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| || Catch-up on I4PL Webinars this Summer — Archive is Online|
Did you know that I4PL has a robust archive of past webinars? Brush up on your skills, gain insights and new perspectives while earning Certification Maintenance Credits. Members can access the webinar archive for free by logging into their member profiles and selecting PAST I4PL National Webinars from the PROFESSIONAL DEVELOPMENT menu.
Webinar Archive Includes:
Automation: Delegating to Robots (2017)
Learning from Each Other: The Real Challenges of Social Learning (2017)
How Neuroscience Drives Performance (2017)
A Manager's Guide to the Competencies for Performance and Learning Professionals (2018)
Personalized Adaptive Learning Needs to be Part of Your 2018 Learning Strategy (2018)
Facilitation Agility: Off the Rails But Still On Track (2018)
Superior Communication Culture Through Honouring Cognitive Diversity (2018)
Counting What Counts: Learning Evaluation and ROI (2018)
Seemingly Impossible: How to 'edit' YouTube Videos Without Copyright Violations (2018)
Business Impact Mapping (2018)
Mind Blowing PowerPoint. No, Really! (2019)
The Learning Design Sprint (2019)
Leading the Ins and Outs of Cognitive Diversity (2019)
Optimizing the Online Learning Experience (2019)
Monetize your Expertise: Prosper in your Practice (2019)
Congratulations to the members who earned their designations in June!
Elif Dincer, Toronto Chapter
Lisa Lockwood, Durham Chapter
Naimeh Aburub, Toronto Chapter
Ruwaida Al-Kubaisi, Peel-Halton Chapter
Cassandra Anton, Toronto Chapter
Syed Asad Hussain, Vancouver & BC Mainland Chapter
Mark Beland, Nova Scotia Chapter
Carolyn Capretta, Hamilton-Niagara Chapter
Francesco DiSivo, York-Simcoe Region
Adam Erland, Nova Scotia Chapter
Sharlene M. Fernandes, Durham Chapter
Ronald Mark Graves, Waterloo, Wellington & Area Chapter
Anneli Janssens, Calgary Chapter
Jennifer L. Latendresse, Toronto Chapter
Nickiesha Linton-Chambers, Peel-Halton Chapter
Sepideh Mahani, Toronto Chapter
Caroline Smith Bailey, Peel-Halton Chapter
Amy Leah Williams, Toronto Chapter
Chad Micheal Wolbeck, Edmonton Chapter
Lara Yuzwa, Toronto Chapter
| || Performance & Learning Month 2019|
Performance & Learning Month is two short months away and we want to help you get prepared...
Performance & Learning Month Materials
I4PL has created a toolkit and a variety of graphic elements to help launch your events and brand as part of I4PL’s Performance & Learning Month, find the toolkit and graphic elements here.
Nominate a Learning Leader
Is there someone who you consider to be a superstar in your workplace or someone who has been a mentor? Email us and let us know who they are and why you consider them to be a leader in your field, and they will be featured in the newsletter.
Interested in Sponsoring Performance & Learning Month?
Our sponsorship kit is available here with some exclusive opportunities that are sure to bring value to your organization! Please email us for more info on sponsorship opportunities.
National webinars are always free for members and $50 +tax for non-members.
These events count towards 1 credit
hour each for certification maintenance.
Please note that there are two steps in the registration process. First, you are required to register on the I4PL website and then the second step is to register on the ZOOM platform. The second step will be sent to you 48 hours before the webinar that will then send a confirmation email with the dial-in instructions. For questions, please contact email@example.com
|| PRODUCT SHOWCASE||Advertisement
| || 2019 Conference — Final Days of Early Bird Pricing|
Member’s Early Bird Rate Before July 12th: $695.00
Non-Member’s Early Bird Rate Before July 12th: $995.00
Member’s Rate AFTER July 12th: $845.00
Non-Member’s Rate AFTER July 12th: $1145.00
To view complete event descriptions, please go to the Events Page.
| || Performance and Learning in the News|
Learning Solutions Magazine
If you think about it, marketers have the same goals as learning and development professionals: we are trying to capture the attention of our audiences and move them to take action. We are trying to influence behaviour. Often, it seems that marketers have more success than learning professionals. It might help engage and influence learners if L&D professionals learned to think like marketers.
Training Industry Magazine
If we train and have no way of knowing if people are learning, we may waste a lot of time. Many trainers may place assessment at the end of their training programs to give them an "overall picture" of the lesson or process, but if you wait until a particular module or program is completed in order to collect feedback, it may be too late. The time for a learner to ask a really great question might be gone. At that point, the learner may be confused or so far behind that he or she needs clarifications, reviews or even retraining.
Imagine gentle nudges coming to your employees. A text message. A collaborative system note (perhaps on Jive, Slack or Yammer). An audio whisper from Alexa or a ping from Siri on an Apple Watch. A projected phrase appearing on the dashboard of a vehicle. The nudge is never coercive, angry, manipulative or judgmental. The nudge is a prod or reminder to pay attention or to complete a task.
The survey results from the City & Guilds Group report point to a larger tension between workers' and employers' attitudes toward L&D. Employees want training opportunities, but employers do not want to pay for them. Employers should reconsider their position, according to Ellie Bertani, director of HR strategy and innovation at Walmart. "I believe business needs to stop looking at employees as a cost center and realize they are an investment. Training them is an investment that will pay dividends in the future," she previously told HR Dive.
Training Industry Magazine
As a learning professional with over 20 years in the field, I can honestly say that one of the most challenging questions to answer is, "How do we know it worked?" This age-old question is an important topic. Every great learning design begins with performance goals and objectives. After all, if you don't know what you are trying to achieve, how will you know you achieved it? While we know that the best practice is to make these goals measurable, we need to be sure to tie them to business outcomes.
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