2-Day Certificate Programs
Saturday, February 10 & Sunday, February 11 • 9:00 am-4:00 pm
Training magazine presents Certificate Programs conducted by leading industry experts. These Certificate Programs give you the essential knowledge, practiced techniques, and sound theories you need to become (and remain!) a top performer in your field. In the end, you’ll not only walk away with a certificate of completion and an eBadge, you’ll also jumpstart your career and enhance your professional know-how. Lunch is included each day. Held at the Georgia World Congress Center. Additional fee required, see registration fee page.
P07 Instructional Design Fundamentals
Julie Dirksen, Author,
Design for How People Learn
Regardless of your background, if you can use an overview of key instructional design skills and practices, then this program is for you. You’ll learn how to:
- Conduct user analysis, and how to incorporate that into your design.
- Write bulletproof learning objectives.
- Analyze content to determine the best learning approaches.
- Use our knowledge of human memory and cognition to create effective, engaging learning.
- Design for knowledge, skills, procedures, and motivation.
- Fit eLearning into a blended learning solution.
- Design eLearning solutions using scenariobased learning and creative interactivity.
- Prototype and storyboard eLearning solutions.
- Do effective evaluation of eLearning solutions.
- Incorporate game principles and user experience practices into your elearning development.
You’ll get to practice designing solutions and will leave with designs and ideas you can apply back on the job.
BYOD: WiFi-enabled laptop (with PowerPoint) encouraged, but not required.
P08 Performance Consulting: A Strategic Process to Improve, Measure, and Sustain Organizational Results
Dana Robinson, Lead Performance Consultant;
Chris Adams, Senior Consultant,
How frequently does it happen that a manager calls you with a request to deliver a training program or do some team building? This is the jump-to-solution approach that rarely results in improved performance that is sustained over time. The challenge is to influence the thinking of managers so they discuss the business and performance results they seek, not the solutions they want… and then partner with you to take actions to achieve those results. Performance Consulting is a strategic process that produces business results by maximizing performance of people and organizations. In this program, you will acquire skills to put this process to work in your organization. Learn to:
- 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.
You will leave this program with:
- 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.
- The flowchart of the nine steps included in the Performance Consulting Process.
P09 Play to Learn: Designing Effective Learning Games
Karl Kapp, Author,
The Gamification of Learning and Instruction: Game-Based Methods and Strategies for Training and Education
In this certificate, you’ll focus on the step-by-step process for creating a learning game. You’ll experience learning games, analyze learning games, and build a learning game prototype. Learn to:
- Identify the elements of a game.
- Distinguish between a game and a learning game.
- Match core dynamics with appropriate learning outcomes.
- Identify the right game mechanics for the right learning outcome.
- Evaluate learning games given an evaluation checklist to determine the effective of the game from a learning perspective.
- Recognize and define 15 common game elements and 10 common game dynamics in the development of learning games.
- Create a working learning game prototype.
- Playtest your game and make improvements based on learner feedback.
PROJECT: Participants will be divided into teams and will create a paper prototype board game complete with game pieces, spinners, and other materials necessary to create a learning game. Once the game is completed, it will be played by another team during the workshop and the feedback from the other team will be used to modified the game.
BONUS! You’ll receive a learning game design rubric that can be used to evaluate the effectiveness of a learning game for your organization.
BYOD: WiFi-enabled laptop, tablet, or smartphone device needed to play some of the games.
P10 Creating Microlearning with Impact
Rapid business change and shifts in technology are creating favorable environments for microlearning. Knowing how to plan, create. and implement performance support tools and microlearning content should be the goal of the modern learning professional. It’s time to take learning to the next level.
Day One: Hands-On Rapid Microlearning Strategy and Content Development
Shannon Tipton, Chief Learning Rebel,
With Shannon, you will receive critical strategy planning information and work with tools to help you develop impactful microlearning content. You will learn what microlearning is, when it is appropriate, and how to apply it in your organization. You will:
- Learn to apply a microlearning strategy within your organization, specifically applying the 3D model of microlearning: “Discover, Develop, and Deliver.”
- Through the 3D model, you will identify where to close the knowledge/skill gap.
- Through the 3D model you will determine which micro-modality is best for the worker need.
- Rapidly prototype a basic project concept, setting the foundation to build your own microlearning element from inception to implementation.
- Leave with tools, checklists, and templates for creating microlearning content and objects related to video, audio, and other virtual media.
Day Two: Microlearning Applications and Cases
Ray Jimenez, Chief Learning Architect,
With Ray, you will take a deeper dive into microlearning and its applications. You will explore how other organizations are using microlearning to become more agile and address the ever-shifting needs of the workforce. You will learn:
- To investigate the workflow using As-Is/Where-Is Analysis.
- To collect metrics and data when needed.
- How to create micro-content that is rich-context and ready-to-use.
- How to convert micro-instant lessons.
- To build simple rules for micro FAQs, tips, guides, systems embed micro-content.
- About applications to use in troubleshooting and problem solving.
- About expertise sharing and development in manufacturing, sales, service, support, product launch support, and software.
- About architecture using a sampling of the River of News micro-distribution showing how different platforms operate with microlearning.
BONUS! Participants will received a copy of Ray’s book Micro-Learning for Disruptive Results.
BYOD: A WiFi-enabled laptop with MS Office installed is required.
P11 Training the Google Way: Learning and Behavior Change for 1.2 Billion
Fulbright Professor of Neuroscience
In this energetic workshop,Google consultant and neuroscientist Art Kohn shares the innovative principles he and Google are using to guide the development of their training materials. This program will include dramatic demonstrations illustrating how the mind learns new information and how this learning can create desired behavior change. In turn, Art will show how these principles are being utilized in training more than 1 billion people around the world. In this session, you will learn to:
- Use authoring tools more effectively by understanding how the brain encodes metaphor and emotion.
- Mimic Google incentive systems that reinforce desired behaviors.
- Create social learning communities that are based on psychological principles of observational learning.
- Use existing (and often free) technologies to improve employees’ attention within mobile learning.
- Use Google’s “follow-up training” methods to dramatically increase retention and transfer.
- Deliver either visual messages or auditory messages based on an understanding of the brain’s dual-coding mechanisms.