Testing it out

The preparation and management of L&D’s strategic plan and its corresponding business scorecard or metrics is one of the most important activities the leader must perform. The strategic plan defines the vision and direction of an organization’s learning solutions, how resources need to be allocated and presents a roadmap to the business on how goals will be achieved.

Join this interactive presentation to discuss:

• Components of the best L&D strategic plans • Time frames in strategic planning for L&D – long term versus short term strategic planning

• Developing and optimizing business and L&D resources • Planning for adaptability and continuity

• Tying your strategic plan to an L&D scorecard to communicate value to the business

• Scenario planning and identifying inflection points that impact the strategic plan

Speakers/Facilitators:

• Kevin Farrell, Director Instructional Design and Development, Liberty Mutual Insurance

• Michael Dorsey, Chief Learning Officer, Maryland Department of Human Services

Presented by Grovo
This guide explains the method, philosophy, and business benefits of microlearning. The idea is simple: in an environment of information overload, small content is the only way to engage learners in the process of building successful behaviors.

Pitching your L&D projects to leadership and stakeholders is not easy. Analyzing the audience, defining your communication goals, sharpening the mes- sages and turning your data into a compelling story require a specific skill set and practice. Getting the message across is crucial for justifying the exis- tence of the L&D function in your organization. The new L&D professionals need to know how to show the impact and ROI they bring based on compelling storytelling of L&D data. In this workshop we will learn exactly how to do it with real case studies, scenarios and practice. We will cover these topics:

What is great storytelling - Techniques and examples

• Data Storytelling - How can data support our story and business case

• Data Collection - What types of learning data we can collect at our organization: first- and second-party types of data.

• Learning Data Analysis - What kind of learning data is important? How do we analyze and interpret learning data? How do we correlate every data point to the relevant business KPIs?

• Communicating your L&D story - How do we communicate our data analysis and our decision making to leadership by storytelling.

The CUBIC Award for Leadership Development Excellence recognizes L&D departments that have developed strong leadership programs designed to retain top performers, including a focus on mentorship, HiPo development and coaching. 

Businesses are looking for solutions to complex issues. This is where L&D can lead the way with collaborative problem-solving. Successful company facilitation is the result of training consultants teaching teams the proper use of analysis, advocacy, discussion and deliberation in cross-functional areas. Train- ing leaders that can hone into the shared understanding of an organization and build upon that wisdom to engage with core issues will demonstrate their effectiveness as a business consultant. In this workshop we’ll examine:

• Best practices for simplifying goals and performing background analyses on complex business concerns

• Processes that can be utilized to create strategic possibilities utilizing resource abundance that comes with collaboration

• Promoting organizational progress through holistic business insights

• Departing from traditional criticisms and replacing it with collaborative problem-solving methodology

• Developing connections between research and training

The CUBIC Award for Corporate University of the Year recognizes a corporate university that has successfully launched or shown continued excellence at a strategic level, assisting its parent organization in achieving its mission. These teams have identified and supported the performance requirements of the business, and engaged business executives as partners in developing and executing programs. The L&D departments show evidence of best use of technology and creative problem solving with roadblocks.

Learning technology is no longer reliant upon a single system, LMS, authoring tool or even a small set of tools. Organizations now rely on a multitude of platforms and tools to solve different problems and meet a variety of business needs across the enterprise. L&D technologists are now required to orchestrate an entire ecosystem of solutions that is flexible, consistent, resilient and affordable. Join this sessions to discuss:

• Organizing and designing your learning ecosystem and tech stack

• Managing content across multiple platforms and tools

• Data to scale, optimize and forecast for future growth

• Keeping your ecosystem flexible to easily add components when needed

• Evaluating resources required, costs and logistics

Speakers/Facilitators:

• Dr. Eli Bendet-Taicher, Head of Global Learning and Development, Wix

• Eric Fields, Managing Director of Learning and Development, ChenMed

As organizations transform and culture change becomes increasingly critical all while economic volatility is creating uncertainty, the value of leadership and soft skills programs is never before more needed... or more scrutinized. Calculating the ROI of leadership programs is notoriously difficult and a single framework or templated approach might not be the answer for your organization. Join this session to discuss:

• Evaluating the different frameworks for measuring leadership training ROI

• Crafting an evaluation strategy

• Deciding what to measure and developing the corresponding metrics

• Short term vs long term metrics and evaluation

• Tying leadership training metrics to business results

Interested in optimizing your learning ecosystem? In this packet find out how leading edge companies such as RBC and IBM cultivate exceptional learning experiences with design thinking, learning analytics and business-aligned L&D strategies. Includes 3 past presentations on:

• Designing & Developing a 21st Century Learning Ecosystem
• The Architects of Experience, Techniques on Measuring Leadership Effectiveness
• Calculating ROI in Training and Performance Improvement.

A collection of 7 Conversations with 7 2017 CLW speakers on core L&D concepts, innovations and methodologies such as:

• Building VUCA resistant leaders
• The powerful connection between EX and CX
• Cultivating a culture of conscious capitalism
• Getting started with learning analytics and data visualization
• Onboarding transformation & Optimization
• and more!

Hear thought-provoking perspectives from L&D leaders such as:

• Armando Lourenzo, Chief Learning Officer, Ernst & Young
• Asama Khan, Head of Learning and Development, Miraca Life Sciences
• Kelley Cornish, Head of Diversity & Inclusion, TD Bank
• Michael Kennedy, Associate Vice President, Learning and Leadership Development, National Basketball Association
• And more from ADP, Six Flags and Arby's

Presentation by Tony Herrera, Chief Learning Officer, LPL Financial on the dynamic concepts and skills of effective coaching. As they deal with these issues they explore the assumptions embedded in their view of the problem, and how these assumptions often drive their thinking and behavior. By learning to actively surface and test their thinking and the logic inherent in their views, participants can greatly enhance their organizational and professional effectiveness, and effectively tackle problems that would otherwise go unaddressed or unsolved.

• Identify organizational, team, and interpersonal situations that they find most problematic and recognize why their best efforts to deal with these situations are often ineffective.
• Develop skills for having responsibly robust conversations with people in higher positions of authority so that critical bottom-up communication remains open and productive.
• Foster conditions that will enable people to act with high levels of candor, respect, and responsibility as they engage difficult, complex issues.
• Significantly reduce destructive finger pointing and blaming when dealing with tough problems and issues, and keep people focused on the relevant issues.
• Apply new action models for advocacy and inquiry to real business issues.

Presentation by Michelle Thompson, Vice President of Learning and Development, Capital Group. The past 3 engagement surveys at Capital Group delivered a clear message that our associates felt we could improve our support of their careers and their development. After detailed analysis, Capital Group established an enterprise philosophy and focused on upskilling our leaders and empowering our associates. This session will outline the journey and provide broad ranging solutions designed to address our associate’s needs.

• Leverage feedback and engagement surveys to identify associate desires related to career development opportunities
• Maximize the focus on career development through a consistent philosophy, experience-building activities, new resources/tools, and training sessions
• Implement holistic solutions focused on upskilling leaders, empowering associates, driving consistent messaging and enhancing processes

View the CLW Vegas Agenda Brochure to see everything you will experience at CLW Vegas!

Two of the most important relationships designers need to develop and maintain are with business units and SME’s. Both involve different dynamics and nuances and are the lifeblood of any successful learning program and team. This session will focus on practical tips and techniques of how to develop and build strong partnerships founded in credibility and respect with these two critical stakeholders, including:

How to evolve your relationships from order taker to business partner

• Demonstrating what you can offer

• Understanding the context and unique dynamics of the LD-SME and LD-business unit relationships

• Creating empathetic and collaborative partnerships

• Developing relationships as a consultative resource