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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.

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.

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.

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.

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.

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.

Becoming a Business-First, Big-Data L&D Leader

ATD 2014: Session TU104
Jenny Dearborn | May 06, 2014 | Video

When it's done right, learning drives business results. The latest research shows that companies with strong learning cultures are 42 percent more likely to be innovative, have 37 percent greater employee productivity, are 35 percent more responsive to customers' needs, and 17 percent more likely to be market share leaders.  Yet many talented learning leaders are still taking direction from stakeholders instead of serving as true strategic advisers to senior management. Find out why and, more importantly, what you can do about it. Learn about global best practices and success stories of top CLOs and business-first strategies you can adopt. And, discover how you, too, can leverage 'big data' and analytics to prove your impact and earn your seat at the strategic table. Join the speaker for statistics, insights, and more on one of the most important topics in the L&D field today.  At this session, you will discover and discuss: the evolving role of the modern CLO, typical barriers to business partnership, and how to overcome them, why and how to employ measurable results using data and analytics, and looking beyond learning to make an impact.

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.

Business Results Made Visible: Design Proof Positive Level 4 Evaluations

ATD 2014: Session TU204
Ken Phillips | May 06, 2014 | Video

According to a 2009 ROI Institute study, the number one thing CEOs would most like to see from their learning and performance investments is evidence of Level 4 business results. Yet according to the same study, only 8 percent of CEOs actually receive this type of information. Why the big disconnect? Arguments offered up by some learning and development professionals include: Level 4 business results are too difficult to measure; the high probability of uncontrollable variables affecting business outcomes makes measuring business results meaningless; and that they are currently only conducting Level 1 and 2 evaluations so they can't be expected to conduct Level 4s. While there may be an element of truth in each of these statements, none is going to convince a single CEO that he or she shouldn't expect to see evidence of business results from the company's learning investments. So what's the solution? The short answer is: Provide CEOs with what they want. In this session, attendees will discover which learning programs are ideally suited for conducting a Level 4 evaluation; examine the two phases involved in conducting a Level 4 evaluation and the four guiding principles associated with each phase; and analyze three methods for connecting learning programs to business results and how to determine when to use each method.

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