All entries tagged with “training”

Testimonials Are In From the Training & Development Summit, Philadelphia

The Training & Development Summit, Philadelphia hosted 627 meetings on March 14-15, 2016. Feedback is vital for the growth and success of each event. Here are some testimonials from attendees of this event:

"Not only was this experience great for meeting vendors but getting the chance to talk to other individuals in similar roles to me. Thank you so much for having me."
-Suarez Corporation

"This event was like no other event I have ever been a part of. I would highly recommend attending if you have the opportunity. You receive one on one time with vendors of your choice and get the time to learn about products you might not have realized were out there."
-Martin Insurance

"When I was invited for this event, I wasn't quite sure what I could potentially get out of it. It turned out to be one of the most productive and informative summits that I have attended. All of the vendors were well prepared and had great products."
-Tri-Coastal Design

"The summit was an effective way for busy HR Professionals to engage & learn about new products that can help improve HR services for our organization the one-on-one format allowed for a more detailed vendor-client conversation about possible solutions. I heartily endorse the summit and thank the summit team for creating such an engaging event."
-Temple University

"Great format; was personal and informative. Easy conversation without being in a loud crowded trade show area."
-University of Utah

"This was my first event. I found it informative and I believe that there are a number of vendors that I will be partnering with in the future. I have also, through networking, begun some professional relationships that I believe will be ongoing. Thank you for this opportunity."
-Swiss Post Solutions

"I liked the one-on-one meetings. Very easy format to understand vendor offerings. Event was very well organized."
-Victaulic

"Staff was very diligent to get the vendors that you request!"
-Penn Jersey Paper

"This was a great opportunity to network and develop working relationships, learn more about various services and products, as well as learning from the workshops on business strategies. Thank you!"
-LaSalle University

"This style event worked well for me. There was no pressure, great conversations, and excellent networking opportunities."
-MedSynergies

"Fantastic opportunity to have customized meetings with potential business partners that meet the company's objectives. Great networking and relationship building."
-WSI

Did you miss this summit? Don't worry - we have another taking place on November 14-15, 2016 in San Francisco, CA. Click here to register.


[EVENT RECAP]: Training & Development Summit Take On Society Hill

Meeting 2.jpgPHILADELPHIA, PA – The Training & Development Summit and HR & Employee Benefits Summit hosted nearly 630 business meetings in Philadelphia on March 14-15, 2016. For executives attending the summit, it was an opportunity to connect, learn about and discuss the latest technologies and services in the industry.

HR, training and devlopment decision makers from companies including 4M Building Solutions, Dow Chemical, Johns Hopkins, Johnson & Johnson and Toll Brothers, Inc. met with leading solution providers offering a variety of services in the heart of downtown Philadelphia. “This event was like no other event I have ever been a part of,” exclaimed the Director of Human Resources from Martin Insurance Group, “You receive one-on-one time with vendors of your choice and get the time to learn about products you might not have realized were out there.”

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Industry thought leaders also hosted seminars for executive attendees, including New York Times bestselling author and Fortune 500 consultant, Daniel Schawbel.  Mr. Schawbel hosted an intimate seminar to 30 of our attendees, the same seminar that he will later present to more than 3,500 people at SHRM in Washington DC. Topics included leadership, recruiting, talent management, management training, and leveraging technology in the human resources industry.

“Not only was this experience great for meeting vendors, but also for getting the chance to talk to other individuals in similar roles to me,” said the Head of Senior Recruitment from Suarez Corporation following numerous networking activities and meals. Delegate attendees connected with both vendors and peers during a gala dinner where lobster ravioli and cheesecake were both a huge hit! Later that night, attendees took to the blackjack tables for a chance to win a grand prize.

Toll Brothers.jpg

On day two, everyone was back to business for more meetings and seminars. Before heading back to their offices, attendees participated in a raffle prize drawing over lunch where National Vice President of Training from Toll Brothers, Cynthiann King, took home an online one-on-one assessment from Taking Flight Learning. Other winners included Rene Persin of Hartford Funds and Patrick Paul of Anderson Center for Autism who both took home Seiko watches. Vendors who participated in the draw prizes included DeVry University, Stewart Leadership and CareerArc.

Did you miss out on this summit? Don’t worry – you can participate in upcoming summits taking place in San Francisco, CA on November 14-15, 2016. For more information, contact Event Manager & VP of Business Development Shane Doherty, here.


MEET THE SPEAKER: Lisa Rueth, CEO, Cultivate Leadership

lisa rueth.jpgMeet Lisa Rueth, CEO Cultivate Leadership
Confirmed Speaker at the HR & Employee Benefits Summit 
March 14 & 15, 2016 | Philadelphia, PA  

After her success with past audiences, Lisa Rueth is returning to the HR & Employee Benefits Summit and Training & Development Summit in Philadelphia to shed light on leadership and organizational development. 

Lisa is CEO of Cultivate Leadership (formerly Trinity Solutions), a consulting firm dedicated to Leadership Science, OD Consultant and Executive Coaching. With more than 20 years of experience, Lisa left her role as an Executive in Telecom and Manufacturing 13 years ago to dedicate her career to helping organizations with the mechanics of leadership, human performance and systems of collaboration. Cultivate Leadership specializes in helping leadership teams through accurate diagnosis, culture engineering, leadership development, team building, change management, executive coaching and strategic planning.

Lisa studied Applied Leadership and Organizational Psychology at the Ken Blanchard School of Business and did graduate work in Authentic Leadership at Naropa University. She also holds many professional certifications such as Certified Customer experience Engineer, Six Sigma Black Belt, Kaizen Facilitator and Certified Workplace Wellness Coach.

For more information or to register for the HR & Employee Benefits Summit or Training & Development Summit, contact Event Manager Shane Doherty at shane.doherty@forumevents.com.


Confirmed Speaker - Ethan Edwards Joins the Training & Development Summit, New Orleans

The Training & Development Summit is welcoming Chief Instructional Strategist of Allen Interactions, Ethan Edwards, to the speaker spot light. Edwards will host a seminar at the next summit taking place at the Ritz-Carlton, New Orleans in September.

Ethan250.pngEdwards joins a seminar line-up of training professionals who will host 45-minute sessions throughout the summit. Edwards draws more than 30 years of industry experience as an e-learning instructional designer and developer. He is responsible for the delivery of the internal and external training and communications that reflect Allen Interactions’ unique perspective on designing and developing meaningful and memorable e-learning programs. Edwards is the primary instructor for ATD’s e-Learning Instructional Design Certificate Program. In addition, he is an internationally recognized presenter on instructional design and e-learning, has written several white papers on creating effective e-learning, and regularly blogs for Allen Interactions’ e-Learning Leadership Blog. Ethan holds a master’s degree and significant doctoral work in educational psychology from the University of Illinois-Urbana Champaign.

Allen Interactions is dedicated to building Meaningful, Memorable, and Motivational custom learning solutions for learners. Their focus is developing performance-driven training events backed by the best instructional design.

Allen Interactions targets what learners need to do and not just what they need to know. For more than 20 years, they have been devoted to delivering custom learning services and instructional products that assist hundreds of leading organizations and thousands of learning professionals achieve this outcome.

Allen Interactions is also a confirmed solution provider attending the Training & Development Summit. For more information on the summit and to reserve your space, click here.

 


Forum Events Confirms Ritz-Carlton, New Orleans for the Training & Development Summit and HR & Employee Benefits Summit

NEW ORLEANS, LA - The Training & Development Summit and HR & Employee Benefits Summit will take place at the Ritz-Carlton, New Orleans on September 14th and 15th, 2015. Senior-level HR and training executives will meet at the elite venue just steps from Bourbon Street and the French Quarter for the appointment-based event featuring one-on-one meetings, seminars by world-class speakers, and entertaining networking activities.

As part of Forum Events’ complimentary registration, executives receive free overnight accommodation at the prestigious Ritz-Carlton, New Orleans, all-inclusive dining and refreshments, and a personalized event itinerary.

This historic hotel is set in the 1908 Beaux Arts Maison Blanche building. It features traditional Southern ambiance with an interior that reflects the graciousness of antebellum mansions. With live entertainment, exquisite accommodations, and a five-star rating, this is the ideal setting for executives to comfortably network, learn and connect.

The Training & Development Summit and HR & Employee Benefit Summit are specifically designed for C-suite executives who are actively sourcing new solutions and services in the HR, employee benefits and training industries. Executive attendees are introduced to solution providers who specialize in their upcoming projects during one-on-one, pre-arranged appointments. The events also incorporate 45-minute seminars led by industry leaders in an open-discussion format and networking meals and after-hour activities.

Forum Events is the most effective method for busy executives to source new solution providers and learn about breakthrough services in their industry – 98 percent of attendees report a forum is a “better way to source new suppliers than a trade show,” and 95 percent say they have saved time sourcing and meeting new buyers at a Forum. Using a unique matching software, Forum Events connects executives with sponsors based on information they have provided. Unlike a traditional trade show, attendees are able to speak privately with experts about their companies and develop a plan of action in a no ‘hard-sell’ environment.

Forum Events originated in the United Kingdom in 1996. They have since expanded to the United States to headquarters in Sarasota, FL. The company has hosted more than 250 successful appointment-based events across ten different industries.

To register for either of the summits taking place in September, click here. For more information on Forum Events, contact Yasmin Parsloe at yasmin.parsloe@forumevents.com, or by phone at (941)925-7585, ext. 122.



Kicking Off 2015 With A Successful Summit!

The first Training & Development Summit of 2015 is marked as another great success. Testimonials continue to pour in following the summit which took place in Los Angeles, California last month with more than 70 registered delegates including Activision Blizzard, Inc., ArcelorMittal, Kimpton Hotels, MGM Resorts International, Panasonic Avionics Corporation, Panda Restaurant Group, Technicolor, The Walt Disney Company and Wells Fargo in attendance.

Extracurricular networking activities were also a fun, productive way for attendees to network and connect! During the evening gala dinner and casino night, both sponsors and delegates met over meals and again at roulette tables for a more laidback experience.Following registration on day one, the main ballroom where one-on-one meetings were held was thriving, with Child Development, Inc. saying “[It’s] nice to have one-on-one conversations about the products/services and our needs.” While each attendee was given a personalized itinerary, their meetings were separated by industry seminars and networking break outs. During the time between meetings, attendees also browsed a sponsor lounge which is designed for sponsors to showcase their services, “Having exposure and having the opportunity to gain a better understanding of what is not there [in my current practices] is very helpful,” said one director of The Walt Disney Company. 

The Training & Development Summit seminar program was packed with industry hot topics, including a seminar led by author of Just Listen, Mark Goulston, MD and CEO of The Goulston Group and Goulston Group Productions. An interactive favorite led by Alan Fine, a renowned trainer, speaker and performance expert, was “You Already Know How to be Great,” which emphasized the power of focus in numerous partner activities. Entire classrooms left each seminar with a greater understanding of their field and how to improve.  

“I found the event staff to be fabulous and accommodating. The location was also a great choice and the event structure, simply genius!” said Kimpton Hotels. The Summit took place at the Pacific Palms Resort, a recognized two-championship golf resort which was the perfect blend of luxury and outdoors aesthetics!

Attendees left the Summit enlightened, refreshed and prepared to tackle upcoming goals!

“This event was amazing and I am grateful we had the opportunity to participate!” - National CORE. 


White Paper: Training Secrets

Provided by Sheppard Partners, Confirmed Sponsor of the Training & Development Summit
February 23 - 24, 2015 at the Pacific Palms Resort in Los Angeles, CA

There are a number of secrets that most training departments would like to keep hidden because the solution to fix them is too hard to implement. Ask almost any Learning & Development professional or training vendor what their biggest strategic challenge is, and they’ll say something like, “proving that they make a real difference for their clients.” Measuring the value of learning and training is not easy; if it were, we’d all be doing it. Many evaluations of training have historically focused on the participants’ satisfaction with the training event. The challenge with measuring participant feedback is if you were to design the training to get real behavioral change to occur, the participants’ satisfaction scores would go down. Ironically, the measurement of most training effectiveness requires a design that reduces overall effectiveness.

We’ve seen the idea of measuring value and proving that value exists grow as a trend over the past few years. Given the growing importance of this idea, and the lack of confidence in proven mechanisms to address it, we feel this needs examination, and we are introducing a new approach to providing real behavioral change. The challenge is wrapped up in many training industry secrets that don’t often see the light of day:

  • The people who need your training the most embrace your training the least.
  • Because of the focus on knowledge acquisition and training effectiveness, most trainings entertain the participant and provide them with conceptual insights, and not behavioral change. The hope is the entertainment value of the training and the conceptual insights will lead to behavioral change.
  • Most trainings have a lack of systematic and engaging follow up.
  • Most trainings do not clearly state which behaviors leverage success, and how to adopt these behaviors.
  • Most trainings are rolled out to subgroups of people instead of everyone all at once. Yet, we know that if your boss does not take the same training course as you, the new learning will not be adopted.
  • Most trainings do not involve consistent managerial and peer feedback.
  • After the training is complete, there is a lack of access to the information learned during the training.
  • Most trainings provide few opportunities to practice or be tasked in real-world situations.
  • Best practice ideas are not shared systematically during post training.
  • After most trainings, over 90% of what is learned is forgotten.
  • After most trainings, there is no measurement of real behavioral change.

 

First, let’s take a look at one of the biggest challenges with training measurement. Training evaluations are taken for granted; in fact, most seminars carry out some kind of assessment at the end of a program. Evaluation protocols are systematically used to measure the satisfaction of the participants, and often used to measure knowledge acquisition. Kirkpatrick’s four levels of training evaluation have become a training industry standard. Kirkpatrick’s primary focus is on training events rather than on learning processes. These events include measuring the reaction to the learning (level 1), the knowledge acquired (level 2), and business results, when existing systems provide the necessary data (level 4). The event that is the most difficult to provide is the measurement of behavior (level 3), and most behavioral measurement is indirect measurement because it relies on memory and secondary sensory data. The best we can do to acquire the information necessary for level three measurements is measure perceptual memory in the form of 360-degree reviews and annual performance reviews, unless we were to deploy individuals throughout your company to measure these behaviors.

We have created an application development tool that not only allows you the ability to make an enterprise application quickly and easily, but also provides empirical evidence of behavioral change.

 

 


Short & Sweet: Effective Team Building in Seconds

Team building is a proven method to boost morale and develop better communication in the workplace, however a 2012 study revealed that some team building activities may actually be counterproductive because they inflict peer embarrassment or test employee comfort levels. While growing franchises like Dunkin’ Donuts, Anytime Fitness and Subway are heavily spending on team building activities, you don’t have to break the budget to build morale. We have composed a list of activities that can easily be incorporated into a weekly business meeting or regular regroup.

No. 1: Back-to-Back Drawing

Have a problem with communication? Need to explain the importance of better directions? This is the game for you! Pair off your team and have each person in the pair sit back-to-back. One person will receive a picture of a shape, the other will receive a pen and paper. The person with the picture of the shape must describe the shape without actually saying what it is while the other person draws it. When finished, each pair should compare their drawing and consider how they worked together and where they could’ve communicated better.  

No. 2: A Truth & a Lie

This is the perfect activity should you have newcomers or if you want your team to welcome a new employee. Go around the room, introduce yourself and say one fact about yourself and one lie. The group then has to identify which is the truth and which is the lie. This is a great ice breaker and encourages group communication and creativity.

No. 3: Opposites Attract

This game is perfect for a team that’s just getting used to one another and is effective in just two to three minutes. The group is given a list of characteristics, and then instructed to find people that have different characteristics to them. For example, different gender, different height, different marital status, etc. This is an informal way to break down perceived barriers and encourages easy conversation.

No. 4: Tooting My Horn

Have you had a bad day? Is your team going through a tough patch? Has a team member just been let go? This is a great way to remind your team that they are valued and a vital part of an organization. The group is separated into pairs and then each player has 15 seconds to tell their partner ten things they do well. Each person then has to make two lists: one should be a list of ten things they do well professionally, and one list of things they do well personally. The goal of the game is that they should put these lists in a common place where they can re-read the lists and remember just how worthy they are! According to a study, after 21 days of reading the lists each day, the person will have a greater sense of confidence and pride.

No. 5: Have a Ball!

This is a fun game for a sales environment and can boost energy levels in an office. Use a ball, and agree upon a particular event, maybe a sale or a common question. Each time someone makes a sale, they throw the ball to another team member as a signal of success. This generates team acknowledgement of a particular event and connects team members.

As you can see – just a few moments can generate an upbeat and changed atmosphere. Team building exercises, while they sometimes have a negative connotation can be short, sweet and equally effective – all while not breaking the bank.

 


Corporate Holiday Party Ideas

According to Punchbowl, a web-based party planning company, nine out of 10 companies host a corporate holiday party. Choosing a venue, activity and entertainment all adds up in time and costs, here are a few tips from the Forum Team on how you should celebrate this year.


Tips for Top Talent Management

Fostering talent can be one of the largest investments for any business. Implementing a talent management strategy is important for developing future leaders and instilling company goals and growth. Below are several tips for developing a healthy talent management process.

1. Know Your Talent
Identify and get to k now your top performers. Encourage open communication and pay attention to new milestones. Be aware of your competitors, chances are if you appreciate your top talent, someone else will too.

2. Value Your Top Performers
Make sure your top performers know how much they are valued. According to a 2010 study by Charan and Conaty, great talent managers are not just familiar with people, but know them intimately. One company implemented a ‘talking talent toolkit.’  Using this tool, managers were able to distinguish between a ‘performance conversation’ and a ‘talent conversation,’ providing a practical way for managers to understand employee’s aspirations and desires.

3. Keep Your Top Performers in the Know
Do your top performers understand companywide goals? Do they know the realities of your business strategy? It’s important to get your integral players involved with company growth and development. Make sure your top performers are privy to goals and are in the position to reach company objectives.

 4. Assessing the Workforce
A traditional talent strategy can develop reliable talent – but sometimes, unique and unforeseen talent develops leaders. Many companies are now turning to research to better understand suitable candidates. Thomas Reuters has turned to research to identify attributes of a top leader. They have conducted internal and external research to identify the traits of future leaders – one new characteristic relates specifically to an individual’s capacity to interact with technology.

5. Respect Diversity
Nurture the talent all individuals. It is important to identify groups that may be underrepresented and to nurture them to reach their full ability. It is crucial to develop training that helps people excel and participate as an optimum player in the workforce.


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