How will your company adapt to an every changing and evolving business world? Are you ready for what the next 10-20 years has in store? Are you putting your best resources forward to ensure you achieve your goals as set in your strategic planning sessions? Are you repositioning for the future?
This workshop will explore key strategies to ensuring growth and prosperity in the NEW yet still competitive business world. This webcast will take a page from the popular SMART model of goal setting and Project Management and demonstrate the SMARTEST way to achieve results. It will also introduce methods and strategies for achieving excellence when it comes to staffing solutions and overall company leadership.
When you think about it, what isn't changing? Industries, organizations, jobs, work, and even people's expectations are shifting. So it's only to be expected that learning will also adapt to meet the needs of all the change around us. This webinar will explore a broad range of topics such as:
• Social learning and how it will continue to evolve to meet new social technologies
• What the Kahn Academy could mean for corporate learning
• The role of accreditation in providing "trophies" to the next generation of learning
• Eight strategies for accelerating development of new employees as experienced employees leave the workplace
• Augmented reality and the implication for just-in-time learning
And in the spirit of social learning, YOU are the content. Bring your ideas to the table to collaborate on understanding the future of learning.
The most important benefit Millennials say they want from a new company is an opportunity for advancement and career development. Yet companies are very clearly saying that employees are responsible for their own development. Essentially, every employee has a DIY career. What can we do to enable careers in organizations and meet the expectations of our newest employees? We'll interactively discuss the key capabilities every employee should develop and share ideas on how Millennials can approach a DIY career.
THIS WEBINAR IS NOT ELIGIBLE FOR EDUCATIONAL CREDITS.
BlessingWhite has been a keen observer of effective leadership for over two decades. In addition, our recent study of nearly 7,000 ‘expert’ professionals indicates that the challenges faced by individuals leading technical professionals are even more complex
In every industry, things are moving fast. New technology, new market dynamics, new client demands, new legislation: all require up-to-the minute expertise to tackle the biggest challenges your organization faces. Your success depends upon the commitment, creativity, and innovation of technical experts across the enterprise. These smart and independently-minded employees create great value, but can also be some of the hardest to lead.
Leaders of expert people and technical teams must be equipped with specific skills to forge engagement while unleashing innovation. For more than 20 years BlessingWhite has conducted research which shows that such leaders of technical people:
• Have distinct workplace needs and leadership challenges
• Increasingly have to lead through influence and inspiration rather than authority
• Have blind spots when it comes to seeing what their teams need and where their leadership falls short
• Have specific learning preferences (i.e., multiple, shorter sessions, and access to on-demand resources).
Leading Technical People+ is based on BlessingWhite’s proven success with hundreds of leading companies, training thousands of technical people. It is exclusively designed to equip managers with skills and strategies for engaging and unleashing the knowledge, expertise, independence, and confidence of today’s specialized knowledge workers: programmers, engineers, scientists, financial analysts and more.
During this session we will review the learning approach, topics covered and explain how Blessingwhite went about rethinking and redesigning the leadership development approach to address the specific needs of this audience.
Building a business case for your new learning or talent management system is not just about selling needs and benefits to your finance department. It's about identifying your business processes and company requirements then translating that into a functional document that guides your decision process from new system selection, implementation and ongoing operations. There is immense value in selling your learning and talent development organization as a valuable financial asset within your company.
Join Chris Bond and the Bluewater team in this informative webinar to discuss the details behind building a business case for your learning or talent management system. Find the resources to fund your project today. It is easier than you think.
Gamification is one of the hottest trends in learning and development. Is it just a buzzword or a trend as one leading expert argues, or does it offer richer, more interactive, and more effective ways to develop people? Decide for yourself after attending this session. Dr. Robert Becker will cover the why, when and how of gamification, focusing on the transformation of traditional or legacy courseware into more engaging game-based learning. You will not learn how to design video games in this session, but you will learn how to gamify your instructional design if the gamification of training is right for you.
Flipped learning—courseware and recorded content serving as the initial element of a learning experience, with live virtual sessions and social and collaborative tools supplementing and enhancing the learning experience—has the potential to increase learning effectiveness, lower operational costs, and get better retention and more effective application of the learning. The model has created tremendous buzz in the education community, but is it viable for business learning? We believe that effective use of the flipped learning model can transform business learning, improve learning outcomes, and reduce operational costs. Participants in this session will examine the flipped classroom model, learn how to build one, and hear case studies of businesses that are now delivering in this new model.
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. 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!
The Millennial generation learners are rapidly growing in numbers and forcing significant organizational change. They are impatient, unimpressed with hierarchy, and want to be heard. They have grown up with Google, and are accustomed to “instant gratification.” Consequently, it is critical to evolve our learning platforms to meet their learning needs as they become an increasingly important part of our workforce. Are you really ready for them? Are your learning platforms designed to serve them? This session will outline:
The essential expectations of this new generation of learners
How we must evolve our training approach to address this change
What learning functionality addresses their needs and expectation
How phrases like data analytics, contextual information, and adaptive outreach become just as important to the learning community as they've become to marketing and sales
How business performance is redefined and learning's role is re-evaluated
Good business decisions require good data, and that’s one of the areas that HR has historically struggled. Not that HR hasn’t provided reams of reports on performance distributions, compensation change percent and time to hire, but are those really the information needed to make better business decisions? With HR moving from tactical resource to strategic mover and shaker the time of status reporting is past. HR must be able to answer cause and effect questions that are more predictive than reactive. Industry experts will review the areas that must be improved to create HR metrics that can stand side-by-side with the numbers from Finance, Product Development and Sales.