Professional Development Webinars

LET’S CONNECT: Networking for Professionals in a Post-Pandemic World!

Most have been out of the mode of networking for the past 2 years due to the pandemic.  Working from home in our pj’s or working in locations with limited business hours and staff has prohibited the opportunity to communicate face to face.  Now that organizations are moving towards in-person meetings and events, we need to re-fresh our networking skills!! This interactive and practical workshop will help participants develop the mindset and toolsets which will enable them to become successful networkers.  They will discover how developing their networking skills while using best practices can grow their professional and personal relationships.

Learning Objectives:

1. Learn the purpose of networking and why networking is important
2. Learn how to develop communication skills for effective networking
3. Learn networking best practices

Are you ready?? On your mark, get set…let’s go network!!!!

Dr. B introduces learners to a broad overview of generational differences. We will define the archetypes for each generation and explain the influences that impact how communication and perspectives differ from one generation to the next. Working together requires awareness of differences and strategies for living and working together. The workforce is an 80-year transitional cycle and so now, more than ever, we need to appreciate the distinctions of each generation. Millennials are moving into a more prominent position than ever before and the generations that follow will create changes in society that we never expected but will come to value and appreciate if we realize the reasons behind the changes.

Learning Objectives
1. Overview of Archetypes related to the generational theory
2. Describe the various generations and the upcoming, unofficially named Generation Alpha
3. Explain why each generation differs from the other, and describe the archetypical cycle of 20/80 years
4. Recognize how each generation perceives diversity, equity & inclusion

When it comes to training, context might be even more important than content.  That's because adults learn best when things are interesting to them, relevant to them, and when they see how they can use what they are learning right away.  While content is important, your adult learners won't even pay attention to it with the right context.  What does this mean for educators?  This webinar will explore how starting with a contextualized approach can re-frame your training material and set you up for success.  Join IACET 3rd Annual CE/T Conference Diamond-level Sponsor EnGen as they explore key tools needed to evaluate training materials, identifying content that could benefit from some contextualization while drawing on real-world examples.

Learning Objectives

• Identify the role that context plays in a learning experience.
• Discuss how adult learners differ across multiple cultures and backgrounds.
• Explore opportunities to re-frame your organizations training materials for larger impact.

It is estimated that some of us read over a thousand words a day. Which means are brains spend a lot of time processing, storing, and deciding which information is the most important. As an educator, it is vital that you can write clearly and concisely in order to avoid confusion and convey your message in the simplest way possible. This webinar will teach you tips and tricks for writing in the plainest language and delivering the message you want to your audience.

By the end of this webinar, learners will be able to:

• Define what plain language is and how it differs from professional language
• Review the benefits of plain language
• Implement the methodology to writing for your reader, instead of yourself
• Study examples and practice writing in plain language 

The success of any purposed organization relies upon having a structured learning and Development department that is accountable – one that trains employees with authority and is analytical in its approach to the training effort.  This session focuses upon creating a results-driven learning and development function within your organization, and documenting that function with authority in writing.   Learning and development managers need to adhere to a defined structure, award training credits fairly, and establish appropriate responsibility and control systems to assure quality training delivery.

Learning Outcomes
By the end of this webinar, attendees will be able to:

• Differentiate alternative models for structuring your overall learning and development function.
• Distinguish between internal educational operating units: learning creation, learning delivery, learning maintenance and the training audit.
• Identify organizational positions to be responsible and carry the authority for different learning and development units/activities.
• Ensure high quality efforts in employee development by incorporating specific standards for adult education in the learning and development function
• Calculate and maintain CEUs allocated to both learning events and individuals.

How do you know if you are successful in your training solution offerings? Well-designed assessment methods provide valuable information to you, the learner, and organization. The tools can tell you

 (a) What was learned

(b) How well it was learned

( c) Provide Areas for improvement. Assessments aid in building and developing the proper training solutions.  It pushes training to the next level by stressing the importance reasoning, and reflection thus creating a quality learning environment. Many techniques may be used to assess learning outcomes.

Participants will be introduced to:

• The importance of assessments to training programs
• The appropriate assessment tools for specific results
• Assessment strategies for effective training solutions

Flexible training solutions are the name of the game! The pandemic has forced society to engage in the ability to pivot quickly. To meet the flexible schedules and growing needs of the NEW adult learner and changing workforce, the hybrid flexible, or HyFlex, the format provides solutions to gain traction in training for the 21^st century. This model approaches training by combining face-to-face (F2F) and online learning. The training sessions and learning activities are offered in-person, synchronously online, and asynchronously online. Participants in this session will explore the things you should know about “Flex Training”: a training modality that offers flexibility to adult learners.

• How does Hyflex training work? Is it for you?
• Differences and similarities of Hybrid and HyFlex learning
• Overcoming the challenges and learn strategies for HyFlex Learning
• Creating an effective HyFlex environment

L&D Managers engage in a wide variety of activities, practices, methods and protocols in the professional work of human resource and organizational development.  Understanding needs, designing educational programs to meet those needs, and assessing the outcomes of learning are skills which L&D professionals employ.  L& D Managers also have a broader purpose to their work – a goal of achieving professional excellence for internal members and improving the whole organization. As L& D Managers, we are good at explaining what we do and how we do it, but we are not always good at expressing the actual benefits of high-quality employee learning to internal executives and line managers.  This session highlights areas of L&D practice that need to be shared with line management in order to effectively communicate the real benefits of employee education and development. It will also cover different methods of internal communication, and the ethical sensitivities of expressing and documenting employee learning.

Learning Outcomes
By the end of this webinar, attendees will be able to:

• Identify areas of L&D practice that should be shared with internal line managers and organizational executives.
• Present L& D efforts as an opportunity undertaken for the benefit of all members.
• Discern effective methods and techniques for effectively communicating with line managers and executives about L&D results.
• Appreciate the ethical sensitivities to communicating adult learning needs, progress and opportunities.

The 21st-century workplace demands innovative solutions from business, industry, non-profits, education, and government to increase the knowledge base of the workforce. Are you in a place to meet the need? Studies have shown through Deloitte Global Human Capital Trends that organizations must change and be accountable and new approaches to succeed in the skilling of employees cannot be underexplored. 

Participants can expect to gain knowledge in:
- How skills are the language of business
- How to offer training solutions to aid in skill shortages
- The POWER of apprenticeships and partnerships