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John L. Bennett

Trainers as Leaders of Learning

Home Alone The New Work Rules

What is Demo Day?
This free, half-day event offers you the opportunity to see live demos from five leading learning management systems. Each 30-minute demo allows you to see the platform in action, ask questions, and request additional information. Selecting an LMS is a tough decision and a big investment. Let ATD Demo Day help you learn about the benefits of a variety of options at once.

Who is it for?
Anyone who is currently looking for a new LMS, soon to be in the market for a new LMS, or simply looking to stay current on the latest LMS suppliers and features.

 Demo Day Agenda: (All times below are Eastern Standard Time)

11:55-12:00 pm ATD Introduction & Welcome:
12:00-12:30 pm Learning made easy, for everyone. (Learnsoft)
12:45-1:15 pm   Bluewater Managed LMS: Because Licenses Do Not Solve Business Problems (Bluewater)
1:30-2:00 pm     Transformative Learning Strategies for Business Impact and Employee Engagement (LearnUpon)
2:15-2:45 pm     Drive business results with your frontline - in just 5 minutes a day (Axonify)
3:00-3:30 pm     Achieve L&D Maturity: from Training to Learning to Development (Schoox)

 
Session Descriptions:

12:00-12:30 pm - Learnsoft Demo

Learning made easy, for everyone.
Learnsoft is a learning and talent platform that makes learning easy for everyone, throughout the entire L&D lifecycle. In this demo, we will walk you through a day in the life of a new employee, a manager and an administrator.
Join this demo and discover: 

Seamless integration makes onboarding effortless for all employees.
Real-time dashboards and reporting can help track compliance.
The flexible platform allows administrators to launch and manage courses.

 
Speaker: Jason Sprague, Vice President of Sales, Learnsoft
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12:45-1:15 pm - Bluewater Demo

Bluewater Managed LMS: Because Licenses Do Not Solve Business Problems
Get beyond the out-of-the-box LMS technology experience and solve your unique business challenges with Bluewater, your holistic learning solutions provider. In this session you will see how Bluewater goes beyond standard LMS services to deliver best-in-class technology, managed services, support, and customizations. We'll present some of our seamless integration services like learning blueprints, journey maps, micro apps, custom content, and dashboards, all within a single platform solution. Elevate your learning experience with Bluewater – your partner with comprehensive and risk-mitigating learning solutions.
Join this demo and discover:

It’s not just the technology. Getting the right technology plays a crucial role, but having the right expertise in a partner focused on business drivers is the key to your success.
The only full service, personalized solution. Bluewater’s unique products dramatically simplify and improve the user and learner experience, increase adoption, usage, completions and extend LMS capabilities to address core business needs.
Less stress. No need to worry when you have a technology and managed services partner to guide and work for you every step of the way.

 
Speakers:
Curt Swayne, President, Bluewater Interactive 
Bennett Jensen, VP, Sales & Partnerships, Bluewater Learning, Inc.
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1:30-2:00 pm - LearnUpon Demo

Transformative Learning Strategies for Business Impact and Employee Engagement
According to a recent study, L&D leaders have two big priorities: proving the impact of learning on
business goals (77%) and meeting learner expectations (73%). But, how can your business balance
providing engaging learning, while ensuring alignment with strategic needs for growth and success?
Join as LearnUpon showcases how to use a single learning solution to deliver engaging and enjoyable
learning experiences for your employees, and results-driven training programs that impact your
business.
During this session, you’ll discover:

How a learner-centric approach and solution can drive engagement and success
How a centralized approach simplifies the creation, management, delivery, and tracking of learning
The value of a vendor who works with you to create a personalized strategy for success

Speaker: Michael Niemann, Pre-Sales Solution Engineer, LearnUpon
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2:15-2:45 pm - Axonify Demo

Drive business results with your frontline - in just 5 minutes a day

The human brain can’t retain a firehose of information… so why are frontline employees trained that way?
Your employees need the right knowledge to get the job done. This means properly following SOPs, and
meeting (or exceeding!) expectations so they can continuously grow in their roles every day.
The solution? Adapt your learning practices to fit the flow of work for your frontline. Discover how Axonify
applies microlearning, adaptive reinforcement, AI and big data to deliver personalized learning experiences
that fit seamlessly into the busiest workdays. Whether it’s onboarding, compliance, upskilling or career
development, Axonify makes learning simple, fun and engaging—in just 5 minutes per day—and helps
employees get things done and drive results.
Join this demo and discover: 

How to build a habit of everyday learning for your frontline employees
How to build results-focused solutions using microlearning principle
How easy it is to create and scale frontline-focused learning content

Speaker: JD Dillon, Chief Learning Architect, Axonify
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3:00-3:30 pm - Schoox Demo 

Achieve L&D Maturity: from Training to Learning to Development
Learning often occurs in a self-contained silo, disconnected from the very things it is supposed to impact. We will explore how Schoox’s LMS builds upon the fundamental areas L&D teams must consider and delivers a solution that goes beyond training to turn their learning efforts into true talent development. 
Join this demo and discover:

Delivering learning that matters via OJT / Video Exams
Building upon learning with Coaching
Developing talent with Career Pathing.
 

Speaker: Tim Welsh, Senior Solution Consultant, Schoox 
 

ATD DEMO DAY: Upgrade Your LMS

Sally is the chief learning officer for a large well-known bank. She was recently brought in by her CEO to “professionalize” the Learning and Performance function within the company. Sally inherited a very extensive learning measurement system that rigorously cataloged the results of each training course using Likert-Like questions and numerical averaging.As Sally sifts through the data, she notices something curious. Instructors whose smile sheet ratings were consistently low were still teaching, even after several years of poor results. Sally, of course, is thrilled! She’s been mandated to professionalize the learning function and already she’s found a problem she can fix. She makes a plan. She’ll bring her team together to improve—or fire—the low-performing trainers.Brilliant, right? Maybe! It depends on whether Sally’s assumptions are accurate:Instructors who get the best smile sheet ratings will help their learners achieve the best learning results and the best on-the-job performance. Instructors who get the worst smile sheet ratings will produce learners who achieve the worst learning results and the worst on-the-job performance.Interestingly, Sally’s predecessors never thought to correlate their smile sheet ratings with learning results or on-the-job performance. Sally, like most L&D professionals, doesn’t think of doing this either. She just assumes that smile sheet results are related to learning outcomes. Indeed, as an industry, we tend to assume that smile sheets are telling us something important about the successes and failures of our training efforts. Are we right? Is Sally right? And does it really matter, anyway?In 2013, ATD and i4cp teamed up to examine how organizations measure the effectiveness of the learning programs. The research, reported in The Value of Learning: Gauging the Business Impact of Organizational Learning Programs, found that Level 1 smile sheets were by far the most common method of measuring our learning solutions. One implication from these findings is that we, as workplace learning professionals, get most of our feedback from smile sheet data.Consequently, because feedback enables improvement, the validity of smile sheet data is critical. In other words, if we’re not getting good data from our smile sheets, we’re not going to be able to create maximally effective learning.Research on Smile SheetsSo, what does the research say? Are smile sheets effective in giving good feedback? The short answer is No. Two meta-analyses in the scientific literature covering more than 150 research studies found that smile sheets are virtually uncorrelated with learning results (see Further Reading below). Specifically, both meta-analyses found that smile sheets were correlated with learning results with a correlation of r = .09.Statisticians tell us that correlations below r = .30 should be considered weak correlations. Therefore, a correlation of r = .09 is practically no correlation at all! It would be like correlating smartphone usage with hair color.Bottom line: Sally’s assumptions were faulty. Our assumptions, as an industry, have been faulty for decades. We’re all caught in the delusion that smile sheets tell us something important, when in fact they may regularly mislead us.A Smarter Smile SheetWow! What should we do then? Should we throw out our smile sheets? Should we collect data to be polite and then ignore the data? I don’t think so. After thinking about the smile sheet problem for a decade or so, I’ve come to the conclusion that if L&D professionals redesign smile sheets from the ground up—based on the science of learning and guidelines from the measurement field—we can build effective smile sheets.In Performance-Focused Smile Sheets: A Radical Rethinking of a Dangerous Art Form, (more info available at www.SmileSheets.com), I describe how to build a much more effective smile sheet. There are two critical aspects.First, questions should be based on the science of learning. Because we’re asking that our smile sheets tell us about learning, it makes sense to base our smile sheet designs on learning science. Second, we have to do a better job of designing our smile sheet questions. Most of us use Likert-like scales or numerical items, both of which are fundamentally inappropriate for smile sheet use. We also have to help our learners make good smile sheet decisions. According to research from Brown, Roediger, and McDaniel (2014), as well as Kirschner and van Merriënboer (2013), learners don’t always know their own learning. Because of this, asking them questions about their learning may give us faulty information—unless we design our questions to support their smile-sheet decision making. Too many of our questions ask learners to answer questions they are not prepared to answer.Here are some of the major areas that smile sheet questions should target:ability of learners to successfully apply what they learned to their work learners’ full comprehension of what was presented to them learners’ capability to remember what they’ve learned level of motivation that learners will bring to implement what they’ve learned post-training resource that will guide and enable learners to persevere in putting their learning into practice.Most smile sheets do a poor job of targeting these issues, which is unfortunate because it is through these types of research-inspired factors that learning effectiveness can be discerned.Bottom LineMost of our smile sheets are ineffective and provide poor feedback. Fortunately, we can build better ones. Of course, smile sheets will never give us all the information we need. It’s critical that we also measure learning by focusing on learner comprehension, decision making, and memory, as well as measure application by examining the factors and results produced in the way of on-the-job performance.While smile sheets are never enough, most organizations will continue to use them, so we ought to make them as effective as possible. Scientific research makes it clear that our current smile sheet efforts are ineffective. Fortunately, the science of learning and wisdom from the measurement field give us hope for better smile sheets.Like what you read? Join us at the ATD 2016 International Conference & Exposition in Denver, CO, May 22-25 to hear Will Thalheimer speak.Further ReadingAlliger, G. M., Tannenbaum, S. I., Bennett, W., Jr., Traver, H., & Shotland, A. (1997). A meta-analysis of the relations among training criteria. Personnel Psychology, 50(2), 341-358.Brown, P. C., Roediger, H. L. III, & McDaniel, M. A. (2014). Make it stick: The science of successful learning. Cambridge, MA: Belknap Press of Harvard University Press.Kirschner, P. A., & van Merriënboer, J. J. G. (2013). Do learners really know best? Urban legends in education. Educational Psychologist, 48(3), 169-183.Sitzmann, T., Brown, K. G., Casper, W. J., Ely, K., & Zimmerman, R. D. (2008). A review and meta-analysis of the nomological network of trainee reactions. Journal of Applied Psychology, 93, 280-295.

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