Creating Effective Video-Based Live Training SessionsGrace Meiners
Targeted to Sales Enablement professionals, this document walks through planning strategies and methodologies for hosting effective, video-based training sesssions for a salesforce.
10 Steps to Creating a Course that POPS. Turn your knowledge into a learning experience that works using brain based science. Create fun, unique and effective online courses that people will love learning from.
Learning Solutions and Your Product Launch: How a Curriculum Drives Success (...Bottom-Line Performance
Is your company ready to launch a new product? Your sales and support reps might not be. If the product is complex, your customers might not know how to use it, either.
This session shows how a curriculum of learning solutions can be used as part of a product launch to solve common business problems. It then connects the big picture goals of a product launch to practical curriculum design techniques that engage learners before, during and after a launch event. You’ll learn how to develop product launch training that drives learner retention… while avoiding common mistakes along the way.
Learning Objectives:
Understand how a blend of learning solutions can work together to reinforce product knowledge, selling skills and proficient usage of a product.
Identify what a curriculum can do to help learners build skills and knowledge around what they sell and support… and what a curriculum cannot do, like fix a bad message or a bad product.
Discover how to design a curriculum using a repeatable three-part framework that drives knowledge and skills retention.
Having trouble creating a training program for your team? Is your current training program not achieving the results you had hoped to see? This should put you on the right track!
Creating Effective Training Content is not just about slides. This presentation explores step-by-step the common mistakes trainers make in creating content.
Designing a training module and analysing its effectiveness a study in hinda...ShreeAyush
Training and development module project report for MBA students.
for get latest technology news, reviews & unboxing to subscribe
TECHJOB NEWS YOUTUBE channel.
Creating Effective Video-Based Live Training SessionsGrace Meiners
Targeted to Sales Enablement professionals, this document walks through planning strategies and methodologies for hosting effective, video-based training sesssions for a salesforce.
10 Steps to Creating a Course that POPS. Turn your knowledge into a learning experience that works using brain based science. Create fun, unique and effective online courses that people will love learning from.
Learning Solutions and Your Product Launch: How a Curriculum Drives Success (...Bottom-Line Performance
Is your company ready to launch a new product? Your sales and support reps might not be. If the product is complex, your customers might not know how to use it, either.
This session shows how a curriculum of learning solutions can be used as part of a product launch to solve common business problems. It then connects the big picture goals of a product launch to practical curriculum design techniques that engage learners before, during and after a launch event. You’ll learn how to develop product launch training that drives learner retention… while avoiding common mistakes along the way.
Learning Objectives:
Understand how a blend of learning solutions can work together to reinforce product knowledge, selling skills and proficient usage of a product.
Identify what a curriculum can do to help learners build skills and knowledge around what they sell and support… and what a curriculum cannot do, like fix a bad message or a bad product.
Discover how to design a curriculum using a repeatable three-part framework that drives knowledge and skills retention.
Having trouble creating a training program for your team? Is your current training program not achieving the results you had hoped to see? This should put you on the right track!
Creating Effective Training Content is not just about slides. This presentation explores step-by-step the common mistakes trainers make in creating content.
Designing a training module and analysing its effectiveness a study in hinda...ShreeAyush
Training and development module project report for MBA students.
for get latest technology news, reviews & unboxing to subscribe
TECHJOB NEWS YOUTUBE channel.
There are a number of questions to consider as you're setting up your coaching practice when it comes to taking notes.
1) When should I take notes?
2) How should I take notes?
3) What sort of information should I keep?
4) Should I discuss taking notes with my clients?
5) How long should I keep notes?
Many coaches skip note taking altogether, but skipping note taking is not something we would recommend
Sunlight & Air: 10 Lessons for Growing Junior DevelopersErika Carlson
How do we become software developers with the knowledge and skill to do our work well? Training junior developers is an essential piece of building a successful team, but it's a complex and challenging task. The lessons shared in this talk are drawn from experiences training, coaching, and mentoring over 40 junior developers in the past 2 years, including successes, failures, challenges, and rewards will be discussed. Discusses strategies for identifying potential, assessing team fit, guiding technical growth, and coaching new developers in soft skills and interpersonal development.
I delivered this presentation to Power Grid Engineering’s managers and staff and explained them the positive effects that effective people management techniques have on employee productivity.
How to use SPRINT! elearning games for retail bankingSolvolution
This presentation shows how you can apply SPRINT! elearning games to your training program to acquire knowledge and search skills in retail banking.
For details, go to http://www.piramide.nl/elearning
All I Ever Needed to Know about Tech Comm Management I Learned from Becoming ...LavaConConference
In 2009, when my child was two, I suddenly became a Tech Comm manager again. In the past ten years, I’ve thought many times that managing a Tech Comm team was just like being a parent – I’m using the same negotiation, leadership, and sometimes counselling skills for these two areas of my life. I want to share these similarities with you.
In this session, attendee’s will learn:
A different way to consider manager-team interactions and dynamics.
How to apply skills learned from parenting when managing and leading a team.
The kinds of skills you need to succeed (or at least, not go bonkers) in both management and parenting.
You will *not* learn about how to become a parent.
We have all heard that Failing to Plan is Planning to Fail and yet we ignore this all important aspect. Time Pressures, Customer Demands, Last Minute Training Announcements are the common reasons given for the ad hoc training practices of today.The importance of Training can never be over emphasized, here we try to capture the key reasons for why we should plan a training session
This presentation contains training techniques that are used by MMM Training Solutions in our train the trainer program. The trainer skills that are used dictate the effectiveness of any train the trainer courses.
There are a number of questions to consider as you're setting up your coaching practice when it comes to taking notes.
1) When should I take notes?
2) How should I take notes?
3) What sort of information should I keep?
4) Should I discuss taking notes with my clients?
5) How long should I keep notes?
Many coaches skip note taking altogether, but skipping note taking is not something we would recommend
Sunlight & Air: 10 Lessons for Growing Junior DevelopersErika Carlson
How do we become software developers with the knowledge and skill to do our work well? Training junior developers is an essential piece of building a successful team, but it's a complex and challenging task. The lessons shared in this talk are drawn from experiences training, coaching, and mentoring over 40 junior developers in the past 2 years, including successes, failures, challenges, and rewards will be discussed. Discusses strategies for identifying potential, assessing team fit, guiding technical growth, and coaching new developers in soft skills and interpersonal development.
I delivered this presentation to Power Grid Engineering’s managers and staff and explained them the positive effects that effective people management techniques have on employee productivity.
How to use SPRINT! elearning games for retail bankingSolvolution
This presentation shows how you can apply SPRINT! elearning games to your training program to acquire knowledge and search skills in retail banking.
For details, go to http://www.piramide.nl/elearning
All I Ever Needed to Know about Tech Comm Management I Learned from Becoming ...LavaConConference
In 2009, when my child was two, I suddenly became a Tech Comm manager again. In the past ten years, I’ve thought many times that managing a Tech Comm team was just like being a parent – I’m using the same negotiation, leadership, and sometimes counselling skills for these two areas of my life. I want to share these similarities with you.
In this session, attendee’s will learn:
A different way to consider manager-team interactions and dynamics.
How to apply skills learned from parenting when managing and leading a team.
The kinds of skills you need to succeed (or at least, not go bonkers) in both management and parenting.
You will *not* learn about how to become a parent.
We have all heard that Failing to Plan is Planning to Fail and yet we ignore this all important aspect. Time Pressures, Customer Demands, Last Minute Training Announcements are the common reasons given for the ad hoc training practices of today.The importance of Training can never be over emphasized, here we try to capture the key reasons for why we should plan a training session
This presentation contains training techniques that are used by MMM Training Solutions in our train the trainer program. The trainer skills that are used dictate the effectiveness of any train the trainer courses.
Being a learning organization, we are addressing the training and development needs of our employees on regular basis. Majority of trainings are being conducted in house by our own employees.
For all of in house trainers, it is imperative to understand that training is more than just presentations. So to make in house trainers more effective, the need for Train the trainer was felt.
So i have prepared this module keeping above points in mind for our in house trainers.
Is an intensive, hands-on workshop that will instruct individuals in the use of practical techniques for creative training delivery.
Participants will know what is Training and Development.
Participants will know the difference between Training and Education.
Participants will learn benefits of Training.
Participants will learn how to perform “Training Needs Assessments”
Participants will learn how to Design Training Needs Assessment Surveys.
Participants will learn how to handle requests for Training Requirements Analysis
Participants will learn what are the Misconceptions about Training.
Participants will learn about Training Delivery Methods.
Participants will learn about Determining Training Delivery Methods .
Participants will learn about Evaluating Training and Results.
Participants will learn about Guidelines for Evaluating the Effectiveness of Training.
Participants will learn about Total Quality Management (Training and Human Resources Development )
Participants will learn about Examples of Quality Management Training.
Participants will learn about using Ice Breakers in Training
Participants will learn how to facilitate discussions, direct activities, manage the training session and acquire many other skills to help them train effectively.
They will have an opportunity to practice Training.
They will leave with new ideas on how to "spice up" training as well as reinforce the skills that will make them feel masterful in training others..
Topic- Data Base Securities8-10 - page double spaced paper (ma.docxjuliennehar
Topic:- Data Base Securities
8-10 - page double spaced paper (max 12-point font) that will contain the following: Please Check the page 2 how to divide the Sub Topics length
• Cover Page
• Outline (on its own page)
• Abstract
• Introduction for your topic. Also, include a few major statistics about related threats
• What are the top 3 concerns about your topic and why?
• What are your proposed countermeasures to solve the problem?
• Summary
Need 8 References with Citations
Each of the above bullet points should have their own paragraph with substantial detail provided. (not including the references section) Please use proper APA and a minimum of eight unique scholarly references will be needed. Please add a title page to this assignment with the names of all of the group members and the Group Number and provide a final summary Each group will complete an 8-10-page double spaced paper (max 12-point font) that will contain the following: •
SECURITY
OUTLINE
ABSTRACT (4-6 sentences)
· A brief summary of a research article
· Understand the purpose of the paper
INTRODUCTION (1-2)
· Introduce the topic
· Data Base Securities, for example (what is it)
· Define the topic
· References that defines your topic
· Define what the paper is about (your topic with security) and the general problem (not specific here, just general)
ISSUES (3-4 pages)
· Concern 1 and why (Ex. Data Breaches
· Concern 2 and why (Ex. Data Corruption and/or loss
· Concern 3 and why (Ex. Stolen Database Backups
· Add your statistics with concerns or separate
COUNTERMEASURES (2-4 pages)
· How do we address it (Countermeasures, fix, eliminate it, remove it, slow it down)
· How do you address Concern 1
· How do you address Concern 2
· How do you address Concern 3
SUMMARY
Summary (half page)
· A concise restatement of what you just wrote
· Re-introduce the topic
· Brief summary of the concern or concerns
· Brief update of how the overall problem can be solved
· What knowledge has the reader now acquired
REFERENCES
· References (minimum 8 references) with matching in-text citations
BUS407 Week 9 Scenario Script: Additional Training
Slide #
Scene/Interaction
Narration
Slide 1
Scene 1 / Taormina Conference Room
(Talking to the student)
Deborah: Hello!
Last week, we reviewed the importance of evaluating training programs and we reviewed the steps of the evaluation process.
We also understood how important it is to evaluate the process data and the outcome data. During the past eight weeks, we have covered the steps of the training design process.
Using the training process model, we have successfully created a training program for Taormina’s call center employees. Creating this training program for the call center is a great short-term plan. However, the company will need many other training programs in the long-term.
Today, we will review five key areas of organizational training. These areas are orientation training, diversity train ...
What key strategies can learning designers and training departments use to better engage SMEs and create better learning outcomes? Slides from a MyKineo presentation on September 15, 2010 by Cammy Bean and Steve Lowenthal of Kineo.
BUS407 Week 3 Scenario Script: Performance Model
Slide #
Scene/Interaction
Narration
Slide 1
Scene 1
Deborah’s Office
(Deborah speaking to the student)
Deborah: Welcome back! Are you ready for the next stage of the training and development process?
Last week, we decided to use a reactive approach to address Taormina’s performance gap.
This week, we will need to finish scanning the internal environment. Therefore, we have to conduct some other interviews. The intention of these interviews is to find common elements that might contribute the design of an effective training and development program.
First, let’s discuss some important concepts, including the performance model.
The performance model is a general guideline that shows motivation, environment, and knowledge skills and attitudes (or KSA), working together to effect a person’s performance.
Motivation is the direction, persistence, and amount of effort expended by an individual to achieve a specified outcome.
Therefore, it is important to find motivational factors to enhance participation in training and development opportunities.
Learning is a relatively permanent change in cognition resulting from experience and changes influencing behavior.
A training and development program is effective only if participants are motivated in learning new KSAs.
Finally, environment is referring to any factors tied to the physical surroundings in which the performance must occur.
Slide 2
Interaction
Performance Model
Student will click on various parts of the performance model shown in the textbook. They will interact with it and see details about each part, such as environment.
Slide 3
Scene 2
Deborah’s Office
Deborah: It is important to recognize the value of the performance model in maintaining high level of productivity. Here at Taormina, we need to identify those specific elements affecting the performance of our call center employees.
Okay. It’s time to collect the last set of data we need to compile our report.
Please interview the rest of employees at the call center and report your findings to me before the end of the day.
Slide 4
Scene 3
Call Center
Student interviewing some other call center employees.
Justin: I came to Taormina a few months ago. Besides the new employee orientation, I haven’t participated in any other training.
Alex: Probably… (thinking)…five years ago, we went to a mandatory training session about some leadership strategies. But I didn’t really learn anything. And as soon as we came back, things were exactly the same. The leader was, as always, our boss.
Justin: Well, I’m the newbie, so I don’t want to make too many comparisons. But at my previous job, I participated in many training programs. Not all of them were mandatory, either. They used to send us a list of available training programs and we decided which ones we were going to attend.
That was really nice! I had the chance to participate in training programs with people who had the same goa ...
This program teaches managers how to convert their conversation into coaching conversation. Imbed it in their day to day conversation with teams to ensure high performance, ownership and engagement amongst the team.
This program focuses on What, Why and How of Coaching. Easy to learn, understand and apply.
The new eLearning program for the Marcoms industry. Advertising agencies, Marketing Depts and Media companies. Written by leading UK practitioners, The Burns Unit tlc and an award winning eLearning business. Visit www.randhp.com
The MTL Professional Development Programme is a collection of 202 PowerPoint presentations that will provide you with step-by-step summaries of a key management or personal development skill. This presentation is on "Designing Training" and will show you how to design a training course.
Here is an e-copy of our Summer Newsletter. The World Cup is still on but we don’t want to tempt providence by saying anything else! We hope you enjoy it and have a go at the crossword. If you would like a hard copy of the newsletter in future, do please let us know
We sent out our Summer Newsletter last week – so in case you didn’t get it, lost it or burnt it, here is a e-copy to browse on-line.
If you don’t receive a hard copy but would like to do so in future, drop me a note and I will arrange it for the next edition.
……..likewise, if you do receive the hard copy but would prefer not to, do let me know!!
Best wishes
Simon
Effective Coaching Part 2: Moving Into ActionCenterfor HCI
A coach plays a significant role in increasing employee's effectiveness and improves their management skills. For this, there is an effective coaching model - WIN BIG. It compromises six steps, three to build awareness, and three to move the coachee to action. This winning formula not only helps an individual to win but also helps others to succeed.
4. Slide 3
Introduce myself – I am an instructional designer and trainer for the
Insurance Department at AAA Ohio Auto Club. I was hired as a subject
matter expert in insurance and not only train newly acquired Sales Agents,
but designprograms and facilitate to the current Sales Agents.
Slide 4
Ice Breaker – 3 minutes – Each pair has to come up with words that
describe the other personusing the letters in their first name. For example,
Joanne = Jolly, optimistic, adventurous, naughty, nice, enthusiastic.
5.
6. Slide 5
Briefly summarize the learning audience for this projectand why I selected
it.
The learner audience that I selected forthe Time Management project
consists of a mixture of Baby Boomers,Gen Xers & Millennials. The
current sales agents at AAA comprise ofall three audiences and I will have
them in my classroom at the same time.
I need to be conscious of each audience by utilizing flipcharts, case
scenarios, audio video and create an environment of interaction between
the agents to capture all audiences in the classroom.
Slide 6
For the visual audience; I have prepared a PowerPoint presentation that
addressesthe major skills needed to master time management, provide
hand-outs to take with them to rememberkey concepts that they learned in
the classroom and hand written flip charts filled out by classmates as we
learn the skill sets needed.
7.
8. Slide 7
For the auditory audience, I prepared a short video of the common
mistakes made by agents in the workplace regarding time management.
For the kinesthetic (kin uhs thee zhuh) audience, I prepared problem
solving scenarios and will divide the classroom into groups for discussion
and ensure that I set time aside to practice time management skills during
the classroom training.
Slide 8
Explain how your project addresses the differences in learning styles of
your audience and incorporates adult learning theory.
Utilizing all three learning styles will incorporate bestwith the conditions of
learning theory. Gagne’s Nine Events of Instruction:
1. Gain the learner’s attention – get excited about the subject/ice
2. Breaker
3. Inform learner of objective-“The plan for today is……”
4. Recall of prior knowledge – “Do you rememberwhen……”
5. Presentthe material – “Here’s how it’s done…..”
6. Provide guidance – “This will help guide you…”
9.
10. Slide 9
6. Elicit performance – “Now you try it….”
7. Provide feedback– “Okay, you need to….”
8. Assess performance – “Let’s test what we have learned…”
9. Enhance retention and transfer – “Now go try it out…”
Slide 10
Explain the needs analysis process forthis project.
Most of the sales agents stated to the Regional Insurance Managers, the
Director and Vice President of Insurance, that they did not have enough
time in a day to accomplishall that was expected of them. They stated
three reasons why they were not making their numbers.
Due to the amount of paperwork required for each sale, the constant
interruptions and the continuous service work they had to complete fortheir
current clientele. Yet there are some sales agents making their numbers
every week and month. What are they doing differently?
11.
12. Slide 11
After the processof pre-analysis planning, I identified the performance
gaps and causes (knowledge, process,resources,motivation), by
observing a few selected agents during their scheduled shifts,including the
sales agents that made their numbers every week and month. I also
emailed each agent a time management worksheet and asked them to fill
out what they did every half hour for one day.
It was very interesting while conducting my analysis, I found out that the
real issue why these agents were not making their numbers was that they
did not know how to prioritize or schedule their day properly. The other
main issue is that they did not know how to manage interruptions.
I met with the key players regarding my analysis and offeredpossible
solutions for the targeted learner audience and came up with the best
solutions for their concerns. We concluded that training is a necessity.
Slide 12
What instructional/delivery strategy are you contemplating and why?
The instructional goal strategy that I am going to utilize is the logical
sequence. The goals that we will work on in the classroom are just
suggestedand not mandatory to be performedin order. Each agent is at a
differentleaning level and what is important to them differs. This sequence
gives them the freedomto choose what goal they want to work on first.
The delivery strategy is face-to face. I want to stimulate interaction
between the sales agents, to exchange ideas and have them ask questions
to learn from one another.
13.
14. Slide 13
Write the learning objectives forthis project?
Based on my analysis, the following are the learning objectives:
List the interruptions in your workplace / Explain why these
interruptions take your time from selling.
Practice time saving techniques for managing interruptions
Distinguish the difference betweenurgent and important
Describe how you prioritize your daily tasks and why?
Create a daily schedule based upon your priority task list
Slide 14
How will your content be structured/sequenced? Why?
The Time Management course will be sequencedin the same way that a
task is performed. Job Performance. Sales agents need to manage
interruptions and they need to know how to use their time wisely. They
need to know the difference betweenwhat is urgent and what is important
and constantly prioritize their daily schedule to meet their goals.
15.
16. Slide 15
How will you incorporate AV and activities into your projectand how will
this enhance the learning?
I will have all three learning audiences in the same classroom. Therefore,I
will be using flipcharts, case scenarios for discussion,a short video to
watch and discuss,role-playing and provide take away handouts to utilize
outside the classroom. By utilizing all activities listed, I feel that all three
learning audiences will be engaged in the learning process.
Slide 16
How will you assess the impact of your training? What metrics are you
contemplating?
Give each student a final assessmentconsisting of essay questions
on how they would manage a set of interruptions made up based on
what they learned in class. I would also give them a case scenario to
determine how they would prioritize each task (urgent vs. important)
and ask what their thought process was on why they prioritized the
scenario as they did. From each prioritized task, have them create a
daily schedule to ensure that they meet the goals intended from the
case scenario. They will have 1 ½ hours to complete the assessment.
17.
18. Slide 17
What will you do to prepare the learner and their environment for
the training up front and what will you do to reinforce it afterwards?
As stated in the beginning of my presentation, I would email all
agents a time management worksheet asking them to document
what activity they did every half hour. Afterthey complete the
worksheet, I would requestthat each sales agent email me. This
will give me a better understanding on how they utilize their time.
The following day, I would set up for them to shadow other sales
agents, so they can observe those sales agents that make their
numbers on a weekly and monthly basis.
GO TO NEXT SLIDE FOR QUESTIONS
Slide 18
That same day, I would email the sales agents and ask them to email
me back their answers to the following questions:
1. How do they prioritize their day?
2. Do they follow a schedule?
3. Do they have a goal that they have to meeteach day?
4. What will you do differently after job shadowing another agent?
GO BACK TO SLIDE 17
Each week, the Regional Managers email a scorecard of all agents’ sales
for the week. I will know every week if the sales agents are on track. I
would also get the Regional Managers on board to help them schedule
their time on a weekly basis based on what they learned in class.
19.
20. Slide 19
Conclusion – As stated in our objectives,we will learn how to manage
interruptions, know the differencebetweenurgent and important, prioritize
tasks and make a schedule.
Thank you!
Slide 20
Questions?