Certificate Programs ASTD Certificate Programs offer an in depth

Certificate Programs ASTD Certificate Programs offer an in-depth concentration on topics important to you and your career. Presenters are expert practitioners whose work enables them to relate their research and theory to your on-the-job situation. The programs’ content is based on the ASTD Competency Study and helps you prepare to obtain the Certified Professional in Learning and Performance (CPLP) credential. Business Academy Certificate Program Understanding Business Drivers Thursday – Saturday 8:30 a.m. – 5:00 p.m. Room A 401 Facilitators: Faculty from Lake Forest Graduate School of Management The Learning Professional’s MBA: ASTD presents a unique course designed to develop deeper knowledge in business core competencies. Enhance your workplace value and credibility by focusing on key business drivers: strategic planning, financial management, and marketing. The results will be greater alignment of training with business strategies and greater personal impact on business results. NEW! Advanced E-Learning Instructional Design Certificate Program Friday – Saturday 8:30 a.m. – 4:30 p.m. Room B 316 Facilitator: Michael Allen, Allen Interactions This certificate program redirects and narrows the focus of instructional design to those things that matter most in creating successful e-learning: effective ways to design meaningful, memorable, and motivational experiences, while blending in successful behavioral change principles. NEW! Career Planning and Talent Management Certificate Program Friday – Saturday 8:30 a.m. – 4:30 p.m. Room B 211 Facilitator: Marcia Bennett Riley, Riley & Associates Career planning and talent management are key functions of the learning and performance professional. Participants of this program will learn how to ensure that employees have the right skills to meet the strategic challenges of the organization; align individual career planning and organization talent management processes to achieve an optimal match between individual and organizational needs; and promote individual growth and organizational renewal. NEW! Building Deeper Relationships Certificate Program Friday – Saturday 8:30 a.m. – 4:30 p.m. Room B 215 Facilitator: Tami L. Conner, FerrazziGreenlight You can’t get there alone! The process of building and sustaining relationships is vital to creating growth in any organization as well as to your own career success. This new workshop, developed in partnership with FerrazziGreenlight, shows how to transform instinctive behaviors that inhibit success into positive, conscious choices. NEW! Coaching Certificate Program Friday – Saturday 8:30 a.m. – 4:30 p.m. Room B 207 & B 208 Facilitators: Virginia Bianco-Mathis,Lisa Nabors, Strategic Performance Group This two-day workshop demonstrates the functions of a successful learning professional in the role of coach. You’ll learn how to use an interactive process to help individuals and organizations develop more rapidly and produce more satisfying results, and how to improve others’ ability to set goals, take actions, make better decisions, and make full use of their natural strengths. 41 Certificate Programs CPLP Prep Workshop Friday – Saturday 8:30 a.m. – 4:30 p.m. Room B 203 Facilitator: John Cox, CPLP, Consultant Focuses on what you need to know to pursue your Certified Professional in Learning and Performance™ (CPLP) credential. Facilitating Organizational Change Certificate Program Friday – Saturday 8:30 a.m. – 4:30 p.m. Room B 212 & B 405 Facilitators: Elaine Biech, ebb Associates inc; Sharon Lieder, Lieder Consulting Group Key roles of the learning professional are to lead, manage, and facilitate change within organizations. Learning professionals establish sponsorship and ownership for change, help clients contract for change and clarify expectations, conduct diagnostic assessments and design requirements for future states, and provide feedback and build support for change. Facilitating change is more critical now than ever as organizations are affected by uncertain economic conditions and are driven to improve efficiency, productivity, and service quality while controlling costs. Designing Learning Certificate Program Thursday – Saturday 8:30 a.m. – 5:00 p.m. Room B 312 & B 314 Facilitators: Lorimer Fauntleroy, Pinnacle Performance Partners; Donald Ford, Training Education Management, LLC Developed for participants new to instructional design, this is the complete foundation workshop for designing outcome-based training, giving participants a competitive advantage when creating programs. The workshop follows a human performance improvement approach to designing learning and includes practice in needs assessment, job/ task analysis, and course design using templates exclusive to ASTD. Human Performance Improvement in the Workplace Certificate Program Thursday – Saturday 8:30 a.m. – 4:30 p.m. Room B 304 & B 305 Facilitators: Ethan Sanders, Sundial Learning Systems; Steve Constantin Learn how to use the HPI process to help your clients articulate their business goals, link these goals to human performance, understand the current state of performance in the organization, find the root causes for performance deficiencies, implement solutions, and evaluate the results. You will also glimpse what it feels like to do performance consulting and what it takes to manage the change that accompanies interventions. E-Learning Instructional Design Certificate Program Friday – Saturday 8:30 a.m. – 4:30 p.m. Room B 313 Facilitators: Edmond Manning, Carla Torgerson, Allen Interactions This two-day class reinvents instructional design common wisdom with fresh e-learning examples from real clients using real budgets, focusing on making your instructional design approach better than most who create e-learning. This is not a tools class. The focus is on skillfully meeting instructional design challenges in any industry. 42 Certificate Programs Analyzing Human Performance Certificate Program Thursday – Saturday 8:30 a.m. – 4:30 p.m. Room B 308 Facilitator: Dennis Mankin, Platinum Performance Group Before you can solve performance problems, you need a systematic approach to get at the real performance gaps and the root causes. ASTD, in partnership with Platinum Performance Group, introduces you to the new analysis model of Performance DNA: a complete, state-of-the-art, flexible set of tools—guides, checklists, and templates— to conduct a comprehensive analysis of human performance for any position. This course will show you how to use these tools efficiently and let you practice implementing them in an organization. Facilitator: Marc Rosenberg, Marc Rosenberg and Associates Managing knowledge combines the organizational culture, strategic goals, individual needs, and expertise of people to create an atmosphere of learning and growth. Philosophically, knowledge management must be a vital part of corporate principles and individual jobs for knowledge sharing to succeed. So how do organizations transform their current structure and processes to become learning organizations that leverage knowledge management? This workshop covers the essentials. Managing Organizational Knowledge Certificate Program Friday – Saturday 8:30 a.m. – 4:30 p.m. Room A 404 Selecting HPI Solutions Certificate Program Thursday – Saturday 8:30 a.m. – 4:30 p.m. Facilitator: Tom LaBonte, Workplace Learning & Performance LLC Selecting Solutions Managing the Learning Function Certificate Program Thursday – Saturday 8:30 a.m. – 4:30 p.m. Room B 213 & B 214 Facilitators: John Coné, Consultant; Rita Bailey, QVF Partners Providing leadership in developing human capital to execute an organization’s strategy is key to organizational achievement. Successful managers of the learning function • Understand the current and evolving role of the learning manager in challenging environments• Establish a vision Room B 309 A primary job of the HPI specialist is to select the solution that provides the greatest probability of improving performance in the most cost-effective manner. Examine the various solutions that address the different causes of poor performance. You will learn how to link solutions to root causes and understand how to monitor and manage the implementation process to make certain to meet business goals. by creating a compelling picture of how the learning function improves business • Partner with business leaders to advocate improving performance through learning • Run the learning function like a business by converting strategies into action plans reconciled with real-life constraints. 43 Certificate Programs Measuring and Evaluating Learning Certificate Program Thursday – Saturday 8:30 a.m. – 4:30 p.m. Room B 216 Facilitator: Patti Phillips, ROI Institute This comprehensive three-day certificate program provides a solid foundation in all aspects of the measurement and evaluation of learning and performance solutions. Through small group interaction, application exercises, and a running case study, participants will learn how to determine the impact of learning programs and develop and implement an evaluation strategy for their organization. Facilitator: Cindy Hill, ACT, Inc. A customized test can help you determine who should participate in a training program, and if the participants mastered the material presented. Developed by ACT Inc., an international leader in test design and delivery, in conjunction with ASTD, this program provides a comprehensive understanding of how to design and deliver tests that will meet organizational needs and follow professional standards. Test Design and Delivery Certificate Program Friday – Saturday 8:30 a.m. – 4:30 p.m. Room A 408 ROI Skill-Building Certificate Program Friday – Saturday 8:30 a.m. – 4:30 p.m. Room B 217 Facilitator: Ron Stone, ROI Institute In this two-day certificate program, participants will build the skills needed to develop and deliver effective return-oninvestment (ROI) evaluations for learning and performance, organizational development, human resources, technology, change, and quality solutions. The program emphasizes the Phillips ROI Methodology and participants learn to apply the ROI Process Model—a results-based method for developing application impact objectives, developing data collection plans, collecting various types of hard and soft data, isolating the effects of the program, converting data to monetary values, tabulating appropriate program costs, calculating return-on-investment, and identifying intangible benefits. Training Certificate Program Thursday – Saturday 8:30 a.m. – 4:30 p.m. Room B 302 & B 303 Facilitators: Sharon Bowman, Bowperson Publishing and Training, Inc.; Mimi Banta, Banta Training Services This is the trainer’s training program. It is a practical, how-to overview of the entire training function. It prepares new trainers with critical training skills and introduces seasoned practitioners to the latest techniques for delivering powerful training. The workshop focuses on what happens before, during, and after you deliver training, and what to do if training is not the right solution. 44 Day-at-a-glance SATuRDAy Registration: ASTD Store: 12:00–6:00 p.m. 7:00 a.m.–6:00 p.m. General Information Time 7:00 a.m. 7:30 a.m. 8:00 a.m. 8:30 a.m. 9:00 a.m. 9:30 a.m. 10:00 a.m. 10:30 a.m. Certificate Programs continue 8:30 a.m.–5:00 p.m. 11:00 a.m. 11:30 a.m. 12:00 p.m. 12:30 p.m. 1:00 p.m. 1:30 p.m. 2:00 p.m. 2:30 p.m. 3:00 p.m. 3:30 p.m. 4:00 p.m. 4:30 p.m. One-Day Preconference Workshops 9:00 a.m.–5:00 p.m. 12:00–6:00 p.m. ASTD Store (Repeated on Sunday Morning) ASTD Orientation 5:00–6:00 p.m. 5:00 p.m. 5:30 p.m. 6:00 p.m. 6:30 p.m. 7:00 p.m. 7:30 p.m. 8:00 p.m. 8:30 p.m. 9:00 p.m. 9:30 p.m. 10:00 p.m. 10:30 p.m. 11:00 p.m. Meet-to-Eat 6:15 p.m. 45 Saturday, June 2 PRECONFERENCE WORKSHOPS Preconference Workshops require an additional fee and are offered on Saturday only. These interactive programs typically are more hands-on than the concurrent education sessions and are an ideal way to develop new skills or gain new perspectives, while focusing on a topic in-depth. To view full descriptions visit the conference website: www.astd2007.org. Workshop 3 Large-Group Scenario Planning Room A 409 Track: Facilitating Organizational Change Learning Approach: Experiential/Interactive Learning Target Audience: Organizational Change Manager/Facilitator Speakers: Michele Gibbons-Carr, Phoenix Consulting; Gilbert Steil, Gil Steil Associates 9:00 a.m. – 5:00 p.m. Workshop 1 Nine Methods for Needs Assessment Room A 402 Track: Designing and Delivering Learning Learning Approach: Experiential/Interactive Learning Target Audience: Instructional Designer Speaker: Jean Barbazette, The Training Clinic Practice using nine types of needs assessments to gather information about the training needs in an organization, and learn how to translate those needs into training plans and training programs. Large Group Scenario Planning brings together the use of multiple future scenarios with whole-system large-group processes. Workshop 4 Preparing Global Leaders: Intercultural Skills for Increased Competence Room A 405 Track: Leadership and Management Development Learning Approach: Global Pers./Int’l Focus Target Audience: Director/Manager Speaker: Heather Keller, Successfully Communicating You will learn effective practices for communicating across cultures and managing multicultural teams in the United States and abroad. Workshop 2 Turning Classroom Trainers into Online Facilitators Room B 402 Track: E-Learning Learning Approach: Hot Topic Target Audience: Trainer/Learning Facilitator Speaker: Jennifer Hofmann, InSync Training Inc. Making the transition to the live virtual classroom requires facilitators to develop skills that maximize engagement and learning for their participants. Workshop 5 The Power of Peer Mentoring Groups Room A 406 Track: Leadership and Management Development Learning Approach: Experiential/Interactive Learning Target Audience: Trainer/Learning Facilitator Speaker: Aly McNicoll, Wendy Baker, New Zealand Mentoring Centre This workshop introduces you to a unique approach to mentoring and coaching that doesn’t rely on the presence of an identified expert in the room—a coach. 46 Saturday, June 2 Workshop 6 Coaching Leadership: Essential Collaborative Skills Room A 407 Track: Leadership and Management Development Learning Approach: Experiential/Interactive Learning Target Audience: Executive/Business/Life Coach Speaker: James Tamm, Business Consultants Network, Inc. You will learn practical and immediately useful information first developed in a Hewlett Foundation/State of California joint pilot project to teach collaborative skills in adversarial work environments. Track: Measurement, Evaluation, and ROI Learning Approach: Core Topic Target Audience: Project Manager Speaker: Jack Phillips, ROI Institute Learn how to show the impact of programs, projects, and initiatives; how to measure the impact of programs including ROI; communicate data in a compelling way; and use data to drive improvement and build respect for programs. Workshop 8 Show Me the Money: Measuring ROI for People, Projects, and Programs Room A 403 Workshop 7 Deliver Measurable Business Impact from Learning Investments Room A 410 Track: Learning as a Business Strategy Learning Approach: Case Study Target Audience: Director/Manager Speaker: Robert Brinkerhoff, Western Michigan University In this session, you will learn a simple yet powerful process to consistently deliver business impact from learning investments; acquire a set of tools and methods to become a valued business partner in your organization; and learn how to demonstrate business impact in a clear and credible way that executives believe. Workshop 9 Measure Business Impact: Micro and Macro Perspectives Room B 406 Track: Measurement, Evaluation, and ROI Learning Approach: Experiential/Interactive Learning Target Audience: Evaluator Speaker: Reza Sisakhti, Productivity Dynamics, Inc. This workshop introduces three measurement frameworks evolved from best practices to address challenges; provides tools, processes, and lessons learned. 47 Saturday, June 2 9:00 a.m. – 5:00 p.m. cont’d Workshop 10 Tools for Transforming Our Work Room B 407 Track: Personal & Professional Development Learning Approach: Experiential/Interactive Learning Target Audience: Executive/Business/Life Coach Speakers: Daniel Porot, Cabinet Daniel Porot; Richard Bolles, What Color Is Your Parachute? In this interactive workshop, the speakers will explore the Bolles-Porot method in depth. The day will include presentations, research, music, fluorescent light, paper-and-pencil exercises, and games. 6:15 p.m. MEET TO EAT Join other ASTD 2007 conference participants for a dutchtreat dinner at one of the selected restaurants. Restaurant descriptions and prices are at the Meet to Eat counter in the registration lobby. If you have signed up for tonight’s dinner, please meet at the Meet to Eat counter in the registration lobby by 6:15 p.m. to share cabs or walk together to your selected restaurants. 5:00 – 6:00 p.m. SA101–ASTD Orientation Auditorium Target Audience: New conference attendees Speakers: Patricia Windle Byers, Eli Lilly University; and members of the 2007 Planning Advisory Committee Orientation is particularly important for first-time learners; however, even the most experienced Conference & Exposition attendees can benefit. Learn how to make the most of your ASTD 2007 experience. Join other learners for informal networking. Learning Objectives: • Navigate the conference effectively. Session Repeated Sunday, SU101. Simultaneous Interpretation Book available at the ASTD Store Author book signing in the ASTD Store Please complete and return the Overall Conference and Exposition Evaluation. Deposit them in any drop box located throughout the convention center. Audio Recordings Chapter Leader 48 Day-at-a-glance SuNDAy Registration: ASTD Store: 12:00–6:00 p.m. 7:00 a.m.–6:00 p.m. General Information Time 7:00 a.m. 7:30 a.m. 8:00 a.m. 8:30 a.m. ASTD Learning Opportunities Room Room B 209 7:00–9:00 a.m. 7:00–7:45 a.m. 9:30–10:30 a.m. 10:30 a.m. 1:00–3:00 p.m. 3:00 p.m. Coffee Break Educational Session Educational Session ASTD Learning Sweepstakes Information Lemonade Break ASTD Learning Sweepstakes Prize Drawing (English-speaking and interpreted) 9:00 a.m. 9:30 a.m. 10:00 a.m. 10:30 a.m. 11:00 a.m. 11:30 a.m. 12:00 p.m. 12:30 p.m. 1:00 p.m. 1:30 p.m. 2:00 p.m. ASTD Orientations 10:45–11:45 a.m. Educational Sessions 12:00–1:15 p.m. Chapter Leader Connection Room Room B 204 8:00–11:30 a.m. 3:00–3:30 p.m. 3:30–4:30 p.m. Chapter Leaders Workshop Cookies & Books Education Certificate Partnership Program Session Educational Sessions 1:45–4:45 p.m. 2:30 p.m. 3:00 p.m. 3:30 p.m. 4:00 p.m. 4:30 p.m. 5:00 p.m. 5:30 p.m. 6:00 p.m. 6:30 p.m. Annual Meeting 5:00–6:00 p.m. Welcome Reception 5:15–6:45 p.m. Meet-to-Eat 7:00 p.m. 7:00 p.m. 7:30 p.m. 8:00 p.m. 8:30 p.m. 9:00 p.m. 9:30 p.m. 10:00 p.m. 10:30 p.m. 11:00 p.m. 49 Sunday, June 3 7:00 – 7:45 a.m. ASTD LEARNING OPPORTuNITIES ROOM An HPI Briefing Room B 209 Speaker: Elizabeth Hannah, ASTD Learn about the Results-Driven World of Human Performance Improvement. 9:00 – 10:00 a.m. AuTHOR CHAT AC2 – Why Most Change Initiatives Fail— Tips on Making Change Successful ASTD Store Speaker: Jeffrey Russell, Russell Consulting, Inc. Come hear ASTD Press bestselling author and conference speaker Jeff Russell present highlights from his book, Change Basics (ASTD Press, 2006). In this session, you’ll learn about why most change initiatives fail and what you can do in your HRD/OD role to help turn the tide of change toward a successful result in your organization. You’ll leave this session with specific ideas for improving the odds of successfully introducing and sustaining your next change initiative. AuTHOR CHAT AC1 – CRASH AND LEARN: 600+ Road-Tested Tips to Keep Audiences Fired Up and Engaged! ASTD Store Speaker: Jim Smith, Jr., JIMPACT Enterprises, Inc Come hear ASTD Press bestselling author and conference speaker favorite, Jim Smith, Jr., present highlights from his new book, CRASH AND LEARN (ASTD Press, 2007). In the session, you’ll discuss myriad mistakes (at least one from each chapter) trainers, speakers, and facilitators make and ways to correct them. In addition, you will examine a number of Jim’s Gems (those proven best practices to engage, connect with, excite, and inspire any audience). ou will leave this session with plenty of tips and techniques to use immediately to tweak, polish, and fine-tune your programs, materials, and presentation and facilitation skills. Come prepared to share and compare! 9:30 – 10:30 a.m. CPLP CERTIFICATION OPEN HOuSE Career Center Reception Area The Certified Professional in Learning and Performance (CPLP™) is the ASTD Certification Institute’s only professional certification program for the learning and performance field. This informal event is for existing and prospective CPLPs to meet, mingle and network. CPLPs—stop by to reconnect and with your fellow designees and meet the newest members. CPLP Prospects—meet and mingle with the CPLP community and find out firsthand what it takes to earn this prestigious credential. 8:00 – 11:30 a.m. CHAPTER LEADERS WORKSHOP Room B 204 Chapter leaders play a critical role in the success of the Society and advancing the profession. ASTD provides many resources to help chapter leaders achieve chapter success. Join chapter leaders from across the country for an overview of new initiatives and a review of technology resources. Topics include: • OneVoice • Chapter Operating Requirements (CORE) • ASTD Leadership Institute • ASTD Technology Resources. Sessions are filled on a first-come, first-served basis. Please select one or two alternate sessions in each time slot in case your first choice is full. For the safety of all participants, we must observe maximum room occupancy regulations. 50 Sunday, June 3 9:30 – 10:30 a.m. cont’d ASTD LEARNING OPPORTuNITIES ROOM Managing Organizational Knowledge Room B 209 Speaker: Marc Rosenberg, Marc Rosenberg Associates Learn what it takes to become a knowledge-centric organization, focusing on the myths, the hype, and the fallout. SU102 – International Orientation Room B 304/305 Target Audience: New international attendees Speaker: Maureen Archer, Professional English, Inc. The ASTD Conference can be overwhelming, especially for those whose first language is not English. This special International Orientation will help participants from other countries take maximum advantage of the learning opportunities at the conference. Attendees will gain an overview of the conference, learn to navigate session tracks to maximize learning goals, and practice Englishlanguage networking skills to build confidence to interact with presenters and other conference attendees. Participants will also learn techniques for applying concepts and best practices learned at the conference in a different cultural setting after returning home. Interpreted in Japanese and Korean 10:30 a.m. ASTD LEARNING OPPORTuNITIES ROOM ASTD Learning Sweepstakes Room B 209 Stop by to find out about the ASTD Learning Sweepstakes and discover how to win great prizes. Enter the Sweepstakes each day to become eligible to win various learning and performance publications or the grand prize, a free registration to any 2007 certificate program. The drawings will be held Sunday, June 3 – Tuesday, June 5 at 3:00 p.m. and Wednesday, June 6 at 1:00 p.m. in Room B 209. AuTHOR CHAT AC3 – Show Me the Money ASTD Store Speakers: Jack and Patti Phillips, ROI Institute The mantra of the day, “Show me the money!” generates excitement for some and anxiety for others. Authors and consultants Jack and Patti Phillips will discuss with participants how you can show the money to key stakeholders in terms they understand! 10:45 – 11:45 a.m. SU101 – ASTD Orientation Room B 206 Target Audience: New conference attendees Speakers: Patricia Windle Byers, Eli Lilly University; and members of the 2007 Planning Advisory Committee Orientation is particularly important for first-time learners; however, even the most experienced Conference & Exposition attendees can benefit. Learn how to make the most of your ASTD 2007 experience. Join other learners for informal networking. Learning Objective: • Navigate the conference effectively. Simultaneous Interpretation Book available at the ASTD Store Author book signing in the ASTD Store Audio Recordings Chapter Leader 51 Sunday, June 3 12:00 – 1:15 p.m. AuTHOR CHAT AC4 – The Voice of Authority: Creating Personal Presence ASTD Store Speaker: Dianna Booher, Booher Consultants, Inc. How do you handle a boss who continually upstages you in presentations to the executive team? How do you react when your executive changes the course of your budget discussion in midstream? How well do you “state your case” to the operations manager and staff in the field offices when your proposed change will mean extra work and shorter deadlines? You will learn the three key contributors to personal credibility, practice a format to think on your feet, see demonstrations of techniques to handle tough questions and situations, and learn to build rapport with any group—whatever its size. Research will be on the author’s new book, The Voice of Authority: 10 Communication Strategies Every Leader Needs to Know. SHOWCASE SPEAKER SU201 – Beyond E-Learning: New Approaches to Managing and Delivering Organizational Knowledge Room B 302/303 Track: E-Learning Learning Approach: Future Outlook/Trend Target Audience: Director/Manager; Senior Practioner Speaker: Marc Rosenberg, Marc Rosenberg and Associates Online training has great promise but can’t provide all of the needed learning and performance support or keep up with the increasing pace of knowledge change. What do new methods such as knowledge management, communities of practice, and workflow learning mean for the way training is managed now and in the future? How can the formal, instructional side of learning coexist with the informal, informational side and what benefits does this integration bring? E-learning must be redefined and focused on an e-learning strategy that is less “e-training” and more business needs. You will look at e-learning from a strategic perspective and new ways to think about what e-learning can and can’t do; and be challenged to think differently about e-learning. This session is for anyone who is seeking new ways to bring advanced learning and performance solutions directly to the workplace. Learning Objectives: • Implement informal learning solutions • Develop an expanded set of learning solutions • Implement a broadbased learning and performance architecture. CONCuRRENT SESSIONS LEGEND SU200 – Beyond Fads, Fables, & Folklore: Is It Time for an Evidence-Based Approach to Workforce Learning? Auditorium Track: Designing and Delivering Learning Learning Approach: Hot Topic Target Audience: All Speaker: Ruth Clark, Clark Training & Consulting True or false? 1) Visuals improve learning. 2) Games improve motivation and learning. 3) Audio and visual learning styles benefit from text and audio explanations. 4) When learners enjoy training, they learn more. 5) Overall learning is better in a face-to-face classroom than any form of e-learning. In this interactive session, we focus on the scientific research and the learning psychology behind the best use of text, audio, graphics, games, and media in workforce learning. Based on her books coauthored with instructional research scientists, Ruth will lead you on a tour of how your brain works and what we know about harnessing human learning processes. Session repeated Monday, M100 Out of courtesy to others, please turn off all electronic devices (pagers, cell phones, etc.) during sessions. 52 Sunday, June 3 12:00 – 1:15 p.m. cont’d SHOWCASE SPEAKER SU202 – Got a Minute? 60-Second Activities That Increase Retention Room B 206 Track: Designing and Delivering Learning Learning Approach: Experiential/Interactive Learning Target Audience: Trainer/Learning Facilitator Speaker: Sharon Bowman, Bowperson Publishing and Training No time for training activities? Experience 20 one-minute activities you can use with any topic and any audience size or age range. These activities increase learners’ long-term retention of important information. Plus, they’re just downright fun! You’ll leave with a handout resource of more one-minute strategies that help learners review and remember what they learned. Learning Objectives: • Use a variety of openings and closings to engage learners from beginning to end • Select activities and energizers to keep learners awake and active while reviewing what they learned. Learning Objectives: • Apply results of the ASTD/Satyam Global Leader Survey to maximize results in your organization • Incorporate the most critical skills of global leaders into your leadership development programs • Assess your organization’s current global leadership capabilities. SU204 – Global Focus: Asia Room B 207 Format: International Perspectives Learning Approach: Global Pers./Int’l Focus Target Audience: All Moderator: William Rothwell, The Pennsylvania State University Speakers: Wei Wang, ASTD; Weimin Yao, Huawei Technologies; Chan Lee, Seoul National University; Priscilla Nelson, Satyarn Computer Services, Ltd.; Yoshito Shubiki, Shubiki Corporation What’s new in workplace learning and performance in Asia? The economy of Asia is the fastest growing in the world. But what are the key, unique issues that affect workplace learning and performance in Asia? The focus of this roundtable will be on these breaking new developments from one of the most exciting, dynamic, and vibrant regions of the world. Learning Objectives: • Describe unique challenges facing learning and performance professionals in Asia • Summarize practical approaches that are being used by practitioners in Asia to address these challenges • Predict future issues and trends in Asian learning and performance. SU203 – Leadership without Borders Room B 314 Track: Leadership and Management Development Format: View from the CLO Learning Approach: Global Pers./Int’l Focus Target Audience: All Speaker: Ed Cohen, Satyam Computer Services Ltd. Today’s leaders work, lead staff, and engage customers all over the globe. This session provides practical insights gathered, in partnership with ASTD, from hundreds of leaders who have lived and worked in more than 60 different countries. Their insights focus on five key areas: 1) Leadership Characteristics born or learned that ensure success as a global leader; 2) Business Acumen needed to thrive as a global leader; 3) Methods for expanding 360-degree awareness of global environment; 4) People Simultaneous Interpretation Book available at the ASTD Store Author book signing in the ASTD Store Audio Recordings Chapter Leader Leadership encompassing knowledge, skills, and attributes for success; 5) Business Leadership skills and attributes to enhance global leadership. 53 Sunday, June 3 12:00 – 1:15 p.m. cont’d SU205 – Global Focus: Latin America Room B 208 Format: International Perspectives Learning Approach: Global Pers./Int’l Focus Target Audience: All Moderator: Alfredo Castro, MOT International Programs Speakers: Adrian Cottin, PCO’s International; Marcus Baumgartner, T&D Brazilian Publishers; Margarita Lozano Job, GN Mexico The theme of this discussion is Mapping the Future. The session will be conducted in both Spanish and Portuguese. Trends in workplace learning and performance in Latin America will be discussed by a panel of ASTD Global Network presidents from Brazil, Mexico, Panama, and Venezuela. There will be plenty of time for discussion, questions and answers, and networking with the group. SU207 – Prescriptive Development: Linking Business Outcomes to Succession Planning Room B 304/305 Track: Career Planning and Talent Management Learning Approach: Hot Topic Target Audience: Learning Executive Speakers: Pete Hammett, Center for Creative Leadership; Mark Walker, Pearson Performance Solutions The Center for Creative Leadership and Pearson Performance Solutions combine their decades of research on leadership to help you evaluate your succession planning and leadership development programs to advance your decision models. Executive Behavior, Prescriptive Development, and Process Integrity principles provide a framework for identifying obstacles and delivering results that improve the bottom line: 1) Executive Behavior principles focus on the key influencing factors to create action. 2) Prescriptive Development drives business outcomes from targeted learning for mass employee populations and individuals. 3) Process Integrity is a gauge of the contextual relevance and objectivity of the succession planning process. Learning Objectives: • Develop action plans for influencing senior executives’ investment in the development of future leaders • Apply the three principles of Prescriptive Development to your leadership development programs • Evaluate your organization’s current practices based on the five dimensions of Process Integrity. SU206 – 10 Steps to Successful Project Management Room B 309 Track: Personal & Professional Development Format: Author Session Learning Approach: Core Topic Target Audience: Project Manager Speaker: Lou Russell, Russell Martin & Associates Many people are stressed out at work because they have become full-time Unexpected Project Managers with to-do lists stuffed with projects. Each day, they feel farther behind then when the day started. You will learn that, without clearly understanding the needs of the business that triggers a project, you cannot make the difficult choices that will lead to project success. Project management success comes from relationships and communication. You will learn tools and techniques, and a process to follow, but these alone will not save you. Projects succeed or fail because of people, nothing more or less. Learning Objectives • Determine and anticipate changes that occur during project execution • Develop a work plan to accurately determine the project completion date • Accurately estimate project activities. To attend Tuesday night’s ASTD 2007 Celebration, please bring the card with the barcode attached to your badge to any of the Celebration Counters located in the Main Lobby, Building B to purchase your ticket. Full conference attendees may purchase one (1) ticket at a discounted rate of $10. The rate for all other registration types or additional tickets is $80. 54 Sunday, June 3 12:00 – 1:15 p.m. cont’d SU208 – How to Create New Knowledge via Formal and Informal Learning Room B 405 Track: Designing and Delivering Learning Format: International Perspectives Learning Approach: Case Study Target Audience: Director/Manager Speakers: Betty Collis, Moonen & Collis Learning Technology Consultants; Erland Joergensen, Shell International Exploration and Production B.V. At Shell International Exploration and Production BV, knowledge creation and sharing are seen as the heart of learning and of responding to rapid change in the global workplace. Design methods have been developed and implemented in which participants learn while working on guided tasks within their own workplaces, and share their results and learning with other participants via a web environment. For informal learning, the key method is the “Ask–Learn–Share” approach within global communities of practice, supported by technology. To work effectively, workplace support and coaching is critical and is integrated into blended courses as well as informal learning. Examples, guidelines, and the opportunity to design learning activities using these approaches are provided. Learning Objectives: • Design work-based activities focused on knowledge creation and sharing • Apply the Ask–Learn–Share method as the key approach to informal knowledge sharing across your organization • Support and stimulate workplace coaching as a key tool for knowledge creation. Session repeated Wednesday, W208 how these can be used effectively while meeting pressures to measure results and demonstrate alignment betweeen training and business goals. Learning Objectives: • Evaluate your organization’s application of informal learning approaches against industry best practices • Determine| the kinds of informal learning methods that are best suited to your workplace • Apply guidelines to the the design of learning systems that incorporate formal and informal learning methods. SU210 – How to Commit 7,000 Employees to the Customer Room B 213 Track: E-Learning Format: International Perspectives Learning Approach: Case Study Target Audience: Director/Manager Speakers: Victoriano Isasi, OVERLAP; Jorge Garcia, Banco Santander Spain has the greatest density of bank offices per capita in Europe— a highly-competitive market. Employees work as a team in which everyone, regardless of title, is responsible for attracting customers and keeping them satisfied. The “Commitment to Our Customers” program oriented 7,000 bank employees using a training website. The project concentrated on six objectives: 1) Create a methodology by modeling the best customer behavior. 2) Send messages and action plans on quality and customer attention. 3) Generate a playful concept of learning. 4) Incite participation and the use of the best skills. 5) Communicate, integrating all the key elements of the organization. 6) Give a voluntary character to the whole project performance. Learning Objectives: • Use e-learning as a tool for training, communication, and motivation • Motivate your staff using an online tool that enables them to communicate, learn and demonstrate skills • Apply key factors of the success of a training project linked to the company strategy. SU209 – The Case for Integrating Informal Methods into Your Training Strategy Room B 212 Track: Designing and Delivering Learning Learning Approach: Future Outlook/Trend Target Audience: Instructional Designer Speaker: Robert Pearson, Provinent Corporation With the wealth of delivery formats now at their disposal, it’s easier for organizations to tailor learning to suit their needs. The speaker will explore recent developments in performance support, coaching, mentoring, communities of practice, and other informal approaches. You will learn 55 Sunday, June 3 12:00 – 1:15 p.m. cont’d SU211 – Avoiding a Learning Technology Nightmare Room B 214 Track: E-Learning Format: Panel Learning Approach: Hot Topic Target Audience: Knowledge Manager Speakers: Dave Brent, LSI; William Finegan, General Physics; Patricia Roue, Eedo Knowledgeware Corporation This panel provides an opportunity to interface with training experts who have integrated and supported a broad range of technology solutions in major corporations and government institutions. You will learn about successful learning technology implementation and what you absolutely must avoid to ensure your organization and department are successful with their learning technology roll-out. Learning Objectives: • Use best practices from industry experts on steps to successful technology roll-out • Analyze strategies SU212 – Inquiry and Feedback: Using Action Learning for Transformational Change Room B 203 Track: Facilitating Organizational Change Learning Approach: Experiential/Interactive Learning Target Audience: Org. Change Manager/Facilitator Speaker: Diane Dunton, Potential Released Consulting Services Change efforts are often embarked upon in organizations before a true understanding of the need for the change is articulated. Asking the right questions to get to the real issue allows time to be used efficiently, employees to learn from each other, and results to be achieved. This session will focus on using action learning combined with inquiry as a powerful way to the root issues precipitating the need for change and for action to be taken. Learning Objectives: • Apply the techniques of inquiry and action learning to solve problems and to build leaders and teams • Use action learning in your organization to focus on root causes of issues and solve in real time • Develop teams and leaders by utilizing the concepts of inquiry and action learning. to align your business goals with your software roll-out. SU213 – The Leadership Journey at Regence Room B 308 Track: Leadership and Management Development Learning Approach: Case Study Target Audience: Director/Manager Speakers: Julie Milner, Karen Shepherd-Risch, The Regence Group A flexible and targeted leadership development program is critical to long-term organizational success. The speakers will share details of an innovative leadership development program that combines individual, classroom, and action learning with community service and ongoing coaching. This approach is reinforced by graduates of the program serving as coaches to new participants. They will discuss the launch of the Leadership Journey program, lessons learned, and methods for measuring results. Learning Objectives: • Identify the best practices of successful leadership development programs to use in designing or improving your leadership development program • Select methods and approaches to use in selling a dynamic leadership development program to senior management • Determine what measures might be important to demonstrating the results of your leadership programs. Independent audio and video taping or webcasting of sessions is strictly prohibited. 56 Sunday, June 3 12:00 – 1:15 p.m. cont’d SU214 – Practicing Assignment Success Room B 312 Track: Leadership and Management Development Learning Approach: Hot Topic Target Audience: Senior Practitioner Speakers: Thelma Phillips, Virginia Dept. of Transportation; Barbara Stankowski, Intelligent Decision Systems, Inc. Rotational in-place and longer-term developmental assignments are used in many organizations and governmental agencies to develop effective leaders. The Virginia Department of Transportation (VDOT) prepared potential executives to enter and succeed in assignment opportunities through a two-day simulation program. You will learn how to increase assignment success by having executive candidates try out and practice strategies. The “dress rehearsal” provided scenarios framed by the work environment, culture, strategic direction, and relevant workforce issues. Executive candidates try out and adjust strategies to successfully accomplish their business and personal development objectives based on realtime interaction and feedback. Learning Objectives: • Determine how job assignment strategies can be used to develop effective leaders in your organization• Design effective linkages between competencies, developmental needs, and job assignments • Design and apply scenariobased learning to prepare executive candidates for success. We will discuss success strategies for integrating Communities of Practice as part of an overall training or e-learning strategy, and where they fit with existing technology. The business benefits of Communities of Practice will also be examined. Learning Objectives: • Apply Communities of Practice as a training and knowledge management strategy within your organization • Determine the best practices for communities that would fit with existing training and knowledge management initiatives • Evaluate whether Communities of Practice are right for your organization. Session repeated Monday, M213 SU216 – Managing Successful Mentoring Relationships: Both Ways Room B 402 Track: Career Planning and Talent Management Format: International Perspectives Learning Approach: Core Topic Target Audience: HR Manager/Specialist Speaker: Niël Steinmann, People’s Dynamic Development As mentoring gains in popularity, organizations need to consider this powerful tool for developing employees. Building the capacity of managers and leaders in the business to fulfill such a role with confidence becomes a key priority. What does it take to be a successful mentor or protégé? How do we prepare both for this challenge? The speaker will answer these and other questions and highlight the components that mentors need to consider to be “intentional” in their efforts. You will also be introduced to the analogy of the lioness, who models those nonnegotiable qualities of good mentorship and acts “intentionally” in her effort to raise her cubs to maturity. Learning Objectives: • Apply the key components for mentors that will ensure “Intentional Mentoring” takes place in your organization • Design a model for the protégé to ensure a successful relationship • Ensure profitable mentoring relationships using the fundamentals for effective mentoring. Simultaneous Interpretation Book available at the ASTD Store Author book signing in the ASTD Store Audio Recordings Chapter Leader SU215 – Communities of Practice as Learning and KM Strategy Room B 216 Track: Learning as a Business Strategy Learning Approach: Innovation Target Audience: Knowledge Managers, Training Specialists, and Managers Speaker: Eric Sauve, Tomoye Corporation The majority of learning and information sharing taking place in most organizations is done at an informal level between peers. Traditional methods focus on a top-down, need-to-know approach. More organizations are adopting a peer-driven approach in the form of Communities of Practice. You explore Communities of Practice as a proven and rapidly growing business strategy for capturing information, empowering employees, and faciliating lifelong learning. 57 Sunday, June 3 12:00 – 1:15 p.m. cont’d SU217 – Domino’s Pizza Delivers High Performance Management Training with Measurable ROI Room B 406 Track: Measurement, Evaluation, and ROI Learning Approach: Case Study Target Audience: Director/Manager Speakers: Ruth Wade, Stan Gage, Domino’s Pizza, LLC Domino’s Pizza designed and delivered a unique curriculum for front-line managers based upon the four levels of evaluation, participant-led principles of design and facilitation, and training as ongoing commitment versus a one-time event. The program was split into five key areas of leadership aligned to the strategic business objectives of the organization. All levels of management attended the class. For each measurable assignment taught, committed to, and achieved, a puzzle piece was awarded over six months. One quarter of the participants have completed the puzzle, creating an elite group of High Performance General Managers who are now eligible to enter a pool of trainees for the next management level. Learning Objectives: • Apply easy-to-track levels of evaluation and measurement in the creative design and delivery of high-performance management training • Engage upper management’s commitment to playing a key role in the delivery, compliance, and execution of the program • Design a highly engaging training curriculum with unique and effective elements for ongoing success. several opportunities to discuss the next stages with other participants and then compare your “laboratory conclusions” to the real decisions made in the process. The project will cover gaps and causes analyses, selecting and designing appropriate interventions, partnering with clients, and conducting measurements and evaluations. Learning Objectives: • Convert random “training wants” into complex performance solutions • Apply all the practical conclusions from the story to your business environment. SU219 – The First 60 Days: Seven Things to Do as a New Learning Leader Room B 407 Track: Personal & Professional Development Learning Approach: Core Topic Target Audience: Learning Executive Speaker: Jeff Lucas, Raytheon Professional Services, LLC When you join an organization as a new learning leader, you enter a complex political realm—replete with power structures, alliances, agendas, and resource constraints— through which you must negotiate. To be effective, you must act quickly and deliberately, as every interaction strengthens or diminishes your reputation—and your social position within your organization’s hierarchy. The speaker will highlight the core elements influencing the social capital of leaders and examine the seven things new leaders should do in order to position themselves for long-term success. Learning Objectives: • Apply principles of social capital in the near term to position you for success in the long term • Develop a plan to enhance your effectiveness as a new leader • Avoid common mistakes that diminish your reputation as a leader. SU218 – From Training Request to Complex Performance Solution: An Interactive Case Study Room B 211 Track: Performance Improvement Format: International Perspectives Learning Approach: Case Study Target Audience: Instructional Designer Speaker: Szymon Kudla, JET Training Center Ltd. This is an interactive story of the project accomplished in a Polish branch of a multinational telecom. This project evolved into a complex set of performance solutions, which helped to improve substantially the sales levels and the cooperation between the sales, marketing, and HR and training departments. The speaker’s focus is on using common sense and best practices to make performanceimprovement efforts simple and workable. You will have Purchase audio CDs and MP3s of sessions at the Audio Sales Booth in the main lobby of Building B. 58 Sunday, June 3 1:00 – 3:00 p.m. ASTD LEARNING OPPORTuNITIES ROOM Stop by for some lemonade! Room B 209 Come by to learn about ASTD’s special learning opportunities, get involved with ASTD’s highly rated learning and performance workshops, meet and interact with gurus, and learn more about ASTD’s vast array of certificate programs. will focus on new research about how people make radical changes in their life’s path, and the three steps to getting your life out of a rut. Session repeated Monday, M200 SHOWCASE SPEAKER SU301 – The Story Theater Method: Using Emotional Triggers to Enhance Learning Room B 302/303 Track: Designing and Delivering Learning Learning Approach: Experiential/Interactive Learning Target Audience: Trainer/Learning Facilitator Speaker: Doug Stevenson, Story Theater International The Story Theater Method is a unique and innovative way to use stories to teach. Learners become active participants in the story. This “sympathetic experience” stimulates learning at the deepest level—the emotional level— thereby ensuring maximum retention of the lesson. You will learn to craft stories using the nine steps of story structure and to stimulate emotional triggers by acting out critical moments in your story. The speakers will demonstrate how and when to step in, shifting from past-tense narrative to present-tense acting by using method-acting skills. Learning Objectives: • Develop stories that compel attention and enhance retention using a nine-step formula • Apply three acting techniques that release the actor within • Use personal and third-party stories to teach a lesson. Session repeated Monday, M302 1:45 – 3:00 p.m. AuTHOR CHAT AC5 – The Next Wave in E-Learning ASTD Store Marc Rosenberg, Marc Rosenberg and Associates Just when we think we have e-learning figured out, the field changes radically. Does the “e” in e-learning refer to “expanding” or “endangered?” Has e-learning as we know it already had its 15 minutes of fame? Will we even be able to recognize it down the road? Join Marc Rosenberg, author of Beyond E-Learning, in a dialogue about the future—good and bad—of e-learning. CONCuRRENT SESSIONS: LEGEND SU300 – The Basic Mechanisms for Making Life Changes Happen Auditorium Track: Career Planning and Talent Management Learning Approach: Hot Topic Target Audience: All Speaker: Richard Bolles, What Color Is Your Parachute? Thirty-six years ago, Richard Bolles wrote a book that changed the whole field of career planning and became a text that has influenced generations of career planners around the world. Its simple title: What Color Is Your Parachute? Currently, nine million copies are in print; the book is updated annually. In this session, against the background of the book’s history and basic principles, Bolles Simultaneous Interpretation Book available at the ASTD Store Author book signing in the ASTD Store Audio Recordings Chapter Leader 59 Sunday, June 3 1:45 – 3:00 p.m. cont’d SHOWCASE SPEAKER SU302 – 10 Ways to Better Blended Learning for Knowledge Workers Room B 304/305 Track: E-Learning Learning Approach: Experiential/Interactive Learning Target Audience: Designer Speakers: Deborah Stone, Steven Villachica, DLS Group, Inc. Knowledge workers will compose most of the 21st century workforce. Research in cognition and learning provides 10 proven strategies you can use to determine the content, instructional methods, sequencing, and communities that users need. These strategies improve transfer of learning. In addition to practical job aids, participants will also receive a list of current citations. Learning Objectives: • Identify knowledge workers • Apply 10 appropriate blended learning strategies • Apply lessons learned in implementing the strategies. SU304 – Global Focus: Asia–Pacific Room B 207 Format: International Perspectives Learning Approach: Global Pers./Int’l Focus Target Audience: All Moderator: William Rothwell, The Pennsylvania State University; Speaker: Wei Wang, ASTD The theme is: Competency-Based Human Resource Management in the Asia–Pacific region: Australia, New Zealand, Thailand, and Malaysia. Competency modeling has swept the U.S. and European Union in a bid to increase productivity and leverage talent. But its acceptance in the Asia–Pacific region has been slower. You will hear what competency modeling is, why it is important, and what progress has been made in selected Asia–Pacific countries to implement competency identification, modeling, and assessment approaches. Learning Objectives: • Define competency as used in Asia–Pacific • Explore various issues, stemming from culture, that affect the influence of competency modeling in an Asia–Pacific context. SU305 – Global Focus: Europe SU303 – View from the CLO: Culture-Changing Leadership and Diversity Initiatives at Lockheed Martin Room B 314 Track: Leadership and Management Development Learning Approach: Other Target Audience: All Speaker: Candice Phelan, Lockheed Martin Corporation Lockheed Martin has rolled out a new focus on leadership and diversity, emphasizing leaders who get results while exhibiting strong, positive behaviors such as shaping the future; delivering results; energizing the team; building effective relationships; and modeling personal excellence, integrity, and accountability. The speaker will describe the strategy and enterprise-wide rollout to more than 30,000 leaders and 140,000 employees. Learning Objectives: • Apply key features of these initiatives in your organization • Develop a plan to overcome potential barriers Room B 208 Format: International Perspectives Learning Approach: Global Pers./Int’l Focus Target Audience: All Moderator: Susan Bahl, Bahl Total Speakers: Peter Egger, Volkwagen Coaching Company; Diane Fryman, Peformance Technology Solutions; Henrik Andersen, ECCO®; Filipe Carrera, Prestin Speakers from various European countries will present their views on the subject: How do we create global leaders in Europe? European companies must act as global players, and European leaders must understand the global business drivers in their organizations. The global aspects are highly relevant as leaders must know how to manage across boundaries, penetrate foreign markets, and to do so with a diverse employee base. Managing diversity, analyzing cultural obstacles to overcome, and understanding the new global economy are basic skills for European leaders. Join us and present your views in the discussion! There will be plenty of time for discussion and networking. to implementation in your organization. 60 Sunday, June 3 1:45 – 3:00 p.m. cont’d SU306 – Decoding Employee Engagement Room B 213 Track: Career Planning and Talent Management Learning Approach: Core Topic Target Audience: HR Manager/Specialist Speaker: Cristina Wildermuth, Diversity Effectiveness Group, LLC According to a recent Gallup study (Rampersad, 2006), engaged employees are more likely to get along with colleagues and supervisors, tackle workplace challenges, and experience less frustration and stress. Other researchers have connected employee engagement with positive employee attitudes and behaviors such as passion for the organization, willingness to assist in recruitment efforts, loyalty, high energy, productivity, and willingness to go “the extra mile.” The session will help you to define engagement and review the latest research on the topic and review a clear model for organizational engagement including individual, managerial, and institutional factors. You will receive: a three-level engagement model and “road map”; a personal engagement assessment and action plan; outlines for two training modules; and the outline of an engagement. Learning Objectives: • Assess your own engagement and develop a realistic plan to boost personal engagement levels • Develop engagement interventions for leaders and individual contributors. in experiential learning and examine how to make best use of them. You will learn how to integrate experiential learning with other approaches to ensure maximum impact with minimal classroom time. Finally, you will assess personal and organizational blockages to using experiential learning within your organization and begin to develop strategies to overcome them. Learning Objectives: • Develop the attitudes and skills needed to facilitate experiential learning effectively • Capitalize on the power of experiential learning throughout your organization. Session repeated Wednesday, W108 SU308 – Wake Me When It’s Over: Keeping Generation Y Engaged in the Classroom Room B 402 Track: Designing and Delivering Learning Learning Approach: Future Outlook/Trend Target Audience: Trainer/Learning Facilitator Speaker: Kim Rowe, Agentive Academic research shows that traditional methods of corporate training are increasingly out of step with emerging generations. Linear, lecture-based learning that is very effective with baby boomers may be perceived as an anachronism by younger workers, who grew up with engaged group learning and critical thinking techniques that allowed them to be in control of their own learning processes. The speaker will challenge the traditional approach to workshop design and look at some fun and creative techniques that engage younger employees in the classroom. Learning Objectives: • Use the preferred learning styles of different generations of workers in your own organization • Apply at least one new technique for engaging younger employees in the classroom • Reevaluate your current workshop designs for applicability to the learning preferences of employees of different generations. Session repeated Monday, M108 SU307 – Unleashing the Power of Experiential Learning Room B 211 Track: Designing and Delivering Learning Format: International Perspectives Learning Approach: Experiential/Interactive Learning Target Audience: Trainer/Learning Facilitator Speaker: Martin Thompson, MTa International Expect to challenge your ideas about experiential learning and effective facilitation, and to reframe your thinking about classroom learning. You will examine the facilitator’s role in experiential learning and analyze desired attributes. You will rate yourself against these attributes to determine areas for personal improvement. You will evaluate the potential benefits and pitfalls of using tools and activities 61 Sunday, June 3 1:45 – 3:00 p.m. cont’d SU309 – E-Learning 2.0 Room B 308 Track: E-Learning Learning Approach: Future Outlook/Trend Target Audience: Director/Manager Speaker: Tony Karrer, TechEmpower, Inc. While some e-learning technologies and practices seem to have matured, we are facing changing expectations about the pace of development and the way in which content is used. We are also seeing a shift in rapid e-learning, blended learning, and e-learning 2.0. The speaker will help you sort out the wide range of technologies, practices and trends. Topics will include: rapid e-learning tools, wikis, content management, podcasts, blogs, blended learning, informal learning, reference hybrids, e-learning 2.0, and more. Learning Objectives: • Use newer e-learning technologies and practices in your program development • Recognize when and where different solutions might fit into your blended learning mix • Make program choices based on the newest trends. Learning Objectives: • Impact bottom-line results by making a winning culture one of your organization’s key business strategies • Design your company’s roadmap for culture development and/or transformation • Teach your organization’s supervisors and managers what to expect in various stages of a winning culture evolution. SU311 – Why 360-Degree Feedback Doesn’t Work: What to Do About It Room B 316 Track: Leadership and Management Development Learning Approach: Core Topic Target Audience: Org. Change Manager/Facilitator Speaker: Kenneth Nowack, Envisia Learning Recent meta-analytic research suggests that one-third of all feedback interventions actually result in decreased performance. What current research exists to support best practices in the administration and effectiveness of 360-degree feedback systems? The speaker will present current problems in using multi-rater interventions and provide practical answers and evidence-based solutions to ensure performance increases, based on current research of diverse uses of 360 feedback tools and systems. Learning Objectives: • Use research-based best practices in the administration of multi-rater feedback systems for development and evaluation in your organization • Apply a performance coaching model to ensure successful transfer of learning from multi-rater feedback • Evaluate six decision points to ensure the success of multi-rater feedback interventions within organizations. SU310 – Laying Golden Eggs: Developing a Winning Culture Room B 203 Track: Facilitating Organizational Change Learning Approach: Hot Topic Target Audience: Org. Change Manager/Facilitator Speaker: Nan Russell, www.winningatworking.com While presence on the job can be bought, companies cannot crowbar ideas from heads or forcibly engage a passion for work. These must be earned in an era where intellectual property (the golden egg) is the competitive edge for companies. Created for anyone who is involved in organizational change and development, this session delineates strategies associated with influencing organizational change and getting buy-in. Walk away with a roadmap for creating an aligned and winning culture. Topics include: vision, values, culture evolution, alignment, communication, reinforcement, and challenges. Speakers! Be sure to submit your proposal for the ASTD 2008 International Conference & Exposition online at www.astd.org. 62 Sunday, June 3 1:45 – 3:00 p.m. cont’d SU312 – Leveraging Organizational Culture and Leadership Development Room B 405 Track: Leadership and Management Development Learning Approach: Best Practice/Award Winner Target Audience: Director/Manager Speakers: Justin Dumont, Five Star Development, Inc.; Laura Rowan, American Eagle Outfitters Learn how American Eagle Outfitters launched an 18-month process to analyze its corporate culture; develop its high-potential emerging leaders; and coach its C-level and EVP-level senior management team in identifying, developing, and implementing actions necessary to address key issues in the organization to position the company for continued growth. As a result of the program, there are significantly increased levels of cross-functional collaboration and empowerment throughout all levels of the organization. American Eagle experienced unprecedented growth in revenue, profits, and share value, earning it the title of the Wall Street Journal’s Most Improved Company in 2004. Learning Objectives: • Use action learning to develop leadership skills and collaboration in high-potential emerging leaders • Build a successful and accountable executive coaching process that improves peer, subordinate, and supervisor working relationships • Use culture and leadership tools to identify and fix organizational challenges, and to break down functional area silos within your own organization. program in support of an organization’s strategic drivers will be showcased, with specific emphasis on the building of senior management capabilities. The speaker will focus on the support of the leadership program in conducting business in Egypt, Nigeria, Ethiopia, and Angola, as well as the evaluation framework that is used to ensure success and organizational adoption by leadership. Learning Objectives: • Design your own leadership programs based on the changing business landscape • Design evaluation strategies for your leadership programs to ensure adoption of the results of Corporate Action projects • Analyze your own business strategies • Design a framework for a leadership program. SU314 – The Changing World of the Trainer Room B 216 Track: Learning as a Business Strategy Format: International Perspectives Learning Approach: Future Outlook/Trend Target Audience: Trainer/Learning Facilitator Speaker: Martyn Sloman, Chartered Institute of Personnel and Development New business models demand new approaches to training and learning, but what does this mean in practice? What new frameworks for trainers are emerging in the global knowledge and service economy? How are our perceptions of the role of the trainer changing? How will cultural and contextual issues determine best practice and will China prove to be radically different? Using illustrative case studies drawn from different countries, the speaker will explore how training and learning is building competitive advantage in organizations across the world. Learning Objectives: • Determine the extent to which globalization will affect the pattern of learning and training in your organization • Assess how cultural differences could affect training, and your organization • Create an appropriate strategy to operate in a converging world. SU313 – Implementing Strategy and Managing Corporate Performance: Linking Strategy with Learning Room B 214 Track: Learning as a Business Strategy Format: International Perspectives Learning Approach: Case Study Target Audience: Learning Executive Speaker: Charlotte Mokoena, Telkom SA Ltd. Most organizations face the challenge of implementing strategy at all levels. “Implementing Strategy and Managing Corporate Performance (ISMP),” was designed to build a competitive corporate culture within the management team. Its goal was to prepare the team to innovatively implement the company’s current business plan with a focus on such key organizational challenges as conducting business in emerging markets. The value of a well-designed leadership Simultaneous Interpretation Book available at the ASTD Store Author book signing in the ASTD Store Audio Recordings Chapter Leader 63 Sunday, June 3 1:45 – 3:00 p.m. cont’d SU315 – The Business Impact of Leadership Development Room B 309 Track: Measurement, Evaluation, and ROI Learning Approach: Case Study Target Audience: Learning Executive Speakers: Timothy Mooney, Advantage Performance Group; Lisa Cavallaro, Cisco Systems Inc. Cisco undertook a comprehensive evaluation project to determine the business impact of leadership development programs at five management levels. The speakers will discuss the results, as well as the practical process used to measure the quantitative and qualitative results of the training (Phillips Evaluation Levels 3 to 5). This study provides conclusive evidence of the critical role that immediate supervisors/managers play in ensuring that learning is applied on the job and leads to business impact. Learning Objectives: • Introduce a comprehensive and practical evaluation process to assess Levels 3, 4, 5 • Assess your own programs based on the factors that lead to or inhibit results in worldwide leadership development programs • Use evaluation results to enhance the internal marketing of training offerings in a global environment. Session repeated Tuesday, TU215 Learning Objectives: • Apply 10 cost-effective methods for measuring impact at multiple levels, including ROI • Leverage resources for collecting, analyzing, and presenting results • Define criteria for how and when to integrate cost-savings approaches into existing performance improvement initiatives. Session repeated Monday, M216 SU317 – Taking Performance Consulting to the Next Level: The Strategic Partner Role Room B 406 Track: Performance Improvement Learning Approach: Core Topic Target Audience: Performance Technologist Speaker: James Robinson, Partners in Change, Inc. Business leaders are drawn to internal consultants who have a keen understanding of the business, its goals and challenges. This provides a unique challenge and opportunity for today’s performance consultants. You will learn how performance consultants develop access, credibility, and trust to become strategic partners; and three accountabilities required of performance consultants as strategic business partners. You will receive a tool for assessing readiness to transition to the strategic partner role. Learning Objectives: • Develop access, create credibility, and build trust with business managers you support • Analyze your current accountabilities compared to those of a strategic partner • Assess your readiness and that of the organization to transition to a strategic partner role. SU316 – ROI on a Shoestring: How to Measure More with Less Room B 312 Track: Measurement, Evaluation, and ROI Learning Approach: Hot Topic Target Audience: Evaluator Speaker: Holly Burkett, Evaluation Works The speaker will explore myths surrounding ROI implementation and will highlight best-practice strategies for effectively moving beyond common barriers. Through global case scenarios, a proven evaluation model, and “tried and true” cost savings approaches, you will receive practical tools for developing a credible, economical ROI strategy and building organizational readiness for a value-added measurement culture in a resource- constrained environment. Please complete and return the Overall Conference and Exposition Evaluation. Deposit them in any drop box located throughout the convention center. 64 Sunday, June 3 1:45 – 3:00 p.m. cont’d SU318 – Appreciative Coaching: A Positive Model for Change Room B 407 Track: Personal & Professional Development Learning Approach: Innovation Target Audience: Executive/Business/Life Coach Speakers: Ann Clancy, Clancy Consultants, Inc.; Jacqueline Binkert, Organizational Enterprises, Inc.; Sara Orem, Lotus Coaching You will experience an innovative coaching model based on the highly successful Appreciative Inquiry change process. This coaching approach is a new application of the four stages of Appreciative Inquiry to personal and professional development within individual coaching relationships. The appreciative stages of Discovery, Dream, Design, and Destiny move coaching clients from vision to action, based on the principles of positive psychology and other holistic methodologies. Appreciative language and inquiry are key learnings in this session. Learning Objectives: • Use appreciative exchanges as an alternative to problem solving • Apply four core appreciative questions to create desired futures • Incorporate positive language and positive inquiry into the coaching skills of managers. Learning Objectives: • Determine if the CPLP is right for you • Navigate the CPLP process and requirements. 3:00 p.m. ASTD LEARNING OPPORTuNITIES ROOM Round One of the ASTD Learning Sweepstakes Room B 209 Win a copy of HPI Essentials. 3:30 – 3:45 p.m. AuTHOR CHAT AC6 – How to Get Published with ASTD ASTD Store Mark Morrow, Paula Ketter, Justin Brusino, Ryann Ellis, ASTD Learn how you can turn your best ideas into articles for T+D magazine and Learning Circuits, Infoline, or industryleading books for ASTD Press. Get solid tips and advice from the editors of these great publications in this information-packed session. SU319 – CPLP Certification: The Time Is Now! Room B 212 Track: Career Planning and Talent Management Learning Approach: Competency Model Content Target Audience: All Speaker: Jennifer Naughton, ASTD Certification Institute ASTD’s Competency Study, “Mapping the Future: New Workplace Learning and Performance Competencies,” provided a foundation for certification in the learning and performance field. But it also raised questions about how to ensure that WLP professionals are competent and why certification is worthwhile. This session will describe the basics of ASTD Certification Institute’s Certified Professional in Learning and Performance (CPLP™) program from the applicant’s perspective and reveal what it takes to become a CPLP. The speaker will talk about the vision of the program, address issues from the interested employer perspective—the value of the CPLP™—and provide insight into the program’s current and future status. Simultaneous Interpretation Book available at the ASTD Store Author book signing in the ASTD Store Audio Recordings Chapter Leader 65 Sunday, June 3 3:30 – 4:45 p.m. CONCuRRENT SESSIONS SHOWCASE SPEAKER SU401 – Training Impact Evaluations That Senior Managers Believe and Use Auditorium Track: Measurement, Evaluation, and ROI Learning Approach: Hot Topic Target Audience: Director/Manager Speaker: Robert Brinkerhoff, Western Michigan University The Success Case Method is an innovative procedure that quickly digs out and documents the very best results that training is achieving, and then pinpoints the replicable factors and practices that managers can leverage to increase ROI and drive performance improvement throughout the organization. The speaker will review real examples from Allstate Insurance, Hewlett Packard, Grundfos (Denmark), and Coffee Bean & Tea Leaf, among others, that demonstrate this highly effective, innovative, and, above all, practical evaluation method. Learning Objectives: • Apply the five-step Success Case Method to tell training’s story in your organization • Avoid the pitfalls of the traditional ROI and impact evaluation methods that underestimate your training function’s contributions and undermine effectiveness. ASTD’s Change Certificate Program and walk away with 10 practical tools to use when you return home. Learning Objectives: • Learn 10 tactics for designing and implementing a change management effort in your organization. SU403 – Global Focus: Africa/Middle East Room B 207 Format: International Perspectives Learning Approach: Global Pers./Int’l Focus Target Audience: All Moderator: Mahmoud Kahn, Consultant Speakers: Ahmad Al-Failakawi, Kuwait Institute for Scientific Research; Nasser Al-Hamli, Executive Council, Government of Dubai; Annette Bredenkamp, FirstRand Banking Group; Charlotte Mokoena, Telkom SA Ltd. Theme: Skills Development: Needs and Methods in Diverse and Changing Industries A variety of training practices are developing across Africa and the Middle East. How can diverse industry sectors proactively meet the development needs of the available workforce? This session will describe methods of skills development in varying locations and industries, including examples of how policies and governments can contribute to training and development. Learning Objectives • Define the skills gap and identify skills gaps in your own community • Identify the role that policy and government can play in addressing the skills gap • Learn about several methods of developing workforce skills • Exchange ideas about skills development in varying cultures and locations. SHOWCASE SPEAKER SU402 – 10 Tips, Tools, and Tactics to Teach Change Management Room B 304/305 Track: Facilitating Organizational Change Target Audience: Trainer/Learning Facilitator Speaker: Elaine Biech, ebb associates inc Is your organization going through change? Are you responsible for facilitating the process? Need some ideas to help make training stick? The speaker will discuss a model for change and share 10 ideas for designing your own Organizational Change Management effort. These proven activities will help you—whether you’re an internal facilitator or external consultant—design a practical and enjoyable change management effort. You’ll learn about Sessions are filled on a first-come, first-served basis. Please select one or two alternate sessions in each time slot in case your first choice session is full. For the safety of all participants, we must observe maximum room occupancy regulations. 66 Sunday, June 3 3:30 – 4:45 p.m. cont’d SU404 – Global Focus: Eastern Europe Room B 208 Format: International Perspectives Learning Approach: Global Pers./Int’l Focus Target Audience: All Speaker: Pawel Bochniarz, IDEA! Management Consulting Panelists will discuss the role of HR policy in building the competitive advantage of the organization in the Eastern European Region. SU406 – Improvisation for Leaders of Organizational Change Room B 206 Track: Personal & Professional Development Format: Innogizer Learning Approach: Experiential/Interactive Learning Target Audience: Org. Change Manager/Facilitator Speaker: Maureen Kelly, Performance of a Lifetime In this “get up and perform” session, you will explore the world of improvisation and learn how to use the tools of the theater to expand and advance your performance as leaders. Specifics will include; Leading with influence: building relationships, networks, and support to drive collaboration and change; Handling difficult conversations; Performing with authenticity: bringing more of who you are to the change and development process. You will use methods grounded in the research and discoveries within the growing postmodern field of performative psychology, where human beings are understood as performers, creators, and improvisers of the many scenes that make up life and work. Learning Objectives: • Apply new and more creative ways to approach conversations, relationship building, and networking • Use enhanced skills associated with listening, creating connections, and handling conflict. SU405 – I’ll Take Learning for $500: Using Game Shows to Engage Room B 203 Track: Designing and Delivering Learning Format: Innogizer Learning Approach: Experiential/Interactive Learning Target Audience: Trainer/Learning Facilitator Speakers: Dan Yaman, Missy Covington, LearningWare Game shows create an engaging, lively classroom environment that appeals to all regardless of learning style. When used properly they have been proven to dramatically increase participation, comprehension, and test scores. You will learn how to modify popular game show formats to present and reinforce any subject. The speakers will demonstrate how to maximize learner participation; embed learning when engagement is at its peak; and select, host, and incorporate game shows. You will get a hands-on game show experience, and will view game shows from the perspective of both the trainer and the learner. Learning Objectives: • Increase learner retention and attention using game shows • Expertly host game shows in your learning events. Simultaneous Interpretation Book available at the ASTD Store Author book signing in the ASTD Store Audio Recordings Chapter Leader 67 Sunday, June 3 3:30 – 4:45 p.m. cont’d SU407 – Talent Management at American Express: Reporting on the Results Room B 302/303 Track: Career Planning and Talent Management Learning Approach: Competency Model Content Target Audience: Career Planner Speakers: Dorothy Craddock, Jennifer Tavarez, Marie Ferrer-Jackson, Kimberly Stewart, American Express Learning Network At the ASTD International Conference in 2006, American Express presented its corporate approach to developing learning professionals by linking development activities to the ASTD Competency Study.This year, the measurable results of that talent management strategy are presented. The speakers will share processes for identifying gaps, writing individual development plans, and rolling plans up to a department and network level. You will receive sample documents that can be modified for use in your organization. Learning Objectives: • Conduct a self-assessment based on the ASTD Competency Model • Develop a personal development plan based on the ASTD Competency Model • Create a rollup report to measure results, using the tool provided in the session. Learning Objectives: • Apply the Accelerated Learning philosophy to facilitate learning that promotes adult involvement and appeals to the different learning preferences • Use the Accelerated Learning principles to create a multi-sensory, positive learning environment • Design effective training experiences using the phases of the Accelerated Learning Cycle. Session Repeated Tuesday, TU108 SU409 – Hitting a Moving Target: Serving the Mobile Learner Room B 316 Track: E-Learning Learning Approach: Innovation Target Audience: Trainer/Learning Facilitator Speaker: Bob Lee, WebEx We’ve always had mobile learners, but in the next few years, we will see an extraordinary increase in the number of people who conduct business outside of the traditional workplace: potentially, more than 850 million in 2009— more than one-quarter of the worldwide workforce. The speaker will discuss the needs of mobile learners, explain the challenges we face in reaching them, and explore the tools and techniques that will enable us to deliver rich, collaborative learning solutions to them. He will describe the need for on-demand, just-in-time information and how a mixture of real-time, collaborative tools and packaged content can meet this need. Learning Objectives: • Examine the needs of mobile learners and gain insight into their challenges • Evaluate the benefits of on-demand applications for training programs • Analyze best practices for delivering training programs to the mobile learner. SU408 – Train the Trainer in Accelerated Learning Techniques Room B 212 Track: Designing and Delivering Learning Format: International Perspectives Learning Approach: Experiential/Interactive Learning Target Audience: Trainer/Learning Facilitator Speakers: Adrian Cottin, Mary Gil, PCOs International, C.A. Learn how to foster adult learning by creating an interactive process where the participant learns to achieve goals using either personal or group abilities, is stimulated through multi-sensory motivation, and is working in a joyful environment that encourages participation, creativity, and self-confidence. The approaches of Bill Potter, Bob Pike, Tom Japp, Donald Schuster, and Mauro Rodriguez will be used in conjunction with the speakers’ experience in adult learning processes. You will be able to facilitate adult learning processes using 17 Accelerated Learning techniques that motivate learners to achieve their goals and increase abilities and knowledge. As a courtesy to others, please turn off all electronic devices (pagers, cell phones, etc.) during sessions. 68 Sunday, June 3 3:30 – 4:45 p.m. cont’d SU410 – Creating Flow in Distance Education Room B 308 Track: E-Learning Learning Approach: Experiential/Interactive Learning Target Audience: Trainer/Learning Facilitator Speaker: Dennis Glenn, Northwestern University Flow is often described as a “sense of discovery, the excitement of finding out something new or about interacting with opportunities for action.” The speaker will provide steps to incorporate “flow” in distance learning courses. The author of Flow: The Psychology of Optimal Experience, lists eight dimensions of the Flow experience. He will review each dimension, along with specific interactive learning tools that will bring about this phenomenon called Flow. You will leave knowing how each tool will move the student and instructor closer to an optimal experience. You will receive a set of links to online tools that will enhance your training programs. Learning Objectives: • Determine appropriate learning style pre-assessment tools to use • Select the best tool to create online self-assessments • Create practices that support group interactions. Learning Objectives: • Apply the seven stages of the Strategic Change Management process • Implement the strategy for organization-wide change • Recognize and overcome the challenges of an organization-wide change strategy. Session repeated Monday, M112 SU412 – Engaging Your Workforce in Change Processes by Values Management Room B 213 Track: Facilitating Organizational Change Format: International Perspectives Learning Approach: Hot Topic Target Audience: Org. Change Manager/Facilitator Speaker: Egbert Kinds, Core Commit In the 21st century, your workforce needs to be aligned with the mission of the organization, although individuals may be doing very different things to serve a variety of stakeholders. Each team in your organization needs to have its own set of values and behavioral norms that clarify their contributions to the overall goal. They must adapt those sets of values and norms to new and changing stakeholder demands. This session covers a seven-step value management process that facilitates the creation of engagement of all layers in an organization through personal involvement. You will learn about the big difference in the way engagement is viewed in the Anglo-Saxon commitment culture and in the Northern European consensus culture. Organizations don’t transform, people do! This session provides insights on how to realize a truly engaged workforce. Learning Objectives: • Analyze how different teams serve different stakeholders and the consequences for the type of engagement you can ask from your employees • Use seven levels of engagement to develop a transformation process for your organization to engage employees on a more profound level. SU411 – From Crisis to Control: The Strategic Change Management Process Room B 211 Track: Facilitating Organizational Change Format: International Perspectives Learning Approach: Global Pers./Int’l Focus Target Audience: Director/Manager Speaker: Michael Stanleigh, Business Improvement Architects You have just been given the responsibility of integrating your organization’s local or global offices and/or new, merged organization: global or national; private, public, or nonprofit. These initiatives require a change in the organization’s culture and work environment. Historically, staff has been provided with change workshops in the hope of improving their understanding and ability to manage the change. This fast-paced, practical session will engage you in the process of taking your organization through these strategic change endeavors so that your new organizational structures, cultures, work processes, and/or staff satisfaction levels are successfully realized. Simultaneous Interpretation Book available at the ASTD Store Author book signing in the ASTD Store Audio Recordings Chapter Leader 69 Sunday, June 3 3:30 – 4:45 p.m. cont’d SU413 – Giving Managers EQ Tools to Teach and Improve Teamwork Room B 309 Track: Leadership and Management Development Learning Approach: Core Topic Target Audience: Trainer/Learning Facilitator Speaker: Adele Lynn, The Adele Lynn Leadership Group The manager’s role is to develop a team. No matter how outstanding or knowledgeable an individual performer may be, if he or she doesn’t have the skills to function as a team player, it’s likely that the goals of the unit will suffer. Teamwork skills are rooted in the team members’ emotional intelligence. It’s how people interact that determines how effectively they work together. What people say and do, how they say it, what they fail to say or do, how they engage or avoid conflict—all contribute to team interactions. These interaction skills require highly self-aware individuals who understand their impact on the team. In today’s workplace, the effective manager teaches these interaction skills on a daily basis. As a trainer, you can arm managers with the tools to do the job. You will take away five EQ tools that will help your managers build teamwork skills. Learning Objectives: • Apply five EQ tools to help your managers build effective teams • Use three strategies to gain managers’ involvement to build their teams. or Japan. To be successful, it is necessary to adjust offers to the specific needs of each country. The speakers will identify the main T&D needs in Brazil, Argentina, Chile, and Uruguay (the GNP of these four countries together is about $1 trillion). They will explain how to create business in Latin America and demonstrate how it is possible to tranform this market into a revenue producer for your company. Learning Objectives: • Develop a business plan guided by a model of identification of opportunities in Latin American markets • Increase your success in marketing T&D products in Latin American countries. SU415 – Shaping a Skills-Based Curriculum Across Diverse Departments Room B 406 Track: Learning as a Business Strategy Learning Approach: Innovation Target Audience: Director/Manager Speakers: Tony Brown, The Coca-Cola Company; Jay Lambert, Integrated Learning Services, Inc. Curricula designed for job titles may not be the best fit when today’s workers are asked to take on additional roles. You will be introduced to the Skills-Based Curriculum Development Model and to tools used to create a curriculum for 10 “families” identified by grouping skills from the 180-plus job titles in the Coca-Cola Company’s retail organization. Through activities, you will learn how to identify the critical skills that cut across jobs and departments, group them into like roles, look for performance gaps, and plan training initiatives to address those gaps. Learning Objectives: • Apply the Skills-Based Curriculum Development Model in your organization. Session repeated Wednesday, W214 SU414 – How to Sell T&D in Latin American Countries Room B 214 Track: Learning as a Business Strategy Format: International Perspectives Learning Approach: Global Pers./Int’l Focus Target Audience: Director/Manager Speakers: Joao Vilhena, Luiz Costacurta, Instituto MVC; Elizabeth Amaral, Unialgar Developing countries constitute an important market, and Latin America offers excellent business opportunities for the training and development industry. The biggest challenge for someone who wants to conduct business in this part of the world is to understand the needs of its diverse countries. It is not enough to offer products that have been successful in the United States, Europe, To attend Tuesday night’s ASTD 2007 Celebration, please bring the card with the barcode attached to your badge to any of the Celebration Counters located in the Main Lobby, Building B to purchase your ticket. Full conference attendees may purchase one (1) ticket at a discounted rate of $10. The rate for all other registration types or additional tickets is $80. Tickets must be purchased by noon Tuesday. 70 Sunday, June 3 3:30 – 4:45 p.m. cont’d SU416 – Using Objective Mapping to Link Your Training to Business Objectives Room B 314 Track: Measurement, Evaluation, and ROI Learning Approach: Core Topic Target Audience: Evaluator Speakers: Lynn Schmidt, Countrywide Financial Corporation; Toni Hodges DeTuncq, TH&Company To show the results of a training program, it’s critical to establish a link between the training and the objectives of the business. The speakers will provide a methodology for linking training to business objectives called Objective Mapping. They will provide the template for Objective Mapping and describe the steps for its use in a case-study format. Examples for using the methodology for sales, technical, and leadership training will be provided. Learning Objectives: • Develop an Objective Map that links business, performance, and learning objectives • Apply the Objective Mapping process to facilitate program stakeholder communication • Assess program enablers and barriers to program success. SU418 – Leveraging HiPo SMEs and Partners in Your HPI Solutions Room B 407 Track: Performance Improvement Learning Approach: Case Study Target Audience: Evaluator Speakers: Darin Hartley, Intrepid Learning Solutions; Irada Sadykhova, Microsoft Subject Matter Experts (SMEs) are often pigeon-holed into narrow performance support roles, strictly for content review, so that they can provide maximum focus to their line activities. Microsoft’s Engineering Excellence SME model is a radically different approach that embeds highly skilled engineering SMEs in the learning and performance organization. Microsoft took key SMEs and leveraged their highly sought-after skill and knowledge set to provide a direct conduit into human performance technology systems. Learning Objectives: • State the benefits to your organization for using highly knowledgeable subject matter experts • Identify strategies to leverage SMEs and partners for Human Performance Technology in your organization • Avoid or minimize pitfalls when moving to the HiPo SME performance technology model. SU417 – Conducting HPI in a Large, Complex Military Organization Room B 216 Track: Performance Improvement Learning Approach: Case Study Target Audience: Performance Technologist Speaker: Carol Huggins, U.S. Navy Human Performance Center Human Performance Improvement work as an internal consultant inside a large, complex organization presents challenges to and requires adaptation of the HPI process. In this session, you will be challenged to work successfully across multiple sponsorships to craft meaningful performance goals and keep all stakeholders engaged and committed. The Aircraft Wiring Project will be used as a case study and learning tool to exemplify and amplify discussion. Learning Objectives: • Engage all sponsors who could affect success of a performance improvement study conducted in your organization • Assist your clients in capturing broad corporate mission goals in meaningful, achievable performance improvement language. Session Repeated Wednesday, W216 Simultaneous Interpretation Book available at the ASTD Store Author book signing in the ASTD Store Audio Recordings Chapter Leader 71 Sunday, June 3 3:30 – 4:45 p.m. cont’d SU419 – On Your Feet or From Your Seat: Presenting and Proposing to the C-Suite Room B 405 Track: Personal & Professional Development Learning Approach: Core Topic Target Audience: Director/Manager Speakers: Cynthia Maxey, Maxey Creative Inc.; Kevin O’Connor, Kevin E. O’Connor and Associates, Ltd. You know that boardroom presentations can make or break your training budget as well as your career; the C-Suite wants your best plan in the least amount of time. You will work with seasoned presenters to gear your C-Suite proposals and presentations for maximum impact. You will learn to avoid the pitfalls of old habits and develop winning techniques. Assess how the presentation format affects your outcome and develop a routine strategy to anticipate objections and make your proposal more compelling. Walk away with a smarter perspective on how to influence a group of high-level decision makers. Learning Objectives: • Create C-Suite proposals and presentations for maximum impact • Design proposal content that catches attention, addresses needs, and means business to those who hold the purse strings • Use the methods of successful presenters to capture attention, hold interest, and persuade others. with influence and persuasion; Create an informative opening and closing that influences the listener to “take action” and reach understanding and apply proper voice mail etiquette. Learning Objectives: • Connect and engage with your listener(s) to create an immediate relationship of trust • Organize and communicate clear and concise messages • Eliminate “uhs,” “ums,” and other non-words to enhance articulation and grab listener attention. 5:00 – 6:00 p.m. ANNuAL MEMBERSHIP MEETING Room B 402 Attend the ASTD Annual Membership Meeting, meet the ASTD Board of Directors, and learn about the future direction and initiatives of your professional association. 5:15 – 6:45 p.m. WELCOME RECEPTION Booth #1408 Maple Point on Level Two Concourse Feedback from previous conferences shows that networking is one of the most valuable aspects of the International Conference & Exposition. This casually festive event welcomes participants and offers a great opportunity to kick off your conference networking. Cash bars will be available, and light hors d’oeuvres will be served. SU420 – Speak to Be Heard! Communication Strategies That Get Results Room B 312 Track: Personal & Professional Development Learning Approach: Experiential/Interactive Learning Target Audience: Director/Manager Speaker: Stacey Hanke, 1st Impression Consulting, Inc. This interactive session focuses on best practices for business communication, including delivery, influence, and structure. You’ll walk away with a heightened awareness of how your listeners perceive you when you communicate. You’ll receive practical skills and techniques to enhance your communication behavior, increase your visibility, boost your credibility, and get people to act on what you have to say. You will learn to: Speak effectively during impromptu situations and stay on track; Use best practices to communicate 7:00 p.m. MEET TO EAT Join other ASTD 2007 conference participants for a dutchtreat dinner at one of the selected restaurants. Restaurant descriptions and prices are at the Meet to Eat counter in the registration lobby. If you have signed up for tonight’s dinner, please meet at the Meet to Eat counter in the registration lobby by 7:00 p.m. to share cabs or walk together to your selected restaurants. 72