.
• A step-by-step procedure for estimating course design time.
• How to prioritize course content to meet tight deadlines.
• 20 tips to minimize the challenges of working with subject matter experts (SMEs).
• How to build competency-based hiring profiles.
• Tips for selecting the best trainers and designers.
• How to manage and develop top-notch in

Interactivity design guides us in crafting online experiences that motivate participation, actively engage the learner’s mind, and create meaningful and memorable experiences. You’ll discover powerful ways to analyze content to establish appropriate scope for your eLearning, as well as strategies for content sequencing to maximize learner benefit and interest. Then, apply the powerful principles of instructional interactivity to design irresistible learner experiences. You’ll learn to:

• Create meaningful, instructional context.
• Manipulate risk and consequences to challenge learners.
• Break out of tedious question forms, instead focusing on meaningful behavioral outcomes.
• Employ feedback as a crucial teaching vehicle.Apply simple design elements to transform learner motivation.
• Develop interactivity design ideas through sketching and prototyping.

Based on the industry-leading ideas from Michael Allen’s Guide to eLearning, this program will fundamentally change the way you perceive the design and development of eLearning, and the possibilities for success!

BYOD: A Wi-Fi-enabled laptop with PowerPoint is required (or another authoring system such as Storyline or Captivate).

WANT TO LEVEL UP? This program can be used as the first course of the Allen Certified Instructional Professional (ACIP) Level 1 Credential, a multi-course program designed for L&D professionals looking to expand their skill set and improve the quality of their training.

Dry content. Challenging subject-matter experts. Tight deadlines. Writer’s block. That teacher who didn’t like your paper in high school. These can all make it harder to design courses you’re proud of. In this roll-up-your-sleeves, deep-dive workshop, you’ll learn and practice specific strategies to make your eLearning storyboards more engaging, interactive, and impactful.

What’s the Point?

• Determine the problem that needs to be solved (and why it’s a problem).
• Get to know your learners (and what they care about).
• Move from a focus on knowledge to a focus on performance.
• Write performance objectives and learning objectives.

What’s the Plan?

• Negotiate with stakeholders to get to what matters most (and negotiate out what doesn’t matter).
• Plan strategies to help your learners care.
• Plan strategies to help your learners understand and remember.
• Plan strategies to help your learners practice.
• Plan strategies to help your learners to take action.
• Experiment with different storyboard formats and tools.

How Can We Make It Come Alive?

• Make your writing clearer and more succinct.
• Write engaging stories, scenarios, and scripts.
• Move past PowerPoint bullet-point thinking and plan helpful instructional visuals.
• Write effective practice activities and assessment questions.
• Write for special formats such as microlearning and branching scenarios.

When organizations move from ILT to either a vILT or eLearning, they often attempt to do a straight conversion without re-evaluating the learning activities as they should. As a result, they are left with a boring, ineffective vILT or eLearning course that falls short. In this program, you will learn to create eLearning courses that bring about behavior change, engage learners, and leave them wanting more. You will re-evaluate your ILT learning objectives and move to solving business problems through behavior change rather than information overload. As part of this program, you will redesign an existing ILT course to a vILT or an eLearning course.

You will:

• Identify what eLearning tools are available to you and the type of functionality that is available.
• Storyboard the course in a new way that is interactive and engaging in a vILT or eLearning environment.
• Identify the graphics, media, and other supplemental tools to create a vILT or an eLearning course that is engaging for learners.
• Design new interactivities that engage learners and enable behavior change.
• Create a plan for executing the development of the eLearning when you return to your job.

PROJECT: Participants should come to the session with a real-world ILT that they would like to convert to an eLearning course.

BYOD: A Wi-Fi-enabled laptop with Microsoft PowerPoint installed is required. Optional: An eLearning tool installed (i.e., Articulate Storyline 3 or 360, Adobe Captivate, Lectora, etc.).

Jumpstart your career and become (and remain) a top performer in your field! You’ll receive a signed Training magazine certificate and an eBadge. 

Learning professionals want to be able to measure the effectiveness of their solutions and show the value of their work. For many years, they have tried to utilize their LMS and survey tools to accomplish this, with poor results. Measurement frustration and apathy has led many learning professionals to abandon their efforts to gain credible data and show the impact of their work. This session is for strategic learning professionals who want to learn how learning programs create business outcomes and how those outcomes are being measured to improve learning results. Participants will be introduced to a design data measurement model and innovative new tools that have revolutionized learning measurement, provided trusted data, and raised professional learning practice. Instead of focusing on just what you measure, this session will show you how to measure. Join us to learn the foundations of the model and witness the results data from companies who have implemented the model in their organizations.

You will learn to:

• Use learning design as the blueprint and catalyst for business results.
• Translate learning objectives into business outcomes.
• Increase credibility in the collaboration between learning and business stakeholders.
• Measure outcomes to show what was learned in the classroom, what was transferred to the job, and how organizational metrics were impacted by programs.
• Identify metrics impacted and create an ROI for programs.
• Interpret data to provide actionable business intelligence.
• Answer the top 5 questions business leaders ask about learning outcomes.
• Use data to diagnose and repair learning programs.
• Deliver reports to senior executives that show the impact of learning.
• Elevate the reputation of the learning professional as a business partner.

PROJECT:
During the 3 days you will apply the concepts to a learning program of your choice and enable measurement of outcomes.

TAKE-HOME RESOURCES:
You will receive a copy of the ROI by Design book to take home and reinforce your learning. In addition to the comprehensive workbook used in class, you will receive 3 job aids/templates including: taking a course request, interpreting learning data, and reporting learning results to stakeholders.

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.

You’ll learn to:

• Incorporate adult learning principles, a systematic learning process, and a variety of processing methods to maximize retention.
• 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.

BONUS! You’ll receive a 220-page Instructional Design Fundamentals Participant Manual, plus case study documents, job aids, a Kolb Learning Styles Inventory, and sample Self-Directed Learning Booklet. You’ll also receive a 184-page Support Manual full of instructional design guidelines, best practices, and templates with instructions for accessing the templates online.

Learn how to create and deliver in 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-to-apply techniques that create results and can be immediately applied to your programs. You’ll learn to:

• Use a seven-step process to transform your current courses into high-impact, learner-centered courses.
• Apply CORE to all your training - Closers, Openers, Revisiters, and Energizers
• Ban lecture and choose 62 ways to add variety.
• Apply CPR and the 90/20/8 rule to all your training.
• Create valuable learning materials your participants will love to use.
• Create powerful new ways to demonstrate your training results.
• Create effective case studies and role plays.
• Create a transfer of training strategy.
• Learn to use props, magic, and object lessons to increase engagement.
• Explore 11 ways to motivate adult learners.
• Experience the seven ways to remember anything — and how to apply them to your courses.

Take your training department to a higher level of performance. Learn how to align your training function with the needs of your organization by providing cost-effective, first-class training. Receive numerous tools and resources to assist you in managing every aspect of the training function from needs analysis and instructional design to delivery, evaluation, and staffing. You will learn:

• A seven-step process for setting the strategic direction of the training function.
• How to write a mission statement for the training function.
• An easy-to-use course audit checklist.
• Time-saving methods for estimating program costs.
• How to manage an effective needs analysis process.
• Guidelines for selecting the best training strategy: traditional, elearning, or both?
• How to conduct a solid cost-benefit analysis.
• How to confidently guarantee a return on investment (ROI).
• How to deal with the biggest design challenges.
• A step-by-step procedure for estimating course design time.
• How to prioritize course content to meet tight deadlines.
• 20 tips to minimize the challenges of working with subject matter experts (SMEs).
• How to build competency-based hiring profiles.
• Tips for selecting the best trainers and designers.
• How to manage and develop top-notch in

Interactivity design guides us in crafting online experiences that motivate participation, actively engage the learner’s mind, and create meaningful and memorable experiences. You’ll discover powerful ways to analyze content to establish appropriate scope for your eLearning, as well as strategies for content sequencing to maximize learner benefit and interest. Then, apply the powerful principles of instructional interactivity to design irresistible learner experiences. You’ll learn to:

• Create meaningful, instructional context.
• Manipulate risk and consequences to challenge learners.
• Break out of tedious question forms, instead focusing on meaningful behavioral outcomes.
• Employ feedback as a crucial teaching vehicle.Apply simple design elements to transform learner motivation.
• Develop interactivity design ideas through sketching and prototyping.

Based on the industry-leading ideas from Michael Allen’s Guide to eLearning, this program will fundamentally change the way you perceive the design and development of eLearning, and the possibilities for success!

BYOD: A Wi-Fi-enabled laptop with PowerPoint is required (or another authoring system such as Storyline or Captivate).

WANT TO LEVEL UP? This program can be used as the first course of the Allen Certified Instructional Professional (ACIP) Level 1 Credential, a multi-course program designed for L&D professionals looking to expand their skill set and improve the quality of their training.

Dry content. Challenging subject-matter experts. Tight deadlines. Writer’s block. That teacher who didn’t like your paper in high school. These can all make it harder to design courses you’re proud of. In this roll-up-your-sleeves, deep-dive workshop, you’ll learn and practice specific strategies to make your eLearning storyboards more engaging, interactive, and impactful.

What’s the Point?

• Determine the problem that needs to be solved (and why it’s a problem).
• Get to know your learners (and what they care about).
• Move from a focus on knowledge to a focus on performance.
• Write performance objectives and learning objectives.

What’s the Plan?

• Negotiate with stakeholders to get to what matters most (and negotiate out what doesn’t matter).
• Plan strategies to help your learners care.
• Plan strategies to help your learners understand and remember.
• Plan strategies to help your learners practice.
• Plan strategies to help your learners to take action.
• Experiment with different storyboard formats and tools.

How Can We Make It Come Alive?

• Make your writing clearer and more succinct.
• Write engaging stories, scenarios, and scripts.
• Move past PowerPoint bullet-point thinking and plan helpful instructional visuals.
• Write effective practice activities and assessment questions.
• Write for special formats such as microlearning and branching scenarios.

When organizations move from ILT to either a vILT or eLearning, they often attempt to do a straight conversion without re-evaluating the learning activities as they should. As a result, they are left with a boring, ineffective vILT or eLearning course that falls short. In this program, you will learn to create eLearning courses that bring about behavior change, engage learners, and leave them wanting more. You will re-evaluate your ILT learning objectives and move to solving business problems through behavior change rather than information overload. As part of this program, you will redesign an existing ILT course to a vILT or an eLearning course.

You will:

• Identify what eLearning tools are available to you and the type of functionality that is available.
• Storyboard the course in a new way that is interactive and engaging in a vILT or eLearning environment.
• Identify the graphics, media, and other supplemental tools to create a vILT or an eLearning course that is engaging for learners.
• Design new interactivities that engage learners and enable behavior change.
• Create a plan for executing the development of the eLearning when you return to your job.

PROJECT: Participants should come to the session with a real-world ILT that they would like to convert to an eLearning course.

BYOD: A Wi-Fi-enabled laptop with Microsoft PowerPoint installed is required. Optional: An eLearning tool installed (i.e., Articulate Storyline 3 or 360, Adobe Captivate, Lectora, etc.).

In this comprehensive and hands-on two-day Storyline 360 Certificate Program, you'll learn everything you need to build highly interactive eLearning with Articulate Storyline 360. Together, we'll explore a host of options to help take your training content to the next level. You’ll also get to experiment with quizzing, screen recording, and other creative interactions like dials and sliders, as well as explore the use of motion paths and meaningful animation designed to engage the learner. By the end of this jammed-packed two days of training, you'll learn what's needed to create a comprehensive learning course that can be published and delivered to meet a variety of needs, as well as play on a variety of devices.

Topics in this program include:

• Best Practices Before Beginning Storyline Projects.
• Building Blocks of Storyline.
• Slides, States, Layers, and Triggers.
• Common Interactive Elements.
• Quizzing.
• Screen Recording.
• Motion Paths.
• Text Variables.
• Number Variables.
• True/False Variables.
• Sliders and Dials.
• Player Features.
• Publishing.

Software Requirements:
Attendees are hands-on most of the time right in the Articulate Storyline 3/360 tool doing the steps and functions along with the instructor. Attendees need to bring laptops with Storyline 3/360 installed and ready to use. It's also highly recommended that attendees are familiar with the Storyline 3/360 interface, bring an external mouse, and have a laptop running Windows 7, 8, or 10. If attendees have a Mac, they need to ensure they have a parallel desktop. Ple

Live Online (virtual instructor-led) training has become a standard for learning teams all over the world. Virtual classroom technology enables learning and development teams to reach all audiences, at any time of the day, with just a simple internet connection. But let’s face it, learning to engage your audience using this type of technology is an immense challenge. It requires a unique skill set that combines using virtual presentation, facilitation, and design techniques with technical knowledge to skillfully deliver online learning events.

This 2-day pre-conference certificate guides individuals and organizations to identify, develop, and practice the necessary skills to become savvy virtual trainers and designers. The certificate also addresses what is required to be properly prepared to deliver online, what one needs to do adjust their individual beliefs around online learning, and how an organization can begin to make the shifts necessary to support a virtual learning culture.

You will learn to:

• Identify the online meeting technology features used to create engaging online training like chat, whiteboard, polling, and breakouts.
• Prepare virtual instructor led materials following current training approaches.
• Select appropriate virtual instructional strategies and activities that engage online learners.
• Sharpen the presentation skills necessary to masterfully inspire an engaging online event.
• Develop the unique facilitation skills required to ensure learning transfer in an online event.
• Develop engaging learning activities that prepare participants and ensure learning transfer in an online event.
• Design live online activities, following the principles taught and practiced in the live + online learning sessions.

PROJECT
During the two days you will apply the concepts to a virtual instructor led training program of your choice, and practice delivering it while on site with certificate peers as well as live online during your one on one follow-on capstone.

TAKE-HOME RESOURCES

• Receive a participant manual containing job aids (including The Virtual Trainers Competency Model and a 3-Step Virtual Activity Design Process).
• Receive examples and platform checklists to help navigate the various live online platforms in the market today (WebEx, Zoom, Adobe Connect and GotoTraining); and key points to remember for you to use as you design, develop materials and learning experiences for your live online courses.
• Receive a “Virtual Designers Toolkit” complete with a Virtual Facilitator Guide Template and the slides and facilitator’s guide for a sample live online learning activity.

FOLLOW-ON CAPSTONE

Two weeks following the in-person certificate, you get 30 minutes of live online, one on one time with Kassy to:

• Review your virtual classroom activity design
• Practice live online delivery of your 10-20-minute activity
• Receive feedback and coaching
• Address your follow up questions and concerns

Jumpstart your career and become (and remain) a top performer in your field! You’ll receive a signed Training magazine certificate and an eBadge. 

Learning professionals want to be able to measure the effectiveness of their solutions and show the value of their work. For many years, they have tried to utilize their LMS and survey tools to accomplish this, with poor results. Measurement frustration and apathy has led many learning professionals to abandon their efforts to gain credible data and show the impact of their work. This session is for strategic learning professionals who want to learn how learning programs create business outcomes and how those outcomes are being measured to improve learning results. Participants will be introduced to a design data measurement model and innovative new tools that have revolutionized learning measurement, provided trusted data, and raised professional learning practice. Instead of focusing on just what you measure, this session will show you how to measure. Join us to learn the foundations of the model and witness the results data from companies who have implemented the model in their organizations.

You will learn to:

• Use learning design as the blueprint and catalyst for business results.
• Translate learning objectives into business outcomes.
• Increase credibility in the collaboration between learning and business stakeholders.
• Measure outcomes to show what was learned in the classroom, what was transferred to the job, and how organizational metrics were impacted by programs.
• Identify metrics impacted and create an ROI for programs.
• Interpret data to provide actionable business intelligence.
• Answer the top 5 questions business leaders ask about learning outcomes.
• Use data to diagnose and repair learning programs.
• Deliver reports to senior executives that show the impact of learning.
• Elevate the reputation of the learning professional as a business partner.

PROJECT:
During the 3 days you will apply the concepts to a learning program of your choice and enable measurement of outcomes.

TAKE-HOME RESOURCES:
You will receive a copy of the ROI by Design book to take home and reinforce your learning. In addition to the comprehensive workbook used in class, you will receive 3 job aids/templates including: taking a course request, interpreting learning data, and reporting learning results to stakeholders.

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.

You’ll learn to:

• Incorporate adult learning principles, a systematic learning process, and a variety of processing methods to maximize retention.
• 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.

BONUS! You’ll receive a 220-page Instructional Design Fundamentals Participant Manual, plus case study documents, job aids, a Kolb Learning Styles Inventory, and sample Self-Directed Learning Booklet. You’ll also receive a 184-page Support Manual full of instructional design guidelines, best practices, and templates with instructions for accessing the templates online.

Learn how to create and deliver in 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-to-apply techniques that create results and can be immediately applied to your programs. You’ll learn to:

• Use a seven-step process to transform your current courses into high-impact, learner-centered courses.
• Apply CORE to all your training - Closers, Openers, Revisiters, and Energizers
• Ban lecture and choose 62 ways to add variety.
• Apply CPR and the 90/20/8 rule to all your training.
• Create valuable learning materials your participants will love to use.
• Create powerful new ways to demonstrate your training results.
• Create effective case studies and role plays.
• Create a transfer of training strategy.
• Learn to use props, magic, and object lessons to increase engagement.
• Explore 11 ways to motivate adult learners.
• Experience the seven ways to remember anything — and how to apply them to your courses.

Take your training department to a higher level of performance. Learn how to align your training function with the needs of your organization by providing cost-effective, first-class training. Receive numerous tools and resources to assist you in managing every aspect of the training function from needs analysis and instructional design to delivery, evaluation, and staffing. You will learn:

• A seven-step process for setting the strategic direction of the training function.
• How to write a mission statement for the training function.
• An easy-to-use course audit checklist.
• Time-saving methods for estimating program costs.
• How to manage an effective needs analysis process.
• Guidelines for selecting the best training strategy: traditional, elearning, or both?
• How to conduct a solid cost-benefit analysis.
• How to confidently guarantee a return on investment (ROI).
• How to deal with the biggest design challenges.
• A step-by-step procedure for estimating course design time.
• How to prioritize course content to meet tight deadlines.
• 20 tips to minimize the challenges of working with subject matter experts (SMEs).
• How to build competency-based hiring profiles.
• Tips for selecting the best trainers and designers.
• How to manage and develop top-notch in

Interactivity design guides us in crafting online experiences that motivate participation, actively engage the learner’s mind, and create meaningful and memorable experiences. You’ll discover powerful ways to analyze content to establish appropriate scope for your eLearning, as well as strategies for content sequencing to maximize learner benefit and interest. Then, apply the powerful principles of instructional interactivity to design irresistible learner experiences. You’ll learn to:

• Create meaningful, instructional context.
• Manipulate risk and consequences to challenge learners.
• Break out of tedious question forms, instead focusing on meaningful behavioral outcomes.
• Employ feedback as a crucial teaching vehicle.Apply simple design elements to transform learner motivation.
• Develop interactivity design ideas through sketching and prototyping.

Based on the industry-leading ideas from Michael Allen’s Guide to eLearning, this program will fundamentally change the way you perceive the design and development of eLearning, and the possibilities for success!

BYOD: A Wi-Fi-enabled laptop with PowerPoint is required (or another authoring system such as Storyline or Captivate).

WANT TO LEVEL UP? This program can be used as the first course of the Allen Certified Instructional Professional (ACIP) Level 1 Credential, a multi-course program designed for L&D professionals looking to expand their skill set and improve the quality of their training.

Dry content. Challenging subject-matter experts. Tight deadlines. Writer’s block. That teacher who didn’t like your paper in high school. These can all make it harder to design courses you’re proud of. In this roll-up-your-sleeves, deep-dive workshop, you’ll learn and practice specific strategies to make your eLearning storyboards more engaging, interactive, and impactful.

What’s the Point?

• Determine the problem that needs to be solved (and why it’s a problem).
• Get to know your learners (and what they care about).
• Move from a focus on knowledge to a focus on performance.
• Write performance objectives and learning objectives.

What’s the Plan?

• Negotiate with stakeholders to get to what matters most (and negotiate out what doesn’t matter).
• Plan strategies to help your learners care.
• Plan strategies to help your learners understand and remember.
• Plan strategies to help your learners practice.
• Plan strategies to help your learners to take action.
• Experiment with different storyboard formats and tools.

How Can We Make It Come Alive?

• Make your writing clearer and more succinct.
• Write engaging stories, scenarios, and scripts.
• Move past PowerPoint bullet-point thinking and plan helpful instructional visuals.
• Write effective practice activities and assessment questions.
• Write for special formats such as microlearning and branching scenarios.

When organizations move from ILT to either a vILT or eLearning, they often attempt to do a straight conversion without re-evaluating the learning activities as they should. As a result, they are left with a boring, ineffective vILT or eLearning course that falls short. In this program, you will learn to create eLearning courses that bring about behavior change, engage learners, and leave them wanting more. You will re-evaluate your ILT learning objectives and move to solving business problems through behavior change rather than information overload. As part of this program, you will redesign an existing ILT course to a vILT or an eLearning course.

You will:

• Identify what eLearning tools are available to you and the type of functionality that is available.
• Storyboard the course in a new way that is interactive and engaging in a vILT or eLearning environment.
• Identify the graphics, media, and other supplemental tools to create a vILT or an eLearning course that is engaging for learners.
• Design new interactivities that engage learners and enable behavior change.
• Create a plan for executing the development of the eLearning when you return to your job.

PROJECT: Participants should come to the session with a real-world ILT that they would like to convert to an eLearning course.

BYOD: A Wi-Fi-enabled laptop with Microsoft PowerPoint installed is required. Optional: An eLearning tool installed (i.e., Articulate Storyline 3 or 360, Adobe Captivate, Lectora, etc.).

In this comprehensive and hands-on two-day Storyline 360 Certificate Program, you'll learn everything you need to build highly interactive eLearning with Articulate Storyline 360. Together, we'll explore a host of options to help take your training content to the next level. You’ll also get to experiment with quizzing, screen recording, and other creative interactions like dials and sliders, as well as explore the use of motion paths and meaningful animation designed to engage the learner. By the end of this jammed-packed two days of training, you'll learn what's needed to create a comprehensive learning course that can be published and delivered to meet a variety of needs, as well as play on a variety of devices.

Topics in this program include:

• Best Practices Before Beginning Storyline Projects.
• Building Blocks of Storyline.
• Slides, States, Layers, and Triggers.
• Common Interactive Elements.
• Quizzing.
• Screen Recording.
• Motion Paths.
• Text Variables.
• Number Variables.
• True/False Variables.
• Sliders and Dials.
• Player Features.
• Publishing.

Software Requirements:
Attendees are hands-on most of the time right in the Articulate Storyline 3/360 tool doing the steps and functions along with the instructor. Attendees need to bring laptops with Storyline 3/360 installed and ready to use. It's also highly recommended that attendees are familiar with the Storyline 3/360 interface, bring an external mouse, and have a laptop running Windows 7, 8, or 10. If attendees have a Mac, they need to ensure they have a parallel desktop. Ple

Live Online (virtual instructor-led) training has become a standard for learning teams all over the world. Virtual classroom technology enables learning and development teams to reach all audiences, at any time of the day, with just a simple internet connection. But let’s face it, learning to engage your audience using this type of technology is an immense challenge. It requires a unique skill set that combines using virtual presentation, facilitation, and design techniques with technical knowledge to skillfully deliver online learning events.

This 2-day pre-conference certificate guides individuals and organizations to identify, develop, and practice the necessary skills to become savvy virtual trainers and designers. The certificate also addresses what is required to be properly prepared to deliver online, what one needs to do adjust their individual beliefs around online learning, and how an organization can begin to make the shifts necessary to support a virtual learning culture.

You will learn to:

• Identify the online meeting technology features used to create engaging online training like chat, whiteboard, polling, and breakouts.
• Prepare virtual instructor led materials following current training approaches.
• Select appropriate virtual instructional strategies and activities that engage online learners.
• Sharpen the presentation skills necessary to masterfully inspire an engaging online event.
• Develop the unique facilitation skills required to ensure learning transfer in an online event.
• Develop engaging learning activities that prepare participants and ensure learning transfer in an online event.
• Design live online activities, following the principles taught and practiced in the live + online learning sessions.

PROJECT
During the two days you will apply the concepts to a virtual instructor led training program of your choice, and practice delivering it while on site with certificate peers as well as live online during your one on one follow-on capstone.

TAKE-HOME RESOURCES

• Receive a participant manual containing job aids (including The Virtual Trainers Competency Model and a 3-Step Virtual Activity Design Process).
• Receive examples and platform checklists to help navigate the various live online platforms in the market today (WebEx, Zoom, Adobe Connect and GotoTraining); and key points to remember for you to use as you design, develop materials and learning experiences for your live online courses.
• Receive a “Virtual Designers Toolkit” complete with a Virtual Facilitator Guide Template and the slides and facilitator’s guide for a sample live online learning activity.

FOLLOW-ON CAPSTONE

Two weeks following the in-person certificate, you get 30 minutes of live online, one on one time with Kassy to:

• Review your virtual classroom activity design
• Practice live online delivery of your 10-20-minute activity
• Receive feedback and coaching
• Address your follow up questions and concerns

• Understand the differences between the suite of tools for Articulate 360.
• Identify which tool you might use for a particular e-Learning project.
• Understand how to work effectively with Subject Matter Experts.

• Why are learner personas vital to Instructional Design.
• Have a proven process for creating learner personas.
• What is a Motivation Profile.
• Use the Motivation Profile to determine which game mechanics to use in this particular training.

• Utilize an evidence-based framework (F.I.E.R.C.E.) to assess strengths in six strategic domains for effective leadership.
• Provide crystal clear goal-setting for yourself, your team, and your organization using a four-step, science-based roadmap (G.R.I.P.).
• Articulate the key drivers of leadership and team agility and resilience.
• Take your team to a new level of innovation and engagement.

• Plan a needs analysis system.
• Handle a request for training.
• Analyze job performance.
• Determine causes and solutions for job performance problems.

• The differences in the two types of courses for stakeholders, environment, and the audience.
• To ask the right questions up front to effectively define and plan a conversion project.
• To spot and plan for risks early in the project.
• To apply the five-step model to any eLearning conversion project.

• List six proven ways to effectively manage challenge behaviors.
• Describe two classroom management techniques that can be used to address challenging behaviors.
• Demonstrate one classroom management technique that addresses challenging behavior.
• Commit to two classroom management techniques they will use in their next training.

• Utilize project constraints as tools to collect high-quality feedback.
• Identify client-side partners to help streamline the process.   
• Ensure evaluation is steeped in value instead of subjectivity. 
• Discover how to provide clear and easy pathways to compile feedback.

• Approach reskilling to meet people where they are (including concepts like remote working and social distancing) while inspiring and empowering them to remain healthy and productive.
• Accelerate the creation of user-generated content when video is now mainstream.
• Embrace user-generated content and collaboration when people want and need it most.
• Organize the user-generated content for good intentions now and later.

Live training works BEST when it turns attendees from content RECIPIENTS into PARTICIPANTS. In this demo-packed session, you will experience unique, highly interactive techniques that will elevate your department’s training (no matter who the trainer is). You will experience:

• Customizable game shows.
• The “Figure it out Formula” that participants WANT to solve.
• The Content Continuum technique that achieves 100% participation.
• Voluntainment (how to get anyone to do role plays).
• A Speed Interviewing technique that covers three topics in 5 minutes.
• Polling with flags (yes...flags).
• And participant “shout out” techniques that engage everyone, every time.

Bob shares the worst mistakes trainers make when designing and delivering learning, and shows you how to not make them. Discover learning transfer strategies and how to chunk content, how to ask and answer questions, how to handle being off schedule, and much more. You’ll also find out how to open, close, and keep participants energized in the meantime.

• Define virtual learner engagement to effectively design the learning appropriate activities. 
• Analyze activities for specific engagement techniques and feature usage to apply to your training.
• Create your own customized activities for immediate use in your virtual classroom programs.

• Identify important factors in the science of instructional design.
• Determine the key components of instructional design that enable business impact.
• Analyze how the pieces of instructional design merge together to create results.

• Reflect on the challenges your organization faced during the COVID19 pandemic and the successful solutions that have had a long lasting positive impact.
• Recognize the benefits and ROI of virtual learning offerings.
• Recognize the impact technology has on training and articulate the need to stay up to date with advancements and innovation. 
• Understand the value of an agile project development and rapid deployment.

• Learn how mindset underlies, drives, and sustains behavior change. 
• Learn the difference between an inward mindset, and an outward mindset and their impact.
• Gain awareness about self-deception and how it shows up at work.
• Learn about tools to obtain and implement an outward mindset personally and in organizations.

So you did the analysis, designed your new hire training program, rolled it out, and lots of learners completed it…now what? Did it make any difference at all? And how would you know if it did? When looking at new hire programs, in particular, we often hear that the goal is to reduce “Time to Competency” as if that is the magic bullet for measuring the value and impact of this type of training. But is it? And what does Time to Competency even mean? In this session we will explore how and why companies rely on T2C as the holy grail of impact analysis and discuss the strengths and weaknesses of leaning on this construct. You will walk away with a more complete perspective on the diverse ways you can evaluate your training and some concrete examples of how to determine if the work you put in to developing your training truly led to measurable and valuable results.

• Create a strengths-based approach to performance management.
• Develop practical frameworks to measure progress and goals.
• Foster greater collaboration and team trust through communication techniques.

• To understand and apply strategies for organizational change to SAM.
• About the Preparation Phase.
• About the Iterative Design.
• About the Iterative Development.

• Identify three ways that personality models are typically misused.
• Describe the six personality types IN each person and how they function best.
• Understand how personality diversity changes the way we experience trust, influence, and authenticity.
• Explain how personality agility can increase social-emotional intelligence.

Congratulations! You’ve selected the perfect learning management system (LMS). Now what? Join Katrina for a lively discussion and some amusing war stories from past implementations. You’ll learn how to complete your implementation so smoothly that executive leadership is in awe of your project management skills. You’ll explore how to avoid common pitfalls that cause your implementation to stretch out longer than originally expected. And, how to work effectively with your LMS vendor to determine a timeline, set expectations, and get everything done on time. Finally, you’ll learn to assemble an administrator team that is excited, knowledgeable, and well organized.

• Apply the science of weirdness to driving more authentic conversations and behaviors in your training.
• Increase learning retention and application for manager soft skills, producing more consistent results and behaviors across your organization.
• Create an environment of authentic leadership that will produce more effective application of soft skills training for managers and leaders at all levels.

• Describe the advantages of using interactive exercises to increase the effectiveness of your training sessions.
• Identify where in your training sessions you can insert activities to make your trainings more fun and effective.
• Implement a variety of activities to successfully convey your training messages with stronger impact while having fun.

• Assess your current training program.
• Prepare a virtual training plan.
• Design your program with ROI in mind.
• Create a virtual training course template.
• Assess the best technology for your program.
• Prepare your employees for virtual learning.
• Create a ROI program.
• Evaluate the ROI of learning.
• Discuss the strategic importance of virtual training.

• What xAPI is.
• How you can use xAPI in any Storyline or Captivate course.
• How to send xAPI statements to any LRS.
• How to capture user information.

• Write and design a chatbot script for a learning journey.
• Understand what chatbot channels are best for your organization.
• Frame the ROI for a chatbot initiative.

• A clear-cut definition of Culture (finally!)
• Enhancing Internal Communication.
• Delivering Service Differentiation.
• Creating Guest/Customer Obsession.
• Increasing Value Proposition.
• Developing “Rock Stars”.
• Taking Personal Ownership.

• Examine the facets of creating an online learning with learner empathy at the forefront.
• Identify modifications you can make to your training to account for the Learner Experience.
• Determine a balance between satisfying business needs and accommodating the training experience of your learners.
• Create learner personas that will resonate with team members at all levels and heighten awareness of the Learner Experience.

• How to stay out of the weeds and quickly find the story that matters.
• How reversing the typical slide format can turn a key point into a big moment.
• How emulating a common camera move can help you own the conference room.

• Explain how to design a program that influences key organizational metrics.
• Determine where to focus resources so they make the most impact.
• Identify effective methods of demonstrating program value to stakeholders.

• Understand the gamification elements of dating apps that make them so addicting.
• Apply the mechanics in dating apps to your learning projects.
• Understand the psychology behind the addiction to dating apps and how to translate it into L&D.

• Why reskilling makes sense, financially and emotionally.
• Three skill areas critical to the future of work.
• How to employ video training to achieve successful reskilling.

• Compare your L&D team's recent achievements and impact with those of other organizations.
• Leverage insights on trends to determine critical areas of L&D focus.
• Determine which learning modalities, content and skill areas, and L&D technologies should be your focus moving forward.

The Transformation Challenge will help an individual or team navigate change and solve their biggest problems using the Six-Step Process. It creates a common language and process to address any issue, saving countless hours and funds while fostering imagination and collaboration. During this power-packed session, each participant will take the "Transformation Challenge" with Rob's personal coaching and use the Six-Step Process to solve a problem or challenge in their personal life or business — additionally, participants will "Red Team" their plan in small groups. Key takeaways from this session include:

• Learning to navigate and manage change and disruption in your organization and personal life.
• Applying and learning the Six-Step Process to solve significant issues.
• Each attendee will receive a copy of the book, "The Transformation Challenge: The Six Steps to Planning and Execution."

• The difference between converting and transforming your classroom training.
• The three phases of transforming your classroom training.
• Creating the most effective blend of learning assets to ensure highly effective virtual learning: Self-paced learning assets (eLearning micro-mods, digital pre-reads, etc.); Performance support tools (used for interactive learning activities); Learning communities (used for collaboration, problem-solving, etc.); Post training activities (assessments, facilitator follow-ups, etc.).
• Case studies that demonstrate both how to transform your current classroom as well as measurable results.

• Take your own "anxiety temperature" as a presenter.
• Diagnose the situation and develop a vigorous treatment plan.
• Unmask the mysteries of what makes for a vigorous, robust webinar.

• Get started using AI in your existing corporate training and technology framework.
• Begin measuring knowledge, skills, and competencies that enable a personalized learning experience.
• Start creating learning content today that is future-ready for AI.

• Create a culture of trust on teams, even when trust has been broken.
• Steer clear of communication SNAFUs that can lead to mistrust.
• Determine how, when and how much to empower team members for best results.

• Describe the four categories of learning engagement that affect learning outcomes.
• Select tools and techniques from the examples provided that would best serve your learners and organization.
• Decide how to adapt training to ensure engagement of both your in-person and virtual participants.

• Learn the potential of experience design in creating engaging and impactful learning.
• Understand the steps and stages of the experience design process.
• Learn to use industry-standard digital tools and platforms.
• Learn to develop strategies for leveraging multiple modalities across an entire digital learning experience.
• Explore strategies for incorporating and promoting experience design within today’s learning and development sector.

• Why promoting these principles is important from a neuroscience perspective.
• How an absence of these can lead to a threat response, ultimately leading to poorer individual and team performance.
• Why some initiatives succeed while others inevitably fail.
• How the brains of people from varying cultures and backgrounds respond differently.
• The underlying roots of implicit bias so you can take steps to mitigate these biases.

• Learn how to make your training go from dreaded requirement to anticipated event.
• Discover why all training should be instructor-led, participant-centered.
• Take away strategies to help employees feel responsible for their own learning.

• Create better slides for the visual component of a presentation.
• Design and develop better handouts to suit audience members' needs.
• Become a better storyteller by sequencing complicated information.

• Utilize humor techniques to enhance your presentations.
• Memorize more effectively so you never forget your material.
• Tell compelling stories which will bring your content to life.

• Recognize the skills that you will need to build to perform in these new roles.
• Leverage human capital within your organization and upskill or reskill people to meet the needs of your learners.
•  Analyze and offer insights to impact learning for the future.

• Recognize the benefits of using a Training Needs Analysis.
• Understand how to apply a Training Needs Analysis through a simple 10-step process.
• Discuss how using a Training Needs Analysis can be used to address some of your biggest business challenges.

• Define advocacy and understand how it can lead to transformative change.
• Engage in catalytic conversations about topics related to diversity, inclusion, and advocacy.
• Explore actions to take that will lead to more inclusive organizational practices and policies.

• Discuss what is Agile and what business strategies are needed for future to stay in business.
• Develop a game plan to begin to build a workforce that can stay positive and productive in the face of constant change.
• Learn to become the HERO (Hold yourself accountable; Emotions Matter; Ramp yourself where you need to be; Organize your day for productivity.)

• Identify the desired outcomes for a program evaluation.
• Manage stakeholder expectations.
• Collect meaningful data.
• Provide tangible results.

• About new games and initiatives that can be done in small groups seated at tables. 
• About practical, hands-on activities that are easy to tweak to specific learning objectives.  
• To recognize and apply the central design elements that facilitate the development of successful experiential tools. 
• To facilitate and debrief new and unique experiential activities with your teams.

• Understand the barriers to Inclusive and Equitable training development.
• The six elements for Inclusive training.
• Engage in dialogue to practice and share resources for developing DEI centric training programs..

• When and how to illustrate a slide.
• How best to utilize white space.
• Using transparent shapes—best problem solver ever.
• When to animate and when not to.
• Decluttering and deuglifying.

• The components of Self-Esteem and Personal Power and the behaviors that result when these components are out of balance.
• How to challenge common misconceptions that undermine healthy confidence that result in either a lack of confidence or misplaced confidence.
• How to Chart your own confidence based on 4 factors.
• How to use the insights to brainstorm solutions to improve learner’s confidence.

• Understand the learning brain.
• Assess learners' roots of resistance. 
• Apply techniques to transform reluctant participants.

• Experience learning activities you can apply to your classrooms and online programs.
• Acquire alternatives to lecture and PowerPoint with maximum participant engagement and trainer flexibility.
• Recognize the importance of keeping interactive training relevant to your content.

• Understand the strategy behind successful virtual engagements.
• Be able to use tools for better engagement based on the study of communication and neuroscience.
• Understand the unique needs of today’s audience and be better able to adapt their messages for increased connection.
• Be better equipped to gain consensus on actions needed going forward after the meeting.

• Analyze and Identify the workplace impact of specific emergent technologies.
• Describe the role of emergent technologies in your specific workplace with colleagues and decision makers.
• Develop a roadmap for next steps in implementing emergent technology in both short term and long term timelines.
• Evaluate instructional effectiveness of different tools as you implement them in the workplace.

• Learn to understand how Wholistic Revolution implemented new and emerging technology to create a fun and effective way to teach procedure, form, and safety.
• Receive a four step process on how to get started with AR in your organization. 
• Leave with ideas on how you can use AR at your own organization, right now!

• A method for structure and organization.
• Connecting with your listeners.
• Persuasion Techniques.
• How to be concise.
• Tools for Thinking on your feet.
• Practice techniques.

• Follow a checklist to guide your efforts when describing competence.
• Facilitate discussions with stakeholders about what metrics are better for evaluating the utility of the competences and competency model. 
• Explain what makes a description of a competency and a competency model useful and effective.

• Identify what games are right for your learning objectives.
• What games are right for your training environment (eLearning, ILT, VILT).
• When to incorporate games into your training,
• How to integrate games into your other tools (authoring, LMS, web conference, etc).
• Discover how games can provide instant feedback and analysis unveiling individual and group comparisons.

• Identify key types of learning access needs for people with disabilities.
• Write well designed and effective alt text for picture & graphics. 
• Integrate new ideas and methodologies to design accessible learning.
• Gain checklists and tools to assess current program compliance.

• Why courage is the premier virtue of leadership, sales, and innovation.
• How to build people’s confidence instead of stoking their fears.
• Tips for creating a culture of courage and high performance.

• Identify what factors impact employees’ decisions to disengage or reengage.
• Discover and apply the specific actions leaders need to take to implement the Five Elements of Engagement.
• Assess your organization to gain clarity on key elements of engagement that need addressing and actions you can take.

• Conduct a brainstorming session with stakeholders to uncover the problem, needs, and parameters of a project.
• Use the 5Ws and H as a framework to elicit the correct information from your SMEs.
• Create a mind map to capture the information from the brainstorming session.
• Generate an agreed upon single sentence statement that defines the goal of the training.

• Explore existing approaches and how they can be used to create an effective mix of Formal and Informal learning as part of a blended learning program.
• Discuss how to map content to the workflow, with an emphasis on getting the learning as close to the work as possible.
• Evaluate how to identify skills and knowledge that can safely be learned through informal learning, and the skills and knowledge that should absolutely be taught by an instructor in a classroom.

• What Resilience is, and why we’re not naturally good at it.
• How to apply proven strategies to overcome stressors in our lives.
• To explore how individual Resilience becomes contagious and creates Resilient organizations.

• Define soft skills.explore the strategies for building engaging, non-linear courses that improve learners’ soft skills.
• Explore examples of soft skills learning experiences that were implemented and successfully delivered to learners in a corporate environment.
• Describe the benefit of using technology to teach soft skills.
• Establish a structure for branching scenarios and simulations.
• Create a storyboard designed for branching scenarios.
• Program a branching scenario using Storyline 360.

• Articulate how learning activities impact results, and confidently discuss the financial and budget implications of developing talent.
• Design a strategy that drives growth in a quickly-changing environment and aligns to business goals. 
• Become a trusted talent partner who engages executives in discussion, instead of presenting to them.

• A basic understanding of stop-motion animation techniques.
• Various approaches and styles of stop-motion animation for eLearning.
• Multiple tools and software applications for creating stop-motion animation.
• Best practices for designing stop-motion animation and when to use it.

• Understand why the time to proficiency is a competitive weapon.
• Identify challenges with training and learning interventions.
• Receive recommendations on proven practices and strategies to accelerate time to proficiency.
• Understand the total eco-system to shorten time to proficiency,

Join in an engaging brainstorming session (Part 1 & Part 2!) with award-winning eLearning expert Nick Floro. You’ll explore design trends and how to use sketching and prototyping to test your creative ideas. You’ll walk away with resources, tips, and techniques to help you build your next generation of learning.

• Practice receiving feedback with Grace - seeing it as a gift that can foster personal growth and development.  
• Identify the personal barriers that prevent giving feedback to others.
• Explore the personal habits that prevent us from seeing the feedback we have to give others as "worth it."
• Align feedback that we give to others with a sense of care, responsibility, and respect. Focus on these values as being more important than the above barriers.

• Explain the cognitive aspects of storytelling that make stories meaningful and lasting.
• Give examples from professional wrestling of key storytelling components and explain how they can be applied to training.
• Create a character with a story that could support a learning program.

• Recall the necessary elements needed to effectively communicate and collaborate with internal customers.
• Modify their current listening habits to build trust, create consistent awareness, and establish stronger connections for stronger influencing power.
• Demonstrate and understand the true meaning of assertiveness (sharing their own concerns while clearly being interested and understanding the interests of others) to gain a true win-win in collaborative efforts.
• Evaluate internal customers desired and anticipated needs in a way that helps them clearly articulate the value of, and to others.

• Integrate the "Magician's Mindset" into your thinking, projects, and teams.
• Save time and money by learning new material faster.
• Retain 300% more information from all future trainings.
• Apply memory systems to your unique organizational learning objectives.
• Effectively approach mental fitness as a lifelong practice.

• Articulate your unique emotional intelligence strengths and challenge areas and explain how they are powered by your instinctive mindsets.
• Recognize opportunities to stretch beyond what comes naturally to you and understand the benefits of doing so for yourself and others in your organization.
• Take concrete action steps towards becoming more agile in your approach to social and emotional situations even when they  may become highly charged.

• Observe how a mobile workflow learning device delivers workflow learning.
• Access a mobile workflow learning database via your phone or computer to understand how content is created and edited for global users.
• Use your phone or computer to access and manipulate data produced via a mobile workflow learning device to reveal performance improvement opportunities from organization to user and process to process step granularity.
• Discuss how mobile workflow learning benefits organizations that depend on people who work with their hands to produce and deliver high quality products and services at lower cost than traditional memorization/learning.

• Incorporate the five most important things salespeople need to know into every product training program.
• Design training programs with interactivity to increase engagement, retention, and implementation.    
• Organize product knowledge utilizing a 12-step training template.

How we teach is as important as what we teach. We’ve all seen courses and workshops with strong content badly delivered. Based on current brain science, this interactive session gives you practical, proven approaches to create immediate and lasting learning EVERY time you train, teach, or coach others... whether in-person or virtually. You will learn 4 simple steps and 6 powerful principles to engage and retain your learners as you teach anyone anything and make it stick.

• Describe the benefits of edutainment.
• Participate in a range of activities that showcase edutainment.
• Identify at least 12 training techniques to build engagement and promote retention.
• Define the formula for mastering edutainment.
• Create a mock session design for using the edutainment formula.

• Translate classroom lessons into interactive virtual activities.
• Creatively use virtual classroom tools for engagement.
• Avoid three common conversion mistakes.

• Provide random feedback,
• Change the state of a multistate object based on a variable.
• Save content on the device.
• Incorporate HTML5 web objects in your project.
• Define JavaScript variables.
• Create custom functions.
• Call the function.
• Catch a value being returned from a variable.
   

• Self-awareness
• Self-regulation
• Social skills
• Motivation
• Empathy

• Apply the Fogg Behavior Model to identify points of friction in your learning ecosystem.    
• Complete a friction assessment to identify opportunities for improvement.    
• Identify potential solutions to the friction in your learning ecosystem.

• Create threshold concepts for programs that you build.
• Revise existing programs to enable deeper learning.
• Articulate the importance of threshold concepts.

• Define the term force multiplier as it pertains to human resources.
• Understand the role of L&D in preparing for and training force multipliers.
• List at least three strategies vital to the success of training in a time of crisis.

• Learn to quickly build mini animated videos using templates in the PowToon platform.
• Leverage customized small videos to enhance the learning of unpopular topics, for example, compliance training. 
• Be engaged with video cartoons, graphics and entertaining voice over. 
• Practice building a hands-on video yourself in this session.

• Understand the origin of unconscious bias and learn how unconscious bias impacts workplace environment.
• Examine how leaders can create environments of trust and loyalty that can lead to honest and open growth within the organization.
• Learn the challenges in reversing unconscious bias using improvisation among your teams and organization.

• Explain the benefits of bookending your learning event to your stakeholders using the tips you learn.
• Identify bookending activities in a paper activity with an accuracy of 80%.
• Apply the principles of bookending to one of your learning programs/initiatives, using the handouts provided.

• An introduction into cross-enabled processes. 
• The value add of cross-training.
• How to set expectations among employees.
• How to think about investing in continued growth for your teams.

• Discover key insights from the field of intercultural communication that enable them to present effectively in international business contexts.
• Acquire researched models for intercultural presentation skills, including a set of presenter styles and cross-cultural considerations.
• Learn how to tailor presentations to diverse audiences and successfully navigate cultural conventions to communicate within in-person and online business settings.

• Incorporate agile project management techniques into the communication plan for an Instructional Design project.
• Utilize conflict resolution strategies when negotiating project creep with stakeholders.
• Apply sprinting methodology to the cadence, setup and delivery of effective design strategy meetings between instructional designers and stakeholders.
• Create awareness and understanding among stakeholders about what goes into the instructional design process to ensure stakeholder buy-in and support.

• Identify where and how to implement virtual training.
• Put that knowledge into practical application.
• Differentiate what can be taught virtually vs what should be taught virtually.
• Build your eLearning courses with virtual follow-up in mind.
• Measure your success.

• Neutralize myths of leading virtual initiatives including the role of trust, onboarding, accountability and common goals.
• Identify foundational communication and leadership skills that must be amplified in a virtual environment.
• Evaluate a strategy blueprint addressing influences of language, culture, technology and collaboration for leading successful team outcomes.

• Gain understanding into available LMS automations to alert learners to required courses.  
• Explore strategies to motivate your learners and reward them for completing required trainings.  
• Learn how the technology your LMS is based on can affect your ability to implement different learning strategies.

• Understand why the current state of leadership is poor.
• Recognize the three secrets to building strong leaders.
• Apply a tool to become a better connector.
• Identify the most common communication trap.
• Use a tool to avoid communication breakdowns.
• Know why most leaders get motivation wrong.
• Help motivate others successfully.

• How to define psychological safety. 
• How to recognize if your company or team lacks psychological safety.
• How Emotional Intelligence and Psychological Safety are the building blocks for a high performing team.
• To recognize and explain The Zones of Psychological Safety. 
• To define professional vulnerability and apply it to team collaboration.
• To create an action plan for yourself and provide tactics to help create and foster an environment that allows our teams to dream, to wonder, and to question.

• Know where AR makes sense in your learning experiences
• Storyboard and plan for your AR experience
• Recognize current tools and resources that exist for creating augmented reality
• Deliver your experiences to your learners through AR apps and Web AR
• Build an AR experience from start to finish

The producer is the in-charge executive of the video, making the final decisions on content, production, and process. A good producer takes on the challenge of producing a quality video by multi-tasking and being at one time, the project manager, creative consultant, script doctor, and coach. While the job of the producer is a difficult one, it is a role that almost anybody can learn. In this session, you will tour the video production process and get a thorough understanding of the producer's role. We will begin with an overview of the stages of the production process and what a good producer does during the pre-production, production, and post-production phases. Then the facilitator will dive more deeply into each stage of production and discuss best practices and apply them to the type of video shot in learning and development. Since well-executed pre-production is key to high-quality, engaging video, much of the session will focus on the earliest stages of video production. While discussing pre-production, the facilitator will provide you with sample checklists and processes that you can use when planning your videos. You will learn:

• How to plan camera shots, scripts, graphics while simultaneously communicating necessary information to the production team and talent.
• Essential tips to work with on-camera talent, communicate expectations to editors and other post-production personnel, and prevent production errors.
• How to feel confident about producing video content.
• The process that video producers use to complete projects on-time and on-budget.

What do the best virtual trainers do when facilitating interactive live online classes? How do they ensure engagement and interaction? What sets them apart from the rest? Join this interactive session to learn five "secrets" to virtual training success. You'll learn what exactly to include in pre-session communication and calendar invites, and how to engage a remote audience using common virtual platform tools. You'll learn when to turn on the webcam and when to leave it off, and how to make your audio sound crystal clear for clarity. You'll also learn what to do to prevent technical challenges and how to respond if they happen anyway. You'll be able to rate your own virtual facilitation skills against a master checklist, and leave with a roadmap to apply these techniques in your next virtual class! This session is designed to engage the audience from start to finish. Each of the five "secrets" has a corresponding activity to help you immediately increase your skill. For example, you'll learn where to place your headset microphone using a "pop" breath technique. And you'll learn how to appear professionally via webcam by taking 'selfies' from different angles. You'll also compare sample virtual class welcome messages to determine how to best word your own invitations. And you'll see examples of how to set up your workspace when facilitating an online class, comparing it to your own setup. At the end of this session, you will be able to:

• Engage online attendees using common virtual classroom tools.
• Effectively handle typical challenges that arise during virtual classes.
• Assess your current virtual delivery skills and create an action plan for improvement.

• Manage your time and stop lying to yourself and others.
• Start a project well to end well.
• Behave as if insanity from others is just a constraint.
• Practice resiliency and agility in the face of constant chaos.
• Implement the BIG BOX to end a project.
• Bring your gnarliest project, join Lou, and commit to success.

• Facilitate any group activity using the Facilitating with Impact! model.
• Immediately apply every activity shown in your training programs regardless of the content.
• Use the session Playbook to increase the amount of training that gets applied back on the job.

• Design using three coaching types to support your training and learning objectives.
• Build coaching tools that literally streamline the coaching process specific to your training objectives.
• Overcome the #1 challenge with managers not willing to coach: "Lack of Time".
• Design training reinforcement specific to your needs and literally has managers wanting to coach.
• Design coaching tools called "coaching maps" that immediately positions managers to coach without having to train them in a full program ... and much more!

Writing training for Walt Disney Entertainment was fascinating: Characters, Parades, Fireworks, leadership, Finance, Orientation and more. The presenter used his own methodology for these programs. He also, after leaving Disney, applied his methodology to health care, grocery, government and others. This methodology, unlike ADDIE, is simple, emotion based and succeeds.

It’s built on an acronym called MAGIC:

• Message – Identifying the emotional core of the subject to be taught.
• Anticipation – Thrusting the participants into the experience.
• Guidance – Teaching the most critical must-know information.
• Investigation – Validating and expanding on the information presented.
• Customization – Identifying and planning personal applications. 

You’ll be able to:

• Select a training program to work on and identify an emotional hook that would matter to your learners.
• Sort relevant content that must be taught and discard all other content using a content identification filter.
• Place your relevant content into the appropriate program segments using a design template worksheet.
• Identify activity placement locations and begin listing activities that will support the content in that location using a design template worksheet.
• Share and report your progress with table participants and the room, as appropriate, throughout the process.

Content is not king (and it never was). In a world changed by COVID-19, all context has shifted. We don’t teach content; we teach people. Training sessions should bring the content to life and people should feel more excited about the material when they walk out of the session. Sadly, this is not typically the case. People are drowning in all of the content that is available since the Internet arrived in 1995. It’s time for an update and as an organizational leader, it's your responsibility to move your training culture into the future. During this clinic, you'll experience (not just hear about) how a dynamic people development framework and learning experience that is both entertaining and empowering can improve recruitment, retention, and succession planning. If you are tired or bored with ineffective training formats, let us help you discover a proven approach to boost performance, leadership, and organizational culture.

By the end of the session, you’ll identify each key role:

• Leaders and managers will discover what's holding their training culture back and learn how to implement programs to drive engagement, retention, and performance.
• Human Resources will be able to use the Experience Development framework to change the training canvas to meet goals and create results that last longer than a month.
• Trainers will participate to learn the Learn-Say-Do-Reflect model to transform dull and irrelevant training events.