Podcasting will someday become one of the premier training tools of this and the next generation as it already has with some large corporations. Therefore, this book is a timely asset to any corporate trainer’s library.

If an organization has contemplated implementing a training routine using iPODs, mp3 players, or downloadable audio files, they should look to Podcasting 101 as a necessary tool to get the process rolling.

Podcasting 101 is a well-written manual that can take an individual from no knowledge of the subject of podcasting to implementation of an entire training regimen using the new technology. Using the DMADDI (Define, Measure, Analyze, Design, Develop, and Implement) concept from his prior book Developing and Measuring Training the Six Sigma Way, Islam explains the steps, the hardware, and the software needed to begin using podcasting for training and development.

If there is a downfall to this book, it is the simplicity of the steps. The way that the author has laid out the process, it would appear that even the least technologically savvy individual on the payroll could begin the implementation process of podcasting. Islam did a great job of presenting a step-by-step process, but he did not leave room to explain to people the possible things that may hamper the process. It would be nice to have read some content on what to do if something does go awry.

Simply put, if you are a corporate trainer who is trying to stay on the cutting-edge of training techniques and strategies, consider using podcasting to get your message out. If you are considering using podcasting in your corporation, buy this book to help you get started. You will not regret it.

Armchair Interviews says: Easy to implement steps for podcasting, the wave of the future.

Product Description
Podcasting 101 for Training and Development

Podcasting can help you revolutionize the way you deliver training. This groundbreaking book provides an innovative approach to designing and developing podcasts that can improve employees’ productivity by providing them with easy-to-access up-to-date information. The book is designed to help you to decide if podcasting is the right solution for the business challenge that your organization is facing, and then guide you to make the right decisions in selecting the software and hardware that you will use to create your podcasts.

Podcasting 101 for Training and Development includes critical information about the legal issues surrounding podcast development, contains an approach to developing podcasts that will ensure that your podcasts make a positive business impact, and teaches you how to plan, record, edit, and publish a training podcast.

“Timely and relevant, Podcasting 101 for Training and Development is required reading for anyone interested in realistic cost-effective strategies for delivering rapidly changing content to an increasingly mobile-enabled workforce. Kaliym strikes a perfect balance between visionary thinking and practical application.”
–Tai Goodwin, principal lead, Learning Media

“This book introduces not only a great media, but a great approach for developing and deploying podcasts in a training environment. Podcasting 101 for Training and Development is a must read for any training manager who must deploy frequently changing training programs to a distributed workforce.”
–Herman C. Thomas, deputy director for technical training, New York City Housing Authority

Click Here to see more reviews about: Podcasting 101 for Training and Development: Challenges, Opportunities, and Solutions (Paperback)

You’ve reached that impass when you just can’t think of another game or experiential activity — that’s when you need to dig out those really great training activity books like Games that Teach, by Steve Sugar.If you can’t find something to use in his book, or something to modify, he’ll certainly get your creative juices going again so you can come up with something on your own!

Product Description
Games are your answer!

They don’t want to hear you lecture. They don’t want to read an instruction guide. So how can you tell them what they need to know? You want bright smiles, not bored sighs. You want them to have fun, but you want them to learn as well. GAMES are your answer!

Games aren?t just for kids. Games can help people learn business ideas: games can teach. Steve Sugar?s adaptable designs put an end to tired, scripted business games. Sometimes you have a lot of games, but none of them ever seems to suit the occasion. Sometimes games suit the occasion, but are so rigid that the participants are bored before they?ve scarcely even begun. With Sugar?s help, your games will always be both fitting and new. These aren’t your average games. They’re frame games, game shells to which you can add your own unique content.

With this simple book, you’ll quickly create perfect games for every setting!

In this book you?ll get:
* An abundance of unique and playful games. These content-reinforcing designs will increase the smile quotient of even the most hard-to-please audience.
* A handy selection matrix. This tool helps you choose the games that suit your specific training needs.
* A simple seven-step game implementation model. This plan shows you how to customize these designs for your own use.

As a student, Sugar used games to remember his schoolwork; as a teacher, he used games to energize dull lessons; as a trainer, he uses games to excite learners and accelerate learning. And now he offers you this invaluable treasury of his fluid game designs. Bring a bounty of frame game fun to your next training session or presentation!

From the Inside Flap
They don’t want to hear you lecture. They don’t want to read an instruction guide. So how can you tell them what they need to know?You want bright smiles, not bored sighs. You want them to have fun, but you want them to learn as well. GAMES are your answer!Games aren’t just for kids. Games can help people learn business ideas: games can teach. Steve Sugar’s adaptable designs put an And to tired, scripted business games. Sometimes you have a lot of games, but none of them ever seem to suit the occasion. Sometimes games suit the occasion, but are so rigid that the participants are bored before they’ve scarcely even begun. With Sugar’s help, your games will always be both fitting and new. These designs are enjoyable, but they are also “games that teach”?every game has a practical, instructional purpose.In this book you’ll get:An abundance of unique and playful games. These content-reinforcing designs will increase the “smile quotient” of even the most hard-to-please audience.Ahandy selection matrix. This tool helps you choose the games that suit your specific training needs.A simple seven-step game implementation model. This plan shows you how to customize these designs for your own use.In the Foreword, game legAnd Sivasailam “Thiagi” Thiagarajan identifies Games That Teach as a collection he “can use immediately.” You’ll agree. You’ll employ these games again and again, wherever and whatever the setting.As a student, Sugar used games to remember his schoolwork; as a teacher, he used games to energize dull lessons; as a trainer, he uses games to excite learners and accelerate learning. And now he offers you this invaluable treasury of his fluid game designs. Bring a bounty of frame game fun to your next training session or presentation!About the AuthorSteve Sugar, whom game legAnd Thiagi has called “one of the best game designers in the training business,” is the president of The Game Group, a consulting firm. Sugar, an editor and contributor on

Click Here to see more reviews about: Games That Teach: Experiential Activities for Reinforcing Training (Paperback)

Ruth Clark and Ann Kwinn are solid thought leaders (albeit not the early adopters) in this field – good solid book.

Product Description
The New Virtual Classroom draws on the most current research in multimedia learning as well as practitioner experience to show how to effectively harness the power of the virtual classroom. Written by Ruth Clark, co-author of the best selling e-Learning & the Science of Instruction, and Ann Kwinn¾recognized experts in instructional design and workforce learning, this important resource includes guidelines, research, and illustrative examples that clearly show how to leverage the powerful instructional features in the new virtual classroom.

Click Here to see more reviews about: The New Virtual Classroom: Evidence-based Guidelines for Synchronous e-Learning (Pfeiffer Essential Resources for Training and HR Professionals) (Hardcover)

This is the best collection of meaningful activities I’ve come across. All the activities are designed to achieve a purpose and are right on target. The pages are designed so that you can easily follow and understand the activities that are grouped into application area or need.

The book covers active training techniques for team building, stimulating discussion, on-the-spot assessments, prompting questions, and reviewing strategies. There are quite a few more, as well a section in the beginning with ‘tips’ for the trainer, like learning names, timesavers, role-playing, setting-up the training room, etc.

You will hardly ever conduct a training that will not benefit from a quick peek into this book and the ideas and suggestions included. I honestly believe that no training bookshelf should be without this book: The activities are targeted, relevant to the subject matter and guranteed to produce the desired results.

You will not find any ‘wishy-washy’ activities and games here nor will you catch yourself yawning as you turn the pages. It’s quite the opposite in fact; this book is so well written and well presented, that you just might find yourself going through all the 101 activities! And while you’re at it, why don’t you check ‘Active Training’ by Mel Silberman as well – it’s a gem of a book…

Don’t hesitate, this is one purchase you will never regret.

Click Here to see more reviews about: 101 Ways to Make Training Active (Paperback)

This book has many good ideas on how to make your training more active.For example, it give one ideas on how to turn a mundane one-way lecture into a lively interactive discussion so that the participants not onlyenjoy the learning, but retain and use the knowledge gained.In addition,there are many activities that a trainer can use to make his or hertraining more lively.I strongly recommend this book to all trainers.

Product Description
It?s here! An all-new edition of the handbook that started the active training revolution.

You’ll learn how to:
* Assess training needs and participants
* Develop active training objectives
* Create practical opening exercises
* Prepare effective lectures
* Design active training exercises
* Provide for back-on-the-job application . . . and much more!

Silberman is synonymous with active training. Thousands upon thousands of trainers look to Silberman for sage advice on teaching adults the way they learn best: by doing.

Now Silberman presents an all-new edition of his runaway bestseller, Active Training. This handbook shows you how to design and conduct experiential programs in private and public sector organizations from beginning to end. Silberman has augmented the first edition, with a wealth of new training exercises and updated case studies, along with information on emerging training technologies and ways to substantiate the ROI of training. Plus, a new section entitled Introducing Active Training explores in greater depth the reasons why adults learn best when they are actively engaged in the learning process.

You get over 200 real-life designs and case examples distributed over 35 subject areas including:
* coaching
* communication skills
* team building
* performance appraisals
* customer service
* problem solving
* time management
* leadership . . . and much more!

The index to the case studies enables you to find a training example that suits your current need. Checklists and assessments reinforce training topics and enable you to plan for action.

I’m ‘Gung Ho!’ about Active Training. All trainers should find it a valuable reading experience. It is loaded with sound concepts and practical ideas.
–Ken Blanchard, co-author, The One Minute Manager and Gung Ho!

Within the covers of this book is all the material you need to make a course or seminar a success. Silberman?s guidebook is loaded with practical, original training tips and a whole host of ways to incorporate these ideas into your training. Experience the second edition of this training classic and you’ll never face an audience the same way again. Active training starts here!

Click Here to see more reviews about: Active Training: A Handbook of Techniques, Designs, Case Examples, and Tips (Hardcover)

Honestly, I have no time for activities/events when I train or facilitate meetings that accomplish only one goal. So I look for things that simultaneously meet multiple needs, or desires. This book contains 61 such tools.

Pike and Solem write clear, concise directions for each opener or energizer. With very little effort, each can be adapted to different needs by changing questions. (Instead of asking “What is your favourite hobby,” for example, you can ask “What skill do you most use on the job?”) In the opening pages, they provide a matrix so you can identify at a glance whether an activity is most useful as an Icebreaker, Networker, Team Builder, Task Tension Reducer, Relationship Tension Reducer, Personal Tension Reducer, or Focussing Activity. Better yet, each of the 61 activities falls into a minimum of three of these categories–accomplishing multiple goals for me in my meetings and trainings. The nine-page introduction offers hints and tips from Pike & Solems’ years of experience. The combination of the matrix and the introduction are incredible added value.

I have been consistently pleased with the results I get from these activities. The four-quadrant name-tent, dreams and nightmares, group milling, and uniqueness and commonalities are consistently useful for me. I have no hesitation in recommending this book to trainers and meeting facilitators.

Product Description
Open your next training session with a BANG!

One of the hardest tasks you’ll face as a trainer is pulling participants’ thoughts away their daily duties long enough to engage them in your training. According to training master Bob Pike, two of the most important learning concepts are “primacy” and “recency.” People don’t remember middles; they remember beginnings (“primacy”) and ends (“recency”). That’s why, if you want your training to be a success, you have to gain their attention as soon as they walk in the door.

Following up on the success of 50 Creative Training Closers, the most trusted and recognized names in training bring you 50 Creative Training Openers and Energizers. These lively, interactive session openers, ice breakers, and attention grabbers are what you need to inspire continued application, learning, and skill development. And you don’t have to be a professional trainer to use this collection–business presenters and educators of all kinds can immediately incorporate these creative designs into their work.

About the Author
A pioneer in the HRD industry since 1969, BOB PIKE hasearned his reputation as the trainers-trainer. He is founderand president of Creative Training Techniques International, Inc.Aprolific author, Pike has written or edited over 20 books, seminars,and training videos.He is editor of the popular Creative TrainingTechniques Newsletter.He lives in Minneapolis, Minnesota.

LYNN SOLEM, now deceased, was a senior trainer at Creative TrainingTechniques International, Inc., and an inductee into the UnitedNations Womens Hall of Fame.

Click Here to see more reviews about: 50 Creative Training Openers and Energizers (Paperback)

The book is a good one but, be careful !!! It has only 183 pages and is useless without the Trainer’s Guide of the same author that is NOT included with this book and is NOT included in the price.

Product Description
The Trainer’s Handbook walks readers step-by-step through the training process and contains tips on assessing the needs of participants, keeping training learner-centered, incorporating activities into training, selecting audiovisual aids, and closing sessions creatively. As practical as it is instructive, the guide is filled with worksheets, checklists, and assessments–reproducible on the accompanying CD-ROM–that are designed to be flexible so trainers can plan their own paths to success. New content shows trainers how to train successfully in a down economy, as well a new Instructor’s Guide.

Click Here to see more reviews about: The Trainer’s Handbook (Pfeiffer Essential Resources for Training and HR Professionals) (Paperback)

A few days ago, I finished reading Roger Schank’s latest book, Lessons in Learning, e-Learning, and Training, and I’ve recommended it to everyone with whom I’ve spoken at any length since. If you follow Roger’s work, you won’t find many new concepts. What’s new is that Roger has chiselled his messages in bold relief so that only the totally clueless can fail to get the point. He eats his own cooking by bringing his material to life through compelling stories.

Admittedly, Roger is a lightening rod. No one who has experienced him is ambivalent. Many people can’t get past his faux-movie star persona: Roger’s a big, buff, bald, larger-than-life character who beats George Hamilton in the tanning department and tops Salvador Dali in ego. He’s also an original thinker whose acolytes from the Institute for Learning Sciences have spread his gospel far and wide. He particularly irks academics because he’s one of them, having been a professor at Stanford, Yale, Carnegie-Mellon, and Northwestern.

Ruth Clark sums up Lessons in Learning, e-Learning, and Training in the foreword: “The basic premise of this book is that learning is an inductive process. In everyday words, learning occurs by experience, and the best instruction offers learners opportunities to distill their knowledge and skills from interactive stories.”

From the book:

“People who learn on their own learn exactly what they find interesting and potentially useful.”

“For years I have been preaching that the big three issues in education are reasoning, communication, and human relations. Schools must enable students to learn these skills, that they are more important in daily life by far than physics, mathematics, or ancient history.”

“Classrooms are, for the most part, a waste of time.”

“We define ourselves through the stories we choose to tell. Story exchange is what conversation is all about. Stories are at the center of our ability to understand the world around us.”

“Time constraints are the enemy of learning by doing. It takes time to practice – and without practice there is no real learning.”

Socratic Arts links to many of Roger’s papers and to his hyperbook Engines for Education. Excerpt from Engines:

Mostly, [kids] should be learning that learning is fun. They should be learning that expanding one’s horizons is fun, that learning you were wrong about something is not so painful, and that taking an educational risk is worth doing. They should be learning that school is a good place to do these things. The children of today dread going back to school in September, dread exams, dread receiving their grades, and are generally fearful. No wonder school is stressful. But there is no reason children cannot have intellectual fun, cannot be excited by ideas, and cannot be challenged to acquire new knowledge. Natural learning is a basically enjoyable thing to do. Two-year-olds love to learn. Many adults love to learn. Only school-age children associate learning with fear of failure. We must get the fear of failure out of the school system. Cramming for an exam or trying to please a teacher ought not to be the goal of those seeking an education. If we fail to understand this in a profound way, there will be no helping our schools or our children.

Roger’s latest Educational Outrage column rants about criticism of Trump University (of which he is Chief Learning Officer). Why does the press take on Donald Trump for naming a university for himself but accept it when Leland Stanford did the same thing? Actually, Stanford named the school for his son, Leland Stanford, Jr., but that’s beside the point. The reaction of the press sets Roger in motion on an old but worthy rant:

The question is why school teaches the subjects that it does and whether that should be allowed to continue. Most of what you learn in high school is irrelevant to anyone’s real life. Ask any high school student – they know this all too well. The truth is that unless you want to be a professor, most of what you learn in college or graduate school can be quite irrelevant as well. Even MBA programs, practical as they may be in principle, tend to forget that the students are just there to learn how to do well in business. Professors, who are of course quite academic, might not be the best determiners of what students want to learn or need to learn. Typically they just teach what they want to teach, which is not the same thing. The high school curriculum, school incarnate, was designed by a bunch of professors in 1892. They were not thinking about what students might need to learn in order to succeed in today’s world.

…

I have always said that everything wrong with education starts with the letter P:

1. Publishers – because they dominate the world of education the way it was.
2. Politicians – because they only care about measurable change in existing education, hence tests.
3. Princeton – or any great university that requires SATs and a fixed HS curriculum that was designed in 1892.
4. Princeton – home of the education testing service the great evil of our time.
5. Press – which intimidates all schools with publishing results of minute differences in test score results.
6. Parents – who insist that school be like it was when they went to school.

Product Description
From Roger C. Schank-one of the most highly respected thinkers, writers, and speakers in the training, learning, and e-learning community-comes a compelling book of essays that explore the myriad issues related to challenges faced by today’s instructional designers and trainers. The essays offer a much-needed perspective on what trainers do, why they do it, and how they do it. Lessons in Learning, e-Learning, and Training serves as a barometer to the issues that often perplex trainers and helps to illuminate three main points: what can and cannot be taught; how people think and learn; and what technology can really effectively provide. In addition, each essay is filled with practical guidance and includes a summary of ideas, tips and techniques, things to think about, checklists, and other job aids.

Click Here to see more reviews about: Lessons in Learning, e-Learning, and Training: Perspectives and Guidance for the Enlightened Trainer (Paperback)

Excellent book! Has changed the way I build my e-learning courses for medical graduates. Easy to read, filled with guidelines and examples.

Product Description
Since it was first published almost twenty years ago, Developing Technical Training has been a reliable resource for both new and seasoned training specialists. The third edition of this classic book outlines a systematic approach called the Instructional Systems Design (ISD) process that shows how to teach technical content defined as facts, concepts, processes, procedures, and principles. Whether you teach “hard” or “soft” skills, or design lessons for workbooks or computers, you will find the best training methods in this book. Using these techniques, you can create learning environments that will lead to the most efficient and effective acquisition of new knowledge and skills. Throughout the book, Clark defines each content type and illustrates how to implement the best instructional methods for delivery in either print or e-learning media.

From the Back Cover

Developing Technical Training Third Edition

Since it was first published almost twenty years ago, Developing Technical Training has been a reliable resource for both new and seasoned training specialists. The third edition of this classic book outlines a systematic approach called the Instructional Systems Design (ISD) process that shows how to teach technical content defined as facts, concepts, processes, procedures, and principles. Whether you teach “hard” or “soft” skills, or design lessons for workbooks or computers, you will find the best training methods in this book. Using these techniques, you can create learning environments that will lead to the most efficient and effective acquisition of new knowledge and skills. Throughout the book, Ruth Colvin Clark defines each content type and illustrates how to implement the best instructional methods for delivery in either print or e-learning media.

This new edition includes all new guidelines and examples illustrating how to adapt training methods for new digital learning environments including synchronous, asynchronous, and mobile technologies. Developing Technical Training is written for new training specialists or subject-matter experts to help them:

• Follow a systematic process to define training content and develop training materials

• Identify the key instructional methods including practice exercises needed to teach facts, concepts, processes, procedures, and principles

• Design powerful practice exercises that will lead to learning

• Construct test questions to match learning objectives and type of content

• Adapt training methods to print and computer-delivered training materials

Click Here to see more reviews about: Developing Technical Training: A Structured Approach for Developing Classroom and Computer-based Instructional Materials (Hardcover)

I loved the design of this book, with its multiple viewpoints and formats in each chapter. There’s the short opening dialog illuminating the issues at hand, the standard narrative, lots of useful tables and visuals, a sample slide presentation to educate others, and profiles of practitioners. Very rich. Then there’s the reference section with a cornucopia of additional resources organized around how much time you have availabe: an hour, a day, or a week. I had a great time exploring these. Finally, it’s a very insightful report on the state of the field (human performance technology)and the most critical issues and questions we must confront going forward.

Click Here to see more reviews about: Beyond the Podium: Delivering Training and Performance to a Digital World (Paperback)

The chronically under-funded HR department needs E-Learning Solutions On A Shoestring: Help For The Chronically Underfunded Trainer: its focus is how to incorporate e-learning into a company at minimal cost, and provides chapters on products, incorporation tools, and workplace strategies. Chapters cover all the resources available for this purpose, from creating games and simulation learning tools to creating low-cost collaboration and bartering for resources. An outstanding business resource.

Product Description
Is e-learning at your organization chronically underfunded? Discover how you can create workplace solutions with minimal budget in e-Learning Solutions on a Shoestring. Author Jane Bozarth, recognized as e-Learning Centre’s October 2005 Pick of the Month, provides the nuts-and-bolts information you need to incorporate e-learning solutions at minimal cost. She offers myriad strategies for building from-scratch programs, recycling, reusing, and repurposing resources; negotiating reasonable expenses for “store bought” e-learning products; and incorporating real-world ideas for assembling tools, techniques, and strategies into workplace solutions.

Click Here to see more reviews about: E-Learning Solutions on a Shoestring: Help for the Chronically Underfunded Trainer (Pfeiffer Essential Resources for Training and HR Professionals) (Paperback)

Storytelling has been used to convey history and lessons for centuries. Before newspapers came on the scene, story tellers would travel from village to village telling stories to share the news of what was happening in other communities and the world at large…at least as large as it was back then. One could argue that storytelling has become almost a lost art as our communication mode has shifted more to content, facts, polices and procedures. In the corporate world, leaders and managers-and training professionals-have attempted to communicate without really reaching people “inside,” where messages can resonate with a mental or emotional picture. It’s that inner connection that has the potential of changing behavior and making a difference. To make that connection, communicators need to engage people’s minds and hearts to help them “get” the message.

So here’s a book on the stories trainers tell. Big book, thick. Whew! That’s a lot of fluffy, touchy-feely soft stuff! That first impression will disintegrate as you open this wonderful resource.Sure, there’s a treasure chest of stories, mostly from experienced trainers and professional speakers who use them regularly to build the effectiveness of their work. If this book were merely a collection of all those stories, it would be a helpful reference…sort of a Chicken Soup for the Trainer’s Bookshelf. Fortunately, the authors have a deeper understanding of what communicators need, so they created an incredible tool kit for trainers, speakers, executives, managers, coaches, parents-the list goes on.

Each of the stories is presented with tips on how to use it, questions to enrich the telling, key point options, and follow-up activities. The stories-short, not long-are set apart in the text by the use of helpful shading. So, now we have more value than just a catalog of stories. But, wait! There’s more. The book includes an explanation of different kinds of stories, when and how they can be used, with a cross-reference to the 55 stories. Want even more value? The stories are gathered into chapters that organize the resources for easier access: Appreciating Differences, Communications and Feedback, Customer Service, Influence and Motivation, Leadership, Living Our Values, Performance and Coaching, Problem Solving, Teamwork and Collaboration, and Training Fundamentals.

Are you sensing why I’m enthusiastic about this book? We’re not done! I’ve only told you about what’s in the back of the book! “Stories Trainers Tell” begins with an invaluable section on the why and how of using stories to enhance and enrich communication. Page after page of tips and insight educates and inspires the reader, deepening understanding to raise the level of professionalism and effectiveness in communication.

The CD-ROM? Pop this tool into your computer and enjoy an MP3 format delivery of audio dramatizations of the stories in the book. Readers can now learn as listeners also, and most of the recordings are authorized for replay to audiences. Playing a recording of someone else telling a story, then facilitating the interpretation and application of what was heard offers a new dimension to the richness of communication, thought stimulation, and movement to action.

Then there’s the reading list and the index. So much! You’ll be captivated with a cover-to-cover read, entranced by the stories yourself. This book will sit prominently on your shelf as a primary resource for years to come. I half-apologize for the long review, but this book deserves the accolades.

Product Description
Make challenging concepts more memorable, even unforgettable!

“Stories Trainers Tell is full of fun, entertaining, and useful stories that help bring any training alive. Use it and watch people smile and learn!”
–Ken Blanchard, coauthor, The One Minute Manager® and Whale Done!(TM)

Telling stories is a powerful way to make a point, especially when the stories are compelling, well-constructed, and poignant. This book captures thought-provoking stories contributed by trainers, nationally known speakers, consultants, business leaders, educators, and professional storytellers that help make challenging ideas and abstract concepts stick.

The stories are organized around major organizational development and training themes, such as leadership, diversity, teamwork, performance and coaching, and customer service. Accompanying each story are tips, debriefing questions, key points, and a follow-up activity to maximize its impact and learning potential.

Includes a free CD-ROM with narrative readings of each story!

Contributors include: Merrill Anderson, Jean Barbazette, Joe Barnes, Paula Bartholome, Chip Bell, Geoff Bellman, William Austin Boone, Sharon L. Bowman, Karen D. L. Byrson, Chris Clarke-Epstein, Hortencia Delgadillo, Larry English, Marcy Fisher, Suzann Gardner, Joan Gillman, Steve Hanamura, Lunell Haught, Sandra Hoskins, Katherine M. Hudson, David Hutchens, Joan Lloyd, Kate Lutz, Robert McIlree, Maureen G. Mulvaney, Kathy A. Nielsen, Clare Novak, Julie O’Mara, Laura V. Page, Jonathan M. Preston, John Renesch, Shelley R. Robbins, Marcia Ruben, Sheriene Saadati, Edward E. Scannell, L.G. Shanklin-Flowers, Bob Shaver, Doug Stevenson, Ed Tate, Sivasailam ‘Thiagi’ Thiagarajan, and David Zach.

From the Back Cover
Telling stories is a powerful way to make a point, especially when the stories are compelling, well constructed, and poignant. This book captures thought-provoking stories contributed by trainers, nationally- known speakers, consultants, business leaders, educators, and professional storytellers that help make challenging ideas and abstract concepts more memorable, even unforgettable. The stories are organized around major organizational development and training themes, such as leadership, diversity, teamwork, performance and coaching, and customer service. Accompanying each story are tips, debriefing questions, key points, and a follow-up activity to maximize its impact and learning potential.

Contributors include: Merrill Anderson, Jean Barbazette, Joe Barnes, Paula Bartholome, Chip Bell, Geoff Bellman, William Austin Boone, Sharon L. Bowman, Karen D. L. Byrson, Chris Clarke-Epstein, Hortencia Delgadillo, Larry English, Marcy Fisher, Suzann Gardner, Joan Gillman, Steve Hanamura, Lunell Haught, Sandra Hoskins, Katherine M. Hudson, David Hutchens, Joan Lloyd, Kate Lutz, Robert McIlree, Maureen G. Mulvaney, Kathy A. Nielsen, Clare Novak, Julie O’Mara, Laura V. Page, Jonathan M. Preston, John Renesch, Shelley R. Robbins, Marcia Ruben, Sheriene Saadati, Edward E. Scannell, L.G. Shanklin-Flowers, Bob Shaver, Doug Stevenson, Ed Tate, Sivasailam ‘Thiagi’ Thiagarajan, and David Zach.

“Stories Trainers Tell is full of fun, entertaining, and useful stories that help bring any training alive. Use it and watch people smile and learn!”
– Ken Blanchard, coauthor, The One Minute Manager® and Whale Done!(tm)

“Bravo Mary and Lori! You’ve given your own profession a wonderful gift. Your contribution will be used by trainers for many years to come.”
– Beverly Kaye, CEO, Career Systems International, coeditor, Learning Journeys: Top Management Experts Share Hard-Earned Lessons On Becoming Great Mentors and Leaders

“Stories Trainers Tell doesn’t just give you powerful stories, it helps you turn your experiences into compelling narratives, people and teams into heroes worth emulating, and new changes into enduring traditions. It will help your own wisdom penetrate and be remembered through the stories you tell.”
– Terry Paulson, Ph.D., CSP, CPAE, past president, National Speakers Association and author, 50 Tips for Speaking Like a Pro and They Shoot Managers Don’t They?

“I’ve forgotten most of everything I’ve ever learned, but I rarely forget a good story. This book will support you in telling stories that penetrate deep. Great storytelling will create magical links to the listener, resulting in sustained impact and transformation.”
– Thomas Crum, author of Journey to Center and The Magic of Conflict

“In my training experience, I have found storytelling to one the most powerful ways to deepen learning. This book provides trainers, consultants, and others with valuable tools and ideas to create and deliver engaging stories for any audience.”
– Reggie Owens, manager, Global Learning and Development, Rockwell Automation

–This text refers to the Hardcover edition.

Click Here to see more reviews about: Stories Trainers Tell: 55 Ready-to-Use Stories to Make Training Stick (Book only) (Paperback)

According to Josh Bersin, the material in this book is based on the results of surveys that he and his associates conducted among more than 600 C-level executives in 2005-2007. One of the most important revelations is that more than 90% identified performance measurement as being either most important or next most important on their list of what to improve. In 2007, they conducted research among more than 700 HR and learning executives indicated that only 4% rated their learning programs were “fully aligned” with talent needs, and, only 15% rated them “well-aligned.” These additional revelations also caught my eye.

While acknowledging the important work of others, Bersin asserts that the models offered by Donald Kirkpatrick and Jack Phillips, specifically,”limit an organization’s thinking and make the measurement process difficult to implement.” (Others are far better qualified than I am to comment on this assertion.) Bersin also asserts that organizations need more than what these models offer. In this volume, he introduces and then examines the Business Impact Model® and the Impact Measurement Framework®; then he recommends a seven-step training measurement process to implement both.

I especially appreciate the fact that all of Bersin’s insights and recommendations are based on a wealth of research data; also that he provides within his narrative a number of real-world examples and mini-case studies based on a wide variety of exemplary companies that include Caterpillar, Defense Acquisition University, Eaton, EDS, FedExKinko’s, HP, KPMG, McDonald’s, Pep Boys, Saks Fifth Avenue, Wells Fargo, and Wendy’s. Six appendices provide a substantial value-added-benefit:

I and II: Case studies of Ranstad and HP
III: “The State of Training Measurement Today”
IV: “Examples [`Snapshots'] of Learning Measurements”
V: “Specific Learning Measures”
VI: “Training Analytics Specifications”

Bersin insists (and I agree) that:

1.The purpose of measuring any business process is to obtain actionable information for improvement;

2. A measurement program should not be designed to cost-justify training;

3. Measurement should be – and be perceived to be – a business support function;

4. A measurement program must meet the needs of multiple audiences;

5. Measurement should be an on-going process, not a project;

6. The Learning management System (LMS) is a foundation for measurement;

7. Sufficient resources must be committed to an LMS; and finally,

8. Because training measure requires patience, it is best to start simply and evolve over time.

These are the eight general principles of training management on which the Business Impact Model® and Impact Measurement Framework® are based. Bersin thoroughly explains both in Chapter 4 and then, in the next chapter, shifts his attention to the seven-step training measurement process. In Chapters 6-8, he offers eminently practical advice with regard to measuring business impact (e.g. simplify the problem, use line-of-business-specific measures, and integrate with performance measurement processes), measuring alignment (he cites Caterpillar University’s planning and budgeting process and CNA’s “learning and investment portfolio”), and measuring customer satisfaction (he explains what various Six Sigma processes offer and then suggests how to “operationalize” customer satisfaction).To Bersin’s credit, after he briefly but carefully identifies what must be done throughout the seven-step training measurement process, he devotes the bulk of his attention to explaining how to do what must be done.

Special mention should be made of the dozens of “Figures” that are inserted throughout Bersin’s narrative. These reader-friendly devices facilitate, indeed accelerate periodic review of material long after the book has been read.I also appreciate the skillful use of checklists, bold face, and italics that focus on the key points within each chapter.This is especially important, given the wealth of information that Bersin provides.I do offer one caveat: With all due respect to the Business Impact Model® and the Impact Measurement Framework®, it would be a fool’s errand for any reader to attempt to adopt them or any one business model and framework in their entirety.

For decision-makers in any organization (whatever its size and nature may be), however, the first five steps of the training measurement process are essential. As Bersin explains in Chapter 5, the most valuable step most organizations need is the sign-off process (which is often missing) and the basic Level 1 surveys.As for the other two steps, follow-up evaluation for the learner (#6) and follow-up evaluation for the manager (#7), he believes they are optional. I strongly disagree. Managers who fund training as well as those who receive it should be included among those who are viewed as “customers.” Their evaluations can be of incalculable value if the information obtained from them is pragmatic, actionable, and specific.

Those who share my high regard for this book are urged to check out Jay Cross’s Informal Learning: Rediscovering the Natural Pathways That Inspire Innovation and Performance as well as Return on Learning: Training for High Performance at Accenture co-authored by Donald Vanthournout and his associates on Accenture’s Capability Development team. Also Edward Lawler’s Talent: Making People Your Competitive Advantage, Tamar Elkeles and Jack Phillips’ The Chief Learning Officer (CLO): Driving Value Within a Changing Organization Through Learning and Development, Dean Spitzer’s Transforming Performance Measurement: Rethinking the Way We Measure and Drive Organizational Success, and Enterprise Architecture as Strategy: Creating a Foundation for Business Execution co-authored by Jeanne W. Ross, Peter Weill, and David Robertson.

Product Description
The Training Measurement Book offers managers, executives, and training and human resource professionals a method for measuring their investments in a way that provides information that is both actionable, credible, and meaningful to corporate leaders. Using the methods outlined in this important resource, you can free yourself from traditional, often cumbersome measurement models and put in place pragmatic, useful, and easy-to-implement approaches for measuring training activities.

From the Inside Flap

The Training Measurement Book

At its best, corporate training and development provides organizations with a distinct business and strategic advantage, making them stronger, faster, and smarter than their competition. At the other end of the spectrum, organizations can spend millions of dollars without the ability to adequately measure their programs’ effectiveness, efficiency, or impact.

The Training Measurement Book offers managers, executives, and training and human resource professionals a method for measuring their investments in a way that provides information that is both actionable, credible, and meaningful to corporate leaders. Using the methods outlined in this important resource, readers can free themselves from traditional, often cumbersome measurement models and put in place pragmatic, useful, and easy-to-implement approaches for measuring training activities.

Based on years of research with hundreds of organizations, The Training Measurement Book provides an easy-to-follow, business-driven, down-to-earth approach to training measurement. The innovative Impact Measurement Framework®, outlined in this book, offers a solid solution for developing and implementing a complete and effective measurement program.

Comprehensive in scope, The Training Measurement Book explores the general principles of training measurement-asking why and how we should measure training and describes the pros and cons of using ROI.

The book examines the nine measurement areas that comprise The Impact Measurement Framework and details the seven-step training measurement process, identifying best-practices, tips, and techniques that make training measurement easy. In addition, the book discusses the use of tools, technologies, and systems that can make training measurement more efficient and ultimately more effective. The Training Measurement Book also contains illustrative case studies, examples, and an in-depth discussion of the topic of training analytics, to clearly show how organizations have implemented these measurement programs.

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The book offers an entirely new perspective on training programs.
It will be extremely handy for any training and development professional.

Product Description
This important resource translates the popular Six Sigma methodologies, tools, and techniques in a way that is customized specifically for the design, implementation, and measurement of employee development programs. A proven alternative to the Kirkpatrick Model, this new model offers a more effective method for designing and testing the effectiveness of training. Throughout the book, the author presents tools in a user-friendly and understandable format that is tailored for implementation in the development and measurement of employee learning programs. Step-by-step, Developing and Measuring Training the Six Sigma Way walks the reader through the highly effective and proven DMADDI™ process.

Click Here to see more reviews about: Developing and Measuring Training the Six Sigma Way: A Business Approach to Training and Development (Paperback)

Lots of lip service gets paid to training, but most training functions usually reside at the cutting edge of the downsizing axe. This book provides training managers with methods for reporting how a training program contributes to a company’s bottom line. It sheds light on how the intangible attributes of trainees (one of which is the knowledge learned in a training program) get transferred into work skills, and how both knowledge and skills can be quantified into numbers which management can understand.

The only drawbacks are: 1) that there is not enough of a discussion about statistical methods for data interpretation, and 2) some examples of purposeful, targeted questions would definitely be useful. However, overall, I am happy to have this text become part of my daily playbook.

Product Description
Document your efforts in terms management will understand

Are your employee training efforts really paying off? In this hands-on guide, two top human resources consultants present a results-oriented, twelve-step approach that directly links training to specific organizational goals. Here is all the information and guidance you need to create a work environment that reinforces new skills and maximizes training results. You’ll also learn to document the effect your efforts have on the bottom line, track subtle but important changes in employee values and beliefs, and demonstrate increased sales and productivity. It’s THE definitive handbook for tracking and cost justification of training and development efforts.

From the Inside Flap
Provides how-to strategies for implementing results-oriented training. Explains how to develop a collaborative, “client-consultant” relationship with line managers and to yield better management support for training efforts. Tells how to document bottom-line results of training programs and communicate their value to management in cost-benefit terms.Are your employee training efforts really paying off? In this hands-on guide, two top human resources consultants present a results-oriented, twelve-step approacht that directly links training to specific organizational goals. Here is all the information and guidance you need to create a work environment that reinforces new skills and maximizes training results. You’ll also learn to document the effect your efforts have on the bottom line, track subtle but important changes in employee values and beliefs, and demonstrate increased sales and productivity. THE definitive handbook for tracking and cost justification of training and development efforts.Are your employee training efforts really paying off? In this hands-on guide, two top human resources consultants present a results-oriented, twelve-step approach that directly links training to specific organizational goals. You’ll also learn to document the effect your efforts have on the bottom line, track subtle but important changes in employee values and beliefs, and communicate a program’s importance in cost-benefit terms.

Click Here to see more reviews about: Training for Impact: How to Link Training to Business Needs and Measure the Results (Jossey Bass Business and Management Series) (Hardcover)

Let me first say that this is the second book I’ve read by Mr. George M. Piskurich. The first book ‘Rapid Instructional Design: Learning ID Fast and Right’ is one of the best books I have read on the subject of ID. It is practical and helpful (as promised) and as an SME/training developer I could relate to the great insight, tools and advice.

This book (or booklet..176p) is a companion to rapid Id book and I would not recommend buying it if you have not read the former.

This book contains a collection of tools and advices to help you develop training for deferent types of delivery systems (like classroom, OJT, elearning etc). It is the kind of books you would refer to when you have a specific project at hand. It does not go too deeply into each type.

Udi Zisser
VP Professional Services and Support
udi (at) [...]

Product Description

Rapid Training Development

Professionals who develop training courses know that during the challenging developmental phase of the five-part Instructional Systems Design-Analysis, Design, Development, Implementation, and Evaluation-the actual learning materials are created. The development phase is at the very heart of building a successful training program. They also know that creating learning materials can be an extremely time-consuming process.

Rapid Training Development offers a much-needed resource that outlines rapid approaches and handy techniques for creating effective learning materials that get results. Written by George M. Piskurich, a leader in organizational learning, this vital book is a hands-on guide for developing training courses that can be delivered in a variety of ways-in the classroom, on-the-job-training, asynchronous and synchronous e-learning, structured mentoring or the newest mobile technologies. The book is filled with practical tips, guidelines, and shortcuts that are targeted to each of the various training delivery systems.

Rapid Training Development explains what is (and what isn’t) course development and provides a wealth of general rapid course development techniques and suggestions for all types of course development. Filled with illustrative examples, the book shows how various rapid development techniques can be applied in real-life training development situations.

The author explores the use of various techniques for rapid course development such as self-directed learning and performance tools. The book also includes the most current delivery system approaches such as e-learning and popular mobile technologies-podcasting and PDA-based learning.

Rapid Training Development is a hands-on guide for doing it faster, doing it easier, and doing it right.

About the Author

George M. Piskurich is a renowned organizational learning and performance consultant specializing in e-learning interventions, performance analysis, and telecommunting. He is the author of numerous books including Rapid Instructional Design, Self-Directed Learning, and The ASTD Handbook of Training Design and Delivery.

Click Here to see more reviews about: Rapid Training Development: Developing Training Courses Fast and Right (Paperback)

Foshay and associates have succeeded in the task described in the subtitle of this work.This book has three parts: 1. Introduction to the Cognitive Approach; 2. How to Design Lessons using the Cognitive Approach; 3. Using the Cognitive Approach: The Research Issues.

The book itself is an excellent illustration of the techniques that it intends to teach, starting with how to organize and present information (chapter 4).Then individual chapters deal with teaching facts (5), teaching concepts (6), teaching principles and mental models (7), teaching well-structured problem solving (8), teaching ill-structured problem solving (9), and teaching troubleshooting (10).The early chapters lay down the principles underlying the cognitive point of view on how learning occurs (1) and how to design training using the cognitive model described (2). The final chapters get into research issues related to teaching both declarative knowledge (13) and procedural knowledge (14) — a critical distinction in the teaching of technology (my own area of interest) and for other areas of practical learning. Declarative knowledge is knowledge about something; procedural knowledge is knowledge of how to do something.

Strongly recommended.

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It just so happens I have the book opened now for the project I am working on. This Active Training book was perfect quality and has info in it that I can use. It came from the County south of mine, another wonder of Amazon, I guess. Thanks!
Carol R

Product Description
Training expert Mel Silberman is the father of the popular and effective active training method. In his landmark textbook, Active Training, he identified the specific characteristics of the active training method that results in deeper learning and improved retention. Now, Training the Active Training Way takes the next step by distilling the active training method into eight core strategies that trainers can use to craft interactive and engaging training, even for the most challenging training assignments such as technical skills training, and information-rich (and often dull) content.

Click Here to see more reviews about: Training the Active Training Way: 8 Strategies to Spark Learning and Change (Active Training Series) (Paperback)

Trainers, coaches, facilitators, HR practitioners and managers will find this a guide and tool box for developing the competencies in people that constitute emotional intelligence.

The book is divided into three major sections. Part I explains the rational for developing emotional intelligence (EI) and highlights four key EI measures. Part II explores the 15 competencies of emotional intelligence. Part III presents 3 to 4 experiential learning exercises (workouts) for each of the competencies; this is the major section of the book.

This is an outstanding resource for anyone involved in management development. Very highly recommended.

Product Description
Emotional Intelligence in Action shows how to tap the power of EI through forty-six exercises that can be used to build effective emotional skills and create real change. The workouts are designed to align with the four leading emotional intelligence measures-EQ-I® or EQ-360™, ECI 360, MSCEIT™, and EQ Map®, -or can be used independently or as part of a wider leadership and management development program. All of the book’s forty-six exercises offer experiential learning scenarios that have been proven to enhance emotional intelligence competencies.

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