Elizabeth Porter

Summer 2012 - The Public Manager

Virtual worlds are increasingly heralded as a low-cost, simulated environment that can be used for a variety of purposes, including training. In his paper on virtual reality as an educational tool presented at the American Society for Engineering Education 1995 Annual Conference, John T. Bell defines a virtual world as “a synchronous, persistent network of people, represented as avatars, facilitated by networked computers.”

A Journey Through the Design of a Virtual Learning Environment

Presented by: Barbara CarnesLearning objectives: (1) Apply the training transfer process to your activities. (2) Use techniques to integrate education for easy and effective learning transfer with any content/delivery method. (3) Develop and apply a  custom action plan for putting learning transfer best practices to use.About the presenter: Barbara Carnes is a pioneer in the subject of training transfer. Her experience includes more than 30 years of training with Sprint North Supply and Carnes and Associates, the training company she founded in 1982. Currently Carnes teaches human resource development graduate courses at Webster University, plus doctoral courses for The University of Phoenix. She is the author of numerous books and articles, including Making Learning Stick (ASTD Press).HandoutExpanding Your Training Capabilities With SMEsPresented by: Linda DavisLearning objectives:  (1) Identify opportunities to provide effective expert training by engaging additional resources which exist outside the scope of your training and development team(s). (2) Offer valuable professional development to managers and highly skilled technicians which will contribute to performance improvement.About the presenter: Linda Davis is an independent consultant and a Certified Instructional Designer and Training Pr **If business card swapping is high on your to-do list for ASTD 2012, be sure to take a few minutes to check out the Community of Practice networking event(s). There are numerous chances to meet your community manager(s) as well as colleagues who share your professional interests at these events. And if you are interested in the Learning & Development Community, drop by Room 105 for networking, plus an L&D twist on an event that's more commonplace among the science and technology crowd.The L&D GalleryThe L&D gallery is our take on a mainstay at science, technical, and medical conferences—the poster session. Often used to present abstracts of highly-technical research, posters are powerful tools at conferences because they harness creative, visual devices to render intricate ideas in ways that are memorable for attendees.The L&D Gallery takes this same principle to share ideas on topics including learning transfer, facilitation, and virtual classroom techniques. All seven posters will be on display in Room 105.Since this is an informal event, instead of creators presenting each poster and taking questions, most handouts will be virtual (available below or by scanning a QR code), and you're encouraged to leave a business card or your comments and questions via sticky note. Or of course, comment on this post.Visit at your own convenience, and interact in a way that doesn't slow you down. Check out the summaries below, and let us know what you think!Posters: Make Training Stick / Expanding Your Training Capabilities With SMEs / What's the Concept: What Do High-Performers Get That Others Don't / Why Business Simulations / The Successful Virtual Classroom / The Power of Video Content in the Classroom / Gone With the Wind: Why Training Doesn't StickMake Training Stickofessional with more than 25 years experience designing, developing and implementing adult learning curricula. Currently Linda is producing a blended learning project for subject matter expert trainers, to be released in Fall 2012. Linda was appointed an IACET Commissioner in 2009.  She is an active member of ASTD, ISPI - HPT Connections, Training Industry.com and the Association Forum.HandoutPlanning documentWhat's the Concept: What Do High-Performers Get That Others Don't?Presented by: Jeanine O'Neill-BlackwellLearning objective: Via case study, learn how to apply the 4 questions to your learning design.About the presenter: Jeanine O’Neill-Blackwell is the President/CEO of 4MAT 4Business®, a consulting group that provides training and tools for leaders, managers and trainers on how to impact change by addressing the unique needs of all learners. Jeanine ia a frequent keynote speaker and facilitator for conferences on implementing training design and delivery. She is the co-author of the training and development bestseller, Hold On, You Lost Me! Use Learning Styles to Create Training that Sticks (ASTD Press).Why Business Simulations?Presented by: Tore Byström and Tracy McEachern (Celemi)Learning objectives: Apply knowledge of common pitfalls in the development and design of simulations. Use this poster session to share experiences and challenges in developing simulations.About the presenters: Tore Byström (Celemi) has more than 10 years of experience developing and implementing business simulations in a wide range of companies globally. Tracy McEachern (Celemi) has more than 15 years experience working internationally with companies to enhance the effectiveness of leaders and sales organizations.The Successful Virtual Classroom: Five Tried-and-True TechniquesPresented by: Michelle KellyLearning objectives: (1) Integrate the five components of successful virtual facilitation into your own classes. (2) Distinguish between and recognize the value of facilitator and producer roles in the virtual classroom. (3) Prepare engaging interactions for virtual classroom participants.About the presenters: Michelle Kelly is President and CEO of EPI, partnering with organizations to successfully design, develop, and implement tailored programs to optimize their workforces.HandoutThe Power of Video Content in the ClassroomPresented by: Kerri Conrad and Terri Casady (HDS Academy)Learning objectives: (1) Develop a concept for your video contest to address a real training need. (2) Create a tactical plan to incorporate the video contest into a training event and create a video library.About the presenters: Kerri Conrad is a sales training faculty leader for HDS Academy, the global learning organization of Hitachi Data Systems. Terri Casady is a director for HDS Academy, the global learning organization of Hitachi Data Systems.Handout - Singup SheetHandout - Tracking SheetGone With the Wind: Why Training Doesn't StickPresented by: A. Elizabeth KoyleLearning objectives: Define the term "self-efficacy" and identify examples of the three modalities to increase self-efficacy within a current training or coaching situation (1) Utilize the theory to create the framework for a plan to tackle a need in your organization.About the presenter: A. Elizabeth Koyle has a background in the biological sciences, holds a doctorate of physical therapy, and most recently, PhD candidacy in health promotion and education. She spent several years working as a clinician, educating patients, family members, and other health care professionals about physical health and wellness.  She currently manages the Organizational Development department at University of Utah Health Care and has spent the last four years working in staff and manager education.  She is also an ASTD Utah Chapter Board member.Handout**

Poster Sessions: Not Just for the Science Crowd

Anyone working in learning and development wants to get the best results from training initiatives. Yet, most experts agree that only 10 to 20 percent of training knowledge is implemented in the workplace. So why doesn’t transfer of learning happen?Well, there are some hurdles, with the biggest obstacle being not knowing what those hurdles are. So, supported by the words of some famous—and not so famous—people, here are some tips to help you avoid stumbling over hurdles on the road to successful learning transfer.“Plans are of little importance; but planning is essential.”—Winston ChurchillDon’t plan for action planning, make it a priority. Most training plans include action planning, but it’s often skimmed over when the time comes. Dismissing action planning is a sure-fire way to prevent successful learning transfer. Make action planning during training an absolute requirement. This is non-negotiable.“Understanding is the first step to acceptance, and only with acceptance can there be recovery.”—J.K. Rowling, Harry Potter and the Goblet of FireSpend time on the “why.” Participants can be cynical about something new; they need to understand the importance of their action plan by understanding what business results the organization is hoping to achieve. For many, it’s not the personal goal that keeps us motivated, but the why behind the goal that keeps us moving forward. Ensure participants are really clear on the why before starting their action plan.“We all need to get the balance right between action and reflection.”—Queen Elizabeth II, 2013 Christmas MessageAllow time for reflection—Queens’ orders! Reflection is at the heart of effective learning transfer, and not just during the program. It’s just as important to make time for reflection following actual training. Whether it’s reviewing successes and progress over coffee or a reflective conversation with a colleague, be sure to schedule time for reflection.“The search for a scapegoat is the easiest of all hunting expeditions.”—Dwight D. EisenhowerSupport the manager, don’t blame them. The manager typically is the default person responsible for ensuring that transfer of learning happens, but are they the right person. What’s more, should they really be blamed if they’re not qualified? Truly effective learning transfer occurs within very specific conditions, with participants being taken through a precise process with a specialist. While some managers may have the skills to do this, in most cases, they will not be the best person. L&D managers need to ensure participants have access to the correct coaching support and that managers understand their role in the process.“Nobody ever washes a rental car.”—Origin UnknownCreate ownership for transfer of learning. If nobody owns it, no one will make sure it happens. Decide who’s responsible for scheduling coaching sessions and ensuring that the reflection and reviews occur. The person taking ownership needs to be qualified in learning transfer. Think creatively, how can L&D managers own this process? Do you have resources available, or do you need to outsource?“Strategy without tactics is the slowest route to victory. Tactics without strategy is the noise before defeat.”—Sun TzuDon’t ignore learning transfer! It simply doesn’t happen on its own—attending a training course and learning the “tactics” is not enough to win the battle. Learning transfer gives you a strategy to use the tactics you have learned and make a difference in the workplace.“Work hard in silence. Let success be your noise.”—Frank Ocean, Singer/SongwriterShare stories and wins with others. Successful learning transfer means that changes in behavior and positive business outcomes were achieved. These will take many guises, from tangible sales increases through to observed managerial improvements. Evaluating these changes and sharing them is critical for participants, managers, and business stakeholders. Although the road to achieving individual change is a one-on-one process between a participant and their coach, the results are for the organization to learn from and celebrate.And so I leave you with this final quote for why learning transfer is important: “Just as pole vaulters use a pole to catapult themselves over a horizontal bar, learning can propel an individual forward and upward.”—Emma Weber, Lever