• Create powerful new openings for your training.
• Use a seven-step process to transform your current courses into high-impact, learner-centered courses.
• Ban lecture and choose 36 ways to add variety.
• Apply CPR and the 90/20/10 rule to all your training.
• Create valuable learning materials your participants will love to use.
• Create powerful new ways to demonstrate your training results.

• Apply six learning principles based on current brain research every time you train, regardless of the complexity of the topic, size of the group, or level of the learners.
• Demonstrate a variety of brain science elements using your own training topics, and dramatically increase learners’ attention, retention, and engagement.
• Create your personal trainer’s toolbox of easy-to-use, brain-based training strategies.
• Access a collection of new brain science resources to enhance your instruction, both in the classroom and online.

• Structured sharing activities that facilitate mutual learning.
• Interactive lectures that transform presentations into training tools.
• Textra games that bring your dull, dry handouts to life.
• Jolts that provide powerful insights and concepts.
• Seven critical dimensions of activities-based training and how to select, maintain, and balance appropriate levels of each.
• The importance of the debriefing process for linking

Discover the keys to creating interactive and engaging learning programs that ensure learner success — whether in the classroom, online, or a combination of both. Using a case study, practice key steps in class and take home tools to help you apply what you learned back on the job. Through expert facilitation, practical exercises and group discussions, you’ll learn to:

• Incorporate learning and motivation principles into your designs.
• Follow a systematic learning process to ensure learning takes place.
• Select the right content for the right people.
• Plan a variety of presentation, application, and feedback methods.
• Align objectives and tests, and outline strategies to help learners close any remaining performance gaps back on the job.
• Write questions that engage the learners, test for understanding and encourage learning.
• Design interactive lessons that use a variety of processing methods to maximize retention.
• Create a validation plan that ensures learners achieve the desired performance Improvement.
• Decide which design shortcuts have the least risk.

BONUS! You’ll receive a 220-page Instructional Design Fundamentals participant manual plus case study documents and job aids. You’ll also receive a 190-page Support Manual full of instructional design best practices, and instructions for accessing online templates, worksheets, checklists and look-up tables.

• Identify key training and development roles needed in your organization.
• Develop a vision, mission and function priorities statement.
• Prioritize and keep your sanity as a ‘department of one’.
• Use audit tools to benchmark your function and identify areas for improvement.
• Apply an eight step consulting approach that focuses on performance improvement.
• Use seven key consulting roles and identify appropriate use of each.
• Utilize a nine-part plan to build alliances and work successfully with line managers and employees.
• Gain management’s commitment to performance improvement.
• Use five diagnostic tools to determine performance problems.
• Identify essential elements of performance enhancement plans and training proposals.
• Contract effectively with your internal clients.
• Identify powerful yet simple techniques to market your training function.
• Evaluate and develop trainers using a 16 point competency tool.
• Use four tools to supervise and coach instructors.
• Evaluate and develop course developers using a 32 point competency tool.
• Use five design tools to supervise and coach course developers.
• Apply five tactics to improve learning transfer.
• Identify methods to cost justify training and monitor a training budget.
• Develop an action plan to get results.

• The different types of eLearning.
• The advantages and disadvantages of eLearning.
• How to build a business case for eLearning.
• What goes into a project plan; how to gather requirements; and what key design and technology decisions need to be made up front.
• What goes into a storyboard.
• The types of activities and quizzing you can include.
• How to plan effectively for media.
• How to work with subject-matter experts and reviewers.
• How to convert classroom training to self-paced eLearning.
• What types of authoring tools are available out there.
• What it takes to build a course using a rapid development tool.
• What to do with your course once it is finished.
• How to design specifically for the virtual classroom (webinar) format.
• What you need to know about virtual classroom platforms.

• Categorize your results along the five-level evaluation framework.
• Align your programs with the needs of the business.
• Develop program objectives beyond learning objectives.
• Collect data using the most effective approach given your project.
• Isolate the impact of your program on results.
• Convert business measures to money.
• Tabulate the fully-loaded costs of your programs.
• Calculate the benefit-cost ratio, ROI, and payback period.
• Identify intangible benefits.
• Report results so that they resonate with stakeholders.
• Seamlessly integrate evaluation into your learning strategy.
• Forecast ROI at different time frames.

• Create powerful new openings for your training.
• Use a seven-step process to transform your current courses into high-impact, learner-centered courses.
• Ban lecture and choose 36 ways to add variety.
• Apply CPR and the 90/20/10 rule to all your training.
• Create valuable learning materials your participants will love to use.
• Create powerful new ways to demonstrate your training results.

• Apply six learning principles based on current brain research every time you train, regardless of the complexity of the topic, size of the group, or level of the learners.
• Demonstrate a variety of brain science elements using your own training topics, and dramatically increase learners’ attention, retention, and engagement.
• Create your personal trainer’s toolbox of easy-to-use, brain-based training strategies.
• Access a collection of new brain science resources to enhance your instruction, both in the classroom and online.

• Structured sharing activities that facilitate mutual learning.
• Interactive lectures that transform presentations into training tools.
• Textra games that bring your dull, dry handouts to life.
• Jolts that provide powerful insights and concepts.
• Seven critical dimensions of activities-based training and how to select, maintain, and balance appropriate levels of each.
• The importance of the debriefing process for linking

Discover the keys to creating interactive and engaging learning programs that ensure learner success — whether in the classroom, online, or a combination of both. Using a case study, practice key steps in class and take home tools to help you apply what you learned back on the job. Through expert facilitation, practical exercises and group discussions, you’ll learn to:

• Incorporate learning and motivation principles into your designs.
• Follow a systematic learning process to ensure learning takes place.
• Select the right content for the right people.
• Plan a variety of presentation, application, and feedback methods.
• Align objectives and tests, and outline strategies to help learners close any remaining performance gaps back on the job.
• Write questions that engage the learners, test for understanding and encourage learning.
• Design interactive lessons that use a variety of processing methods to maximize retention.
• Create a validation plan that ensures learners achieve the desired performance Improvement.
• Decide which design shortcuts have the least risk.

BONUS! You’ll receive a 220-page Instructional Design Fundamentals participant manual plus case study documents and job aids. You’ll also receive a 190-page Support Manual full of instructional design best practices, and instructions for accessing online templates, worksheets, checklists and look-up tables.

• Identify key training and development roles needed in your organization.
• Develop a vision, mission and function priorities statement.
• Prioritize and keep your sanity as a ‘department of one’.
• Use audit tools to benchmark your function and identify areas for improvement.
• Apply an eight step consulting approach that focuses on performance improvement.
• Use seven key consulting roles and identify appropriate use of each.
• Utilize a nine-part plan to build alliances and work successfully with line managers and employees.
• Gain management’s commitment to performance improvement.
• Use five diagnostic tools to determine performance problems.
• Identify essential elements of performance enhancement plans and training proposals.
• Contract effectively with your internal clients.
• Identify powerful yet simple techniques to market your training function.
• Evaluate and develop trainers using a 16 point competency tool.
• Use four tools to supervise and coach instructors.
• Evaluate and develop course developers using a 32 point competency tool.
• Use five design tools to supervise and coach course developers.
• Apply five tactics to improve learning transfer.
• Identify methods to cost justify training and monitor a training budget.
• Develop an action plan to get results.

• The different types of eLearning.
• The advantages and disadvantages of eLearning.
• How to build a business case for eLearning.
• What goes into a project plan; how to gather requirements; and what key design and technology decisions need to be made up front.
• What goes into a storyboard.
• The types of activities and quizzing you can include.
• How to plan effectively for media.
• How to work with subject-matter experts and reviewers.
• How to convert classroom training to self-paced eLearning.
• What types of authoring tools are available out there.
• What it takes to build a course using a rapid development tool.
• What to do with your course once it is finished.
• How to design specifically for the virtual classroom (webinar) format.
• What you need to know about virtual classroom platforms.

• Categorize your results along the five-level evaluation framework.
• Align your programs with the needs of the business.
• Develop program objectives beyond learning objectives.
• Collect data using the most effective approach given your project.
• Isolate the impact of your program on results.
• Convert business measures to money.
• Tabulate the fully-loaded costs of your programs.
• Calculate the benefit-cost ratio, ROI, and payback period.
• Identify intangible benefits.
• Report results so that they resonate with stakeholders.
• Seamlessly integrate evaluation into your learning strategy.
• Forecast ROI at different time frames.

• Learn how to apply social, collaborative tools that increase engagement in learning, working and communicating at work.
• Engage in supporting learning with social-media based tasks and activities, such as openers, quick-answer, reflective work, quiz games, and photo-based work.
• Explore ways to reach beyond traditional frameworks to support social learning as it naturally occurs across the organization.
• Discover game fundamentals as they relate to instructional design and learning — and how to implement serious games to spark employee engagement and drive learning retention.
• Explore best practices and case studies about both in-content and structural gamification.
• Choose social tools and approaches that support instructional goals.
• Learn how to ensure success with gamification through proper planning, metrics, implementation strategy, and post-deployment support.
• Receive supplemental guidelines for supporting change and contributing to conversations regarding governance around social learning.

• Making great video on a shoestring budget.
• Selecting the right video equipment and setting up a small studio.
• Video storytelling. It’s all about the story. Why taking video isn’t making video.
• Scripting and audio development.
• Shooting and editing for the small and large screen.
• Planning a video (pre-production).
• Shooting great video (production).
• Techniques that will make your video a cut above the rest (post-production, forgive the pun).
• Integrating your videos into compelling, engaging eLearning courses.

• Learn 117 ways to design and deliver training and performance improvement faster, better, and easier.
• Examine five performance solutions other than training—and how to have a conversation that focuses on the results to be achieved.
• Explore five capabilities all organizations leverage to achieve results—discover just which ones your organization focuses on. You'll also explore the 15 competencies that can help drive these capabilities.
• Explore more than 163 practical strategies for ensuring the transfer of training—and pick specific strategies to apply to your own training programs.
• Learn about the 3 people who most impact transfer of training.
• Apply C.O.R.E. strategies to your training.
• Explore 5 ways to kill adult learner motivation and 11 ways to motivate adults.
• Learn 9 ways to effectively teach across generations and cultures.

• Create social learning communities that are based on psychological principles of observational learning.
• Use authoring tools more effectively by understanding how the brain encodes metaphor and emotion.
• Develop an incentive system that reinforces desired behaviors and that is based on established principles of conditioning.
• Improve employees' attention within mobile learning by understanding the secrets to people’s levels of consciousness.
• Design effective “follow-up training” by tapping into mnemonic principles of memory.
• Deliver visual messages and auditory messages based on an understanding of the brain’s dual-coding mechanisms.

• Explore the customer-service nature of training, whether the trainers work internally or externally.
• Learn about the different models available for training groups, how they affect your influence with stakeholders, and the effort needed to change from one to another.
• Choose a business model for your training group that ensures you have the resources and clout to pursue the projects needed by your sponsors.
• Learn how working with key stakeholders and realistic data about the environment in which you work, you can develop a strategic plan as to where you want to take your training group in the medium- and long-term.
• Learn to develop a persuasive business case for a major training project.
• Be able to describe the impact of particular business processes on outside perceptions of the effective operations of training groups.
• Learn to market the services of training groups internally and externally.
• Explore at least 3 work habits that build confidence with your work among management.

• Define and align four needs: business, performance, organizational and individual capability.
• Identify the true client with whom to partner on any initiative.
  Deepen client partnerships using the Access, Credibility and Trust model.
• Analyze requests obtained from managers, determining both information that is known and that is unknown… but critical to obtain.
• Ask powerful questions so you reframe a manager’s solution request into a discussion of the results the manager wants to achieve.
• Use six criteria to determine if the opportunity you have developed from a client’s request is a tactical or strategic one.

• A list of powerful questions to ask the next time a manager contacts you with a solution request.
• A mapping tool to assist you in organizing information about a situation, clarifying what is known and unknown.
• A template to guide you in planning and conducting reframing discussions with your clients.

• Create powerful new openings for your training.
• Use a seven-step process to transform your current courses into high-impact, learner-centered courses.
• Ban lecture and choose 36 ways to add variety.
• Apply CPR and the 90/20/10 rule to all your training.
• Create valuable learning materials your participants will love to use.
• Create powerful new ways to demonstrate your training results.

• Apply six learning principles based on current brain research every time you train, regardless of the complexity of the topic, size of the group, or level of the learners.
• Demonstrate a variety of brain science elements using your own training topics, and dramatically increase learners’ attention, retention, and engagement.
• Create your personal trainer’s toolbox of easy-to-use, brain-based training strategies.
• Access a collection of new brain science resources to enhance your instruction, both in the classroom and online.

• Structured sharing activities that facilitate mutual learning.
• Interactive lectures that transform presentations into training tools.
• Textra games that bring your dull, dry handouts to life.
• Jolts that provide powerful insights and concepts.
• Seven critical dimensions of activities-based training and how to select, maintain, and balance appropriate levels of each.
• The importance of the debriefing process for linking

Discover the keys to creating interactive and engaging learning programs that ensure learner success — whether in the classroom, online, or a combination of both. Using a case study, practice key steps in class and take home tools to help you apply what you learned back on the job. Through expert facilitation, practical exercises and group discussions, you’ll learn to:

• Incorporate learning and motivation principles into your designs.
• Follow a systematic learning process to ensure learning takes place.
• Select the right content for the right people.
• Plan a variety of presentation, application, and feedback methods.
• Align objectives and tests, and outline strategies to help learners close any remaining performance gaps back on the job.
• Write questions that engage the learners, test for understanding and encourage learning.
• Design interactive lessons that use a variety of processing methods to maximize retention.
• Create a validation plan that ensures learners achieve the desired performance Improvement.
• Decide which design shortcuts have the least risk.

BONUS! You’ll receive a 220-page Instructional Design Fundamentals participant manual plus case study documents and job aids. You’ll also receive a 190-page Support Manual full of instructional design best practices, and instructions for accessing online templates, worksheets, checklists and look-up tables.

• Identify key training and development roles needed in your organization.
• Develop a vision, mission and function priorities statement.
• Prioritize and keep your sanity as a ‘department of one’.
• Use audit tools to benchmark your function and identify areas for improvement.
• Apply an eight step consulting approach that focuses on performance improvement.
• Use seven key consulting roles and identify appropriate use of each.
• Utilize a nine-part plan to build alliances and work successfully with line managers and employees.
• Gain management’s commitment to performance improvement.
• Use five diagnostic tools to determine performance problems.
• Identify essential elements of performance enhancement plans and training proposals.
• Contract effectively with your internal clients.
• Identify powerful yet simple techniques to market your training function.
• Evaluate and develop trainers using a 16 point competency tool.
• Use four tools to supervise and coach instructors.
• Evaluate and develop course developers using a 32 point competency tool.
• Use five design tools to supervise and coach course developers.
• Apply five tactics to improve learning transfer.
• Identify methods to cost justify training and monitor a training budget.
• Develop an action plan to get results.

• The different types of eLearning.
• The advantages and disadvantages of eLearning.
• How to build a business case for eLearning.
• What goes into a project plan; how to gather requirements; and what key design and technology decisions need to be made up front.
• What goes into a storyboard.
• The types of activities and quizzing you can include.
• How to plan effectively for media.
• How to work with subject-matter experts and reviewers.
• How to convert classroom training to self-paced eLearning.
• What types of authoring tools are available out there.
• What it takes to build a course using a rapid development tool.
• What to do with your course once it is finished.
• How to design specifically for the virtual classroom (webinar) format.
• What you need to know about virtual classroom platforms.

• Categorize your results along the five-level evaluation framework.
• Align your programs with the needs of the business.
• Develop program objectives beyond learning objectives.
• Collect data using the most effective approach given your project.
• Isolate the impact of your program on results.
• Convert business measures to money.
• Tabulate the fully-loaded costs of your programs.
• Calculate the benefit-cost ratio, ROI, and payback period.
• Identify intangible benefits.
• Report results so that they resonate with stakeholders.
• Seamlessly integrate evaluation into your learning strategy.
• Forecast ROI at different time frames.

• Learn how to apply social, collaborative tools that increase engagement in learning, working and communicating at work.
• Engage in supporting learning with social-media based tasks and activities, such as openers, quick-answer, reflective work, quiz games, and photo-based work.
• Explore ways to reach beyond traditional frameworks to support social learning as it naturally occurs across the organization.
• Discover game fundamentals as they relate to instructional design and learning — and how to implement serious games to spark employee engagement and drive learning retention.
• Explore best practices and case studies about both in-content and structural gamification.
• Choose social tools and approaches that support instructional goals.
• Learn how to ensure success with gamification through proper planning, metrics, implementation strategy, and post-deployment support.
• Receive supplemental guidelines for supporting change and contributing to conversations regarding governance around social learning.

• Making great video on a shoestring budget.
• Selecting the right video equipment and setting up a small studio.
• Video storytelling. It’s all about the story. Why taking video isn’t making video.
• Scripting and audio development.
• Shooting and editing for the small and large screen.
• Planning a video (pre-production).
• Shooting great video (production).
• Techniques that will make your video a cut above the rest (post-production, forgive the pun).
• Integrating your videos into compelling, engaging eLearning courses.

• Learn 117 ways to design and deliver training and performance improvement faster, better, and easier.
• Examine five performance solutions other than training—and how to have a conversation that focuses on the results to be achieved.
• Explore five capabilities all organizations leverage to achieve results—discover just which ones your organization focuses on. You'll also explore the 15 competencies that can help drive these capabilities.
• Explore more than 163 practical strategies for ensuring the transfer of training—and pick specific strategies to apply to your own training programs.
• Learn about the 3 people who most impact transfer of training.
• Apply C.O.R.E. strategies to your training.
• Explore 5 ways to kill adult learner motivation and 11 ways to motivate adults.
• Learn 9 ways to effectively teach across generations and cultures.

• Create social learning communities that are based on psychological principles of observational learning.
• Use authoring tools more effectively by understanding how the brain encodes metaphor and emotion.
• Develop an incentive system that reinforces desired behaviors and that is based on established principles of conditioning.
• Improve employees' attention within mobile learning by understanding the secrets to people’s levels of consciousness.
• Design effective “follow-up training” by tapping into mnemonic principles of memory.
• Deliver visual messages and auditory messages based on an understanding of the brain’s dual-coding mechanisms.

• Explore the customer-service nature of training, whether the trainers work internally or externally.
• Learn about the different models available for training groups, how they affect your influence with stakeholders, and the effort needed to change from one to another.
• Choose a business model for your training group that ensures you have the resources and clout to pursue the projects needed by your sponsors.
• Learn how working with key stakeholders and realistic data about the environment in which you work, you can develop a strategic plan as to where you want to take your training group in the medium- and long-term.
• Learn to develop a persuasive business case for a major training project.
• Be able to describe the impact of particular business processes on outside perceptions of the effective operations of training groups.
• Learn to market the services of training groups internally and externally.
• Explore at least 3 work habits that build confidence with your work among management.

• Define and align four needs: business, performance, organizational and individual capability.
• Identify the true client with whom to partner on any initiative.
  Deepen client partnerships using the Access, Credibility and Trust model.
• Analyze requests obtained from managers, determining both information that is known and that is unknown… but critical to obtain.
• Ask powerful questions so you reframe a manager’s solution request into a discussion of the results the manager wants to achieve.
• Use six criteria to determine if the opportunity you have developed from a client’s request is a tactical or strategic one.

• A list of powerful questions to ask the next time a manager contacts you with a solution request.
• A mapping tool to assist you in organizing information about a situation, clarifying what is known and unknown.
• A template to guide you in planning and conducting reframing discussions with your clients.

Read Between the Lines! Stop by the official Training 2017 bookstore to pick up the latest training resources. The bookstore is brought to you by BreakPoint Books.

Choose from two bookstore locations:

SATELLITE BOOKSTORE: (in 6AB Foyer)
Monday 7:30 am – 5:30 pm
Tuesday 7:30 am – 5:00 pm
Wednesday 8:00 am – 12:15 pm

OR VISIT OUR

MAIN BOOKSTORE: (in Expo Booth #719 in Expo Hall A-B1)
Monday 11:00 am – 5:30 pm
Tuesday 11:00 am – 5:00 pm

• Find the best "what-if" ideas and determine if they can help you reach your learners.
• Engage learners with story lines that you can borrow from the best sci-fi.
• Apply concepts from science fiction to your eLearning designs.

• To identify communication skills and techniques ideally suited for supporting customers/clients and other key stakeholders in a virtual environment.
• About tools to effectively plan and lead a virtual meeting and/or presentation.
• Ways to better build relationships in the virtual workplace environment.

Read Between the Lines! Stop by the official Training 2017 bookstore to pick up the latest training resources. The bookstore is brought to you by BreakPoint Books.

Choose from two bookstore locations:

SATELLITE BOOKSTORE: (in 6AB Foyer)
Monday 7:30 am – 5:30 pm
Tuesday 7:30 am – 5:00 pm
Wednesday 8:00 am – 12:15 pm

OR VISIT OUR

MAIN BOOKSTORE: (Expo Booth #719 in Expo Hall A-B1)
Monday 11:00 am – 5:30 pm
Tuesday 11:00 am – 5:00 pm

• Overcome the three misconceptions that block most L&D initiatives from being successful.
• Create microlearning experiences that capture attention, motivate action, and make learning stick.
• Prove and report on behavior change, not meaningless learning metrics.

• Design effective pull learning for specific learning environments.
• Leverage MicroLearning to support different moments of learning need.
• Understand the importance of social collaborative tools in the pull learning process.
• Learn how to use the advanced tools and resources in Training Magazine Network to augment your learning, career path, and your own professional development. 

Join Kenneth for an introduction to Performance Improvement Methodology (RSVP); including where we work, what we do, and how we think. You will:

• Explore the Performance Improvement Landscape and the Anatomy of Performance.
• Review the importance of defining the work, worker, and the working environment.
• Evaluate the alignment of Key Performance Objectives (KPO’s) for employees, departments, and the company.

This session will expand your toolkit to include training and performance improvement techniques to address challenges surrounding OD, Change Management, and Performance Management issues you face while serving customers.

This session, part of the International Society for Performance Improvement (ISPI) track, is open to all attendees.

• Describe the 3-step process for creating engaging eLearning with PowerPoint.
• Work through a sample scenario to choose an appropriate online treatment.
• Identify strategies for employing meaningful graphics, interactions, and animations.

• Maintain your lessons now and in the future.
• Extend Captivate’s abilities.
• Take advantage of little-known features.
• Run rings around your Captivate friends!

• Train the way Google trains.
• Understand how the brain uses metaphor and emotion in the encoding process.
• Improve attention span by understanding the secrets to levels of consciousness.
• Design effective “follow-up training” by tapping into mnemonic principles of memory.

• Examine the various roles and determine priorities when managing solo.
• Develop a Mission/Vision for your training function.
• Build your partnerships throughout the organization to increase your bench strength.

• Explain the logical connection between gamification and training.
• Identify and use standard templates for gamifying for different types of adult learning outcomes.
• Change the roles of trainers and learners to benefit from game design principles.
• Apply an agile approach for creating a gamified curriculum.

• Define thumb swipe.
• Outline the importance of navigation being placed in the best location.
• Rethink screen design.
• Defend appropriate transitions and animations.

Read Between the Lines! Stop by the official Training 2017 bookstore to pick up the latest training resources. The bookstore is brought to you by BreakPoint Books.

Choose from two bookstore locations:

SATELLITE BOOKSTORE: (in 6AB Foyer)
Monday 7:30 am – 5:30 pm
Tuesday 7:30 am – 5:00 pm
Wednesday 8:00 am – 12:15 pm

OR VISIT OUR

MAIN BOOKSTORE: (in Expo Booth #719 in Expo Hall A-B1)
Monday 11:00 am – 5:30 pm
Tuesday 11:00 am – 5:00 pm

• Explain why it is critical that L&D reinvents itself.
• Enhance your working relationships with colleagues and business partners.

• Apply techniques to address the three major barriers to manager coaching of new skills.
• Analyze your current efforts to engage managers through a Manager Coaching Audit.
• Develop a plan for successfully implementing manager coaching.

• Identify the main features of apps that most motivate employees.
• List at least three ways augmented reality can be used to improve employee performance.
• Set relevant and achievable overarching objectives and Key Performance Indicators when using new technologies.
• Identify tracking and reporting methods for each technology.

• Clarify and challenge personal stereotypes about generations at work.
• Describe recent research into workplace priorities and beliefs across generations.
• Explain high-impact areas of commonality shared across generations.

• Ricoh Portfolio training's virtual delivery model produces improved level 3 and 4 results. Explore their journey to get those results including—lessons learned, getting a return on training investment and requiring more sales manager involvement in sales rep training!
• Western Union extended its use of their Talent Development Reporting principles beyond learning programs, into areas of manager effectiveness and productivity. In addition, learn how they use learning as a core change management tool and demonstrate measurable results.
• Buckman International ensures fundamental sales processes are implemented worldwide; and how through a system of account audits, sales manager steering team meetings, and analysis of sales performance, they create a tight feedback loop between the realities in the field and their corporate strategy.
• Nationwide is measuring learning results linked to corporate strategic goals, about their groundwork for building meaningful Level 3 and Level 4 metrics, and their Learning Metrics Guiding Tenets.

• Distinguish the warning signs that suggest that an individual may be considering a change.
• Learn the research that suggests that pay is not the key factor in retention.
• Practice using several of the questions that comprise the stay interview.
• Explore the multiple possible opportunities to fit the stay interview into daily work.

• USAA’s dedicated team focuses on analyzing and measuring business impact as a result of training—and how through insightful recommendations, their leaders make informed learning investment decisions and anticipate future needs.
• TCS builds on and customizes Kirkpatrick's Evaluation Model to measure the impact of their digital learning strategy, designed for delivering speed and scale of leadership development, to ensure a digital-ready workforce and a global leadership pool.
• Allianz has incorporated the Kirkpatrick Model into their programs including an integrated all-video solution, a simulation, and an instructor-led program—and about their pre- and post-metrics and their links to business goals.  
• Valvoline correlates employee-level business metrics including sales, service levels, and more with granular training data—and how they calculate a reasonable return on investment even when the desired data isn't available.

• How to navigate each phase of the LMS selection process, from building the business case and evaluating vendors through implementation.
• A technology migration framework, highlighting both the risks and rewards in the migration process.
• Strategies for incorporating the latest learning technologies, including social, mobile and collaboration tools.

• Understand the data so you can benchmark your organization.
• Examine the five best practices to be more strategic in an L&D organization.
• Use an audit that will foster conversation during and after the session.

Read Between the Lines! Stop by the official Training 2017 bookstore to pick up the latest training resources. The bookstore is brought to you by BreakPoint Books.

Choose from two bookstore locations:

SATELLITE BOOKSTORE: (in 6AB Foyer)
Monday 7:30 am – 5:30 pm
Tuesday 7:30 am – 5:00 pm
Wednesday 8:00 am – 12:15 pm

OR VISIT OUR

MAIN BOOKSTORE: (Expo Booth #719 in Expo Hall A-B1)
Monday 11:00 am – 5:30 pm
Tuesday 11:00 am – 5:00 pm

• To demonstrate how seven key evaluation variables contribute to any ROI calculation and how each can be misapplied to inflate the ROI.
• How to analyze the quality of any ROI calculation to discover and communicate the truth about the ROI.
• How to apply the ROI Quality Analysis Job Aid to discover flaws in three case examples of actual ROI calculations. 

• Apply brain-based approaches to design the most engaging learning possible.
• Identify how to personalize learning based on learner preferences.
• Provide practical “mind hacks” to make it easier for you and your learners to get the learning they need even with an already overloaded brain.

• Define social learning and identify how its benefits can arise during live online training programs.
• Leverage virtual classroom tools and activities that provide robust social learning experiences.
• Enable greater social learning in your organization using the training tool investments you have already made.

• Recognize when you have too much information on a slide and know how to fix it.
• Write text so it's easy to present and easy to understand.
• Select when to use pictures to increase understanding, and which pictures to use.

• Identify opportunities where mastery-based learning is ripe for implementation.
• Identify key pitfalls of mastery-based learning and recognize how to avoid them.
• Develop a framework for creating a data-driven learning ecosystem (with a foundation in mastery-based learning).

• Implement The Right Infrastructure--Create the blueprint that will ensure your department or training builds the capability that your organization needs not just the skills we think our people need to have.
• Define The Right Metrics--Use the 4-step process that will define and implement the KPI’s (quantitative & qualitative) you must have for your training department and programs to make better decisions and drive greater value to your organization’s top objectives.
• Drive a Real ROI--Learn the lean-based approach to building and converting training programs into results based initiatives that will align your organization’s strategy, your customer’s true needs with your employee’s day-to-day focus.

• What hybrid learning is.
• The advantages of implementing a hybrid learning model.
• How to utilize hybrid learning to maximize your training ROI.
• A demonstration of a hybrid learning platform – providing a first-hand look at the possibilities provided by hybrid learning.

•        Recognize why so many leadership development programs aren’t developing leaders
•        Define why managers fail to reach senior leadership positions
•        Revise what should be included in your leadership program
•        Propose how you can make your leadership program more experiential, relevant, and engaging 

Mindfulness Matters: Learn about our Flagship introductory program and why introducing mindfulness at your organization can benefit your employees and improve sales, customer service, decision making, and employee engagement while reducing stress and healthcare costs
 

Your ship has come in! To recognize the Annual Training Conference & Expo’s 40th Anniversary, we are inviting Conference attendees (at no charge!) on a relaxing, elegant San Diego Harbor Yacht Celebration Cruise after the close of the Expo Hall on Tuesday, January 31. You’ll depart from the Seaport Village Pier*, about a 15 minute walk from the San Diego Convention Center (and, no, it doesn’t involve walking the plank). You’ll cruise aboard the Inspiration yacht — which ties in perfectly with our conference theme! — and sail the sparkling sapphire waters of the San Diego Bay. Join us for good times, good food (appetizers), and good company. Anchors aweigh!
*Yacht location changed from the Marriott Marina to the Seaport Village Pier
Special event added to the cruise! David with TrivWorks, a company specializing in live customized team trivia events, will lead us in this fun and engaging event! Check out his website: www.TrivWorks.com.
This event is available to all 3-Day Conference participants at no charge, pre-registration is required.

Tuesday, January 31
2:30-5:00 pm: Stop by Training magazine Booth #419 to exchange the ticket included with your Name Badge for your Yacht Boarding Pass 
5:30 pm: Yacht Boarding
6:15 pm: Cruise Departs
8:30 pm: Cruise Returns to the Seaport Village Pier*
*Yacht location changed from the Marriott Marina to the Seaport Village Pier

Space is limited and priority is given to 3-Day Conference attendees. Additional fee; please register by Friday, January 27.

CT1  Hyper-Realistic Training: A Movie Studio Tour

Thursday, February 2, 8:30 am – 12:30 pm
Experience how Strategic Operations, Inc. (STOPS) provides Hyper-Realistic training environments for military, law enforcement, first responders, and other organizations responsible for Homeland Security, using state-of the-art movie industry special effects, role players, training scenarios, sets, and props. Note: The special effects utilized during these simulations are very realistic and some may find them disturbing.
 
Bus loads at 8:30 am, departs at 8:45 am and returns by 12:30 pm at the San Diego Convention Center, Front Drive, Lobby B Doors Entrance.
Fee: $65 
 

CT2  Naval Education and Training Command Tour

Thursday, February 2, 8:00 am – 12:30 pm
Join the tour of the Naval Education and Training Command —the Navy’s premier training organization and see firsthand how one of the largest commands in the Navy uses classroom, hands-on labs, simulation and computer-based training to prepare sailors. Don’t miss your chance to try out a world-class simulator! Note:
 
Note: Tour participants will not need to meet for a briefing on Wednesday, February 1.
 
Bus loads at 8:00 am,departs at 8:15 am and returns by 12:30 pm to the San Diego Convention Center, Front Drive, Lobby B Doors Entrance. 
Fee: $65
 

CT3  San Diego Zoo Academy & Private Tour

Thursday, February 2, 8:00 am – 11:30 am
Start your day with a continental breakfast at the zoo, followed by a presentation from San Diego’s Chief Global Human Resources Officer. Learn about their programs in customer service, leadership development, and get a glimpse of their online training portal. Afterwards, you’ll take a narrated bus tour of the zoo grounds and visit an exhibit area not accessible by the general public.
 
BONUS: At the end of the tour, you can return to the Convention Center or you can stay to explore the zoo at no additional entry fee!
 
Bus loads at 8:00 am, departs at 8:15 am and returns by 11:30 am at the San Diego Convention Center, Front Drive, Lobby B Doors Entrance. 
Fee: $100
 
 

Read Between the Lines! Stop by the official Training 2017 bookstore to pick up the latest training resources. The bookstore is brought to you by BreakPoint Books.

Choose from two bookstore locations:

SATELLITE BOOKSTORE: (in 6AB Foyer)
Monday 7:30 am – 5:30 pm
Tuesday 7:30 am – 5:00 pm
Wednesday 8:00 am – 12:15 pm

OR VISIT OUR

MAIN BOOKSTORE: (in Expo Booth #719 in Expo Hall A-B1)
Monday 11:00 am – 5:30 pm
Tuesday 11:00 am – 5:00 pm

• How to improve audio- and video-based recordings with your mobile device.
• Several add-on mics and accessories to improve your quality.
• Apps and resources to record, edit, create graphics and animation that can be used immediately in your next project.

Slack, a collaborative tool that allows people to communicate in real time, builds communities— and extends learning from single courses into micro-communications and context-related expert sourcing—is particularly positioned to be successful as a learning tool. See how these multi-access environments can be combined with analytics tools available both inside Slack and in other tools such as Google Analytics. Learn how with the added compatibility of xAPI and LRMS cloud-based data, this design is the answer to the request for more immediate, adaptive, and context-based learning environments.

• 7 ways to add video learning to your LMS to drive better results on any budget.
• How to avoid common complaints surrounding video training such as mobile device incompatibility.
• A practical approach to make your LMS more engaging and deliver a more Netflix and Amazon like learner experience.

• Get rid of bullet points and delight your audiences with compelling visual slides.
• Explain complex concepts with diagrams that help people understand.
• Ensure that you focus on the right message and objective for each component of your course.

• Explain the 3 phases and 9 steps comprising the PLA methodology.
• Build a predictive learning analytics algorithm that identifies those learners who least likely to apply what they learned.

• Conduct a rapid needs assessment in as little as 10 minutes.
• Create high levels of participant engagement and retention of learning using highly targeted and very relevant experiential activities.
• Ask three specific questions to measure the return on investment of training.

• Sales skills taught in a spy-themed game with live-action video.
• Cyber security awareness taught with an engaging game.
• Leadership skills taught with 3-D immersive simulations.
• Coaching skills taught in short mobile, vertical video-based reinforcement modules.
  
   

• Gain insight into the advantages of app-based training modules.
• Understand the extent to which UX principles and methods can be implemented in the development process.

• Apply steps in dissecting big content and find what is most useful.
• Identify, write and formulate hyper stories to match the value of the content.
• Apply the Hyper Story lessons to compliance, technical, people skills and other types of learning.
• Learn from live demos and examples and obtain templates for design application.

• Export illustrated characters from Storyline2.
• Import the characters into PowerPoint.
• Edit the characters' features, expressions, poses, hair, and clothing.
• Import the characters back into Storyline or other development tool.

• Experience and evaluate methods of informal learning.
• Discover techniques to integrate informal learning into existing training delivery methods.
• Assess the value of tracking engagement in informal learning activities.

• Establish and maintain a high energy level.
• Ask starting questions that draw a vivid image.
• Employ a full toolkit of follow-up question types.
• Respect the “power of the pen.”
• Carry the group through the process.
• Prevent, detect and resolve dysfunction.
• Isolate and address sponsor’s key needs.

• Understand step-by-step how to connect training events to people performance, and people performance to organizational outcomes and bottom-line results.
• Leverage training data and learning analytics to create laser focused, targeted interventions to get and stay on track in achieving goals and demonstrating measurable value.

• Configure a YouTube channel from scratch.
• Upload videos from computer and mobile.
• Create and edit YouTube Live streaming content.
• Secure videos or maximize discoverability.
• Determine the most important video analytics for your organization.
• Discuss a simple production methodology and put it into practice.

• How to use Variables, States, and Triggers to create advanced interactions.
• Ways to make the slider interaction in Storyline 2 your new best friend.
• How controlling multiple layers on the same screen can create an inventive interaction.
• How to use triggers and variables to simulate a saved state when revisiting a screen (and why you would want to do that).
• To create a menu screen that enhances navigation and keeps track of the learner’s progress no matter where they are in a course.
• To use JavaScript to execute advanced actions like: forced completion to an LMS, email generation, and date/time displays using a few simple steps.

• Learn to align the L&D Brand to the company vision, mission and/or strategy.
• Determine what L&D should/needs to communicate.
• Complete an 18 month marketing worksheet.

• Identify how to standardize learning design to enable the measurement of learning outcomes (in terms of knowledge and behavior changes), and to show how programs impact the learner, the job, and the organization.
• Convey examples of a measurement methodology being utilized in organizations to create evidence of learning impact and establish accountability for learning results.
• Recognize the data generated by the learning measurement stages and used for data-driven decisions in organizations.

• A micro-learning strategy applying the, “what, how, when, and why” of micro-learning.
• Your own micro-learning design that takes you from inception to implementation.
• New tools to use that you can customize to your needs (i.e video, self-directed lesson building, live stream recording, social groups etc).

• Create compelling slides for inclusion in eLearning courses.
• Create Lower Thirds that can be used for screencasts or video.
• Understand how type works and always pick complementary typefaces.

Space is limited and priority is given to 3-Day Conference attendees. Additional fee; please register by Friday, January 27.

CT1  Hyper-Realistic Training: A Movie Studio Tour

Thursday, February 2, 8:30 am – 12:30 pm
Experience how Strategic Operations, Inc. (STOPS) provides Hyper-Realistic training environments for military, law enforcement, first responders, and other organizations responsible for Homeland Security, using state-of the-art movie industry special effects, role players, training scenarios, sets, and props. Note: The special effects utilized during these simulations are very realistic and some may find them disturbing.
 
Bus loads at 8:30 am, departs at 8:45 am and returns by 12:30 pm at the San Diego Convention Center, Front Drive, Lobby B Doors Entrance.
Fee: $65 
 

CT2  Naval Education and Training Command Tour

Thursday, February 2, 8:00 am – 12:30 pm
Join the tour of the Naval Education and Training Command —the Navy’s premier training organization and see firsthand how one of the largest commands in the Navy uses classroom, hands-on labs, simulation and computer-based training to prepare sailors. Don’t miss your chance to try out a world-class simulator! Note:
 
Note: Tour participants will not need to meet for a briefing on Wednesday, February 1.
 
Bus loads at 8:00 am,departs at 8:15 am and returns by 12:30 pm to the San Diego Convention Center, Front Drive, Lobby B Doors Entrance. 
Fee: $65
 

CT3  San Diego Zoo Academy & Private Tour

Thursday, February 2, 8:00 am – 11:30 am
Start your day with a continental breakfast at the zoo, followed by a presentation from San Diego’s Chief Global Human Resources Officer. Learn about their programs in customer service, leadership development, and get a glimpse of their online training portal. Afterwards, you’ll take a narrated bus tour of the zoo grounds and visit an exhibit area not accessible by the general public.
 
BONUS: At the end of the tour, you can return to the Convention Center or you can stay to explore the zoo at no additional entry fee!
 
Bus loads at 8:00 am, departs at 8:15 am and returns by 11:30 am at the San Diego Convention Center, Front Drive, Lobby B Doors Entrance. 
Fee: $100