Effective SMEs: How to Help Subject Matter Experts Facilitate Learning
Greg Owen-Boger, Vice President; Turpin Communications
Subject matter experts (SMEs) bring depth of experience, credibility, and relevance to live, instructor-led training. Their contributions and institutional knowledge are immeasurable. Reliance on them in the training room also brings a certain amount of risk because SMEs are not, in most cases, experts in facilitation. It’s your responsibility as a learning professional to do what you can to design learning events to play to their strengths and to coach them to be successful in the training room. In this session, you’ll explore ways to improve their likelihood of success. You’ll begin by identifying ways to design learning events specifically for SMEs, and end with nonthreatening coaching techniques you can use to help them improve their delivery.
Bringing Stories to Center Stage in Training
Rance Greene; HCSC
Stories have been teaching tools for time immemorial. But despite their effectiveness, instruction for developing stories that move an audience to take action on new knowledge and skills is lacking. One healthcare organization transformed its compliance training to a storytelling platform that has increased learning retention and culture scores. Come experience the stories for yourself and discover the key elements of story design for live, virtual, and computer-based training. Receive a story design model that is comprehensive but simple enough to apply immediately to your own training. Walk away with a job aid that provides all the tools used to create the stories in the session (you own many of these tools already). Access research that will help win the confidence of stakeholders and convince them that their content is too important not to be delivered through story. Be prepared to share your own experiences with stories in training and learn from others in the session.
Bite-Sized Microlearning Best Practices
Dawn Lewis, Assistant Vice President and Instructional Designer; Baird
Attend this session to hear proven strategies and stories on how microlearning training methods have transformed the way learners engage with learning, and apply those best practices. You will walk away feeling confident in understanding adult learning psychology, the "why" behind microlearning, and how to develop more than just courses for your learners. You’ll receive an easy-to-follow road map to construct microlearning, with an acronym to remember the principles of microlearning, and science-backed follow-up strategies that work! While discussing the construction of microlearning, you’ll utilize a handout, an acronym, and a story to help remember the process.
Emotional Intelligence in Leadership Development
Ed Hennessy; Leadership Call LLC
In this session, you will explore emotional intelligence (EI) through an understanding of the impact inspirational leaders have on those around them. Today’s fast-paced and complex business environment requires leaders who can lead with authenticity and transparency, nurture the growth of employees, and create a hopeful and inclusive vision while fostering innovation. This session will explore the exciting topic of emotional intelligence, creating a personal connection, and how those things provide the foundation for the qualities and characteristics of an effective leader. You will look at the world’s first scientifically validated model of EI, the EQ-i 2.0, and understand how four key leadership dimensions connect to specific EI skills. You will then apply emotional intelligence skills to leadership challenges.
Help Them Grow or Watch Them Go!
Julie Winkle Giulioni, Founder; DesignArounds
In today’s business environment, talent is the major differentiator. Developing and retaining that talent is one of the most significant drivers of employee engagement, which in turn is the key to critical business outcomes like revenue, profitability, innovation, productivity, customer loyalty, quality, and cycle time. Yet, despite its importance, managers too frequently ignore the development imperative. Every day, employees who believe that their careers are not getting the attention they deserve make the decision to leave. Some resign to pursue employment in organizations that offer greater opportunity, but the more dangerous group stays and withdraws its engagement, motivation, and enthusiasm for the work. So, what’s a leader to do? Plenty! And it may be easier than you expect. Quality career development boils down to quality conversations. Improve the conversation and career development follows, along with job satisfaction, retention, and results. In this session, you’ll discover just how simple it can be to help managers build career development into everyday work life—where it belongs. Practical tips, research-based recommendations, and verbal skills will be offered to make career development a lot easier and more effective.
5 Skills Every Manager Needs
Katy Tynan; Liteskip Consulting Group
Eighty percent of today's work takes place through collaboration, yet managers are still routinely topping the list of frustrations people have with work. In this session, you'll experience and analyze the power of collaboration through a team challenge. You’ll review the five key skills that managers need to become more effective and help their team members be more engaged. Through a combination of lecture, interactive activities, and a peer debrief session, you’ll dive deeply into the core of the collaborative process.
Enhance Your Training and Facilitation Skills: Inspire and Empower Your Learners
Sheri Jeavons; Power Presentations Inc.
As a trainer and facilitator, your goal is to take command of the room, show enthusiasm for your content, and keep learners captivated. To accomplish this, you need to incorporate dynamic facilitation skills, use strong body language, and keep your attendees on track, on topic, and on time. In this session, you’ll receive personalized coaching to transform your facilitation skills in front of the group. The audience will provide positive feedback while you demonstrate on-the-spot improvement with easy-to-implement techniques anyone can apply on the job. You will learn the three factors that influence an audience, how to present information in a relaxed and natural style, a process to handle challenging questions with ease, and the six key physical skills required to become a confident trainer, regardless of the topic or audience. This session will empower you to project confidence and conviction for your curriculum while motivating and engaging learners.
Building Your Influence: Enhancing Your Communication Skills to Effectively Drive Results
Jon Player; Bell Leadership Institute
Talent development professionals are called upon to build the skills of others to drive change, implement new ideas, and help organizations grow into world-class institutions. In short, training professionals are leaders. The most successful leaders in the world understand that effectiveness as an influencer begins with the strength of their own skills. Fundamentally, the ability to listen and understand people causes leaders to gain influence and earn committed followers. Great listeners demonstrate respect, interest, acceptance, and understanding for the people with whom they communicate. The better information they have, the better decisions they make, and the bigger problems they solve. In this session, you will learn advanced strategies and practical, take-home techniques to build your listening and communication skills, leading to enhanced effectiveness and influence in your professional and personal lives.
Fill Your Toolbox: 10 Essential Technology Tools for Talent Development Professionals
Ronda Davis; MicroPact
Have you heard about "the cloud" and wondered why it is such a big deal? Are you curious about tools that are available and how you can use them to propel your talent development career? In this session, you will take a user-friendly approach to exploring technology tools that you can use today. The best part is that all these tools are free! While walking into a home improvement store may feel intimidating to the new do-it-yourselfer, exploring new technologies won’t be scary. Using techie and nontechie methods to connect with peers, you will uncover the must-have tools while creating a valuable resource that will be available after the session. Come discover technology tools you can't live without!
The Secret to Adopting a Great Learning Solution in Your Organization
David Davis; Romar Learning Solutions
The learner’s manager is the first-line trainer for any learner. While managers may not think of themselves as trainers, they are the key to successfully pulling through new learning solutions with their direct reports. This session will explore how to demonstrate the importance of first-line managers in promoting key training concepts, and show you how to execute a strategy of getting managers involved.
Hunting Down High-Potential Talent and Future Leaders
Heather Haas; ADVISA
The most important work any organization can do is identify, engage, and empower future leaders. A leadership pipeline is the oxygen all organizations need to achieve long-term success. Despite this reality and the bleak state of bench strength in many organizations, the work of identifying and developing high-potential talent is still not a top priority. Why is that? While the tyranny of the urgent is an ever-present distraction, it is also true that most business owners, executives, and HR professionals simply don’t know where to start, and they have not invested in the tools necessary to help them effectively uncover high-potential talent and develop future leaders. This session will provide practical ideas for where to start, and challenge your thinking about tools and strategies that could transform the leadership conversation in your organization.
Stopping the Jump-to-Solution Approach
Christopher Adams; Handshaw
"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 session focuses on the mental model and powerful questions used by performance consultants to reframe solution requests into discussions of strategic, business results.