Overview
This webinar starts by presenting the challenge the learning leaders face, which includes:
Learning is a process, not an event
The next part of the webinar describes how to use systems, processes, and templates to streamline training development while reducing time and cost. This includes looking at training models, theories, and paradigms to select the ones that fit the organization’s learning principles. This includes considering things like ADDIE, AGILE, or Learning Paths. This includes looking at all of the deliverables of a training department and creating standardized templates for each. This also includes establishing the tools for elearning development, knowledge management, and a learning management system.
Finally, the webinar considers how to work with the other parts of the organization, including working with upper management. Again this involves building credibility, and respect has the learning experts. It also looks at adding into training development change management techniques that build consensus and support. This is wrapped up by discussing how to measure and report results.
Why you should Attend
Training and development leaders need to take a greater strategic role in driving business results and preparing the workforce of the future. Organizations often lack the leadership, systems and processes to make real, positive change. Training can be an afterthought and resides at lower levels. This webinar will show you how to take the next step to become a true learning leader.
A learning leader who wants to create a dynamic learning organization needs to step up to a leadership role. This means establishing yourself as a trusted advisor or expert on driving performance through learning. Most organizations have no shortage of content experts. Their knowledge and experience should be respected and utilized. But they are not expert in how people learn or the best way to develop training. The business is responsible for providing the content or the 'what' of training. The learning leader needs to take ownership of “how” training is developed, done, and assessed.
Taking ownership of the learning process can be a significant challenge. You have to establish your credibility; you have to prove to others that you are a learning expert. Line managers, department heads, and executives assume that because they are content experts and give lots of PowerPoint presentations, they know how to teach. You have to prove to them that making even a great presentation is a very long way from effectively training leaders, getting new employees up to speed, or ensuring high-quality customer service.
Areas Covered in the Session
Who Will Benefit
This webinar starts by presenting the challenge the learning leaders face, which includes:
- Establishing the learning organization as a strategic partner rather than merely responding to request for training
- Assuming a leadership role as the learning expert in the organization by establishing a core set of learning principles
- Installing systems, processes and templates that deliver effective, low-cost training that transfers to the job
- The webinar then looks at how to establish and implement a core set of learning principles. A learning principle is defined as what the leader believes is absolutely true about how people learn. Examples of learning principles include:
Learning is a process, not an event
- Knowing and doing are not the same
- Training should by design not by accident
- These principles then shape how all training is designed and implemented by staff, subject matter experts, and vendors. Detailed examples are provided on how learning principles shape the learning organization.
The next part of the webinar describes how to use systems, processes, and templates to streamline training development while reducing time and cost. This includes looking at training models, theories, and paradigms to select the ones that fit the organization’s learning principles. This includes considering things like ADDIE, AGILE, or Learning Paths. This includes looking at all of the deliverables of a training department and creating standardized templates for each. This also includes establishing the tools for elearning development, knowledge management, and a learning management system.
Finally, the webinar considers how to work with the other parts of the organization, including working with upper management. Again this involves building credibility, and respect has the learning experts. It also looks at adding into training development change management techniques that build consensus and support. This is wrapped up by discussing how to measure and report results.
Why you should Attend
Training and development leaders need to take a greater strategic role in driving business results and preparing the workforce of the future. Organizations often lack the leadership, systems and processes to make real, positive change. Training can be an afterthought and resides at lower levels. This webinar will show you how to take the next step to become a true learning leader.
A learning leader who wants to create a dynamic learning organization needs to step up to a leadership role. This means establishing yourself as a trusted advisor or expert on driving performance through learning. Most organizations have no shortage of content experts. Their knowledge and experience should be respected and utilized. But they are not expert in how people learn or the best way to develop training. The business is responsible for providing the content or the 'what' of training. The learning leader needs to take ownership of “how” training is developed, done, and assessed.
Taking ownership of the learning process can be a significant challenge. You have to establish your credibility; you have to prove to others that you are a learning expert. Line managers, department heads, and executives assume that because they are content experts and give lots of PowerPoint presentations, they know how to teach. You have to prove to them that making even a great presentation is a very long way from effectively training leaders, getting new employees up to speed, or ensuring high-quality customer service.
Areas Covered in the Session
- The Leadership Challenge
- Establishing Your Credibility as a Learning Leader
- Leading Through Learning Principles
- Managing Learning Systems and Processes
- Capturing Organizational Knowledge and Turning It Into Training
- Developing Templates that Save Time and Money
- Working with Senior Executive to Move from Order Taker to Strategic Partner
Who Will Benefit
- Training Managers and Directors
- Human Resources Managers and Directors
- Instructional Designers
- Chief Learning Officers
- Learning Consultants
Speaker
Steven Rosenbaum For more than 30 years, he has led successful Learning Paths initiatives for major corporations in manufacturing, sales, healthcare, customer service, finance, and leadership. He has developed and trained a network of Learning Path consultants and partners in the U.S. And internationally.Who Should Attend
- Training Managers and Directors
- Human Resources Managers and Directors
- Instructional Designers
- Chief Learning Officers
- Learning Consultants
