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ATD's TalentNext conference will provide you with innovative methods to increase engagement levels, spark innovation, and attract high performers. Leave with practical takeaways to transform your employee onboarding, engagement, and retention. Seats are going fast, hurry and register today!
This workshop introduces the flipped classroom approach to learning, which integrates the best of classroom learning with self-directed, learner-generated activities that help trainers get to the critical part of learning faster.
This workshop will demonstrate how to apply The Five Milestones for Rapid Results During Change Management, a proven model for successfully managing change, to help build employees’ business acumen, create a culture that encourages innovation, and link your organization’s business goals with employees’ personal goals.
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Learning technology is rapidly changing, and learners are increasingly demanding the use of advanced technologies in the learning environment. TechKnowledge will get you up to speed on what's hot in learning tech, and provide you with the hands-on experience you need to effectively incorporate the latest methods into your programs.
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ATD Research and ATD International recently embarked on their first truly global assessment of talent development outlooks, resources, and practices. ATD research analyst Maria Ho and ATD International director Wei Wang will be presenting some important findings from this research, which is compiled in full in the report Key Trends in Training: A Global View.
Use facilitation techniques to communicate salient concepts successfully and help ensure the transfer of learning. Facilitation Basics details the principles of learning facilitation and how you apply them to a real-life classroom setting. You will learn how to create a learning climate, incorporate group activities, manage difficult participants, use media to support your messages, and assess end-of-program results.
How many times have you heard, 'We hate to role play!'? Many trainers have given up on this tried-and-true technique. It has been done poorly for so long that role play has gotten a bad reputation. We're here to restore its image and add this valuable learning technique back to your toolbox. You will leave the session with a clearly defined process for better role plays, as well as new techniques to ensure your learners are better equipped to transfer skills back to the workplace--making it not just a training technique, but a true tool for talent development. This course is targeted to those new to training or as a refresher for seasoned workplace learning professionals who are frustrated with their current use of role plays in the training classroom.
Many organizations around the world are starting to apply the principles of brain research to their learning environments. On May 7, join Carol Leaman and Alice Kim as they leverage real learning data to determine what kind of effect is this having on behavior and, ultimately, performance.
This ATD infographic highlights recent data surrounding mobile learning.
Use this template to gather participant feedback about the objectives, content, and facilitator of your ILT program.
When AT&T acquired Leap Wireless (which operated the Cricket brand), AT&T announced it would merge Cricket with AT&T's Aio Wireless to become 'the new Cricket,' with a goal for the two to operate as one within 60 days. This session will describe the aggressive training initiative for 10,000 Cricket retail employees. The speaker, a veteran of three AT&T mergers, applied many lessons learned when designing the Cricket training initiative and added a newly developed, mobile performance support tool to emphasize just-in-time information. All resources foster self-sufficiency and were optimized for smartphone use, the primary tools for retail employees. Components of the training initiative included one day of instructor-led training focusing on the new Cricket brand and culture, to supplement an internal instructor staff, Aio worked with Wounded Warriors and other groups to hire 38 veterans as temporary instructors. A suite of WBTs and simulations covered compliance and privacy issues, network and device training, point-of-sale system guidance, and customer support. The program incorporated a performance support tool for use on the sales floor to rapidly access the information needed to handle real-time customer questions and a step-by-step guide for all major systems transactions. The speaker will describe how his team designed and tested the program within a tight timeline, the supporting technologies used to manage and deliver resources, and the ongoing role of collaboration and social learning within the new organization.
We know that simulations are a fantastic way to allow people to practice skills in a realistic, but safe environment that gives them the opportunity to learn from mistakes. However, actually sitting down and creating a simulation that feels real to your audience is definitely harder than it sounds. So why not learn from the industry that's been successfully simulating real and imagined situations for years: video games! Sure, video games are a fun diversion, but there's also a lot in common with how they're created and the way a strong simulation should be designed. In this session, we'll take a look at how video games developers have overcome some of the same major hurdles that we experience when developing simulations for training, such as deciding what your simulation structure should be, narrowing down potential ideas to just the ones that work, and making player choices matter (or at least seem like they matter). You'll also learn about game design techniques that will make your simulation development process run smoother, such as iterative design and prototyping. Whether you're a seasoned gamer or someone who couldn't recognize Pong if your life depended on it, you'll still learn a lot about what video games can teach us about making simulations that are fun and effective.
It seems that the shared perspective of learners and designers about e-learning is that much of it is not very good: it's boring, the interactions don't teach, the media is unhelpful, and so on. This is in spite of the fact that well-meaning designers are following long-established models and doing exactly what most authoring tools have made easy. When pushed, many designers know that what they are doing is flawed, but there's little guidance to do anything better. Many e-learning solutions are not complex or difficult to achieve—mainly what is needed is a focus on the essential aspects of learning that have been overlooked in the haste to rely on technology alone. In this session, you will learn 10 straightforward and powerful principles to guide e-learning design. The principles focus on issues of feedback, learner actions, usefulness of templates, motivation, risk, and content. Appropriate to any content and applicable to any authoring tool, these principles will empower designers to make concrete design changes that improve the impact of their e-learning courses.
ASTD changed its name to ATD to meet the growing needs of a dynamic, global profession.
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