CHICAGO, JANUARY 29, 2018
Capsim has released a new version of their CapsimInbox platform — CapsimInbox: People Management. The simulation-based assessment provides business managers with an efficient and objective way to build self-awareness and identify key soft skills in need of development in only 60 minutes. CapsimInbox: People Management features a self-assessment, an inbox simulation where participants make decisions across four common personnel management areas, a feedback report consisting of performance scores and developmental tactics, and the ability to be guided through the creation of an Individual Development Plan. Continue reading “Capsim Launches CapsimInbox: People Management – A New Soft Skills Assessment for Managers”
Chicago, IL – Introducing CapsimInbox, a new assessment tool that measures the key soft-skills managers need to be successful and includes an Individual Development Plan (IDP) to improve those skills.
Continue reading “New Soft Skills Assessment to Help Managers Plan for Improvement”
Those of you that are Seinfeld fans may remember George Costanza’s theory of when worlds collide. The theory says when two of your worlds collide…It blows up. Those not familiar may enjoy watching this clip. In a life prior to my current role within L&D, I spent 15 plus years in sales roles-Yes, I’m showing my age referencing Seinfeld and revealing how long I was in sales. Continue reading “When Worlds Collide Theory – A Story of Sales Enablement Meeting Business Acumen”
This past January, on an extremely foggy day in San Diego, I facilitated a session at the 2017 Training Conference called Developing Leadership Awareness Through Experiential Learning. During the session, a question came up; How can you show ROI or business outcomes from a leadership development program, especially if the participants aren’t leaders yet? When answering this question, I referred to a blog post I wrote discussing the idea of Flipping the Kirkpatrick Model in Learning Program Design to show business outcomes. The key to flipping the model for design purposes is that you must know what the business outcomes are when designing a program. Continue reading “How to Measure ROI for your Leadership Development Programs”
Let’s continue to look at some things you should keep in mind when deciding between a custom and off-shelf-simulation. Please see Part 1 if you need to remember the definitions. Continue reading “Custom vs Off-the-Shelf Simulations – Part 3”
In Part 1 of Custom versus Off-the-Shelf Simulations, I talked about why it is important to partner with a learning provider rather than just purchase a simulation for your next experiential learning program. Now it’s time to look at the strengths and weaknesses of custom versus off-the-shelf simulations. This blog post turned out to be so long, that I’m going to divide into two smaller bite sized chunks. Continue reading “Custom vs Off-the-Shelf Simulations – Part 2”
You’ve decided to make your next program more experiential by adding a business simulation. Congratulations, you’ve taken a huge step in the right direction! Business simulations give your leaders a chance to practice making real world business decisions in a safe environment. But what’s the next step? Continue reading “Custom vs. Off-the-Shelf Simulations – Part 1”
At the 2017 Training Conference I led a session on driving awareness through experiential leadership development programs, in which I included a brief case study that highlighted using simulations as an experiential learning activity. After the session, I was asked what other activities might be used when designing a leadership development program that is experiential.
Part I of this blog series took a deeper dive into what is required when designing a leadership development program that is experiential. With that framework in mind, let’s explore some of additional learning activities that can be used within an experiential leadership development program. Continue reading “Designing A Leadership Development Program That’s Experiential – Part II”
I recently led a talk at the 2017 Training Conference that explored driving awareness through experiential leadership development programs . The point of the talk was that leaders need to have; self-awareness, team awareness, organizational awareness, and business awareness, and that the best way to develop this awareness, is through experiential learning. Business Simulations were used as one example, but there are many ways to create an experiential learning environment.
Before looking at other examples of experiential learning activities and before designing a leadership development program that’s experiential, we must remember what is required in an experiential learning environment. When designing an experiential learning session these are some things you should keep in mind: Continue reading “Designing A Leadership Development Program That’s Experiential – Part I”
“The future of innovation is learning how to fail,” per a 2012 article published in the Washington Post. However, is the future of innovation really learning how to fail or, rather, is it learning from that failure? Continue reading “Experiential Learning Can Drive Innovation”