Sometimes, we need some good estimates for how much work it takes to administer and coordinate training. I have captured some estimates of the time required to administer different types of training programs, with and without a learning management system (LMS). These estimates come from industry publications, consulting experience, [Read more →]

Business simulation games offer a “fun and fundamentally different” learning approach. I consider them the best synthesis of adult learning theory with performance-focused instruction and the fun of gaming. There are several design streams that have to be built in parallel, so it can be difficult to keep them on time and budget. Here is a new white paper with a “business simulation game design checklist.” Read on for more. [Read more →]

I will be leading a workshop at the ASTD-Twin Cities Chapter Regional Conference on November 12, 2009. The workshop title is “Fast and Easy Simulation Design.”

It would be great to see you there! Check out the ASTD-TCC web site (astd-tcc.org) and the conference page for more details about the conference. 

Session Description

Training simulations can increase the engagement and impact of training by 50% or more over traditional methods. This interactive session dispels some of the common myths that limit the use of simulations and offers tools to make the design and use of simulations easy, fast, and effective. Participants will learn about the 5-Step Simulation^TM method and apply it to a current learning situation with a rapid design template. Simulations will be used! Expect fun, engaging, hands-on learning!

Speaker Bio

Steve Semler is the Director of Simulation Design at LearningSim where he developed the 5-Step Simulation^TM method and dozens of simulations for training and education. Steve’s simulations have been used by Personnel Decisions International, The Schwan Food Company, Honeywell, and many other Fortune 500 clients.

Sometimes, it comes out of left field, completely unexpected. “Steve,” says the CEO, “I just finished reading this great book on leadership! There are some really outstanding ideas and lessons in here, and I want to get everyone onboard and implementing this. Build this into our leadership development programs, and get on my calendar to let me know what you can do.” [Read more →]

The business of learning is inherently flexible (or it should be) because every learner and situation is different. Training products ought to work the same way, but they usually don’t. Over my 20 years of experience in the training field, the most common reason I have seen for this disconnect is because of the limitations and risk involved with managing intellectual property. [Read more →]

The way it ought to work, simulations will give you an increase in learner engagement, retention, and motivation. You can achieve a time savings over traditional lecture-plus-discussion workshops by using simulations, as well. Here is an example of how to convert a traditional half-day workshop into a simulation-enhanced workshop. [Read more →]

One of the joys for me of being an instructional designer is getting the opportunity to learn many different parts of the client businesses I support. Most successful instructional designers have worked their way into this role because they are very quick learners, as well as having the skills and tools to design effective adult learning solutions. Each new project presents us with an opportunity to learn more so that we can translate that into learning for our client’s employees. [Read more →]

Complexity is a challenge.

It’s not just instructional design or simulations that are complex, but it’s everything about the world of work. And, contrary to popular belief, this is not a new thing. Think back ten years to 1999. Most of the tech world was preparing to deal with the “Year 2000 bug”–the challenge of putting new code in place to move from tracking years by two-digit codes (just assuming the “19″ in front of the “99,” for example) to four-digit codes. This was not a simple matter, [Read more →]

I knew it would be a challenge. After all, retaining employees isn’t a single-event sort of leadership skill; it’s an accumulation of actions. A manager’s actions can have a huge impact on whether a person leaves to seek employment elsewhere or stays with the company. (That’s true even in these difficult economic times, according to the Ladders.com CEO. There are quite a few senior managers and directors switching jobs, instead of playing it safe and staying where they are.)

But, how do you capture the essence of what a leader has to do to keep employees in a 5-Step Simulation™? That was my challenge for Leadership - Keeping Your Best Employees. [Read more →]

Marcus Buckingham, in “The One Thing You Need to Know,” writes about how clarity is the essence of leadership. With that in mind, I have been working on an answer to the question of, “What one, single metric might an organization use as its leading indicator of leadership effectiveness?” I think I have a really good answer, and I would love feedback on it. [Read more →]