Build retention with 5 types of interactions and create "discovery learning" in your instructional activities.  Learn how to develop programmed notes, create inventories and skill practice exercises.  Practice developing effective case studies.

Identify the 8 essential parts of a training plan from issues identification and objectives to scheduling.  Learn how to complete a feasibility analysis as part of your plan.  Use a case study to apply the plan to your organization's training needs.  

What are the critical issues facing your organization:  productivity, retraining, technological advances? How do these issues impact training?  How can you stay up-to-date?  Learn to anticipate and plan for the future.

Learn how to use tools to measure the results of training.  Trend analysis and cost-benefit analysis can be used to demonstrate "customer satisfaction and bottom-line results.

What is peak performance?  Develop your training skills improvement plan based on Training Clinic instructor competencies and benchmarks.  Become a peak performer in the classroom or on-the-job.

Select appropriate training methods and identify different techniques to teach facts, concepts, work processes and procedures, and principles.  Conduct demonstrations for adult learners that are safe and get results.

Think and act strategically when using the precious, limited resource of time.  Clarify how your role in the organization dictates how you spend your time.  Maximize your performance, set boundaries and be realistic about what is doable.

Match trainer styles to adult learning steps.  In this fast paced "hands-on" session you'll use a newly created inventory of your training style and methods preferences.  Develop strategies to match your style to an adult learner’s needs. 

What can new trainers do to promote the transfer of learning to the workplace?  Develop a strategy to use 12 specific tactics before, during and after training to promote learning transfer.  Learn to build a partnership with managers, build retention into training methods and conduct appropriate training follow-up and evaluation.

What are the new roles of the performance consultant?  What competencies and skills are needed to work in this new role?  Learn how to successfully prepare yourself and your staff for new roles and responsibilities.

Use the critical steps in developing supervisory training that get results.  Get practical tips on how to assess supervisory needs, design effective yet challenging materials and develop a coaching strategy with managers to continue supervisory development on the job.

Based on original research, identify 12 essential elements many companies use to successfully orient new employees.  Apply these elements to your company's program.  Identify ways to make orientation meaningful, not boring.  You'll practice methods of balancing the information overload with adult learning concepts.  You will develop your own opening activity based on research first day "do's and don'ts".  Special attention is given to objectives that influence new employee's attitudes and productivity.

Productivity and creativity increase dramatically when you can see what you are talking about.  Learn to graphically display ideas and images.  Unlock visual intelligence.  Learn easy ways to draw basic shapes, people and letters on flipcharts; make the most dramatic use of color.

Develop strategies for when and how to spontaneously redesign a lesson "in the moment."  Using case studies, practice balancing the decision to stray from the prepared lesson against staying on course to reach training outcomes.

Use two types of needs analysis to uncover the real learning needs of learners.  Use performance analysis to identify whether training will improve performance or not.  Use goal analysis to help clarify outcomes when training requests are vague or ambiguous. 

Identify how to make the writing process easier by using planning and organizing techniques.  Assess your skills and the readability of your materials.  Learn format and display tips. 

Use a project management approach to organize a variety of training projects--designing new courses, presentation of training, conference planning, and other projects frequently assigned to the training department.  

When is team building vs training appropriate.  Identify the specific planning elements to make team building sessions effective.  What types of activities build teams? Avoid pitfalls of rushing a team or using inappropriate activities for the group objectives.

Identify a variety of ways to improve attendance at training events.  Build alliances and a presence in the organization.  Meet the organizations needs, rather than put on events that have marginal participation.

Identify how to write effective case studies that are appropriate for your target audience and will meet your learning objective.  Practice using a five-step adult learning process to facilitate case studies effectively.

Identify how to write effective "skill-practice" and "empathy" role plays that are appropriate for your target audience and meet the learning objective.  Practice using a five-step adult learning process to facilitate role play that are non-threatening for the learner.

Identify the skills needed to facilitate groups to productively solve problems.  Learn techniques to increase group participation in problem solving and consensus decision making sessions.

How to write effective tests that measure learning.   How to identify what level of learning needs to be measured using a variety of objective test methods.  Learn required steps to establish test reliability and validity.

What are the goals, roles and mission of your training function?  Identify criteria to hire and develop staff members.  Suggestions for the department of one to meet multiple demands on your time.

What are the common concerns when training mixed generations in the same group?  Design powerful and appropriate training activities to appeal to various generations.  Avoid pitfalls that turn off Veterans, Boomers, Xers and the Millennium generations.

Are you curious about trainer competencies and certificate programs?  Use a new tool to measure trainer competencies. Identify how competencies are built from knowledge and skill. Identify what constitutes basic and advanced competence. Measure training competencies. Identify suggested uses for competency checklists. Identify steps to set up a competency assessment process and the difference in certificate and certification programs.