eXe Learning Software

If you are looking for an affordable (how's free!) elearning course development tool, consider eXe Learning Software.
eXe Learning Software is an open source, innovative program that bridges the gap between the rapid advance of technology and user technical skills. This software is very easy to use and eases the burden placed on corporate trainers who, in addition to never-ending classroom responsibilities, are expected to be e-learning experts and knowledgeable about web design.
eXe is built around a WYSIWYG (what you see is what you get) interface that allows technologically challenged users to create and publish their work without learning a lot of code. It is scorm compliant and runs on Windows, Max and Linux systems.

Navigating the Software
Exe Learning Software has two panes that are particularly helpful in lesson planning and in the preparation of learning materials and classroom activities. In the Outline Pane, users are not only guided to create their own web pages, but are also given the tools to write appropriate goals and objectives.
The iDevice Pane is really just a list of common tasks as predefined templates that users can simply click to access and immediately begin creating e-learning content. This default list of iDevices is not overwhelming and wont scare off even the most technically challenged teacher. Everything included here is relevant to every trainer's typical work on and off the computer. With iDevices like reading activity, case study, multiple-choice, true/ false questions, trainers will become very comfortable with the technology in a snap!

With the rich text editor incorporated into the software, it is super easy to format content, too. Users don't have to worry about html code at all, and instead can focus on improving their materials and activities. eXe Learning Software is pretty much like using a word processor with the option of publishing files in web-ready format. Images, sound and video can even be added and can be modified according to the requirements of the project. Heed this warning though: Never copy Word docs directly into the eXe learning software. Word bloats your copy with a ton of unnecessary junk code that can make editing it later a real pain. If you have content in Word, copy it to Notepad first and then copy it from notepad into eXe Learning Software and that will get rid of the Word bloat.

For more information on this very cool software, check out the Exe Learning Software user manual and installation procedures at their website at www.exelearning.org.

12 Ways to Have Fun in the Adult-Learning Classroom

From start to finish, make your workshop or seminar an enjoyable experience:

1. Begin with an ice-breaker, to help participants feel welcome, relaxed and ready to learn.

2. Encourage participants to exchange contact information, as connections made during training sessions can be surprisingly long-lasting and invaluable.

3. Incorporate humor into your presentations.

4. Resist the urge to fill up every ounce of white space on your slides.

5. Include quotes and on-topic cartoons into your training to helps make your message memorable.

6. Share relevant personal stories and anecdotes with your audience.

7. Make use of multimedia. A short audio or video clip can illustrate your point and take a much-needed break from lecturing. With today's technology, it's a snap to create your own. If you need links to great resources for doing this, email me and I will be happy to share what I use.

8. Encourage active participation and sharing of ideas in a supportive environment. You’ll get interesting and creative discussions going that will help learners remember key points.

9. Use breaks to bond with participants and get to know them. Don’t hole up and do all that extra work that’s piled on your desk. When students take a short 10-minute break, you should too! And, that’s the perfect time to get to know them.

10. Play team-building games that directly relate to the training message. Don’t let participants pick teams or you will inevitably have someone feeling left out or unwanted.

11. Keep all competition lighthearted and to a minimum.

12. Use short writing exercises/journals. When you have students write down educational goals,and think about/list all accomplishments, it will make participants feel reflective, confident and proud! Journals give participants something tangible to look back on.

Need custom hand-drawn training cartoons? Check out my cartoon packs for trainers at www.WorkplaceToons.com today! Topics include diversity training cartoons, hipaa training cartoons, fmla training cartoons, workplace violence cartoons and more!

Fun Newspaper Headings!

I stumbled on this site and thought it could be a really fun application for training. On this website you can create a newspaper-looking headline and short article and then download it as an image file. Could be really fun to create these and use them to announce promotions, a job well done or general kudos.

They take no time at all. I created one in about 5 minutes. Here it is:



Try it out. A great tool for trainers!

An Easy Guide to RSS

What is an RSS Feed and What Does it Do?
RSS stands for Rich Site Summary or, alternatively, Real Simple Syndication. An RSS Feed allows users to subscribe to interesting websites or blogs and have the new content updated directly in the user’s RSS Reader or Feed. Typically with web-based content, users must visit the web site in order to read updated information. With an RSS feed, however, the content is scanned automatically and brought directly to the user. No need to visit web site after website since it gathers it for you quickly and automatically!

What is an RSS Reader?
An RSS reader, sometimes referred to as an aggregator, is simply a software program that can be set to scan the web for newly created content on sites to which to user has subscribed. Think of it as a daily newspaper but filled only with the news that of interest to the person reading it. You can set your reader to scour the web on any preset schedule you’d like and alert you when new content is found or set it to simply do its search and you visit whenever you want to, with or without the alert. Both free and commercial RSS readers available.

The benefits of subscribing to an RSS feed.
RSS Feeds can save you so time! In addition, they allow you to quickly and easily receive the most current information on topics of special interest to you. No more wasted time browsing for to find relevant information. It comes to you! An unlike our in boxes that are filled to overflowing with spam, RSS readers eliminate that problem altogether! You will receive no content other than that which you specifically request via subscription.

The RSS Button
Just look for the button with your feed reader on it, somewhere near the subscribe area. Although they may vary, they will usually name the feeder or say something like RSS or Subscribe here.



On Workplace Toons, it is on the blog in the upper right corner and looks like this:


Get Yourself a Reader
A huge list of RSS readers is here: http://www.newsonfeeds.com/faq/aggregators
Bloglines, My Yahoo, and FeedDemon are all very popular. For an in-depth discussion on popular readers and the pros and cons of each, visit http://email.about.com/od/rssreaderswin/tp/top_rss_windows.htm.
I use Google’s feed reader. You can find detailed info on it here: http://www.google.com/reader/view/?utm_campaign=en&utm_source=en-ha-ww-ww-sk&utm_medium=ha&utm_term=rss+feed+reader#directory-welcome-1-page
Whichever one you choose, simply download and follow the instructions to install and you’ll be up and running within minutes. It is really that easy!

Practice what you’ve learned!
Once you have downloaded your RSS reader, go to my blog home page at www.WorkplaceToons.blogspot.com and look for the Subscribe Banner on the top right side of the page. Simply click on “Posts” to get all updates I add to the blog or “Comments” to get all posts/comments made by site visitors. When you click on either, it will open a drop down menu of buttons. Choose your feeder and follow the steps to subscribe. That’s all there is to it!

Consider burning your own feed! RSS Readers are a perfect way for your students to get training content delivered as it's posted. Keep your training varied and your students interested! There are many ways to engage your learners, and don't forget training cartoons! Get a laugh and lighten things up with training cartoons from Workplace Toons!

Celebrity Charades (Icebreaker)

This super fun icebreaker gets people up, moving around and having a ton of fun. You will only need some pens and some sticky notes. Have a list of celebrity names prepared or have each member of the group write one down before you start the game. Just make sure you have one celebrities name on a sticky note for every person in your group.

Seat everyone in a semi-circle. Go around and place a sticky note on the forehead of each person so that their celebrity is known to all but them.

Start with the person to your left. You and others around the circle will offer hints as to who his or her celebrity is. You can make a statement, act out a behavior, or perform some famous lines that the person is known for. Each person has 1-2 minutes to give clues and to get him/her to say the correct celebrity. Go around the room until the person guesses the celebrity or everyone in the room had had a turn giving clues. Follow along until everyone has had a chance to guess their celebrity.

This a really fun game that requires very little prep work and will have everyone giggling, bonding and just having a great time! Perfect icebreaker for the first day but can be used to energize and/or unite a group any time!

Enjoy!

Lorie

Invention: The Teambuilding Game

This is a fun teambuilding exercise. Divide your group in smaller groups of four to five. You will need a paper bag for each group that contains all the same items in each bag. Things like a piece of string, a couple of paperclips, a rock, some staples work best but use your imagination! For best results, make sure there are about 12-20 items in each bag and that each team bag contains identical items.

The groups separate as much as possible (suggest each take a corner of the room) and try to create an invention of some sort. Allow the teams about 10-15 minutes to come up with their masterpiece. When you call time, the finished project must be placed into the bag. No one is allowed to work extra time.

Draw straws or roll a die to see which group goes first, second, etc. Take the first group to the front of the class. One member of the team is appointed spokesperson and will explain the object and demonstrate its features, The other groups judge the effort on a score of one to ten.

The winning team gets a prize. Include all other teams for their effort. They are all winners for trying!

This exercise is great for teambuilding. You will enjoy seeing just how resourceful the teams can be!

Make sure you present and manage thisgame in a fun, lighthearted way. Do not allow any one to get too competitive or serious. Be encouraging.

End the game by thanking everyone for playing and throw out some chocolate.

Enjoy~

Lorie

The Group Press Conference (Icebreaker)

I love training games! They really are essential tools for the corporate trainer.

Press Conference is a great icebreaker, one of my favorites in fact. Here’s how to play:

Choose one person to be “it” and ask him to leave the room for 3-5 minutes.

The people remaining in the classroom decide who that person is going to be. For instance, they might choose someone like “Darth Vader”.

Once decided (take no more than 5 minutes to do so!) call the person back in to the room. Remember, they do not know who they are supposed to be. Have them sit at the front of the class and have participants each ask one question as if they are reporters.

For the Darth Vader character, example questions might be “Do you have respiratory problems?”, “How is your relationship with your family?”, “Are you sometimes violent or have a bad temper?”, “What is your favorite color?” The answers of course do not match what the character would say, but it will have everyone laughing and at ease in no time.

Stress to participants that the idea is not to give away who the person is supposed to be through the questions.

The game is over in one of two ways: When the person guesses correctly the game is over. If every participant has asked a question and the person has not guessed correctly, the game is over and a new person/character is selected.

The person can guess who they are supposed to be at any time during questioning.

This game will have everyone laughing and enjoying themselves!

Enjoy!

Lorie

Remember, my training cartoons are completely unique and perfectly suited for corporate and compliance training. See my library of training cartoons here at www.WorkplaceToons.com!

The Positive Effects of Cartoons in the Adult Classroom

Trainers are always looking ways to engage their adult learners. Try training cartoons! When used properly, training cartoons can engage the student, help them to remember key points and enjoy a laugh or two. Funny, even slightly irreverent, training cartoons can really help your message stick! When you incorporate highly customized, topic-specific training cartoons into your learning program, the content shines and you spark an interest in even the most recalcitrant student.

Training cartoons in the adult classroom can appeal to all types of learners. They send the message to have a laugh, lighten a dry or boring topic, relax and overcome fears, all of which help create a better learning environment. Cartoons can motivate adult learners to take new approaches to more effective learning.

Cartoons are ideal for most adult learning programs, from cultural and language training to soft skills training sessions to compliance training programs like HIPAA, FMLA and Workplace Violence. Training cartoons are an ideal learning tool to bridge the gap between content and learning outcomes.

When selecting training cartoons for the classroom, look for well-designed, topic-specific collections. Never rely on generic clip art! You message can easily get lost and your students confused when your graphics are too generic and/or don’t address the specific training message. When chosen carefully, training cartoons are an excellent tool for use in adult learning environments.

Visit my website at www.WorkplaceToons.com for an ever-growing library of custom training cartoons on topics like diversity, FMLA, and HIPAA!

The Benefits of Mentoring: Tips for Trainers

When adults go back to school, either in the formal sense of pursing a degree, or going for any type of training or job-related skill-building, what they’re essentially trying to do is improve their quality of life. Maybe they want to be more productive or efficient, learn a new skill, earn more money or be considered for career advancement. Whatever the ends are they’re trying to achieve, one of the best means of ensuring success through any training program is having someone, any one, take the time to get involved, care about that person’s successes (and failures) and be there to help and support the student in his or her learning goals. To mentor. As a trainer of adult learners, you can be that all-important mentor to your students.

The best thing students can get from their mentors is a personal investment: assurances from you that they are worth your time and the encouragement that whatever they’re seeking to achieve, they can do it. Whether students have come to you to learn computer skills or to increase their life-coping abilities, it is their personal connection with you, as their trainer and mentor, that benefits them most. And this applies to all stages of learning.
How do you mentor? Start by building that personal bond with your students, it’s important that the relationship feels natural and uncontrived. Think of how close relationships are built with those around you in your own life, and model your relationship with your students in that way.
Here are three tips to help you along:

1. Show that you genuinely care about your students. This will make the biggest difference with them. If your efforts are forced or insincere, people will see right through you! You cannot be an effective trainer if you do not seriously give 100% to your students and live for their successes, big and small.

2. Exchange personal information where appropriate. Share funny or touching stories, ask about their weekends, vacations, hobbies – let them know that the classroom is an extension of their lives, and not an isolated cell.

3. Realize that fun and laughter are critical parts of the learning process. Students learn through humor and enjoyable activities. Cartoons and games can be educational, and will go a long way to helping students feel comfortable in their learning environment and ready to absorb your training message.
When students feel validated, appreciated, recognized, and valued their confidence increases. In addition, you will likely see them put more energy into what they are trying to learn. They will be on time, better prepared, and willing to put forth greater effort. Don’t just stand up at a podium and lecture. Get involved and mentor your students!

Training cartoons are a wonderful way to energize your content and drive home your message. Visit my website for custom, hand-drawn training cartoons on topics like diversity, FMLA, and HIPAA!

A Quick and Easy Adult Learning Styles Quiz

Learning Styles Quiz: Which are you? (Auditory, Visual, Tactile)
A super simple method to help you identify the learning styles of your adult participants. For their benefit as well as yours.
This handout is not designed to explain the differences between learning styles. It’s just a short & sweet 10-question quiz and can be used as a fun classroom exercise. Take it one step further and after quizzes are completed, provide a brief lecture/discussion on Learning Styles 101. Your adult students will really appreciate the information!

The Learning Styles Quiz
1. You’re in class for an important lecture and presentation. Do you:
a. listen to what the lecturer is saying.
b. focus on the words written on the slides.
c. take good notes.

2. When making long road trips as a passenger, which of these are you most likely to bring along with you?
a. An audio book or something to listen to.
b. A book to read.
c. A sketchbook to write or draw in.

3. Which of these is most likely to wake you up quickly in the middle of the night?
a. A noise or disturbance in the room.
b. A light shining on your face.
c. Someone shaking you gently.

4. You are waiting at the doctor’s office for your appointment. Which of these do you do to pass the time?
a. Engage in small talk with the person sitting next to you.
b. Browse through a few magazines or picture/art books.
c. Write a grocery or to-do list.

5. You have to conduct a presentation on the new company email system. To prepare for the presentation you would most like to:
a. Ask someone to explain to you how the email system works.
b. Download the printed tutorial and review it.
c. Visit with an email systems engineer to walk you through the steps he or she takes to put a system together.

6. If you were a counselor at a summer camp for kids, which of these activities would you prefer to do with them?
a. Singing songs.
b. Writing songs.
c. Playing the guitar.

7. You just found out some very good news. What do you do?
a. Call a friend and share the news with them immediately.
b. Write a note to your very best friend telling him/her the news.
c. Find someone to hug.

8. You need to go to the grocery store to buy one or two items. What do you do to remember them?
a. Repeat their names a few time until you remember.
b. Close your eyes and visualize them.
c. Write down the items on a piece of paper, even if you don’t take the paper with you. As long as you write it down once, you’ll probably remember.

9. When finding directions to a location you are unfamiliar with, what works best for you?
a. Asking for directions.
b. Looking up the location on a map.
c. Wing it. You’re sure you will find it if you just get in the car and drive.

10. Think of a cause you are passionate about, like PETA. How do you show your suport?
a. Go and speak to audiences about the problem.
b. Make a poster or create a presentation about the cause.
c. Volunteer to work with kids or people affected by the problem.

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Scoring:

If you scored more a’s, then you are an auditory learner.
If you scored more b’s, then you are a visual learner.
If you scored more c’s, then you are a tactile learner.

Keep your training sessions engaging! Avoid dry, boring lectures and content. Visit WorkplaceToons.com for some amazingly unique training cartoons.

Sexual Harassment Training Cartoons are here!

Every employee needs and can benefit from Sexual Harassment Training. Use my brand new sexual harassment training cartoons to lighten the mood and get people to think about and remember the important points. Here is what's included. CLick the picture to see the larger version:

Here is more to think about when preparing your sexual harassment awareness and prevention training program:
No one wants to work in a sexually charged or hostile work environment. But did you know, your actions might constitute this very behavior and you may not even know it? The Courts have already ruled that employers can be held liable for the actions of its employees, even when officials in the company had no prior knowledge of the offending behavior! And the offending employee can be held responsible too, even if they didn’t know their behavior was offensive!

Many of the actions in the list that follows were involved in serious, high-dollar discrimination cases. Make no mistake. This is a serious matter that deserves your attention. Use this list as a guide/checklist to what not to do/how not to act/what not to say at work. Ever. Many times, the offending employee meant no harm, however, the employee alleging harassment took things a very different way! While it’s true that many of us have done or said something we wish we could take back, think carefully before you speak or act. Don’t let your behavior turn into a legal nightmare!

Ask yourself:

• Have you asked someone out for a drink after work?
• Have you used colorful language or an occasional bad word?
• Have you told off color, religious or political jokes even if you consider them G/PG rated?
• Have you offered or given someone at work a hug or back rub?
• Is your computer screensaver rude, crude, political, religious or even mildly offensive?
• Have you used terms like “honey” or “sweetheart” to call a coworker or customer?
• Have you ever promoted someone with whom you had a prior sexual relationship even if the promotion was well deserved?
• Do you have funny nicknames for coworkers?

It’s a slippery downhill slope when you stop treating coworkers with friendly professionalism and start treating them as casual buddies. In the workplace, we don’t know each other well enough to understand each other’s pet peeves, sense of humor, political sexual or religious leanings, personal belief systems, or private thoughts or opinions no matter how long we’ve worked with them or how often we’ve shared a table in the lunch room.



Proper training is the most effective tool to eliminate sexual harassment from the workplace. If you are planning to conduct a training session on this sensitive subject matter, consider sexual harassment cartoons to get your message across with humor and without pointing fingers, offending anyone or placing blame. My sexual harassment training cartoons will lighten the load and help participants to remember critical information along the way. Don’t settle for generic clip art when conducting training sessions on this highly-charged topic. Check out my training cartoons today at www.WorkplaceToons.com

Custom Hand Drawn Training Cartoons vs Stock Images or Photography

It isn't even a close call. Cartoons are by far the better choice to stock images or photography if you're serious about engaging your participants and making your message memorable. There are many reasons why but here are the top ten for choosing hand drawn cartoons over stock images or photographs in your learning program.

1. Topic-specific training cartoons engage the learner and really get them thinking.
2. Generic, stock photography that doesn’t address the training topic will likely confuse participants and worse, make for a long, boring, dry presentation!
3. Photos typically stereotype which could make your participants feel embarrassed or excluded.
4. Cartoons bring people together; everyone can identify with and appreciate cartoons.
5. Photos can be too harsh or cold.
6. Cartoons can help to diffuse uncomfortable topics without diminishing the message.
7. Photos are often too generic to use as a learning tool.
8. Cartoons help participants to remember important ideas.
9. Photos rarely can be educational and humorous.
10. Cartoons are fun; they make us laugh!

We've all seen the studies show that engaging, inclusive illustrations help drive home your message and will help participant's remember important details. Stock images and photography just can’t compete with custom, hand drawn training cartoons. If you want to add topic-specific training cartoons that add pizazz to your presentation, Workplace Toons has you covered. Workplace Toons is your perfect solution for custom hand drawn training cartoons on a wide variety of topics, from anger management to workplace violence and a ton in between. Please see the ever-growing library of titles here. Custom illustrations are also available and more affordable than you think. Check out custom options here. Visit the website at www.WorkplaceToons.com today!

Happy Customer Service Week! (Oct. 6-10 2008)

With Customer Service week starting, I thought I would take a few minutes to focus on some of my top tips for customer service excellence. As a former supervisor in a financial services call center, I took many calls from upset customers. Many times, it was our own service reps who caused or exacerbated an issue to the point that the customer had had it and would only speak with a supervisor.

It's a fact that customer service should take center stage for retaining existing customers and attracting new ones. Great customer service is all about creating positive experience for the customer from the very beginning. And it makes great business sense to do so. Satisfied customers are a company’s biggest cheerleaders, and have a tangible effect on attracting new customers through word of mouth referrals.

It really isn't complicated. It's simply acknowledging and resolving your customer’s concerns. From the moment the customer walks into the office or calls you up on the phone, he is assessing his relationship with your company. His continued use of your product or service may hinge on this very contact so give each one the serious consideration it deserves.

Here are my top ten tips for treating each customer like the valuable ambassador he is:

• Greet the person warmly and with enthusiasm.
• Let the customer know you really want to help.
• Listen carefully to what the customer tells you, rephrasing and repeating to make sure you understand the customer’s needs and to let him/her know you understand them.
• Use proper language at all times, avoid slang, internal acronyms or technical jargon.
• Remember your manners! Say ‘Please’ and ‘Thank You.’
• Do not rush the conversation. Even if you don’t come out and say, ‘Hurry up already,’ your body language and tone of voice might just say it for you. Heavy sighs, rolling eyes, shaking your head in a no-no movement all translate into ‘I want this conversation to be over.’
• If the customer is upset or angry, let him vent a little. Most likely, he will begin to calm down on his own when he figures out that you are listening and really want to help. If, after several minutes, the customer is still venting, it’s okay to interrupt with ‘I can tell you are really upset by this. Let me see if I understand the problem and then I will explain exactly how I can solve this for you.’
• If the company has made a mistake, don’t be afraid to say ‘I’m sorry.’
• Check your emotions at the door. An upset customer isn’t mad at you. He doesn't even know you and probably has never even spoke to you before now. He’s mad at the company. Don’t take it personally or power trip. Even upset, grumpy customers deserve exceptional customer service. Solve his problem and you will likely have a customer for life.
• Let the customer know what's next, and make sure to follow through and follow up. If you make a promise, keep it! There is nothing worse than getting a call from an upset customer, convincing him that you really want to help, making certain promises and then forgetting all about him when you hang up the phone. Do what you say you are going to do, otherwise he isn’t going to believe a word anyone says the next time he calls in.

Customer service should be a top priority in every company. Always, always remember that your primary goal with every customer contact is to address and resolve their concerns. After all, without customers you and I wouldn’t have a job! In my opinion, customers deserve our undivided attention, respect and good-faith effort to resolve their concerns.

Progressive Discipline

When discipline is called for, managers will likely use a progressive discipline policy. Progressive discipline is a escalating series of steps that is designed to address and correct behavior that falls short of acceptable. The goal of progressive discipline is avoiding termination by providing documented opportunities for the employee to improve his or her performance.

Let’s take a quick look at the four stages of progressive discipline:
Step One: The Verbal Warning.
At this stage, managers must remind the employee of the behavior guidelines. Keep a neutral professional tone. You do not want to be accusatory but rather express your point in a factual manner. Do not attack the person, but rather point out the offending behavior. Be ready to give some actual examples of the behavior in question and prepare yourself for the range of reactions from the employee. Let the employee know what happens next if the behavior continues.

Step Two: The Written Warning. The employee, at this point, is choosing to continue the behavior in question. This choice justifies the idea behind progressive discipline policies. This second step is used in cases of a serious breach of conduct and in repeat offenses.
The formal process involves a document written before the meeting and then is reviewed with the employee one on one in a private meeting. Be sure to consult with Human Resources before you write the document and make sure to use the accepted HR form.

Step Three: Suspension.
When an employee continues to engage in the activity that caused him to receive a written warning, the manager must take more severe action. The act of suspending an employee without pay takes serious thought and serious support from the department supervisor and Human Resources. A written document should be added to the employee’s file after he has been notified of the fact and dates of the suspension.

Step Four: Dismissal. This is the last step in the progressive discipline process and should never be taken without careful thought and planning. This action can have grave consequences. Discharging the employee should occur only after gross misconduct or when he has not corrected serious, on-going behavior for which he has received previous discipline. You should analyze all of the previous discipline actions to determine that the employee has been afforded real opportunities to correct the behavior of performance.

At all points in the process, the motive behind discipline should be to allow the employee room to improve and correct his actions. When the employee decides not to avail himself of the opportunity, your only recourse to restore health in the department and order to the company may be to terminate the employment.

No matter what stage you are in, you should always be prepared to defend your actions. Ask yourself:
a)Was the employee clear about the code of conduct he violated? In some cases, the offender might not know about the rules.
b)Was the employee aware that his violation of the policy would lead to possible discipline?
c)Did the discipline match the offense? You have to consider the nature of the offense in its severity. More minor affairs should not be heavily disciplined.
d)Did you take into consideration the longevity and work record of the employee? Loyal and effective service should be rewarded with the benefit of the doubt within acceptable reason.
e)Could the employee have been provoked into his actions? Consider the underlying reasons for bad behavior.
f)Did the employee finally admit to the behavior and apologize? Sincere remorse is a good indicator of whether or not behavior will be repeated.

When discipline issues arise, the need for fair and consistent discipline is critical. No manager likes to correct employees but the reality is that even the best employee can have performance issues from time to time.

Progressive discipline should be thoroughly covered with all managers and supervisors. If you are planning a training program on this topic please take a look at my custom training cartoons to help you get your point across. Visit my website at www.WorkplaceToons.com today!

Elements of an Online Learning Program

Thanks to the low production costs of creating an online program (in comparison to what it costs to create and deliver a traditional training program) just about every organization is turning to online learning as a major part of their training plan.

Of course, just using an organization's training budget on the creation of an online learning program doesn't automatically make it successful. The trouble with online learning programs is that companies rarely invest in details that create learning environments that are conducive to learning. Companies go into the creation of an online learning program with the idea that it's going to help them keep up with the competition, satisfy state or federal compliance requirements, or make use of available technology, more thought must go into what will make the program successful.

In order to make the investment worthwhile, and ensure a successful online learning program, the design of the program must consider what will motivate the students to complete the training, what kind of interaction is possible through the system, different ways to deliver the information, and how students will be able to access the instructor or trainer of the program. Ideally, training should be available to satisfy all of these needs.

Student Motivation

In any type of learning program, the success of the student is mostly related to the amount of their personal motivation to succeed. Online environments are slightly different than traditional training programs, and for some learners it is difficult to get themselves to complete the online training as there is no instructor taking attendance, no face-to-face contact to motivate them. So what elements of an online program can encourage student motivation and increase the overall success of the program?

The online learning program should have a variety of assessment techniques. If a learner of the program realizes that they are going to be assessed on their activities, it will motivate the majority of them to learn and participate. The fear of “looking dumb” is a strong motivator to many people, and will be enough to keep them working towards the completion of the course.

Interaction

Many online programs don't make use of the ability to provide synchronous interaction, and rarely encourage interaction between the learners of the program. Real-time chat can encourage discussions on the subject matter, but many online learning programs only make use of email and message boards to communicate with one another.

Technology

If the online program used to deliver your training has every single feature possible, but the students have no idea how to access any of it- the program will fail. The user interface of an online learning program must be intuitive so that students will not have to spend large amounts of time attempting to learn where to access lessons and class notes, how to contact other students and the instructor, and how to submit his or her assignments for assessment. The program should be designed so that it will operate on the majority of computer systems, and on low-bandwidth connections. If the learners of the program aren't able to connect to the system, or fully access the features due to their computer limitations, the program may fail so use caution, cover your bases, and do your research to ensure your program’s success.

An Intro to Change Management

“It is not the strongest species that survive, nor the most intelligent, but the ones who are most responsive to change” - Charles Darwin

Because Change Happens
Organizations need to take on a major restructuring about every three years in order to remain competitive, and smaller changes occur continuously. Major changes in organizations are generally a result of an outside force, such as large cuts in funding, having the need for an increase of productivity to meet the demands of customers, or to address new markets and clients as a business expands. However, the most relentless of changes in our environment that effect businesses and individuals is the speed with which technology advances. If an organization doesn't change with the growth of technology, they will not be able to remain competitive, and will soon fail.

Causes of Change
Typical causes of changes within organizations include:

• growth, particularly into a global market
• strategic changes in an effort to become more competitive
• pressure from competing companies
• government regulations
• technological advances
• pressure from customers/client

Managing Change
So how does one manage change in an ever-changing environment? Managers must understand the workplace psychology in order to maximize employee performances under the pressure of constant change. They must have the ability to introduce the unavoidable changes and manage them in order to ensure that the objectives of the organization are met despite the changes, and be able to keep their employees commitment throughout the changes as well as afterward.

Having a Plan is Good
Managing change requires well thought out planning and sensitivity to the people who will be affected by the changes. If you forge ahead with a change without informing the people in the organization who will be affected by them, the change will be resisted. Without the commitment and involvement of the people affected by change, there will inevitably be problems, just as forcing change on people will normally result in problems. By informing people of the changes to come, and involving them in the process, you will lighten your own burden by spreading out the work involved in implementing the change, and helps the people involved develop a feeling of ownership and interest in the change.

Having an Achievable Realistic Measurable Plan is Better
In order for change to be effective within an organization, it must be something that is achievable and realistic, as well as measurable. To manage change in an organization, you must be able to answer the goals for the change, and how you will be able to determine if the change has been achieved successfully.

Our environment is constantly changing with no indications of letting up any time soon. As Charles Darwin said, “It is not the strongest species that survive, nor the most intelligent, but the ones who are most responsive to change”. Responding to change and making it a positive rather than a negative action will allow change to work for your organization.

Change can be stressful to all employees. An in-house course on managing change can help to relieve stress, overcome objections and reduce fears associated with organizational change. If you are planning a course and need some exercises & games relating to change management get in touch with me and I will be happy to email you what I have. Also, check out back issues of my monthly newsletter for free tools, tips and cartoons on change.

ID Theft is the Fastest Growing Crime in the USA!

I was shocked when I heard that statistic. Now more than ever before, it is critical to provide all consumers with proper tools and training to avoid becoming a victim.

Did you know that would-be thieves use the same techniques over and over because they continue to work? We must get the word out to consumers so they stop the thief before he succeeds in getting what he wants: the consumer's good name and credit!

If you're planning an ID Theft Training session, I have the custom training cartoons to set yourself apart. From spyway, to phishing, and from fake websites to the agencies that help fight it, this Identity Theft Training Cartoon Collection is ideal. See what's included here:

When you are preparing a training program on ID Theft, consider including the following important topics:
Here are some of the more common ways identity scammers try to get you:
Spyware: Adding hidden software programs to your downloads to track your typing in hopes of getting a user ID and password combination.
Phishing: Pretending to be a well-known company or government agency to get at your private data. For example, you may get an official-looking email from the IRS telling you it's urgent to go to the site and enter your details to avoid penalties.
Your Own Trash: In many states, sifting through your trash is legal. Shred everything you don't want flashed on the 6:00 news.
Fake Websites: The website looks great and has prices that can't be beat. Anyone can create a site these days. Be careful! If the deal sounds too good to be true or the website is some off-shore location, don't buy! Also, watch the address in the browser bar carefully. If you are trying toget to www.irs.gov, type it in yourself to make sure that's where you get. www.irs.com is not the same thing!
Stealing Your Mail: Illegal in all 50 states but that doesn't stop the theives. Make sure to use a locking mailbox or get a PO Box if security matters to you.

Identity theives steal far more than your good name and credit. Studies show it can take a year or more and hundreds of dollars of your hard-earned money to get you back to where you were before the theft. Police reports, phone calls after phone calls, fights with credit reporting agencies all take a lot of your time, too. Be careful and cautious when giving out any personal information and invest in a shredder and use it! Prevention is much easier than fixing the mess you'll be in if an identity thief strikes.

If you plan to offer an ID Theft Training Course, take a look at my ID Theft Cartoon pack. It's filled with topic specific cartoons to add impact and pizazz to your message! You'll find this cartoon pack along with many others here on my website at www.WorkplaceToons.com.

Adult Learning Theories

There are many theories on why adults learn in a different way than children or young adults. If you have some time and want to learn more after reading this article, Google Andragogy, Accelerated Learning and Experimental Learning. You’ll get great insight into how adult learners learn. For now, here’s a brief overview on each to get you started.

Andragogy
Andragogy is a theory studied by Malcolm Knowles. The theory is based around the notion that adults do not learn in the same manner as children because they are more self-directed and they need to feel a sense of accountability for the decisions they make and the actions they take in a learning environment. Therefore, an adult learning program must be designed to allow for this.

The theory of andragogy says that adults will not learn a new concept well if they do not know why they are learning it in the first place. If they feel that they don’t need to know the information being taught, or if they feel like they are being forced into learning something that is of no interest to them, they will have trouble retaining the information.

In terms of organizational training, the theory of andragogy can be utilized by designing a program that incorporates task-oriented activities and role playing as opposed to having adults memorize countless facts or rules. Adults will benefit from working together in groups and trying to resolve a problem or situation rather than learning via studying and taking standardized tests.

Accelerated Learning
Accelerated Learning is a theory of adult learning studied by Colin Rose and Brian Tracy. The theory of accelerated learning says that in order to learn, a person has to involve his/her whole brain and body and that working with others to get something accomplished aids in the learning process. Also, a person learns from doing, not watching.

Studying the theory of accelerated learning started about 15 years ago when researchers began having the technology to study how the human brain works. The accelerated learning theory is based on what the research found.

It is known that when people use a learning method that is right for them, they’re able to learn new concepts more quickly and more efficiently. This theory studies and helps determine a specific person’s best learning method and then takes it one step farther by assisting that person in utilizing their brain power to its fullest potential.

Adults respond to the accelerated learning style because it allows them to obtain and retain new information that will help them advance their personal and professional lives. It also teaches the adult how to learn new things in a rapid manner.

This style of learning can benefit everyone from children to adults. Even in a professional environment, accelerated learning works because it promotes the idea of teaching people how to learn in a more efficient way.

Experimental Learning
Adult learners do best when they learn new things that are somehow related to their own lives and things in which they have some sort of vested interest. And, they do best when they can participate in a learning situation in some sort of interactive way. In other words, an adult learner does not absorb or benefit as well from a one-way lecture in which the learner sits in an audience and is lectured by the teacher for minutes or hours on end.

The experimental learning cycle has four stages, all of which hold the same level of importance. They are: experience, process, generalization, and application.

Experience: Experience can include studying anything from something that actually occurred to something that is fictional and role played. It can be a real-life situation that is simulated for learning purposes or it can be any sort of activity designed for the purpose of learning.

Process: In this stage, the participants evaluate what happened during the prior phase and they openly talk about how the phase progressed from beginning to end. They talk about what went right and what went wrong and how the situation could have produced a better outcome.
Generalization: During this phase, the group decides what they learned from the experience and process phases and they try to determine what can be learned from how the situation progressed and its end result.

Application: After wading through the previous three phases, the group comes to a conclusion as to how they would approach a similar situation if it were actually occurring in real life. The learners determine the best ways to deal with potential problems and how to effectively deal with other participants in the situation.

Adults have a great ability to learn and can do so in a productive way if they focus on a learning method appropriate for them. Adults do well in learning environments which foster multimedia elements, a hands-on approach, group discussions, and the ability to use brain power to its fullest potential.

Perspectives on Adult Learners

A mature adult generally does not learn new concepts in the same manner as a child or even a young adult. Mature adults have many life-learned experiences that place them in a different category from younger learners, primarily because they are older, have more experience with real-life situations and complexities, and have different needs and desires to learn.

Adult learners tend to seek out situations where they can gain knowledge and learn new things that are directly related to their personal or professional lives. As an adult, it is not mandatory to attend school on a daily, structured basis. Adults can choose to attend higher-education classes or seminars to enhance and develop their knowledge in a particular area of interest. An adult does not generally enroll in courses that teach a wide variety of subjects, but rather courses that touch on specific life issues or new approaches to problem solving.

Adults are motivated to learn when they self-enroll themselves in courses or training programs because they don’t feel as if they are obligated under some sort of rule or law to participate. Adults are more apt to be self-directed and want to learn, as opposed to feeling like they are obligated to learn.

Before enrolling in school, a course, a seminar, or a training session, adults may not realize that their learning experience will be different from what they experienced as children or young adults in school. As adults, they will most likely take a more active role in planning which courses to take, how successful they will be in the class, and deciding which subject areas are relevant to their own personal or professional lives.

When you take into consideration what motivates an adult to learn, you become a better trainer! Next week, I will touch on some theories that spell out the why's and how's to prepare learning that is interesting, relevant and will benefit the learner in their personal and/or profesisonal life.

How To Make Your Presentations Shine Part II of II

Here's part two of my article on making presentations shine.

Give Your Audience a Preview
Tell them what you are going to tell them. Use the ten or less main topics you prepared for earlier and name them off one-by-one. It's critical to get buy-in. Show them that learning this information will benefit them in some way. Be specific! List the ways your training will help them to be better, more efficient, make their job easier, less stressful, etc. Talk about the problems that your topics were created to solve.

Present
Okay, you have told them what you are going to tell them and even explained why they need to listen up. Now, actually Tell Them. Here is where you go into each of your topics one-by-one. Create subtopics as well so your presentation is main topic 1, then subtopic A, B, And C. Then main point or topic number 2 and subtopics, A, B, and C. And so on until you have each of your ten or less main topics outlined with sub-points or subtopics you want to make about each.

Cover Your Technical Bases
In your preparation you need to decide when and where you will be using graphs, charts, or other important visual aids and make sure they are all set up and ready to go when you are. Technical issues need to be taken care of and tested before your presentation. You can ruin a good presentation with technical problems that make you seem less than professional.

Don't Run Low on Supplies
It make you look stingy. Make sure you have all of the supplies you and your audience will need. Make a list and check it twice just like Santa Claus does. You must appear professional. Friendly, but still a pro. A professional is prepared. People listen to a professional who knows their topic and who comes prepared.

Summarize What They Learned
This is where you “Tell Them What You Just Told Them.” You need to summarize what “we” have learned today. Repeat your main topics to them and ask if they have any questions on each. Keep it moving unless you have unlimited time. A couple of questions on each topic is enough depending on the number of topics you covered. Always close with an “Impact Statement”, like “If you want to have what you have never had, you have to do what you have never done.” (Say that last line slowly, give it impact.)

Other Tips to Consider
*Practice your presentation out loud to someone before you go on. Repetition is not only the way THEY learn. It is also the way YOU learn.

*Try not to make last minute changes to your presentation. Do not overdo graphics, illustrations, and visual aids. Low-quality images are not better than no images at all! You are the teacher here, not the aids. Use words in your presentation that help to “create” the images in their heads and you will be a lot more effective.

*Do not get into a debate with people who have questions. Answer their question and go right to someone else or your next topic. The person asking questions can quickly become the one in control if you let them. Again, when they ask a question, answer it and move on. Don’t wait to see if they think you gave them a good answer. If you pause after answering their question, you invite them to invent another question.

*During your preparation, try to anticipate the questions that might be asked and have ready answers to those questions. In some instances it is a good idea to use bait to get the questions asked that you want them to ask. Like, “If you need to find out more about this you can call the company.” Obviously someone will ask, “Do you have their phone number?” That is a simple example of baiting a question. Try to think of ways you can bait them to ask the questions that you want them to ask. You will seem helpful and you will seem to know what you are doing. It will also keep you in total control of the presentation.

I hope this article is helpful to you in preparing your training session or presentation. Just remember to relax. Take deep breaths before going on and have confidence knowing that you are prepared and have a plan to reach your audience.