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Concurrent Sessions At-a-Glance

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Transforming the Organization
 
Breakthroughs in Learning Science
 
Business of Learning

Learning Technology


Survival Skills


WOW! Learning Experience

 

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Transforming the Organization  


The Home Depot's Approach to Vertical Development 
 Mary Ann Wright and Kelsey Rogut 

The Leadership Development team at The Home Depot decided to take on an aggressive challenge. Is it possible to accelerate the development of high potential leaders to meet the current and future challenges of retail leadership using almost no workshop delivery? The answer is a resounding yes! Utilizing vertical development theory partnered with action learning, The Home Depot created an innovative learning process that includes on-the-job micro-assignments, personal reflection, group discussion, and internal coaching. Results have been outstanding, with 90% of participants’ leaders reporting sustained improvement in on-the-job leadership behaviors. In this session you will see a real world example and tips on how to design these solutions in your own organization.

Participants will receive tangible design guidelines, examples of action learning design, and a model for creating vertical development based action learning programs.

Elevating Women in Leadership: How Organizations Make Sustainable Change
Kym Soslik

One of the most transformational changes organizations are struggling with today is how to create a more diverse and inclusive workforce. As a result, the recruitment, retention and advancement of women are key initiatives for many organizations. Yet most are not happy with the speed or progress they have made. Where do we start? How do we make movement quicker? How do we navigate the change in our culture? These are the questions organizations are struggling with.

Based on research that surveyed senior HR and diversity leaders, this session explores how leading organizations have cracked the formula to make real progress in recruiting, retaining, and advancing women in the workforce.

Make Sure You Are Having Conversations Worth Having
Cheri Torres

Conversation is at the heart of all we do; it is the foundation for success or failure in organizational life. We all know that conversations influence us: a good conversation can leave us ready for anything and a bad one can ruin the whole day. We rarely stop to think about the nature of our conversations – much less how to make sure they are conversations worth having.

This interactive, practical, and lively workshop will give you hands-on experience with two simple practices and five principles for engaging in conversations worth having. These practices and principles originate from Appreciative Inquiry (AI) – one of the most widely used approaches for fostering positive change. Real-life stories and experiential activities will mean you leave the session ready to begin turning deficit-based, problem-oriented interactions into productive and meaningful engagement anytime, anywhere and in any situation.

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Breakthroughs in Learning Science


Apply Current Research to Your Onboarding Programs
Don Kirkey

Many organizations’ onboarding programs focus on logistics and HR paperwork. Many follow designs that haven’t changed in decades. Yet research shows that the first few days on a new job have a powerful impact on engagement and performance that lasts for years. This session highlights key concepts from the rich literature on organizational socialization and employee turnover that are frequently neglected by HR and Learning departments. We will explore how incorporating some of these ideas into our onboarding programs can significantly improve employee retention and engagement.

After this session, participants will be able to:

  • Identify key concepts from current organizational psychology research that should be guiding our onboarding practices.
  • Apply a few of the new concepts to your organization's onboarding processes and programs.

Technology Adoption That Shapes the Practice of Mentoring
Susanne Ohihoin

Can you imagine our world without thinking of diversity? Global interconnectedness influences many areas, including the mentoring field. The use of technology offers instant worldwide communication access, which expands opportunities to affect lives. Technology and interconnectedness offer mentors and mentees expanded opportunities to influence each other and change lives in ways that shape their future. In this session, we will discuss how cultural aspects relate to eMentoring experiences for individuals. We will review perceived benefits and negative consequences of intercultural eMentoring relations for mentors and mentees. Finally, we will learn how technology fosters or hinders eMentoring success. eMentoring seems to be a significant intervention for intercultural relationships, and this session will provide guidance for those engaged in similar programs.

Participants will take away ideas for building a a successful, sustainable eMentoring program adds value for everyone involved. The session also provides a top ten list of practical advice on how to have a meaningful intercultural eMentoring relationship. 

Technology and Holistic Learner: You Are Definitely Making Mistakes
Ross Ian Vance

There is no more complicated buzz word in the universe of training and development than “technology.” Everybody thinks they know what that means, but everyones concept of it is a little bit different. Further, this bundle of platforms, tools, knowledge bases, and gadgets is growing. Innovations in technology have led to the creation of 6 new industries in the last 12 months alone. In the corporate sector, that is viewed as a wonderful evolution. However, as traditional educational research begins to catch up with this run-a-way train, a different story emerges.

In this session, we will collectively explore how different learning technologies make us feel, discover the strengths and weaknesses of our own self-efficacy, and evaluate how our own technology may be hurting or helping our quest for a true connection with our learners.

Each participant will take a way actionable highlights of the speaker's doctoral research, a proprietary self-assessment to evaluate how their technology may be impacting their learners, and a toolbox of strategies for growing self-efficacy in your training programs.

Click HERE to Register for ACE

 



Business of Learning


Recharge Your Learning Function With An Audit
Wayne Coleman

How does your learning department stack up when it comes to operating at its full potential? In this session, you will learn how to audit and benchmark your training function in ten key areas.

If you feel yourself running on empty, not able to keep up with monitoring performance or not fulfilling the organization’s needs in general, then it’s time for an audit! Whether your training function is strategic or reactive (and wants to be more strategic), you’ll learn to clarify and identify how your function is operating in alignment to helping the organization achieve its goals.

Gaining Internal Buy-in For Learning
Ajar Pangarkar

Learning professionals fail to grasp their leaders' expectations because they don’t view workplace learning as a business activity and are unable to tangibly connect learning to organizational objectives.

This session reveals how to get your leaders to value workplace learning and how to make it a valued business partner.

In this session, you will learn how to:

  • Address the secrets business leaders believe about learning investments.
  •  Identify your leaders' qualitative expectations and validate “learning” effectiveness.
  • Discover how business leaders actually position learning in the workplace.
  • Recognize what business leaders mean when they say “Return on Investment.”
  • Calculate the actual business return on investment for learning initiatives

Participants will leave with these take-aways:

  • Excel calculators to evaluate a learning initiatives impact on financial outcomes.
  • A tool to recall the questions business leaders expect L&D to answer.

Stop the Jump-to-Solution Approach
Chris Adams

How frequently do you receive a call from a manager that sounds like this: “Our customer satisfaction ratings are declining. I’d like to discuss what training you can provide that will enhance our customer service skills.” The manager making this request has jumped to a training solution when it may be insufficient or even unnecessary. The goal is to engage the manager in a discussion that focuses on the performance and business results that are needed, and not the solution that was requested. This reframing discussion is a skill used by Performance Consultants and requires that we ask powerful, thought-provoking questions. This presentation focuses on the mental model and powerful questions used by Performance Consultants to reframe solution requests into discussions of strategic, business results. 

After attending this session participants will be able to:

  • Differentiate between tactical and strategic opportunities.
  • Ask powerful questions to reframe learning and HR solution requests into discussions of the manager’s needed business and performance results.
  • Apply criteria to determine if a situation qualifies as a strategic opportunity.

Participants will be provided with a "Powerful Questions" job aid, which they'll practice using during the session.

Click HERE to Register for ACE



Learning Technology


E-learning Authoring Tools Comparison
Dan Richards

With so many strong contenders in the e-learning authoring tool space, which one is right for you? If you believe the salesmen, the tools will each create your course with the click of a button and do your laundry for you while you enjoy a refreshing beverage. Reality tells us that no tool is perfect. Every tool has strengths and weaknesses that may or may not dovetail with your requirements. Join us in this session for an apples-to-apples comparison of several leading e-learning authoring tools using evaluation criteria such as: ease of use, collaboration, interactivity, assessment, community support, and accessibility. You’ll leave with a matrix of ratings and detailed answers to your authoring tool questions in PDF format. Tools to be evaluated include Articulate Storyline, Captivate, dominKnow, Lectora Inspire/Online.   

Leveraging Animated Video for More Engaging eLearning!
Robb Bingham

Are your eLearning learners being lulled to sleep when you present learning objectives at the top of your course? There’s a better way to communicate what the learners will learn while motivating them to dive into your eLearning course. In this session, you’ll see several examples of how learning designers have taken the thrill of eLearning to a new level for their learners. Attendees will also have the opportunity to learn principles for evaluating the variety of animation tools currently on the market in terms of cost and functionality. Participants will get practical experience at writing succinct scripts that will set you up for success with your early animation efforts!

Immersive Technologies: What Are You Good For?
Dov Jacobson

The learning space abounds with references to immersive learning, but what does that term mean? How can we use it create better learning solutions? Join immersive learning experts E4 explore the many forms of mixed, augmented and virtual reality - and arrange these along the virtual reality continuum. You will learn how to use various tools to create different immersive experiences and see how each can promote learning. Finally, you will join a group to face a mock training challenge and design your own immersive learning solution.

Click HERE to Register for ACE

 


Survival Skills

Ace the Test: Measure Performance, Not Test-taking Skills
Annette Wisniewski

Are your post-course assessments measuring how well your learners met the course objectives, or are they measuring how well you wrote the test questions? In this session, you will learn how to select the best types of test questions to elicit the performances you want to measure. You will also learn how to identify and correct common question-writing mistakes. During this session, you will practice writing test questions that reduce guessing the right answer and measure what matters.

SME-Smart Instructional Design
Kathleen Fortney, Ed.D. and  Alli Nabers

How do you add value in the instructional design process? Many designers feel that their project fate is in the hands of their subject matter experts, without realizing what they can personally do to expand and transform SME content and expedite their projects. This session will provide tips, examples, and practice activities in the art of working with SMEs to add value during the design process.

On a Budget: Taking Analog Learning and Making It Digital
Arron Bowers

Let's get something out of the way, Clippie isn't micro learning. According to Malcolm Knowles, a key point for positive adult learning outcomes is that it should allow adults to be self-directed and autonomous. When we think about creating micro learning, many times we, as the trainer want to be the hero solution to the learning challenge instead of providing a platform or resource that allows adult learners to find the answer quickly for themselves - to be self-reliant. I will share a simple process that we created that focuses on three key points. 1. The training has to build the self-reliance of the learner, 2. It has to be effective and 3. It has to be reasonably priced.

Participants wil learn how to identify an opportunity to create a digital micro learning project nd to collaborate with a small group and develop a potential digital micro learning project. They wil also learn about free or inexpensive digital tools to use to evaluate and examine for future projects.

The session will provide these take-aways:

  • Session key point take-a-way
  • Brainstorming template
  • App sketch sheets
  • List of free/inexpensive digital tools



WOW! Learning Experience


7 Clever Activities That Engage Learners
Leigh Ann Rodgers

Explore seven training activities that you can easily adapt and incorporate into your courses. Each technique uses sight, sound, touch and /or movement to engage your participants. You'll also learn the neuroscience behind each of the techniques and understand why these engagements work. We'll cover Mark the Chart, Photo Metaphors, Doodle & Pass, Standing Collaboration, Poker Points, Rock Paper Scissors Contest, and the Four Quadrants.

Flip and Drip Approach to Leadership Development: Accelerating Learning Transfer
Michael Leimbach

In this interactive session, participants will learn about a new approach to accelerating the learning and transfer of new leadership skills: Flip and Drip Leadership Development. Drawing on the concept of the flipped classroom and the metaphor of drip irrigation, we will explore the two major characteristics that drive effective leadership development:

  1. New leadership skills are easy to learn but hard to apply. The best use of the facilitator/teacher is to focus on giving feedback on application, not delivering instruction.
  2. Leadership behavior does not change because leaders have learned new skills. Leaders need time, mindful reflection, and practice to form new leadership habits. In essence, leadership development needs to deliver new skills to the "roots," much like drip irrigation methods are more effective because they deliver water to the roots of the plant.

This session will guide the participants to a new understanding of leadership development and initiate a design for their new leadership development initiative. Specific tools participants will receive include:

  • Learning Journey Framework
  • Hero's Story Guided Development Process
  • Formal-Informal Solution Component Matrix
  • Learning Flow Design Worksheet

Earning Your Learner's Mindshare
Sarah Clarke 

The opportunities to create career defining workplace learning experiences have never been greater: there are more devices with the capabilities to deliver immersive media experiences to more people than ever before. How should learning leaders understand this landscape, and how can we develop new-hire learning experiences that resonate with our audiences and deliver real value?

In this session, we’ll consider how our learning audiences now value experiences over all else, and how learning can be elevated to exceed these expectations and position new employees to thrive at work. We’ll share engaging examples of holistic new hire learning programs which surpassed the expectations of a busy, discerning audience. These will help surface various strategies of how to

effectively leverage marketing and communications tactics to earn the mindshare of their learners and support of business stakeholders. We’ll conclude by considering how to sustain learning programs among a chronically distracted audience often resistant to change.


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