As CEO of Game On Nation, Blair Bloomston has spent the last 18 years working with the world’s most recognizable athletes, teams, executives, corporations, and brands. She is considered a leading expert on the use of game dynamics and gamification to improve communication, leadership, team building, and culture.
Some of Blair’s clients include NASA, Hilton, Deloitte, NASCAR, Gatorade, Joint Special Operations Command, and the US House of Representatives. Blair has been featured as a speaker for the United States Olympic Committee’s National Coaching Conference, the NCAA Alliance of Women Coaches, the Deloitte Inclusion Summit, and SHRM Inclusion Summit. Blair holds a BFA in theater and performance from Marymount Manhattan College and resides in Bradenton, Florida, with her husband and two young sons.
How do you quickly grab your audience’s attention regardless of your presentation topic? How do you engage audiences without the bells and whistles? How can you consistently be seen as an expert when you speak? In this high-energy session, get answers for how to end the fizzle and bring the sizzle!Applications on the Job:
This session focuses on getting needs assessments right. Examine how you can identify and translate business needs into talent development initiatives that add value.
Let’s admit it: Most e-learning just plain sucks! The sad reality is that most e-learning courses require learners to sit through a disappointing experience, where information is poorly organized, the content isn’t relevant, and the interactions seem contrived and without purpose. This is compounded when the slideshow-like presentation is interrupted with several badly written quiz questions and cheesy animations to make it seem fun. In this session, you will explore some reasons why most e-learning fails and the components that contribute to bad e-learning design and a bad learning experience. Finally, this session will walk you through several practical methods you can immediately apply to improve your current e-learning.
PowerPoint presentations aren’t as powerful as you think. Trainers and facilitators aren’t the only ones who are tired of boring slide decks; participants are, too. Join this session to learn alternate approaches you can take to freshen up your PowerPoints.
The L&D industry has undeniably been struggling to meet modern learning needs. Usually, L&D designs one learning asset for a given problem. However, leading organizations like Visa and Pepsi use the learning cluster design model: a rigorous approach to surround learners with a set of learning assets across the flow of work, empowering behavior change. This session will walk you through how a learning cluster design model approach could help your organization.
Virtual Reality (VR) is a fully immersive simulation that provides hands-on training to users anytime and anywhere. Learning experiences in an immersive environment are scientifically proven to be more memorable and provide consistency across teams in your organization. VR training is scalable, including multiple learners across multiple locations, making it efficient to deliver consistent training. VR enables learners to practice skills and activities that might be dangerous or costly to recreate in a training format. Join this session to take a deep dive into what virtual reality is, explore training-centered VR examples, discuss where VR fits in an L&D strategy, and discover the steps you need to take to get started today.
If someone completes a learning experience, can you say they now know the information? Many learning experiences use assessment techniques such as multiple-choice test questions or scenarios to assess the user’s content knowledge; however, these types of assessments are often flawed. Ineffective assessments can also lead to confusion for on-the-job performance and leave organizational leadership wanting more robust data to rate learning experience effectiveness. In this session, you will explore common assessment writing mistakes and discover how to improve assessment writing through test-writing best practices and using performance-focused task analysis for creating measurable assessments.
How do we in the learning and development (L&D) world, including those who hold privileged identities and those who don’t, connect meaningfully to conversations about racial equity, process our feelings and perceptions, and design learning experiences that are equitable? During this session, you’ll learn L&D’s role in cultivating racial equity. Walk away with key resources and actions to explore personal socialization and subsequent bias and how to discuss the intersection of race and other social identities. Access tools to help you assess if structures, processes, and social interactions are equitable, and discover how to make impactful antiracist decisions that make your training and learning solutions more equitable.
Analyze. Design. Develop. Implement. Evaluate. The tried-and-proven method of instructional design serves us well. But the science of our craft can often overshadow the fact that we need to speak our learners’ language. Stories make content memorable and actionable. They connect to our audience emotionally. Story design uses the familiar process of instructional design to develop stories that train.
For most organizations, it is no longer a question of if but when AI will become part of their talent development strategy. During this interactive session, explore practical examples of AI in use today to spark ideas for your own organization. You’ll also come away with tools to help you identify AI opportunities, evaluate vendors, and prepare for the AI-enabled workforce that is already here. Join this session for a chance to win a signed copy of Margie Meacham’s book, AI in Talent Development: Capitalize on the AI Revolution to Transform the Way You Work, Learn, and Live.
Learning online is now commonplace. Unfortunately, engaging attendees to participate, come on camera, and unmute can be like herding cats. Establishing a comfortable, safe, and technically sound online learning environment is essential. Meaningful and relevant activities are the secret. Like tasty treats and fresh catnip, attendees will be unable to resist actively participating in your virtual training when you use these three learning activities and a “never fail” debrief strategy to involve them! Invite participants to take charge of their learning and experience virtual training like they’ve never seen before.
Diversity. Inclusion. Unconscious bias. Privilege. When people hear these words, they might think of race, gender, or socioeconomic status. But what about ability? E-learning designers and developers who want to provide equitable access to professional development opportunities must consider assumptions and decisions that have an impact on individuals with disabilities.
In this session, you’ll explore the decisions you make that can either put up or take down barriers. You’ll learn to assess audience members, visuals, mechanics, and language. You’ll walk away with new perspectives about the decisions and assumptions you might be making and learn how to pivot to create more inclusive, accessible offerings.
Organizational leaders need to perceive learning and talent development as an investment, not a cost. If leaders see these programs as a cost, they will control them, reduce them, or eliminate them. However, if leaders view these programs as an investment, they will maintain, enhance, and protect the budget. Are you prepared to show how your learning and talent development programs deliver business value? This session will show you how to measure and improve investments in learning and talent development programs and people at all levels of evaluation, including return on investment (ROI). It will emphasize what organizational leaders (the funders) want to see and how to credibly communicate the results to key stakeholders.
Get ready to move toward organizational microlearning. You will gain a baseline understanding of microlearning as a concept, method, and product during this hands-on session. Using a scenario, we will work through building a microlearning campaign to augment a current curriculum.
Love podcasts? Thinking of starting a podcast for your organization? Podcasting is an accepted and easy way to provide and consume content, largely because it is a format that easily fits into our busy lives. Organizations are adopting podcasts every day to disseminate and deliver important information to their employees.
After two years of turning our personal living spaces into our professional working environments, how do we re-enter workspaces together? Rather than attempting to go back to “business as usual,” what if we used this moment in time to reset our culture? It is more important to ask, “How do we bring out our best selves to support each other?” rather than “Who is in person on what day?”
As talent development professionals, we play a key role in setting the conditions for participation and inclusion, and we have the freedom to tap into our full potential to create these conditions. We will push the pause button during this keynote address and reflect on our facilitation and leadership style—how do we contribute to or take away from inclusive, high-performing cultures of belonging? How might we create the conditions to elevate unique perspectives, level power differences, and create safe spaces for meaningful conversations? You will learn practical steps to create communities of belonging—even amid uncertainty.
The software industry is embracing Agile project management, and we in the learning and development field can learn a lot from it. Whether you’re using SAM, LLAMA, Scrum, or still exploring your options, Agile teams can teach us how to manage our relationships and communications with the business to deliver our work on time, in budget, and in line with expectations—even as those expectations evolve throughout the project. During this session, explore how Agile methods can work (with modifications) to design learning experiences that adapt to the ever-changing organizations and learners we support.
How do you know if your training really works? This question puzzles new and experienced training professionals worldwide. Despite best efforts to evaluate the effectiveness of training, what often occurs are smile sheets, pre- and post-tests, and hoping for the best. In this session, you will learn simple techniques to connect training and evaluation to improve on-the-job performance and business results. You will learn how to get to Kirkpatrick Levels 3 and 4 for any training program. You will leave with a sample evaluation form and tips to implement each of the four levels of evaluation into your programs.
How do you take a training request from start to finish to create a powerful learning experience? Join this session to explore methods such as Cathy Moore’s action mapping, conducting a task analysis, scenario development, and cross walking the experience to a key performance indicator (KPI) at your organization.
Discover amazing ways to use your phone or tablet to brainstorm, sketch, take notes, collaborate, create audio- and video-based media, and animate using several mind-blowing apps. You’ll leave feeling inspired with practical information to apply immediately. You’ll learn about more than 50 apps and services that can help you collaborate with teams, get creative, prototype, manage, and develop the next generation of learning experiences.
Too often, evaluation is an end-of-process step at best or ignored at worst. Knowing the desired outcomes and impact from training is critical to inform more meaningful instructional design. Join this session to learn how to approach instructional design from an evaluation perspective and gain a model for designing more impactful programs by starting with the evaluation in mind. This knowledge will give you greater credibility, demonstrating the value you provide to the business leaders you support. This is a practical application session, so bring a learning program you are in the process of designing, will be designing, or think will be needed in the future.
As a result of the pandemic, most organizations pivoted from traditional in-person training to fully virtual training programs for employees. As workers return to their pre-pandemic workspaces, hybrid training (where online and on-location participants share a concurrent learning space) is rising in popularity by necessity. Training programs that accommodate workers regardless of whether they’re on-site or online are needed. This session will identify and explore the foundational pillars that support successful hybrid training. Walk away with practical ideas to execute within each pillar to support effective hybrid training.
The virtual classroom has rapidly evolved with new features and new expectations. Remote attendees want interaction and engagement, and hybrid audiences want to be included. As a facilitator, have you adapted your mindset, toolset, and skill set to meet these new expectations? Are you using modern techniques to connect with today’s audiences? In this session, you will discover the new “learning experience facilitator” role. You will learn how to capture and keep hybrid and remote audiences’ attention through meaningful engagement. You’ll also learn the three types of collaboration and how to use them effectively. You’ll walk away from this session with tools you can immediately apply to your next online class!
For more than 60 years, robust resources have been available to measure the results and impact of learning, but even the most talented learning professionals have difficulty quantifying the results of their learning programs. In this session, the speaker will share key findings from her recent learning measurement study, including interviews with 40 L&D leaders around the world. Her study bridged the gap between what is possible and common in the knowledge sector. Get inspired to rethink how to measure the impact of learning in your organization.
Augmented reality (AR) is a fantastic technology, and integrating it into your work is easier than ever before. This session will break down each step involved in an AR project, including ideation, storyboarding, development, and deployment. You’ll learn about successful use cases and discuss what sets AR apart from other tools, where it works best to implement, and the steps needed to get started. You and your team will uncover how to use your existing L&D skills and the adjustments required to implement effective and impactful AR experiences. Walk away with a high-level understanding of AR and how to create an immersive learning experience to share with the world.
What is going on at work? A recent survey found that 25 percent of American workers started a new job within the last year. And of those same people, 40 percent were already looking for another job. Why? Well, the usual suspects—pay, leadership, toxic work environment—still play a role in this new work era we’ve entered, but so does another persistent and important theme—opportunity. People want a chance to move forward, grow, and feel like their talent has a chance to be utilized and their potential to be realized. And, as talent development professionals, you play a huge role in helping people get there.
In this keynote address, you learn about a model that can help create a culture of innovation and engagement by unleashing the talent and resources already available to produce that next great opportunity. You’ll learn actionable strategies for unleashing that talent, and you’ll also have a great experience along the way. Prepare to learn, have fun, be involved, and maybe even showcase your talent on stage.