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ATD Elements: Self-Paced Learning Library

Powered by ATD's adaptive learning engine

Master the knowledge you need for your job faster, at a higher level, and with better recall when you subscribe to ATD’s new library of more than 50 self-paced courses. Each course is powered by ATD’s adaptive learning engine that assesses your knowledge and tailors instructional content to your individual needs, allowing you to spend less time on the topics you know already and more time on the topics you need to know. As a result, you will work toward mastery at the best pace for you, never wasting time reviewing material that you know well. With a yearlong subscription, you can enroll in as many courses as you like in whatever order makes sense to you. Use the courses in the library to eliminate skills gaps, bring an entire team up to speed, or as a daily, on-the-job resource. All course materials are pulled directly from ATD’s vast content collection—making this the first self-paced course library designed by and for talent development professionals.  

  • Self-PacedLearn anytime, anywhere

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Self-Paced (anytime)

12 months online access

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Pricing

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$300.00

$360.00

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Program Overview

Program Overview

Receive self-paced, personalized learning for an entire year when you subscribe to ATD Elements, our new library of self-paced courses powered by the ATD adaptive learning engine. The principle of adaptive learning is simple—assess what learners already know and personalize instructional content to teach them what they don’t know. Unlike most e-learning courses, which introduce concepts and then assess your understanding, these courses first assesses your knowledge and then fill in the gaps. Within this adaptive platform, when you miss questions, you will be presented with suggested resources—media, activities, and exercises—that cover the concept in detail. It’s up to you to spend time learning the concepts you missed and apply your knowledge to future questions. As you go through each course, the adaptive learning engine will continue to tailor and deliver instructional content based on the knowledge you demonstrate and the gaps you need to fill.


The most important metric for this adaptive course is your understanding of the material at the end. Each self-paced course in the learning library sets the same learning objectives for all learners, but not all learners follow the same path to success.


Topics for these adaptive, self-paced courses are listed in the Courses A-Z tab and include the training cycle, game design for learning, successful global training, coaching, and more. New courses will be added continuously. 

To view our transfer and cancellation policies, please click here

Learning Objectives

Learning Objectives

5-D Consulting Model
A practical model for the client-focused consultant.

The five phases of ATD’s 5‐D consulting model provide you with a method for working through the process of consulting, from when you are asked to initiate a consulting project through when you evaluate the process and determine lessons learned. Identify the major processes and outputs of each phase.

Who should attend:
Both internal and external consultants new to their role will benefit from this course.
Assessing with Multiple Choice Questions (MCQs)
Increase validity in your assessments.

Multiple-choice questions are a common form of assessment, but they can also create a host of challenges that prevent them from effectively measuring learning. Assessments are meant to measure the results of instruction. Learn how to create and assess defensible multiple-choice assessments to accompany your instruction. Identify the common language problems that often make multiple-choice questions unclear, confusing, or ambiguous.

Who should attend:
Learning professionals who are responsible for creating accurate and easily scored assessments will benefit from this course.
Basic Training for Trainers
Go back to the basics to update your training skills.

The training landscape has transformed substantially over the past decade due to economic uncertainty; advances in digital, mobile, and social technology; demographic shifts; and increased globalization. Even experienced trainers need to go back to basics at times. This course provides a primer of the training landscape, exploring the definition of a trainer, the core skills a trainer needs, training methods, presentation and facilitation tips, evaluating training, and the four-step skills training method. Develop a broad understanding of the training landscape, whether you’re a new or experienced trainer.

Who should attend:
Both new and experienced trainers and facilitators will benefit from this course.
Basics of Developing Instructional Materials
Develop effective instruction for your learners.

Your instructional materials are the link between your organizational goals and the knowledge and skills learners need to achieve those goals. Therefore, developing them effectively is critical to your training program. Explore what materials to develop and why. Discover what learning materials you’ll develop for the classroom, the facilitator, and the learners themselves.

Who should attend:
New instructional designers and others new to the learning profession will benefit from this course.
Business Writing
Distinguish yourself as a communicator in the workplace.

Writing and communication skills are increasingly important in the workplace. Managers need to be able to effectively communicate information to their employees, and at the same time, all employees need to convey important workplace information back up to management.
Learn how to package your message and influence your audience.

Who should attend:
Anyone who drafts and sends business communications such as emails and memos would benefit from this course.
Collecting Data for a Training Needs Assessment
Collect data to uncover true learning needs.

Nearly every training project involves some sort of data collection to understand the need and craft the best solution. It is important to understand specific tools and techniques to ensure that your data quality is good. Explore four common data collection techniques and learn to what situations each is best suited.

Who should attend:
Talent development professionals who are tasked with improving performance and closing skills gaps will benefit from learning how to collect data on those gaps to identify true learning needs.
Compliance Training That Matters
Create engaging compliance training.

Compliance training has a bad reputation of being tedious and uninspiring. When building mandated compliance training, we cannot forget that learning matters only if it changes behavior. The learner is the primary stakeholder, even—or especially—in mandated training. Uncover ways to avoid common problems that plague compliance training

Who should attend:
Instructional designers, trainers, and other learning professionals who create mandated compliance training will benefit from this course.
Course and Lesson Outline Basics
Draft meaningful outlines to create effective learning materials.

By organizing your training course before you develop the materials, you build a road map for yourself and others working with you to complete the project. You also have a format to explain the structure of the training course to others. Course design that follows the job itself is the strongest path to successful learning transfer. Learn the ROPES method, a systematic and proven way to outline lessons and build courses.

Who should attend:
New instructional designers and others new to the learning profession will benefit from this course.
Creating a Career Portfolio
Demonstrate your professional expertise with a portfolio.

A career portfolio provides a way to share actual samples of your work with prospective employers. Learn how to select samples that best exemplify your professional work and suit the opportunities you seek.
Create a career portfolio to show clear evidence of your talents and abilities.

Who should attend:
While portfolios are popular in many different professional fields, this course is specifically intended for professionals in the learning and development arena.
Creating an Internal Coaching Program
Deepen institutional knowledge with internal coaching.

Most people enjoy participating in coaching, whether it’s internal coaching or coaching provided by an external coach. However, an internal coaching program provides unique benefits to an organization in terms of institutional knowledge and company cultural understanding. Review use cases for internal coaching and explore the benefits of such a program.

Who should attend:
Managers and learning professionals who are interested in starting a coaching program will benefit from this course.
Data Analysis and Statistics for Needs Assessment
Learn how not to make bad decisions.

The data collected in a needs assessment are only useful after they have been analyzed to determine what they mean. Data can be analyzed at different levels and from different perspectives, depending on the purpose of the needs assessment. Receive an introduction to the intricacies of data analysis and statistics.

Who should attend:
Talent development professionals who are involved in the needs assessment process will benefit from this course. Additionally, those who are responsible for reviewing the output of a needs assessment will benefit from understanding how data are analyzed and recommendations are made.
Designing and Developing Blended Learning
Align the delivery modality with each piece of content.

Blended learning is more than just adding an online session to a learning program. Just as traditional classroom events are best created with an intentional design process, each component of a blended approach should be considered with the same rigor. Learn delivery methods available for a blended approach, and consider when they are best used.

Who should attend:
Instructional designers, trainers, and other learning professionals interested in exploring new delivery modalities will benefit from this course.
Designing and Developing for the Online Classroom
Engage your learners in the online classroom.

Moving your training to the live facilitated world of virtual classrooms enables you to reach more learners. However, you cannot expect what you designed for the face-to-face classroom to work as successfully in the virtual classroom. You need an updated approach. Learn how to create dynamic, consumable, and engaging learner experiences in the virtual classroom.

Who should attend:
Instructional designers and facilitators interested in moving their content from the traditional classroom to the virtual classroom will benefit from this course.
Designing and Facilitating for the Learner's Brain
Create effective learning.

As a trainer or an instructional designer, you can't make your learners learn. However, there are specific actions you can take when facilitating or designing learning events that will increase the likelihood that your learners will absorb and remember the content. Explore brain-friendly principles for learning, and discover specific strategies for designing and facilitating for your learners' brains.

Who should attend:
Both trainers and instructional designers will benefit from the tactics and strategies presented in this course.
Developing a Leadership Strategy
Focus on the long term with a leadership strategy.

A true leadership strategy looks beyond the short term and focuses on measuring effectiveness and long-term effects. Discover how to develop a strategy and implementation plan, measure and sustain traction, and ensure a successful leadership strategy within your organization. Learn about how it aligns with business strategy, operation, financial planning, and the organization’s culture. Work with a business-centric model to help build a leadership strategy for your organization.

Who should attend:
Learning professionals and others who want to understand the basics of creating an effective leadership strategy will benefit from this course.
Developing Practice Exercises and Assessment Materials
Valid exercises and assessments develop skills and measure knowledge.

Valid practice exercises are the only way learners can acquire new skills and knowledge. Assessments are important for demonstrating competence in new skills and knowledge. The best way for people to learn to perform new tasks and competencies is to practice them in a way that simulates, as closely as possible, the actual work environment in which the task is to be performed. This improves the chances that the new skills will be transferred from the training environment to the workplace. Create exercises and assessments that support your learning events.

Who should attend:
Any learning professional who desires confirmation that learners are acquiring new skills and knowledge will benefit from this course.
Effective Classroom Training Techniques, Part 1
Jump-start your classroom training with proven techniques.

Effective classroom training combines a variety of training methods to engage learners, and requires a good amount of planning and preparation. Learn about the various kinds of techniques to add to your training, including energizers, questioning, brainstorming, and group discussions. Once you’ve collected your various methods, you need clear guidelines on how to develop them. Explore various learning methods and delineate which techniques are appropriate for specific situations. Select classroom training techniques that best meet the audience’s needs while accomplishing the objectives. This course is part 1 of 2.

Who should attend:
Both new and experienced trainers and facilitators will benefit from this course.
Effective Classroom Training Techniques, Part 2
Jump-start your classroom training with proven techniques.

Effective classroom training combines a variety of training methods to engage learners and requires a good amount of planning and preparation. Learn about the various kinds of techniques to add to your training, including case studies, simulation, role play, and games. Once you’ve collected your various methods, you need clear guidelines on how to develop them. Explore various learning methods and delineate which techniques are appropriate for specific situations. Select classroom training techniques that best meet the audience’s needs while accomplishing the objectives. This course is part 2 of 2.

Who should attend:
Both new and experienced trainers and facilitators will benefit from this course.
Events of Instruction to Support Learning
Create structure and successful learning events.

Robert Gagné, an educational psychologist, identified nine events of instruction that align with people’s psychological processes of learning. Explore these events and learn how you can use Gagné’s findings to structure successful learning events.

Who should attend:
Instructional designers, trainers, and others new to the learning profession will benefit from this course.
Game Design for Learning
Increase engagement and learning transfer with principles from game design.

Gamification has been a trendy word in the industry for several years now, but what does it really mean? Discover the basic attributes of games and what kinds of games are best for different types of learning. Find out how the basic elements of games can be used to increase learning transfer.

Who should attend:
Instructional designers, facilitators, and other learning professionals who are seeking new ways to affect the impact of their learning events will benefit from this course.
Great Coaching Dialogue
Great conversations lead to great work.

As a coach, you have the opportunity to create great dialogue and help performers become master conversationalists. When your work improves the level of dialogue, your effect on the organization will go beyond the help you offer performers. Discover the characteristics of great dialogue and learn strategies to foster it in your own coaching practice.

Who should attend:
Coaches and managers who are interested in developing excellent conversational and coaching skills will benefit from this course.
Great Visual Presentations
Enhance your presentations with great visuals.

The ability to communicate effectively is necessary for personal and professional success. A presentation accompanied by dated or ineffective visuals will not support your point and may turn off your audience. Alternatively, a presentation that includes clear, meaningful visuals and evokes emotion may be the best way to persuade your audience. Learn best practices and advanced tips to improve your visual presentations.

Who should attend:
Anyone who delivers presentations for business and learning purposes will benefit from this course.
Icebreakers and Motivators
Engage your participants throughout the learning event.

Key to the success of any learning event is what happens in the first few moments. Use ice breakers as an introductory activity to start the course on a positive note. Throughout the event, use motivators and energizers to maintain engagement. Capture attention and engagement throughout your learning event.

Who should attend:
Facilitators and trainers looking for new ideas to engage learners will benefit from this course.
Improving Formal Learning with Social Media
Connect learners with social media to improve learning.

The use of social media has been on a meteoric rise for several years. The plethora of tools presents many opportunities to improve your formal learning—not only classroom training, but any type of formal learning process. Explore ways social media can improve formal learning before, during, and after the learning event.

Who should attend:
Instructional designers and facilitators who wish to create more engaging learning that extends beyond the formal learning event will benefit from this course.
Interviewing to Get the Job
Ace the interview and get the job.

When you interview for a new position, the most important information to convey is why the employer should hire you over all other candidates. You can make this case through the words you use and stories you tell as well as your nonverbal communication. Explore standard interview questions and learn how to send the message you want when responding to them.

Who should attend:
Employees at all stages of their careers can benefit from this course, but it will be especially useful to those newer to the workforce.
Introduction to Coaching Programs
Support employees with coaching.

Coaches support their employees’ needs, create choices, seek commitment, and provide avenues of self-expression. Coaches achieve a critical balance between being supportive and caring and being clear and direct about what is expected of employees. Explore the different roles coaches fill and how a coaching program can benefit an organization.

Who should attend:
Managers and learning professionals who are interested in starting a coaching program will benefit from this course.
Introduction to Memory and Cognition
Make learning stick.

Understanding is at the core of what training and development professionals do. Understanding makes knowledge easier to remember and apply on the job. Adult learning theory, cognitive learning theory, and basic principles of neuroscience can inform training and development practices to be more effective and efficient. Receive an introduction to how the human mind processes information and makes memories to enhance the effectiveness of your learning programs.

Who should attend:
Both trainers and instructional designers will benefit from the tactics and strategies presented in this course.
Introduction to Microlearning
Create short learning for targeted support.

Microlearning—training delivered in small, short bursts—enables organizations to be more agile in responding quickly to employees’ immediate needs. But you still need to follow solid instructional design concepts when developing them. Discover the dos and don’ts of building microlearning assets.

Who should attend:
Learning professionals who want to learn more about the best use cases for microlearning will benefit from this introduction.
Introduction to Proposal Writing
Write winning proposals to get the client.

Proposal writing is hard work and, while necessary, can bring about feelings of dread and anxiety. A systematic approach to proposal writing can ease the effort. Proposals rely heavily on content, but creating interest is key to making them effective. Learn the six stages to the proposal-writing process and identify common techniques for overcoming the obstacles and pitfalls of proposal writing. Prepare to engage your audience with effective visuals, and think creatively about your approach to proposal writing.

Who should attend:
Instructional designers, trainers, and other learning professionals who write proposals to obtain outside consulting work will benefit from this course.
Introduction to Selecting Instructional Methods and Media
Learning methods and media are the backbone of any learning event.

As you are defining your training needs and designing a learning event, you will be deciding what media blends to use to deliver your training in addition to the instructional methods you will need to achieve your instructional goals. It is essential that you clearly identify these before you spend time, money, and effort developing the materials. Explore how learning methods and media combine to support learning.

Who should attend:
New instructional designers and others new to the learning profession will benefit from this course.
Leading as a Futurist
Challenge assumptions and lead for the future.

The new reality of the business landscape is global, changing, and challenging. Leaders need to embrace new forward-thinking practices and mindsets. A futurist employee uses strategic foresight to create functional views of alternative futures and possibilities. Discover new ways to challenge assumptions and lead your team forward.

Who should attend:
Anyone who has experienced the volatility of today's business world would benefit from this course on taking a new perspective.
Manager's Guide to Employee Development
Drive employee engagement through career development.

In today’s multigenerational, highly technological workplace, it is crucial that managers engage in professional development conversations with employees. Benefits of increased retention, higher morale, and increased employee commitment and productivity can be felt across the organization. Learn how to structure employee development conversations and overcome common challenges.

Who should attend:
Both individuals who manage employees and the learning professionals who support those managers will benefit from this course.
Managing Difficult Behaviors in the Classroom
Overcome difficult behaviors for success in the classroom.

Difficult behaviors can manifest in a classroom quite quickly. As trainers, it’s our job to slow down, assess and address the behavior, and move forward with the program. Rarely, if ever, is the behavior that can erupt in a classroom personal, but it can certainly feel that way. Learn how to identify your triggers and set them aside so you can focus on the learners and their needs. Identify specific challenging behaviors and options for overcoming those behaviors so they don’t compromise the learning.

Who should attend:
Trainers and facilitators seeking to improve their skills and abilities in face-to-face and online classroom delivery will benefit from this program.
Marketing the Learning Function
Ensure that your learning solutions reach the intended audience.

The one thing that the learning function needs to be successful is an audience. After all, if your learning solution never meets the end user, it will be hard to measure the impact of the learning function. Successful marketing doesn’t have to entail spending lots of money or resources. In fact, the resources you use and to what extent you market should be carefully considered and should be specified in your marketing plans. Explore various options for ensuring your learning solutions reach their audience.

Who should attend:
Managers of the learning function will benefit from this course.
Maximizing the Impact of Talent Development
Increase talent at the individual and organizational levels.

The contributions of individuals are what make organizations unique; without them, organizational capability is compromised. Uncover a fresh understanding of talent and talent development using a systems approach to achieve organizational effectiveness. Understand how talent has traditionally been defined and measured, and how businesses can obtain results through a systems approach to talent development. Play a more strategic role and broaden your view to take a systems approach to talent development.

Who should attend:
Learning professionals and human resource professionals who wish to better understand how to increase talent development will benefit from this course.
Mobile Learning
Leverage mobile devices to your learners’ benefit.

The growing presence of mobile devices worldwide has resulted in a dramatic change in the way people learn. Learners increasingly demand training, learning, and performance support delivered through mobile applications. This is called mobile learning or m-learning. Explore the elements of mobile learning and best practices for deploying them.

Who should attend:
Learning professionals who want to learn more about the best use cases for m-learning will benefit from this introduction.
Moving Training From the Classroom to Online
Make the move to the online classroom.

Moving training from the traditional classroom to a live facilitated online classroom has many benefits for the organization and the learners, including potential cost savings. However, there are many reasons to consider beyond the bottom line. The decision to move training online should be a thoughtful one that takes into consideration the learners and the content. Explore the ins and outs of creating virtual training and how it may benefit your learning events.

Who should attend:
Instructional designers, trainers, and other learning professionals interested in exploring new delivery modalities will benefit from this course.
Neuroscience and Memory for the Trainer
Make your training stick.

As a learning and development professional, your primary objective is to transfer knowledge and skills to participants. However, for the skills and knowledge to be useful, the participants must remember them and be able to use them back on the job.
Discover how memories are made and learn practical tips for improving your learners' memory of the content you deliver.

Who should attend:
Both trainers and instructional designers will benefit from the tactics and strategies presented in this course.
Overview of ADDIE
Analysis. Design. Development. Implementation. Evaluation.

ADDIE is a classic model of a systematic instructional system design process. By using a systematic approach, like those used in complex software or engineering design and development projects, you can produce training courses that guarantee learners the opportunity to acquire the skills and knowledge needed for effective job performance. Discover a systematic model that is the standard for creating instructional materials.

Who should attend:
New instructional designers and others new to the learning profession will benefit from this course.
Overview of Collaborative Leadership
Collaborate for success.

Two minds are definitely better than one. Collaboration has quickly become an essential element for leaders when they need to discover and apply new ideas, improve operations, and stay competitive in the marketplace. Discover the benefits and challenges of collaborative leadership and learn how to create a collaborative environment. Collaborative leaders open the door to innovation and creativity, sharing the success of an organization with others. Understand the potential of collaborative leadership by exploring the what, who, why, and when.

Who should attend:
Learning professionals and leaders who wish to improve their leadership effectiveness will benefit from this course.
Overview of Evaluation
Evaluation is necessary to prove success.

Evaluation is the process of gathering, analyzing, and interpreting data—in this case, about the effectiveness of your solution. If you don’t collect these data, the solution’s success or failure is merely hearsay. Discover why evaluating learning events and solutions is important and discover some ways to do it.

Who should attend:
New instructional designers and others new to the learning profession will benefit from this course.
Overview of Executive Dashboards for Learning and Development (L&D)
Showcase the learning function to leadership.

Dashboards showcase metrics and data on various initiatives and the overall performance of business functions. Leaders use this information to take stock of the current situation and chart a path forward. Learn how to create an executive dashboard that accurately showcases the learning function and communicates your importance to leadership.

Who should attend:
Managers of the learning function will benefit from this course.
Overview of Learning and Development in Healthcare
Find out how learning needs in the healthcare field are different.

One of the many challenges facing healthcare organizations today is finding a way to manage, use, evaluate, and share their ever-increasing organizational knowledge. Leading healthcare organizations benefit from the knowledge assets of their workforce, patients, stakeholders, suppliers, collaborators, and partners, who together drive organizational learning and innovation. Explore how learning professionals can adapt their practice to meet the needs of the healthcare industry.

Who should attend:
Learning professionals working in the healthcare industry will benefit from this course.
Overview of Outsourcing the Learning Function
Expand your capabilities by outsourcing when necessary.

What if you measure one of your learning processes and find that you just can’t complete that process efficiently with your current staff? Consider the time it takes to develop course materials. If you do not have the proper full-time staff to develop materials, you could spend several months just preparing one course, with no time to dedicate to other activities, such as facilitating courses or assessing needs. When you find your team cannot efficiently deliver a process of the learning function, outsourcing the process may be a good solution. Explore a structured process for determining the need to outsource and then selecting suppliers.

Who should attend:
Managers of the learning function will benefit from this course, but so will other learning professionals who are involved in supplier selection and management.
Overview of xAPI
Measure learning outside the learning management system.

For more than a decade, SCORM (the Sharable Content Object Reference Model) offered the e-learning industry a standard for tracking basic data about an e-learning event. What it didn’t do was track rich data about the learning experience or offer correlations to on-the-job behaviors or organizational results. With the Experience API, or xAPI, learning professionals have the ability to record far more detailed data about a wider variety of learning experiences than ever before. Learn what xAPI is, how it differs from SCORM, and how it can be used to track robust data about your learners.

Who should attend:
This overview-level course will provide an introduction for learning professionals who are not familiar with xAPI and its uses.
Overview of Talent Engagement
Engaged employees benefit the entire organization.

In today’s multigenerational workplace, it’s more important than ever to engage and retain your employees. Learn the key drivers most closely connected to high levels of employee engagement and develop strategies to maintain and grow that talent. From career development strategies to retention strategies, gain an understanding of management’s role in talent engagement. Learn how to establish an engaged culture that promotes a sense of community, commitment, and cooperation.

Who should attend:
Learning professionals and managers at all levels will benefit from this course.
Overview of the Training Cycle
Learn the basics of training.

A trainer’s process begins with the knowledge that training is the solution. Starting with understanding the purpose, trainers move through a cycle: Purpose and Assessment, Planning and Preparation, Presentation and Facilitation, and Evaluation and Performance. Explore the four phases of the training cycle and the outputs associated with each.

Who should attend:
Talent development professionals who deliver or develop training will benefit from this course.
Overview of Training Needs Assessment
Identify performance gaps to create effective learning events.

Training needs assessment is critical to the success of a solution. You must clearly identify what you are trying to address before you spend time, money, and effort developing a training solution. You may develop an engaging and well‐written program, but if it doesn’t address skills or knowledge gaps, it will ultimately be unsuccessful. Identify important questions to ask at each level of a training needs assessment and define the desired outcomes.

Who should attend:
Talent development professionals who are tasked with improving performance and closing skills gaps.
Peer Coaching
Create success through a trusting environment of peer coaching.

Peer coaching is a powerful process for enabling two or more people who share common interests or goals to collaborate in helping one another become more successful in their work or personal lives. Peer coaching can be performed within an organization or through a network outside a single organization. Find out what it takes to be a peer coach and how peer coaching can be beneficial.

Who should attend:
Anyone in the learning profession who is interested in networking and collaboration will benefit from this course.
Planning and Organizing Training Events
Behind-the-scenes work makes training events run smoothly.

Training programs and events require a lot of behind-the-scenes work to be effective and efficient. Learn how to logistically organize a training program effectively, consider key factors that affect training, and diminish possible hiccups that could derail your training program. Prepare to multitask, foresee scenarios, prioritize, and plan effectively for a training program that is conducted seamlessly.

Who should attend:
Trainers, training coordinators, and others who organization learning events will benefit from this course.
Powerful Storytelling Techniques
Elevate your learning event with powerful stories.

Storytelling is a powerful modality that can build rapport, credibility, and trust with your learners. Learn how to effectively pull from your everyday life and tell stories that illustrate a point, challenge a limiting belief, or encourage new perspectives. Become more aware of how the stories you tell can be used with purpose and intention to elevate your learning event. Explore storytelling techniques that will help your point hit home.

Who should attend:
Learning professionals from many backgrounds seeking to create engagement and change attitudes with their learning events will benefit from this course.
Processes for Learning
Find out how the brain learns.

What does it mean to learn something? New content is truly learned when it is encoded, but can also be retrieved and used to complete a task. There are various mental and psychological processes that take place to create true learning. Explore the processes a learning event must support to be successful.

Who should attend:
Instructional designers, trainers, and other learning professionals new to the profession will benefit from this course.
Storyboarding and Prototyping
Set yourself up for e-learning success.

You wouldn’t head into the woods on a hike without a navigational tool would you? Storyboards and prototyping serve as your instructional design navigational tools, and it’s imperative to make the time to create them early on in the design process. You need to understand clear definitions of storyboarding and prototyping, so you can then storyboard your e-learning solution, create a physical prototype for feedback, and create a refined prototype for final interface design. Most important, find out how to make time for these often-overlooked processes. Deploy new interfaces with confidence so they resonate with stakeholders and end users.

Who should attend:
Instructional designers who develop asynchronous e-learning programs, regardless of the platform or software used, will benefit from this course.
Successful Global Training
Enter classrooms around the world with confidence.

Success in the classroom in one culture does not automatically translate to success in all cultures of the world. Global trainers fail for a variety of culturally insensitive and globally uniformed reasons. Learn about different cultural attitudes and orientations that combine to make each culture unique. Find out what you can do to close the distance gap and find success in classrooms around the world. Meet learners where they are most comfortable to create positive learning events.

Who should attend:
Learning professionals and trainers who wish to explore their profession in global cultures will benefit from this course.
Successful Subject Matter Expert (SME) Projects
Partner with SMEs for great learning projects.

Working with subject matter experts (SMEs) to produce meaningful learning experiences is one of the most important competencies of an instructional designer. However, this can often be a frustrating experience. Learn how to take a structured approach to SME projects. Explore specific strategies to help secure success at each phase of the project.

Who should attend:
This course will be most beneficial to those serving an instructional design role who must work with SMEs to create learning experiences with meaningful and accurate content.
Surveys from Start to Finish
Conduct surveys for data collection.

A survey can uncover opinions, insights, and facts about a current situation by questioning the people involved. Valuable information can be collected to influence your training needs and performance results. Like most assessment tools, it needs to be conducted effectively to yield the most helpful information. Explore the concept of survey ethics and take a look at online surveys, questionnaires, and analyzation of results. Determine when to conduct a survey, what type of survey to use, whom to survey, and how to get the information you need.

Who should attend:
Learning professionals who wish to learn how to leverage surveys to collect data from a broad audience will benefit from this course.
The ADDIE Model for Learning and Development in Healthcare
Design healthcare learning events with true impact.

ADDIE (analysis, design, development, implementation, evaluation) is a model of the instructional systems design family. However, a successful learning function in the healthcare industry must go beyond this five-phase model and achieve a fully integrated learning function for maximum impact. Learn how the ADDIE model can be adjusted for the healthcare industry.

Who should attend:
Learning professionals working in the healthcare industry will benefit from this course.
The Case for Blended Learning
Create a dynamic experience with blended learning.

Blended learning occurs when the best delivery methodologies available for each specific learning objective are incorporated into a learning and development curriculum. Advancements in available classroom technologies and virtual learning technologies continue to make blended learning a dynamic experience, with new resources and options appearing on an ongoing basis. Explore when a blended approach can be beneficial to both your learners and your organization.

Who should attend:
Instructional designers, trainers, and other learning professionals interested in exploring new delivery modalities will benefit from this course.
The Learner-Centered Classroom
Engage your learners with a new approach.

The learner-centered classroom is a four-part design that serves as a framework for fully engaging participants and approaching the classroom with more learner-centered instruction. A learning-centered classroom considers four key relationships between the other learners, the instruction, the content, and the self. Learn to balance your approach to instruction so that your classroom is more learner-centered and learning-rich.

Who should attend:
Facilitators, instructional designers, and other learning professionals looking for new ways to engage learners will benefit from this course.
Using Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) Scores to Guide Learning Efforts
Use data to drive your learning priorities.

Recent research has demonstrated that an exceptional patient experience correlates with improved clinical quality, reduced readmissions, and improved mortality. These factors have a financial impact as well. The Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) survey collects and provides patients’ perspectives on hospital care. Once learning professionals understand how to interpret this information, it can be invaluable for benchmarking, goal setting, and planning future learning priorities. Learn how to access this information, understand it, and use it to plan your learning solutions.

Who should attend:
Learning professionals working in the healthcare industry will benefit from this course.
Working with Subject Matter Expert (SME) Trainers
Bring subject matter expertise to the classroom.

Subject matter experts (SMEs) have a wealth of knowledge to share with learners, so it’s only natural to ask them to train. However, not everyone has the learned skills of a trainer or is comfortable in front of a classroom. Explore the essential skills needed to cultivate your SMEs for success.

Who should attend:
This course will be beneficial to those in the learning and development field who train SMEs to deliver training. It is also useful to SMEs or other new trainers tasked with delivering training.
Working with Subject Matter Experts (SMEs)
Collaborative work for the best learning solution.

The learning professional’s relationship with a project’s subject matter expert (SME) is key, but it can bring difficulties to the project. Explore the qualities of the best SMEs and learn how to set clear roles and responsibilities to ensure project success. Discover how to ensure positive collaboration on your learning projects.

Who should attend:
Any learning professional who works with internal or external subject matter experts will benefit from this program.
Writing a Great Resume
Make a great professional first impression.

Whether applying for a specific position or posting your details on a professional networking website, your resume is often the source of a potential employer’s first impression of you. What you include and how you present it can make or break your progress with that employer. Explore different types of resumes and learn how to package your professional history to make your resume stand out.

Who should attend:
Employees at all stages of their careers can benefit from this course, but it will be especially useful to those newer to the workforce or interested in a career change.
Writing for Readability
Write for your reader.

Workplace writers are rarely offered specific strategies for writing clearly. Learn how to write effective sentences for brevity and comprehension. Explore strategies for tightening and simplifying your sentences, eliminating wordiness, and building a vocabulary to help your co-workers revise their work. Become a better, more effective writer—one who writes for readability.

Who should attend:
Learning professionals and others who write workplace documents and instructional materials will benefit from this course.
Writing Performance-Based Learning Objectives
Clear learning objectives drive better performance.

Before developing instructional materials, you must be clear about what you expect your learners to do as a result of your training course. You then must communicate these expectations in a clear and concise manner. A learning objective is a clear statement of the skills or behaviors you expect your learners to acquire and demonstrate during the training course, and the level of performance that is to be demonstrated. Discover how to write learning objectives that are measurable and clearly describe the desired outcomes.

Who should attend:
Instructional designers and other talent development professionals who find their learning events do not have measurable results.
Topics

Topics

Who Should Attend

Who Should Attend

Instructional Design
5-D Consulting Model
A practical model for the client-focused consultant.

The five phases of ATD’s 5‐D consulting model provide you with a method for working through the process of consulting, from when you are asked to initiate a consulting project through when you evaluate the process and determine lessons learned. Identify the major processes and outputs of each phase.

Who should attend:
Both internal and external consultants new to their role will benefit from this course.
Assessing with Multiple Choice Questions (MCQs)
Increase validity in your assessments.

Multiple-choice questions are a common form of assessment, but they can also create a host of challenges that prevent them from effectively measuring learning. Assessments are meant to measure the results of instruction. Learn how to create and assess defensible multiple-choice assessments to accompany your instruction. Identify the common language problems that often make multiple-choice questions unclear, confusing, or ambiguous.

Who should attend:
Learning professionals who are responsible for creating accurate and easily scored assessments will benefit from this course.
Basics of Developing Instructional Materials
Develop effective instruction for your learners.

Your instructional materials are the link between your organizational goals and the knowledge and skills learners need to achieve those goals. Therefore, developing them effectively is critical to your training program. Explore what materials to develop and why. Discover what learning materials you’ll develop for the classroom, the facilitator, and the learners themselves.

Who should attend:
New instructional designers and others new to the learning profession will benefit from this course.
Collecting Data for a Training Needs Assessment
Collect data to uncover true learning needs.

Nearly every training project involves some sort of data collection to understand the need and craft the best solution. It is important to understand specific tools and techniques to ensure that your data quality is good. Explore four common data collection techniques and learn to what situations each is best suited.

Who should attend:
Talent development professionals who are tasked with improving performance and closing skills gaps will benefit from learning how to collect data on those gaps to identify true learning needs.
Compliance Training That Matters
Create engaging compliance training.

Compliance training has a bad reputation of being tedious and uninspiring. When building mandated compliance training, we cannot forget that learning matters only if it changes behavior. The learner is the primary stakeholder, even—or especially—in mandated training. Uncover ways to avoid common problems that plague compliance training

Who should attend:
Instructional designers, trainers, and other learning professionals who create mandated compliance training will benefit from this course.
Course and Lesson Outline Basics
Draft meaningful outlines to create effective learning materials.

By organizing your training course before you develop the materials, you build a road map for yourself and others working with you to complete the project. You also have a format to explain the structure of the training course to others. Course design that follows the job itself is the strongest path to successful learning transfer. Learn the ROPES method, a systematic and proven way to outline lessons and build courses.

Who should attend:
New instructional designers and others new to the learning profession will benefit from this course.
Data Analysis and Statistics for Needs Assessment
Learn how not to make bad decisions.

The data collected in a needs assessment are only useful after they have been analyzed to determine what they mean. Data can be analyzed at different levels and from different perspectives, depending on the purpose of the needs assessment. Receive an introduction to the intricacies of data analysis and statistics.

Who should attend:
Talent development professionals who are involved in the needs assessment process will benefit from this course. Additionally, those who are responsible for reviewing the output of a needs assessment will benefit from understanding how data are analyzed and recommendations are made.
Designing and Developing Blended Learning
Align the delivery modality with each piece of content.

Blended learning is more than just adding an online session to a learning program. Just as traditional classroom events are best created with an intentional design process, each component of a blended approach should be considered with the same rigor. Learn delivery methods available for a blended approach, and consider when they are best used.

Who should attend:
Instructional designers, trainers, and other learning professionals interested in exploring new delivery modalities will benefit from this course.
Designing and Developing for the Online Classroom
Engage your learners in the online classroom.

Moving your training to the live facilitated world of virtual classrooms enables you to reach more learners. However, you cannot expect what you designed for the face-to-face classroom to work as successfully in the virtual classroom. You need an updated approach. Learn how to create dynamic, consumable, and engaging learner experiences in the virtual classroom.

Who should attend:
Instructional designers and facilitators interested in moving their content from the traditional classroom to the virtual classroom will benefit from this course.
Events of Instruction to Support Learning
Create structure and successful learning events.

Robert Gagné, an educational psychologist, identified nine events of instruction that align with people’s psychological processes of learning. Explore these events and learn how you can use Gagné’s findings to structure successful learning events.

Who should attend:
Instructional designers, trainers, and others new to the learning profession will benefit from this course.
Game Design for Learning
Increase engagement and learning transfer with principles from game design.

Gamification has been a trendy word in the industry for several years now, but what does it really mean? Discover the basic attributes of games and what kinds of games are best for different types of learning. Find out how the basic elements of games can be used to increase learning transfer.

Who should attend:
Instructional designers, facilitators, and other learning professionals who are seeking new ways to affect the impact of their learning events will benefit from this course.
Improving Formal Learning with Social Media
Connect learners with social media to improve learning.

The use of social media has been on a meteoric rise for several years. The plethora of tools presents many opportunities to improve your formal learning—not only classroom training, but any type of formal learning process. Explore ways social media can improve formal learning before, during, and after the learning event.

Who should attend:
Instructional designers and facilitators who wish to create more engaging learning that extends beyond the formal learning event will benefit from this course.
Introduction to Selecting Instructional Methods and Media
Learning methods and media are the backbone of any learning event.

As you are defining your training needs and designing a learning event, you will be deciding what media blends to use to deliver your training in addition to the instructional methods you will need to achieve your instructional goals. It is essential that you clearly identify these before you spend time, money, and effort developing the materials. Explore how learning methods and media combine to support learning.

Who should attend:
New instructional designers and others new to the learning profession will benefit from this course.
Overview of ADDIE
Analysis. Design. Development. Implementation. Evaluation.

ADDIE is a classic model of a systematic instructional system design process. By using a systematic approach, like those used in complex software or engineering design and development projects, you can produce training courses that guarantee learners the opportunity to acquire the skills and knowledge needed for effective job performance. Discover a systematic model that is the standard for creating instructional materials.

Who should attend:
New instructional designers and others new to the learning profession will benefit from this course.
Overview of Learning and Development in Healthcare
Find out how learning needs in the healthcare field are different.

One of the many challenges facing healthcare organizations today is finding a way to manage, use, evaluate, and share their ever-increasing organizational knowledge. Leading healthcare organizations benefit from the knowledge assets of their workforce, patients, stakeholders, suppliers, collaborators, and partners, who together drive organizational learning and innovation. Explore how learning professionals can adapt their practice to meet the needs of the healthcare industry.

Who should attend:
Learning professionals working in the healthcare industry will benefit from this course.
Overview of Training Needs Assessment
Identify performance gaps to create effective learning events.

Training needs assessment is critical to the success of a solution. You must clearly identify what you are trying to address before you spend time, money, and effort developing a training solution. You may develop an engaging and well‐written program, but if it doesn’t address skills or knowledge gaps, it will ultimately be unsuccessful. Identify important questions to ask at each level of a training needs assessment and define the desired outcomes.

Who should attend:
Talent development professionals who are tasked with improving performance and closing skills gaps.
Storyboarding and Prototyping
Set yourself up for e-learning success.

You wouldn’t head into the woods on a hike without a navigational tool would you? Storyboards and prototyping serve as your instructional design navigational tools, and it’s imperative to make the time to create them early on in the design process. You need to understand clear definitions of storyboarding and prototyping, so you can then storyboard your e-learning solution, create a physical prototype for feedback, and create a refined prototype for final interface design. Most important, find out how to make time for these often-overlooked processes. Deploy new interfaces with confidence so they resonate with stakeholders and end users.

Who should attend:
Instructional designers who develop asynchronous e-learning programs, regardless of the platform or software used, will benefit from this course.
The ADDIE Model for Learning and Development in Healthcare
Design healthcare learning events with true impact.

ADDIE (analysis, design, development, implementation, evaluation) is a model of the instructional systems design family. However, a successful learning function in the healthcare industry must go beyond this five-phase model and achieve a fully integrated learning function for maximum impact. Learn how the ADDIE model can be adjusted for the healthcare industry.

Who should attend:
Learning professionals working in the healthcare industry will benefit from this course.
The Case for Blended Learning
Create a dynamic experience with blended learning.

Blended learning occurs when the best delivery methodologies available for each specific learning objective are incorporated into a learning and development curriculum. Advancements in available classroom technologies and virtual learning technologies continue to make blended learning a dynamic experience, with new resources and options appearing on an ongoing basis. Explore when a blended approach can be beneficial to both your learners and your organization.

Who should attend:
Instructional designers, trainers, and other learning professionals interested in exploring new delivery modalities will benefit from this course.
Writing for Readability
Write for your reader.

Workplace writers are rarely offered specific strategies for writing clearly. Learn how to write effective sentences for brevity and comprehension. Explore strategies for tightening and simplifying your sentences, eliminating wordiness, and building a vocabulary to help your co-workers revise their work. Become a better, more effective writer—one who writes for readability.

Who should attend:
Learning professionals and others who write workplace documents and instructional materials will benefit from this course.
Writing Performance-Based Learning Objectives
Clear learning objectives drive better performance.

Before developing instructional materials, you must be clear about what you expect your learners to do as a result of your training course. You then must communicate these expectations in a clear and concise manner. A learning objective is a clear statement of the skills or behaviors you expect your learners to acquire and demonstrate during the training course, and the level of performance that is to be demonstrated. Discover how to write learning objectives that are measurable and clearly describe the desired outcomes.

Who should attend:
Instructional designers and other talent development professionals who find their learning events do not have measurable results.
Leadership Development
Developing a Leadership Strategy
Focus on the long term with a leadership strategy.

A true leadership strategy looks beyond the short term and focuses on measuring effectiveness and long-term effects. Discover how to develop a strategy and implementation plan, measure and sustain traction, and ensure a successful leadership strategy within your organization. Learn about how it aligns with business strategy, operation, financial planning, and the organization’s culture. Work with a business-centric model to help build a leadership strategy for your organization.

Who should attend:
Learning professionals and others who want to understand the basics of creating an effective leadership strategy will benefit from this course.
Leading as a Futurist
Challenge assumptions and lead for the future.

The new reality of the business landscape is global, changing, and challenging. Leaders need to embrace new forward-thinking practices and mindsets. A futurist employee uses strategic foresight to create functional views of alternative futures and possibilities. Discover new ways to challenge assumptions and lead your team forward.

Who should attend:
Anyone who has experienced the volatility of today's business world would benefit from this course on taking a new perspective.
Overview of Collaborative Leadership
Collaborate for success.

Two minds are definitely better than one. Collaboration has quickly become an essential element for leaders when they need to discover and apply new ideas, improve operations, and stay competitive in the marketplace. Discover the benefits and challenges of collaborative leadership and learn how to create a collaborative environment. Collaborative leaders open the door to innovation and creativity, sharing the success of an organization with others. Understand the potential of collaborative leadership by exploring the what, who, why, and when.

Who should attend:
Learning professionals and leaders who wish to improve their leadership effectiveness will benefit from this course.
Learning Technologies
Introduction to Microlearning
Create short learning for targeted support.

Microlearning—training delivered in small, short bursts—enables organizations to be more agile in responding quickly to employees’ immediate needs. But you still need to follow solid instructional design concepts when developing them. Discover the dos and don’ts of building microlearning assets.

Who should attend:
Learning professionals who want to learn more about the best use cases for microlearning will benefit from this introduction.
Mobile Learning
Leverage mobile devices to your learners’ benefit.

The growing presence of mobile devices worldwide has resulted in a dramatic change in the way people learn. Learners increasingly demand training, learning, and performance support delivered through mobile applications. This is called mobile learning or m-learning. Explore the elements of mobile learning and best practices for deploying them.

Who should attend:
Learning professionals who want to learn more about the best use cases for m-learning will benefit from this introduction.
Overview of xAPI
Measure learning outside the learning management system.

For more than a decade, SCORM (the Sharable Content Object Reference Model) offered the e-learning industry a standard for tracking basic data about an e-learning event. What it didn’t do was track rich data about the learning experience or offer correlations to on-the-job behaviors or organizational results. With the Experience API, or xAPI, learning professionals have the ability to record far more detailed data about a wider variety of learning experiences than ever before. Learn what xAPI is, how it differs from SCORM, and how it can be used to track robust data about your learners.

Who should attend:
This overview-level course will provide an introduction for learning professionals who are not familiar with xAPI and its uses.
Managing the Learning Function
Marketing the Learning Function
Ensure that your learning solutions reach the intended audience.

The one thing that the learning function needs to be successful is an audience. After all, if your learning solution never meets the end user, it will be hard to measure the impact of the learning function. Successful marketing doesn’t have to entail spending lots of money or resources. In fact, the resources you use and to what extent you market should be carefully considered and should be specified in your marketing plans. Explore various options for ensuring your learning solutions reach their audience.

Who should attend:
Managers of the learning function will benefit from this course.
Overview of Executive Dashboards for Learning and Development
Showcase the learning function to leadership.

Dashboards showcase metrics and data on various initiatives and the overall performance of business functions. Leaders use this information to take stock of the current situation and chart a path forward. Learn how to create an executive dashboard that accurately showcases the learning function and communicates your importance to leadership.

Who should attend:
Managers of the learning function will benefit from this course.
Overview of Outsourcing the Learning Function
Expand your capabilities by outsourcing when necessary.

What if you measure one of your learning processes and find that you just can’t complete that process efficiently with your current staff? Consider the time it takes to develop course materials. If you do not have the proper full-time staff to develop materials, you could spend several months just preparing one course, with no time to dedicate to other activities, such as facilitating courses or assessing needs. When you find your team cannot efficiently deliver a process of the learning function, outsourcing the process may be a good solution. Explore a structured process for determining the need to outsource and then selecting suppliers.

Who should attend:
Managers of the learning function will benefit from this course, but so will other learning professionals who are involved in supplier selection and management.
Successful Subject Matter Expert (SME) Projects
Partner with SMEs for great learning projects.

Working with subject matter experts (SMEs) to produce meaningful learning experiences is one of the most important competencies of an instructional designer. However, this can often be a frustrating experience. Learn how to take a structured approach to SME projects. Explore specific strategies to help secure success at each phase of the project.

Who should attend:
This course will be most beneficial to those serving an instructional design role who must work with SMEs to create learning experiences with meaningful and accurate content.
Using Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) Scores to Guide Learning Efforts
Use data to drive your learning priorities.

Recent research has demonstrated that an exceptional patient experience correlates with improved clinical quality, reduced readmissions, and improved mortality. These factors have a financial impact as well. The Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) survey collects and provides patients’ perspectives on hospital care. Once learning professionals understand how to interpret this information, it can be invaluable for benchmarking, goal setting, and planning future learning priorities. Learn how to access this information, understand it, and use it to plan your learning solutions.

Who should attend:
Learning professionals working in the healthcare industry will benefit from this course.
Working With Subject Matter Expert (SME) Trainers
Bring subject matter expertise to the classroom.

Subject matter experts (SMEs) have a wealth of knowledge to share with learners, so it’s only natural to ask them to train. However, not everyone has the learned skills of a trainer or is comfortable in front of a classroom. Explore the essential skills needed to cultivate your SMEs for success.

Who should attend:
This course will be beneficial to those in the learning and development field who train SMEs to deliver training. It is also useful to SMEs or other new trainers tasked with delivering training.
Working with Subject Matter Experts (SMEs)
Collaborative work for the best learning solution.

The learning professional’s relationship with a project’s subject matter expert (SME) is key, but it can bring difficulties to the project. Explore the qualities of the best SMEs and learn how to set clear roles and responsibilities to ensure project success. Discover how to ensure positive collaboration on your learning projects.

Who should attend:
Any learning professional who works with internal or external subject matter experts will benefit from this program.
Measurement & Evaluation
Developing Practice Exercises and Assessment Materials
Valid exercises and assessments develop skills and measure knowledge.

Valid practice exercises are the only way learners can acquire new skills and knowledge. Assessments are important for demonstrating competence in new skills and knowledge. The best way for people to learn to perform new tasks and competencies is to practice them in a way that simulates, as closely as possible, the actual work environment in which the task is to be performed. This improves the chances that the new skills will be transferred from the training environment to the workplace. Create exercises and assessments that support your learning events.

Who should attend:
Any learning professional who desires confirmation that learners are acquiring new skills and knowledge will benefit from this course.
Overview of Evaluation
Evaluation is necessary to prove success.

Evaluation is the process of gathering, analyzing, and interpreting data—in this case, about the effectiveness of your solution. If you don’t collect these data, the solution’s success or failure is merely hearsay. Discover why evaluating learning events and solutions is important and discover some ways to do it.

Who should attend:
New instructional designers and others new to the learning profession will benefit from this course.
Surveys from Start to Finish
Conduct surveys for data collection.

A survey can uncover opinions, insights, and facts about a current situation by questioning the people involved. Valuable information can be collected to influence your training needs and performance results. Like most assessment tools, it needs to be conducted effectively to yield the most helpful information. Explore the concept of survey ethics and take a look at online surveys, questionnaires, and analyzation of results. Determine when to conduct a survey, what type of survey to use, whom to survey, and how to get the information you need.

Who should attend:
Learning professionals who wish to learn how to leverage surveys to collect data from a broad audience will benefit from this course.
My Career
Introduction to Proposal Writing
Write winning proposals to get the client.

Proposal writing is hard work and, while necessary, can bring about feelings of dread and anxiety. A systematic approach to proposal writing can ease the effort. Proposals rely heavily on content, but creating interest is key to making them effective. Learn the six stages to the proposal-writing process and identify common techniques for overcoming the obstacles and pitfalls of proposal writing. Prepare to engage your audience with effective visuals, and think creatively about your approach to proposal writing.

Who should attend:
Instructional designers, trainers, and other learning professionals who write proposals to obtain outside consulting work will benefit from this course.
Business Writing
Distinguish yourself as a communicator in the workplace.

Writing and communication skills are increasingly important in the workplace. Managers need to be able to effectively communicate information to their employees, and at the same time, all employees need to convey important workplace information back up to management.
Learn how to package your message and influence your audience.

Who should attend:
Anyone who drafts and sends business communications such as emails and memos would benefit from this course.
Creating a Career Portfolio
Demonstrate your professional expertise with a portfolio.

A career portfolio provides a way to share actual samples of your work with prospective employers. Learn how to select samples that best exemplify your professional work and suit the opportunities you seek.
Create a career portfolio to show clear evidence of your talents and abilities.

Who should attend:
While portfolios are popular in many different professional fields, this course is specifically intended for professionals in the learning and development arena.
Interviewing to Get the Job
Ace the interview and get the job.

When you interview for a new position, the most important information to convey is why the employer should hire you over all other candidates. You can make this case through the words you use and stories you tell as well as your nonverbal communication.
Explore standard interview questions and learn how to send the message you want when responding to them.

Who should attend:
Employees at all stages of their careers can benefit from this course, but it will be especially useful to those newer to the workforce.
Writing a Great Resume
Make a great professional first impression.

Whether applying for a specific position or posting your details on a professional networking website, your resume is often the source of a potential employer’s first impression of you. What you include and how you present it can make or break your progress with that employer.
Explore different types of resumes and learn how to package your professional history to make your resume stand out.

Who should attend:
Employees at all stages of their careers can benefit from this course, but it will be especially useful to those newer to the workforce or interested in a career change.
Science of Learning
Introduction to Memory and Cognition
Make learning stick.

Understanding is at the core of what training and development professionals do. Understanding makes knowledge easier to remember and apply on the job. Adult learning theory, cognitive learning theory, and basic principles of neuroscience can inform training and development practices to be more effective and efficient. Receive an introduction to how the human mind processes information and makes memories to enhance the effectiveness of your learning programs.

Who should attend:
Both trainers and instructional designers will benefit from the tactics and strategies presented in this course.
Processes for Learning
Find out how the brain learns.

What does it mean to learn something? New content is truly learned when it is encoded, but can also be retrieved and used to complete a task. There are various mental and psychological processes that take place to create true learning. Explore the processes a learning event must support to be successful.

Who should attend:
Instructional designers, trainers, and other learning professionals new to the profession will benefit from this course.
Talent Management
Creating an Internal Coaching Program
Deepen institutional knowledge with internal coaching.

Most people enjoy participating in coaching, whether it’s internal coaching or coaching provided by an external coach. However, an internal coaching program provides unique benefits to an organization in terms of institutional knowledge and company cultural understanding. Review use cases for internal coaching and explore the benefits of such a program.

Who should attend:
Managers and learning professionals who are interested in starting a coaching program will benefit from this course.
Great Coaching Dialogue
Great conversations lead to great work.

As a coach, you have the opportunity to create great dialogue and help performers become master conversationalists. When your work improves the level of dialogue, your effect on the organization will go beyond the help you offer performers. Discover the characteristics of great dialogue and learn strategies to foster it in your own coaching practice.

Who should attend:
Coaches and managers who are interested in developing excellent conversational and coaching skills will benefit from this course.
Introduction to Coaching Programs
Support employees with coaching.

Coaches support their employees’ needs, create choices, seek commitment, and provide avenues of self-expression. Coaches achieve a critical balance between being supportive and caring and being clear and direct about what is expected of employees. Explore the different roles coaches fill and how a coaching program can benefit an organization.

Who should attend:
Managers and learning professionals who are interested in starting a coaching program will benefit from this course.
Manager's Guide to Employee Development
Drive employee engagement through career development.

In today’s multigenerational, highly technological workplace, it is crucial that managers engage in professional development conversations with employees. Benefits of increased retention, higher morale, and increased employee commitment and productivity can be felt across the organization. Learn how to structure employee development conversations and overcome common challenges.

Who should attend:
Both individuals who manage employees and the learning professionals who support those managers will benefit from this course.
Maximizing the Impact of Talent Development
Increase talent at the individual and organizational levels.

The contributions of individuals are what make organizations unique; without them, organizational capability is compromised. Uncover a fresh understanding of talent and talent development using a systems approach to achieve organizational effectiveness. Understand how talent has traditionally been defined and measured, and how businesses can obtain results through a systems approach to talent development. Play a more strategic role and broaden your view to take a systems approach to talent development.

Who should attend:
Learning professionals and human resource professionals who wish to better understand how to increase talent development will benefit from this course.
Overview of Talent Engagement
Engaged employees benefit the entire organization.

In today’s multigenerational workplace, it’s more important than ever to engage and retain your employees. Learn the key drivers most closely connected to high levels of employee engagement and develop strategies to maintain and grow that talent. From career development strategies to retention strategies, gain an understanding of management’s role in talent engagement. Learn how to establish an engaged culture that promotes a sense of community, commitment, and cooperation.

Who should attend:
Learning professionals and managers at all levels will benefit from this course.
Peer Coaching
Create success through a trusting environment of peer coaching.

Peer coaching is a powerful process for enabling two or more people who share common interests or goals to collaborate in helping one another become more successful in their work or personal lives. Peer coaching can be performed within an organization or through a network outside a single organization. Find out what it takes to be a peer coach and how peer coaching can be beneficial.

Who should attend:
Anyone in the learning profession who is interested in networking and collaboration will benefit from this course.
Training Delivery
Basic Training for Trainers
Go back to the basics to update your training skills.

The training landscape has transformed substantially over the past decade due to economic uncertainty; advances in digital, mobile, and social technology; demographic shifts; and increased globalization. Even experienced trainers need to go back to basics at times. This course provides a primer of the training landscape, exploring the definition of a trainer, the core skills a trainer needs, training methods, presentation and facilitation tips, evaluating training, and the four-step skills training method. Develop a broad understanding of the training landscape, whether you’re a new or experienced trainer.

Who should attend:
Both new and experienced trainers and facilitators will benefit from this course.
Designing and Facilitating for the Learner's Brain
Create effective learning.

As a trainer or an instructional designer, you can't make your learners learn. However, there are specific actions you can take when facilitating or designing learning events that will increase the likelihood that your learners will absorb and remember the content. Explore brain-friendly principles for learning, and discover specific strategies for designing and facilitating for your learners' brains.

Who should attend:
Both trainers and instructional designers will benefit from the tactics and strategies presented in this course.
Effective Classroom Training Techniques, Part 1
Jump-start your classroom training with proven techniques.

Effective classroom training combines a variety of training methods to engage learners, and requires a good amount of planning and preparation. Learn about the various kinds of techniques to add to your training, including energizers, questioning, brainstorming, and group discussions. Once you’ve collected your various methods, you need clear guidelines on how to develop them. Explore various learning methods and delineate which techniques are appropriate for specific situations. Select classroom training techniques that best meet the audience’s needs while accomplishing the objectives. This course is part 1 of 2.

Who should attend:
Both new and experienced trainers and facilitators will benefit from this course.
Effective Classroom Training Techniques, Part 2
Jump-start your classroom training with proven techniques.

Effective classroom training combines a variety of training methods to engage learners and requires a good amount of planning and preparation. Learn about the various kinds of techniques to add to your training, including case studies, simulation, role play, and games. Once you’ve collected your various methods, you need clear guidelines on how to develop them. Explore various learning methods and delineate which techniques are appropriate for specific situations. Select classroom training techniques that best meet the audience’s needs while accomplishing the objectives. This course is part 2 of 2.

Who should attend:
Both new and experienced trainers and facilitators will benefit from this course.
Great Visual Presentations
Enhance your presentations with great visuals.

The ability to communicate effectively is necessary for personal and professional success. A presentation accompanied by dated or ineffective visuals will not support your point and may turn off your audience. Alternatively, a presentation that includes clear, meaningful visuals and evokes emotion may be the best way to persuade your audience.
Learn best practices and advanced tips to improve your visual presentations.

Who should attend:
Anyone who delivers presentations for business and learning purposes will benefit from this course.
Icebreakers and Motivators
Engage your participants throughout the learning event.

Key to the success of any learning event is what happens in the first few moments. Use ice breakers as an introductory activity to start the course on a positive note. Throughout the event, use motivators and energizers to maintain engagement. Capture attention and engagement throughout your learning event.

Who should attend:
Facilitators and trainers looking for new ideas to engage learners will benefit from this course.
Managing Difficult Behaviors in the Classroom
Overcome difficult behaviors for success in the classroom.

Difficult behaviors can manifest in a classroom quite quickly. As trainers, it’s our job to slow down, assess and address the behavior, and move forward with the program. Rarely, if ever, is the behavior that can erupt in a classroom personal, but it can certainly feel that way. Learn how to identify your triggers and set them aside so you can focus on the learners and their needs. Identify specific challenging behaviors and options for overcoming those behaviors so they don’t compromise the learning.

Who should attend:
Trainers and facilitators seeking to improve their skills and abilities in face-to-face and online classroom delivery will benefit from this program.
Moving Training From the Classroom to Online
Make the move to the online classroom.

Moving training from the traditional classroom to a live facilitated online classroom has many benefits for the organization and the learners, including potential cost savings. However, there are many reasons to consider beyond the bottom line. The decision to move training online should be a thoughtful one that takes into consideration the learners and the content. Explore the ins and outs of creating virtual training and how it may benefit your learning events.

Who should attend:
Instructional designers, trainers, and other learning professionals interested in exploring new delivery modalities will benefit from this course.
Neuroscience and Memory for the Trainer
Make your training stick.

As a learning and development professional, your primary objective is to transfer knowledge and skills to participants. However, for the skills and knowledge to be useful, the participants must remember them and be able to use them back on the job.
Discover how memories are made and learn practical tips for improving your learners' memory of the content you deliver.

Who should attend:
Both trainers and instructional designers will benefit from the tactics and strategies presented in this course.
Overview of the Training Cycle
Learn the basics of training.

A trainer’s process begins with the knowledge that training is the solution. Starting with understanding the purpose, trainers move through a cycle: Purpose and Assessment, Planning and Preparation, Presentation and Facilitation, and Evaluation and Performance. Explore the four phases of the training cycle and the outputs associated with each.

Who should attend:
Talent development professionals who deliver or develop training will benefit from this course.
Planning and Organizing Training Events
Behind-the-scenes work makes training events run smoothly.

Training programs and events require a lot of behind-the-scenes work to be effective and efficient. Learn how to logistically organize a training program effectively, consider key factors that affect training, and diminish possible hiccups that could derail your training program. Prepare to multitask, foresee scenarios, prioritize, and plan effectively for a training program that is conducted seamlessly.

Who should attend:
Trainers, training coordinators, and others who organization learning events will benefit from this course.
Powerful Storytelling Techniques
Elevate your learning event with powerful stories.

Storytelling is a powerful modality that can build rapport, credibility, and trust with your learners. Learn how to effectively pull from your everyday life and tell stories that illustrate a point, challenge a limiting belief, or encourage new perspectives. Become more aware of how the stories you tell can be used with purpose and intention to elevate your learning event.Explore storytelling techniques that will help your point hit home.

Who should attend:
Learning professionals from many backgrounds seeking to create engagement and change attitudes with their learning events will benefit from this course.
Successful Global Training
Enter classrooms around the world with confidence.

Success in the classroom in one culture does not automatically translate to success in all cultures of the world. Global trainers fail for a variety of culturally insensitive and globally uniformed reasons. Learn about different cultural attitudes and orientations that combine to make each culture unique. Find out what you can do to close the distance gap and find success in classrooms around the world. Meet learners where they are most comfortable to create positive learning events.

Who should attend:
Learning professionals and trainers who wish to explore their profession in global cultures will benefit from this course.
The Learner-Centered Classroom
Engage your learners with a new approach.

The learner-centered classroom is a four-part design that serves as a framework for fully engaging participants and approaching the classroom with more learner-centered instruction. A learning-centered classroom considers four key relationships between the other learners, the instruction, the content, and the self. Learn to balance your approach to instruction so that your classroom is more learner-centered and learning-rich.

Who should attend:
Facilitators, instructional designers, and other learning professionals looking for new ways to engage learners will benefit from this course.
Credits & Attendance

Credits & Attendance

Attendance Policy

Full completion of the program within the one-year access period is mandatory in order to receive CEUs. Participants who complete all aspects of the program will see their completion status reflected on their transcript in the ATD Learning Portal.

To view our transfer and cancellation policies, please click here

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