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Learning Solutions Conference & Expo 2012 - Management Track
104 Hybrid Learning Solutions for Organizations
204 Upping the Leadership Ante through Stronger Competencies
305 Crafting a Mobile Learning Strategy to Ensure Performance Improvement
404 A Functional Framework for Building an Adaptive Learning Environment
504 Transitioning Your Organization from Skill-based to Role-based Thinking
505 Creating Cross-functional Dialogue in Your Organization
604 Operating a Global L&D Organization
704 The Future Starts Now: Integrated Corporate Learning
804 Transformation: Moving Beyond the eLearning Shop to Strategic Learning Partner
904 Mapping Your Course – Creating Strategic Training Plans
910 Managing for Scale: Scaling-up Blended Learning Programs Internationally
104

Hybrid Learning Solutions for Organizations

Wednesday, March 21, 2012 10:45 AM - 11:45 AM

Are you just starting your organization’s learning program or trying to revamp your learning and development approach? This session will address the issue of how to implement a hybrid solution within an organization from on-boarding to succession management. The session will examine how to blend your approach to implementing and delivering learning activities to ensure you are achieving the desired results.

Participants in this case-study session will learn how the DoD set up their program. You will walk through the analysis, customization, assessment, planning, development, and finally the measuring of effects via feedback loops. You’ll examine the decisions made to use either an online or an offline solution. You will hear how they set up a LMS and determined the delivery method for each learning item. You will get practical advice on what the DoD organization views as being best administered in the online environment and what is best left in the physical world.

In this session, you will learn:

  • How to set up learning solutions to organizational needs
  • How to make the LMS work for your learning solutions
  • Which activities are best online and which you should keep offline
  • How to provide a personal touch to newcomers to your organization

Audience: Novice to Intermediate level participants. This session is of interest to those who are either just starting their organization’s learning programs or are revamping their learning and development approach.  Knowledge of ISD, ADDIE, and overall talent management would be a plus, but is not required.

Thomas Hammond Jr.
Chief Learning Officer
United States Strategic Command
Thomas (TJ) E. Hammond Jr., Department of Air Force Civilian, is the lead for online mission training for United States Strategic Command. He is responsible for providing education and basic familiarization on the Command's assigned missions and functions to a geographically dispersed training audience of 5000 learners worldwide. TJ manages a team of 7 subject matter experts, 2 instructional designers, and 2 learning technologists in the development and enhancement of the Command's online training. He is actively engaged in research and application of adult learning principles and educational technologies. TJ has over 10 years experience in the Government sector, applying research ideas to practical problems. He holds a Bachelor of Science in Business from Bellevue University, a Six Sigma green belt, and is pursuing a Masters degree in political science from the University of Nebraska Omaha.
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204

Upping the Leadership Ante through Stronger Competencies

Wednesday, March 21, 2012 01:00 PM - 2:00 PM

Effective leadership is vital to growth and expansion for all businesses. This has become especially true in the health care arena, where so much is continually changing. Affinity Health Systems (AHS) concluded that the strength of their leaders will determine the organization’s viability.

Participants in this case-study session will learn the process AHS used to determine the competencies leaders currently need to ensure success of the business. This session will assist other learning leaders by hearing how Affinity Health strengthened their leader competencies through a six-month project that used focus groups with senior leaders to develop a variety of success profiles for every level of organizational leadership.

In this session, you will learn:

  • Why identifying key business drivers is critical
  • The purpose of engaging senior leaders
  • How to select and manage leader focus groups
  • How to build four levels of leadership success profiles

Audience: Novice-to-intermediate participants who want to build an effective leadership program.

Kathleen Adams
Director Learning Services
Affinity Health System
Kathleen Adams’ responsibilities include promoting and managing the talent development process, promoting physician and employee engagement strategies, and system orientation learning. She is also responsible for promoting the growth and development of high-potential employees and leaders of the organization. She oversees Affinity’s learning strategy for eLearning and blended learning solutions. Kathy’s past experience includes being a ICU/ED staff nurse, Nurse Educator, CNS ICU and Manager of eLearning. Kathy has 30-years of experience in the healthcare field.
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305

Crafting a Mobile Learning Strategy to Ensure Performance Improvement

Wednesday, March 21, 2012 02:30 PM - 3:30 PM

National continuing-medical-education societies (Accreditation Council for Continuing Medical Education (ACCME)) now mandate that education must result in performance improvement. However, one of the major challenges business medical professionals have is limited time for education. The adoption of mobile smart devices by research doctors and laboratory professionals in hospitals and labs is rapidly increasing. Therefore, there is growing interest and desire to craft a strategy to delivery education and performance support on mobile devices for these target audiences. There is also a strong interest in how mobile devices can impact learning and performance improvement.

Using a case-study approach, session participants will experience a step-by-step “best-practices” process in the design of non-profit mobile learning strategies. You will learn how ACCP developed a program to meet the limited time available for education, along with meeting performance improvement demands.

In this session, you will learn:

  • How to design a comprehensive mobile solution to address member needs
  • The unique challenges associated with learning and performance support on mobile devices
  • How to create a mobile learning needs assessment
  • Inclusion techniques for multiple stakeholders
  • How to utilize a decision matrix to rank-order mobile learning solutions

Audience: Intermediate participants should understand basic principles of instructional design and know how to conduct a needs analysis.

Eric Parks
Director of Education Design and Technology
American Society for Clinical Pathology (ASCP)
Dr. Eric R. Parks has over 20 years of progressive documented experience in educational program teaching, management, and leadership. He co-founded, with Dr. Joan Cobin, RN, FAAN, the Statewide Nursing Program, Center for Innovation (CSU Consortium), delivering distance-learning academic programs to hospital administrators, nurses, police, airport personnel, and hotel staff throughout the State of California. He served as a Senior Learning Leader with the University of California. He is presently the Director of Education Design and Technology for the American Society for Clinical Pathology, a 100,000+ member international medical organization.
Dan Klosterman
Senior Instructional Designer
American Society for Clinical Pathology (ASCP)
Dan Klosterman has over a decade’s experience exclusively in online multimedia development. He served more than five years as an instructional designer at DeVry University where he developed over 50 online courses. As a senior instructional designer, he manages a team in the design, development, and implementation of emerging technology for continuing medical education. Dan is a graduate of the State University of New York at Buffalo with dual BA/BFA degrees in English and Computer Graphics and an Ed. M. in Educational Technology awarded in 2005.
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404

A Functional Framework for Building an Adaptive Learning Environment

Wednesday, March 21, 2012 04:00 PM - 5:00 PM

The airline industry is always in a state of dynamic change with mergers, market conditions, new equipment, and serious pressure for continuous improvements. The human-in-the-loop scenario is real, and is a critical component. Currently, Pilots, Flight Attendants, and Maintenance Personal have compliance training requirements and a level-of-mastery check. Training ranges from self-paced (reading) to instructor-led to full-motion simulators, and often the content is complex and the performance requirements are set very high.

This session will detail the creation of a framework to move these  personnel toward a system that adapts relative to their work environment, specific job, level of mastery, and experience within their personal learning pathway. Participants will learn the importance and creation of a competency model, and the links within the model at the behavioral (task) level to training content. The learning objectives for this audience, based on the chosen competency model, provides a foundation for a high-level curriculum and course outline to which you can apply the accelerated learning framework to determine the optimal learning design and accelerate both the learning pathway and the learning process in the training.

In this session, you will learn:

  • A process to move toward adaptive-learning content
  • The Competency Development Methodology
  • How to map Competency to Curriculum
  • Business drivers for Adaptive Learning

Audience: Intermediate. To get the most out of this session the audience should understand their audiences, the differences between groups, and the environment where adapting content would be valuable. An understanding of competency models and strategic learning initiatives is helpful.

Kevin Moore
Senior Learning Solutions Architect, Co-founder
TiER1 Healthcare, LLC
Kevin C. Moore, is the senior learning solutions architect and founding partner of TiER1 Healthcare, LLC. Kevin is a performance improvement and instructional design consultant with over 20 years of experience designing and modifying instruction for adult learners. He directs learning initiatives for hospitals and long-term healthcare facilities, and focuses learning programs on patient outcomes. Kevin holds an EdD degree.
Steven Briner
Director of Training
Comair
Steve Briner leads a corporate training team of 124 training professionals responsible for training pilots, flight attendants, mechanics, and the corporate staff. Over the past 11 years, Steve has served in various flight operations leadership positions including System Chief Pilot, Check Airman, and Cincinnati Base Chief Pilot. Prior to his current responsibility he was Director of Flight Operations, with responsibilities for Comair’s entire flight operations department along with Greensboro, Orlando, Cincinnati, and New York pilot bases.
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504

Transitioning Your Organization from Skill-based to Role-based Thinking

Thursday, March 22, 2012 10:45 AM - 11:45 AM

Keeping position expectations current in the Learning Field is challenging, especially as positions require Instructional Designers to be specialists as well as jacks-of-all-trades. Complicating the challenge is a Human Resources hiring methodology based on a finite set of skills rather than position expectations. Once we find a candidate, there is a new challenge of keeping attitudes on your team positive and away from the old line, “that’s not my job.” Changing the mind-set of learning professionals to help them transition from an organization of skill-based positions to one that uses role-based thinking can be difficult.

Participants in this case-study session will learn how JetBlue University successfully transitioned their Learning Solutions team during 2010-2011 from skill-based to role-based positions to improve products, meet development requests, provide opportunities, and grow their offerings. You’ll review the data, process, and lessons learned to identify the roles relevant to your learning organization’s demands and industry standards, satisfy the skills-based recruiting proposed by human resources while meeting the needs of the work groups. You’ll discuss how to grow roles rather than just growing skills.

In this session, you will learn:

  • Why role-based positions help position a team for growth
  • How to brainstorm the roles needed within your organization as well as learning-industry roles
  • How to compare traditional skill-based positions with role-based descriptions
  • How to generate ideas as a group for ways to encourage role-based thinking within your existing team, without changing structure
  • The lessons learned at JetBlue University

Audience: Those interested role-based work environments.

Shana Storey
Manager Learning Solutions
JetBlue Airways
Shana Storey has led the Learning Solutions team at JetBlue Airways since 2009 and has been a part of Learning Technologies since 2005. Shana’s focus is on building partnerships to manage and support the development of courseware initiatives across JetBlue Airways. She has experience designing training solutions for aviation, pharmaceutical sales training, and legal-based curriculum. Shana holds a Certificate in Training Management from N.Y.U. and a M.F.A. in Mixed Media Art. When she is not focusing her attention coaching a team of talented developers, Shana is actively involved in traditional maritime skills and sailing.
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505

Creating Cross-functional Dialogue in Your Organization

Thursday, March 22, 2012 10:45 AM - 11:45 AM

Most organizations have a wide variety of talent and people with a broad range of knowledge, but they rarely get the opportunity to speak openly with their colleagues from other departments or fields about instructional technologies and learning trends. This is because many organizations have a siloed approach to their workflow. Hearing from instructors, facilitators, engineers, IT professionals, project managers, 3-D artists, interactivity specialists, and videographers in one setting can unleash so many possibilities and ideas.

Participants in this case-study session will learn how to overcome closed-communication workplace environments by creating an atmosphere where people from cross-disciplines can come together and talk in an open forum. You will learn how Bellevue University hosts a monthly roundtable for faculty and staff that focuses on current instructional designs and learning trends in higher education. You will also learn why they chose a roundtable format, the challenges they faced, and how they overcame them. 

In this session, you will learn:

  • Best practices for creating a discussion forum in your organization
  • Why creating an open forum is important to your organization
  • Why it is important to talk to people from cross-disciplines on a regular basis
  • The benefits of hosting a regular discussion forum in your organization

Audience: Those interested in how to create an open forum where colleagues from cross-disciplines can exchange and discuss ideas and thoughts on the latest instructional technologies and learning trends.

Sonya Leeds
Course Designer with the Innovation Group
Bellevue University
Sonya Leeds is a Course Designer with the Innovation Group at Bellevue University, where she is building innovative, affordable, and flexible online courses for the Flexxive program. Sonya has over eight years of experience creating courses for academic and corporate eLearning environments. In 2011, she initiated a monthly Educational Topics and Trends Roundtable where faculty and staff discuss the latest technologies and trends in education. Bellevue has selected several of Sonya’s courses to represent the university for national awards in course design, and she has spoken at several leading industry conferences. Sonya holds a BA degree in Anthropology from the University of Nebraska – Lincoln.
Tracy Gies
Sr. Instructional Designer/Adjunct Professor
Bellevue University
Tracy Gies is the Senior Instructional Designer for Bellevue University, where he also teaches online in the Master of Science in Instructional Design and Development program. Tracy is a co-founder of the Instructional Technologies and Trends Roundtable at BU. He holds a M.A. degree from the University of the Incarnate Word in San Antonio, Texas. Prior to his employment at Bellevue University, he was the Chief Instructor at the United States Army Military Intelligence Advanced Noncommissioned Officer course in Fort Huachuca, Arizona. Tracy also taught Introduction to Terrorism and Counterterrorism for Cochise College in Fort Huachuca, Arizona.
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604

Operating a Global L&D Organization

Thursday, March 22, 2012 01:00 PM - 2:00 PM

New demographics, global economic shifts, and emerging technologies have created a “borderless workplace” – an environment in which age, geography, gender, and organizational boundaries are vanishing. A global recession and a talent shortage have many organizations recognizing that competitive advantage relies on building strong learning cultures. L&D organizations are asking what’s required structurally to advance organizational learning, deep specialization, and talent mobility. Questions like, if you want to build a culture of learning, what learning models and technologies are most supportive of that outcome. How do you organize the learning function – do you centralize or decentralize your learning organization?

Participants in this session will see examples of high impact organizations, including Deloitte, IBM, Thomson Reuters Knowledge, and Vestas Wind, that are driving significant business improvements with innovative approaches to employee learning. You will also hear about new, research-based insights into how organizations can succeed by transcending geographies and generations with learning approaches that drive improved business results.

In this session, you will learn:

  • Best practices for getting globally dispersed learning professionals to work together
  • How to work with globally dispersed audiences most effectively, and how to address their needs
  • How continuous informal learning will drive further adoption of internal and social networking across the enterprise
  • How learning will play a critical role as companies increasingly need to reinvent themselves by restructuring and re-engaging
  • About the drive to adopt new technologies that enable mobile learning to deliver just-in-time training on the job anywhere

Audience: Intermediate participants should have a basic understanding of the learning function.

Janet Clarey
Managing Director
The eLearning Guild
Janet Clarey is the managing director of The eLearning Guild Academy. Her background is in corporate learning and development where she worked on various learning technology platform implementations, technical training, curriculum development and instructional design. Before joining The eLearning Guild, she spent several years as a senior analyst first at Brandon Hall Research and then at Bersin & Associates. As director of The eLearning Guild Academy, Janet strives to help fellow learning professionals make sense of the changing learning environment. In her current role, she is responsible for development of Guild Academy to provide a comprehensive curriculum of courses and certificate programs for training and learning technologies professionals around the world.
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704

The Future Starts Now: Integrated Corporate Learning

Thursday, March 22, 2012 02:30 PM - 3:30 PM

For too long, old paradigms, like pushing knowledge to a global workforce through disparate learning events, i.e. courses, has dictated to corporate learning. Effective learning needs to happen as a process, not as a series of disconnected events strung together out of context. In a new, integrated model for corporate learning, technology should seamlessly deliver carefully selected, timely, role-appropriate learning opportunities at the right point in a person’s career development – learner needs must drive the LMS, not the other way around. The Integrated Learning Manifesto offers a new model for corporate learning that is not driven by delivery method or media. Today's corporate learners’ desire learning that is Social, Relevant, Self-directed, Integrated, Focused, and Timely.

Session participants will learn about the early pilots of onboarding and leadership of a large global corporation that are moving towards the Integrated Learning model. You’ll explore how the Microsoft SharePoint platform can help speed the move toward integrated learning that bridges multiple corporate systems, including the LMS, HRIS, document repositories, and learning portals.

In this session, you will learn:

  • The six demands of today's corporate learners
  • The Integrated Learning Manifesto vision for personalized integrated learning
  • How the Microsoft SharePoint platform can enable integrated learning
  • How to begin taking steps toward integrated learning in your organization

Audience: Intermediate-to-advanced participants should be familiar with the typical corporate learning environment, and various systems found in the corporate HR ecosystem such as the LMS, HRIS, document repositories, and learning portals. Familiarity with Microsoft SharePoint is helpful.

Chris Willis
CEO
Media 1
Chris Frederick Willis is a consultancy expert in aligning People, Performance, and Technology to drive Human Capital Improvement. Chris is passionate about melding the best practices of multiple disciplines to shape sensible learning solutions for today’s distributed workforce. She believes employees have a right to seamless, Integrated Learning, and that disruptive change in the workplace creates the perfect environment for engaging and empowering employees for improved performance. Chris holds a B.S. degree in Arts & Media from Grand Valley State University and is a regular conference speaker.
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804

Transformation: Moving Beyond the eLearning Shop to Strategic Learning Partner

Friday, March 23, 2012 08:30 AM - 9:30 AM

What worked five years ago isn’t necessarily working today. If you don’t change with the times, you run the risk of no longer being relevant to either your learners or your business partners. This is a challenge that most learning departments face today. This session will offer techniques for transforming learning, staying relevant, and improving relationships with key stakeholders.

Participants in this case-study session will learn how Canadian Tire’s Learning Solutions team is expanding their role to become strategic partners with their corporate clients. They are working to move their clients from saying “I need an eLearning lesson” to “I need your help in building a solution to support my business goals.” Looking at some pivotal projects from the past year, you will see demonstrations of how they are moving to provide a broader range of solutions, at a lower cost, and with shorter timelines. You’ll learn tips for enabling this transformation.

In this session, you will learn:

  • How to partner with other solution providers to expand your offering
  • The benefits to saying “yes” to opportunities outside your comfort zone
  • Techniques for aligning training to business focus areas to stay current and relevant
  • How to adapt processes to become streamlined and cost effective

Audience: Intermediate-level participants with internal stakeholders who are concerned about cost and efficiency.

Susan Horsey
Learning Consultant
Horsey Communications
Susan Horsey has been a learning consultant for 20 years and she has designed and implemented a wide range of learning solutions for many different organizations. In all of her work, she strives for lean, targeted solutions that deliver the right information without overwhelming learners. But Susan readily acknowledges her challenges in paring down content in her own instructional designs, as much as she acknowledges the her challenges in reducing clutter in her home.
Caroline Lyons
Manager, Learning Solutions
Canadian Tire Corporation, Ltd.
Caroline has spent the past 9 years leading an internal consulting group accountable for the development and delivery of end-to-end learning solutions for store employees of Canadian Tire’s national network of retail stores. The solutions developed focus on customer service, product knowledge, merchandising, retail operations standards and store support functions. Caroline has been in the learning field for over 12 years and holds a Bachelor of Education degree from the University of Toronto.
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904

Mapping Your Course – Creating Strategic Training Plans

Friday, March 23, 2012 09:45 AM - 10:45 AM

The ability to think and act strategically is valued by mid- and senior-level leadership in organizations. The ability to create a strategic training plan can help raise awareness of the value to the organization and help you position your organization for success in obtaining necessary resources to achieve its goals. Creating strategic training plans takes time, but with a ready template and a moderate amount of business knowledge, most managers and non-managers can develop strategic training plans. Strategic planning is typically not a course taught as part of an instructional design degree, leaving training professionals without the skills needed to effectively communicate from a business perspective.

This session will provide participants an overview of the knowledge and skills needed to create a strategic training plan. Such plans will help the training organization increase its value by aligning the mission, objectives, and goals of the training organization to those of the overall organization.

In this session, you will learn:

  • The purpose of strategic training plans
  • How to align organizational goals with departmental goals
  • The benefits of creating a strategic training plan
  • How to develop a simple and moderately complex strategic training plan
  • Who you need to involve in the development of a strategic training plan

Audience: Novice-to-intermediate participants should come to this session with examples of their organization’s mission statements, values statements, and organizational goals. Only share non-proprietary information during the session.

Phillip Weiss
Training and Development Manager
Lawrence Berkeley National Laboratory
Phillip Weiss is the Training and Development Manager at the Lawrence Berkeley National Laboratory. Over his 25 years in the training field, he has worked in non-profit, high-tech, consulting, military, and government industries designing and implementing interpersonal and technology training programs. Phillip holds a M.B.A. degree from the University of Maryland and is currently completing his Doctorate of Business Administration and Leadership from Walden University. Among his many achievements, he has earned the Unites States Meritorious Service Medal, the Blue Pumpkin Software President's Club Award, and the Boy Scouts of America Commissioner-Service-of-the-Year Award.
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910

Managing for Scale: Scaling-up Blended Learning Programs Internationally

Friday, March 23, 2012 09:45 AM - 10:45 AM

As a result of developing good management systems for scale, MSH, with funding from the United States Agency for International Development, has successfully scaled-up virtual program offerings supporting 3,700 health professionals using six languages from more than 70 low-resource countries around the world. These offerings build participants' management and leadership capacity to achieve organizational results.     

Participants in this case-study session will learn how MSH set up a management system that successfully assured high-quality facilitation, Web development, content adaption, and management training for new managers and support staff in order to offer up to 12 programs (often concurrently) per year in multiple languages. You will learn how they updated manuals; created a team of support managers and staff; developed a systematized approach to content management, course adaption, and translation; captured program improvements; and created a database to track and prioritize lessons learned, suggested improvements, and upgrades for future offerings.

In this session, you will learn:

  • The elements of a successful virtual program-management system enabling scale-up of MSH’s virtual program suite
  • How MSH managed translations and the adapting of program content to the local context
  • How MSH trained and supported multiple project management teams during concurrent course offerings
  • The lessons learned from this experience

Audience: Novice to intermediate participants knowledgeable about eLearning project management. Other organizations facing similar management or scale-up challenges in eLearning will find this session interesting.

Karen Chio
Senior Program Officer
Management Sciences for Health
Karen Chio has 11 years of international and public health experience, which includes nine years working on international distance learning for health and two years of service with the U.S. Peace Corps in Madagascar. Karen holds a M.P.H. degree with a concentration in International Health from Boston University School of Public Health and two B.A. degrees (summa cum laude) in Spanish and French from the University of Connecticut. Karen has worked virtually in 68 countries and face-to-face in Guinea, Senegal, Haiti, Jordan, Rwanda, Tanzania, Madagascar, Ethiopia, and Nicaragua.
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