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John A. Sample

Are You at Risk

Dr. John W. Carter retired from the Navy after twenty-two years as a surface warfare officer, serving on several different ship classes as well as a tour with the U.S. Marines, and on the staff of Joint Forces Command. His last tour of duty was teaching political science at the U.S. Naval Academy, which included the introductory American government course, civil-military relations, political philosophy, and a senior seminar on the political thought of the American founding.After retiring from active duty, Dr. Carter continued his work at the Naval Academy as a class of 1968 Senior Military Instructor where he taught applied leadership to the midshipman. In 2009, he earned his PhD in Politics from the Catholic University of America.From 2011 to 2015, Dr. Carter was a lecturer in leadership at Christopher Newport University, Newport News, VA. He taught introduction to leadership, leadership through the ages, leadership theory, and values leadership. He has delivered a workshop on emotional intelligence for the Hampton Roads Criminal Justice Training Academy and presentations on democratic leadership through the Tea Party Movement, the formation of new leaders, and the heart of the leader (its impact on leadership style and values).Dr. Carter recently finished a project to complete the design of an online master's degree at Divine Mercy University in Arlington, VA. He led the completion of the last five courses in the program, including two leadership courses where he was the subject matter expert.He is principal and CEO of LearningDesignCo, LLC, a learning architecture consuting firm based in Cincinnatti, OH.Clients include the Xavier Leadership Center, Matrix Animation, and White Oak Consulting.Samples of his work are found at www.learningdesignco.com

John Carter

The State of the Industry report is ATD’s definitive review of training and development trends. In the 2014 report, 340 organizations representing a diverse sample of industries, sizes, and locations report on their commitment to training and development.

Join Laurie Miller, director of Research Services at ATD, and David Frankel, research specialist, to get a firsthand look at the valuable data inside this year’s State of the Industry report, sponsored by Skillsoft and the Ken Blanchard Companies. They’ll discuss benchmarking data from ATD BEST Awards Winners, and other organizations from 2006 to present.
This webcast will include findings on:

direct learning expenditure
average number of training hours used by employees
the average cost per learning hour
what methods of training that companies are using
content areas that companies are focusing on.


State of the Industry

Measuring critical programs like leadership development, sales training, and onboarding are vital to program managers. Learn about the major elements of a measurement plan to comprehensively generate quantitative and qualitative metrics in a practical manner with limited resources. Tools--such as a key performance indicator matrix, communication plan, sample smart sheet evaluation, sample report, and dashboard--are important to this process, so the speaker will share examples.Ãƒâ€šÃ‚Â 
Join us and

Review the importance of measuring strategic, visible, and costly programs.
Discuss the measurement plan to gather timely, credible data.
Showcase sample reports, statements, dashboards, and scorecards.
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How to Measure Strategic, Visible, and Costly Programs

Are you intrigued by Cafeteria Learning but wondering how to make it work inside your organization? Learn how to go from: “Our stakeholders/learners would never buy into this” to “Why haven’t we done this before?”
Join Let Them Choose authors Jillian Douglas and Shannon McKenzie, along with guests Erica Davis and Stacey Vrooman for first-hand accounts of the ins and outs of designing Cafeteria Learning in organizations as varied as Government, Healthcare, and Hospitality. You’ll see samples of design documents and their iterations along with samples of final deliverables to get a full overview of how this innovative learning technique comes to life.
• Assess the kinds of projects that are well suited for Cafeteria Learning.
• Describe typical obstacles to implementing Cafeteria Learning and how to avoid them
• Describe how to utilize a Cafeteria Learning design document.


 

Let Them Choose Part 2: Commit to Designing a Workshop Using the Cafeteria Learning Model

John Zappa outlines three simple things new managers can do to better equip themselves for success: 1) recognize the identity shift, 2) manage yourself first, and 3) build your support network.

3 Ways New Managers Can Equip Themselves for Success

You’ve got numbers from your training. Now what? If you find that your data are unclear, or don’t seem to guide your next steps, you’re not alone. Let’s take care of that.Preparation CountsFirst, let’s review how to set yourself up for success with metrics. Here are the key steps to prepare for action:Set measurable goals for the course. For example, start from learning objectives and set goals for how much people should learn. (See” Track Success with Metrics.”)Find the features of the course that impact the goals. For example, use A/B testing to measure the effect on the course of including videos, or making videos of a certain type. ( See “Find the Levers with Metrics.”)If you you’ve done these things, you’ll be ready for your next steps. If you didn’t do these things, and you’ve got a pile of numbers to make sense of, you’ve signed up to be a data miner. Now, mining data is an honorable profession, and if you have a background in statistics and a large volume of data (say, thousands of students), you could give it a try.However, with the limited size of datasets that we typically get from training, it’ll be hard to find patterns that are significant. So, you’ll come out ahead if you have a system designed from the start around measurable goals and measurable features.Course Focus vs. Portfolio FocusDesigning a course around measurable learning objectives may already be part of your design process. We are used to thinking about training in this way. And, this is work that can happen in isolation from other courses. For example, the learning objectives for sales training for Widget X probably have no relationship to the learning objectives for engineering training for Widget Y. This compartmentalization makes it relatively simple work to set measurable goals for courses.To act on metrics, however, requires a portfolio view. To find the courses that need work, and to accumulate insights into what levers work best, is a long-term effort that spans many courses.First, to find the courses that need work, we have to know what an underperforming course looks like. While we will have some external criteria for this, such as “X number of people need to get at least 80 percent of the quiz answers correct,” the best way to address this is to look across the portfolio and find the lowest courses. In other words, establish a baseline, then find the low outlier that should be prioritized for improvement.Next, your experiments to find levers of quality (for example, through A/B testing) will be spread out across many courses. You won’t test every feature of every course, though. In fact, you might test only one or two features in each course to make the job manageable and data easier to interpret. As you accumulate a “bag of tricks” through your testing, you can apply things you've learned from one course to the design and troubleshooting of other courses.Put Best Practices to WorkCongratulations—you’ve set yourself up with some well-designed goals and levers. Now, your next steps are relatively easy.Redesign an existing course: If your data show that a course is underperforming, and it can be adjusted by one or more of your levers, consider redesigning and republishing. This assumes that course will continued to be delivered long enough to justify the investment, which you can ensure by checking your data early in the life of the course. In fact, it’s best to plan for iteration with any course: publish, collect data, adjust, and publish again.Approach future courses differently: Keep track of the best practices that you uncover through testing, and apply them in the planning stage for new courses. More importantly, once you’ve established best practices, you’re going to include them in all of your new courses. What if one of these new courses still underperforms? At that stage, you can have a discussion about the level of investment in the course. Because even with knowledge about best practices, you’ll naturally make tradeoffs between what works best and what you can afford.If the course is a priority for the business and it’s not working well, it may be time to add more high-end features, such as virtual instructors. And thanks to your work with metrics, you were able to point out that it wasn’t working, and you know what to suggest to improve it.Share Best PracticesAs your final action, share your findings with others. When you find what works best for your training, there’s a good chance it’ll be a benefit to other designers. Of course, mileage for a particular design choice may vary. Again, what you find works for engineers in your industry may not apply to another industry or to sales, for instance. So, also keep track of the demographics of your audience and include that information with your report.In the long run, you could help lay the groundwork to make training a leading profession in the data-driven workplace of the 21st century.

Act on Metrics

What is Demo Day?

This free, half-day event offers you the opportunity to see live demos from five leading learning tech solutions. Each 30-minute demo allows you to see the solution in action, ask questions, and request additional information. Selecting new technologies for your organization is a tough decision and a big investment. Let ATD Demo Day help you learn about the benefits of a variety of options at once.

Who is it for?
Anyone who is currently searching for innovative solutions, interested in transforming their L&D workflow with generative AI, or scaling and automating enterprise training programs.

Demo Day Agenda: (All times below are Eastern Standard Time)

11:55-12:00 pm  ATD Introduction & Welcome:
12:00-12:30 pm  Use Generative AI to Multiply Talent Management’s Impact (Strategy AI)
12:45-1:15 pm    How Siemens Healthineers Automates Instructor-Led Training (Administrate)
1:30-2:00 pm      Content Chaos Cripples AI: Level Up Your Content IQ Now (Xyleme)
2:15-2:45 pm      “Boost!” Sales with Comprehensive Online Learning (Porter Henry)

Session Descriptions:
 
 
12:00-12:30 pm
Use Generative AI to Multiply Talent Management’s Impact
Strategy AI is an industry-leading artificial intelligence platform that empowers talent management teams with private, secure, and powerful AI tools to deliver personalized training to employees within their daily workflow. Discover how to leverage AI to dramatically enhance the value delivered by your team.
Join this session to:

Learn how to use generative AI to deliver a superior learning experience.
Explore how AI can transform the L&D process, freeing up 75% of your time.
Understand how you can deliver AI in the normal flow of work: via Workday, SharePoint, etc.


Speaker: Andrew Leong-Fern, Founder and CEO, Strategy AI
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12:45-1:15 pm
How Siemens Healthineers Automates Instructor-Led Training
Instructor-led training is far more difficult to manage than elearning. You have to manage special equipment, facilities, instructors, staff, and more. Siemens Healthineers uses Administrate to automate instructor-led training across their global training network. In this demo, John Peebles, Administrate CEO shows you exactly how this works and demos powerful automations.
During this session you will:

Understand how Siemens Healthineers automated training management.
Learn the real ROI for automating training management.
Discover why an LMS can’t deliver this sort of automation.


Speaker: John Peebles, CEO, Admininstrate
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1:30-2:00 pm
Content Chaos Cripples AI: Level Up Your Content IQ Now
Is your content ready for AI? AI’s potential to boost efficiency and productivity is portrayed as a silver bullet for content teams. What is getting lost in all the hype is the realization that to fully harness the power of AI, organizations must wrangle their content chaos. Leaving content unstructured and inconsistent only causes further chaos that cripples AI systems. Mitigate the risk of AI hallucination—AI is only as smart as your content!
Join this session to:

Learn how content components can enable AI to curate targeted content for your audiences at the right time and place.
Evaluate ways to retain full governance, versioning, and tracking capabilities to make your content AI-ready.
Uncover AI processes of generation, retrieval, analysis, and assistance centered around learning content.

Speakers: Chris Kocher, Senior Solutions Architect, Xyleme and Kathy Bernardino, Enterprise Account Executive, Xyleme
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2:15-2:45 p.m.
“Boost!” Sales with Comprehensive Online Learning
Everyone is exploring options for online blended learning these days. How do you make this purchase decision confidently and mitigate the risks of online training? This session will explore and pros and cons of blended learning and preview SalesAbility “Boost!”, a new sales training program for sales newbies and veterans alike. “Boost!” is based on years of validated customer research with over 70 top global sales organizations and, unlike many other programs, is easy and straightforward to administer.
Join this session to:

Discover why simpler yet comprehensive online sales training is the best option.
Explore why selling your solution’s “total value” outweighs traditional product benefits training.
Identify how and why cost-effective “Boost!” training is supported by Sales and Coaching Playbooks.


Speaker: Will Voelkel, Senior Sales Consultant, Porter Henry & Company, Inc.
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ATD DEMO DAY: Emerging Technologies in L&D

Do you think virtual reality (VR) training is too expensive, complicated, and requires a headset? Think again!
Resistance to change and dated beliefs mean companies are missing out on the benefits of immersive learning, despite overwhelming evidence that VR training can achieve better outcomes. Discover how simple and affordable VR can be.
During this webinar, you will learn how to:

Work efficiently with 360-degree images and video to create content.
Create content that can be used on the web and in VR.
Distribute immersive content to your learners.


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