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Learning at the Speed of Business: SAP Leads in the Cloud

Jenny Dearborn | December 30, 2014 | Article

The award-winning learning professionals at SAP are using the cloud to advance the company’s talent development initiatives.

Innovation: What Is It and Can It Be Taught?

ATD 2014 Session: M309
Karen Hough | May 07, 2014 | Video

Getting outside your normal working and thinking mode is critical to creating elegant, meaningful solutions for your organization. Learn how to frame innovation so that your team can experience a whole new paradigm for thinking, based on the skills of improvisation, which leads to more creative, flexible, and adaptive work. We not only examine creativity—we apply it to real situations so that the information is useful rather than theoretical. You'll learn how improvisers can be so creative in risky, stressful situations. We will examine how creative and innovative people and organizations interact, how they manage risk, and the most effective ways to implement creativity in a culture. You will engage in improvisational exercises, small-group discussions, and intense challenges.

Implementing Measurement and ROI to Enhance Training's Business Value

ATD 2014: Session W204
Ron Drew Stone | May 07, 2014 | Video

The session will focus on sharing implementation of a systematic measurement and ROI process to improve the value of training delivered. The factual data is shared from the measurement and ROI results across six diverse markets in the Asia-Pacific Region. The speaker will share the business value and results. The interactive session and discussions will provide key details on: the process adopted to train 25 trainers on the measurement and ROI process, the process adopted to partner and plan the evaluation project, how performance data was collected ? the role of coaching the ROI project owners through an ROI expert coach and consultant to analyze data and calculate ROI, the importance of reporting and communicating results to stakeholders, and how the findings were integrated with the current training and performance process.

Harnessing the Power of Personalized Leadership Development

ATD 2014: Session W116
Tacy M. Byham | May 07, 2014 | Video

Personalized leadership development holds great potential to drastically change the learning experience. It taps participant engagement, promotes ownership, and builds independence and confidence, while maximizing the leader's learning potential based on their individual needs, abilities, and preferences. Today, learners have access to diverse content and are making their personal preferences known regarding what is included in their training and the format in which they receive that content. They want to focus on learning that is unique to their current situation taking into account where they are in their careers and in their lives. At the same time, we need to ensure that they are achieving their behavior development goals. In this interactive session, you will learn the five practices for harnessing the power of personalized leadership development: personalized content, personalized insight, personalized practice, personalized performance support, and personalized learning environment. Additionally, you will network with peers to share personalization successes and tips for incorporating the new mixes of face-to-face, social, electronic, virtual, and on-demand learning.

Become a Strategic Business Partner Through Effective Training Evaluation

ATD 2014: Session W104
James D. Kirkpatrick | May 07, 2014 | Video

Sustaining a career in training requires a strategic partnership with the business that produces measurable business results. So how do you become a strategic business partner? In this thought-provoking session, an industry leader in training evaluation will outline what to do before, during, and after training to produce and document organizational results. He will provide tactics and tools for earning the trust of stakeholders and expanding your influence beyond the classroom. Training leaders will come away from this informative session armed with the information they need to become strategic business partners with their stakeholders. All training professionals will gain an understanding of the role training must play to remain viable in any organization.

Rethinking Five Leader Beliefs That Erode Workplace Motivation

ATD 2014: Session W306
Susan Fowler | May 07, 2014 | Video

This session challenges the traditional beliefs about motivation that are so embedded in our collective psyche that we can collectively fill-in-the-blank on statements such as: ? It's not personal, it is just _______. ? The purpose of business is to ____ ______. ? We need to hold people _________. ? The only thing that really matters is ______. ? If you cannot measure it, it ______ ______.  These traditional beliefs set leader behaviors in motion that undermine people's basic psychological needs—and result in low-quality motivation. You are encouraged to challenge outdated beliefs about motivation and consider how more optimal beliefs cultivate an environment where people experience enhanced well-being, sustained performance, and long-term results. You will be asked to complete alternative belief statements, such as: ? If it is business, it is _____. ? The only reason business exists is to ____. ? People live up (or down) to our _______. ? In the end, what really matters is not just results, but how those results __ _____. ? If you cannot measure it, it is probably ___ ___.  The speaker builds a case for replacing obsolete beliefs with more highly developed values that promote leadership behaviors proven to nurture an optimally motivating work environment.

Seeing the Big Picture: Business Acumen to Build Your Credibility, Career, and Company

ATD 2014 Session: W301
Kevin Cope | May 07, 2014 | Video

See the big picture and discover three important principles to becoming a more effective L&D leader. First, you will learn how to gain buy-in for your initiatives by identifying and communicating how they impact your company's key performance measures. Second, you will learn how to become more relevant in your role and how to establish yourself as a business partner by aligning your strategies with your organization's goals. Third, you will learn how to increase employee engagement by helping them understand how their roles contribute to the organization's success.

5 Steps to Better Tests Best Practices for Design and Delivery

ATD 2014: Session W304
Doug Peterson | May 06, 2014 | Video

How can you be sure your tests yield actionable, meaningful results that resonate with your organizational goals?  What needs to happen before the first question is written? How can you create questions that are challenging but fair? How many questions should you ask? How can you deliver them safely and securely? And what can you do to make your test as good as it can possibly be?  Effective tests start with thoughtful planning and require skillful item writing, careful assembly, secure delivery, and thorough review.  This session will take participants through five essential steps for producing high-quality tests that yield meaningful results. Plan: Establish your test's reliability and validity, and identify content areas to be covered. Create: Write items that increase the cognitive load, avoid bias, and measure what's important. Build: Pull items together into a test form, develop clear instructions, and set passing scores. Deliver:  Protect test content, control item exposure, protect test content, and  discourage cheating. Evaluate: Use item-, topic-, and test-level data to assess reliability and improve quality. Individuals with experience in item writing, test development, and administration will get pointers for making every stage of test production and evaluation more effective.

Talent Development Reporting Principles: Your Guide to Measurement and Reporting for L&D

ATD 2014: Session TU304
David Vance | May 06, 2014 | Video

A group of leading industry practitioners and thought leaders created the talent development reporting principles (TDRP) for L&D, which provides the same type of guidance the generally accepted accounting principles (GAAP) provide for accountants. TDRP answers your questions about what data should be collected, how the measures are defined, how the data should be organized, and how it should be reported. Learn the history and evolution of the principles, the recommended measures and how they should be organized, the three statements that incorporate the recommended measures, and the three management reports that draw from the statements. The TDR principles apply to profit, nonprofit, and government organizations, and are a collective, open-source effort (no copyright) by L&D professionals to provide much needed structure to data gathering, organization, and reporting. Learn how this ground-breaking initiative can make your life much simpler by providing the standards and report formats you need to do your job. Join this session to get answers to the following questions: What are these new principles and how do they provide GAAP-like direction for our profession? What measures should be tracked and where can I find their definitions? How should L&D data be organized and how should results be reported? How can TDRP in general and the TDRP reports in particular be used to run learning more like a business to deliver planned results more effective TDRP?

The Value of Learning: Gauging the Business Impact of Organizational Learning Programs

ATD 2014: Session TU319
Kevin Oakes | May 06, 2014 | Video

This session will deal with the key findings of the 2013 ASTD/i4cp study, The Value of Learning: Gauging the Business Impact of Organizational Learning Programs. The study combines insights from a blended research approach: Quantitative data from a survey fielded in September and October 2013 of 431 respondents, most with primary responsibility for organizational learning, represented organizations across all sectors and of varying sizes and geographic locations, and follow-up interviews with learning leaders who provided the qualitative input to supplement and illuminate survey findings. The study found little growth in learning functions' ratings of their effectiveness in meeting learning and development goals, supporting organizational business goals, and in measuring their overall capabilities when compared to an earlier (2012) ASTD/i4cp study, Developing Results: Aligning Learning's Goals and Outcomes With Business Performance Measures. Despite this, the study highlights the optimism that underlies both attention and effort. Survey results and interviews with learning leaders confirm that measurement, of both learning effectiveness and learning programs' impact on business outcomes, is on the minds of learning professionals and is in standard practice-albeit to varied degrees-in most organizations.

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