Remembering is hard. Forgetting is easy. Companies must train employees on policies, procedures, terminology, product knowledge, etc., and employees need to be able to recall this knowledge on the job. Employees have to complete so much training during the year that it is impossible for them to learn and retain everything that is asked of them. Training functions can unwittingly create a tsunami of content that results in almost zero retention.
This session shares research on remembering — and forgetting — and identifies techniques that foster long-term retention. It then connects these techniques to games and explains how games can help form long-term memories and business results. Sharon Boller and Steven Boller will share recent research on games and case studies that demonstrate how games can be used for learning.
In this session, you will:
Identify the potential costs of not remembering.
Gain an understanding of research-based learning principles such as spaced repetition, feedback loops and more.
Identify the connection between research-based learning methods, serious games and tangible business outcomes.
When Remembering REALLY Matters - DevLearn 2014 presentationSharon Boller
Trying to improve business results via training? One-hit wonders will sabotage your efforts. Use research-proven strategies to yield long-term retention of your training.
When developing interview questions, consider three rules of thumb: ask only for information that will serve as a basis for the hiring decision, know how the information will be used to make the decision, and do not ask for information that will not or should not be used to make hiring decisions.
Develop questions based on each major task and responsibility in the position description and on knowledge, skills, and abilities required by the position. Include problem-solving questions that allow the applicant to think creatively. Also include questions that elicit more than a “yes” or “no” response.
The following Interview Questionnaire Guide has been developed to provide hiring supervisors a resource from which to select questions that will help identify the candidate who will be most successful in a position.
Because research has shown that past behavior is predictive of future behavior, the questions are behavioral based. They will prevent a supervisor from missing important information, overlooking job motivation and organizational fit, and asking illegal, non-job-related questions. The same set of questions should be used to interview all candidates.
Learning and Business Impact: Making the Case through Metrics and AnalyticsHuman Capital Media
Proving the impact of a single learning investment is relatively easy. Answering the broader question of “What impact is L&D having on the business?” is hard. In this Spotlight webinar, Ericsson’s global head of learning measurement and analytics will share how he’s guiding assessment, evaluation and measurement strategies that provide data to help executives understand the impact of employee learning on business performance.
During this session, attendees will:
Identify ways that analytics is shaping learning measurement.
Describe components of a measurement map.
Identify the level of measurement maturity in their organization.
Improvisational Theatre Techniques Can Improve Your Discovery SkillsSalesforce Developers
Have you ever had a project where you received some nasty surprises towards the end or after a deployment? Do your users or stakeholders complain that the solution isn't meeting their needs after it's delivered? Join us as we explore how the skills learned in improvisation can benefit the discovery that shapes your system's requirements and architecture. T.K. Horeis, a long-time veteran of the Chicago Improv community and Cloud / Industry Architect at Salesforce, along with Steve Bobrowski of Customer-Centric Engineering will guide you through tips to better listening, questioning, and observation that will help you catch those gotchas earlier in your project lifecycle. This session will be coupled with a fun workshop to help you put these new skills into action.
When Remembering REALLY Matters - DevLearn 2014 presentationSharon Boller
Trying to improve business results via training? One-hit wonders will sabotage your efforts. Use research-proven strategies to yield long-term retention of your training.
When developing interview questions, consider three rules of thumb: ask only for information that will serve as a basis for the hiring decision, know how the information will be used to make the decision, and do not ask for information that will not or should not be used to make hiring decisions.
Develop questions based on each major task and responsibility in the position description and on knowledge, skills, and abilities required by the position. Include problem-solving questions that allow the applicant to think creatively. Also include questions that elicit more than a “yes” or “no” response.
The following Interview Questionnaire Guide has been developed to provide hiring supervisors a resource from which to select questions that will help identify the candidate who will be most successful in a position.
Because research has shown that past behavior is predictive of future behavior, the questions are behavioral based. They will prevent a supervisor from missing important information, overlooking job motivation and organizational fit, and asking illegal, non-job-related questions. The same set of questions should be used to interview all candidates.
Learning and Business Impact: Making the Case through Metrics and AnalyticsHuman Capital Media
Proving the impact of a single learning investment is relatively easy. Answering the broader question of “What impact is L&D having on the business?” is hard. In this Spotlight webinar, Ericsson’s global head of learning measurement and analytics will share how he’s guiding assessment, evaluation and measurement strategies that provide data to help executives understand the impact of employee learning on business performance.
During this session, attendees will:
Identify ways that analytics is shaping learning measurement.
Describe components of a measurement map.
Identify the level of measurement maturity in their organization.
Improvisational Theatre Techniques Can Improve Your Discovery SkillsSalesforce Developers
Have you ever had a project where you received some nasty surprises towards the end or after a deployment? Do your users or stakeholders complain that the solution isn't meeting their needs after it's delivered? Join us as we explore how the skills learned in improvisation can benefit the discovery that shapes your system's requirements and architecture. T.K. Horeis, a long-time veteran of the Chicago Improv community and Cloud / Industry Architect at Salesforce, along with Steve Bobrowski of Customer-Centric Engineering will guide you through tips to better listening, questioning, and observation that will help you catch those gotchas earlier in your project lifecycle. This session will be coupled with a fun workshop to help you put these new skills into action.
Final cycles overview jan 2019 with toolkitBryan Cassady
Scaling up is hard and deadly if done wrong. We would like to help you get it right.
This presentation introduces the ABCs method of innovation and provides toolkits you could use to grow fast while reducing riks
Details
A study by Startup Genome analyzed the results of 3,200 start-ups, they found that of the majority of start-ups failed. That shouldn’t come as a surprise to anyone. What is more important is they found, 70% failed because of premature or faulty scaling.
In this workshop, you learn about the ABCs method. The ABCs method is a system-based approach to growing your business. It has been proven to build ideas up to 6x faster while reducing risks 30-80%.
You aren't your target market. - UX Research BasicsAngela Obias
Originally presented in an IT Entrepreneurship Ideation class in the Ateneo de Manila University, February 2015.
Bare-bones advice on how to get minimum, but necessary, validation about the class's digital product ideas.
The Great Training Robbery – Protect Your Online Training InvestmentHuman Capital Media
Delivering learning to employees is only the first key step in improving performance. Employees have to retain the gains in knowledge and skill or the time, energy and effort that went into the program were for nothing – wasted.
The challenge for many organizations and professionals is that we focus so intently on developing employee learning resources, we overlook the importance of whether our employees retain any of what they learn. As it turns out, the combination of microlearning and the ongoing reinforcement of lessons learned is crucial to increasing the ROI of your training program.
Recent research is helping us learn more about exactly what reinforcement methods really work, and why. Understanding how to extend the learning process and shift employee training from being a series of events to being an ongoing process is vital to promoting ongoing learning in your organization and getting real behavioral results.
In this session, Dean Pichee, CEO of BizLibrary and veteran in the employee training industry, discusses microlearning, “the forgetting curve”, and methods, techniques and tools (including video) that can reverse the forgetting curve and lead directly to much higher returns on investment and result in improved performance.
You’ll leave this webinar with actionable steps to protect your training investment and increase the overall performance in your organization.
Key Learning Objectives:
Why Microlearning makes the biggest impact
Learn about the forgetting curve, and the impact it’s having on your organization
Understand the importance of post-training reinforcement and how to incorporate into your training program.
Get actionable steps to improve your ROI for employee training.
How to Get to Know Your Users by Google's former Product ManagerProduct School
The single most important thing you can do as a Product Manager is to get a solid understanding of your users. Where are they? How many? What are their personas? Why do they currently use your product?
The user/customer is the basis of any business. So, how does one get a deeper understanding of who the user/customer is?
Vikram Chatterji, former Product Manager at Google, talked about how these methods vary based on company size, type (B2B, B2C), and proximity to end users.
f you’re looking to build bigger and better ideas, you need to get feedback.
To get effective feedback you need to be able to explain your ideas clearly, really listen (listening is not just hearing!), slow down to make sure you are on the right path and most importantly be ready to kill bad ideas.
Deliverable: Do people understand the idea, what do they think of the idea, are we making progress. If there is no good hope of progress, kill the idea
In today’s dynamic business world, it is imperative to be able to react proactively to changes in the macro and micro environments with a strategy for all of your business’s investments, including their most important and largest asset, their employees. In their workforce planning efforts, C-suite leaders have to plan for critical roles and competencies that address the demand for candidates and ensure it aligns with the company’s business strategy.
Join us for the webinar, Strategic Workforce Planning: Where HR and Finance Meet, to learn how Oracle’s Strategic Workforce Planning Cloud Service (SWPCS) can help today’s HR leaders align future human capital needs with future strategic decisions of the C-suite. SWPCS provides the ability to visualize scenarios with an infinite amount of options to help determine the best approach to both tactical and strategic decisions. Learn how your organization can benefit from resource efficiency, global strategy alignment and cross-departmental collaboration through SWPCS.
What Attendees Will Learn:
The steps and best practices on how to execute Strategic Workforce Planning in your organization.
How human resources can collaborate with finance departments to align future human capital needs with future strategic decisions of the business.
How to use the tool to identify current skill gaps and forecast future workforce needs.
Examples of what-if scenarios with data and input from the HR and Finance management systems that can help prepare for the unexpected and establish action plans.
This event is co-hosted by Baker Tilly and Oracle. By clicking the ‘Register’ button, Baker Tilly and Oracle will have access to your personal information, and all may communicate with you regarding this event and their other products and services. Each party will be responsible for managing their own use of your personal information. We recommend you review the privacy policies of Baker Tilly and Oracle to address any questions you have regarding their handling of your personal information.
ADDRESSING THE SKILLS GAP BY IDENTIFYING, DEVELOPING, AND REWARDING LIFELONG ...Human Capital Media
Organizations are struggling to find skilled workers to fill jobs. Workers are struggling to stay up to speed on the skills they need to succeed in today’s labour market. Students are graduating with skills that are already obsolete. Despite this, there is massive voluntary turnover happening across industries as employees seek jobs that offer them education and growth opportunities. Businesses and educators today need to invest in workforce learning and development in order to stay relevant and prepared for a rapidly changing economy. Employers need to work with education institutions to recruit, develop, and retain lifelong learners who have the capacity and desire to upskill and reskill over the course of their careers.
In this webinar:
Explore the skills gap facing organizations today
Analyze the role of workforce and educators in solving the skills gap
Learn how to identify lifelong learners who will be able to upskill and reskill over time
Discover strategies for effectively rewarding and encouraging lifelong learning at your organization
More Related Content
Similar to When Remembering Really Matters: The Power of Serious Games for Employee Learning and Retention
Final cycles overview jan 2019 with toolkitBryan Cassady
Scaling up is hard and deadly if done wrong. We would like to help you get it right.
This presentation introduces the ABCs method of innovation and provides toolkits you could use to grow fast while reducing riks
Details
A study by Startup Genome analyzed the results of 3,200 start-ups, they found that of the majority of start-ups failed. That shouldn’t come as a surprise to anyone. What is more important is they found, 70% failed because of premature or faulty scaling.
In this workshop, you learn about the ABCs method. The ABCs method is a system-based approach to growing your business. It has been proven to build ideas up to 6x faster while reducing risks 30-80%.
You aren't your target market. - UX Research BasicsAngela Obias
Originally presented in an IT Entrepreneurship Ideation class in the Ateneo de Manila University, February 2015.
Bare-bones advice on how to get minimum, but necessary, validation about the class's digital product ideas.
The Great Training Robbery – Protect Your Online Training InvestmentHuman Capital Media
Delivering learning to employees is only the first key step in improving performance. Employees have to retain the gains in knowledge and skill or the time, energy and effort that went into the program were for nothing – wasted.
The challenge for many organizations and professionals is that we focus so intently on developing employee learning resources, we overlook the importance of whether our employees retain any of what they learn. As it turns out, the combination of microlearning and the ongoing reinforcement of lessons learned is crucial to increasing the ROI of your training program.
Recent research is helping us learn more about exactly what reinforcement methods really work, and why. Understanding how to extend the learning process and shift employee training from being a series of events to being an ongoing process is vital to promoting ongoing learning in your organization and getting real behavioral results.
In this session, Dean Pichee, CEO of BizLibrary and veteran in the employee training industry, discusses microlearning, “the forgetting curve”, and methods, techniques and tools (including video) that can reverse the forgetting curve and lead directly to much higher returns on investment and result in improved performance.
You’ll leave this webinar with actionable steps to protect your training investment and increase the overall performance in your organization.
Key Learning Objectives:
Why Microlearning makes the biggest impact
Learn about the forgetting curve, and the impact it’s having on your organization
Understand the importance of post-training reinforcement and how to incorporate into your training program.
Get actionable steps to improve your ROI for employee training.
How to Get to Know Your Users by Google's former Product ManagerProduct School
The single most important thing you can do as a Product Manager is to get a solid understanding of your users. Where are they? How many? What are their personas? Why do they currently use your product?
The user/customer is the basis of any business. So, how does one get a deeper understanding of who the user/customer is?
Vikram Chatterji, former Product Manager at Google, talked about how these methods vary based on company size, type (B2B, B2C), and proximity to end users.
f you’re looking to build bigger and better ideas, you need to get feedback.
To get effective feedback you need to be able to explain your ideas clearly, really listen (listening is not just hearing!), slow down to make sure you are on the right path and most importantly be ready to kill bad ideas.
Deliverable: Do people understand the idea, what do they think of the idea, are we making progress. If there is no good hope of progress, kill the idea
In today’s dynamic business world, it is imperative to be able to react proactively to changes in the macro and micro environments with a strategy for all of your business’s investments, including their most important and largest asset, their employees. In their workforce planning efforts, C-suite leaders have to plan for critical roles and competencies that address the demand for candidates and ensure it aligns with the company’s business strategy.
Join us for the webinar, Strategic Workforce Planning: Where HR and Finance Meet, to learn how Oracle’s Strategic Workforce Planning Cloud Service (SWPCS) can help today’s HR leaders align future human capital needs with future strategic decisions of the C-suite. SWPCS provides the ability to visualize scenarios with an infinite amount of options to help determine the best approach to both tactical and strategic decisions. Learn how your organization can benefit from resource efficiency, global strategy alignment and cross-departmental collaboration through SWPCS.
What Attendees Will Learn:
The steps and best practices on how to execute Strategic Workforce Planning in your organization.
How human resources can collaborate with finance departments to align future human capital needs with future strategic decisions of the business.
How to use the tool to identify current skill gaps and forecast future workforce needs.
Examples of what-if scenarios with data and input from the HR and Finance management systems that can help prepare for the unexpected and establish action plans.
This event is co-hosted by Baker Tilly and Oracle. By clicking the ‘Register’ button, Baker Tilly and Oracle will have access to your personal information, and all may communicate with you regarding this event and their other products and services. Each party will be responsible for managing their own use of your personal information. We recommend you review the privacy policies of Baker Tilly and Oracle to address any questions you have regarding their handling of your personal information.
ADDRESSING THE SKILLS GAP BY IDENTIFYING, DEVELOPING, AND REWARDING LIFELONG ...Human Capital Media
Organizations are struggling to find skilled workers to fill jobs. Workers are struggling to stay up to speed on the skills they need to succeed in today’s labour market. Students are graduating with skills that are already obsolete. Despite this, there is massive voluntary turnover happening across industries as employees seek jobs that offer them education and growth opportunities. Businesses and educators today need to invest in workforce learning and development in order to stay relevant and prepared for a rapidly changing economy. Employers need to work with education institutions to recruit, develop, and retain lifelong learners who have the capacity and desire to upskill and reskill over the course of their careers.
In this webinar:
Explore the skills gap facing organizations today
Analyze the role of workforce and educators in solving the skills gap
Learn how to identify lifelong learners who will be able to upskill and reskill over time
Discover strategies for effectively rewarding and encouraging lifelong learning at your organization
What drives employee engagement across the globe? What can you do to meaningfully improve employee experience in your organization? Join Qualtrics Employee Experience Consultant Yesenia Cancel for a deep-dive into the 2020 Global Employee Experience Trends, a comprehensive study of 13K+ workers across 13 geographies. Through a mix of data insights and case studies, Yesenia will highlight insights to drive your people strategy in 2020 and beyond.
Learning objectives:
Deep dive into 3 key trends that can impact your people strategy in 2020
Hear how other HR leaders are gathering and acting on employee feedback
Learn proven strategies for empowering managers to act on employee feedback
2020 is the year that accelerates HR’s focus on supporting the changing nature of work. We see the convergence of trends in people analytics, employee experience and the race to embrace digital strategies in every industry. Nobody disputes that the future of work is being shaped by what many call the Fourth Industrial Revolution.
Join Paul Rubenstein, Chief People Officer, Visier and Ravin Jesuthasan, Author and Managing Director, Willis Tower Watson as they explore the role that HR leaders will play in supporting business and talent outcomes.
We will dive into the new expectations of HR’s capabilities around technology and people science and examine practical insights drawn from Willis Towers Watson’s new white paper HR4.0: Shaping People Strategies in the Fourth Industrial Revolution. This will include a discussion of case studies and experiments from organizations who are breaking new ground in the use of analytics, assessment science, talent management techniques and other practices as their HR functions shift from being stewards of employment to being stewards of work.
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?Human Capital Media
Leadership development today is not delivering on board level expectations and research shows there are issues in developing leaders just-in-time and in a consistent and cost-effective way. There’s a growing need for organizations to completely rethink how they develop their leaders. This session will demonstrate how leadership development can deliver on its promise and how you can tune your LD-strategy and offer tomorrow’s needs.
The learning objectives for this interactive session are:
Understand the current state of leadership development in organizations
Explore the reasons why LD often fails today
Provide a leadership development framework to enable performance for all leader
Review key metrics and enablers for leadership development
MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNEDHuman Capital Media
The ‘Measuring the Business Impact of Learning’ benchmarking survey, conducted by LEO Learning and Watershed (on behalf of Learning Technologies Group) is entering its fourth year. With the survey launching on November 1st and closing on December 13th, LEO Learning and Watershed are holding a webinar to reflect on the results so far, plus discuss how organizations they’re working with have overcome the barriers in measurement planning and implementation. The insights are drawn from their group experience working with a range of clients in this field and should be valuable for anyone who wants to get going in learning analytics and sustainable business impact assessment.
Join your hosts as they cover the state of the world of measurement, and you’ll receive:
An understanding of how well-known organizations have overcome the barriers in measurement planning and implementation.
Real-world examples of how to get management buy-in, designing for data, building data ecosystems, implementing a learning analytics strategy and more.
The opportunity to take this years ‘Measuring the Business Impact of Learning’ survey, and see the results coming in live!
EMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENTHuman Capital Media
Learning and development is critical to an organization, if you don't help the workforce learn and grow in their jobs and their roles, they're not going to be engaged in their positions. Join Ryan Rippy, Talent Management System Administrator at Trustmark Bank as he discusses the challenges of taking a manual process and automating it to achieve business goals and track performance across roles - using succession planning to create a talent pipeline for key positions and developing all associates along their journey.
By the conclusion of the webinar, you’ll leave with:
Ways to help your workforce be engaged in their jobs and be engaged as employees
The benefits a succession plan has to your organization and your employees
Effective LMS strategies to integrate talent modules
View successful metrics and how it begins with onboarding through performance management and into development
STRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENTHuman Capital Media
How do you know if your learning program is really working?
Proper course tracking and sharing of learning data can help organizations develop best practices for how organizations measure the impact of learning. When historically, tools and systems haven’t made it easy to access and correlate data in order to measure, finding the right combination of strategy and technology can help optimize learning results to increase performance and impact business outcomes across the entire organization.
In this webinar you will learn about:
Best practices for measuring and optimizing learning programs.
Learning tools that improve workflow efficiency.
Expanding L&D value across the enterprise to drive results.
In this age of digital transformation, the speed of business propels at breakneck pace. Thirty years ago, companies moved much slower, akin to a Class-II whitewater rapid. The executives at the helm of the lead boat negotiated the rapids dragging everyone else behind in another boat. Support functions and many individuals definitely didn’t have a place in the lead boat, but it didn’t matter much, as the convoy still succeeded moving at a manageable pace.
But today, companies demand agility, responsiveness, and foresight as they traverse dangerous Class-VI rapids. Insufficient or ineffective communication fostered or hindered by Relevancy of individuals and Teams across all disciplines leaves your organization perched precariously on the edge of a major crisis, potentially provoking financial catastrophe, deteriorating customer loyalty, and brand presence.
Damage comes in more insidious forms as well, including the repercussions of ineffective production and communication, or the cancer of a toxic organizational culture. Despite these treacherous waters, we are still often not asked to be part of the lead boat. Pat Bodin, the best-selling author of Get in the Boat: A Journey to Relevance, will discuss organizational relevance and actionable items to give you the opportunity to earn a seat in the lead boat.
Impacts of Organizational Relevance include:
For the Individual:
Elevates their awareness of the needs of all groups within the organization
Broadens their visibility to the core operations in support of its’ needs
Creates improved job satisfaction and belonging
For the Organization:
Strengthens the working relationships across all disciplines and improves retention
Fosters Talent Development
Drives performance through common focus between individuals and groups
THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLDHuman Capital Media
A volatile, uncertain, complex, ambiguous (VUCA) workplace requires a distinct set of leadership competencies: non-hierarchical influence, the ability to rapidly align across functions, creativity for drawing insights across domains, and most of all, “empathy,” the linchpin leadership skill in the modern workplace. Empathy allows us to imagine the world from different perspectives, unite across functions, generations, regions. Join Melissa Lanier of T-Mobile to learn about “The Agility Shift,” an award-winning leader development offering designed to equip people managers to thrive in an uncertain, complex, and ambiguous environment. The program, which will utilize cutting-edge virtual simulation technology, is designed to help leaders respond quickly and increase resilience by immersively preparing them for stressful encounters. Impact is measured on an individual, function and business level. Collectively, managers report learning how to “avoid tunnel vision,” "think on their feet," “respond rather than react” and embrace a positive mindset.
FUTUREPROOF YOUR ORGANIZATION: SUCCESSION PLANNING IN THE SKILLS ECONOMYHuman Capital Media
According to Bersin by Deloitte, only 33% of millennials believe their organizations are using their skills well, and 42% say they are likely to leave because they are not learning fast enough. Developing new knowledge, new skills and new abilities is critical to futureproofing your organization’s evolving talent needs. Additionally, assessing the abilities of your talent is essential to understanding the profiles of your employees and ensuring the right role is filled with the right ability. Whether employees need development or have mastered success, understanding the skill profile of your talent is critical to futureproof organizational growth and innovation. This session explores ways to fine-tune your talent’s abilities to perform their job duties as well as future ones.
Attendees of this presentation will have a clear understanding of:
Methods to assess the skills and abilities of your talent to ensure the right role is filled with the right employee.
Ways to incorporate development, skills assessments and succession planning into employee performance conversations.
How to create now the company culture you want to be then.
Many companies seem to have fallen victim to the ominous skills gap – but only because they’ve found it’s easier to place blame somewhere than to look at what they can do to fix it. If you’re struggling to find qualified candidates, you might need to take a deeper look at your organization and ask some pointed questions. Are there areas of the recruiting process that are lending to skill gaps? Have you done a formal assessment to uncover skill gaps? Are you using modern learning methods to bridge gaps by upskilling your current workforce?
Join Katie Miller from BizLibrary as we re-evaluate potential root causes of your organization’s skill gaps and discuss what can be done to fill them efficiently.
In this webinar, you’ll learn:
The factors that could be contributing to your skill gaps, and how to find and address the root causes
How to re-evaluate what a “qualified candidate” is in order to create more relevant and realistic talent expectations
How to start uncovering your organization’s skill gaps with a formal assessment
How to use modern training methods to bridge skill gaps by upskilling your workforce
Behind every successful organization is a great team of leaders. But despite billions of dollars spent each year on leadership development programs most companies are still failing their next generation of emerging leaders. In fact, according to Gallup, 50% of attrition is due to poor managers––which makes that the biggest driver of employee disengagement.
So why are leadership development programs failing? And how can we fix it?
Join us for a live webinar where we discuss reasons these programs fail and how to keep your leadership development on track. We’ll explore:
How to identify who should be a leader in the first place
The big, pervasive problem with leadership development
What to do with great employees who might not be cut out for management
The best traits to bring out of your emerging leaders
And more!
Design Thinking is getting a lot of attention today, for many reasons. Innovation is the key to reinvention, which is the goal of organization’s who are looking to future-proof and define themselves as leaders in the Experience Economy. Join Kristin Shackleford for a practical discussion to review the core principles of Design Thinking, and walk away with insight around:
Why it’s important
Who should participate
How to create a culture of Design Thinking
Practical ways to get started driving creativity and innovation that will make a difference to your customers and within your organization
REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019Human Capital Media
Traditional L&D isn’t obsolete, but it has become outdated. That’s why we collected data from nearly 800 workers, managers, and leaders from around the globe to gain some insights into where L&D and talent leaders can be more effective. The survey says…..L&D is falling short for the modern workforce. In fact, our respondents gave their employers an overall Net Promoter Score of -25 on their learning and development strategies. But many business leaders know this already. What they don’t know is how to fix it. The good news is that employees still love learning and they’re looking for organizational guidance. By honing in on the data and insights that impact how people — and companies — learn, you can make smarter investments in your most valuable assets: the skills of your people. Lucky for you, this event also includes a quick case study from Booking.com on how they are making this data come to life in their organization.
Register for this webinar to learn:
The difference between learning and acquiring new skills
How to apply hard metrics to your L&D strategy
How to align your employees’ learning goals with those of your larger company
How Polaris is putting the insights from the research to work at their organization
HIRING & FIRING AROUND THE WORLD: AVOID LEGAL TRIPWIRES IN THE TOP COUNTRIES ...Human Capital Media
The war for talent is heating up and businesses are smart to consider qualified, passionate candidates from around the world.
That said, hiring and firing in countries other than the U.S. comes with interesting (and often surprising) challenges.
In the U.S., companies can hire quickly as business entities are already established. They can fire quickly as well, so long as the reason isn’t illegal.
What many executive teams overlook is that this efficiency isn’t the same when expanding and adding team members globally. Internationally, hiring without setting up a subsidiary is impossible. And the concept of at-will employment, where companies can let go of employees at any time, does not exist.
What does this mean for your international expansion plans and your business? What would normally be an uneventful employment action or termination in the U.S. could blindside your company in an international context.
Navigating the intricacies of country-specific labor laws can feel like a minefield of potential legal exposure, expensive litigation, and costly payouts. It’s critical to be prepared before you make the first international hire.
In this webinar, you’ll learn:
3 things every HR lead needs to know when it’s time to hire globally
Surprising facts about employment law and benefits packages in EMEA, APAC and more
What U.S.-based HR teams need to know about the termination process in key expansion countries (and real stories from international HR specialists on the ground)
INNOVATION GENERATION: THE BIG HR TECH DISCONNECT WEBINARHuman Capital Media
Register for the webinar to hear:
From VP Proposition and Client solutions, Matthew Jackson about how organizations are driving the change needed for a competitive advantage.
Stephen Migliaccio, Director Global Provider Automation, share his thoughts on how HR technology and provider automation create a globally consistent employee experience.
James Knight, SVP Data and Analytics on how data and analytics is powering the future of HR.
Dont wait what 300 ld leaders have learned about building data fluencyHuman Capital Media
Data science and AI are impacting many industries globally, from healthcare and government to agriculture and finance. Everybody needs to be able to work with data the way everybody needed to start using email 20 years ago. As we wrote in Harvard Business Review, “Very few companies expect only professional writers to know how to write. So why ask only professional data scientists to understand and analyze data, at least at a basic level?”
But what value can data fluency actually add, what are best practices to build it into your organization, and what are the biggest challenges that businesses encounter in data-driven transformations?
To answer these questions and more, we conducted a survey of over 300 Learning and Development leaders from diverse industries including healthcare, technology, consumer goods, government, and finance. Join this webinar with Dr. Hugo Bowne-Anderson, a data scientist and educator at DataCamp, to find out what we discovered and what 300 L&D leaders have learned about building data fluency.
Learning Objectives:
What value can data fluency actually add?
What are the best practices to build data fluency in your organization?
What are the biggest challenges that businesses encounter in data-driven transformations?
As businesses become more technological (AI and robotics), there is a challenge and opportunity to, paradoxically, make them more human. The Business Roundtable talked about the importance of human stakeholders over just profit — but how close are we? Are those nice words? What would it take to make business and change more human? As a change, ethics and leadership expert with 40 years of experience, Paul Gibbons will talk us through conclusions from his new book “IMPACT.”
LEARNING OBJECTIVES:
1) Is the Fourth Industrial Revolution really "a thing?” What is it and what makes our time special?
2) What are the human implications of new technologies? Who will benefit? What is the potential harm?
3) What can workplaces and leaders do to equip themselves for these workplace transformations (future of work)?
Courage (noun): the mental or moral strength to venture, persevere, and withstand danger, fear, or difficulty. Author Ryan Berman has devoted the past three years interviewing many of the most courageous people and leaders on the planet. Through this experience, he learned that the companies that win share courageousness as a trait. Berman unveils how every brand can unlock courage in their people, leaders or culture. This presentation culminates with ways for the audience to take action today to transform from a Coward Brand or Stasis Brand into a Courage Brand.
After this discussion you’ll be able to:
Build a culture of empowered, courageous behavior and experimentation.
Utilize a modern day, step-by-step framework to becoming a Courage Brand.
Overcome the clarity epidemic we currently find ourselves in.
Create true conviction and healthy retention with your best people.
When Remembering Really Matters: The Power of Serious Games for Employee Learning and Retention
1. #CLOwebinar
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When Remembering Really Matters: The
Power of Serious Games for Employee
Learning and Retention
2. #CLOwebinar
Speakers: Sharon Boller
President, Chief Product Officer
Bottom-Line Performance Inc.
Steven Boller
Marketing Director
Bottom-Line Performance Inc.
Moderator: Sarah Sipek
Associate Editor
Chief Learning Officer magazine
When Remembering Really Matters: The
Power of Serious Games for Employee
Learning and Retention
3. #CLOwebinar
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Frequently Asked Questions
9. #CLOwebinar
Sharon Boller
President, Chief Product Officer
Bottom-Line Performance Inc.
When Remembering Really Matters: The
Power of Serious Games for Employee
Learning and Retention
Steven Boller
Marketing Director
Bottom-Line Performance Inc.
11. Who we are?
Stay till the end: One lucky winner
will receive a Knowledge Guru
“Single-Event” subscription package
for 50 users!
12. What we will talk about….
How easy it is to
forget; how hard it is
to remember.
13. What we will talk about….
How easy it is to
forget; how hard it is
to remember.
The business cost to
organizations of
forgetting
14. What we will talk about….
How easy it is to
forget; how hard it is
to remember.
The business cost to
organizations of
forgetting
The power games
have in helping us
remember – and
why.
15. What we will talk about….
How easy it is to
forget; how hard it is
to remember.
The business cost to
organizations of
forgetting
The power games
have in helping us
remember – and
why.
Four strategies for
learning; four more
for remembering.
16. Let’s start with two short exercises.
1 x 12 =____
2 x 12 =____
3 x 12 =____
4 x 12 =____
5 x 12= ____
6 x 12= ____
7 x 12= ____
8 x 12= ____
9 x 12= ____
10 x 12 =____
11 x 12 =____
12 x 12 =____
#1: Times Tables: Type “Yes” in the chat if
you feel VERY CONFIDENT that you could
answer this set of multiplication problems
without pausing.
17. What year did the Civil War begin?
#2 - History: Answer these sentences by typing in the chat window.
Please type “don’t know” if you don’t know the answer.
18. Where did Robert E. Lee surrender, ending the Civil
War?
What year did the Civil War start?
Answer these sentences by typing in the chat window.
19. On what date did Abraham Lincoln deliver the
Gettysburg address?
Where did Robert E. Lee surrender, ending the Civil War.
The Civil War started in ______.
Answer these sentences by typing in the chat window.
22. But what about remembering in the
workplace…and when it REALLY matters:
You are a customer support engineer for a
medical device company. You train lab
technicians how to operate and troubleshoot the
$250,000 piece of machinery their hospital
purchased from your company.
23. Will the hospital be okay if its lab techs have to find/locate
info on using the equipment – or does the hospital expect
lab techs to know common procedures “cold?”
But what about remembering in the
workplace…and when it REALLY matters:
You are a customer support engineer for a
medical device company. You train lab
technicians how to operate and troubleshoot the
$250,000 piece of machinery their hospital
purchased from your company.
24. Remembering in the Workplace
You are a rep in a sales meeting. Your
customer just shared her needs, and she
wants a response. You need to mentally think
through your company’s eight product lines,
select the RIGHT ONE, and then share the
appropriate product benefits and features.
She’s waiting….
25. Remembering in the Workplace
You are a rep in a sales meeting. Your
customer just shared her needs, and she
wants a response. You need to mentally think
through your company’s eight product lines,
select the RIGHT ONE, and then share the
appropriate product benefits and features.
She’s waiting….
Can you Google that? How long will she wait while you
find/locate info? Or…does she expect you to formulate a
fairly immediate response based on what you ALREADY
KNOW AND CAN RECALL?
26. Remembering in the Workplace
You are a “skip tracer.” Your job is to recover cars
if their owners have defaulted on a loan. There’s a
lot of defaults, and the skip tracing process
contains numerous steps!
27. Remembering in the Workplace
How efficient will you be at doing your job if you are
constantly finding/locating? What’s okay to look up…and
what do you simply need to know and know how to do from
memory?
What assets go unrecovered if you are slow at the job?
You are a “skip tracer.” Your job is to recover cars
if their owners have defaulted on a loan. There’s a
lot of defaults, and the skip tracing process
contains numerous steps!
28. People need to remember lots of stuff in
the workplace…
Product
knowledge
29. People need to remember lots of stuff in
the workplace…
Product
knowledge
Industry facts
30. People need to remember lots of stuff in
the workplace…
Product
knowledge
Industry facts
Policies and
procedures
31. People need to remember lots of stuff in
the workplace…
Product
knowledge
Industry facts
Policies and
procedures
Research data
32. People need to remember lots of stuff in
the workplace…
Product
knowledge
Industry facts
Policies and
procedures
Research data
Sales messages
33. What are we spending to train?
ATD (formerly ASTD)’s State of the Industry Report says
that companies spent $164 BILLION on training. What
did that “investment” net the companies in terms of….
Time saved…or
not wasted in
the first place?
Money
saved…or
money gained?
People producing more,
producing faster, producing
more accurately or feeling
less stressed?
39. Four Strategies to Use
① Provide frequent, spaced intervals of learning
instead of unrepeated waves.
② Provide multiple repetitions.
③ Provide immediate feedback for mistakes, and
make sure learners get it right before moving
forward.
④ Use stories to drive the learning experience.
40. What we mean by spaced intervals
Good: Micro
Spacing
Best: Macro
Spacing
Single Session
Single Session
Single Session
or
Day 1
Day 8
Day 16
41. Reading the research on spacing….
Spaced Repetition in the New York Times:http://www.theknowledgeguru.com/spaced-
repetition-featured-new-york-times/
Learning Research by Annie Murphy Paul: Distributed Practice and Spaced
Repetitionhttp://www.theknowledgeguru.com/learning-research-annie-murphy-paul-distributed-
practice-repetition/
Spaced Repetition: What Research tells us by Dr. Karl Kapp:
http://www.theknowledgeguru.com/spaced-retrieval-retrieval-practice-knowledge-guru-
research-tells-us/
Learning vs. Retrieval UCLA Bjork Learning and Forgetting Lab:
http://bjorklab.psych.ucla.edu/research.html
43. Where do serious games fit in? And
what do we even mean by “game?”
44. Where do serious games fit in? And
what do we even mean by “game?”
An activity that has an explicit goal or challenge, rules that guide
achievement of the goal, interactivity with either other players or the
game environment (or both), and feedback mechanisms that give
clear cues as to how well or poorly you are performing. It results in a
quantifiable outcome (you win/you lose, you hit the target, etc).
Usually generates an emotional reaction in players.
45. “Remembering”
Element
Game Elements that Match
Spacing Levels of play, turn-based mechanic
Repetition Replayability, levels, scenarios
Immediate Feedback Rewards and consequences
Stories/themes
Depends on whether story is even a
component. Themes typically ARE part of
a game.
LINKING GAMES TO Remembering
46. What’s Required to Learn?
Motivation Relevant Practice
Specific, timely feedback Ability to retrieve later
47. Learning Element Game Elements that Match
Motivation
Game goals, PBLs, levels, flow, the “fun,”
rewards and consequences
Relevant practice
Game goal & what people have to do to
achieve it, game rules, story, challenges.
Feedback Consequences, rewards gained or lost
Retrieval later
Repetition
Spaced learning
Relevant practice
LINKING GAMES TO LEARNING
52. Business Results
Quicker pipeline built: “Of all the launches done in the two
years previous to the MobileConnect launch, the sales team
built one of the quickest pipelines for this product.”
Dramatic increase in first-call support resolution.
Greatly increased contract values.
67. Get Ready to
Connect
completed 2-
3 weeks prior
to instructor-
led training.
Coach to
Connect for
launch country
representatives
to prepare them
to teach the
Make the
Connection
instructor-led
training.
Make the
Connection
instructor-led
training for sales
representatives 2-3
weeks prior to
product launch.
Boost the
Connection
and follow up
for up to 3-6
mos following
training and
product launch
Global Launch Training
Spacing and Repetition
92. Example - Immediate Feedback
“The premise of a feedback
loop is simple: Provide
people with information
about their actions in real
time, then give them a
chance to change those
actions, pushing them toward
better behaviors.”
Wired Magazine, (6/19/2011)
97. Example - Retrieve it later (on the job)
“We use the Knowledge Guru platform across several modules in our
Cisco Sales Associate Program. Before they can work with customers,
new associates must obtain a deep knowledge of our architectures and
technologies. Knowledge Guru is essential to reinforcing this technical
knowledge, and participants have rated Knowledge Guru highly as a
learning tool that helped them achieve their certification. Most
importantly, the spaced repetition built in to Knowledge Guru is critical
to helping new associates retain this foundational knowledge when they
begin working with customers.”
Marsha Connor
Senior Manager, Business Developer
Cisco Systems, inc.
98. Example - Retrieve it later (on the job)
Rated use of repetition 4.93 out of 5 in
terms of the value it provided in building
long-term memory.
99. Example - Retrieve it later (on the job)
Rated game 4.93 out of 5 in terms of its
value as a learning experience
Players averaged 3.5 hours of play.
100.
101. Knowledge Guru
Platform for building serious games.
Uses science of learning and remembering to increase retention.
Fast and efficient to produce.
No game design knowledge required.
105. #CLOwebinar
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