JULY 2011

In This Issue

1 ASTD Southwest Learning Summit ~ (SWLS) August 9

2 From the President’s Pen ~ Jeff Persaille

3 Lessons from the Battlefield: A Survival Story of LMS Selection

~ July 19 Chapter Meeting—LUNCH 4 Welcome New and Renewing

Members and a Salute to Our Corporate Members

5 Dallas ASTD News—2011 Events

and CHIP Program 6 Meeting Etiquette ~ Shirley Lee

7 M O R E Dallas ASTD 8 Best Place To Learn: Nominations

9 Member Spotlight ~ Bob Livingston 10 Around the State and in National

News 11 & Et Cetera & - Regional Chapter

Events 12 SWLS—more information

For more information, see pages 12-14

Page 2 PERSPECTVES

From the President’s Pen

“Who in the world is Don Kirkpatrick?”

Have you ever used a “smile” sheet to evaluate your training programs? Did you call it Level 1 evaluation? Have you ever used this

model?

Don Kirkpatrick is the creator of the Kirkpatrick Model (above), the world-wide standard for evaluating the effectiveness of training

programs. The model was the subject of his Ph.D. dissertation at the University of Wisconsin in 1954. Kirkpatrick's ideas were first

published in 1959 in a series of articles in the US Training and Development Journal but received real notoriety from his 1975 book

entitled, "Evaluating Training Programs". The elegantly simple model has withstood the test of time being widely used for over 50

years. His work continues and is being expanded upon by his son Jim and daughter-in-law Wendy.

Now in his 80’s, Dr. Don Kirkpatrick made his final formal public presentation at the ASTD International Conference and Expo on

May 24, 2011 in Orlando, Florida. I was privileged to be in the audience at that time. While the presentation contained no new in-

sights, I was impressed by the man behind the model. Kirkpatrick displayed the continued commitment, dedication and passion that

made him a living legend. He also shared the stage with others who will carry on his legacy to our profession.

Consider the following:

Build Your Foundation. Become familiar with the Kirkpatrick evaluation model and how it applies to your workplace.

This model is a foundation of your development as a workplace learning professional.

Dig deeper. Investigate other approaches to evaluating successful learning. Read about Return on Expectations. Google

contrary opinions that express how we have outgrown the Kirkpatrick model. Form your own opinion so you could

build a case for your next project.

Grow Your Legacy. Think about what kind of legacy you are creating. What impact are you having on your organization?

Who are you mentoring to continue the growth of our profession?

Don Kirkpatrick will be missed, but there’s still room for all of us to build on what he started.

Sincerely,

Jeff Persaile, 2011 President, Dallas ASTD

Level 1: Reaction To what degree participants react favorably to the training

Level 2: Learning To what degree participants acquire the intended knowledge, skills, attitudes, confi-

dence, and commitment based on their participation in a training event

Level 3: Behavior To what degree participants apply what they learned during training when they are back

on the job

Level 4: Results To what degree targeted outcomes occur as a result of the training event and subsequent

reinforcement

Dr. Donald

Kirkpatrick

1975 President ASTD 1982 Gordon M. Bliss Award, ASTD 1997 Elected to Training Magazine's Hall of Fame 2003 ASTD Award for Lifetime Achievement in Workplace Learning and Performance 2006 Asia HRD Congress special award for Lifetime Achievement 2006 ASTD Award: One of four "Legends" in Training and Development 2011 Thought Leadership Award, ISA (Associated Learning Professionals)

As learning professionals we’ve all read or heard about how having a Learning Management System can make our lives easier.

Perhaps vendors have called you espousing the numerous benefits of eLearning or your CEO read an article in the Wall Street

Journal or maybe even your colleagues have tasted the “kool-aid” and have chided you for not being so forward thinking.

But what exactly can a LMS do for you? There are so many different platforms and the number of vendors that appear (and subse-

quently) disappear can be mind boggling. What if you do not have a big budget, what if your CEO or Board demands the “best”,

what if you have no eLearning to offer… is a LMS still the right choice and if so, which one?

As learning practitioners Keith Meyerson and Brian Jansen have asked these same questions when they were seeking the right

LMS for their needs. They suffered the many bumps and bruises of trying to find the right product for their business and specific

cultures. In this panel presentation they hope to provide you with the many lessons learned and help arm you with the right road-

map to determine the best (if any) LMS for your specific needs.

Chris Bond is a learning consultant who specialized in LMS implementations. So while Keith and Brian will speak their experi-

ence of vendor/product selection, Chris will you navigate the mine field of implementation challenges that must be considered.

After all, selection is only half the battle.

The intention is to address the adage that “you don’t know what you don’t know.” After this discussion you will be better prepared

to:

1. Understand if you really do need a LMS

2. How to navigate the RFP process and final selection

3. LMS implementation strategies and best practices

You will also be provided with a sample RFP document to help guide you in the design of your own.

PRENSENTERS:

Keith Meyerson:Director, Learning and Development for Neiman Marcus

Keith began his career in Training & Development as a Water Survival Instructor in the Marines back in the mid 1980's. There he learned the

basics of adult learning theory as well as motivational techniques. Keith has a Master's in Leadership & Organizational Effectiveness from Pfeif-

fer University and is a certified coach with PDI-Ninth House's PROFILOR assessment instrument as well as a seasoned facilitator.

Keith has been the Director of Learning & Development at Neiman Marcus since November 2009. Since joining the company Keith has restruc-

tured his department and has been instrumental in numerous projects including the design and pilot of both Leadership and Management Devel-

opment Programs, the creation of a succession planning instrument, the revision of organizational competencies along with a new performance

management process and the current implementation of a comprehensive talent management system which includes learning, performance, suc-

cession and collaboration.

Chris Bond: President, Bluewater Learning

For 20+ years Chris has been helping companies explore ways to use technology to support the advancement of learning. Bluewater Learning,

has specialized in the evaluation, selection, implementation and operation of learning technologies. They use eLearning, Project Management

and Communications tools to help companies accelerate the growth of their business. By focusing on Strategies, Learning Technologies and

supplementing training needs, Bluewater Interactive helps provide solutions that maximize benefits to your business.

Brian Jansen: Senior Director, Human Resource Operations for Michaels Stores

Brian started his career in Training & Development like many T&D Professionals - totally by accident. For the past 20 years, Brian has worked

in a number of training roles in various industries.

Currently, Brian is Senior Director of Human Resources Operations for Michaels Stores, Inc. In this role, Brian oversees all core HR policies,

processes and projects for 1,300 retail locations, 7 distribution centers, 4 manufacturing facilities and the corporate support center. Prior to this

role, Brian served as Senior Director - Training & Development for Michaels Stores for 12 years. During his tenure in training at Michaels,

Brian is most proud of his team's accomplishments in developing a comprehensive onboarding process for retail managers, implementing inter-

nal development programs to increase promotion rates, and getting approval for a Learning Management System proving that it never hurts to

ask and sooner or later, you will wear them down.

Page 3 PERSPECTVES

CHAPTER MEETING– LUNCH

Lessons from the Battlefield – A Survival Story of LMS Selection

Tuesday, July 19, 2011

Welcome New/Re-Newing Members! Please join us in welcoming our new members,

as well as those who have renewed their membership.

Membership Benefits

and Information

Page 4 PERSPECTVES

NEW

SHENEKA CARTER

HOLLY CROWDER

MARK EGGERS

PAT HARTMAN

HOLLY JENKINS

BRIAN JEWELL

LISA MACABU

CONNIE MELTON

RICHARD WAGUESPACK

ANGELA WATSON

rE-NEWING

BARBARA ADKINS

JULI ALLEN

SHIRLEY ANTHONY

MELYNDA BAILEY

JUDY BIRCHFIELD

JIM BONFIGLIO

NICOLE BOVEY

JOHN CURL

MARY ANNE DAVIS

DEBRA GANN

FIONA HUNTER

STEPHANIE KRAUSE

MARIANNE LANPHIER

SUSAN LEWIS

KELLY MCLEAN

DENISE MIDDLETON

KELLEY MILLER

RICK MOORE

RENAE REED

KIMBERLY ROVANSEK

MARGARET SPIELMANN

JAMES WEBB

HARRIET WHITING

RODNEY WOODRUM

LYNDA YOUNGERS

NEIMAN

TXU ENERGY

CONIFER HEALTH

CAPITAL ONE

FLOWSERVE

See our Special Program for Corporate Membership

Page 7

A Salute to our Corporate Members

Page 5 PERSPECTVES

Dallas ASTD News

Nov 9

Page 6 PERSPECTVES

Meetings still are the most popular method for group communication in any business. Keep in mind that everyone needs

to understand how to best take advantage of the time spent in meetings as well as how to mind their manners while in

the meeting room. Below are ten meeting etiquette items to keep in mind before, during, and after future meetings.

1. If planning the meeting, set a convenient time and place for the meeting and confirm this with attendees well in ad-

vance of the meeting date. This shows respect for their time and confirmation of their attendance better enables

meetings where specific people are required for decision making or problem solving.

2. Whenever possible, arrange to attend the entire meeting time. Going in and out during meetings is disruptive and

can throw off the flow of the meeting for others. If leaving early or going to arrive late, ask leaders permission to do

so before the meeting begins so agenda can be rearranged if necessary.

3. Never start a meeting late or run over the communicated end time as this also indicates a lack of respect for other's

time. All attendees should be punctual. It is ok to arrive early, but never to be late. Keeping people waiting is rude

and it should not be expected that they will wait to begin once everyone arrives.

4. Make sure everyone understands the meeting purpose and agrees to the set agenda. Put this on meeting reminders

and go over it with everyone at the beginning of the meeting to insure all agree. Once everyone is in agreement, it is

easier to follow the agenda and stick to time limits.

5. Always assign a recorder to document decisions and actions. Having a recorder will not only insure completion of

actions outside the meeting, their visible records in the meeting can help to keep group focused.

6. Where corporate culture permits, turn off cell phones or pagers. Some people will find this impossible. For those

people, ask they at least set it to vibrate in their pockets. Ask anyone who keeps them on to leave the room if they

feel they must respond to a call so the meeting is not interrupted by their conversation.

7. Active participate in all discussion, idea generation, and problem solving should be expected from every attendee.

Respect the purpose for the meeting by making sure what you say is relevant to meeting and be brief.

8. Be polite and pay attention, as good listening skills are important to increase communication and understanding.

Don't interrupt anyone who is speaking. Instead show respect by remembering only one person at a time talks, so

take turns.

9. Make sure everyone understands that carrying on independent conversations during meeting discussion or presenta-

tions is not appropriate. Having multiple conversations is not only rude, but it can be both confusing and distracting

to other meeting attendees.

10. At the end of the meeting, thank the group for their time, summarize what was accomplished, review and assign ac-

tions, and then plan any necessary follow-up.

About the Author: Shirley Fine Lee has been a member of Dallas ASTD since 2000. She is the author of

“R.A!R.A! A Meeting Wizard’s Approach” and “TAPP Steps in Time Management

Meeting Etiquette 101 By Shirley Fine Lee

Requests for Writers!

If you would like to write articles for the Dallas ASTD monthly newsletter and website, please contact us at

info@dallasastd.org to be considered

Page 7 PERSPECTVES

M O R E

Dallas ASTD News

JobNet is...: Dallas ASTD’s Job Search Network

Are you looking for employment or a career

opportunity?

Today’s L & D job market is beginning to take

off. On a frequent basis we are receiving calls

from organizations around the DFW area

looking for training professionals. Although

we usually get the job opening posted on the

chapter’s JobNet page, we want to get that

lead out to our members first.

JobNet meets prior to the chapter’s monthly

meeting (Evenings Only) to exchange tips and

tricks on landing that career choice opportu-

nity. We will also exchange employment leads

that members have found but are not in your

field of expertise.

If you are interested in joining JobNet send us

your email address so we can reach out to you

when those “can’t wait” opportunities knock.

Tom Labadie

VP Professional Development

Five or more people from the same organization who join together qualify to enroll for a corporate membership. This special membership has a num-ber of advantages over individual membership.

Member organizations can also host a workshop at their location, sponsor meetings, share successful projects, or contribute newsletter articles.

Please let us know how we can help you develop your staff of Workplace Learning Professionals.

Dallas ASTD website

Contact Dallas ASTD @ info@dallasastd.org or 972-755-0956

Follow Dallas ASTD on:

Dallas ASTD LinkedIn Group

Dallas ASTD TWITTER SIGNUP

CPLP 2011

The ASTD Certification Institute's Certified Profes-

sional in Learning and Performance Certification

(CPLP) equips you with the tools to be the best in the

field and lets employers know that you have real world,

practical expertise that can be readily applied to the cur-

rent work environment. CPLP gives you the capability,

credibility and confidence to be a high performing con-

tributor in your organization.

Be one of the best

Become a CPLP!

You Can’t Win If You Don’t Apply

A Trainer’s Checklist

This trainer has been busy fulfilling the needs and ex-pectations of her business. It would be a shame for her to miss the opportunity to be recognized for her excel-lent work because she didn’t apply for the Dallas ASTD Best Place to Learn Award!

What about you?

The Dallas Chapter of ASTD (American Society for

Training and Development) is accepting nominations

and applications for its seventh annual “Best Place to

Learn Award.”

This award is presented to companies/organizations in

the greater Dallas area that exhibit evidence that learn-

ing has value in its corporate culture and demonstrates

business success as a result of employee development,

workplace learning, and performance-improvement ini-

tiatives.

Nominated organizations are evaluated on specific crite-

ria by a panel of learning experts who review the sub-

mitted applications and conduct on-site interviews with

finalists.

The award will be presented at the December 2011 Dal-

las ASTD monthly meeting and the winning organiza-

tion will be the featured speaker at our February 2012

meeting.

Shouldn’t your organization be considered for the Best Place to Learn Award?

Nominate your organization by submitting your application today!

Application forms are available on the Dallas ASTD website must be submitted by September 23, 2011.

If you know of an organization other than your own that should be considered for this award, please nominate

them by completing the Nomination Form also on the Dallas ASTD website. Nominations must be submitted

by August 31, 2011.

Have questions? Call our Dallas ASTD office at 972-755-0956 for more information.

Best Place to Learn

Page 8 PERSPECTVES

Dallas ASTD Member Spotlight Bob Livingston, President, Narrative Learning Systems

How did you get started in T & D?

My first job as a Human Resources man-

ager included the responsibility for train-

ing. Having no background in workplace

learning, I contacted someone that did

and asked them for guidance. They sent

me a book. I then followed by attending courses and

observed the facilitators. The rest was through trial

and error.

Which of the 9 Areas of Expertise for CPLP would

you consider to be your strengths?

Designing Learning, Delivering Learning, Human

Performance Improvement, Measuring & Evaluating,

Facilitating Organizational Change, Coaching, Man-

aging Organizational Knowledge, Managing the

Learning Function, Career Planning & Talent Man-

agement.

There are three that define my consulting practice:

Designing Learning, Managing Organizational

Knowledge and Managing the Learning Function. My

belief is that the learning function should be a driving

force in the organization. These three are critical to

making that happen.

What business book have you read most recently?

What did you think of it?

“Transforming Performance Measurement” by Dean

Spitzer is an important book. He drives home the need

to evaluate training at every stage of the process. It’s a

great reminder that a course can go wrong at any stage

of the process.

What is the greatest long-term change you have

seen in T & D throughout your career? Short-

term?

The greatest long-term change is technology. We now

have multiple options on how to deliver programs.

When I started training, I used an easel and overhead

projector. The greatest short-term change is “social

media.” The ability to share extends the boundaries

and time frame beyond the initial material. It helps

make learning more than a single event.

Who in the profession have you considered to be a

mentor and why?

When I joined Dallas ASTD, I attended the consult-

ant’s Special Interest Group. Chuck Canfield, a for-

mer chapter President was one of the facilitators. He

was instrumental in my education on how to start my

consulting business. He is still a good friend. We

have, upon occasion, worked together on projects.

What has been the key to your success?

There were certain experiences that prepared me in

the areas of leadership and project management: run-

ning a local election and creating from scratch an As-

sessment Center Program to select managers. But the

most important was having a career in a sales and dis-

tribution company. Everything was based on the abil-

ity to sell and deliver products at a profit. This meant

that if I wanted to develop a training program, it better

deliver noticeable results. These are the lessons that

prepared me for what I am able to do today.

How long have you been a member of Dallas

ASTD?

I first joined Dallas ASTD in 1998. In 2000, I served

as VP, Marketing. I have served seven years on the

leadership team, twice as President. Volunteering has

made all the difference to enjoying the experience.

What advice would you give to someone just start-

ing their career in T & D?

Be brave! Don’t accept the status-quo. Always strive

to do it better.

Bob is a consultant with extensive experience in the field of hu-

man development. His company, Narrative Learning Systems,

consults with organizations on learning strategy and builds

learning programs. He has worked with major corporations,

training companies and consultants. He has worked both in the

U.S. and internationally.

As a member of the Dallas Chapter of the American Society for

Training and Development, he served as President of the chapter

in 2002 and 2009.

Page 9 PERSPECTVES

Around the State

If you’re going to be traveling in Texas,

click the cities below to find out what other chapters have going on. You

might even want to visit a meeting or workshop!

Your National ASTD Membership 10 Steps to Successful Change Management by George Vukotich

Practical tools that will help you benefit from change!

A step-by-step program for systematically building your change management strategy, or you can turn directly to whichever chapter will help solve the problem at hand today. Members: $17.95

Nonmembers: $19.95 JOIN ASTD TODAY!

..and in National ASTD News About ASTD

ASTD is a world leading organization focused on the

promotion and advancement of workplace learning

and performance.

Incorporated in 1980, Dallas ASTD has over 400

members with a variety of backgrounds, including

external consultants, people considering entering

the field, Training Managers and Specialists, and

many other positions. Member companies include

non-profits, government, small, for-profit compa-

nies and Fortune 500 organizations.

We invite you to join the organization exclusively

dedicated to meeting the needs of training and hu-

man resource development professionals!

Austin

San Antonio

Lubbock

Ft. Worth Dallas

Houston

Corpus

Christi

College Station

Page 10 PERSPECTVES

&&&&&&&& Et Cetera &&&&&&&&

Page 11 PERSPECTVES

ASTD Fort Worth /Mid-Cities

Improve with Improv! - July 7 Tired of doing the same old training?

Want something to spice it up? This is

your opportunity to learn improv games

in a way that can be applied to your

training classes. After this session, you’ll know the

rules of improv, elements of good theatrics, and some

improv games you can add to your toolbox. Come

have FUN at this interactive program where you’ll

learn, laugh, & play!

Ellen Lee is a Certified Life Success Coach and

Owner/Creative Talent of EXL Creative, a creative

services company. She is also an Adjunct Lecturer at

the Cox School of Business at SMU. As the former

Associate Director of the Executive MBA Program at

SMU, Ellen has taught undergraduates, Professional,

and Executive MBA students. She was also formerly

the VP of Technology for ASTD Ft. Worth.

To round out her professional and academic activities,

Ellen has been an improv comedian since 1999. She is

currently performing with Locked Out Comedy, a

family-friendly improv troupe performing all over

DFW.

The Fort Worth/Mid-Cities Chapter of the ASTD

Meets the 1st Thursday of each month from 6-8 pm.

Meetings are held at the Diamond Oaks Country Club

located at 5821 Diamond Oaks Drive, Fort Worth, TX

ASTD Houston CTN SouthEast: Social Media in the Real World

Sponsored by Community Training Network

Tuesday, July 12,2011 11:00 AM to 12:30 PM; Grand Buffet, 8309

Spencer Hwy., Deer Park, Texas 77536 CTN, Community Training Network, is an exciting way for ASTD Houston to

bring learning directly to the learner. Meetings are created so professionals can

share in each others’ development and success. July Events Calendar

Central Oklahoma Chapter ASTD

We are taking a hiatus in July. Please watch for our August notices.

San Antonio ASTD Chapter

Monthly Meetings

When: Wed, July 20, 201, 11:00 AM - 12:59 PM

Location: Doubletree Hotel (410 and McCullough)

Austin ASTD July Events

An Integrated Approach to

Building a High Performance Organization

Thursday 28-Jul-11 8:30 AM to 4:00 PM CDT

Event Description

Austin ASTD is teaming up with other area organizations -

- including ARHMA (Austin Human Resource Manage-

ment Association) and CTCBA (Central Texas Compensa-

tion and Benefits Association) -- to host a development

opportunity for area professionals in human resources, or-

ganizational development, change management, and com-

pensation planning.

The focus of the day will be an integrated approach to:

Linking pay to performance

Effective performance management programs

Change management

Event Contact:

Holly Waldren - programs@austinastd.org

Crown Plaza Hotel, 6121 North IH-35, Austin TX 78752

Click here for July calendar.

Page 12 PERSPECTVES

REGISTER NOW!!!!

2011 Southwest Learning Summit &

Exposition “Tomorrow’s Learning Today”

WHEN: TUESDAY, AUGUST 9, 2011 8:00 AM – 5:00 PM

WHERE: Plano Centre, 2000 E. Spring Creek Pkwy, Plano, TX 75074

Join us at the Dallas ASTD SOUTHWEST LEARNING SUMMIT AND EXPOSITION (SWLS) and gain

exposure to the latest L&D tools and products, hear recognized keynote speakers and presenters on a variety

of current topics, and network with colleagues. Click on the SWLS link on the Dallas Chapter website to reg-

ister!

LEARNING TRACKS

There are four different learning tracks, each offering different perspectives on the given topic.

Spend your day focused on one track, or mix and match the sessions to suit your needs.

STRATEGIC PARTNERING IN LEARNING AND DEVELOPMENT

Aligning workplace learning with today’s business imperatives and delivering results for

tomorrow

TECHNOLOGY

Embracing the technology of today for workplace learning tomorrow

LEADERSHIP DEVELOPMENT

Challenges faced today in global, dispersed and dynamic corporate culture

SALES TRAINING

Designed for the sales trainers - how to maximize the impact of your training programs

and deliver value.

Continued on page 13

Page 13 PERSPECTVES

KEYNOTE SPEAKERS

“Harnessing Magic: mLearning and Learning Strategy”

Dr. Clark Quinn, Principal

Everywhere we go, we hear more and more about apps, smartphones, and mobile everything. Is this a

fad, or are we seeing a significant change? Our employees are increasingly mobile and increasingly

equipped with mobile technologies. This is a new resource that is largely untapped to improve organiza-

tional performance, yet promising large returns. How do we take advantage of it? To truly "get" mobile,

we need to shift our thinking. In this session, we will explore the new technologies that underpin the ex-

citement, cover the opportunities on the table, review a set of useful frameworks to help shift our think-

ing, and talk about the design process and organizational imperatives that accompany this new opportu-

nity.

Clark Quinn, Ph.D., has been helping organizations deliver strategic learning technology solutions for

over three decades. Clark combines a deep background in the learning sciences with broad experience

in technology applications, which he applies to the corporate, government, education, and not-for-profit

sectors. He's the author of Engaging Learning: Designing e-Learning Simulation Games and Design-

ing mLearning: Tapping Into the Mobile Revolution for Organizational Performance. He supports

learning experience design through Quinnovation, and organizational learning strategy as a principal in

the Internet Time Alliance.

“The High-Impact Learning Organization of 2021”

David Mallon, Principal Analyst and Director of Research Architecture

It's the year 2021. Ten years earlier, Bersin & Associates published the third iteration of The High-

Impact Learning Organization, a research study that identified the top learning strategies and organiza-

tional characteristics that supported consistent, positive business impact. The study indicated that

wholesale changes throughout the learning organization were needed to enable organizational learning,

deep specialization, and talent mobility. This session will highlight the key findings of the 2011 study

and will make research-based predictions on what will be required in the human resource development

field in the coming decade.

David Mallon directs Bersin & Associates’ research in learning, the practice area which includes learn-

ing governance, content development, informal learning, social networking, virtual learning, learning

culture, and learning management systems. Mallon is responsible for major industry studies including

High Impact Learning Culture, Learning Management Systems, and High Impact Learning Prac-

tices. He has more than a decade of experience in corporate learning strategies, programs, and proc-

esses, and in the selection and implementation of learning and performance solutions and related tech-

nologies. Prior to joining Bersin & Associates, Mallon led the consulting services practice for a major

LMS provider, where he and his team assisted hundreds of clients with the integration and alignment of

solutions to critical business objectives. He has held several training and development positions with

EarthLink, where he was responsible for overall learning strategy for its global call center organiza-

tion. Mallon holds a Masters Degree in Digital Media with focuses on computer-aided distance learning

and on storytelling in digital environments.

Continued on page 14

Participate in the Sales Training Track and discover ways to:

Integrating Sales Training with Company Training and Goals

Design and Deliver Effective Sales Training

Improve your Selling Skills

These great tracks will be presented by leaders in the sales training industry. The lineup includes the fol-

lowing sessions:

JUST A SAMPLE OF THE GREAT SESSIONS TO COME

Page 14 PERSPECTVES

“The Key Performance Levers that Drive Breakthrough Sales Results”

Presented by Mike Kunkle, Business Leader and Self Professed Sales Performance Geek

Would you like to explode your training ROI by radically improving sales results? To do

that, you'll need to identify the knowledge, skills, behaviors and conditions that truly drive

high-performance in your sales organization. In this session, sales performance expert Mike

Kunkle will show you how to identify these levers, build training around best practices,

align the processes, systems, tools and policies that support the levers, and engage sales

management to reinforce them. He’ll also share a case study where his series of perform-

ance lever projects delivered a $398MM increase in sales revenue, a $9.96MM increase in

net profit and a 400% return on investment.

“Coaching - The Ultimate Sales Performance Tool”

Presented by Diana Monk, Director, Sales Training Development

Recent studies have shown that employees fail to recall over 87% of what they learn in tra-

ditional training courses within 30 days. However, if training is done in conjunction with

coaching, the information retention rate increases dramatically and performance is quadru-

pled. In this session, Diana Monk of the Sales Training Development team will share Time

Warner Cable's experience in launching a S3 Sales Process Solution for their sales represen-

tatives and coaches that incorporated e-learning, instructor-led training and refreshers. The

combination of training on the right skills and ongoing coaching has resulted in significantly

improved sales performance for the organization.

“Accelerating Sales Training Design through Outcome-Based Activity Choices”

Presented by Jeannine O'Neill-Blackwell, President/CEO

Here's a common training design scenario: You are tasked with designing a sales training

program to "increase sales." The senior sales manager requesting the training feels strongly

that a lack of product knowledge is the root cause of low performance. Where do you be-

gin? In this session, Jeannine Blackwell will share a four-part model for defining learning

outcomes so that targeted learning interventions can be successfully selected and imple-

mented quickly for maximum results.