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Sometimes the best place to learn is next to the industry, not within it. L&amp;D can learn from social media and marketing experts who engage people in brand experiences every day. We can also look within to see what is working, how it works, and why it works to develop strategies to engage learners in more effective ways. Through this roundtable facilitated discussion we will explore together findings to help implement social media marketing strategies for L&amp;D content and through this dialog hope to take social learning to the next level.

Five-Step Social Media Marketing Strategy:
<ol>
 	<li>Determine Your Goals</li>
 	<li>Conduct a Social Audit Develop a Content Strategy</li>
 	<li>Monitor &amp; Track Analytics</li>
 	<li>Adjust Accordingly</li>
</ol>
What We’ve Found:
Not so long ago, social learning was all the rage. Organizations and LMS’s were racing to bring social learning to life with the promise of increased engagement, learner generated content, and value through people learning more, faster, and from each other. The results are mixed.
<ul>
 	<li>Social learning requires processes to consistently bring in new content that compels people to come back to the conversation.</li>
 	<li>Moving people from consumers to contributors requires psychological safety for people to take risks when asking questions, expressing opinions by offering advice and even sharing best practices.</li>
 	<li>Social learning requires attending to the space like a garden, planting seeds and pulling weeds to ensure that learners can connect to relevant, relatable and accurate content.</li>
 	<li>At its best, social learning is transparent and reduces the distance between the learners’ question and the answer they need to get their work done. They can tap into the collective wisdom of an organization to learn best and next practices.</li>
</ul>
Discussion Points:
<ul>
 	<li>What are the benefits when internal social media networks are used for reaching our learners?</li>
 	<li>How might a social audit inform how to best engage different populations in social learning?</li>
 	<li>What might a Five-Step Social Media Marketing Strategy mean for reaching learners in their own space? How might it contribute to higher levels of engagement &amp; take to next level: social learning?</li>
 	<li>What metrics should L&amp;D consider measuring impact and value of social learning?</li>
</ul>

Social Media Marketing Strategies for L&D Content

Operations

chantel.carson

scott.weersing

operations

social media marketing

marketing learning

A comprehensive approach to internal talent development can have a significant and measurable impact on the satisfaction of your employees and the bottom line of your company.
The problem is knowing where to start, what existing learning assets to leverage, and how to define a clear path for the program that shows the impact on Day One and throughout the employee life cycle.
Join Lynn Miller from Allen Communication Learning Services and our Learning Leader Panelists in an interactive conversation with session participants
Questions that participants will be asked to encourage their participation and contributions of ideas include:
<ul>
 	<li>How can development be accelerated throughout the life cycle of each employee?</li>
 	<li>What are examples of development assignments and learning programs aligned with business goals and demonstrate results?</li>
 	<li>What type of involvement from management accelerates the pipeline and impacts results?</li>
 	<li>Where are the tools, resources, support that will enable managers to coach their employees efficiently and effectively?</li>
 	<li>How can you build momentum with quick wins and marketing? </li>
</ul>
Hear how experts in the field of leadership & talent development approach demonstrating business impact and engage in a lively discussion.

How to Maximize Learning Assets, Optimize Your Talent & Demonstrate Impact—Begin on Day One!

analytics

integrated talent management

Integrated Talent Management

tracey.wik

coaching

talent development

action learning

brigette.richaerson

lynn.miller

How do leading companies make their investment in leadership training and development pay off? How do organizations go beyond the formal training event to use informal learning, social learning, performance support, and reinforcement methods to support leadership thinking and behaviors?
The purpose of this learning leader roundtable is to share how various companies are implementing innovative methods for making leadership development stick.
To help guide the roundtable discussion, our facilitator will cover some or all of the following:

<ul>
 	<li>Leadership-Community of Practice Strategies</li>
 	<li>Internal Marketing Ideas</li>
 	<li>Motivation and Incentives</li>
 	<li>Change Management Considerations</li>
 	<li>Accountability and Tracking</li>
 	<li>Web-based Tools</li>
 	<li>Variations by Leadership Group</li>
 	<li>Implementation, Support, and Maintenance Staff Requirements</li>
 	<li>Evaluation Plan</li>
</ul>
<center></center>

Making Leadership Development Stick II

leadership

Leadership

linh.lawler

communities of practice

engagement

jay.scherer

mike.kasper

In The 1-Page Marketing Plan, serial entrepreneur and rebellious marketer Allan Dib reveals a marketing implementation breakthrough that makes creating a marketing plan simple and fast. It's a single page divided up into nine squares. With it, you can map out your sophisticated marketing plan and go from zero to marketing hero.

To build a learning organization as a business, you need to stop doing random acts of marketing and start following a reliable plan for rapid business growth. Creating a marketing plan has traditionally been a difficult and time-consuming process, so it often doesn't get done.

Whether you're just starting or an experienced entrepreneur learning leader, this book is the easiest and fastest way to create a marketing plan to propel your business growth.

In this groundbreaking new book you'll discover:
<ul>
 	<li>How to get new customers, clients, or patients and how to make more profit from existing ones</li>
 	<li>Why "big business" style marketing could kill your business and strategies that work for small and medium-sized businesses</li>
 	<li>How to close sales without being pushy, needy, or obnoxious while turning the tables and having prospects begging you to take their money</li>
 	<li>A simple step-by-step process for creating your personalized marketing plan that is one page</li>
 	<li>How to annihilate competitors and make yourself the only logical choice</li>
 	<li>How to get excellent results on a small budget using the secrets of direct response marketing</li>
 	<li>How to charge high prices for your products and services and have customers thank you for it</li>
</ul>

1-Page Marketing Plan: Get New Customers, And Stand Out From The Crowd

dirk.tussing

communication

stakeholder alignment

The Field Guide to the 6Ds is an easy-to-use and widely-applicable guide to getting the most from learning and development.

The Six Disciplines of Breakthrough Learning has become a standard for companies serious about increasing the return on their investment in learning and development. Now the authors help workplace learning professionals apply the concepts of their bestselling book. With real-world applications, case studies, how-to guidelines, practical advice, and recommendations for implementing the 6Ds, The Field Guide to the 6Ds: How to Use the Six Disciplines to Transform Training into Business Results will help organizations substantially increase the return on investment and decrease "learning scrap," the potential value that goes unrealized in many learning and development initiatives.
<ul>
 	<li>Helps OD professionals apply the concepts of the bestselling Six Disciplines of Breakthrough Learning</li>
 	<li>Includes 43 all-new case studies, plus examples, tools, and best practices used by organizations that have successfully used the 6Ds</li>
 	<li>Taps into the experience and expertise of 6Ds practitioners</li>
</ul>

The Field Guide to the 6Ds: How to Use the Six Disciplines to Transform Learning into Business Results

learning design

performance assessment

key performance indicators

learning &amp; development

Learning Agility

return on investment

return on learning

roy.pollock

The Six Disciplines of Breakthrough Learning describes a proven process for maximizing the value of training and development that has been used by organizations large and small across industries and around the world.

The "6Ds" are the six disciplines practiced by organizations that earn the highest return of their training investment:
<ul>
 	<li>Define business outcomes</li>
 	<li>Design the complete experience</li>
 	<li>Deliver for application</li>
 	<li>Drive learning transfer</li>
 	<li>Deploy performance support</li>
 	<li>Document results</li>
</ul>
<div>What's unique about the 6Ds approach is its focus on learning as a business process--one that begins with a rigorous definition of the business objectives and continues through documenting the results in ways that inform action. The authors show why isolated training "events" have little impact and what workplace learning professionals must do to move from "order takers" to true strategic business partners.</div>
<div>Throughout the book, readers will find insights, checklists, practical steps to take, and examples of the success that is possible by applying a disciplined approach to learning and development. You will learn how to ensure that employees answer both "Yes I can" and "Yes I will" so that they apply what they learned after training.  By doing so, you will earn a seat at the management table.</div>

The Six Disciplines of Breakthrough Learning: How to Turn Training and Development Into Business Results

stacey.boyle

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