Connection Webinars

the world 'webinar' spellout in blue blocks

Connection Webinars are designed to bring a value added to Accredited Providers and individual members by providing relevant educational opportunities on topics associated with adult continuing education and training.

Interactive and convenient, IACET’s Connection series of webinars covers topics such as:

  • Web-Based/Online Course Development and Implementation.
  • Best practices for adult education.
  • Innovative ideas on the latest technology.
  • Ideas for improving classroom instruction and training programs.
  • Best practices for online and classroom instructors.
  • And much more.

Connection Webinars are available to Accredited Providers and Individual Membership free of charge.  Non-members may attend most webinars for a small fee per webinar.

Connection Webinars Overview

When Title Presenter
June 21, 2018

Getting into Grant Writing: As Simple as Creating a Lesson Plan

Upon completion of this webinar, participants will be able:

  • Illustrate the major components of the grant life cycle
  • Differentiate between various grant funders
  • Describe the similarities between lesson design and grant writing
Bejanae Kareem
June 28, 2018

Career Advancement and its impact on the role of the Training and Development Professional

The success of a learning intervention or educational event is impacted by a number of persons working at various levels within a department or unit. It is important for these persons to be working at optimum and part of this is ensuring the roles within which they are functioning are apt since they are also key to determining the successful achievement of learning outcomes. This webinar intends to place more emphasis on professionals that function within Training and Development by highlighting how pursuing roles at varying levels within Training and Development (T&D) require an understanding of what various roles require coupled with self-awareness.

Objectives

At the end of the session participants will be able to:

  • Outline how the responsibilities of the Training and Development professional change with career advancement .
  • Identify the intrinsic and extrinsic factors that impacted upon their decision to become Training and Development professionals.
  • Assess their professional development goals against extrinsic and intrinsic motivational factors.
  • Identify considerations that should be given to both intrinsic and extrinsic factors in pursuing career advancement.

Description

Within Training and Development T&D a substantial amount of focus is appropriately placed on the learner and their attainment of the requisite knowledge and skills subsequent to a learning event. However as important as the learner is to the process of knowledge transfer and the achievement of learning outcomes, so is the facilitator. The teaching style as well as the learning style of the facilitator also has considerable impact on the achievement of learning outcomes. Further to this, all the roles within the training and development function impact on the successful achievement of learning outcomes. It is therefore important that T & D professionals choose roles that adequately reflect their intrinsic and extrinsic needs and are equipped with an understanding of the how the role of the T&D professional changes with career advancement. The responsibilities of a Training and Development (T&D) professional are no longer to simply stand and deliver training as they are now required to possess a cadre of skills from training delivery to managing training programs. These skills are developed overtime with improved competency in any area (s) often lending itself to a desire to work at more senior levels within T&D. Other factors such as the desire for higher remuneration as well as the recognition that comes from career advancement, also impact on the decision of professionals to pursue more senior roles; T&D professionals are no different. However, careful consideration should be given to other factors such as the reason for entering the profession in the first instance coupled with fact that with more senior T & D roles, skills such as training delivery and instructional design are utilized less frequently. This webinar will utilize the ATD competency model, Maslow’s

Candice Barrow
July 12, 2018

Feedback on Feedback – Effectively Delivering and Receiving Feedback

Over the past two years, the AERE team has developed a program that assesses, teaches, monitors, and coaches employees and employers on how to effectively deliver and received feedback. The program entitled LearnFeedback is powered by a scientifically valid assessment - the Straehle Feedback Inventory. The inventory is a self-assessment that measures how an individual delivers and receives feedback. In this session, more detail will be shared on the different types of feedback such as empathetic and reactive feedback. Finally, we will discuss some tips we use in our program to help you deliver and receive feedback effectively.  

  • Define delivering and receiving feedback types
  • Distinguish between effective and non-effective feedback
  • Use tips to deliver and receiving feedback effectively
  • Assess employees on whether they deliver and receive feedback effectively
Manny Straehle
July 19, 2018

Bridging the Gap Between Education and Employment with Digital Credentials

Digital Credentials have been touted as a great way to help educational organizations achieve better job placement, but how exactly does that work? Digital credentials provide a new layer of communication between educational organizations and employers. In this session, attendees will learn the nuts and bolts of connecting educational experiences with hiring practices.

At the end of the session, attendees will be able to:

  • Describe the benefits of digital credentials to employers.
  • Begin developing a digital credentialing program that aligns with employer needs.
  • Help your organization's learners to land a job using digital credentials.

 

Benjamin Roome
July 25, 2018

Keys to an Amazing Competency Based Learning Program

With the never-ending quest to do more with less, a one size fits all approach to training is losing  its luster. Organizations are demanding efficiencies that can only be fully realized by training to the gap between what the learner knows, and what they need to know. This approach to training is called competency-based learning (CBL) and in this session, the presenters will dispel myths about CBL, and provide research based best practices for a step-by-step approach to implementing a CBL program.

The presenters will guide attendees through a quality, easy to understand CBL framework using the International Association for Continuing Education and Training's new Standard for Competency Based Training. Attendees for this session should be prepared to have their paradigms about clock-hour based training challenged in order to examine an innovative way to think about CBL.

By the end of this presentation, attendees will:

  • Recognize the best conditions for applying CBT approaches.
  • Identify and apply common and best practices  in  CBT.
  • Begin the process to create a quality competency model.
Jennifer Naughton
Manny Straehle
Joseph McClary
August 9, 2018

Success Principles for Game-Assisted Skill Development Simulations and Assessment

One of the hottest trends in adult continuing education training is gamification and simulations. This webinar will explore several of these trends.   Attendees for this webinar will:

  • Identify the correlation between games and the cognitive neuroscience of learning.
  • Leverage game design for accurate skills assessment.
  • Recognize how to make the business case for funding your game-based training.
  • Identify how to evaluate off-the-shelf game-based learning solutions.
Bora Aytun
August 23, 2018

Unleash Micro-learning: Center of Excellence Concept

If your learning delivery is passive (think long, boring slide presentations), then you’re not addressing the modern worker. Today’s workforce is always on-the-go, time and attention starved. You have to change how you craft and deliver learning to your organization. You also, need create a system that allows the workforce to document and share the lessons they’re learning on a day to day basis. This is an unrealized, competitive advantage. 

At GINOSKO, we combine formal and informal learning delivered through your mobile device and scale it to your entire workforce. We design your learning journeys into manageable micro-learning lessons to address present-day challenges facing your workforce. We offer the workforce the ability to shape and engage each other through informal, peer-to-peer learning. This will unleash formal and informal learning to create the superhero workforce that begins to share lessons learned and teach one another. 

Learning Objectives: 

  1. Identify the current state learning and low engagement in the adult workforce 
  2. Explore mobile, micro-learning methods for engaging adult learners on a daily basis. 
  3. Discover the power of combining formal and informal learning to identify lessons learned best practices and curriculum revisions. 
  4. Recognize a Center of Excellence concept will unleash formal and informal learning for sharing lessons learned and teaching one another. 
Vince Lindenmeyer, Ph.D.
Roy Adams
September 6, 2018

Competency-based design - it's all about the assessment!

Competency-based design focuses on the individual’s ability to demonstrate mastery of defined and measurable learning objectives.  Key to this is the inclusion of authentic assessment strategies that are meaningful and build a positive learning experience.  This session will examine a range of strategies and their use in a distance delivery mode.

The session will begin by reviewing a four-step model to develop assessments and move into how performance standards are integral to the design of authentic assessments. Performance-based assessments require the individual to demonstrate their knowledge, skills, and strategies by creating a response or a solution.  These require the individual to engage in higher-order thinking and to integrate writing and communication skills. Consequently, some performance assessments are longer and more complex than more traditional assessments. Authentic assessment comprises a variety of assessment techniques that share the following characteristics:

  1. direct measurement of skills that relate to long-term learning outcomes focused on success in the workplace;
  2. tasks that require extensive engagement and complex performance; and
  3. an analysis of the processes used to produce the response.  

We will examine several alternative assessment techniques that can be used in a distance delivery mode including argumentative essay, document-based questions, engineering design, infographic, personal narrative essay, and reflective summaries.

To be announced
October 4, 2018

What are stackable credentials?

In this session, the presenters will discuss whether remote proctoring is a worthwhile pursuit for your organization. The first part of the presentation will define remote proctoring including the various features. After, the presenters will discuss various factors to consider when evaluating remote proctoring. Some of those factors include business considerations (costs, strategic alignment), customer satisfaction, quality, security, comparison to other testing modalities (test site), and technology. While discussing those factors, various pros and cons will be reviewed using real-world examples.

  • Define remote proctoring and their various features
  • Evaluate the various factors to determine whether remote protocoling is a viable solution
  • Draw upon real-world examples when considering remote proctoring
Manny Straehle
Jennifer Naughton
November 1, 2018

Is remote proctoring right for you?

In this session, the presenters will discuss whether remote proctoring is a worthwhile pursuit for your organization. The first part of the presentation will define remote proctoring including the various features. After, the presenters will discuss various factors to consider when evaluating remote proctoring. Some of those factors include business considerations (costs, strategic alignment), customer satisfaction, quality, security, comparison to other testing modalities (test site), and technology. While discussing those factors, various pros and cons will be reviewed using real-world examples.

  • Define remote proctoring and their various features
  • Evaluate the various factors to determine whether remote protocoling is a viable solution
  • Draw upon real-world examples when considering remote proctoring
Manny Straehle

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