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Filtered By: X (remove/delete) 2004 X (remove/delete) 1978   Clear All

After the Learning Implementation

Robert Sherwin | December 01, 2004 | TD Magazine Archive

The article focuses on the recently introduced Web-based tracking and communications tool, ActionPlan Mapper, developed by Zenger Folkman to meet the needs of customers who want to increase the visibility and impact of posttraining implementation activities. With the help of the tool organizations are finding it easier to navigate their way to successful training results. The ActionPlan Mapper software helps managers and training professionals monitor and track the posttraining implementation goals, activities, and progress of participants. It assists managers and participants by automating the gathering and communication of information.

AuthorView

December 01, 2004 | TD Magazine Archive

The article presents an interview with Theresa Seagraves, author of the book "Quick Show Me Your Value." According to her the reason why her book is so important is that the book helps training and development professionals get the respect, finding, and support to focus on life's real bottom line. Some books which Seagraves is currently reading are "The E-Myth Revisited," which focuses on entrepreneurs and "Strategy Maps," in which real-world executives describe how value cascades down through their organization.

ASTD Store Top Ten Bestsellers December 2004

December 01, 2004 | TD Magazine Archive

The article presents a list of top ten bestsellers at American Society for Training and Development store in 2004. "Trainer Basics," by George M. Piskurich, "Facilitation Basics," by Donald V. McCain and DeborahTobey, "Presentation Basics," by Robert J. Rosania and "Training Design Basics," by Saul Carliner are some of the books included in the list.

A New Habit for Trainers

Stephen R. Covey | December 01, 2004 | TD Magazine Archive

The article presents suggestions that would increase effectiveness of trainers. There should be clarity about outcomes and measures. The trainers should ask participants to define their personal measures of success and should challenge them to make an explicit connection with the greater goals of the organization or team. The trainer's task is to lead people to insight and inspire them. The trainers should consider what key insights participants should gain. Translating commitment to action and helping participants empower themselves by defining barriers to action are some other suggestions for trainers to improve their effectiveness.

Using Inhouse Talent to the Fullest

Debra Milbrandt Campbell | December 01, 2004 | TD Magazine Archive

The article presents information about Electronic Performance Support Systems (EPSS), which was adopted by Advanced Systems Technology Inc. to solve some recurring problems in the development of courseware for interactive multimedia instruction. EPSS is an integrated electronic environment that is available to and easily accessible by each employee and is structured to provide immediate, individualized online access to the full range of information, software, guidance, advice and assistance, data, images, tools, and assessment and monitoring systems to permit job performance with minimal support and intervention by others.

TD Readers Are Also Reading December 2004

December 01, 2004 | TD Magazine Archive

The article presents a list of books related to training and development. "Creating a Learning Culture," by Marcia Conner and James G. Clawson, "Exporting America," by Lou Dobbs, "The Five Dysfunctions of a Team," by Patrick M. Lencioni, "Good to Great," by Jim Collins and "Lost Knowledge," by David W. DeLong are some of the books included in the list.

Quick Show Me Your Value Book

Jim Hill | December 01, 2004 | TD Magazine Archive

Reviews the book "Quick: Show Me Your Value," by Theresa Seagraves.

Succeed to Lead

Eva Kaplan-Leiserson | December 01, 2004 | TD Magazine Archive

The article presents findings of the studies conducted to find the factors leading to the success of executives. Three categories of executive roles exist: operations, advisory and collaborative. Each requires its own skills and behaviors and moving a leader from one type of role to another without proper development puts the success of the person and company at risk. Competencies that were judged most important in executives and other leaders were communication skills and vision topping the list and honesty just slightly behind. Engaging people in the vision and strategy, developing subordinates, and communicating are some areas that need development.

Questions for Reflection

Darin E. Hartley | December 01, 2004 | TD Magazine Archive

The article presents answers to questions related to training and technological developments. The author is optimistic about the growth and potential of consulting and related training services. On-demand technology is one thing which provides instant gratification of the needs. There are on-demand products and services in every industry. The United States Postal Service offers stamps. com which helps in printing stamped envelops from computers. Public libraries offer Web-based catalog searching, book holds, and many other services that were once needed to visit the library to use. So learning specialists, technologists and champions for technology-enabled learning should pay attention to what has clearly passed beyond the trend phase.

The Emotional Intelligence of Genghis Khan President and CEO Mongolia Inc

Tora Estep | December 01, 2004 | TD Magazine Archive

The article discusses the Emotional Intelligence of Genghis Khan, president of Monglia Inc., which made him conquer more than twice as much as any other man in the field. To be a star, one should have a high degree of skill in at least six competencies spread across all four dimensions, which are self awareness, self management, social awareness and social skills. Genghis Khan developed personality traits like self-confidence, emotional self-awareness, accurate self assessment competencies, adaptability, self-control, conscientiousness, reliability initiative, innovation, achievement drive, social awareness, leadership, influence and change catalysis.

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