Concurrent Sessions At-a-Glance
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Transforming the Organization
The Home Depot's Approach to Vertical Development
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
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
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.
Breakthroughs in Learning Science
Apply Current Research to Your Onboarding Programs
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:
Technology Adoption That Shapes the Practice of Mentoring
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
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.
Business of Learning
Recharge Your Learning Function With An Audit
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
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:
Participants will leave with these take-aways:
Stop the Jump-to-Solution Approach
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:
Participants will be provided with a "Powerful Questions" job aid, which they'll practice using during the session.
E-learning Authoring Tools Comparison
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!
Immersive Technologies: What Are You Good For?
Ace the Test: Measure Performance, Not Test-taking Skills
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
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
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:
WOW! Learning Experience
7 Clever Activities That Engage Learners
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
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:
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:
Earning Your Learner's Mindshare
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.