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Welcome to the Institute for Technology Enabled Learning! A special thank you to our speakers and our attendees for your participation and support. Join us over the next two days for our exciting lineup of speakers with many informative sessions covering the hot topics and trends surrounding the Technology Enabled Learning community. Join Amy Niras Community Facilitator and Advisory Board member as she reviews the Institute's accomplishments thus far, highlights what’s in store for learning this year and all the new and exciting things happening at HR.com. During this short, 15-minute session, Amy will provide an overview of the certification program (have you signed up yet?) and an update on hours accumulated to date. Find out what you have missed, and what is in store for 2013. Throughout this session we will:
• Introduce you to the Technology Enabled Learning Advisory Board
• Introduce you to the Institute and the Certification program
• Help you learn how to become an expert in Technology Enabled Learning.
• Offer an opportunity for YOU to host an educational session and educate your peers.
• Learn why this Institute is important to the Technology Enabled Learning Industry and how you can contribute to its success.
If you are new to the Institute for Technology Enabled Learning, this introduction will cover not only our past accomplishments but explain why you should continue to participate and be a part of this community. For those with questions regarding the Institute and its content, this is your chance to share your ideas. Don’t forget, this is a great opportunity to converse with our industry experts. Looking forward to your participation!
The way we work has changed. With jobs and skills changing so quickly, we don’t always have the time to create structured formal training programs to support and develop our employees. We’ve got to do things more quickly. And the truth is, employees will go out and find what they need whether you help or not.
Technology tools and network connections enable us to find and access information and resources with the tap of a few keys—provided the useful resources and information are there. Today’s learning professionals need to have a mind to creating an environment in which resources, support and performance tools can be available IN the workflow as people need them.
At the same time, the learning programs we do create need to be more agile and sustained over time to truly support behavior change. With a mind to continuous learning, let’s start thinking about creating learning campaigns instead of training events. Learning campaigns ensure that content is stickier, provide periodic refreshers of content to make for better retention, and provide access to information and concepts in a variety of ways.
So what is continuous, collaborative learning all about? And why are we not calling it social learning anymore?
Let’s explore this topic, get you caught up on the terminology, and take a look at what other organizations are doing to implement collaborative tools, create learning campaigns and embed support where it’s needed.
In this session, we’ll put the focus on:
• What is continuous, collaborative learning?
• How can you make it work for your organization?
• What are other organizations doing?
Do you remember taking a “soft skills” training class earlier in your career? Perhaps a leadership skills course? A communication skills class? What percentage of the time in your class was focused on role plays or other behavioral learning activities that allowed you to practice the skills you were there to learn?
If the training was online, was it elearning? What percentage of the training time was at the application (skill practice) level? Was it a trainer-led webinar or blended learning program? Any role plays or practice exercises included as part of the program?
In our own soft skills training experience, the training time dedicated to application-level practice in most soft skills training seems to fall into the 10% to 20% range.
We have two concerns with most corporate soft skills training and the insufficient focus on actually practicing and anchoring the skills. The first is the failure to engage. If employees spend most of their time listening to a lecture, watching a video, or other passive learning activities, this translates into a low level of learner engagement and interest. Learners often leave the training feeling it was just a waste of time, or of limited practical value.
The other concern with the lack of skill practice in most soft skills training, is the employee’s low likelihood of effectively internalizing the taught skills. Let’s be realistic – the acquisition, mastery and internalization of complex skills requires hours of practice in a safe environment, not minutes. Practice-deficient soft skills training is not likely to be effective in improving performance in the targeted skills.
In order for organizations to increase the effectiveness of their learning programs, they first have to benchmark the learning transfer and performance impact of each one. Many organizations have a number of implemented learning programs that have been in place for years, but sometimes have little-to-no evidence that they truly impact performance. The days of that scenario are numbered, as learning analytics and business impact metrics become more prevalent.
The content and focus of a key learning program may be essential to an organization, but is the program itself optimally improving performance?
In this session, Game On! Learning will be presenting a case study where changing the learning strategy in a critical skill area significantly improved the performance of learners over the results attained by the legacy program. Included will be an overview of the research strategy, the measurement criteria, and the research results.
This session may result in a significant epiphany for all attendees: sometimes unlocking untapped performance potential within your employees is attained by “reinventing” key programs using more effective learning strategies – such as game-based elearning, blended learning and other skill development models – that are simply more effective at transforming learning into a higher level of proficiency and performance on the job.
Did you know that within the first 48 hours of your employees attending a traditional training or learning event, their knowledge retention drops to 33 percent? Did you also know that research now shows that nearly 80 percent of learning in the workplace takes place informally? So why are training departments still spending the vast majority of their budgets on formal training efforts? Informal Learning has become all the rage over the past 5 years in the Learning and Development industry. As we’ve taken a closer look at this powerful discipline we’ve learned that Informal learning can actually be “formalized”, tracked, measured, and implemented through Performance Support. The biggest misunderstanding around Performance Support is that L&D can’t scale and create it because it’s consumed in the informal domain. Nothing could be further from the truth. See how large training organizations such as Herman Miller, Deloitte, Boeing, and McDonald’s are taking using Performance Support to raise the amount of true business impact they can have.
This session will address the methodologies behind designing, implementing, and maintaining effective Performance Support (learning while doing), and how it is now, more than ever, all around us!
In the session you will learn:
• That is the true learning journey mean across Train, Transfer, and Sustain
• How to impact all 5 Moments of Learning Need
• What Performance Support is: methodologies and concepts;
• What does Performance Support Look Like;
• What are the design considerations when integrating Performance Support into an existing learning approach; and,
• How Learning Groups interact with the enterprise when they begin providing Performance Support solutions.
Randhir Vieira, Vice President of Product and Marketing for Mindflash, will discuss five important factors to consider when creating a productive e-learning curriculum. Online certification programs are quickly becoming a vital part of onboarding and preboarding new employees, and it is important that the first impression you give your new team members is a positive one. When training new employees on new material, the same points will ensure the new instruction is received and retained.
The first point is the use of multi-media in e-learning. Since many participants are completing the courses alone, using a variety of styles of presentation will ensure that they remain engaged and focused during the session.
Second, Randhir will discuss ways to keep the participants involved by including an interactive element to the training. Examples will be given of ways you can encourage your learners to be active.
Third, he’ll discuss the length and timing of e-learning courses. As more and more information sources compete for an individual’s attention, it becomes more difficult to stay productive during a drawn-out presentation.
Fourth, Randhir will discuss ways to apply the training to current work situations. Sharing real-life stories is a great way to show the value of the information.
Finally, he’ll discuss ways to ensure that material is engaging and interesting. Different strategies will be discussed that will enable you to draw in your audience.
Following these key points will help make your company’s e-learning experience positive and productive for all involved. Please join us for this informative webinar which will allow you to ensure excellence in your e-learning programs!
Global teams are quickly becoming the operating standard for many companies. With every new merger and acquisition, distributed product development team, and expanded customer services, new teams begin to emerge on a global scale. This is true at Autodesk, an industry leader in software for architecture, construction, manufacturing and entertainment. Over the last few years, the rate of emergence of global teams has accelerated at a dizzying pace. As Training and Organization Development professionals, we are constantly in demand to help leaders face their challenges through awareness and skill building for what it takes to lead effective virtual teams.
In this session, we’ll discuss some of the challenges virtual teams experience that aren’t always discussed in the literature. We’ll review the toll globalization takes on productivity, how structures can be redesigned to support team effectiveness, and some techniques team leaders can use to help their teams become highly effective.
As an HR professional, learning and development specialist, or organization development consultant, you’ll want to attend this session to learn how fatigue can be a cause of poor performance, how to use communication technologies to your greatest advantage, and some skills leaders can employ in order to diagnose and remediate poor behaviors common to virtual teams.
If you manage client groups who have challenges with global teams, performance issues, and low manager effectiveness, this session will provide some food for thought as well as tools to enhance virtual team effectiveness. Our hopeful outcome is for you to be empowered to work with your leadership teams to get a handle on the ways and means of managing effective virtual teams.
Flipped classroom learning — replacing live classroom lectures with courseware or recorded content, and then using the live classroom sessions and social and collaborative tools to supplement, enhance, and reinforce the learning experience — has the potential to increase learning effectiveness, lower operational costs, and attain better retention and more effective application of the learning. The model has created tremendous buzz in the education community and has shown promising results, but is it viable for business learning?
We believe that effective use of the flipped learning model has the potential to transform business learning by reducing operational costs, engaging learners more effectively, and improving learning outcomes. In the flipped learning model, learners can absorb learning content at their own pace and collaborate with instructors, subject matter experts, and other learners to explore, expand, and reinforce the learning experience. And by dedicated live classroom time to mastering what is being learned rather than lecturing on the content, instructors can provide individualized assistance to those learners who may be struggling.
In this session, we will examine the barriers organizations may encounter when employing the flipped classroom model. Technology, process, and culture all come into play when we apply the flipped model and there are specific use cases and learning outcomes that justify the time, effort, and resources we must dedicate in order to get maximum value from the flipped model.
As we explore the use of this approach in the business learning environment, we will define the flipped classroom model and contrast it to the traditional classroom model, discuss how and when to implement it, look at the technology tools you can use to create a virtual flipped classroom environment, and hear case studies of businesses that are now delivering learning using the flipped model. Finally, you will have an opportunity to join us in a social, collaborative workspace that we have developed to share content and resources and learn from each other as we explore how to employ the flipped classroom model in our own organizations.
This session is based on Dr. Becker's research on serious games and gamification for his online courses at Elmhurst College, and also on his 20+ years of experience as a commercial designer and developer of game-based learning including serious games, training simulations, and immersive tutorials in areas including business and industry, health care, life science, military and government contracting, higher education and pro bono games for change.
The session is divided into four parts. Parts 1 and 2 deal with preliminaries in about 15 minutes. Part 3 covers core content in about 30 minutes. Part 4 is devoted to problems identified by participants in about 10 minutes.
Part 1 answers the question "Why Gamify My Training?" (7 min) - by reviewing “affordances” that are uniquely provided by gamification. What problems does gamification promise to solve? How practical and successful have other gamification projects been (benchmarks)? How much does gamification cost compared to legacy instruction? What is the potential for return on your investment in gamification?
Part 2 answers the question, "When to Gamify My Training?" (7 min) - by identifying operational, policy and strategic objectives that may be met with the aid of gamification. What are your tangible needs for gamification? How can you predict if such needs justify this innovative and potentially disruptive approach to learning and development? How can you determine if you’re really ready to gamify your training?
Part 3 answers the question, "How to Gamify My Training? (30 min)" - by sharing 10 practical gamification design techniques that may be used to transform legacy or traditional training modules into gamified “training evolutions.” Though you will not learn game design per se, you will learn several concrete ways to endow your old-fashioned curriculum with the magic and power of play.
Part 4 answers participant questions about gamification (10 min). You’ll have posted questions in the chat window during the formal presentation. When Part 4 begins, participants rank the questions by order or interest. As a group we attack the top questions until the session times out.
Join two thought leaders in the virtual industry for this comprehensive overview of how Human Resources professionals are using virtual technologies to recruit more qualified candidates at a lower cost per hire, as well as on-board and train a global audience at a fraction of the cost of in-person options.
We will explore some of these new creative solutions and how complex HR functions are now going “virtual.” We’ll hear examples of how organizations like KPMG, CareerBuilder.com, Haymarket Media and others leveraged virtual environments to recruit, on-board, train and help truly change the way their organization manages strategic HR functions.
You will also be able to collaborate with two industry experts who are right in the middle of this movement. In this interactive webcast you will learn the following:
- How to engage with a global audience to recruit, on-board and train 24/7/365
- How to reduce costs, and do more with less
- The challenges and successes in virtual recruiting
- Receive free white paper that provides information on HR Recruiting trends
This will be a collaborative session with attendee interaction and Q & A throughout.
Eric Vidal, Director of Virtual Technologies, InterCall
Ryan Osborne, Virtual Environment Guru, InterCall
Eric and Ryan have worked with dozens of Fortune 1000 companies, associations and other non-profits, as well as many small businesses, to help move their HR initiatives to virtual platforms. These include IBM, GE, PepsiCo, Fortune Magazine, eLearning Magazine, Healthcare Businesswomen’s Association, and Campaign Consultation to name just a few.
Ryan is an expert in virtual event and video technologies. He is responsible for focusing and driving InterCall's webcasting, virtual event and streaming media strategies to industry leading technologies.
Eric is considered a leading voice in the “virtual space.” He works closely with InterCall customers to integrate virtual technologies into their business processes.