Traininmag 2013/1-2 Verizon's #1 calling

2013 TOP 125

WES Uy

JIFFY LUBE INTERNATIONAL; COLDWELL BANKER REAL
ESTATE; FARMERS INSURANCE; CHG HEALTHCARE SERVICES

BEST PRACTICES & OUTSTANDING INITIATIVES

Shaping your people’s
future is easier than
you think.

With Biztibrary, your employees get easy
access to nearly 1,500 online training videos
for every topic imaginable.

Our award-winning content and technology make training easy
Streaming video lets your people train anytime 24/7, from any
Computer, tablet or mobile device. And our course library covers
all business and professional training topics, with something for
‘every employee and job role

Best ofall unlimited access to our award-winning library costs less
than $8 a month per employee, with no hidden fees

or startup costs.

To get started, take advantage of our No-Cost 30-Day Trial
Preview our courses, check out our Learning Management System
‘and work one-on-one with a dedicated training consultant,

BIZ O LIBRARY

EMPLOYEE TRAINING MADE EASY.

are Far
bet best

To begin your free trial, call 888.432.3077 or visit us at bizibrary.com/trial

‘www.trainingmag.com

FEATURES

Verizon's #1 Calling

cnn company takes the top spot onthe Ting Top 125
Fond courant er Rp OÙ
Fen 204. DFLORR REIFELD

Jiffy Lube's Training Drive
Training ck it igh eat to bep devop growth opportu
tics for y Le franchisees ad provide a wold clas experience
for customers in 2012, 6 LORRI FREFELD

Coldwell Banker's Sold on Training
Coll Bank Re Este ok les taining the et lt
Ar generated content BY MARGERY WESTEN.

Farmers’ Comprehensive Training Policy
Employee engagement and ederip developmen programs
thames vof Cut ar ja couple a the
‘components of Famers sane’ winning taining rm.
Or MARGER wensren

CHG Healthcare's Rx for Success

panded hi ariton andonbonring programs lights
perf adrancat CHG Heir BY MARGERY MENSTEN

raining

www. trainingmag.c

FEATURES (CoNTINUED)

50 Training Top 10 Hall of Fame
These 13 companies held Top 10sposinthe Training Top 0,
Tap 10. and now Top 125 unkings four concu en.

52 Legacy of a CLO

As Ems 5 Young CLO and ining Top 10 Mallo Fame 100
representative Mike Hanon gs set rer, Ting magazine
Tes hs cre and ps inthe wid and experience e
tecumulaed through he year. B Loa REED

60 The Training Top 125
‘raining agains 3th ann ranking ofthe op com
weh empopesponsred workforce aningand developmen

DEPARTMENTS,

100 Best Practices & 4 Online TOC Webany content
Outstanding Training Initiatives 6 Editor's Note Cal Tem No. Again!
Ting or reigns invovtive and nce ae

and deslopment programs and practices bite in Taig Toy News, sts, nd sess

2013 Timing Top 125 application ella

111 tow bo vo PES POS bon ans
Soapbox Biking Caer Cour

YOU Think? avai mexsunch =

And can you think beter 22 How-To Manage an Undepetomer

for beter reali? Tuning promos

magazine partnered with 24 Wort View i on tes

Pearson Tal
how thinking assessment

116 Best Practices Music as a Metaphor
in Taina BY NEAL GOODMAN, PA.

psc 120 Trainer Talk sole o Ino
Probe cin, aná beer 124 Talent Tips Te Paty to Real Leaming
performance for training BRON SAORGERSON

Profesional 128 Last Word Tre Re Wy to Tens
or Tea, Po. @ ıı Theyre eng MAL ROSA.

Gnline contents =

www.trainingmag.com

Your source fr mare taining ps

a Orwrirgmag com, te one

E, rones rar main ou ns
trae Mai als, Sera your
tosco ori@tainngnagcam

Y

‘Why Trainers Lack Influence, and How They Can Get It
6 sources influence rer must engage in order I de proud
ara apd change behave.

tp /Arangmag car /cortert y raies ch

‘nance 2880 Mardhonteyean get

‘The Importance of Measurement in Employee Engagement
‘Asses how we you ae cing rg an anna company
‘reagent survey.

ip /vanngma con/canten/mprance measurement employee
erésgenent

How to Create a Culture of Sel- Learning
“etl los sy, pod, and ect, an spot

ordenan amiga hey ig ae a salu ctr.
tp rainingmag.comontenthow-ceae-uturslaming

7 Secrets to Engaging an Audience
Fee tiers nd oreserters, er anyone commuting a message o
‘ters, te burenal engagement anys es wih he speaker,

np Rasnrgnag on een secrisengagng ausenee

Is V-Learning Beter Than C-Learning?
Tre quee rstuctonal des, ad mae speccay be
"ruca des lo to mods, has a seca ect
io finge comcontentemin tersa

Fr Elo Ct feet genres

FOLLOW US ONLINE HERE:
Titer: @TaingagUS Gtonfeels

inka: / 200 8/00

Facebook Facebook con/Taisagsgnine
YouTube: Voie corne

Googles: GPusto/TaingMagazine

090,3

4] ANOARV/IEORUARY 200 trang

Mraining

Corporate 92.01 188 ®

Pre

Pei Mae

Open

Cfa Dine

Confort

ay Sonia uo ack
ben

rm |

Cason ae
CFD)

ope crane Conte
crio
Beten
numa

Moments of insight,
Inspiring change

‘To develop, nurture, and empower leaders, you need
the right tools. Tools that not only measure and
assess your leaders’ skills, but that inspire the
breakthrough insights they need to build positive
relationships and make extraordinary things happen.

Based on decades of clear and compelling evidence
and used by more than 3 million leaders around the
world, the LPI: Leadership Practices Inventory"
gives you a clear path for assessing and developing
leaders in any organization,

A new generation of
leadership development tools

The LPI 360-degree assessment and suite of tools are
simple to use and are flexible enough to stand on their own
or fit within a larger leadership development program,

It’s easy to get started.
Try the LPI for 30 days.

APR Call 1-866-888-5159
SPP) or email [email protected]
eriifeate)) for your FREE test drive of
y » PSM the Leadership Practices Inventory

Facilitator's Guide Set (a $360 value)

www.lpionline.com Pfeiffer

Bditor’s note

Call Them No. 1—Again!

sion phd up the No pot on the Training Top 125 othe second ya in

ings induction mothe Tp 10 Hal of armen 20 afer securing

posto in the Top 10 for tekst our comte jan. No Farmer ins

ancelieise punched tt the Top 1 Hall Fame next ear Top comes

Tif be email Cael Banke Reals LLC ad CHG Heltcare Services
nabbed Nov 2 Land respect:

‘Some 25 new compares bake ito the Top 125 this ear. The

majority of the companies ar in the hatha services,

Finance banking, eal te insurance, al ehnolgy istic.

Here aresame era arts rom the quantitativeanalss the
2013 Training Top 125 applications:
2 The mean venue was 55 billion US, and $102 blo word
ide. The mean waning budget was SSL milion, repeating
ES penaliza,

+ Themen number oft employes tnd per organization
sing independent utrcos nd ahi) was 571 wth 15/98 trino
inthe cho and SAS traine min, Amean ef 40 «une er ores
intact od seo: 173 were fred a online sac modales and 156
‘vere fred veal instructed som. Some 98 percent of pan
ea tchnogkalinfaseuctue support ining dle ad management

+ Theavrage abr ffl ad pr timo tines A and, especie

+ Same erenofapplcans have talon imburscment program Ameanof
7 percent of igi employes mude se ofuton reimbursement programs in
‘he is yr, Onpnizatins sent mean of $23 milion on aon omburs:
men progra.

+ Some percent ppicansusccmplyesiscin sure and 97 percents
competency maps and promindl erprent ns Onl percent te
manages compensation dict the desperte dct eps.

+ Onthe ran se, 6 pere of applicants tlie Return on Vahc per
«tte Retum en Investment; 6 percent utlizebalanced scorecards 7.
percent tz Six Signa. The Ki pati Levels of Eakin are mor wily
ted: Level 197 percent), Lees 2and 3 (4 ere) an Level (8 perce)

+ Theaverage eng of employe service was shen ar, and he ea tumor
rae was pen,

+ Terral candidates ll a mean 362 perce job openings while employ-
sr meanof 263 percent fe ie.

Following his mé succes Training 203 Confrence & Expo, Fn happy 10
announce our next big eet. Tags Online Leaning Conference to be held
September 179,213 in Chicago OnieLeaningContrece.com) Jon usas
ve ic ona to da jouet seth mystery of ety ui nin er
ing optimiscpremance Weller sory ad esperen bse Lang ds,
‘ilo, mole karin, and mor. Create plays a string rea heats by
‘Shpon writer od Cohen and Second Cy impro ais. Topo ici

Lori Fi
Loreirainingagcon

TRANING EDITORIAL ADVISORY BOARD
Raymond D. Green, Cd Prsignlnne ve.
Bree dut Para Dre,
Dorey hare

Nancy Lot, er 10288 TT
Coron river Leone 8
fan Seht, Deco Pci Lest,
os Tr sg Leg Or
Narre, GE Cot es sa
TRAINING TOP 10 HALL OF FAME
ren Boom, en Det, a a &
Don KA oc Cogoton

{yma Brce ers D PU
Bret Sema 08.

im Federico, Sr Dect, Pats
Upton eos Corn

Corn Far Go Dis ore
Lie Cie at Lan
Dav Gaul, Oct, ose et à
open Conte Ph Pe

Graig, Deco mat Caner
Bose Date Sres

Dane J Goepp, nage arc, Leng
Omen PcerateouseCoees LP
eo Gonzalez, Ls 8
Denken, Bon An Haar

Dona Kar, Cl xorg Ge a
EN Eat Dot

SE sr éme

Diana Oreck ae ne,

Me Corot are

evn Wie 1.010, Coots,

2012 TOP 10 YOUNG TRAINERS
Bruce Baumgarten, saves
eee, ANNO rascar
dosh Bedford logo, Los
Benne Come posten

Minete Chan, Tang oro Mona,
Oa

‘Sten D. rant, Tan re US
Din Frs ran se
cos Ho ve

Soon Forest, hs Sos Ke

Kate a, eer Toe.
QucenLoas

Soeur, Former ss nage
Finan ezo, CO oman Srta
cobrar Const Prato ted
Somos Sotloml Dr tl Lena
denne erent

Sa aan Company
Danat oman Senor Dect,
(bn anes ati

We found
that less than

of learning leaders say 4
that they provide value
and can demonstrate it
With quantifiable metrics.

|

news, stats, & business intel

8

today

by Lor Freiteld

Products & Services >> The Lost Leadership Capability >> Tech Talk p. 10

Dive Into 2013 Training

IN TUE wonos sua orens some reds rain
Should consider tapping into in 2013 i you haven alte

se soca mesa a ac every rc. The majority ofthe wold
populations sing sc media tota connected and intheknow. No

By sn Momack MES, MA

On the Road Again

y professionals

y:

{OG AT LR CLAIR Be moros mayb polo creo
Barr Ve org une ra gus la uses, cnt solos
Des ren outta Here ee es a ate su

‘nly iit as, but brings range of beefs, nung
‘ficncy and morelearing opportunites,

Invest in à fearing management system (LMS). The
corporate sector has grown increasingly savy when
comes to LMSs Isa great way o deliver, track and
improve taining among employees all at once

ly enga, updated en, and acte o te indy.
With time, al things change othe training industry;
change should be forthe eter, considering hat rain.
ing meer going aay. Besides you shold never pass
‘onthe chance o find faster and beter ways 1 be more
tee

Comet wih eter tang plena and stur
laematon Contar to the ok adage that everyones
competition tis es to e hel to others within the
Teaming community ad ain some new insight and pr
pacte on other ston in usa actually working

‘Webinars and conferences outside of
pour imminte combrt one may be
os Rap,

“Sep ont of ining employes
nd ran our customers, tn ore
ample, you want your customers
to shop mare online than in-store
cresta Website and ws tas wol
to address their spending habits

red ar a it Simply drive them to the Webs
ALWAYS: Inestninporart dalt or ts Ol oie cane est ach tan they coe In the store
tral ine os ones be stinging nd imecrsumg. Mesa ges ng. | ing incentives or added buying
his bemmetjoumzeyudattun band fombearpot rane hoyos Marne or aed bon
pce ape Fl orb ams os barn ay bats. ity” forthe customer can build
‘he aros sey e var mesingna NEVER Pace when RS import To te ise bald
= | nt rece at, and potently
rem.andatrchdeicn was samenngroksiherWkbtsndemairgem reese revenue.

lees tr ase,
fa mg cs, eee tem yor.
ang ou rte burg yr oe
eo ara yor armen oy Un

SOMETIMES: ed ao of most

(ring te set rs of a. Fer.
Non YO ta ves darge Sister
230530 pm, seen caba meto

Seabank tae ra are peca
ch ge sh same map)
‘eae pes Da ot Pre mr
eo weg core on sl pe
tr cc elemen eya moto
"e lic bebe yeured hs ou
logre are be amant ses jou
ben cores re em.

Training opportunites are end
des sa Tameka Washington IWC
communications and taining com
Ska. “Corporate organizations
are wing various tos o met the
demand of af and team emir
reads” The ks he adds ie making
See peopl deta cbf

ParinershipsRAlliances _
The 2013 Talent Landscape >> tou ss e Kn

Bnchard Campanie nar
Cette eesti ving
program br 350,000 Bac
mal bese nto, Barca
Geta ia tad dep
drop pegan especialy eset
{ore by al buses oar and hi

VTURESTER A KORVFERRY COMPANY spe
ling ital solos fe roi

tions forthe erent and ale mao oa

agement indy in 203 Fen mes 3

fe adenhip cm from comics

‘tery continent colored forecast the

landscape forthe coming er Hetearethe 5. The new let bats

ever ono
inp Irs Futures ves shape ing the ih for cic at
reia map ais SENS | 2204 Itt Pon
‘sy lyin 2013: Trial communis Weed compte
1. Buldingthe ira! sins aer 7. The enpgemen importe and the | CBD am ota gta
Es newnormofempinsdrvndedopment | ann mme
2. Palacio htm challenge wäh "&. Ching the HR innovation ap ++ cota popu ot ans
Rte postion 2 Inrnaneton or deny cordes tt ames and sae
3. Global complexity in workorce — 10. Pocusomintrna mobiliyand | Srtes dan.
planning palling employes >> oporto spy ne Kate
Consumergradeemployerbunding Error Amealco | Rose Brown RB Conia! al
San Min Sates Ud
STICKY NOTES pit vetar, Minute Leap DFW, LLC,
a a 0 pee ne ae Stes band tte
Fostering Behavior Change Dale Werth Internal Apr
By Bree on KR ua be ctr, van,
ec gn mere 4 ayy opti ey
a ‘enn Hoe Stes nest
a rentas ces stas ts
Eset eg oa, eet he Hay Geol aig Traing at st in Tem ar Dat ne Ons srt
str hehe preso cea ar vere ang tr sg and | >> Qug cing mens un

ee
a nn
Be m nn eg
ee
en
PR arte
een
en
ee denen
en
cent ran nee | entente
ee ern
es eier
Se anto | ano
pte Ee
managers and coworkers understand and buy into the tons, techniques, and action plans— erben
em Seen

retar Stating bom an
sn, GS Recut new
ok Oy The combine es wil
proc avis angi tom te
‘echo tempor opt sat. The
erg auras rss Satis
len we estas»

reg parus Ferney 2012 | 9

_ Mraining today

>> Pesca Lunch
PensopeE NGAGE, a solution at
Integrate customer and enplone
sto nd ent employees
lee of engagement. Te nen
‘ote of Employes (VO) rot
cartons and associations
mins sce seve ala
om employees and customer in
à age luton er pi, ss
to gos sighs in ares suchas
and retention, and customer and
>> Pasco Romance Canpanfs
ew Vas Och Sut ps
‘ammunition ae presentation
‘his ing 1 hes waring
aná developer and fa sais
rang managers en energia
leaders, sales supers, and
Burgen route, an assess
and dp thee communion
sis accor.

>> US. at, an aan
fer KPMG LP Lunes à
comas tang and
canin pessoal education
(GPE) sence KPMG Ling
ais met the growing ned or
camote valga serves
in an resin comple Mancia
Sans rglatory enorme.
>> Bes estic Institute
irtroducod 3 new sci ato
teren that manes

‘ay for member to request

sok perormance igs rom.
Imarages, co moras, and det
repos aros a domest and
on mdd Ins may
joa the Skate sca network
a no ent coran may
purchase a premium or nto
membership to use Skltatera
ani ous plato forte,
tale management, nd nal
raton

10 | ANUARVEEORUARY 2019 aa,

The Lost Leadership Capability

By Sart Hand Seo Parr
Htc Tann Dre OS
1 A ERA OF unprecedeted un
ets, the ably to think
Mega has emerged as an
indispensable sil in helping leaders and
Oryanizalons avi change and sua
rw. Ve, for those charged wit den
yng and derdoping states hikes,
here 0 dea path

A cut SI Strategic Leadership Forum,
ven hosted mor than 15 buses and
Teaming des from varying industries,
reffirme this pois. The roundtable dis
usconhighlgkedacriical eins
ei in strategic kadership capabilities
and decor Hot batons inl

LA Fay Frenos Leaders pointed
the lick of cer framework or working
vocabulry to Bud and dowlp seat
leads a à key cheng This resus in
oot once and unused ors o
Bul ste led capa. Since
itis hard and omatura to ag tae
leadership, mos organiza til del
tord cel tail, add
icalaciements Lede deiopment

y lech alk 4

>> Gaim, cubs in
etn pat, es 3
‘ett Alan Pos los Basins
Fenty eo mar. These con pas
coria mor an 100 cone acon
‘td die and me dee
‘sap, sins Fer anos ra
lo Sox Gage ar poseraor te
ido whe De al un
“pee ps" ns ca besa
cd om he Goma see
ren na ll HD ves

>> aie ne esr i ci
rater agent or aed
scr Rect Et Sach
Eton a cats ach ton
wit sco an robe erg

regan ck bos ic or
mai to build sa a
bli ane a con!
Framed miso
2. sing Rak Teto
cues alo acknowl the eer
increasing prasun o eel in an
anne how ite and re ae
dened imac depre
that proves the Beis ol mistakes.
Organizations primary rad arte
ea oo rm tag hinkingand
{segment ten ly the apie
“his semi ap among top exc
sia idathopenoenight. hasbeen
Slow progreso, and one DS hash
trotting with lees 6 mersone kr
moe thant decides STs approach
Je bus around The 6 Elements of Sa
leg Thinking anticute,caleng,
Internet, decid, align and lear. By
asning an individual's serge and
sahne in each rs, is posbl to
ei actimabl step to increase his
cs or sates Tokar more
10 mes our own stat pt,
‘hits con

passe Ts prs a
investing sty tg cet ant
dits roce Papas,
‘whl comeing meet ag
oases Ira ole combaten
of ier trio manager (CRM).
Cant engen nd ck. a
ca and mot nein cine.
>> one ering por
“AbensOnine oie aw
AAC sf a a

sat phones The ew Web sed
option cong deg ot
Aer eig desig vrsn de
‘seve, hich pios men 2,000
shot id coins modus cal
Sanisera ces des
though e's AQUA ot,

Unleash the Dale

“tena very ping. nine at
connected tothe other dents ond
Sono was actively pareating in
the content We wor blo 0 hm sido
converaone ht wor rlevant and the
Fami cid an mazo eb tig
fighting gest comment sn ating
para to provde aoa ight
‘he tone hrougheut wos fond, ing,
ad mena

* ring Program Manager,

Fortuna 800 Technology Company
"Managing Workplace Sess”

“I believe my organization willbe...

more effective in delegating,

‘ompowormont and aecountabiliy.”

"Manager, Healthcare organization
“Delegation”

Carnegie” “Wow!

‘Eliminate travel costs and time away from the office

+ Access the industry's most respected
instructors online

‘Develop competencies your key roles need to
succeed

‘Time spaced leaming enables practice and coaching
to improve performance

+ Develop leaders who won't leave the office for
training

Strengthen key relationships in a dispersed workforce

af

= Date CARNEGIE:
47 DIGITAL

Leadership Development + Sales Effectiveness + Customer Service

Presentation Effectiveness

Team Member Engagement

Biraining profile on

Skillsbft

Company Overview
Skillsof is a pioneer inthe fe of leaming with a Long history
of innovation. Skillsoft provides cloud-based learning sol
forits customers worldwide, ranging from global enterprises,
government, and education to mid-sized and small businesses.
Skillsof’s customer support teams draw on a wealth of
experience and a comprehensive learning e-ibrary to develop
off-the-shelf and custom learning programs tailored to cost
effectively meet customer needs. Silsof's courses, books, and
videos have been developed by industy-leading learning experts
Lo ensure they maximize business skill, performance, and talent
development

‘Skillgof curently serves 5.000-plus customers and more than
13 million learners around the world

New Product Release:
Skillsoft IT and Desktop Videos

In response to customer and market needs for shorter, easy-t0-
access video content, Skillsft introduced two new collections
‘of on-demand IT and desktop
performance support videos. The
‘aptivaing, 3-10 Sminute videos
cover a variety of desktop and IT
topics.

‘Skillsoft introduced in September
75 videos that address Microsoft
Office applications and mobile ap
plication development. Skillsoft
expect to release nearly 1,000
videos by the end of January 2013
‘Topics will include: desktop applica
tions. design and media applications
programming and Web development
and other IT topes such as seus
virualiztion, and cloud technology.

“The new Skilsof IT and Desktop Videos were created 10
sive professionals the support they need to perform their

jobs effectively.” says Skllsft Direc-
tor of Product Management Prti Shah.

“The videos are short in length and easy
Lo access, so professionals can get the
information they need, when and where
they need it, to help solve a problem or
‘complete an important task. The videos
area great resource for organizations to
‘quickly address skill gaps and improve
{he productivity of thei teams:

‘The videos complement other Skllsoft
‘content and ae available on Skillpore,
Skillsof’s Icaming management system
‘The videos are available on mobile devie-
es, including talets and smartphones, 10
support Icamers on the go, The new co
lections of videos area part of Skillsof's
<loud-based learning solutions, which
also include courses, books, simulations,
and mentoring Skillsoft’s learning con
tent has won numerous industry awards
in recent years

View some ofthe new SOIT and
Desktop Videos at
www skálsoft.comvitvideos

Current Client Roster
American Heart Association
Capgemini

ese

Merck
Robert Hal International
Toyota

Unisys

US Air Force

US Amy

only the smart survive.

Skillsbft

A nimble, adaptable workforce requires nimble, adaptable leaders. Make sure they have
instant access to the online learning resources they need to stay informed and grow
professionally. With Skillsofts modular approach to leadership development they can get big
learning impact in small doses: a perfect fit for busy schedules.

Get a sample ofSkillsof’s leadership boosting approach by downloading the Books24x7"
ExecSummaries” ttle Unusually Excellent: the Necessary Nine Skills for the Practice of Great
Leadership at wwwskillsoft.com/leadership.

Boapbox

The 10 Executive
Toughness Fundamentals

Executive Toughness is designed to help you build and strengthen
the three traits all highly successful people share: accountability,
focus, and optimism. BY DR. JASON SELK

Dave ad the prie of semi as à | you cl wht you wat witht Hen
| perennes ech some ofthe me | Jere pues big tre kung Yor

succesful businesspeople on the planet, | greatest proies in ie, and envisioning how
including sores of individual Fortune 500 | you want our eto tun out Reinforcing what
and 100 executives. 1 use a methodology 1 call | you want to accomplish helps you develop and

Executive Toughtess a metal taining pro- | matin psn, main and inspiration
sam hat hie pope bos hir leadership | the very bonding gens of counts, cs,
Performance endachleretrulyambhion goa. | and opium,

“ny pen, in ny kindof ur, can achieve | Foden #2: Crate Your ison tS age
sor her gh pas and came cel. | Take 30 seconds everyday o vial who ou
ing hs mesa lens wenige. dpi | vant tobe and how yon tant yon Meta tom
corea then fr budnespeope ad onthe Metal | ouertan arin Jourelndatorenlod your
«euros voue Toghresstchniguesiderdopsdforahletesand | sl replay hiso image vlc ach da Th
San eme sors coches wich bd he, Lous Card | simple mena sng eerce drama i
Meere tain thr a Won Sen ec 2006 | crete he Mb tha you wil ache Your

And gi 011 Se en Ihave pd many | win, ad pots both fon and perfomance
Gale woran lees win championship, | Ge your video spec dei, wi elevate à
‘chive word rca and carn illo ago lan inte tre von image you
x scie Tougher designed w help you | can use tetra the vay yo think aout

LO Minas Tes” build and strengthen the three traits all highly | yourself, our potential and your future
Gam 2008) ssl people shar account ar,
arten adopte Hee iva bret rundown othe | MASTER ACCOUNTABILITY
Tepes” McGaw program 10 fundamentale DO WHAT NEEDS To BE DONE
va 210 esa “The net the Essaie Toophness fndamen-
non NOW WHAT YOUWANY AND WHO YOU ARE | als hp you dep one of te aa tle
inte cto." frst wo Executive Toughness fundamental | for uc scountblty.

REM ron ar bos hw you dfn aces or pour. | Fundamental #3: Set Product Goals nd
ae {Emphasize Process Gols
ae . . Ayo want achieve geste in is os
MX Any person, in any kind of acierto
pursuit, can achieve his Or sccomph them (proces gab). The
her highest goals and become Mans pr wantin in and
successful using these feo hong, o Become good a bang

E A Accountable deny ihre proce gal to
mental training techniques. finish every day tht will help you achieve

Your pode end ra,
Fundamental #4: Pine te Probes

Fundamental #1: Desa You Vion image | Schule or forge 1 os yt to achieve
Define our win. Know your purpose and | your product glean Ive your vison of el
ori to sly your ay to win in the | imag proces ol competion mrt be your top
Important aspects fl. Howin the weld can | priori eh and every day. Scheu inet

essaie a

Congratulations to all 2013 Training Top 125
award winners and Hall of Famers.

‘Along with Training magazine, we applaud
your commitment to continually enhancing the
‘development experience.

Were proud to be a part of such an innovative
and inspiring group.

www.pwe.com

Boapbox

complete your three proces gals exery day is
‘sential, Dont let anything take precedence
‘ove these daly asks
Fundamental #5: Complete Daly Performance

valuations

Learn took in the mirror every day for 1 full
seconds 15 seconds of accountability. Take the
time ona daily basis to evaluate your personal
progress and fr, and you invita willarn
to achieve your win. Commit on a del bass to
‘sing sees logs, and Fl ut quarterly val
tions o track your progress ad bete control

‘BUILD FOCUS: IMPROVE
‘CONSISTENCY AND EXECUTION

‘The next three Executive Toughness fundamen:
talssharpena new behavior: fous

Fundamental #6: Conta! Your Arousal State
Learn to contol your arousal state—the extent
to which nerve and emotions are engaged and
on er. your performance arousal 40 high
oul be going thousand miles an hour and
fot doing things wall. I ts too tow, youll
be eargk. Finding and maintining your
ideal performance arousal state will cause your
confidence to build, your brain to function.
‘more ect, and your successes to grow, BY

Executive Toughness is about
training yourself and doing
daily drills to strengthen
your business performance

Fundamental #8: Prepare Mental Every Doy
ery day, do the 100 Second Mental Workout
Brey its his
Take a deep centering breath to get

calm and focused

Sep 2: tae who you areas fyou'd already
achieved your goal

‘Shp 3: In your mind play your self image
video ofwhat youre à He jou
accomplished your goal

Step: Again, tate who you are you”
already achieved your goal

Sep 5: Take another centering breath

(Completing this 100 second mental traning ex
cs everyday dramatically improves your focus
and your ability execute consisten.

DEVELOP OPTS:
‘OVERCOME ALL OBSTACLES.

"Telas two Executive Toughness Fundamentals
will you stay optimistic, resent and pos
tives you willbe ready for change.

Fundamental #9: Adopt a etes Satin Focus
Wihin 60 seconds, replace al problem focused
hgh with sola fado to drama
«all impeove our Ral, hans, and succes.
Becoming optimistic ne ofthe mosca pic
‘sof your mental wughnes puzzle beset mans

Jou approach ery station wth Bape andthe
confidence tht you wil suce. Within 60
seconds of ving a negative though, am to
replace with ret soli focos (RS) by
‘eingtheRSF question, "Whatsonethingl an
¿o dient make this bete” When ou
er that question instead of thinking aboat
problems you demonstrate your mental ug

muscles and to become your *ssalsewlenyourvay graines.

greatest self.

muinaining basic physical fines, and by pre
paring yours intllctall by Knowing your
market customer, and competitors, you will
be abl 10 control your arousal state emotion
does ge inthe way of your focus
Fundamental #7. Know Your Sets

Develop your focus by knowing and practic
ing what you are gang o sy before You say
i Through accounability, you have defined
the tasks that deserve your focus, Creating and
‘memorizing srptfor ey interactions els you
‘maintain focus. These scripts build confidence
and reduce the aie that ofen gets in the wy
Oflendership performance

Fundamental #10: Dep
UncompromisingDiscipine
When you set your mind to do something,
find away to get it done, no matter what. Limit
temptation that gras a at staying discipline,
Överpracic being discipline 20 eventual
willbe easy and el natural, Inemalize someone
ou admire, and Keep him or br in your minds
yes your own personal mental sch to mot
‘ate youand keep youon tack
‘With the Executive Toughness mental taining,
you an accomplish anything you want a. have
seen ithappen hundreds of times, and continue
to ct happen every day all about
yourself and doing daily dls
to strengthen your busines performance muss
ando become yur greatest sR

Je A leader in flooring.

ye

D A a Sl sa

M |
mí SE y 149
Aa ¿MA 2

MOHAWK D =UNILIN MOÑAWK ¡E

mohsooimgeom + dalilacom + uniincom + mahawthomecom + mahnkuniversitycm

Boapbox

Ba Tener th
de ant Lap
sat à mue
bola
Meis ve mort
ag Lotes:
| Part sing
Cage Taner
vogue" an
“Ga Go Wt
How Bl Bacon,
ard Get Ret Hs
en ee Ss
Fe Ann Actu,
CN UBS a
US Deter
ar A or
rn coongeing

Building Career Courage

Courage helps you take more initiative, embrace change more enthusiastically,
and assert your opinions with more force. Here are three tips to help you start
acting with more courage today. BY BILL TREASURER

‘of heights tomy tongue summering karofau
thority gues, Tv i tha ses bad
ved a You may Bit srprig, the, hat

Lam a profesional courage bile, My personal

miso, and the mision ofthe courge bling

company founded a decade ago, sto help pple
and organizations be mure courageous

Now dot te wong js Because a id
at doesn mean Tim not orages. One can be

Simultancoud fad and courageous. The pres

‘nccof rise mos basic hallmark of courage

chavo, When yo are engaod in euros.

ct you are fearful ot fakes The ick st ac
spe th ict ha ju af.

EB rom he shaking ar

‘THE FIRST VIRTUE
Courage, according to Arte and others, ithe
fit vit because makes alto vis pos
sible Outside wek ouragehasbeenvewedasthe
‘nos est ingrdien to in a meaning, fal
filing and moral x al the premier vite of
work Think ans alle important workplace st
tins that connect ditt courage ts courage
‘hat helps you" step up tothe pl and ake more
initie embrac change moreentsatally and
ser our opinions more foe

So hw can you sat acting wäh more courage?
‘Sarwith the ection that ponla are cours
¡rus Is important that ou absorb this fc You
‘rere courgcouswhenyoukarnedhow'todrie à a,
someone etn a dant on our i
Job interview. At work, you were courageous when
otro ona okt isch your sls gave ape
main 1 yourbos boss and ask fra se

PL STRIKE OUT FEAR
One useful eerie was tught to me by Sara
‘Blak the founder of SPANX shapewet, The
exec. imoles asesing, your courage his
toey by writing down career moments when You
vere fl fear but kept on moving forard In.
ceryinstance where youse the word af or
care replace with the word, “couragcous”
As Sia wets, she wes fl of ke knocking
fear when she traveled around to buyers o get

‘hem intrested in sling her new fotis panty
hose andwhen she wenton the QVC network and
shen she wes a gust of The Oprah Wife Sho.
Working with, insted of running rom
what makes Sara courageous, And hs an
tages. She paced the cover of Forbes magazine as
the youngest sf mae female bilionar.

TIP 2: ESTABLISH AN ANTL-BROWNNOSING
AGREEMENT.
When ask pope fr examples of wha they would
dif they had more courage the mos common an
sv hat do with peaking upto thir bosses more
ch: The courage of serene wht Fell Tl
Courage) sums tobe themes oil form four
age a work Probbly becuse our eit los
‘wth sing to bite our tongue and “rept
‘our dle” Batlackofasertenessin the workplace
aust o aot evan and poner So unig
“ell Couragsimportat or any asp ac.

‘One way to honor your boss legitimate desire to
be respected isto cai his (or er) expectations
about how assertive he expects you tobe, Diet
ask for example, whether or ot your boss ants
ua to bea brownnose. The bos near bays
vel respond with something uch "No! eed
people wo provide me wih the information
‘eet know, ot just what want to har

Once youve established the “no browsing”
ground ule, get your bos cuching about how to
approach im or her with difhcult alba ar in
formation, Sy, “You have my commitment hat 1
wot ea yes person. Top me, can you give me
some coching tips abot howto give you upward
feedback away that wil gt through 1 ou wäh.
ot puting up our defenses” Mos bows wily
‘hinge suchas, "Dont me right afer be mon
ly board mosng” and “approach me privately
insu ofin font of iy er ct reports”

‘After this ground ul las been said, you
cane to when pta o dev tough mes
gs. Sin, “Remember our “no-brownnosing
«commitment Wal Tm going o honor our com
mier by ving you the feedback et share
withyou non.

Being alt ge jour bos the eh eo he

We are a Top 125

Training Org ation

/

Boapbox

oad tobe an fete ede and becominga tust
«confiar wil be lt air if you've crea
{gcementthatsupporscourageos conversations

TIP 2: DO VOUR LEAD-UPS
In broad terms ter ar two kinds of courage: big
courage and lite courage. Exampls fig cour
ag incide agreigto kad anew company division
in a dire geogrpy, spain nca com.
ny conduct Gey whisking) and quite a
ih ping ob ost a basins Lite courage:
mplsinclaleascrting an stat runs counter
‘he prealing opinions atempeing task which
yo rer ik and mitin oa customer
that ou made a misa. Big courage ats come oo
‘he ec of many ine courage act Lea Up as
aalthem, ae courge othe let ind

À good example of doing your Led Ups is con
timing your edition as an au For example,
The worked ch wih the hirayparer son of
à sel tonal construction company ho
‘eas init by the pospst of taking oer the
ir rom his ihe, Pr ofthe intimation vs
ven bythe sons ac of knowlege when com
red tothe knw of his thor, sw a the

Iola ofthe mor experienced senior cxctie
scam member. Sacco planning. done smart
Should not be a Single to pusing em. Rather,
À isa Lad Up procs whey the sucesor ca
‘ate augure deeper experien, knonddge and
repectinadliberatly planned vay. Thermal big,
courage” baton puig should be 4 culiao of
ray te courage Lead Ups In his instan, he
son chose o spend time sowing th companys
‘vison kes and enrolled in buses class at
proto Chicago-based unr. A ofthe nk
surge Lea Up serve o bul he sons courge
«sabias walls isconidenceinlading.

Ultimate, courage takes ation. nt some:
thingthat canbe delegated away The courageous
ats that wil hap, strength, and fet our
reer wllhave tobe dane by you So start where
you are. Sat withthe gls youre pursuing othe
challenges voue facing right noe. Sart by ling
dels safe. Abe all ai to haves vibrant,
meaning and fling care, star acting with
more courage toa.

Tort he sc, Aranaz com
ato ena reer eo

When you're ready to |
further develop your top talent

Whe you're ready to
in your Kr future
are res \
American Pi sity
‘esc en i nr
eget au ple — cm cn

Soo orig ig oi FO es a
tani op en

h

American
ane
pp |

y

With support, encouragement
and knowledge...

anything is possible.

For the last four years, you've honored us among the best
=-and were just getting started.

A Economica Insurance, we strive for growth and carer development

for our employees. Our Economical Learning Institute for Training and

Education (ELITE) is committed to developing award winning taining

Programs and encouraging employees to achieve their fll potential.

We are privileged to be recognized among the Training Top 125,
and congratulate those who share this achievement with us

economical’
goodtoknow

Get know us online at economialinsurence com

How-to

Manage an Underperformer

Great managers and leaders take the time to work with underperformers to transform
them into major contributors and higher-level employees. BY BRAD KARSH

forking with an underperformer rank as
‘one ofthe mos fia alles any
manager wil fe, Wbether your under
former consenti produce "meh" work makes
he same mistakes again and again ost fc ike
ad weightonthetcam, poor performance mist be
ddresed immedisty Great managen and ears
{ake thetimeto work wih these employes to trans
fxm them ino major ont an higher eve
pie Hee area fo bes practices to keep in

Brad Kar rent mind when managing an undrperormet
42 rag Stars, 1, Diagnose the problem, "Forever ued men
tags ding vay af he branches ofa dase re, oly
Gewinnt company one stp inspect heros” Consiertis Chi
on e ee proverb and hoe apli to management
cata When you think bout perfomance, erre no
AO me deves ability (o they know a 10 do the jb)
ses nd motivan (are they ected about doing i)
drole ‘ac yous she individual performing this way
Mei, Ti? because fa lick of bility oalackof motiva?
and etna Many times s manages we tellousches I they
es Forme js try ad they beine!” But ids ays
ino, two. work that way Diagnose the problemefctvyand

Aniigsubon.cm rain fom jumping to cochons.

tou tecapary on This docs’ mean walking up to your under
Trier Guersitims.. Performer and saying, "Hey, your mediocre

Whether your underperformer

uderperormer and identify the issue, ts much
‘sero move forward,

2. Make an improvement plan—and sick to
Se mensuable oa, have consequences, and cel
rate successes big and small For cumple,
Mat, now that wee denied the cause of se
X ant os tos respec goals for youre
to improve your performance, you dont meet
these gals in X amount of time, we ae going to
Have discuss consequences which could ince
AB and €. know you ae capable of achieving
the goals you set for yourself and Im here osu
por you very step ofthe wa"

3. Let thom know youre on ther side, Expect
gras from your employes and push Ihm
‘ceed. Reta that you are on these and that
Fed part of the growth ad derlopment of
very employee: Let them know thi ifthe commit
o bg bet jou commit to helping hem mes
hr gal By having ou ble in her, yl
tow ther confidence o scced on the ob.

4. Document everyting. canto how often
se forget do thi IR ver does com 10 point
here the employee may ned to be ad of youl
‘eed that documentation to make your as ASH.
fallow step 13 above, be sure to rep everything

in wring You abo can loop HR in
on the progres by comping thee
mais anddorumens rise.

3 Know when is tne o maka a

consistently produces “meh” work, — aa decion. Auen up the
makes the same mistakes again and sows cour kt some go

inten Wetendto ge people sith,

again, or just feels like dead weight cu, and cian chances or pus
on the team, poor performance themalongtoaorher manage Keep

ingunderperfrmen bars other am

must be addressed immediately. member as they bing the mora of

Performance lack of motivation ra ak of ait
fy?” Inucad, have a eral comersnion, give
‘hem real edad and ty o gt at the root ofthe
problem. There a dfeence between an answer
of "Gosh, Ive til it 700 times and 1 just dont
gt" (ack of ability) and “ell dislike this
projet and Im having trouble staying focused”
{lack of motivation) When you tlk 10 your

‘heemtretam doen

you've done your due diligence as
a manager—youte given dret and hans fd
ack document the poor behavior, and cry
atclted the consequences—eting an employee
1 general shoul not come as a shock. Rem,
ter you ae the only one noticing the iss with
theupderprioeme butyouare the only one inthe
poston to make a ough deci and do what is
PS]

WENO vide Jur clien
the Fregitinmoysticceen|

See For the twelfth consecutive year, the
1ychex Training and Development
enter has been named by Training
i as one of the world's PAYCHEX

=> top employer-sponsored career 4-800-322-7292
lopment organizations. www.paychex.com

World view

‘Sin pc a
Geos Oars ne
mg dames.
com ara
deetenet

fen secaargin
seston cu
ge, tie
tal.
tan en
Se sola in
come tte.
panne
PUS Te
Scenes
22056827883
progama
amis com.

Focus on Turkey

Training should aim to transfer relevant knowledge, skills, and
altitudes to help businesses build their competitive advantages in an
environment full of appetite for growth and stability. BY SIRIN KOPRUCO

igh oth conca cel ln income

per capita excsling S100 in the last six
eats Turkish business hve srl the moment
And cc further growth not only inthe ig cie
tut lo smaller cic acon Anatolia, diversi
the headquarters eign af the top prforming 250
compan in Turkey There a strong push toward
eating growth though an increase in exports
“rd prod. With the European markets in a
Signican soon Turkish business areiden
ing new partners and makes inthe Middle Es,
North Africa, Rusia Asa, andthe US. This hifi
markets comes with ppt, wel chal
lenges Business need mes in training to wok
ty acro markets and improve producti.
mtb aber hind education and tsning provers
ced tobe aware ofthe neds of Turkish business
toservethem optimum ees

| nthe Lat 10 years Turkey has emerge as a

‘TRAINING IPS
sim many country, thee are at sto 1e of
ihr prrming comparen Turkey Theron e
Turki afilar ltl organizations sich
as Pie, Merck, Coca Cala, Novartis, Baer, and
Toyota, And thee ae Tak compas that ange
(rom Forte 00 companies sich a Ko, Saba,
olaa, and Olle to smaller Tush starts.
‘Wh this important to know? One big soni
‘hat the traditional Tosh managment syleistop
down, and tis stil prevalent even in bigger Turk
‘sh companiesbecuse many ofthese remain fly
‘owned akhaugh profesional managed. À more
bot up, caltaian sl can be observed inthe
Turkish ale of foco glob organizations
depending on where the headquartn ae kat
However ia imporan © make the efor 10
understand the corporate culture of cach cine
because many Turkish profsonls are more and
more edited in couts such a he US, UK,
Franc, Germany and Ausra and may bring the
sures ths couric nto tse work cular
Other:

Take time to bu credit, ts, and respect.
Compared o American cut, Turkish culture is
high conte culture tn order lo parte ina

interactive workhop,aulinces must understand
otontyhowthe workshop bete but ao
‘who youare asthe tne eer yu re coming,
From So be prepare 0 present or lk about Jour
lan, ranging rom yur past experience and
“cation to where youar originale from and wur
fame Anather way fintoducingyours my
Bethroug aline manage ray other rusted hid
party who can make it remar on the vals
‘ofthe workshop and why you are the most suitable
Peson/rganiationw dene

Know your fl. The Turkish lication stem
is omprehenshe and compete. Parents wach
their children teimportance o ducaon ion.
As uch, trainers are expected to know ther els
‘well ani questions ina competen way and ave
Strong command oftheir traning environmen
Aendees may question every aspect of Your
traning you haven crested the taining e as
wedge about a fou.

Crete trustful environment with a sense of
humor. malice broker that wil hp tenes
intoducehemsehesandyouruseoftacfulhumor
«an rentea good rapport.

Encourage lage and small group discussions.
When rast stabs acceptable o dem
‘onstrate emations—nat necessarily anger but
pasion and enjoyment. That why discussion sa
fs way offacitatingkaringhere Adina,
“Turkish putcipants feta sense of ride when they
can demonstate ther knowledge fa certain sub
ject. However make sore ote cussions o next
Sis nd logic behind the ining.

Engage trough competir execs and exper
entaleaming, Who rts tad compete
nee sch as quizzes and oe plas ae welcome
inthe Tuning environment

Be midi of te responsible of managers
and senior executes. The Tui culture
rican irarchial cure. Ags experience, and
senior relie tri the rsponshiliy to guide
and protec Any situation that may cet doubt
bout thee capabilities oa marager may be an:
oyingandembirrasingto him ore. Be prepared
tool separate workshops fr manager and those

Proßsdona innonsoprvhory aes BL

\
verizon

I'M LOOKING FORWARD TO A FUTURE
BUILT ON POWERFUL TECHNOLOGY.

Careers For Everything You Are

Ls #1 VERIZON

Verizon’s #1 Calling

The telecom company takes the
top spot on the Training Top 125
for the second consecutive year
and heads for the Top 10 Hall of
Fame in 2014.

Learning Efectivas and ko reduced training time and a
projeteds4 milion svingsby the end of 202

'VESS pet propel Verizon 1 he No.1 spt on the 2083
“Training Top 125 forthe second era row and paved the way
Forts eneyintothe Top 10 Hall Fame ast nova ranked
‘he Top Din the st ur years.

action to meeting the 2012 corporate strategic goal tobe
more profitable and determining à common mid se around
‘operational excelence and new individual ls and organiza
‘onal opbility the VLSS program sa eadeship development
inv, explains Magda Year VE, Human Resouces,
Verizon. “Master Blick chs and Black Bs kading VLSS ini
tates are prncplly employes identified as top performers
with igh adri potenti The expectation thatthe tain
ingand skills application wil crete stronger pptineof etre
dealers teres all units and fantiona discipline

BY THE BELT
Wil implementation beginning in January 2012 cach Verizon
busines uni Wirdss Wirdine (Consumer and Verizon En
teres Sols, and Corporate Shared Services identifie
upto Meinl VESS initiatives VLSS training included:
* Teo day senior executive and VLSS Initiative Champion
Training 586 trained by yr nd 2012
"Four ck punning four months) Master Hack Bat
(MIB Back el (BB) Certain combining intact
Jedtrsining LD with immedit project application. MBs
‘ach Bison appris learning to project: 34 MB and
273 Bs trained bythe end of 2012
+ Green Bel Training: 250 rained by the end of 2012
+ VSS Basic (wo-bou "hunch and ar”) 4147 tained by
theend of 2022
+ Employe VLSS Awareness (one: 9,545 tained by the
cn f 202
For the Learning Eictvenss VLSS init, Learning &
Development identified 1 learning effectiveness projets
+ Training Request Process
2 Curricula Re Process
- Curicahım Maintenance Process
New Hie Training (Reta Busines als Busines Service,
Teak, Indie)
+ Training Solutions Anais
2 Trier Efstivenes Eston
+ Managment Support
+ Leaning Measuremen ROL
“aplyng Lean Six Sigma, we seid current and ature
state pps implemented changes, and monitor res 1
Suresatained improvements ys Lou Tdric, VP Workforce
Development "For example, our goal was to ede our four
wok Beal New Hire Tuning Um by 10 erent Applying
Lean Six Sigma, we cut non vale ale coment and cites
ad adres Knowledge and kl gaps by adding eral con
tent not currently inde”
The Real New Hite changes achieve SLA milion in sav
ings in 2012, Trick say. For the VLSS Loring fines
int alone, Verizon anticipates mor than S12 milion in

savings annually In 2013, Tdrck sys, “our L&D team wil
so on another sx prot, as wll sok o imprne the
een of ner communication”

[As the champion fr the VISS Leamingftsnes Ii
tives, Tori she haslearna res dealaboutihepemerof
dehninga dice" problem," applying sound proces improve
‘ment principles ad rating solos based on objective data

Nha us make ough decisons objectively. ve also ln
‘lot fom our Black Bes who come from al arcas of our bus
‘nei, Sk, Customer Servico, TF, Operations) Tey bring
nique ne with which tolookatour LD chllengesand have
Scenthing froma diferen pespectvethanourL8Dteamand
{Tha Thi perspective has opened the do to so many more
postes for making change that il improve Learning and
mach imprwe our basins

GROWING GAINS
ln 20112012, Verizon made several strategie acquisition and
organiza! changes o postion the company or future
growth. These changs created significant waning ne hat
Fado be quickly addresedby the LAD tam.

The acquistions of Terremark and Cloudovich enabled
Verizon sell dud storage serviesto midsize business large
aba enterprise, and overmment customer Versos clo
vas designed to deliver high seeds and high kvl of Security
‘witha larg team of pecas t support the dond customer
rate 201, asa en of the Terremarcacquiion, Verizon's
[ERD team rapidly developed 17 Teremark IT and Security
ures that inde online es and recorded tutorials by
Subject matter experts SMES) Completion was mandatary for
13000 Wirdine employees, according to Claudia Healy VP,
Human Resources, who notes hat by uy 97 percent had
competed al programs. “Sales of and Security Services show
dy growth” she adds “and Terremark reverse increas
progressively quater ver quater”

Vernon Enterprise Solutions (VES) organization was formed
in January 2012, bringing together the age global enterprise
and government sles and customer service tums rom Wire
Tineand Wires. This change ao roquirl immedite support
from Verizon's L&D tar "For example the nsc, VES dit
ave content sling methodology Healy expan. “Toa
dress thi, we partnered with Sales Operations to implement
Values Focus Seling The program includ a consultative
selng model, and an opportunity planning and sratgic ac
‘unt management proce al supporting evene growth”

‘VES also implemented Saleorscom a ree customer Fe
lationship management (CRM) tem. The LSD tam aia
ey 5000 ba sales employees ring bris stems lack
out. A ende ring appronch combined paca ening
al user guides with Ve snippets, and in-brandh inarue
torte taining (LT) sessions den by 260 SEDO "Heros?
(employee nominatl for thi tes say and wilingess
Lo embrace change). “Using counts Q MINDihar, we quize
eames on Salorcecom pre LT sa paced cours 10 ide
ti fcusares” Healy sys "A Q App pushed questions to
eames via a desktop popup. Learners could dey responding

ni comen time. Q M
tunity The aproich ete à 90 pren comp

The LAD tm also needed 10 ros-rin the sales teams on
Wirdin and Wiles solis ports, Using existing cur
‘cach busines uni, he team took a “divide and

conque?” approach to rapidly ros

theft and second quires of
had using Q MIN Ds we plan

To achieve th

enterprise desp development currcuum ar

the Leadership Devopment fonction wi

the Corporate Talent Management on

nessdrhers wer:

* Verizons ONE-HR Inia
ligament inate designed 10 align on "ONE

ner wide HR program/ procs vers mul
Spe business specie HR program process,
busines unit move asa developmental sets
requiring leaders tobe tained conte so thir
ability rive busines css trance
ses this challenge, L&D
al exiting busine
pment curriculum frameworks and pr
the gal
in Arn Pinch dec
Wires’ Vzleudenhip Unhenäy

"niespei kadenhip deel
aligning around internal bs practices
VEL) wis

EL VERIZON

mth sls teams wihin
Basa on the succes
more broadly depo this

2 goal of dtrring a concisa, tee
central within
zation, Saag bs

adopted a the best practice uri
pro sopervice and frontline
programs and Wirdine tenedor

program vere sc s bet pro
tes and were integrated within the

enterprise wide VZLU framework and

“VZLU builds leadership capabi
iy progres as leader advance.
Verizon enterprise wide Leadership
Capable provide the foundation or
alprograms Th following capsbilty
individual comrbutoro:. Verizon
financials bass erica thinking fun
mental day)

+ W2leader (ne frontline den)
Coaching. individual

EROCHeg aspects of management,

i urinal ch

rations management intrvicwing ls (2 5 day)

+ Vader? (mare frontline leader); Coaching team
performance advanced cial thinking (5 dys)

= Velarde (level manages): Change management,
vanced final acumen (2a

The framework allows for Mel, Hirsch says making
it simple

1, det, or sep capabiy/comen ares as

busines neds change. “Though this cfr, sx redundant

programs wer lminatd” she nots, “Using internal tines

vers yon to de ore rogers rated in

in 00. By the endof 2012, we trino

Messing VZLeadris leaivenes in 201, Ver
5 pesen stur an investment and 53 monih payback

percent ore
period, Hirsch as."

Empronement pest raining (Le 6 pere increase qu

FAST FACTS

+ Toa number ener ad independent contacte

Success in the senior living business is
all about development. Of your employees.

ring Officer's
signation and a L
at we're most proud of is our

Rte
SENIOR

Learn more about exciting opportunities at
Viliving.com/Company/Careers.

si

N

EL VERIZO!

3 percent incas praduciviy, AD percent increased em

oye sai, 53 percent increase customer tin
and 30 percent increased sale). Sine ling the program ou
terre widinJansary 202, midyear VZLU aus showed
‘abst ea on ear improsement in trainer ad Ian

imam,
para in «new two-day program call “Leading for
Sareholer Vale” (LSV)

from the Seni

mor than 210094 percent) director across Verizon

whic eeaged hey karaing

ram aged the share
GE Veron’ pas and ex
‚cl statements and the

pated performance Veriton fi
mer of collaboration anda "ONE Verizon" culture Though
4
Peril eaming, the directors pantiipaed in a compete
Cusomizal, and contextualized tabletop board simular
¿Kale application and

à Wen

roach ofboth tur and appli, interactive cx

acte working in cos funciona

quick TIPS
Vero exes Mle! Sunderman, Maga Ysa, a Law

tin ied ga ri cti re actin of

Leaders Teaching Leaders” bea proce

leadeship development. Directors al
on the go materias that inca a dowenldabs no

ac Sharcholdr Vie Map and adr dative tocngage

teums doer within the organization

According to Varo

study conducted by The Evaluation Insta conser e
ims hat he RO from his iii les 10 times he
amount invested, with tit amount expected o increase over
fine, Ar poset azar sp, at kas 30 percent of its
rina have wad thi LSV earning produce mesial bs
nes impact through ot savings and increased evens.

the

tier offenders representing mo 000 people managers

tegrated io all VZLU business and financial cumen Tas

avion theo.
In 2013 thet
aroquied Acc

330 Verizon leaders will patate in
Ah” leader develope

Verizon e postioned to achieve with a rtonalied and
optimized infatrcure

2° Cut th ability 1 sc and size opportunites in
an increasing volatile uncertain, comple, and ambigu

ous materias

$ Engage in poten proces thet ns tends, ne

cgriaes potential disrupters dentes opportunites

rales tame wat ana
hp dint Tedrick I Februar
we launched Data Solutions Cerf 1 Data

team members. Our goal

Transformingthe ls of Ver

Solos busines sls spo

woul Brenden technical acumen. Employees took a pr

assessment based on the competences. The certification,
sign by role and aligned withthe new competencies
andpre-ascment reals, ncladodananerge of 4Shouts
‘ofadvancd technical training (OLTIVILTILT) taken ont
ther publie through asalespresetationtolearhi

We are proud to invest in our most valuable assets - our people.

Ls #1 VERIZON U |

“Toachew certification, employes sede to complete required
training deliver thir sales presentation and meet or exceed
ota. Roule Rost training test cores average 8) percent (8
percent higher han prets) Sls presentations averaged à
{core of 377 on a 50 scl, For every Waning dollar insel,
S864 in net Benes retumed. AS rol, we continue
‘sng this einig with new his in 2013" Trick a "and
wein he proces of balling our 2013 emerging technology
taining roadmap for our embeded base”

In addition to traning employes, Verizon's L&D team pro
vides raining directly to customers as a means of improving
thee experince with Verions products and serves Forex

= sys Michael Sunderman, ewcutive director, Talent
Management, Verizon’ ISO 9001 cert customer training
team plays an important role in the sales bid proces by pro
‘ing pre sale training domos to edcate potential customers
où the features and capabilities of Vian enterprise product
solutions Training demos ae tard to the customers se
‘hirementsoulinslinroqust for proposals RFP) "Customer
trinersareexprtsontheuseand benefits ofthe Verizon Ente
rise Portland is suit products or example” Sunderman
ots A recent triningidmo ested ina 12 Ste Global PP,
FPL, and IDE contract, We won ane account fr Verizon and
increased rene aero”

VZLEARN MAKES LEARNING EZ
Van, Verizon’ enterprise wide losing management ys

‘course catalog ta partition leaning history and provide
‘completion ports When VES formalin 2012, VZLcarenablad
it to quickly support the new learning neds without incurrng
dina costs "Apr of ou 2012 ONE HR L&D Technology
Anita, we implemented, and/or arin the proce fnac
ingorsimpliyingmukipk aplcatonsandplaormsvithinour
EXDinfastructre” Healy sas These inde:

* Implementation of ew VZ Learn Search function race
time requied Bad and emo in eure (SLA milion a
ua cost sig)

+ Transformation of VZLeaen ito a Unid Learning Portal

(LD), which ll aggregate Verizon’ karning conter ino a
personal sinle entry pin forallluring neds The LP
‘wl provide earners ister aces hse on ewer dich and
page ads nce to acess leaning comen ($22 milion
annual om sing)

+ Consolidation of mule assessment applications ino one:
QuesionMark Reception

+ Considtion of mip Level Law sure applications!
teas intoone karningmenuremen! lator

+ Implementation ofan advanced distance karming platform
rompre der capability ad ces

[Adds Teck, “Weve made alancements in mobile ae

ing over the course of 2012. We developed the Learning

Album (LA) for sls ne hie training LA sa Web aplication

Supportedon ads and Android tablets. Participe expo in

Teac cotertthrough LA pais (olkcinsoftest idos,

podes, activi, quizes, and assessments)” Vert date

ess: $24,000 saved in paticpanlender guide printing, and
earner feedback averages of na 5 point ck

To teach FOS technicians howto use a Rare meter that
ket voltage and gene of oa cabl Verizon hi a4
‘Simulation vere via justin time pian on rogdied
Android abet: Used in new hie training it provides mobil
as tchnkins navigate through various techni raining ce
tersandhasheped sped the dveryof taining, edi

‘Verizon now i ping a table optimized performance sup
port toa called SIMON (Simp Information atthe Moment
‘of Ned) in 2 el tes “Curent, our online rence con
tents accesible through static point ofa stations located
ind counter” Teri explains "Reta representatives ne
vo break thew of hss presto ock up information,
making ita diconnected pros fo them and our customers.
SIMON makesthat online erence content mobi cnablingour
reta representativos use SIMON sie by sde with customer,
limiting todays point of sale machin and counter hare”

Verizon pis fo fall deployment SIMON nt quarter
203. tn terms oies impact, Tarik say, we poet that
csstome statin vilincrcas, aig to potential higher
[Net Promote Scores, and weve rest $2 milion in repr
tate product savngs annual”

(On the soc karing fon, employees use Device Forums
(DP to report device es and share tps, tick, and suo
ionswih pee LAD maintaistheDE infrastructure, il he
Device Team and manufactures manage the sus and conte
DE hs 4692 users (68 percent Jar one year growth). “Cas
tomer service (CS) representatives imma nportod ses
witha new software easebasel onan inf customer calls”
Toirc lates. "We stopped he les, x the problem hen
released with no sue aly problem identification through
DE saved thousands of customers rom frustration, prevented
thousands of clltoCS and reduced the cos of deve sample
request ortesing by $3150 anna"

Verizon curriculum dewlpers use Yammer (an internal
social networking tol toaskSsleyCSempayesto post eal Be
crains practices tha then become the bs fr ole plays
Trainers st up lasroom Yanımer groups. For example new
ire groups ik new employes with euch ehe, hei trainer
and ender, and oes inthe new workgroup "Through Yan
‘mer, ew res cn sl communica, share information, and
participate inthe broder Verizon communiy” Tricks

Employees and L&D als post training videos on VZTübe
(an internal Yue ike ste) 1 enable viral kating In 202,
2.800 pls videos were posted, with more than 2 milion page
ews Teck as.

"Were just scratching he surface af whats possible with
social and mobile Learning, gen the explosion of tablets and
smart phone with greater banded, sped, and sen sis
“Ted bles. 1 thik soil and mobil earning wil
contin to bei inthe coming year also think that ge
busines movement toward nore mobil workforces and red
‘ions tae buss o rung, ering how to eerage the
poner of loud technology to facilite karning anywhere any
time, any way willbe big or ourindus

LE #2 IFPY LUBE

‘Tech, Customer Service Advisor, and Team
ead postions and products.

The gal ofthis program for JL employ
‘ss to gina better understanding of service
enter operations and the challenges faced
by those operating Jify Lube locations,
explains Ken Baber, manager of Learning
And Development, y Lube International.
This mate allows us to become a bete
franchisor dueto our ability to rate o the
challenges storeemployeesand operators fac,
{We are pleased with the success and planto
«expand this program in 20137

TRAINING IS JOB 1
Undaunted by a seeing economy Barber
proudly emphasizs that ining continues to
bea op priority fr Ji Lube as Ihe company
ste for operational excelence "Wehe found
that a strong alignment ad open communica
tions with he JL Executive Leadership Team
(ELT) andthe Ji Lake Associaton of Fran.
hiss LAP) the bes way to ens traning
isatop prior

ear and with ey members monthly This
naar tt LU sin ne wth overall company
Sean prior”

In aldiion, a JLAF Training Committee
meso vital each month to rev une
‘content and plan deployment fr new tin
ing initiatives "The alignment with these key
stakeoklr as helped gin universal support
foe LU, Barber nots.

TUL recently established an oducaional
partnership withthe University of Marland
Univesity College (UMUC). Through this
agreement, ily Lube service center employ
can rans ify Labe University reiste
UMUC to car am undergraduate cette in
Management Foundations Additonal ify
Lube International and Pennail ofr schol
ships the pram fr ging te

“Over the lst ew years, eve added more
robust online aming experiences fr ser
vice cer employees, some of which have
‘contrite to the increased an, and success,
‘OF ify Labe Universa ein tothe pro
ram recognition by the American Council on
Education (ACE) and Automotive Service Excelence (ASE)
Butera

In 2010, ACE determined that an individual earning all
10 LU certifications earned the equivalent of seen hours
of college credit I now provides an ACE transcript 0 em
plays who have completed the courses, which then can be
applied at thousand of olleges and universities nationwide.

Only two other franchise organizations McDonald and
Starbucks —have achieved ACE accreditation, according to
Barber. "JLU abo the only training program in the idos
trytocarnthedisictionofbingan ASE Cord Training
Provider? e ay. "A à esl, Hy Lube i able to provide
employees witha ars pat, leading 10 turnover tates tha
have decreased 1 a eve well below the industry average the
haa oyen”

CARS & DRIVERS
In 2012, Ls corporate strategic goal focused on devdoping
growth opportunities fr iffy ube franchises and provi
ing a words experience for customers. Neither af these
gras would be achievable without thorough, comprehensive
{raining through HE Luc Univers Barber sas. “One.
nue o hop Franchises achieve growth aswell as nse we
hep customers ave worry behind, so ensure our service
enter cams ae knowledgeable about the services required
to ep drivers beep their veces in top shape. To this end,
its ify Lube policy that no service can be performed by a
technician until he or his trained and ceri.”

“The JU learner and manage portals provide 24/7 acces for
learners. a roadmap to chart thee pth cancer advance
anda "ps gage” to rec thir current standing aginst the
standar, À simple, Rex, color-coded dashboard. report
reflects the stat of individuals, sore, district, egons and
anal cerati percentages a ll 10 certiction kel,
This as reed na 60 percent overall improvement in ein
ing ration nthe ast three years Baber

In 2011, some 125000 certcations were carnal, and more
than 13 milion hours of learning took place. For 2012,
the company ceritcations eared Increase and fify Lube
surpassed LS milion ours traning for he is time

Ab a result of thi continous taining, ify Lube has seen
consistently higher customer service scores over the lst ix.
‘ears, contributing to the eurent overall postive response
level of 905 percent, Barbers,

‘Withmore than 20 seve eter locaton acs the cou
tn ify Lae Univer ai taches the stands o the sore
image and technician perfomance o protec the brand. This
training progam is used 1 attract new ify Lube fancies
and pro the inital training node for a succesful rt
tp "The esulthasbeen postive tre can growthofmorethan
100 stores in 20127 Bart pots "and the lest poof pro
spective franchise inmorethan 1 yea”

In 2012, thebrand launched tne customer vale propos
tion (CVP): abe belies very drive deserves tobe re
From the anxiety of Keeping his or her veil in op shape
To communicate the new CVP, the learning tam Iunched
a video series in Ihe companys earning management ss
fem and updated devant elearning and coaching materials,
After this implementation, Barber sys, 96 percent of ran
(his employees surveyed reported tha they understood the
ead forthe CVP and knew the tagline,

“The sucess ofthis int relied on service center em
ones communicating alar mesage to customers which,

CE TETE

L: #2 JIFFY LUB!

PURE Tage rot a
se,

in tur, meant a heavy lance on training” Barber sp
Through ify Labe University we wereable to provide course
modales o ensure service center employees were prepared to
speak with customers confidently and knowledgeay about
their eid preventive maintenance

benchmarks training sucess not only on

Barber says IL
a consumer leve, bu also on an internal evel, “I's impor.
tant for us to sane that service center employes enjoy
[earning through JU, while msntsining educational excel
lence, We've sen the postive results in a numberof ways

anystery shopper program go up fr sx
|

ete re We abo rem conducted
«anche ervey rpg the tn
rogram in hh LU rede 90 percent
cpa ae

"xdd. LV tks snd mesa
ha number of traning cues
Compra serien cad, and al
fours traigo yar Weak ve
‘ow the ede fom eur stad in oth
Immer and ekuming cous” Dar
bers Teac contin

LET'S GO TO THE VID!
Social learning sone delivery method hat JLU has been de
voting more attention to ch, "A ify ade International we
understand at social karing Suet area pctv feature
forservice center employes especial sine ou students typi
«all range from 18 to 25 yar ld and already participate in.
ther 9m social media activity” Baber sys

As such, the idea of a Video communication platform
for sharing best practices modded afer video sharing ste
Yue it wel with LU training mission "We equipped
all member ofthe LU Learning Team with video cameras
Fld trainer work with the store employees o cpture Best

Congratulations!

“The Bob Pike Group has been extremely helpful in helping us ge to a world clas status.”

"Kon Barber
JL Manager of Learning & Development

practices, ideas and success tres From there, we eit and
produce top-quality videos tht communicate best practices”
Barber sy. "We ako created an kon and a tagline Your
‘oie aurmision hich etic the location ofthe video
Within JLU Tube ad video ofthe week”

a jas the Best yar, JLU Tube premierd 30 videos fur
ing best practice Meas on subjects such as customer service,
teambuilding, operational excellence, and safay, long with
videos to ass in communicating programs such as “The
AU Star Competition, “Updating the Customer Vale Propo
Sion "National Advertising Campaign and explaining the
University of Maryland Univesity College ify Lube alliance
for further education. A ns video, suggested by eric on
ter employes, is posted in JLU every ne to wo weeks andi
viable tal employes. Each vide is archived sit an be
Acceder the weeks turd

IL Tube has alowed us to capture and share ideas expe-
ences and success stories with al leaner and has proven
to be great way o communicate wih the etre system”
Barber sas “fy Lube leadership has used ILU Tube to an
ounce marketing programs fundraising campaigns (such as
“Muscle Up—our 2012 cause marketing campaign benefiting
the Muscular Dystrophy Association) and other sistem wide
iniiaives. The results have included heightened awareness
and succefal implementation of operational bos practices
and campaign such as Muscle Up, which raised more than

SL milion forthe worthy cause”

LU Tubes just the beginning Barber says. "The workforce
ofthe fate wil be more tech savy and eager fr jas
time leaning We kno tha the se of interactive caning
Simulations, and virtual instruction will grow. Acces o
{is information using smart devices also wl Increase, and
‘we must gow our capailiy 10 Keep up withthe tends and
Student demands”

As such, LU is currently inthe proces of aunching its
newest simulation projec called A Day in th Life of a Sore
Manager.” Available to rines in March 203,the projet wll
fera more indepth experience to thse going through the
management training program,

“Wealso conducted a virtual instructor ed traning (VIET)
pilot in the al to determine how we could expand our nach
and reduce ou cot fr LT clase” Barber sy. JLU used
{he Blackboard Collaborate platform to deve the previously
fourhour ILT Empower the Customer and Instant Expert
cours in two hours vital: All members ofthe LU Learn
ing Team were tained o use the platform; preview sesions
With busines leaders and franchises were conduct: and à
Sl enrollment schedule for21 pilot sesions was distribute,
"The pilot proved so sucesl that the course have been
added to the normal training schedule in 20137 says Raber,
‘who ote thatthe potential for expanded reach and reduced
ents ar in exce of 5200000.

‘Thank you for letting us
be apart of your success.
pers

Adayana has a passion to accelerate our clients success. A

Find out how we help them and how we can help you.

fa

Fos changing and ever demanding erstarment wich out chants,
‘compet. and we ne ec o LAN YOU dou yeurhuman copia

ADAYANA

SEE cin pemance on elecere her os ie

rra az com ang JANARVEERUARY 201 | 37

ANKER

MEL ER eng

‘3 COLDWEL!
(O

Mer «)

Coldwell Banker Real Estate took sales
O Id we | | training to the next level last year,

offering innovative online and offine

programming, and even user-generated

Banker's ===:
Sold on Training

string the ar ofthe del may be the est
corporate earning pus. After all isthe
anything harder in busnes than sung
home buyers to make the biggest purchase
in thee lies? For ral esate gant Cole
Banker, 2012 was à eur 10 ot oly fine tune proven sles
training methods, but to take ita stepfather int the lm of
innovation, Along vih package sing programs that fer
turnkey solutions to managers and gets the company dle
into social meine programming, offing sown nt
work chance to contribute dit to ring content,

SALES MEETING-READY

The taining program from the last year that Coldwell
‘Banker University (CBU) is mos proud of Sales Meeting
in à Box (SMIAB)," ay Vice President of Learning, Cold
well inker& Coldwal Banker Commercial Rea Estate LLC
David]. Birabaum. "Isa train-te trainee tool ki for sles
managers to enable them to offer minttraning sing
within ther existing, ongoing periodic meetings with their
agents” he explains

‘Weekly or monthly office sales meetings are common in
real eat, bt many sales managers have difficulty Binding
‘meaning content to deliver with thie busy schedules
Birnbaum points out. SMIAB was developed to provide
manager inthe ld with multiple 2. o 30-minute tain
ing sions, each covering a specie top. Each seston
includes a leaders guide a participant handout, scripts, an
‘expert video, and an agent peer “best practico” video, The
‘objective ofthe SMLAB nitive sto create a brcyoftop.
les for sales managers 1 choose fom that ad to near-term
actionable busines outcomes for Coldwell Banker agents
by improving customer service furthering in-depth local
marke knowledge and increasing listings and sings. “The
‘timate goal ofall our natives is ensuring consumer
voho choose Cowell Banker agents receive exceptional ser
ce says Birnbaum.

la 2012, Coldwell Banker University released asuiteof nine
diferent SMLAB modales with plans to release new modales
‘ona monthly buss, “This program has enjoyed phenomenal
Succes as there already have been more than 5,000 down
Toads of SMIAB modales by sales managers” Birnbaum
nots which exceeded the programs 2012 targets

MAKING MANAGERS
In addition tits Sales Meeting ina Box program, the com
pany offers managers Talent traction Boot Campand ACT
Now. The purpose of Talent Attraction Boot Camp, alive
‘one-day workshop, isto help managers ind, understand,
And be prepare to articulate the nat benefits of Cold
el Banker resources to a potential agent. I incorportes
manager agent roleplay, as well as roundtable and group
“discussions. More than 90 percent of managers completing
the program flit would improve her recrutingeffortsby
‘more than 20 percent according 0 Dave Rood, senor dire
tor of Learning, Coldwell Banker Rel Estate LLC, who ld

evelopment ofthe program.

‘Act Now i à two-day traditional classroom course for
managers to increase the productivity and protbity of
their office through recruiting of quality agents, leader
ship, nd building culture that attracts and motte sles
Associates. Each participan creates an action plan during
‘las ands partnered with another class member to support
‘them in completing it when they return 1 thei ofc. The
‘course focuses on ereting plan to asis thir associates
in superior customer service, strengthening the producti
ity oftheir existing als force, wilizing effective leadership
that drives both individual and fc rvs, and building
learning culture that enables team memben 10 reach their
maximun potetal

Mare than 0 percent of Act Now participants (Le, the
manager) reported thatthe program significantly affected
thei local office productivity

Coldwell Bankers BluePoint carer development program
provides both new and experienced agents the opportunity
to better serv homebuyers and sellers and thus gro their
business with the assistance oftheir local manager. The pla
form allows Colwell Banker manages to quickly gauge a
mes hited agents productivity lev and learning needs
o guide him or heron roadmap” of appropriate lara
ing interventions and actives, urine agents success,
Managers categorize agents into four experience levels
from new agent 10 seasoned profesional, and then use
pre-established course suggestions foreach category. The
manage sable to track an individual agen progres and
refer to built-in talking points fr scheduled coaching ses
Sion. includes several Coldwell Banker exclusive raining
programs, alongwith others from ousie partners.

David Rubenstein, senior director of Learning, Coldwell
Banker Real Estate LLC, sys Coldwell Banker Univers:
7 bigest ongoing challenge isto constantly measure the
impact Farming is having on its agents. "To this end, we
amsn are tweaking sr traning measurement stem
and executive report cards. Everyone— rom al teainer
to our president and CEO-needs o know we are meting
our ebjetive of superior customer service and that Cold
‘well Banker University supports our agents and managers to
chive and even exceed-—that objective”

For five. years Coldwell Banker has been collecting
Kirkpatrick Level, 2,3, and 4 and ROI data. Leveraging
‘predictive Level 4 result, more than 8 of every 10 ales sio
‘ates who have completed a CBU program sid theirinome
‘would increase mor han 20 percent

To drill down even desper —ensuring agents ar getting
maximum support from the brand in 2012, CBU into.
ud big daa” Level 4 mining, where instead of sampling
business results of programs, now measures 12 months
pre and post sles data points on is core program. Every
ore Coldwell Banker taining program this ls measured
for agents increased sales transitions and increased gross
‘commission income (GCD,

Cowell Banker is also at the leaning industry for

CEE ET 39

front with hybrid approaches fr informallscil learning
measurement using both social earning portals and mobile
earning opps

USER-GENERATED AND
FULLY PARTICIPATORY

Coldwell Banker currently is in the process of parnering
with leading industry vendor o provides mobil, pee to
psc and collaborative app that wes crowdsourcing toate
and cxtegorze shared learning net of wefl informa
tions tip links and reviews, This will enable both new and
seasoned agents inthe eh ask or information they ed,
and to contribute content othe Coldwell Banker comma

nity for use by others, as well as to record and report on
informal karning within the entire organization,

The Managing Broker Academy (MBA) portal ends various
too and resources alles to Jn rom eachother and
from themovratorsan authors (earning Department) forthe
sie Ritts per to peerandesperumentorto-per know
(se sharing and collaboration enables the Cold Banker
{ening Department to lat and monitor social ening
aswell cree acuure of kaming and colaboran.

The MBA Portal opens asa virtual Colwell Banker of
ce lb, where students are gretd bya elf aaa to
gui them to key collaborative educational sections such
as Online Discusion Groups and the Broker Bog, where
they can engage with industry experts and leave thir own
comments. Additionally, the MBA provides ucts withthe
Folowingsociacllboration tool: communities of practice
discusion groups, expert forums, blogs, FAQs, and various

types of user generated content
(document, vos blog entries,
A second collaborative social
learning portal was developed
for sales ascociats. Known as
lien has a similar ange
offunctions incoding:

Training courses and leaning
+ Videos and. podcasts—both
externally produced and us
ergmertod medi, a wel as
loi based steaming video wi
Teaming festoressuchas synchro
ization with PowerPoint sides

And the ability of wen to add
ents and tings to ay vid
co podcast die sto course
"Community discussion

RSS feds aloe ser of
low learning and development
thought leaders and. recive
feeds from sources in the real

‘ttc indastry

Tinks to social media

"Links to meda hag site in
hain Cold Banker Vosfibechannd, Onlacaten.

Both portal serve as a front-end to Coldwell Banker’
learning management sytem (LMS). Any self paced cours
(that werent complianey based were pullout ofthe LMS
and putin the social learning portals, eliminating the need
for registration, The “lick and une" spaced courses
ssa tenfold increase in wage

À similar portal is in development for commercial real
estate practitioners "Managers in commercial fies dis
pesed aros the country will lar from eachother in
Online discussion groups or by submiting thei ova best
practices” explains Ann Dilo distor of Learning, Col:
Wal Banker Commercial

The Blue Portal wasimproved st year, sing HTML
Lo make i readable with wer generated content on Pads
"We were looking to go beyond simply dumping training
content onto asma ren” sy Bienbaum, “While not ll
our experiments in mobile training were succesful, Cold
vel Banker bles in continuous Innovation.

Binbaum adds, "We reliving ina period of rapid change,
ich only aceleratig New learning technologies ari
‘ach year and need tobe assessed by your Learning Depart.
‘ent forts ability o support the veal adjectives of our
company. At the sme time, the sheer amount of informa:
ton valable is exploding, making it dificut to keep up

But dont pic, Birnbaum emphasizes. "You dont hae to
knowverything” hey "Amber that new techoologes
ow ae bring developed hat wil hp yout nd ler and
apa nformaton in more inligent and effet ways"

Farmers’ °
Comprehensive

Training Policy

Employee engagement and
leadership development programs
that ensure a wellstaffed C-suite are
just a couple of the components of
Farmers Insurance's winning training
formula. BY MARGERY WEINSTEIN

for cin the taining oran wil be induct in 2014
Gn the Top 10 Hall o Fame after ranking nthe Tp 10 fhe
Training To 125 fr four come years

ENGAGEMENT VIA LEARNING PORTAL
Over the ast few years, eve focused on employee engage
ment ining aly deep annual engagement measurements
‘Sy Director of Employee Development Stee Muller "We di
‘led up sr als ven Further a our ago by purtnring wth
McKinsey to benchmark our organizational heh using an
(Organizational Hlth Indes, We had a gap in aly ployee
declopmet 1 we turned ur ation 1 ain that pp.

Recognizing th need for greater development opportu
ties the company looked at how to structure poston, and
ever the ght learning options stored in its vast Hibeary
to employees, regards of ole, tenure, or proikncy kel

"This effort sled in a robust learning portal tht goes
el beyond just providing aces to courses” says Mulder
"We developed away to build bridge from persona compe
tency assessments and career guidance al the way through
targeted development resources to help everyone in cur
organization”

Thenew portal helped Farmer achieve multiple outcomes.
The company has a deep training library, but employes
fat {used trying to nd the Best learning when à spe
ie search might reveal dozens of chics. “Working with
SkilSot, we dialed in the top two oF three options by
‘modality fr all ey organizational competencies” Mulder
‘explains. “Today, people can say, Ti ata novice level on
Competency X and T ned to get 10 the next level” We, in
tum, provide access othe tp leaning options to get them
‘moving on thir way in just afew mouse clicks, Consump.
tion of onlin earning is up nearly 10 percent year-over-year
in our test mesure:

‘Online book utilization at Farmers als increased 9 per
cent euro year. We offer SklS0f8 Books 2087 to our
employees mapping of books to targeted competency
‘development and eater guidance, says Mulder

Tn addition, the new poral disseminates leadership per
species through videos featuring top executives who
‘converse va Blogs with employees. With such innovation i
{snot surprising that vido delivery oral has improved sig
icantly, “We launched he University of Farmers Network
Within this portal lst year. This new feature isa YouTube
Tike interface that has rea improved video delivery.
Consampton of ideo is up more than IS percent er or.
year” Molde note.

‘Meanie, career guidance has become mor practical,
"One particularly elective feature ofthe new portal isa
career advisement section tat ets people choos how they
‘rant to maneuver their career based on the type of work
{hey dike to do what theyre good at, oF geographic pre
ences" says Mulder. "When employes select from options
Jn these categories, the database not only deliver potential
next jobs for individuals, ur also the earning 1 help them

los any gaps they have today, to gst tothe next cores step
‘ey aspire to”

FARMERS’ FLM
‘Along with refined eater devopmeat program, the coms
‘ay aunched new adership moda The projet, which began
in Farmer? Clans division, i non asthe Farmers Leader
Ship Model (FLM), “The project began wit he ealuaton of
senor eadership rt and custom 360 gr evaluation that
thn was cascaded down through the organization," sys Head
‘of Claims Training ene Haber.

Princpallybsa on rechter, sub competes and 57
land chaos, FLM enables the Chis organization to

© Braut all ds management and summarize strengths

andoppartuniies

+ Author development pans

+ Tete formal collaborative proces sel development
‘The Cums divisions FLM ls drive by am executive sum-
mary ofkeystrengths and opportunites which is developed
From all avaiable feedback, including the 360 degree eval
ation, performance information, and engagement survey
Employees se the survey to create thcirindividual develop.
ment pans highlight ofthe system it ability o ent
mentors aros the Claims organizaron by matching the
individuals specifi kill opportunity witha Ist of people
‘who have strength in tha IL The sytem then produces à
lst of posible mentor for cach employe, allowing employ
esto slot thei own mentor

“This collaborative inate represents a major cultural
Shift in the people development process” says Haber, “and
relies heavily on peer group feedback, ads and the com
anys social platform.

date Haber and her team have completed theevalation
process fr 1,200 Claims manages, with 1,50 supervisors
Scheduled to engage inthe program in 201. A participating
Clams employees willbe reevaluated every 1 monthsifthey
remain in ther current ole or within six months of taking a
new asgnment

With such a focus on developing leaders, the company’s
secession plans are hearty, “Farmers has a comprehen
sive succession management system in place” says Head
of Emerging Talent Development Alia Vanitzan. "All
officer are required to have in place a succeson plan and a
fine box gi. These succession tools help us conduct alent
reviews. Farmer has a history of ensuring that line leaders
reine in scouting top talent and know who those po.
lear in thee ne line of busines or funcion. We revisit
and ovio our sereming criteria yearly o ensure currency
and relevant he organization's ned”

TURNING TO TABLETS
‘The company also saw a technology improvement his year in
sus of electronic at in Ioming "We imesed in hn
drs of tablets for use throughout matiplclasrooms in our
learning organization” ays Director of Leaning Strategy and

CET PE

THES RSE Lag & Deep on an a or
eee ge rng bed omit más.

Performance Art Dabruck “We encouraged our poole o ze.
familia with the devices, ake them home, experiment and
become partes in developing solutions to effectively deploy
them nthe cs rom

‘While taking Univesity of Farmers courses, participante
as tablets ha allow them to annotate directly on each igh
tal document. When a cause ends, they can e-mail thee
document 10 thee own computers, so theyre wating or
them when they return from clas

Participants alo usetbletsasrescorh tools duringclasses,
looking up Websites, accessing atc, and viewing videos
immer training designers us Brainstorm to facilite
collaboration sesions. Instructors use the tablets video
Recording capabilities in the clasroom to capture skill eae
ties and facilitate group coaching, And they crete iBook
with embedded vides as earning tos.

This shift o tablets enabled Farmers to reduce operational
costs by nary $800,000 in 2012, according to Dabruck,
‘Along with tablets, new dectomi platorms are making
employee t-employee communication ease. "We provide a
robust alternative platform for our als agents by leveraging
Jive technology says Head of Fld Training Dave Npstrom.
This technology has been instrumental in connecting nea
15000 exclusive agents across he country to programs and
practices of inter to them, with poco per communica
tions fostering an emtronment where this alien can asi
acces best practices, nt from the organization, but dirty
From thee pers in the Bld, who ae dealing with and over
coming operational and business challenges every day

RECRUITMENT AND RETENTION
With reruitment a competitive and often challenging

4 | anuani#e@uARy 2053 tbn

ANCE |

process Farmers ri on more than
ds cn pro abo partners
ih clleges and universes "We
cen began building relato
‘hips wth higher eduction cities
whose MBA programs align with
credo? says Chit People Officer
Deb Aldred. "We are not aloe in
‘our talent search, so we have Ben
arinaing with these universe
on integra their young ul
nt nto Farmers busines rots

This srngthens our rlionship
while al providing upcoming
russ the opportunity Kir some
eal word experience”

In anatherexample the company
uses ls partnership with local
University to educate young peo
ple about the work opportunities
for students pursuing technical
majors. "We haveexpanded or
rating net and working with the
university weve started à ik management and insurance
specialty programe a minor— within is management
degree program” says Head of Independent Agent Tai
ing Mark E Cusack. "This a precursor t having defined
major in the insurance Fed. Some courses are aught Dy our
‘own staf, and they're designed to meet not only our own
business neds but thse of our industry asa whole, This
program already is bringing us qualified candidates fr
Fmernships and obs

With so much eo focused on recruitment it makes
sense that retention mesures begin on day ane. I starts
‘wth our new hires” says Chief Leaning Officer Annette
Thompson. We placa ot of attention on filarzing our
newest employees withthe company via our Power! Pro
‘ram, With more than’ 800 participants since he program
Inception in 2009, we ae running new hte retention at à
rate of 974 percent against a 90 percent gl, We aso mes
sure the strength ofthe lationship betwen new hres and
their superisrsas many people are more apt to depart job
because oftheir boss versus the company if”

GAINING CONSENSUS
With such ltt goal and ints, implementation is en
hance by the company’s dep integrated learning eure.
We ee tas banning eth the end in mind, a we tart
‘ut king and having saleholer consensos around the
busines problem we ate eying to solve says Head of Service!
Fld Training Im Harwood. "The process alo maps ot the
Kipatick Lev 210 amet framevorkbefbeapen ever
its pageto design te learning strategy or content Putingall
‘ofthese pics together rete a powerful approach to aligning
‘with and delveringon the business sate"

SDE.

empiezen

CHG Healthcare's «=:
Rx for Success =

Expanded new hire orientation and onboarding programs
highlight a year of training advances at CHG Healthcare
Services. BY MARGERY WEINSTEIN

ow they can count on CHG
Healthcare

46 | anuani#e Rasy 2053 tbn

PUTTING PEOPLE FIRST
In November 2011, CHG was in the mist of making a
major training decision fr ts people: Should send all now
hires 10 CHG corporate heudquartr in Slt Lake City to
attend Foundational Training, which traditional was de
Signed special for new les ies? It would be expensive,
time consuming, and, some argued, potentially izleant.
For CEO Mike Weinholz, the decision came down 10 doing
what was ight according o the companys core als

“CHG defining core value is Putin Pople First” says
Weinhohz. "Our people are the most important par four
usines. Our industry succes s based on our culture of
providing personal and professional growth opportunities
ina people entr atmosphere of respect, support, and fun,
Putting People First sat the core of everything we do.”

‘Weil decided hat Pating Pople ist meant investing
in ll new hire. Foundational Training provides orientacion
and kl impronement but more importan an into
‘ction to CHG culture. o maintain nd impro the cure
tvoughout CHGS offices across the country, evry bie
owiehe same introduction to Pasting People ist

But there wore all ote new ic challenges to most “Two
issues were evolving we continued to expand our hiring to
ron our busines: geting new employees tained and sue
el quickly, and kepingthem the company during the
‘often- dificult fis two years of employment,” says Senior
Vice President Kevin Rickef "Our main business heaiy
sales and service oriented, and these new Business Partners
(non sales support hires) dil ot havea clea picture ofthe
sales and, therfore, Ihe main function ofthe company” he
saya. “It was becoming inctasingly dificult for the sales
teams to eon the Business Partner ols to ensure a qual
ity CHG experience for our customers”

To address this sue in 2012, CHG' employe orientation
‘opened ts extended sales training segment tall new hres
whether or not they were in a also Busines Partner (non
Sales) ole. All employes have artcpaed in the half day
‘company orientation, but pio othe fst quarter of 2012,
‘nly sales res would go o to attend three-and-a-half days
of orientation training on industry practices, sales skill,
And general acces principles. “In the ast 12 months 392
“employes have graduate from the program” says Rick.

Due to continual upgrades and improvements based on
employee and busines fedback, the program continues to
reach greater height with an overall tienes sore of 98
percent (2012 year-to-date)"

"To adres the second iste of retaining employes, the com-
pany ages division launchd the Crsting Optimal Rests
Education (CORE) inttive—a restuctred approach to on
Boarding fr sales and Busines Partner (non al) new hes
eneompasing training effort foral stand second year new
Ins (CHG recive 203 Outstanding Training Inia oe
this rogram: sep 106 or mor deal.

“To beter met the change in demand and outcome, we
‘concluded that an organizational change in structure would

be necessary” says Rickles. CORE is composol of fur dis
tinctbranches cach serving dife purposes: sales taining
(for new hires through thee second month); Business Part
er training (or new hitesthegh thee second month)
leadership traning; and continuing education or these in
{hei third to 24th month). Other specific 2012 CORE chang
since ew hires heepng ll new business found during
{hei st month of rining, which allows fr clic ice
tives and a more immediate sense of contribution o their
team’ financial goals and a 40 percent increase in coaching
for first and second-year new hires.

These changes made an immediate impact. In the int six
months of 201, irstyear new ies each generate 1 percent
‘ore ros margin rom January through December

‘TACKLING TECHNOLOGY
(CHG devotes resources each yea to find new ad innovative
‘ways to engge lts peopl in earning and promote growth
and development, sas Rickles. It does this in two ways:
1. Making technological improvement to existing
infrastructure
2. Exploring new technologies to ad learning objectives
Technological improvement o CHG existing infrastruc
ture include a rebuild fan already state-of the-art technical
Yraining lab. Trainers fet some incremental improvement
Gould enhance the learning experience, «a CHG rededgned
‘he facility in 2012. Trainer noe can each rom mpl a.
‘asofthe room and more cay move throughout the rows to
Assistidividal uses Updatedsereensnow canbescen more
casi by those in the back ofthe classroom, and individual
desktop computers were replaced with laptops allow more
comfort and legroom fr earners. Feeback from lseners
‘ame quickly, mostly focusing on the improved comfort of
the ab and the eter imeraction withthe trainer
Technology supporting CHG’ leadership development
program also was stengthene. To help monitor and tack
the progres of cur ever-expanding leadership development
program, a more robust tol needed o be put in place says
Riches. "What started as à simple spreadsheet had evolved
toadatabaseand wok one more step in 2012,as CHG lear
ing and development team worked with IT 1 build a custom
racing solution in SharePoint” Data collected includes
0 degree leadership feedback, training courses attended,
and service efetivenes and engagement scores. Reports
from the database are made avaiable fr individual and
rganizaional leadership succession planning.

MINDING MENTORING
Structured programming and schnaagy investment, 10
‘mater how imprest, wot hdp if employers are nt able
to eee collaborate. To that end, CHG ars a men
toring program own as Parres in Performance. À
five person commit sects pais, matching the ments
desired oa (nancial or analytical growth, vision, people
‘ll engagement ct) wth mentors who have demonstrated

Your Workforce Is Demanding
More From eLearning Than:

a Screen, Click On Next. Read a Screen, Click On Next. Reac
creen, Click On Next. Read a Screen, Click On Next. Read a Screen, Click

Sk On Next. Read a Si On

a Screen, Cli

n, Click ga Next Read

LOOKING FOR GAMIFICATION? GET YOUR GAME ON!

Game On! Leaming provides online business skis raining in such reas as negotiation and time management
(Our zuper engaging courses are developed in a highy-nteractve arimated video game format. Hundreds of
organizations on 5 continents have implemented these courses, and realized amazing results

4 Average overall course evaluation, to date: 9.4 out of 10

(9 Porentageansnring Vs” oft aplcale ore ite: 0% a
(O Preta onto Yer il acormend ie cous 0% Training 2013,
[ei follow the

footprints to
test tao mate er 00 be

“A training experience so attractive that it’s addictive.
1 didn’t want it to end! I completely recommenc

www.GameOnLearning.com Game On@)
(888) 725-GAME Learning

next year; Verizon and Farmers Insurance will join the ranks ofthe 13 companies named to the

hall since its inception in 2008 (Wyeth Pharmaceuticals subsequently was acquired by Pfizer
Inc. in 2009). These 13 companies held Top 10 spots inthe Training Top 50, Top 100, and now Top
125 rankings for four consecutive years. Members remain in the Top 10 Hall of Fame fora minimum
‘of three years. They can choose to remain in the Hall of Fame by adhering to specific guidelines or
they can opt to reapply for Training Top 125 consideration. Ernst & Young’s Mike Hamilton is the
first Hall of Famer st to retire this year; se p. 52 fora look at his career and training legacy

N ve induces ino the Training Top 10 Hall of Fame in 2013. However,

19002 ALLEN HAMILTON No, 90.2007
Mo 1in 2006, Na 28 208 No n 2004,
1.612003 Reeser: Veen Gene,
Lens oben

i DELOMTE UP: 6.2008. 2005,

MICROSOFT CORPORATION: 920,
Ma 820101. 1002008 a 92008
horca: e Fer Sano rete
Pater porton erst Copan
PRZERING: 10. 61 2006 No. 3205,
Ma 22004. 1 203,

Tre Opa Capa ls.
PRICEWATERHOUSECOOPERS:No. 1 2010
2008. 2005 on 2007

rare: on rs,

Cheng Ofer

THE RITZ CARLTON HOTEL COMPANY No.1 9
DOT Ma 42006 No. 92005 o 0 2008,
Ma 91203, seite: Dara Onck Ve
Pesto nd Ctr

Wee Pedr Che Lave Öer
O Na 5209 Na 8 n 208.

AB: 2200, e 12005,
Nt 208 No 2m 2008,
reset Gado fle, Gal Dei & Des Ferca: Don at, Cue Ls cer

NO 203, 9 2002
Present Co Gt vet Donbpment
(Corer of bese Dei Series D

ERNST & YOUNG: Na 612007. 3206,
BU no 70205 no an 204 No? 208,
Reset Maou Hama,

(het Leang Dever cer —Aneicas
GENERAL MILS, NC: 7 2008 na 209,

No 51200. 101 2006.
reset Ro D M

rer 53 do © 9

ete Cote Ada eae Bien Pesce, Got con Devant
KLATENCOR CORPORATION: 92006, WYETH PHARMACEUTICALS 5200,
NoSin2005 2008 a 2008 Ma 3 n2008 No, 9 2007 No. 72006
Resa ni tom, Neate Pie nc. 2008,

‘Stor ret of ba et & Deemer

PMG LP: 5 in 2010. No. 28 2008,

No Sn 2008, No.7 2007,

Reserve Opa rc, Eau Dc,

EMG Gren So

* Crystal Rhoads
crhoadsaamctheatres.com
(816) 448-7333

Incent them with choice - give the
SuperCertificate® REWARD!

+ Make it personal.

Customize with your personal message
and company logo.

+ Let your recipient choose.
Redeemable for over 200 brand-name,
‘merchant gift cards lke AMC Theatres”

+ Easy and flexible.

Easy to use, does not expire or
lose value

Contact our Corporate Support team

today at (877) 568-8405 or
[email protected]

gem we upton ao Ass pop pc er a ACen om Cap A ns

Ls MIKE HAMILTON |

Legacy of a CLO

As Ernst & Young CLO and Training
Top 10 Hall of Fame representative
Mike Hamilton gets set to retire,
Training magazine revisits his
career and taps into the wisdom
and experience he's accumulated
through the years

BY LORRI FREIFELD

sk Ernst & Young Chief Learn-
ing Officer Mike Hamilton if
there were anything he could
dooveragaininhiscarcer, what
it would be, and he just shakes
is head. “I cant imagine a better carer than
Pie had” he says. “I have traveled around the
‘world, had the opportunity to work with really
talented people, many of whom view the world
very differently than I do, My roles at Ernst &
Young have always excited me and stretched me.
Tam not

‘one can ask for more in a carer.”

After serving seven year as tb Chi Leaning & Develop
ment Offer forthe Americas or Ema & Young, Hamilton
is eii this year, turning over the LAD wins to successor
‘Alison Hooker Hamilton i the rst Training Top 10 Hall of
Fame representative to rete, prompting Thing magazine to
revs is care and tapinto the wisdom and experince he's
accumatd through the years.

INTRODUCTION TO L&D
Hanlon di ot begin his career in Learning &Devopment.
He fis work fr Est & Young from 19751 ISA, progres
ing oma staff 0 manager He mowed onto KPMG in 18,
‘making partner and eventually Becoming the US. Health Cre
Practice der in 1992 and managing partner, Wesen US.
Health Care Consulting esc, in 1995 Ernst & Young lied
im back in 1996 and named him CLO in 2006,

was asked 1 become the Chi Learning & Development
Officer for the Americas for Ernst & Young as a esl ofthe

success of several talent development nitive that had
been launched inthe businesses I managed for the Rem
Hamilton explains. “At the time, the fem was looking for
someone to bridge the ‘connection gap between those run
‘ing our business and the pasionste and bright learning
and development resources throughout the fir.”

amin sas this sone fa few jobs hat “offer an oppor
tunity to work with and moet interesting and knowledgeable
people. This ol alo provide he opportunity to personally
row at apace that fw other roles offer” Hamilton say it
{Sa eal jo to take the insights this environment fers and
apply them t el problems busines leaders face each day
He says he isa etter business problem saver today having
pen me with those who workin he LAD space each day

CHALLENGE TO BE RELEVANT
Hamilton says one ofthe Bigues challenges for any L&D po
fesonal or LSD organization ito ensure thy ar leant to
the busines, “That means we must be viewed a someone who

Working together to drive success.

For the third year in a row, Metlife is pleased to join the other honorees
included in Training Magazine's Training Top 125. We're proud to be among
those who believe and excel in training and development

To learn more about our committment to attracting, retaining and
empowering our associates, visit us at metlfecom/carees.

MetLife

DEAN BO THIS.

LEGACY OFA CLO |

5 someone who can hep them, he ra opportunity pres
nes atu Bot ha weed foc them al
what ne ned them todo, Weneedtofist understand what
important othe busines leader. Once we Koo tha, we can
lp them
Sometimes, Hamilton adds the grestst sevice LAD can
leaders

fran by tli will

provide

vedat a learning pr

help themachievethe outcomes
they seek "Once we have their attention, then we an help
them tink through what besies formal earning’ need
happen in order o et the outcomes they want. Ultimately
Pr

When Hamilton token the CLO}

he wasasked in part
and LSD resources. woul love to sy this was a dificult

task but one the team underst

the perspective of bus
ch them along
th way with various business leader, they quickly began

nes laden, and had the opportunity to

CAREER PATH: Michael S. Hamilton

het Lang a Dep Der Antes (2006 o res)

EY Sat Laden Progam
Etes Proa

LD function: While many o
ved to invest deply inthe development of ERY' people

nizations ut back onthe

Asa res, Hamilton counts among his biggest sucess
the group oflesderstoday on our LAD team who are valued
y and wel connected to our business leaders. Having spent

the st seven years with these LAD leaders ca say hat

m better fr having worked with them, and my hope would
bbe they fel more valued by the business leaders and their
oie now louder when they speak on an sc of impor

Another success Hamilton mention i helping business
the frm, "EXU is now global
our peopl” Hamilton sy, “EYU

uses on the power of
linking leaning the righ experience, and being suppor
‘ol by coaching relationships so we develop new skill and

Many important earning experiences occurred car

From the experince, Pehaps maturity give us this per

Tn rea the ime viewed hes as
ot an opportunity to learn

spective: jus wish ha understood
this sale in my ie be admi. "My
daughter, doctoral student in din
al prchology, hasa ing Ive never
forgotten: Wi hart, here is ely an
opportunity tolearnsomethingin that
During the last seven years, Hamil
tonsays hebas earned thre important
1996 1. Focus onthe eds of your bus
ess eadersand Rep them soceed I's
fd for them and for the L&D team,
2. Build your brand and your team's
brand for geting the
done

3. Build strong, solid eat

throughout the organization. Creating

new solutions and geting things dane

are much ever when the relationships

ein place

In turn, Hamilton collegues have
à it from him. "Mike

nships

learned qui
taught meto challenge the stats quo,
now there is

a el passionate and
tive way 1 do something” sy Susan
B. Hal

Sub-Area, Ene & Young, ho was re

People Kade, East Cental

sponsible for enterprise-wide karnin,
Baructsr derdopneat, and tent

management and reported directly to

e W.
for 300

_ InvGhin

‘Organizations may bo global, but people
{are local. So spinning up a new operation
In a new country requires just the right
mixture of speed and oficiency—with mere
‘than a dash of understanding of what's
Important thore wherever “there” is.
“That's why Saba's learning platform is
delivered worldwide, in more than 30
ferent languages.

Wea now rond of work and Saba is helping
‘organizations create a naw kind of workpace-
an always on, aways accessible, usted

A restaurant
KR

‘enirorenet that integrates he most moto
learning, talent, social and collaboration
technologies. I's why some of the largest,
most distributed, smartest organizations in
the works trust Saba to help them engage
develop and inspiro their most important
asset their people.

To tnd out more, vi saba.com. And et us
show you how we can help you transform

o saba’ Ss

‘TRANSFORMATION ar WORK

LEGACY OFA CLO |

Hamikon fr the lst eight years,
always take No forthe answer.
Hamilton successor, Alison Hooker, agrees, noting that
Hamilton taught her to “stand for something —no matter
how unpopular-and also tobe willing o relook at what
you stand for when others challenge yous you may have
Something olsen,

Janic L Americas Executive Coaching
Team, Erna & Young, note that Hamion is focused on

Y quickly larme Dont

Smith, director

raring we deliver ler solutions tat will make ai
nica différence. When faced with a challenge, he alvays
vel ak, “What's the problem we ae trying to solve? have
adopted this question and use sa compass 0 ensure we
Stay focused on core rather han sure suc.

‘Sith, who has reported to Hamilton for has per add
that he's excellent at building trating relationship “He
ep trea and in doing so creates a great connection with
people

Demonstrate a passion for what you believe in and always

1 by your team are the two most significant things
Hamilton pased on to David Bruschof, director, Talent
Management, Americas People Team, Ernst Young, who
has known the CLO for five year, Fest ae a colgar and
Tater asa dirt report

JAMILTON’S LEGACY
So what gacy does Mike Hanon eve behind as he mes
on othe next chape of his ik?

Mike’ legacy ia passion for people development and that
we should al be eld accountable for doping the next
generation believes Heil

Sith notes hat Hanson isan innovato
Mike has made learning and coaching coal
Pas reste a demand for leadership development and made

People sy
she says “He

intangible and accesible. He is comite o growing talent
and has positioned Isrning and development one ofthe
most Important imestments we can make

ADVICE FROM MIKE

Adds Braschof Mike i one-of «kind player Hi
first CLO in my ime with the frm (ine 197) Wi
cares deeply about how learning sexeate. He brings an
‘operators mindset tothe CLO roe He i a person whose
contributions willbe ft for years to come, Mike has pre
Sed over some of he biggest leaning elated project in
them history

Hooker sys Hamilton has manage 49 institutionalize
void cs earning fr levels a the fem. “What ve er
‘ur people at each stage in thie carer create job readiness

aná job satisfaction, enhances productivity increases tn
tion and ensures ur clint are staffed with people who ae
ready todo the work. Mike has ensure that ts tation
alized in a way that no one fill through the cracks, Mike
ako hashed 1 ensure that lsrning and development is
<quatd with something ha is challenging and fun instead
a complance exercise

As for Hamilton himsel he hopes his legacy at Ernst &
Young is that ofsomeone who helped the frm to remember
that "what we doin the development of our people mates,
1 mates or our people now and it will mater even more
a they continue down thee career paths

LOOKING D
Hamilton successor, Alison Hooker, assumed her new re
sponses on January 12013. She and Hamilton wi e
Working together over the next si months ashe transitions
inte het rol. “My jb mow st support Allan success by
‘Baring my knowledge and experienc in hi ole” Hal
As for Hooker andthe challange of filing Hamilton's shoes
(other than the fact that his feet are much ager than hers
‘he jokes): "just wratea note to Mike the other day and sad
that while know couldnt possibly do the job in the same
ay he does given our diferent profesional backgrounds
cod personales! commit to ding whateer | ca
bring the same level of integrity to the job as he has done
That is not necessarily an ey task as Hamilton believes
we wil se dramatic changes in raining in upcoming years
Technology and our familarity wih technology stead
is changing how we communicate and connect with our
people
Interest are good examples of how technology can change
‘he way people arn an the sil they necd Js in time
and jus enough The job of those involved with LSD toy
Hamilton bless, ito embrac he opportunity to be even
more valle to customers urgeall of us tole o of that
wevealnuysdone and ak how we can BEST hep our people
build the sills they need fr her evlsing roles. I we ae
rot eading this fort eters will” he emphasizes "As end
{his part of my cree, Lam envious of howe who wl get the

e notes. "YouTube and online communities of

opportunity explore solutions that hve not ben available
tous unt just recently

That sid here is o doubt Hamilton will continue his
ven learning and developmen journeno matter whereit
takes him, After all once a CLO, alvysa CLO.

kbinel

‘cutting through complexity

Kud

KPMG LLP congratulates Training magazines:
2013 Top 125 honorees on their achlevement,
‘and on their outstanding contributions to
the development of their people,

We also salute our fellow members of
Trainings Hall of Fame, and the dedicated
professionals of KPMG's Business School
Who work every day to take training
effectiveness to the next level.

komg.com

Network. Share. Learn.
Anytime. Anywhere.

raining

Mor

Implementing Effective Social Media Initiatives
into your Training Strategies

Learning that Gets Results in a Complex World: A
Toolbox for Agile Thinking

tele vent hanes, he ENGAGE the Virtual Learner: 10 Interactivity
er | Strategies that Drive Retention
stes y What Every Learning Leader Should Know About
Webinars from weltknen Online Video

FROM OUR MEMBERS $
Strategies to Combat Scope Creep and Fatal
a Mistakes All Learning Developers Make

Sr Learning €

How to Build a Business Case for Formalization of
Learning Analytics

‘See the complete FREE lineup at htt

ice Consultant
Care 6 Service

Gary Dworet at [email protected] or 561.245.6328

° mag com or 952.451.6228

Training magazine's

OnlineLearning
Conference ESE)
Conference: September 17-19
_ Certificate Programs: September 16-17

Back by popular demand, Training magazine fall
Learning 3.0 Conference returns to is roots and

its original name: Online Learning Conference.
Training' Online Learning 2013 will provide

how-to, skill-building content and showcase how
innovators are solving business problems for their
organizations by leveraging learning technologies to
make their learning blend more cohesive, immediate,
intuitive, inclusive, and immersive. The event also will
explore new trends, technologies, and learning models
that are taking learning to the next level

Pre-conference Certificate Programs include:
+ Fundamentals of Designing and Developing
eLearning + Video Production for eLearning

+ Designing eLearning for Mobile Devices + Flipping
the Classroom: Integrating Emerging Learning
Technologies + Developing Scenario-Based eLearning
with Articulate Storyline

2013 tracks will include:
» eLearning

» Mobile Learning

» Social Learning,

» Virtual Classrooms

» Games & Simulations
» Instructional Design
» Development Tech
Platforms, & Tools
» Cognitive Se

nce & Retention

For more information, visit

uf RANKINGS 1-5

perational excellence and culture transformation are lfty goals. But training can playa big part
in an organization ataining them, as Verizon can attest: Verizon Lean Six Sigma (VLSS) helped
the No. 1 spot on the Training Top 125 forthe second year ina row. Despite
some belt-tightening, Top 125ers still dedicated a mean of 458 percent of their payroll to the
‘raining budget Some 25 newcomers carned a spot on the list this year, the Jh in a row Train-
¿ng has ranked the top companies of employer-sponsored workforce taining and development.
Each Top 125 company was measured on quantitative (70 percent of total score) and qualitative (30
percent of total score) data. Factors influencing the rankings include: Training tied to business objectives
+ Demonstrable results Number of trainers » Employee turnover and retention + Leadership development
‘Tuition assistance + Training technology and infrastructure» Certification «Training budget and percentage
of payroll, And much, much more, An outside research and statistical data company, under the guidance of
‘Training magazine, cored companies on this data supplied by applicants. Then, our editors and the Training,
“Top 10 Hall of Famers qualitatively reviewed the applications
Best Practices and Outstanding Training Initiatives also are recognized in thisissue (beginning on p. 100). Learn
about BB&T Corporation’ Leadership Development Program; United States Navy Information Technology of
the Future Best Buy’ Path to Excellence; and more. Plus, we recognize the achievements and learning legacy of
Ernst & Young's Mike Hamilton, the frst Training Top 10 Hall of Fame representative set to retire late this year
(see p.52). Congratulations to this years Training Top 1251

carn the teleco

atom

rte Cit en rss ac rs o y can dob et ge eo ces cnc o er
E entre dr ame css LD cd Ds rs ans oh ve be Kae Dejes pt
ute rst: ne pro oy ery to alguno Rare ne tad someone Sms ox rá
hy rem erben rng hs mr ss ty desa prin hese od ar e rn Rd
renga ees Ress Yes one, pret de oat se

My abe toatl tt seen stone heen, yt Cg Se ct lr nes
0 gr Shea coc De cas tern mano pe ad soe cues o aga
iman era pan ponte ren toe ste ar) A md nc na Hee tan Space ee es
‘be iy ube era sng tah

Cole Bank ea Etat vl ai nes re nan cs à or Cle cae ssn uch Fan ses
be sd reece oh oe compar Gods Ara, ety ad a ot an fem ec Lot Sd
{ert mars caros a1 oral crea as buses get evened ws corer CEO a OO a mer
tom pass an ir nate sae start door e ede arg ery poros Ra a md
Ps mon mare es bo yes, Acro dera post on pen rn os

Farmers race canon tard coc ks con ep mer, ar hg ras norte ers Key
(ms np mi bones Sales see oe apa Ju Son eases aren ahd mal
‘icon Danes ate poto! arar pu Anat) nevera Bra Ata su On oe res con nas leg
‘Boras Sr ss fem pe a rc rex: mts, Di cts mi iS ad ral taxa sos red
SD Tamer cs ays er Po yogis mr md

HG Hamas Sans 2012 ctl en FC Ft Eee tome on manag tre ne
{Going mace etek eres a ah Dam one eta agua en CS tg den
‘ts ro wou ed sinless sra dea OL Das ica anes sor De 3 rd enor" pea e
ren en. son earn ose ner seedy more an pn aci cts tron ese om oe
sn os he 8) pn sr Ban rons OT

rra az com rag anuanireenuany 200 | 61

Ls RANKINGS 6-15

ro
Conte! fol Bess Lie
ea CRT Neds Joue Meur Mie Tag
Fray ines me Unions fim Reese Beg’ Go mei ite
MeCatyBuäng | IP 130 sens we | op | ve | Yes
Compan, ne w
pte)
stn
ThePNC Franc | 51428 57000 | san | MP | ur Le | ve
SerieesGwop.be US US
po
Focas
eno dee e SE 10513 | REPARA PR
EOS
acen 29

Gs
onagra NP 1702 | NM | MP | P| ve Ne
Canet
Commons Lier Liga | mama | mm | our Loue | ve
Rec is
eos.
nee
D rot | LUS 7334 102228 me | owe Vue | ve
chen ii
rene
Ends | siseus 35363 | sem |som 20 | ve | ve
Sono | sa US.
ES

0
Ven Siem 30 visas wee | 790 | we | ve
Sram
span
Bou corporation ner | mama | nm | oP Lu | ve
wur, us.
Merson. 1
Prone
Cams MP oat mr our Vus | ve
Fach us
tonic

62 | anvanvfe@AuARY 2053 rating rra com

élite

McCarty Bung Companies. Tr oc mn ans weg ob cae ai jtd ing
estat. tl Sl so rentes cal a pr et on enc Mc) Vs
reason Busnes De one es use yb os cosa eet rn 20 tr non ra wo.
{QUA N a sued o es ol th le yeh tam met reset to an cree. Te ka ns ee be
‘erences soo ole pce te er ea

‘The PC Fach Serves Groupe. PIC’ Lie uses Dre LO) pons a ct ng dates saga eed
(ious er greene opi coreanos nea eae chop oes eral ha ata.
(Tr, nd rg Rd Te ero os pd eres wo Pkg an or oras ny
Benin MAD mr Jud nen sal we edt 11 8 Pons 6

Mena is, cargar rs gaa oe Re Ses Cle pen yo. ca tm sehe
{oper Ss ora jo nn ic vont ors pora hex erat oa Veg sce and pong
mr at sl ud mes a te Dt Manso ogee pom ce ery mage cree pean.
‘mous end ey oct, trem má ego ses nie hd mats pacto Je o e!
EPS gues cor mere hry ere emo pds

Amer race Across conte mem tete tora ft! evo tn Ti ce rod
{Erman dica saris vd Ko salsa arm or linen a pe ponla te
French; png Sog Ling Geom on rc Cornet sete lada acess má spe como
ga ee) Kr nts oe. En Dent sora acorta

optar rro Last cs ciclo lees y sei pc gan pro se ts rs
‘hom arr recs sn ters we rra) stars 2 salmo pert Om oe sore ees
ras à Gyan ton Ba whe eg ane De boars aro ers ely hades rn e ae at, De
ooo py e man cots wi gie al, sel e cae am wo se > mem Aa, ot
ne boina teo she, nde Be pics hve bem peed be Ser Ls am

‘Bon Coes Dh Sed of Mein or pura, rus Crone ase grr Tri AC vs est sr stes ree
ane croton ber age cast Ths 2 sono pons ss Seed a dp a ay
{inne ayın sten ch oneness tee tot be trate pad Brenn.
Pr DAC ar meneame han Ce aoe mor ado aarp Be ks ae wa wh pesos when 80
‘ows de a RE o se reso rg enr at

‘Ear Janes 20. fen rs torre erde race gor eye e ms er nn res
tan med rc ds en beg le oras rd mapa torn OL mre soared bes ee a
ue dd res he asa. clang. elisa pazo rs ech MO Do rl ed ry
yes car) ts date digas E els Te aco rr tbc sn bon ye
Ac ra bach ce ame nc eg ae ces O

reset Resort an Gl Oi Eee rg as sd sen ases Sas e 2012. apa by song ach sen
ra Ss Terre Mage mias ors Te Py lcd wa coum essere nr mass
Ve ld y rs om separo mri oan wd ope da) br poema rannte
VD tone ma. Ms ale Send Ton em o a Ds uns ro soos Whe 202 thd
Arms god ah 9803 168 rt

DORT copra he scr cars RAT Une rio Cotten rogamos sen les TTC Fang
‘robe Rss rr, rag: Tare Me oe ame cookers Pe ce alos Urey Fra e Te sem egret
des pts nes m, pen andren sd, sor range, ET are pooh arts
‘toes of e couse heey te ae ne, Tes au aos a lel chy donan) encase eae à
sen ut peg, The Ui sae aco ugs. SO D ey eng on a BP

Care hy mes pos 2012 vas Cana Haan Capa Sry. rung ia ats artos oy ee
{det haat is rece ba conga ed sf alae cream tesoro ar a man Tr Eso set
{Sas ic eng pra rc pi chen fm eek se ea core aa bos sn Geng
{oho nr nee bans en fe pees rages cin Hoyas esis oo a SON NE

loma on A PACHECO CI ke et Pc OR oes Ong Tor

rra az cont CE TETE

Ls RANKINGS 16-55

ro
Conte! fol Bess Lie
ea CRT Neds Joue Meur Mie Tag
Peas Am Inne fim / fron /SUGs icp’ fad” co
fusomatedaa (50% oo | rra | mr | mr | v6 | ve
TAS
Bent 5700
Benes nes a
DPRCmamcton | SIUS 1296US| 08197 sem | am [ue | ve
Proa | PES 1300
Canet cas
Pa car Sun |e 15308 À aveu | mm | ur Le | ve
Gomera. us
Crag
Fra ite race
Sommeuimrnes|so@ 2st | Mm | m | mm | is | is
Co
Cogione ner Seen | m | mr Loue | ve
Felon Va
Front
Notormid Mal Lier BLASO | NM Pes
Trance Company us
Cars oF
essere
Ctrsanacaro | sias 10477 | soso | som | am | ve | ve
OS
Besen
See
Pore, Vue as | on | | Lu | ue
Bienes Ses za

cs
Mom use 70362 | mama | mm | ur | | ve
OX Bo Le ra
saa vat

Gas
wo [ur gus] 2eme we | az | we | ve
Sr 227
LS 6

64 | anuanvfe Rasy 2013 rating rra com

einen

soma Dat Proce, eA a crac as ss he coe ct APs Osses Bets Ann Sr a or
(Gite abet lo a. oda et le went vu are an ns sed alee aber ut nn
cial Tas pai tran mim he cas nn rer Voters tan arc cs We ne
‘oer an Sa ms co an PA dt
AS

DPR Consrucn ii an OF bso coso conga ate sag ie s an tos mty mans.
le pul aca ri: arg race eo cap pa, bd nen are Tobe
‘Sorta ic bot cota, Pe ana mg er pen opa Pron nos opi a a ue
es Sacar Si polo nbs LA an as ore ret pe pe as aan sg
e eprint en een ice rene moles ya par nt

eat Cae Sara Corporate CO as eres cost tc usa a pts marce o Ica adoos
estas Sa Signa PP) Tse sors ee be ss bas pus ems, amer ti a ace a
rom ema roger stan Long wes Mr leerá pap mr coros.

‘Siete ce ey en res, in NOS ops sco S200 e Etre man pato
‘ethan rre pen

Economical nance Aste en 2012 vas stent ora st cap nd dere gan ders To ir iso
Érudit dog Wes wagen ee athe entre ns Door ee Carte
Stange peng aor. The pagan RD 2 ci wrkön Oba tg: ry ban Cra,
‘corey me wa vey cr pps mtrs Sone À putos rca ey se nr ca ti ne
rote ange bing nye D pring eh a

Cpka One Me corpo: cco roan ba eu ey ai ere kr fer ety adel econ te
{gon Dane sms ed Tar ape VR vac las dese. douar nor os, VR aro
‘Subd enorme ena td Os he pat Son ecc ares copes Schl coa ere oc
{elon nd weni: wat srg hn ctra nt cae rn ca Doro ac yan Re
Gran e mode tn aaa Rupa os nina

Naomi Mul race Company Ts Ses Cormoran te ana te ec grey os corte tt
‘et Get Des Grm e Oso Vit tone outs wre bon na rr a Gs ey alte
ces bh mete Sewer ele Yoga ded wy ob ca ac 1.00 em rd) ss cl re
Tet mad eres, 2 cls mue at 8 Det wech ht At Gey Ges stn Due ca o
nun tr ee ed 6 es mc, ech oe rt ON

tristan Car Heath Sem De CHO arg yar Ce na Corte ogni tage enn rencia eres
‘ose ri xiang ew ae ps nr rar sod» tan ss cr ige. EC css mat o has
Viola I ann ac rg Patna kr hs ees be ses actor so Gees hs
‘now any tn bp Faces a mó xs chi fs na car Gamer norte
a He ar pus tato sha opiates eg sao ro peo ps

Payo he, Sons Cas RG sc rat Pa marca rt
nec eds Wenn NS ety cones as pon, ame to mo crec Tes
oo devo y arte rar no nahe ay wh se ease peng be Tarn Deven ete Pacts o
‘cet ie ses ny rs aa oy ear! dio tl Dette Ma ya AL coe
‘abet 724 leeis pened ae pos porno o ane es eye

McDonalds USA, LLC Oel macs of e Gage crm Im ls nat ct a cy
ess br reg as uno Dl a bag crc ol e esas. Apt cnc Werks
des nobe es at ebro nace om yor pst mat hon mes cs ly ot
‘Grea Asarest OIL Medal aed bis por rg na 12 Pan he ps

Shape Cor as Cpt ct anor ls A area Dre ses. Te esd vey ir must ss be
Str ose 2 Phase so dre Dar hos be Ilo yh es res, se esd
Bene Pie Sins wel acre re ey ul ret ures Was ras lb lt ad conpec unes
‘tonnes dpe, sima a ese hr ches nee wa Te mi Man ange Sk mem cot pomor
‘new cores bal oe sas wei

lomo on rt eto HE CIA AI ck cc Om oes Ong ri

rra az cont trang anu VEcORURRY 2013 | 65

Ls RANKINGS 26-35 00

ro
ll Bosa Lie

CRT CCE Ramos Tag
rene PC TR at ice
sam | snus! me | one | oP | ves | ee
ge muse) ww wlan | we | ve
6
sus zœus) wre | m | 2% | 16 | ww
na 3271
Gena
sueus am | unes | sizm| 210 | m | ve
AS
7680
Gas
we mano | mama | um | am | m | im
wis
as
Seæus. 10300 | 2250550 | su | em | 1 | ve
Sam Us.
Gi zo
Gas
ge scesus| wma me | owe Loue | ve
ne as Tanz | Lu | ve
[23
we nous | mm | mp | MP | tes | es
nl

einen

Mar ens Hop nest ar ses na stm ang a os us ans, commu dada,
dns Gran ot ete DS ba eno oa ap Ba. ep OU pas cs rl ad aga lo
en no. cece an The crear in ces sd sr eta nee conga dT
‘aon acceso rag sar phn Pas ets an a ng Sereda sein my set à VER
‘eds ted Aa ons br arg seen ech ts rado SO

tone Pret rer meron Ps à 367 scant ar ttes esr et gens irte ZE toma
as eed owt sei ee pres amen be eat isl exh pa foes ane ar cs D Cats
‘emer Som men ep amen crea e bobada, ears nern gor a a sv
{aves aime aa ras mie pomor pu ic art COL rested md o Ca ed as
‘it Tomato gaan si oo tow opor came Ss rs BP

wi A Coma Company mtr gon no ae argc ect ofre Lesoto Decre oan FLOP
[Exh aora sra fred cr ko net Temas en oe 2 wo ore ot ss
DPI o ka per: Bee Be rg am lache mos eda he dp a goed owed sen
‘esd mea ad et ron sucess nar ud meto le oem nd ira LE arg,

AA OS

"US, seer Associates, In, Paname ag tes oi a Fo ug otra nr, Ex ment pores à
{oti tr NE el be trey Ses o e tropas rt orde Drug be pa of
o ects a DES aan ring er ra sor pt acess he ra ble a apnea ren
Gage orgs scare wi nsre tt ome oe once won din au pepe US Se bes 5
[owe rm na 20120 Doe wagen ain np ah he te

Orkin LLC Arcones oe tn tt rom ses rot o Aen Se use Cn atl arn ay
fis het ser svc eck. he chen rc apra Vin orar NOD ringed race son son
‘Seedy aman he Nad deseo sowed gates ose tte features, Denys a
ra ee td oc neun ON Same ts NESS RSTO
‘rte sre el ee

it Stats Nav The ns Sas ay nan nd pee co mat pans rg Tek rgam. aa
Pomares eh Coon Pon ed ae Langage on Cake Coca Pg ray peor por en crs
‘hse ss es m ee. he ny cid Scone re eg ot ese ap
“Some deut ers man en Ss CORD mabe Sesh PNG Fu The asd eve bolsa
toi corr a an che arc pr ae Soy, o mse poto mae dues BP

es By 2017s To cacy, Bt y pue oro eprint ok sure ro sondas en ect mr ps
avisa Sen Ang Ron omar sor Was pad er ei as coat ada fr oros mo
‘tte er hear Bd ones nd ea kr a ka swede compan re wa red ad es eyes
‘ree vere confab ng ae by todo ae Asa a. Best By de Cons spot serene m dar.
rta as e OM

Grant Mormon LP ye 2012, Gr Tan redes ton cages omg om ac sc is ari y is
Nora Ther ri hr a its sass 2, en pare pogo dos agro Sas Pata
tips ns peon poeta nd rh low sy Fe RZ sede eons GA Y en
O pS NI dos are ec

Quo Lean 2012 Queen os een nes o eme er zg m, he as par nen
‘ses Amando) cr proces ws hereto wee es u han rab nD st et tera arg tome
‘ees eres 2 cgis rar wre rd 6 090 arr RAA ees 3. fed eral ade era
(Goer ot nun Sick moque aude pour ae ones denen dia ary ANG wende maes den
{ter ak be peony sot posse cr.

‘ate eran Crt es cornet eran eps Near cow sens e maty ms welt 2k
ee se teste en Aa se dessin sor] mete ros Sato ven
Gouna bp soars rulo bat ct ecos ange ia, Sec eta ES
‘tremens cher ans qu bam te Sone SO oe eer mots in pra ete

tn oe tt rt ke cc On oes Ong or

einen

ES Foral re non LAD pre wth SS Dot Opos O a dese FA tedio” ane tong sogar
ee am D rete ers 0 sag man soe Ped erat ut eer ose pers re
‘Ct deny Fc a LD Tr dome pc sy recedes cta on ES PA ees po,
rc trend, and Keats arto UA srs ata pet mar pot on O ro Sy aah 2012.00
ad RA nit ajos e dire CO

rade Te Lg nd Dao 00 beh coges et Sas ie a ey des nó ed are
‘ens tne gern lag Cor Hosa a Sc ans À ar, Ad Ms op lp ee
{ego met ses nm an age 113 mer om, vd De sm scort ent 20 in Ph jos op

By hat Car Syste F201, af HC Jer rose gos acne en uy cor meses oeste sey
3 Same 1,80 she rim ur eases snd Cos Laso Deere ies Corr vs aan pales 2
BES coe menes, cas ig es lps urs 1 Ba it ct ches ro CS Quy neo
‘tote mere mor p nVIDIA, Hs med an Soto cow mese cha rg Pe mati
‘eget re ets Ara

apt Heat Care Caperaton Permanent Freestate ete on meee ae in cee sents
{Slap meer wat Tee eat Paces hn rn, [Om ae sted ach patent rong a men

cora fey st agi seo er ever ar ano oar at apo ori Pcs cen
‘ne ado ai sats sean IS OD a 2012 Re hos tats Be orar hs nr a E O

‘eur Sg wth one pe at a pco

Corner Corporat Ste rer rs i 6 Sc taney ton eerre corte rl abc
‘edema th rats má erg epee: aca Dee ope tty con don essed or
‘Sie mos Peay on ape apoyan Sate dad da corr Todes, dacs lo mr
regenera wech. proces arce, Te gen ges a ae drame Qc en,

‘prs nti ave Subo sr de srl om abn Convert ache cn Ds Car lor Sc,

eter Was Realy Kl lr cios" y grs rage ante fm ar rc ees Pty Sui
‘Se Pals, ey am tm engere Ipods ete ate! Sanson I osado to sos Sar
ete nme bos ao aoe ws o ya ng rere man ton Pob pr od
‘reat tue só args ose ao rab Po eer Passage wag un os an oS
are pr ment here Seda,

Marat Wi De Ang Coment i Te ACT cates ea ere 1 gee tl nes aa
apli ome: e ed xt ls Su case Gir Tes Comun Set Encinas y str ees sd
SO gan tes oho le erh o ces mo Bord et Sure Me or et
Sate un eae seta exh mn ace ACT cars as Im y vt eh ne i, 234
E one pe

Speck Pepe a Not. he, Loss Paty ni doe ari pon ere o gls th es pea
ee pbm sce th we pound pr re nar ro! ss rel sane
‘tera ater orar warn a tor pr pcre oda as Dr os ras Ser En Lee
Py pet. Br arto Ir ne porra doma ie ryan Sex psn eae sr 212 13d 1
‘tcp oven om cken e rro puc Laso Paty ho bn PO ee.

Barco Amer Corporation ck mag pee po te ner made rea mee pegamos
[tery by srg ads pic scr ee on somos ls Tvs nora ep! pi ace arnt
eier am esd he uk a sated proce e od tc caved in is mts osas ho
rojas solar na race oro donner 6 dol cool Dones pos Tr ss rad
re robe a 2 ps nie sce tr Qu ak

EM Corporation Or est Sat CS ers eae dc wes pr tor lg acts. Tse arg chs gn
{orca ond resinas na ers a rer Sandi Lg pt oe hors aros ihe
CA seh prat aros lane eres nega cet sed To tangs on sl e,
e sal os co to: Sc Set hm se a rr eae
(Seb whores

tn on PACHA CIA ke cc OM oes Ong no

rra az cont trang unuanwrconuner 2013 | 69

einen

Marisa Management pels Te ran Ans css elope aig nis Moon ragen Secos
(ne any Te Ars paces carrer nan sue ces toy em, le, Are
‘onl Orcs a toh sets corns es gas ad ge bem occasion Bl Ps pen aa
on genes A sn ergot sey 25 gra cache ie ae e oan poses NS
‘cies ha nen ps SO tn Pers pa

cman Laboratorios mat ne. Bun sso sy ori ay rs item o sure cont nan cae.
o men tert Lane Orang cof: pon aes orton opos id ar ref 0
‘nae ren e ns Tang Po US, Schr es ra era tears legs Ze aero
‘Bogan tenir np Un Ban bras so ro a opti o aa Cm can ate so
ma ey reno road bn be ra

rl Corporation 1 seta ss rs ote cate goma est Tl rs os tae >
sao ol rasan ap kor mir, nd corny ri acord gs sed rage wh GN ces Tee
{aloe deans cnt no Ce Nove re CE rchen Ot ses vrs een tras wa à
(GR a m ich erent cos rn pu a abs anal prota MT sre Ope post
on tot atone ade OR am eg. Ts sc ae iy EY ts Ro Bb BA La

ADF Fit aten, ele payed ey 6 Ss Et ce Anesth pens Sri nes aco th
eg nner pcarsey ad Te ros oor los oy eat ee a hemes he eo ar
ger tates ete Dest etn o cc org er rn ar Set ees mag eg, a a
‘eased te pond a dur ose tahoe core a ces à dl alo Bose hoc.

My Foral rd nn Tac ane sce be re pnts ae oc | eng ln Fs 23 eh
‘erase Chon Ech sere Cen cores Waa Ya ar ees an an ats Gnd run sance
‘tis rb pus Dyengomerg es emule er ann y do Lt and ct is. Ars ang serte
[NaI Nan Feat soy Seger Pepa ss D.

MG Coles grs como recho tg vas sora i Soren pos lg sess 202 Grr marae a
LU, suse ges aes ches eae king ooo sored ey neyo ar Meret.
ce Como, Clee ov ery era was sad ies che ren Rates à Pam nace er
ests DSC ey tes penn Ses stag pts Oe Crucis ae congas El nn a
{yt Meas omni a ea er ong ec res

Mete Summ Casa, be lsh OL no og cl Push en min tone lea >
‘Sr vag nas Broa een Sm. Foi ere ste Sono ae, ares con Be Sarr OP pa annee
{Site nd sone maig En tae od tor ese ay ais ee sar ag Coe be ere DE
en ran D ss Ci Ranger Nesom Sant an sewage is ta a: no
lave ei sn ogompatcoats au ous

her of Nw Meo Hon 202 U nc use Sree Bt Cam thee ia om at tres
‘soon ment oats ds case Cry tarp bea es erat oi ante soc te Set
Pars cc tag res dost esas E ces, rg se eos mi pl ec any ere
Bl manent arcano street ir bat Car a bed llo ges a od Sr nd
y poten ran Te Ba Car secs Kop EE Emporio, doma sn fe en

Ho hu Gaming - Wacom Dal 1,270 etes nc ying tio pu serca tn arm ei,
(Sn ey dpe ore reat oral sr Oe Str mo sc tags os lol ctra rcs Sept
us sd et a aman tries ance ot a ann ace I er wh ea ptr
Ran, tr we gt wage tome es ar bd De Sx Sra ods lo ee ace ad
nee y bs ol os iv o

Carta be Cat Au eco 75 ewes Pecho Sres rn snr ct e pagan cnc pts
‘inte ass Ce Corrs Ll mor os ech, eto Coma Ses Mares Vs Moe Aton
(seit ppt a corp au uses nta ce ola Exh sa rat compi ann runter
nes ocn Coti orion Ey gar, pace mn iD pagan ora o ias e pr dto
‘mova où te papa Ve Dam rage oi ages wa ome dl be IS Popes

tom po tt PACHECO A AI er et Pc Om oe Ong Tor ae

rra az cont traning sanvanvreoruany 200 | 71

RANKINGS 36:60

Tae
Conn tae fol Bess Lie
au (oe nat ma Neds Tame Meur Mie Tang
CRT Sard” nan ite
Darden seo | iso | mem | me | 520 | ves | m
Ona FL CR
sea
1 Vitae trat EP 165 sans me our [ue | ve
Smeg ck Gas
Bienes ens
17 coast | 5866 mar BOBS | su | nr | ms | es
Epa Se Us
gs 7064
Et Gas
2 Wegen Li agas eng ne | owe [ue | ve
inte.
Sees
46 | Spee se ss | me | mr | mm ue | m
Groransrarns | Gb US
‘oman Eid

Es

TRAINING IS OUR,
TOP PRIORITY

AND IT SHOWS

‘Thank you to al ofthe
professional who helped
Coldwell Banker Real Estate LLC
eam our ranking in the top five
in the prestigous 2013 Training
Top 125,

‚Fe Coldwell Banker
UNIVERSITY

éme
Danan an as on ng dal 2 we afr an communes Toast mets a,
‘Mayes wa Ohno Leos Goes re condecorado cra pat Paton Wonca koe vu manc ten
Sh sass ga of ones lone ae poms rcv open ale gs nes. Save 25
“rps par tom err on Dr cr a mann a

Vita toman tf Orr copete 00 US Os wee users nen deed esa
SUR el 1 enge Cha Ge Pts men ee ty n BUS ces, ha Esteros ¿os US

Sen Por trs sa y eos Ops ea 5 he etd tn en

A Te age mente zu AS

Cesar Entren Corporation Aus Scene are it ae nen met roy 2 o day Day he
Sos eo Bu a coto Cors a ac io ess mans or op lemon ©
{ners erate ei ls rg sd wars mis LS de me Des ment es le E a pt
ot Ron erator sel ey anne

Mean Hao A rs m oo patin va So rom bt rs unn go at Pres rame

(Pious setas aer LAL FO Quan ery a Mer Caras pon peurs sts py aos

Pro ts Gaia ts, maso dels poets Corp ele co a pert oe wre mb
ss ces more so eats Due eS too compite care

pre Sot sees Pre Assit, Coste, aan PACE ora Ser Unt ent rl y ym Rok
cia RE mel, ra os he sa wis be gen, dtp ae na stow cong san Te
ra saves sp os tay ana nh en enero & fanny ere Al runden má pean errores
‘ena u ng Dt pe bene na u, Ys re ae eis The psc a ni
‘onan ay srs nt Sit ee Set Se Bess

WE'RE PROUD TO
BE IN SUCH GOOD
COMPANY.

Sprint is proud tobe aparto! Training
‘magazine's 2013 Training Top 12.

Thank you to al of our employees who
made this honor possible. Your hard work
and dedicaton has a postive, lasting
impact on Sprint and our customers

spintcom

2018 Ahmed Set go sent St

Ls RANKINGS 61-65

ro
Conte! fol Bess Lie
2e (son pu Marcos Tag es Ramos Tag
Fak ones a Inne FA AIRIS Biel Gc st ca
24 | rte LP ame | mama | mr | mr Loue es
Mere Me
rca
101 Carus carperaion NP 2354S) 2242 |
Brey. ct Soe
Res és
HB | cas eii | 20 | 1161 un sew | am | | ve
‘eno, Gk sy us
esa asar
72) GAs secu ur am | mem | mp | mp | tes |e
Sone (sa ne ig

870
ate Sa ES
79 Decor ancla SP 12812 | O IS
Series us
Bewusst
Pronos

Bank of America
EMC
Intel
MassMutual Financial Group
McDonald's
SunTrust
for being named as a 2013 Top 125 Winner!

‘rank you or ing GP Steger arg eres

eta iene

Ft Horizon Nana operate rs rn enges ca css rn an Se a se El ese acest an
00 canes 2000 crests Iv te Pdo ae ae ance, oa di ane eres cance be
Conner Vite om bor ees Berg a ee One Pa a ee cc Ta MPLA rias arte
‘emu sora cc or lor a romo ung rl Pas ods ander a ba co
AS

Car operation AD nait or nn th Carr CE es esto ar tie ss snd ct mar tt a
a Me esca ns ded pr tay src, nds cats ur De Atronao) KO) Maras gt
Pa nn Po em poston certo ste conan re, os dep aus Hormon rs on De

beta ages bebe cnn a Ss a ll er oO el

abies Rda st LAD nd pres porto 715-1 mt os rg try os mostra acs A
‘a Yo anon sons Ec we ead arg hy ct tre sce os AD apr pue
Co ato pan nh acyl oscars act Ow pn asco hei st) hh oa ate es oo
‘Srey terra cess dl ha ewe ob nr

GAS Secure Saar USA) he. Ey 2012 GAS pta oc st ti sanas an abo nung,
Steaneg es Te Aros naci ames kr ech le 9 rr aid 3 us rien by Hard rn er alan y
‘tama bar San GA cn ario Te stn aes cgi 1.) any sgn ey nd

Discover Francia Series Sy at eset gar sens et Ih y Gte re fam Dec Fred
‘sar Oo sons cados Efe als md lt ones ech gar dein na ste re
lege ces manon à an mA tn us lar! Pe ota te ba be ls am sae gal ane ae
en ce encon Ut thes tr a oy Le eh ren ars o proto oy ond
Be mu er rok

id
# Vente cle

At Wellpan, we not only celebrate pour frs we suppor them.
By proving opportunity, encouragement and cle hpi hand

‘Weare honored to have ben chosen by Ting Magazine a a Top 125

Organization. Like our collages we ecogiz that ongoing education

is cria t building a culture that fchtats an exceptional customer E
experience. Today, as we observe this recognition, we ae proud. WELLSPAN

to offer our congratulations and to be part of the celebration WEALTH

Ls RANKINGS GG-70

aig
comp m es tam
ay em net ta agro AA
Ei Resp: Mone me sane an E Bi ad at tae
12 | coman] ur Logo | mm | me | mr | 16 | ve
toe ig
fer
teats
ie
23] mem [se 2004 awa [som sm | m |
Any [iS 08
Bane
APS
noni E
Far Bo

E
26, metadatos MOP 2 | RAR | | es |
Mes Le
> gamba Vie 26 om | sim | a | ve |
Scan is

rote

Novo Nordisk congratulates
our Talent Management team
for recognition as one of
Training magazine's Top 125

DEDICATION!

DEVEL

einen

err Presto Host etre nr can er sd dome tigo rage pares o sonoro
cm era PA pen Ba edu ser Sah a Career mer ya rc po
‘ag ts has ned robot sont y 525 or 21, sre so pri en reve ae
un Lesung pets to fan 19000 an pe, erg Os Res oie ering een We om
ER net opone neous eed ne a BP

ramon Mural Uy isc (ID) LOs Eger ne ese ari progama nro pasar oy
{ere es tah fe te coos ey ees pie o apo pe heure per ot
‘egos apro ote ot shy copas cr ety oer ak Fama ba Seton
me be un nd In meta erden) be Suge anes ur core og cs oars ah fe
‘cognates rag are Sogn sk cg sgh rs, asa cnr ager OR a wr

‘Mae, me. ML ete Sum EO core ts cr ead Ls 100 ficos, o Sy san
‘ete pases sce cy wh soc ios cor a cord ces ir ats, a ON iy atom
‘tte Mon tan 100 sema ss cons wee ee! so dese ach be so ls sore a
(de sil bean eb a tat ne Fre In Bes ony oan tn
Seminars hae ead sass eres wand nein ee Soon ss alo ts mn Co

Show dues ln, Setar es má asser má beaver reso er seein acens A
pese arce eed San many a try cl Net ens ne my. eg
Siena comptes embeds io compen dB e anng ew orcos core sw tan pega er
‘hots ison nes Pro er moros nun aa ata lo sra ascos PÉTER elo
eck Pm.

Ingram Barge Company reses che US Cast Gal or rte pans dot de Con Es
gern sen GS ata wep wea matar ey on pr hor el Ses ea rk St, de ous ot
‘eas trad 99 du ar mc u ol 2460 Sexy De US Css ar CN cos fae I
[pam acces hw comp tral any be cote ENS Ber

CONGRATULATIONS
TRAINING TOP 125
NT N © AWARD WINNERS

“<Q {cis roto be named by TAN Marinas ne 2013
\ Te organos ut temple deepest We
>. contraste the winners and employees whose perfomance paces

them amangthe industry best

M Les mor bout EMC at encom.

ANKINGS 71-75 00

Cosa fol Bess Lie
au (ose nat ma Neds Tame Meur Mie Tang
Fe Preis E mem Mh
ss [us sue [os] www | me | mp | tes | we
ans tios PEZ
CCI mean | np | op [ue | ve
122 | ot Gaara | Sida | oe | as | we | we es es
Comoras [US 08
Fe as
G1 Windeream $529 14638 we | ome | ves | we
Cormanetons
en me 200 | me | mr | mm | m | es
Sag ús
ole
Ses

The true strength of a team comes from we

Health Care Service Corporation is honored to be named one of Training magazines mpanic

HCSC would like to congratulate all of our employees his honor possible and who every day,

continue their commitment to helping others ive healthy and inspired lives.

einen

PS te parol UPS Ec Dpt ram EN oe coc reger y Dg ri gto st en
(re ros Ts cal bas wih are cs m een retoma. en ee Sica Par as
Rene be rage ond ere tre cg ara Scan om mois ca al near
rose connai Beer age Te eye rage en ee a cose and mua coe panes
‘led asst e arco

Bas Assdate PC, ol ye Es Acces as aus ue fants coses an Bas
‘ety aa cal rss má conc remo us eo tempor ers taney Te corte at
‘et ens ae Bs na etn eds Wek

Dar General Corporaon Das Corts acc door Reh en ot re tE rence te
rash a rt Dos Oi DO, tome es vt! cord on ooberes o at et Roce pon
der marae aes Sup lead Se op bea al ts e coo ecg act each
Fo ech sc: hr ong Some et prs ve ten eed cmap sae seg Be TO,

área Communists One Wester ad TE contin tee cor 5 as ans o hig ol rc ake
“arr aie mere Bon 5 uch fom gus, 16 record ras an orate amg: use e rr à Wee docto
Spa Da oe asters peas Ths ptr non and S or ni

Vins pa ang ul Ss Ay la Al as so ros en tos Yo ara gon
19 he acs my Ba ay Een y mb mt aod ena ple es eo Co elo
PERS enter a ronda le ner here ar sts fans Et lo sl sos arts
‘Stems lnea on nd ro m pot re a rm ac Sat ZU

+

CareSource

Universtry

Conn tae
(ese

Fe Pro Bubs
107 | Chic Hott

She Sg MD
spay

108 | re. tLe

a
nat ma De dons Pan
rome Ets Rae Men SM D
we ramos] vw | w
cas
gugus aun | wem | ur
CET
we ous | oma | me
us
Es
Gas
we gious) 27m we
ces
so | mm | ner

Ban
Segue
few
oa

we.

NKINGS 76-30

hon
Mère. ing
w | w

Sharing Knowtdge ara

ig ns gay eter Day gps eC m

Over 140 years of knowledge shared daily.
With our associates. With our clients.

BRA is vey pro of ur rcogion a Tain Top 12 compaoy But
nomade, we emponer cents to maketh most domed ana
RAT, teles tcs Bom

einen

One Hatten rg at a eco ces, Pe Mey ws sco wc arm nn eaten
ea be onus sas an aos ocr chr vibe gan cers má poet cn ange Fo
{mar teh tbe Ss ad atte pret rr col ein sae Pope May apres canbe pes o>
‘Secret y dc Besen The ales mr eet omer nab pas 8 ri

Corera Fonds. he conn dt nt sacos rah tes land pren cs 210 conte
os lite Fess en roe nel nse a ama tee ros pan
fo dm má cc, e pame My bss pe ca aces Pa pan ori tran son
Sale. pve eck dedo e unes uh ewe ore eter ra shy os opor cd
Hal apa perio 1% kr U AR DA FN

REMIX LLC Too gro u bed ns nd doce pil saco tig y eg htt
“pc ts fs Teh Sra am crea EA Wren ances al sits, wa eters mo cd
ano meva aus mit eed pray sprees xr be RE IAC LIC Cont Commun or Dt es fae
‘ern md rr reg arg ma mans mare, mr ng ce msg rs. A YO
Deren sane iste nea nd aves Bares eh abr e co a

Tans rn LED A Batman um ers ing Tints Fore his ran og, pots we ait nad
ra os ie e ae tr ec cero Ca, pci Sy ah ash re say hogs ra Sh
‘evs Sy serra sy son at create eo ous. fs se ts ono io wo contd Pe

‘hora. Scoring te no a ir cc ra eke or mary Aa ro Ne elo cor
Pie Se Om Os eves restates 16 wed actor oder eee son igs seso ae
{ores cateo de I orton ens yo Be ars alo sane cass we an a cs rl
S210 har tod inser csr tek rat Sa why Sto mag va are, De
‘Som cous tr e sone area oa 000

TRAINING. DOWN TO A SCIENCE.

Healthpoint Biotherapeutics, a leader in wound care, is proud to be one of
Training magazine's Top 125 companies for employer-sponsored workforce training
and development for the fourth year in a row.

To learn more about Healthpoint Biotherapeutics' commitment to
employee development, visit wwww.healthpointbio.com.

HEALTHPOINT"

NKINGS 81-85 U

Ban

Conn tae fet Bus hom
au (oe CRT Neds Joue Meur Mie Tag
CRT Sard” na ite
97| aan-Towhumcas| wep ame | mama | mr | mr | v6 | Yes
Gop is

Door

e ec

A IS
tranca Company 3128

Nenn ES

Woman © Àss Vaio | were | swam | 25 | ve | ve
Dam, CO is lus

Feats

Sever

erben 228 5000 | EURE | sao | 1000 | we | ve
Fre ses

65 Eran 28 200 | 28/07 sem | an | we | ve
Pam Gem OS

Bas Services 3000

Gas

‘Darden for being recognized as a TOP TRAINING COMPANY!

‘As stewards of our Always Learning, Always Teaching Core Value, our
Learning Organization helps make Darden a special place ~ a place where,
Professional and personal dreams become reality.

82 | vanvanıreanuaer 2013 rating rra com

einen

AAA Ta Auto Cb Grup came Aa co mic pm tone en 2010 äh meet cry 9
eli Kiga tonne eta pain a ee ter emo an vas cnc ea sd nan.
Troll va Oh ud Desire Yo 201, be carey des ab main gar Fan gt nd
‘rnb nano eb ha ut Sang erat Cu nat roman ron een pres
‘reece rn ys nd We mager tok eyes u Be eed ine ce mo

New Yk Insurance Company The Cons noms asc rogan 3 ye cry ton gran as rte ec
La asus teem rr D Mapa as ered ae à Pour lve ropa om Be Be args)
Senken nme mo ve am mgr levantes rote warum yn ps nico, Set má
{fp cra anes ee res Wes ra et asso ey Ems er Ica son Be Ones ae
‘spt el bees, ne creo, me th pa ar heey

Davia. eid Reset pan Das ma eon pare ac; neg ram br MA prats rate
‘ton cost ar I mug ernla das ch Dc Grote onu od Pame angen acm
a para n Degen nel arasic on a testo acces rages One Srs Drops rien SO o
(Tode ends es pra ns 4e Duras

erstem Mas et Lede Dear Carrs recent co ram bd ta ae
DR na arten Spi mn anes band DPI SE ante mun seat rec
Seah ou cent ecos ne gar us em e wg cs mans Spree 6 sss rang Br
SE Le tno sa une md rape open eaten Ad dsc mee wh prin Sore
‘ego md su rea gin pre Pago pies we ces Pa nt ncn er ran ee cs.

‘ape Gaal Soins Eg Get St ng angry NO. Pe NED Uy on esr are mal mar oan
came a a, on vrs o ton a owe rgb Daa ps aves ea te parse
cayera shave et surg stared tore carey, erg be kad bat Tones ee ered ag Van Ton
“ase cone ral og coat bed ate Dont esc eran ae ret pgs rc
‘ie ery tress Reve

Proud to join the ranks of the
2013 Training Top 125.

‘Coaching, mentoring, and developing top talent is,
2 commitment to our employees and partners.

It’s how we learn and grow, and why we deliver
exceptional customer experiences every day.

e

afni

‘Smart Solutions. Beyond Expectations.

etait

aamays Te amp es osea ans Art as my be des css as sh Ta m econ dis
Ps Lkr pr Torre ao sen mero wenn ies ra ern os he ear ee
‘bot mia a aa nen ps a pas ad lc oars er Sri og Lae sones al tr
oye saan ms.

gritar Tetley Sans Cops mon ey hr msg ing asa nas Dakar dt rr tc Be
Greene e ercer nin o srl lose dt rt sr Pekan re ed

‘ier coon sor er cote ts soma rv, Me modi comme a eurer eng cr Somme
‘heey eur eps ya eps Is De oras cae dle. MPI, ane ana roa 2800 ag

Saker Li nd CamatyCompary Te in es sets fl lr ode eet doa sh an ed
‘ued amen fin aes eb mag or sca Ds Mes, ad odo Lang Pra name
{eas Te coro ap y RE orbs no fa rages, thes Une © Sam ay au
reser care rer ash es sre bes cn ba do ch ce age wo A Una ls Pa
tose ton ae aera mage, ade.

“Tach Maira he sec pom eke, rd mt gran at as om mr ce wh eto be
nz cant comerte dl, nd og ads 3 ogre ne. u “

Cory 21 Pal Estat LG et 1 as er et rt pg an ds sc me rn, ing teta cts
‘teat en var le ox poda corer ht Ss ro ops A eb we yo
SE Mon cla srl red ang osos cof eco conta als aes a mm
elements Greg progra pts dad Ba st te fees cy Eo mg ano lg Bu salma
me cc bey tó e mass fom be sen Der e

Congratulations

to the learning
professionals across
Nationwide Insurance!

You should be proud, once again, to be

recognized for your valued contributions

Training Initiative Award forthe learning

solution su the Sharepoint

Electronic Collaboration Deployment.

Learn more: nationwide.com

INKINGS 91-95 a

98 | amics | P1575 mans
‘race Compay us

Dis Cd

COC mel WP 6 on

05 | Prawshecupet 51558 24,951 me | op Lu
mn NP 0 IS
Water or Board ús

, Thank you!

} Our legacy continues to grow.

a Learnir

oo | rosso:
r.n-
F | Qs

E = = = ee

Wot Fara Ce Tos that sta doen gant 3

Come as you are,

Your ambitions fuel your pi
developme

work for and Tr

Hall of Fame company t

RANKINGS 96-100

Tae
Conte! fol Bess Lie
2e (son CRT Neds Joue Meur Mie Tag
CRT Sard” na ite
mal pro nee so | ma | one | oP | tes | ve
Wing Ne ts
Homose 126
See cs
Ema | se men | uam | sam | 240 | 1 | ne
Francine
notons ro mares IS
Une as
Compares
E A
(eae Sonics
7 eM Serna, e. IP 1.153 sar |
Foose
Sees
Dex one CE aos IS
Corporation| is
Capen
Bienes enc

It all starts with our people. a rt à

ao local eses gro what we Ou TOP ena ste
mani ping srw si > Ann

— €) HaskeLL

oun E en

98 | Anuanıreansner 203 rating

etait

PPD nest qa 2012 PD and casi ml pcan cae Mit aa and eres se ht Pots ott
Tac aan dute eto re o O ca bancs Acton toy sla as opi kn o lt OR
{ou en bara hand Bey qt 2012 PPO an ik Pl pre sos aes o o SS Beh
e ps cae at re ve Pa eme

Sans Br esr o Mauss a a sc ryan o pros reta omar mate to

irn agora nt Te pops is Wear tng oo. Magy afer Pe nd
lima Koch nr 1 u eg Ba non ti fi am Frage de Mar my ci
Plomo enn ot 330 ing Bee eg Ak san 0 180 ase Eh sono awe St
‘hey oes unten

Ver Lndscpe Compares Ty, odd cal eg oh ring re ter Ta cs hd
thea bb eng wo sete we gasses ey a omnes acota mr ep bass Te
‘aa lean ase rd pata be Be sc tr ie tbe Sa a dopo kr ptr ar SAL
Grade Ps duos a cole sed na wep nr a nr is acne rs,

EMO roo, nO Suro oer al core a ts manager decencia! ep magos, eg sine
en Reda ern apron ae nn nan Met at e e nl o nto lp
Er oros trend case, sr, rr nr ora pool es nus ID Ser
odas ages ss ga tl ss nde ese o pss oar tes o o retrace
(enger ren es magi a ny cto ame ran Sone Der cot are

Dex One Corporate Or sts nas cam 233 ac of cas cong nrg nt sache sche tons
‘Gwent cscs ad toy asst of owl sh cet one an poc sa ere fet Se
IE od mon ton 3400 et ce sus.

ag aptara
Mobile flexibility with HTML5

HTML
One content base

for all platforms.

Winner of 12 Brandon Halll and 2 CLO Learning in Practice Awards

Aptara. Transforming content for ne

Serve
Ales Ses.

SERVE + EXCEL + SUCCEED

Do

lis pr
es Top 15 companies. Weare co
to developing our peop

ANKINGS 107-105

Conga te fet Bus hom

me Ama m Mad, Taney AU mieu Tang
Foy Bins: Rome Unies fim / fron SM cp’ fad” mei ite
DEFENDER Dear | sou 2008 une sou] 2m [ue | ve
Came Pre

Verte | ep 12200 | PARAS | oe | our Loue | ve
sn etary is

oss IS
ren Hans as

Era [NP 1307 mean we [our ue | we
Moni corde | si. 236 ins sas] 0 | | ve
Paty Reagent | US US

Training
aevetopingihe si

s nee
RIS
improve their perfor

skills, and abilities,

dto sé ise
mance
specifi

Train. Develop. Accomplish.
Our training offers effective tools
‘and proven systems for success.

einen

DEFENDER Det ch rar TENDER Det et tt ds a ota! rr eps At eng,
‘epi mars west De dd core By en obs Soares Spa erg agree at ses
‘exh and ca; Cart tke DEFENCE Di ers rn ea Ent ct ers fs ase metre
Sie ID ar ch me us meta ac Bu erg rte we DONE Om opte a
aan ken ih whe bes metry res ande as econ odin abe

Vetrans AtasAeqution Acadamy Lera ego ut ars end onto sess mos ear sess
Corto ara morts roues Do isonet macs raros oes threonine nd
‘Stet at ove ec Tea conte) messes ae ped wh cout cu debra age AN a |
ems ex D a a ads camper) we one rc are nern rs pr lr as
Fgh a ware bass On or OP

TD Bark Te 55 Ser Map BA Car ar be phe ion fe re ms meri D Es bess os ey
ages, bare Te SDS rey cart is as rana any eco sper ew ese en Maes os
nose ns ce sm er tn argc ng Le ages a aha soe, bey oe cc ss els cn
Sees tate ae nn o cen tes TO Basal macs reagan eres

erg by anges Eng gran gtc eg. rec mc mab ena om es tan
{lsat Oe stats tre D ch hr adn ga. eh cl on cr dns els et nek! cra
Bach eg ces The sr og hon never ori b oo print Cuco sare Te
rat woe bot ven art Sears a Doron ams eee ha ee lt ree e rd
es ee o Sawa bcp o er nt rot cenpoes

a Corta Pay Ree San To, NES eres nc ne nie rc e e us Pa

Trea on Dan nasa ps cone, abe ct poor 6 ra wh so eng a nro tl ect sa
le D or noose cose ates is oar or rr decir srl
Sm

porq e aci

a world of re
SSA |? es on ne coun

Sur rein dam a end

an

Enr our oros We coms fo

Fa e na ay emo

Mente fop D rtve at commer yoo

Ny Sa cw wh ou où

eg en Dd led

Jabou! what sels Morison apa. please vi
‘wn. amMorrison.com

MORRISON

eet as here

rag anarıreonuner 203 | 91

rag
Conn tae fet Bus hom

lame CRT Neds Joue Meur Mie Tag
Peas Re Unies faim he SM D Go co
E sr me | owe | we | ve
Rando ca, CA Soe

fetes 6}

We Lodge WP 8000 am we | 1000 | we | ve
pen

rpm (WP 145 mano IS
Coma is

Pesci FL

Marennes

Des Le 2e dons samo] 2m | we | ve
Lev

tne TE IS
Bonen, u ‘ss

tt Geer Geos

Prove

Your Source for Professional Development
Published si mes a year, Training magazine isthe #1 source of
information for professional development for corporate training
learn and performance professionals. Is the goto resource
for inovatve global arg and development news; trends
research and stalisbes; est practices; new product, services,
and tecnologies,

Your subscription includes the Jamary/February Top 125 issue
and he November/December Salary Survey and Industry Report

Keep your issues coming! ww.Taninamag.convsubscribe

Don't miss Training's FREE e-newsletters! Subscribe today!
inside Training + Training Top 125 Training Tech Tak

NKINGS 106-110

leading companies to
‘enhance their executive
‘development programs.

VISTAGE

7727772

Conny tae
(ese

Ei:
De
PU 217 | sont Susan,

Exess dba PP
Ore. cr
re Mate

Canet

123 | Herr one
Bean re
Meta
France

Mort Amen
Wet on Ur
Francais

TE) 63 tg magenen Lc
Fous
Vesta

raus
Seu
Seon

ma
Eos

x00
is,

Fa
Es

3709
is

ase

8967

RANKINGS 111-115 mm

Bang
Mu Bus Lim

Neds lue Me Mine Tang

ft lens Beg dde Cet Made
sans [suso] a | m | ve
ous [seul 10 | wes | m
20 ne | 20 |
ane np | as [ue | ve
mm Lou | m Loue | ve

einig

TRAINING IS A
WINNING STRATEGY

for all who work Saratoga Hospital
and thoseWe serve,

Saratoga Hospital

Y is honored to rank
among the nation’s top
‘raining organizations.

We congratulate al who made
raining’s Top 125—especially our
‘own training team for earning us a

place among such good company.

SARATOGA HOSPITAL

prole you tat cate you eee

Edward Jones
is honored to
benamed one
of Training
magazine's Top
125 companies.

EdwardJones

RANKINGS 110-120

Tae
Conte! fol Bess Lie
FT az toe CRT Neds Joue Meur Mie Tag
A
hoola be | sus 4278 08 susu] 200 | ves | we
Mole | Ges | 3300
See a
sommes sta 260 avr me our [ue | ve
Moses toner
teste Doce
Date IS
Ramat re [es US
Le 110000
cas
men Dur suse se me | owe [ue | ve
Serge u
Ress
Saratoga Hosp! | Sm | 155 sa sou | as | | ve
nana Mamo US US
Saga Steen
ihe

smiths medical
ego techniny tte

78 y

We've been recognized as one ol Training
magazine 2013 Top 125 Companies for
Training Excellence. Thank you tothe CarMax

ie mes Uy oro Thank You!

ari Fre 50 company and no eh FORTES
pati’ 100 Bes Compare toWor Fe ithe
ases tae leer

CARMaX trente
The way car buying should be: wait ws online at smiths- medicalcom

einen

‘ove Nord ne. TH. ton pom st ct mama Hr at sone ro as
‘Sor tad ts tg de tenes art roy elos eal nial sed eg ron Ru
Poe ph mes er of Shes es comer ar ct, IR oc Bes pr

Smit Maal LO Fr ct soma anno oe ers cop ase nos teca nl e et
{Stee ene constant crcl Oia arg nn ey eran ow a me aa sb re ana

‘Soe tern arco motas rds yn cote subse an cam mann are. Dog erst
‘chutes vana nas ed bet utr pers once 95x B Bess we coat ade ads oe od
owt ct wh nto o poto et rn, tts ora be manga sy om

Dale forts Lene ces tt à JL das hat a andere ty rt
encon ct ere 10 rate ay atra 2a son com nos tr er erg miso
mot yan, mos ce etsy a Soc Gute ou Be found ene Coran Pol er hy an commet
gs pon ours tc o res tes. Me pagan cts rere orcas Coen rd
Hover

Maral Fanci Group Seres parce lA este Sur es. Me os Spy Sr ce
ro Dot trees cnt dames ol compas arth aras sure ad ces gh es core
‘Son be fa Cno porn a hs andern Pr aveces Ihe Hag aa ecient por See oe
ga Neve su oc lr ut Peace wagen, des bea comets Sree he
(SSR ce ang dr Prode es Chg: Cre rg he ROS gs ale bes ns

Sarg Hostal an ering Heme ts ar e tons y otras smn 6 mr tn
gin kart Gare. a sae eon roo sears sche omen ses ne Bord ao
Stone erg Lie Onekane suce tg, treed denne Basa range ann ee Po DS
O
astas nd or coreo spas al ct lego lr

Congratulations to the Training 125 Winners

a ; } getabstract

compressed knowledge

einen

Ra meas Corporation tar, nee ch Ses rest fa Track arg waere sei
oan sten ofa say secs Cage ains bea pagar orcas eee ae
‘none ila te ech n al Posh ead trash JE Pra ep a Oss Doe These rots ak
D rs nn pte a kre at wt o

‘ton! nd fre Bld To vc ate Scena, Lig an ecos Orne ss can
Serum ea nr ugt Me pod ce Bag uhr mesa put rs

orig Const, nc. cnc Ego ens pra sn ay 201, Tu gc ts ur tn
(om Cos Cn reset. rar ot Zar rm cal ns o pie Ta ac tr en
eye ays dr or ye tay ores apio At ade Caras rua Eco eae Porn,
‘pag optics run crated vd ec, O, esis heen coda

Merci Tacna ne. Noe Coles Co OE Nt Aaa a gr Moco mrt wo en arf ye
rot spec ae assed on onthe ane rer rar o Cocer nes resporsbaes

api Boer rte acne eget snout ces ie es ad eg rh
‘Sones pate md asc rar A bes pps nd ar one cy dos one vn wh Sabor se arr
Ah dame otro bong teers Srs ete habs. eight ewes prose nae Oe
‘oka ec ter orgs Hoi So ers to cosa tn Se sees nw popes et Ones no 3
Mots de orton

Excellence
is a habit
we cultivate.

Hsing the moy ro E
=a a'unohoble ere

in transportan,

(0

L: BP/O]

BEST PRACTICES
&OUTSTANDING
INITIATIVES

Training editors recognize innovative and successful
learning and development programs and practices
submitted in the 2013 Training Top 125 application,

BEST PRACTICES

BB&T CORPORATION: LEADERSHIP

DEVELOPMENT PROGRAM (LDP)
“Twice a yan, a dass of Leadership Development Program
(UDP) associe locates to BBAT University for nine months
to pticpate inthe four phases ofthe program. Associates
‘choose one of two concentration to spcalize in: business
banking or specialized corporate funcions. Program fame
‘work and highlights include:

"Phase 1; All member of executive management vst BBST
‘Univesity to dev seminars. on tele respetive ares of
responsibility in the banking industry. Visiting outside
prose serve as subject mater experts on financial
nals and varius banking models Asche kur the
values and importance of teamwork corporate respon
bility, and leadership by example as they coordinate and
«conduct team chosen communiy sevice projet Ad
‘only Far Associates (leadership and organizational
effectiveness consulting group and subsidiary of BBS)

100 | sanwanieconuany 2013 tin

Gratin: Au the end of

helps associates gain an increased evel of sl awareness
yidenifyingtheirsrengihsand weakness

ase 2: All ascites rece an introduction o fun.
tion concepts that frame lending at both BBS and
‘within the financial service ind

+ Phase 3: Associates spend tne individually devedopig

sills rated to their concentration. This comprehensive
Phas nls jo rotations elated o thiindivid ie
‘fork. Associates compet projets for th departments
‘within ter fine of business. Upon completion, mana
rs provide eedack on employees performance, whichis
record in their anal review

2 Phase 4: The program Culminates with a capstone bank

management project. Associates workin cos functional
team to compete in a simulation that appli the kr:
dge they have accumlated through the ist three phases

‘Teams apply act mar
gon! Sra ma EE
Peking decima and a
hace sures

corporate performance, ify Lae temational
Teams presen ther re

soln espace to TOPE AS
"Verizon

"Chora Bono
epic Focal
TE

restons, made up of nor
tears aD.

the LDR assodaes bein Top MUMAN RESOURCES |
theif assignment RE
the bank. BB&T Univer- American Infrastructure

‘iy continues to support
this by offering
bothmentoringandcaret
counseling

= er ds

Don't Let Your Sales
Training Miss the Mark

ROM ma a) 58
se Info0RAINGropcom
O [ANG

Ls BP/OTI |

RESULTS.
Senor Leadership: Nine ofthe urn 12 members of BAT
Executive Management team are LDP graduates. Fortwo
members ofthe current Senior Leadership Team (SLT, level
jst below Executive Management joined BBAT through the
LDP (37 percent of SLT). Same 52 percent of LDP graduates
from 196-1999 curently hold the tile of Senior Vie Pres
dent, Regional President, or Ecce Vice President
Retention: BBAT LDP five-year retention rte of 0 percent
‘outperforms the industry average by 43 percent.

Production. Monthly loan production for Business Banker
LDP graduates in eves I and IVs 0 percent and 54 percent
higher especie; than thi direct hre ounteparte,
Perfomance: Some 69 percent of LDP graduates regularly
‘exceed normal job expectations and anticipated business
results demonstrated by superior ratings on annual perfor:
‘mance appraisals Some 12 percent af ict hte counterparts
recen the same ating

GILBANE: SALES
TRANSFORMATION PROGRAM

‘The Sas Transformation Program was dedo o implement
"One Gilbane” strategy and culture. embracing a “doer ler

‘mind thoughout the company. At Gilbane hoe who man

agcthe construction process ae abo response or encouraging
re buses and cost and ating sles The gl veto
insitaonlae conste processes dispo, ll, and wos
ap senor Operations aero be sks leaders and change
Sent and achive a sstalnalebhavor change,

Tn partneship with an outside consultant Gilbane deve
‘oped program framework ha integrated senior leadership
involvement in design and devdopment during the process
stage, Sales lars were involved in developing framework
‘of coaching disciplines, to and metrics. Cross-fuetonal
teamswereinohedin implementation planning and defining
the requirements fr operationalizing the dosel proces
andthe sles leadenip syste

(Gian rest a framework to hip doer sellers dvop thee
influening sills through repeatable coaching bat practices
‘icine: mtr, and wale, inchding playbook, sls com
venation a sks leaders stem, tuning workshops, and
structure coaching seins (dial and geoupsby region

The defined succes metrics inched

Number of enhanc vies onverations with

priorizod buyer audiences

Number of qualified enhanced services opportunites in

Sshtingaccouns

Number of qualified opportunitieasarslt of doer

see “engagement™

KEY PERFORMANCE METRICS:
Number enhanced services deals closed (existing

accounts)

Number of wins asa result of doer seller engagement

+ Inreased hit ratio and repeat business aio

+ Achievement of company sles goal through a

re-designated percentage fas generated through
er ler sourced opportunities

The program nunched in 201 with 52 senior executive serv
Jing in proactive rls ofrinforement and planning, This ws
fallow by x tw day interactive workshops for more than
368 decesos (project executes and regional Operations
‘management where they were couchedan skülsand techniques
to develop and bul existing relationships, nurture new el
"onshis and deny gente new prospects or business

2011 RESULTS.
"Does tente projects prospects
goal
oka fos fom doc slim projet prospects
= 66 percent bone goal
In 2012, Phase 2 ofthe program was implements it ad
ed new complements to the proces, sytem, and too Kits,
Twelve worktops were held for more than 419 employees o
both qui senior leadership with additional disciplines and
advanced coaching sls, and further dewop the skis of
Operations personnel in relationship devdopment and new
‘opportunity Menifcation. A new leadership competency for
docs buses development wasaddedt Gilbane’ Core
estes Competencies

87 percentof

2012 RESULTS:
Doers ented projets and prospects YTD =
933 percent of gl
Top account plans reviewed with feedback YTD =
713 percent goal
+Gilbanes hit rai on project wis iscurehy3 percent
Aboveihe year before and lining

NEWYORK-PRESBYTERIAN
HOSPITAL: THE ALLEN PLAYBOOK

The Allen Hospital (AH) has long understod that a well run
ga jut tea high-performing baseball ar requires
topnotch akntand well executed pas Having shall
adjacent ots lt and with New Vo Presbyterian Hopital
As ec Hospital ofthe New Yok Yankees, theAH decked
40 pile onthe metaphor fa bashall game to develop The
Allen Baybook, ental "Your Maybook or Craig à Grand
Sam Patient Experience

The fist sep was to assemble a tam of Alen AIL Stars to
share their best "pays" and tips in rating the most postive
patient experience, The playbook was develope from these
AllStar focus meetings. The nine Knock out plays sented
bythe A Stars ar aligned with the key patient station
indicators targeted fr improvement a the Allen Hospital.

Spring Training” on the playbook for managers and staff
took place from February 2012 trough ar une 2012 Man
agers the coaches) potcpated in a three-hour sesion called
Coaching fra Grand Sam Patent Experience” The inter
tive session gave managers the opportunity 1 karn about he
nine essential plays important a grand sam patient exp
rience. The session also provided them with the opportunity

It takes great people to make people great.

That's why we have a company-wide team of experts championing world-class
development. Why we have our learning center—Capital One® University.
Why associates we hire today perform even better tomorrow. And why the

customer experience we deliver is always top-notch.

Thanks for your dedication and congrats on making Training's Top 125.

Ls BP/OTI |

to practice pre-and post-dugouttcam member discussions.

Approach 3 percent ofthe Ale staff participated in
149 minute sesion calle “Creating a Grand Slam Patient
Experience.” The sion focus on the core skill necessary
to sucenallyeccute the nine Knockout plays listening
‘expreting empatly and reflecting

Sustaining the sc ofthe plays Ian important part ofthis
traning initie. The Pay of the Weeks rinfored through
team meetings and the use of monitors located throughout
the hospital À bisweekty € mal set o managers provides
‘hem with les on how they ca rinfore the plays and re
‘educate thir teams. Frequent leadership rounds atest tothe
Playbook'sefetveness Mor han 60 percent fthesaffcan
Speak othe Pay ofthe Weck and can prove an example of
how they've exceda play) within rent week, Alo, o
a sexy basis patient comments from aten stan
Survey ae aligned with each of he nine plays and seat to
manager review with her cams.

‘Other sstainment activites include a recognition program
that rcogniss the Most Valuable Players based on the in
‘viduals contribution tothe eam or an individu effort as it
‘sates tone or more of the play.

Since the playbock was introduced the AH has nya up
verd tends in the 2012 Hospital Consumer Assessment of
Healthcare Providers and Systems (HCAHPS) survey results
wher “Responses of Saf increased to 60 point (1.6
event ver 201) amd Overall Rating of Hospital increased
1077 points (1 percent ove 201)

THE PNC FINANCIAL SERVICES
GROUP, INC.: ASSET

MANAGEMENT GROUP TRAK PROGRAMS.

Wealth Management, part of The PNC Financial Services
Groups Asset Management Group. cuss on achering sales
souls and gowingboth acts under management andthe lo
Portfolio, The Trak programs (astra and Adviortra) pre.

pare Wes Management (WM) employees to provide nts
With the advice, toos, and resources they nec to cine
‘manage, grove and protect the portion Fatal à designed
to onboa all new WM employes, while Adusotak meets
the discipline specced ofthe angst tum within WAL.

Throughmerethan 20rle based euriula, Fastakprovides
“WA organizational overview via a blend of online learning
Sndliveand recorded Webinars. An average of 10 individuals
‘complete astra annual,

Designed to develo the industry’ op WM talent, Advisor
teak builds sales competences for banking imvestment and
trast advisor, relationship manager, and wath planner.
Succesfal completion of Fastrak and this invitation-only
program one requirement o be considered or promotion
Each yar, seven coborts (vith 30 advisors each) participate in
Advisor which includes

Fourteen online course (on average focused okey wealth

advisory ses.

eco erence for advisors to demonstrate echnical and

‘conversational competence

+A two-day dasstoom session on conversations compete
«ies new client acquisition, and eationship expansion
throughout the cin ie yee

Achievement of certain compktes the progam,
obtained through a 40.minute mock cent conversation ea:
‘ated by WM leaders. To date more than 900 adviors have
succesfully completed the program,

‘Changes to Advisortrakin 2012 include

* Use ofan alternate vendor to climinate licensing cs

"Development of new interacts online ses

‘Transition tocador ll delivery i individual markets

+ Us of videoconferencing to acia pane certifications

[Asa resi ofthe change

"The sucess ate or karners who pus on the fist cert

‘ation attempt has doubled.

More than $70,000 costs hs ben climat.

NCS retu cn investment calculates an average return of
65000 insales pr participants compared o hxc who have
not competed tb program. Sale ests or two Advisor.
aborts who completed the program in 201 increased an av
tage of SI percent flowing completion ofthe program.

“To additional Trak programs, Hawihomtrak and Isi

malta, designed for cient facing employes supporting
ta high net worth individuals and institutions, have been
introdoced inthe last 12 months.

UNITED STATES NAVY: INFORMATION
TECHNOLOGY OF THE FUTURE (IToF)

With the eybenecuity challenges the United Sates acest
dax information technology (IT) and information assurance
(A) ar rca to the US. Navy’ mision. To met the uch
nology needs of the US. Navy’ global force mision and 1A
requirements a sea and shore fits thoughout the word,

Gr Center or Information Dominance implemented an
AT training continuum called Information Technology ofthe
Future (TOP), The IT taining continuum requirements were
refine falling frontend anal, which va proves t de
‘ermine content development and delivery methods The plan
ssa thre step see

Sep 1: Leverage exiting resources (manpower, quipment,
space and curriculum) valued at $9 milion.

‘Step 2: Conducta busines case analysis (BCA) to evaluate
rain solution akeratves The BCA rele in adoption
of a hybrid approach of commercial ofthe shelf curriculum
diver by a Blend of military, government, vlan, and
contractor instructors. Taking advantage of exiting rescure
«> itavoidedam estimate bi amnalorrcalom development
eat of $3 millon. Using this apprench, the Navy became a
member of nes of organizations wäh "ea:
1 curl package providing premier TA curiam
With ei to meet emergent technology changes and
‘workforce professonalzation via commercial certification

‘Step 3: Design and deploy an innovative and expandable
‘etal laboratory network infrastructure that was accepted
as the Navy Enterprise solution, The solution provided for a
ast savings in hardware, technical sfr, and life-cyde

Ls BP/OTI |

‘maintenance suppor estimaedat 56.2 miion rer sx years
À team approach least the integration of even networks
into a common core remote training environment expo
ing students oral word systems. The remote approach was
cable va a “load” environment supporting four
diverse training actions at cos of 4.5 millon compared to
SISmilionto establish point ofpresenc”a each ie fora
additional savings o SIS 5 milo, bringing the overall sav
ings to approximate $197 mili over six years.
Trini Continu students with es than two months
of training and no IT experience can earn commercial IT
«eras that meet high standards inthe IT Industry
27 percent of IF students pas the Compa Ar 701
Certification Exam on their ist temp, and 9285 pee
sen pass byte third atempt
6429 percent of IT student pas the Complia A+ 702
Certification Examontheifrstatempa,and57 percent
pas by theirscond tempe
375 percent of IT students pass the MS 70-290, Sever
2003 Certification Exam on thei ist attempt, and 875
percent pass by thee second attempt
several studies ave shown that personnel hakding these
certifications are able 10 improve customer service, com
lee robe calls in Is time, improne network sec and
reduce network time,

OUTSTANDING
TRAINING INITIATIVES

BEST BUY: PATH TO
EXCELLENCE

Best Buy tok on the challenge 0eretingaword-dasseuure
fkaringanddevekpmen ris 167000 employsin 20
“im bi a program that would support and complement
igh quality traning modales, ase e ecgniz and end
employee rth ring chown’ The slain: Path
to Excellence

PalhtoFaclleceesemplayeslaringpathstotheecarcer
paths, Employes can "vital badges” and progres through
Teaming lees that corre to where they a on her career
une: Employes achieve bronze status when hey ha pre
Pare fora new rae, This involves complting training moles
And exercises ha are foundational in content and complex.
“They progres to ser sats a they develop nr oe com
ting more advanced modules. Reaching gold status require
most bein leading in thelr oe competing modales
"hat support thi ability o Bring oer in thir department
along, Filly, platinum status & achieved when employees
ave sucessfully prepared tar desired, or aspzatonal ol
(those choosing “master” ver "mobiiy” can sl aan the
plain levy completing leadership modules.

Employes corn pins they can wear to showcase their
achievements points they exchange or products and custom
ins rewards, and pennants fora given department or tote to

splay on their walls asa source of pride. Employees also are
reward for applying what the Ve earned when headers
observe them displaying the appropriate kl and behaviors
taught in the taining.

ath to Excellence has enable Bst Buy o integra training
ecu, measurement leadership, and recognition elements
into a holst larning and development culture Store with
the highest number of platinum and gold level employees
have outsold stores withthe highest numberof ronze and
Sir lvl employees by 3 ratio. Since the program has
hunched Best Buy lso has seen exceptional ovealicompany
performance improvement in thee key metrics: The se
Fat improved 129 basis Points; rrenue per transition i
‘eas $3.1; and services and connections ales increas 37
basis points

CHG HEALTHCARE SERVICES:
CORE ONBOARDING AND

CONTINUING EDUCATION

(CHG increased hiring in 2011 over 200 by 54 percent (480
15.511 new res, respective). But hat dt uo challenges
tin new employees tained and succesful quickly and
Keeping them atte company during the often ifheult fist,
to jean of employment

In response, CHGS largest division created CORE (Creat,
ing Optima Results Education) a restructured apprasch to
boarding for Ars and secondyear new hitex CORE is
‘composed of for distinct branches

1 Sales Teg (re ies through hei second mon)

2. Business Partner (onsale) Traing or new hires

through her second month)

3 Leadership Tang

4. Cantining Education (for hos in her third to 24th

month)

Beginning in 2012, mew hires now keep al new business
found daring thei fist month of training, allowing fr car.
Ir incentive nd a more immediate sense of contribution to
thei teams Ananda goals alton, coaching by CORE
tess tam leader» and colleagues of first andseond year
‘ew hires was increased by more than 40 percent per person
ner te previous Year Second year new res pow participate
mentos for first year new hte in the divisional "Advocates
for Achievement” mentoring program

Seco ear new irs alo were given obje matter export
responses in fist year new hire whiteboard meetings,
which the daily tam meetings to review key performance
indicate (KP.

RESULTS.
In he frs ix monts of 2012, tea ne hires each
generated 15 percent mare gross margin than in Jay
to December 201
To datein 2012 rt year new ies contebutl 8 perent
more booed das per month than the din 201
+ Fintyear mentes see roughly 50 percent increase in
month days booked when compared to another ist ear

CONGRATULATIONS
TO THE TOP 125.

Were proud to be named one ofthe top

19 programs in the world.

NAVY O
FEDERAL ||
Credit Union | 60°

Ls BP/OTI U

eu Hire without mentoring, Mentesalsosee 23 percent
increase in outbound calls

Second year new hires alo sae a post mentoring increase
(approximately 20 percent) in thee own days booked
becuune ofthe eminder tht came with emphasizing the
sico ef per nites

CORE efforts have combinado hp incas th division
“overall engagement sors from 1 percent in 20111095
event in 201

EDWARD JONES:
BOA TRIMESTER CHALLENGE
Far Jones ranch office administrator (BONS) pa cr

aloe in srving ens fc validated in survey wher high
Satin withthe BOA translate diet nto higher overall
Sen station. The mie from experien thats BOAS
{joy participating promotions fering rewards for specie
activi, oie decido combine raining; rvds; and hgh
impact cen ato challenges
The rm eraththe BOA Trimester Challenge train BOAS
to set an objective, tack progres, achieve a goal, and work
independently on active that lad to grster sien sate
faction, contribute o branch fine, and, in many ass,
result in con saving ach trimester, Edward Jones ances à
new challenge, offs rainingon that tpi, and provides cas
Prizes to BOAS who demonstrate success

Te ist challenge inthe thd trimester of 2011 confimed
the programs vale. The Easy Acces to Cash challenge
Encourage denso signup for on-demand online transe.
“The firm hosted 32 vital nsructored sessions (VILO) for
1264 participants crevted an olin course; and poss online
talking points and cues for client conversations BOAS could
“qualify for cash prize of $0 to SIDO, depending on thie ue
ein signing up centstoconvert account ranactions rom
‘heck distribution to online trans

Th challenge was design to address key miss

"The rm wants BOSS to spend ie on qua ie inter
sections, not tedious tasks sh as check handling,

2 Checks ae con 33 cents versus 3 cent for an online
ransíe—and common. Some divdend transaction:
result in as many a 2 checks annual toa single dient

Ewan Jones observed an immediate and em ede impact

forthe trimester when more than 8,500 of nel 12000,
[BOAs boosted online transfer activity and carne an award

+ Online ansferenollment neatly doubled compared to
‘the same trimester ar cri

+ Online transfer money in rose by 8 percent and money
‘ut rose by 9 percent,

+ Overall hecsissued lly 6 percent a checks for sec
riy dividende ly 4 percent

Saving each 43,00 for one trimestr

“The wast majority of participating BONS took the training

with 8 percent ating tas effective. The fm spent $266000,
où BOA award. Cost savings from a continuing higher rate
online transfers vers check transactions totaled 5252000
‘ver the fist I months

NATIONWIDE MUTUAL INSURANCE
COMPANY: SPOT SHAREPOINT
ELECTRONIC COLLABORATION DEPLOYMENT
Im 2012, Nationwide made great strides toward bringing
entrpris/pee knowlege 1 the point of demand for aso
es through anew social collaboration community called
SPOT. This community provides opportunites fr learn
ing from experts, collaboration with pers and knowledge

‘management.
SPOT consalidates existing document repositories and in
corporates powerful search and tagging features that allow
Associates to fit in, consume, and share information.
Yammer isintgrated int the Sharepoint platform to provide
‘he opportunity odicuscontnt within communities.
‘Nationwide’ Learning Solutions team developed virtual
claseslnformal leaning solutions for ste owner members
to enable adoption of ths strategic collaboration platform by
increasing avarenes/proficenc for 25000-phs associate,
The virtual clases utilize facial lenin, examples, and
interactive conventions to teach ascites how to cee a
Ste move files, and add members.
‘Change management was an important apos of this ini
itv, because Nationwide previously had implemented
<llboraion systems that have been less than suce
Therefore, the company aligned the learning solutions to the
ADKAR change management model developed by PROSCH
einge mailand meetings
sa awarenesf he est change
"Enable desire by creating energyengagerent through fun!
‘cational team site planning sesion

+ Share knowge through vital classes jb ais, online
usergroups and forums (SPOT st nes were not able
to get theron ste provisioned uni they had taken the
Fundamental raining asses)

Foster the ability to use the new took by practicing in clas

followed by workgroup practice sessions

2 Rene ailty through a SPOT ste specially for een

ing purposes o partis can eae informal sing an
sua teil they sok our to ect hist

[Nationwide invested in training 160 leader in ADKAR.

RESULTS.
+ Since training began in July; more than 1,000 Sharepoint
SPOT stes ave one online; here have boon ewe han
30 allo the Hap Desk
+ Quick References on Sharepoint Owner/Member sis
wer distributed to 125 socias
<A Sharepoint site was rated for members to practice
they access resources fr their xn community sit: Web
trend data show 12,94 tal pageviews over one moni
and 1084 unique vistos tothe ste each ay
A 212 corporate objective for Nationwide centered on ea
nds. The SPOT ste—speifially the discusion boards
‘on Yammer—ha alle communities tobuld elatonships,
In 2012, Nationwide brought on Harley Insurance, and
the SPOT t00 vil all to build relationship between ts

existing 31000 associates andthe 1700 Harkyville associates
ina way that would not hae been possible without this to

ONE NEVADA CREDIT UNION:
MEMBER CONNECTION

In 202, One Nevada Credit Union went from being fe
ally chartered credit union (Nevada Federal Credit Union) to
à sate chartered credit union (One Nevada Credit Unis)
‘Asa federally chartered dit union, One Nevada ws lio
ied as othe peopl i coull serve in sutounding areas As
transformed ino a sate chartered credit union, he company
‘expected an increase in membership: his acid growth
prompt One Nevada noves taining campagne Member
Connection.

Member Connection focus no only on the products One
¡Nevada ofen but alo.on fra way of fering these products
tocurre andnew membersofbecrditunion This mandato.
ey taining sesion vas taken outside the tradinal lasroom.
and transported to very employee her home branch wher
Fea ie stations could be experienced and practiced.

"One Nevada as culture philosophy of incentive fo ied
product ony” was evito before shawl the ewes po
ss of Member Connection. Al employes must understand
thatncentve pay willony-be uidowtonprodacstatmenber
aie and nt fo thse simply sol or ed on an account.

The basis of Member Connection is 10 allow evry

employee to ver away from being sen a typical salespeo
ple by erlit union members. The foundation of Member
Connection is using the non-aggressive sles perpective
ofa restaurant server, One Nevada compares ls “mena” of
banking products tothat ofa quality restaurant Armedwith
‘hese comparisons it started teaching employees o "ole"
rather than “sel” products, jus asa restaurant server would
lle à patron a sweet tea off the desert cart The credit
union communicated numerous and esyto-understand
Situation asthe taining progressed

+ Knowing the daly specials

+ Knowing the soup ofthe day

= Offeringandwhling the desert cart

+ Offerngcotfee

+ Knowing what drink goes wih each entree

* Understanding the people waiting tobe seated

As One Nevada altered its thought proces from “sling”
10 “professionally fering.” it ae the lightbulb come on
ner the head of many ofits previously "did sign on to
sal employees. Since the inceptionof Member Connection,
One Nevada has experienced projected growth at roughly
1.000 new members a month. I has seen ie cros selling
attitudes and opportnities grow and member retention in
creas, For example, ata branch in Reno NV, monthly loans
areup more than 80 percent and cross sling as increased
by 25 percent

Que TOMIZED

rang program ta! nos

increase you organizations performance
competitive edge

ing yor ring vision te with lex fat solutions
Met your specie eed without he wef in-house estes

void the expense of traditional outsourcing
- 3 1

Terug oppo with

CORAL CAMPUS,

[VO añ Borg N

AW Northwestern Mutual’

insurance / investments / ideas

How Do
YOU
Think

And can you think better for better

results? Training magazine partnered with

Pearson TalentLens to see how a thinking @
assessment can pave the way to better

decisions, better problem-solving, and better performance for
training professionals. BY JUDY CHARTRAND, PH.D.

How do you think at work? Are you clear and efficient or more like a gerbil on a
wheel? Are you sometimes proactive, sometimes reactive? If your organization
is like most, you are faced with complexity ambiguity, and frequent change, and
you probably use variety of thinking styles to cope, but you don't necessarily use
those different styles equally well. Most people are really good ata few; but rarely
use others, which limits options and hinders performance. It sa litle bit like
havinga too kit that contains only a hammer; you are not fully equipped to deal
‘with the challenges that come your way each day. To survive and thrive, you need
10 have ready acces 10. full et of thinking tool.

‘You might be wondering exactly how thinking information or draw accurate conclusions. The
styesarereatedtobetter results Thatisa good research literature supports this view, amas
til thinking question. A few years go, was hat having the right mindst (hiking spe)
‘developing critical thinking training material helps you master the skill set (¢hinking sil),
and became apparent that thinking styles and together they provide a foundation for
habits or dispositions „play an important role building key competences, such as decision:
in il acquisition, such asthe ability tocvaluate making, problem-solving, anaing, creativity

How Do YOU Think?

and strategic thinking. And these are the skills driving our
dst century workplace,

7 CRITICAL THINKING STYLES
So youuknow thinking styles ae related o thinking sills br
What eclyarethinkingstls? Another good question. did
«search and found that several assessment tol that claimed
‘tomeasurethinkingstyes stayed from theconcetby adding
interpersonal qultis (extrascson/inrosrion) and other.
‘extraneous material ito the mix. 1 Kept looking
and found that thinking tylesare ke gold nuts
valsabe but not necessarily easy 10 ind, aly, 1
ent bck tothe cria thinking Mestre and
Found a report based onthe comen of 6 c
‘al thinking experts Ths group of academics listed
Several dispostions or personal quais associated
‘with good critical thinking such a being open
‘ninded and ingusive. This body of work became
voy pan of gold sifted through the concepts and
‘ese to polish them by appring measurement
‘expertise. My background isin test development,
and the wick i wring tems tha capture disp
Sons or habits and represent cognitiva deen
behavior or outcomes. The end result was the My
“Thinking Siles (MTS) assessment, which mes
sures seven diferent thinking yes:
“Anal: Organized, planfl, methodical
guste Curios asks quesos, robes deeply
“night Sd thinks before speaking perverse
Open Minded: Good listen, reset differences,
adaptable
Systematic Strategie, connects ideas, ses the big picture
Time Mabilzes resources, molta, takes initiative
“uh Ses: Frank, independents the ough questions
All seven styles ae poste, and each in ts xn way sup
ports the development of thinking ails For example, being
“ope minded makes it easier to learn how to take à broader
perspective and not get locked into a view that is arrow
defined by personal biases or faulty asomptions. ing an.
Iytical makes it easier to earn hove to organize information
and notice gaps and inacuraies. Comfortaly accent
ire yes crests a well-rounded foundation upon
‘which people can clarify intentions, cvalat information
and make decisions

FREQUENTLY USED STYLES
You might be wondering (especial i youre inguistve)
which styles do people use most frequent? Even doser
to home, which thinking styles do training professionals
se mast Frequently? A recent Training magazne/Pearson
“alentLens Webinar give us an opportunity to answer the
question. More than 1,000 taining profesional took the
MTS assessment, including a sub-group who work in org
nizations named Yo the 2012 Training Top L

It interesting to sce the sideby side comparison ofthe

larger Thing magazine group and the Top 125, As expect
ds both groups have the sme top Ihre prefered ses, but
the order & somewhat different The most preferred syle
of the larger group open minded, which means hat hey
are comfortable seeking different perspectives, suspending
jlgment, and using firminded approach, The most pre
fered syle of the Top 125s systematic, which means they
lke to pu information into context fame the context, and
sechow the pieces Aistogethe.

My Thinking Styles of Training
magazine Participants

‘ned noe o Mia

at pta o pr
‘ae Shan oa es

“The Top Len were mare ht usa variety ofstyls than
(he age group. In addition to systema hy wee also more
iyo usetimaly insight and quite styles In essen,
they were more likey to consider how to mobilize resources,
stand back and eft before acting, and to sk more questions
bear forming judgments In general appears the Top 125
has abroad ara of thinking slat is da

"As part ofthis tud we wanted 1 connect thinking styles
and skill so weasked participants to rate thet leelo
<al thinking sill Both groups rated themselves favorably,
buraneye-opening 8 percent afthe Top 125 described their
thinking sil as "Above Average to Exceptional" whereas
7 percent ofthe larger group saw themselves that way. As
à cautionary not, people often rates themselves favorably,
but more objective data suggest that critical thinking is ot
a strength for most employees. On à more positive note
higher ise of thinking styles was positively asoiated with
higher sills ringe

5 STEPS TO THINKING BETTER
‘Ultimate though the $6,000 question is: "Can you think
better for better results?” The answer i "Yes but you need
to practice. Lets look a how you can think beter by using
five steps

1. tp and hk aba our ii What are you tying o
achieve? Is the station urgent? What are the mental re
Sources you ned to tackle this situation? Step back rel,

Training
magazine events

Learning
Conference

Conference: September 17-19
Certificates: September 16-17
MeCormick Place Lakeside Center
Chicago, Ninos

www OnlineLearningConterence.com

conference & expo
Conference: February 3-5

Expo February 3-4
Certificates: January 31—February 2
San Diego Convention Center

San Diego, California.
wwTraningConference com

Training magazine brings the best of
its certificate programs to an online
environment.

win TrainingLiveandOniine.com

For more information, visit www.TrainingMagEvents.com Noda Group ue

‘Your Customers Will Love Them - and
Love You for Them...... Ours do!

We started printing our un workbooks in 1991
because we were unsatisfied with the quality
of outsourced printing We wanted a better
Product for our dents, and we wanted to
lrinate the high cost and negative
‘environmental effects of binders and tabs

"Now II Printing can co the same for you.
‘We professional pint package, and ship
perfect-bound leaming materials anywhere
Inthe ore

Wo offer
* Any sie print run - no minimum

"Quick tumaround- Competitive pricing
Cover design options Emvironmentaly sound
‘and sustainable materias ard processes
“Intemational shipping = we can help you
reduce your direct shipping costs while
Improving quality anc turnaround fr you

+ Unequall customer service: your
problems deserve our solutions

No printing company knows beter than IL
‘what the needs of corporate learners are,

No printing company knows better howto.
serve them,

Please come by Booth #201 at the Timing,
Conference Expo in Lake Buena Vita Florida
February 18th and 19th to see samples and
VAN print un oF25 copes of your training
workbooks pity

b=

How Do YOU Think?

and set direction. Using an insight ol thinking pe par
‘uly ela at hs tp.

2 Recon asus that may nt de tue. Sort out the
facts from opinions What do you knoe tobe true? What
dont you know? What ate thet seeing? Clarity isthe goal
ofthis step, and using quite and truth-sceking styles
fosters cai:

3 Braut information in a systematic ard object way. Ihe
information relevant, given what you are tying o achieve?
Are ou being objective? How credible ae your sources? ft
‘hough the information, priori organize and value
Usingsystematicand analytical style particularly ela
aise

Draw concu that maten the infomation a and. Are
you ising anything? Does this conclusion match wht you
Are tying o achieve? The goal so find tat balance,
‘over generalizing not jumping to conclusions, but logica
tying the input and the output Using analticaland sistem
ati ishepfulat this step.

5. Develop à plan o ation tat ings your decison to ie
What ate the consequences ofthis decision? What types
of resources are needed? Determine the ation that ned
to be taken Using timely sei particularly helpfl for
esp.

COLLECTIVE CRITICAL THINKING
Having this mode in your head will make i easier to earn
and implement effective thinking behaviors and, of course,
Ski will come wih practice is worth the effort, because
feeling confident and being clear and efficent is bete than
Being hegerbilon the hee.

you dont know your thinking styles preferences, learn
them and lesen how 1o leverage them so itis easier o
practice the right behaviors You can acces the My
Thinking Siles assesment and development report at
vw Tinkwatson cam. The report is filled with practical
development suggestions

Work settings ar often compliatedand het but hank
fully he human brain ste ren mediator. Is accessible
2x7, an amazing tool you can harness for both professional
and personal benefit. When you bring critical hiking into
your organization, and thinking improves at a collective
level the benefits are exponential—better decisions, beter
problem-solving, and beter performance across the orga
zation. And for you personaly increasing your mental
&eieny, even litle, increases your confidence, lowers
stress, and enhances your ability to thrive, Learn bow you
think and get Better results

uty rtrd PAD, et ie rin ran Tens, ba
‘tre cope corso chr, Pap on mln
ss ers ser emp deseen, want,
‘ler M pa erage, ce marne sd son
flr Ste ei an Et Cae! el om e Ana Po
lj An oh ern ae de Sl

Training magazine's
37th Annual Event
Certificates: Jan. 31-Feb. 2

Sn iso tein Eta
conference & expo 1:2...“

Var forunate o naw Leadersip Team
that promotes my acte eaming and
rides me e opporuntytostend the
Training Conference every ra aways
came bork to wor sie and eager
tryout my new earings:

Lv Becker, nn Specht,
est Puna Pt Care Company

The Talnng Conference was a gest
Ieaming xprence was able to
‘connect wit Ike minded people and
network wah traning community around
the wr This conference ia must
attend event for anyone tom Tai
lean communi ened ry
‘tof attending and speaking at this
cannes”

Dr oo Jing Product onl,
Adobe Systems

“The Taring Conference has alowed me
to see he taningwor in a diferen
Hg Te people you meet, e classes
You ten andthe laming opportunites
are tose don tink you could et
anywhere oe. tis el woth atending
each ea

Kara, Stat erormance
Specials Mimi Che's Hsptat

Visit: for more information.

Best practices

Music as a Metaphor in Training

In The Music Paradigm, music is used as a conduit for reaching trainees,
allowing them to metaphorically address issues that may be difficult to

take head on. BY NEAL GOODMAN, PH.D.

astro Roger Nierenberg walks into a

large conference room. Seated in ar

‘us locations inthe oom are sections of
a oll orchestra he as just met and ested among.
the orchestra sections are more han 250 corpo
rate tances Nieenberg lads the orchestra in
various musical exercises He à the conductor,
bute also is playing the metaphorical ol ofthe
corporate tear Kader, and the orchestra isthe
team, In a given session, Nernberg may take
on different approaches: aggresive, friendly

aspect of the sessions. As Nicrenberg explains,
taking people somewhat out of ther comfort

rones ciclo deep learning, but when people

Arten ot of their comfort 20

lected into defensive mode Inthe land of meta

hor it seemingl has noth

te surface, so

ina non-threatening way”
the

des sue that may be difficult to take head

‘on. The participants and the

they often ae

todo with you on

‘sessions, groups metaphorically ad

chest interact

Neal Godman. PRD.
De Gpatetc, uncertain, micro manager. What | with ach other and under Nirenberg leader
a Pants ee Becomes immediately obvious | ship, musicians take on the roles of functional
Bremse Ve The leaders approach hasan immediate | and dysfunctional behavior. Me explains hat
ina onda! fc on the product (or musi). participants then subconsciously lok ine
mpeg. Theacionsorrescons ofalteam Themselves and their organization.
datation cateat member (or members ofthe orchestra) ave | The messages vary but some Frequent themes
ice tie animpact inde

vraies, an
dress ren
305 62.7889 at
emma

Butthedespelesonsare more profound. These
lessons vary depending onthe taining neds of
thteam. Roger Niereberguseshis program, The
“Music Paradigm, for traning ladera ero
ment and teambuilding sessions worldwide

namen. fone

"Breaking beyond perceived boundaries

+ Blending with the eam
+ Empowering team members
For teambuilding training sessions, Nirenberg

may askallthe instruments to bend together
to sound as one new instrument. Similar

amos tee Music allows you to focus in a training session focusing on imercul.
MEER: 1 4 tural communications, he might ask all the
“ren both on detail and big een
picture at the same time. NN Le oe

It allows you to get on the understand the characteristics of the other

playing field without getting aucunement cu

injured and puts you right timate ch eng ten

into the thick of the action. e differences” says Nierenberg. "The abil

duit for reaching trainees. As he explains, “Music | of learning is to leave your place of work and that

VIAN T ECE, sis resisting services by Des

Proud Sponsor of
Training 2013

Come see us in
Booth #806

PRINT LESS!”

Make the switch from
traditional i

printed pul
not all We provide you wih

‘ost and wasle Findouthe 5 Top Reasons for

Pant less!" wih 80042 when yu got your copy!

Get your Free eBOOK at
www.viatechpub.com

11800 11631) 968.8500 | info@victechpub com

raining
live+online
ONLINE CERTIFICATE

Training magazine brings you a series of online certificate programs to help
you jump start your career and enhance your professional know how.

Youll find the indepth content you've come to expect from Training magazine,
in a format that fits around your busy schedule and inside your budget.

Designing E Learning
ith apte Crate
a

Voumay use Carat 50.

rating Enga E-Learning with ain Manager ertfeate
‘Aidt Create: rom Ron Managing te Tang uncton Soc le wtb foe
Progamming to Advanced iterations, fo Boom Line Rests sn
Rand 1 Us Models ad Sur Codes La Par also Sh Mara

Ro ars At Ut ering Pare ano Cine Ca Peet BONUS EM ot na.
e anal
Sri eign Dope on Gl CG sr Mar et

Fanlo a Veras song Ken Mangre ata Mean On. pen
MonAnstWimngEiummgDesge BONUS Yeh th lg ny Bon oe Mar: $845
Gage One us St Io o EMO AMOS

ec Leste con. Damon Searing 100 ose

BONUS! ins cet, nn cen Circo aor Salinero rd
emma o —
Sanare sport spor Sup PUS ue amp 19 CE payer
nm mole la CEE Elo en
gues codes a IE nf sen Sang 32013 1 mar

inet esos starting Mar, oes aes: ang Stones to ge eames

2013 OR May 14,2013, Tay Be foe o/o Mo 3: 51.188 omust ace gta ec
More ates person ar 381295 papel ilegal re
Regain a ferny 895 Deer Rao Soest Ina eleumen,

us iy Be te Voom Sit 2: 81,65 —
Manette M nee #08 AO sed saree 20
Regen A 18: $695. ny Su Rae oct ae 16 $645

ten he Mar 16: $795.

BE PREPARED! For complete descriptions, visit
ls our system propery configure? We recommend you register a minimum vw TaiingLiveandOnino.com.

tone weekin chance fa course to obtain any procoure assignments and
ensure your computer i propor onfgred forthe online envronment.

WA

y k
PROGRAMS srcuvrannommecon

nr
A [85] | Sh =
a M.

Talning Cooriatr Cette
A Consulting Approach to
Gooriating the Ting Function
usd rere Mar Ort pg
Pam Te Tri Cn; Oo sent
rene Kite rage Pes Te
Tang Cie Goes Ps Ma
Sin ina Pr, Ting Cin

Ass ess Stating 2,201
Atta:
ony Bt Ra o re Me 2: 1.145
Fegan fe Marc 24 $1.25
any Bt Rat ou bre Sep 6:81.45,
Regain ate Seems 16: 3128

NEED CUSTOMIZED
GROUP TRAINING?
Many of ou one programs
cano custom to you
Specie compra traning needs.
For customized group ann
optons contacte
‘ContrenceseTiaineMagévents om
REGISTER EARLY.

TRAIN AS A TEAM
AND SAVE!

For valuabe group discounts or
customized taining information contact,
Confrencsetiainngagevents.com

Certificate

Present ein Das Le

BONUS! sa ands en oper y

dusgingore digg stot oy tr

‘iene ase rn.

sere sesos starting Apt 28,2013
Person ar Ma 20 8795

r Perfomance Consling
erica: Smart Teale
and Techniques for
Maing the Transition
ut He, MD, CL,

Presión IS nd aver tt et

sing feos Gr os

an Rees eras Oars
an ple 2nd Eton ( $85 ae) wn

‘ang nen

ars sesos starting tp 0,2013

Eat Br Re olor Marc 30: 81.145,
gern ar Mo 90 51.295,

J Instnctona Design:

Performance Based

and Results Focused

Corea

Dar Sak Peso Dry
Seasons Re ad
BONUSES! ao à 101 age
paren pode cowseing tb ae anges,
‘otters nt ay pas remember Ira
tous as you eig and ep ow esses.
om ae oo sm ou
poet woh rage eae progam et
Foc ys taco

Aisne string y 8

Ey Bat x ce a: 845
stone An $905

From tainer to

== =

Tin ign Pages
nca ser a
Envie Reman Site ht, Qt
nage and Sur neg an Coach
BONUS! Wache a FRE copy ot
Tims ok Coeing. Copuate eres

Ass 4 sesos starting May 38,2013

En i Rate xd er 30: 585,
nat hero 30895

Aer sucessuty completing one of ur anne
‘erate’ programs, ou wi econo a profesa
produce rat of Complton nad by your
Instructor and subi or rig

Brainer talk

Bu Phe, CSAP,
iso athe ears
mon tu De,
ing Cee
Tann Tem
nn ater
fig,
eich

Resolve to Involve

People learn best through involvement and real-world
‘examples—no matter where they are. BY BOB PIKE CSP CPAE

ith isk ges reward. That tus hit

home when fw invito make pre

sentation aan international conference
in Amsterdam, Holland, The presentation ves o
De simultaneous translated in three languages L
vastly theomgnizersto expect bout 00 pe
Plein each of my four sessions on four diferent
topics: adeship, problem sling, training techs
igs and marking strategic.

Tas for and ected a lt of pre presentation
advice from people familiar wit the conference
My group invohement techniques according
these people, wouldn't work well when applied
to people speaking diferent languages (they
actually asked me to lecture on group involve
ment. And the mare reserved Europeans they
said, expect formal presentations. They would
turn thee noses up a à suggestion o ope
ly participate inthe manner American groups
do, They also suggested 1 drop most of my
American based ilustaions and anecdotes,
implying they would gt lost in the cross
cultural aby

1 spent alot of time thinking about thir
advice. And also reflecting on what 1 knew to
be tus about the Creative Training Techniques
Instructor ld, participant entered principles L
have bn using and teaching allover tb work
since 1969. Some ofthe advice | accepted some
[id For years ve championed participation
and involvement in my tesinthe trainer ses
Sins, as well as dlivering interactive Keynotes
alone the world, Why couldnt participation
transcend language Brie and ultra di
ferences? Why couldn illustrations be crest
with crosecultwal applications? Could this
Audience be totally diferent from thow in more
than 20 countries ve worked int

‘COLLECTIVE EXPERIENCE
1 began my fist presentation with a mini
lectures the Europeans expected but then
[asked a question: How many ears experience
oyouhateasaleade We were seated athe
teo Liked each raw toad up the numberof

an forthe row and then hav 1
he answer stand up. Then cach “row lsder
Verte his or her answer ona 325 card, and the
[kar from the top row collected the cards and
added them a spoke withthe group. When
fot the card, the number was 1026.1 sad, "We
Fave 1026 years experience inthis room. have
23 (this was awhile go). I's obvious tat all
the wisdom and experience notin me, but in
allof us. How many of you think t would make
Sense tohonorallf the experience inthe oom,
father than just mine? Can I have a how of
ands?” Virtual allo the hands went up.

LOST M TRANSLATION.
Net, here was another challenge not al the
interpreters were translating property. Each
Language had two interpreters who alternated
Participants were telling me that people were
getting confucd because one would translate
Properhy and then the next would not. Alt i
tro were comfortable with conversational
English, but when you star to ge ino specie
content sucha leadership or marketing, words
star cropping up that arent common to every
day En word such a innovation tic
down, downsizing (even “cropping up
Since this was a fur hour program, tok the
Lime o repaire into small groups to faite
networking (and she the language problem)
took into account language difrenes by hav
ingall thse lining English separate into one
jos, and so on for those listening in French
Spanish and japanese. That med the groups bat
allow partiipan to remain working à an
fig they comfortable with, But within the
Enguage groups had people ne up by the En
Ish Mey. Then we number ff to form sal
oups cach of which had at stone strong Eng
Ih speaker. Now we had someone in each group
voho could arf what vs ing presented,

HUMOR ME
Eadie, had assesed ach ofthe anecdote,

analogies, and illustrations [planned to we

Brainer talk

In my discusion on fective leadership skills,
asked myself if the group (are Business
leaders from more than 100 countries) would
identity with iconic American Iaders such as
Jon E Kennedy, Bil Gates, and Sev Jobs and
draw parallels to leaders in their own cous
tres and organization. Each country and each
‘company i divided into those people who take
Charge and thos who stay in the background,
1 found the examples transferred well as did
those about leadership in families found may
group sie gree progressively as the conference
‘Continued. My fs group vas litle more than
100. My last group was more than 400

Relying more on natural humor than

People everywhere can identi
with illustrations drawn from

but ony if doing so makes good sense and isnt
contrived or manipulated

T'struein ourown organizations. People fom
the stockroom tothe boardroom are willig to
Be isole and participate, but onl if they ee
the participation as having true al to hem
"ook what thought tobe some risks in Am
sterdam, but discovered that when t comes to
{sing imohement, ea word illustrations and
"unasuminghumor,the sks are generally small
and the rewards geal

VOTE oF SELF-CONFIDENCE
Was it effective? In subsequent years spok at
international conferences fo this organization
in Hels, ian, Hong Kong and
Honda, not only because of my
ify comen ut ako Because my pro
esses brought people together
From around the mord and across

real-life episodes. We all work Gerra a

with people and sometimes
misunderstand each other. W
experience the same emotion:

‘ould, One of my gal ist always
fave people leave impresed with
themaches rather than intimida

fe all ed by the instructor. I want them
to be excited about what they now

IS— know-—that they didnt know be

from elation to melancholy to fore, What they now can do—that

despair—over similar issues.

ye the coulda de ifo. And 10
V'V@ strengthen their self-confidence in

found people all over the world Dee cee eee eo

love to be involved and share
their unique experiences.

structure jokes was effective because natural
humor doent promise fs o be funny, but
rather atches an audience by surprise (though
it was unusual hearing one par of the room
laugh 30 seconds after another as translated
enions were delivered, Most people ent
‘ith natural, spontaneous humor because fis
The point is that people everywhere can
iden with latins drawn from real
life episodes. We all work with people and
sometimes misunderstand cach other, We all
‘experince the same emotions—from dation
meanchol to despair—ove similar iss

1 found peopl lover the world Tove o be
involedand to share thir nique experiences

{anya FEORUARY 2013 frias

ents and abilities.

‘Before the 2013 Training Con:

ence Expoin Orlando, theynoted

StASTD§ fist MENA Conference

(Middle East North fea) in

Today Saudi Arabia, and fallow

ing Training 2013,Tilbe keynotingata Trainers

Meeting Trainers Confrence in Koala Lam.

pur and hope you will connect with me. The

udince and content will be different, but the

processes will be he same, Why? Because La

rs focas on bow people ear the batand
‘hat through involvement

Aswebegin 2013, hope ou be as commited

as amto adding value and makinga difcene,

And A love to hea your suggestions or what

youd like tose me cover in future clumins—

‘wheter inthe form of a question, concer, oF
Challenge Just e-mail me a
BPikea@BcbPieGroupcom

Until next time—add value and make a

irn

Is Your Company

a Leader in
Employer-Sponsored
Training and Development?

See if your team has what it takes to
Climb to the top of the most prestigious

awards program in the industry
rove Training magazine's Top 125 awards.
|]

For more thn 111000 a
Apply to the Most Respected operators wih ISE

Awards Program in the Industry! — | development programs in
v Join them!

2014 Winners will receive awards at

a black-tie gala on February 3, 2014,

> during the Training 2014 Conference

= 4 Expo at the San Diego Convention
Center, San Diego, California.

APPLICATION
DEADLINE:
Sept. 23, 2013

Lorri Freifeld, Editor-in-Chief at [email protected].

Halent tips

oy Sue 5
more GURG
tv ego
Woy an cet
ed
Avi
Moran ts à
ciega aig
fenspeciingin
Pob panes"
sexton hs
Fa on eg
reagitono cee
post ri,
Bet wohn
arena Ferme
een, ct
Rosen,
Reno wat

124 | amuse

The Path to Real Learning

Its an amazing truth that what we end up truly learning for ourselves we never

really forget. BY ROY SAUNDERSON

ourse—no pun intended.
Being a mature student when 1 started
Tl into the normal thoes of pre
equine course in my fit year, which required
taking science and math courses missed daring
high schoo.

Not lly appreciating he prerequisite cous
‘es asigned to me, once they were completed, I
‘owed to make my second year of university a ar
more relevant learning experience by choosing
‘exactly what wanted learn,

= ever forget my Pacholog of Memory

‘TAKING LEARNING INTO MY OWN HANDS
Using the same Consumer Report techniques
for buying a ear or an appliance, fit went o
the main brary and scouted out student eval:
uations of profesor atthe end ofeach per. I
matched up those professors with the courses
Y vas considering taking and checked out the
student perceptions of them. Armed with this
ranking of bes professors, ined up interviews
do mes with them over the summer o 1 coud
learn what they expected from their students
and sina fir impression,

That's ow ended up mectingforthefirsttime
Dr. Allan Pav, word enowned psychologist
who research the areas of imagery, memory,
language, and cognition,

"He vas an austere and serious man, and after
talkingabout his couse asked one of my Con
ser Report like questions akedall professors
‘What do you expect from your students?”

His simple answer was, “Perfection” which
san intimidating respons, especially inc he
“id evencracka smile when he sid

Armed with desire Tern the subject mat
ter and a determination to meet the challenge
‘of perfection registered fos he course. Len
tered the lssroom the next semester prepared
to lean all 1 could about the Pachology of
Memory: But this was ot where my el arn
ing would occur

"TRIAL AND ERROR FROM LEARNING
Besides the in-depth and thorough in-class

Lectures by Dr Pari wealsohad todoscienif
{ie abs. Divided into groups, we had to replica
previously researched experiments supporting
{he topks and principles of the course, After
‘ach lb, we individual had o write paper
Using the steps ofthe scienti method. Each
lab report paper was worth only percent, but
we had seven t do, so this made up 35 percent
fof our course mark. The papers were marked
ya tutorial assistant (TA) who was el versed
in Dr. Paivio's methods and expectations of
perfection

spent more than 24 hours writing the Bist:
tie method paper, proving or dispelling the
na esearch ndings based onthe outcomes
‘oF our replication of the experiment. The refer
ences were writen propery and truly el good
About my paper

Then L got the paperback at our next das
stared silent at the perentage mark writen
in red ink on my paper bythe TA—46 percent!
“Many af the students he cass held their own
papers dic with marks simile tomy re.

‘THE REAL LEARNING BEGINS
Taking the bully the horns, made an immedi

teappointent with the TA 10 find out nt only
hat di wrong but also o desperatly Learn
‘what needed o correct for my Future papers.

‘What 1 learned from the TA became life
hanger for me Apparently everyone in the lass
had prey writen up the expriment we did and
compared it withthe original and other rated
experiments She also old me it should ony take
Shout eight hours to write paper instead ofthe
24 hours had take,

Than I threw up my hand inthe si and
ska how on Earth could cutout two-thirds of
the time from research and writing and some
bow achive higher marks?

She said you Art must think about the
experiment you crested and ponder for at
least alan hour alone and ask yourself: "Why
do 1 think the experiment worked or was not
esta?” When you come up with your
‘own hypothesis, she si, then go and ind the

Loyalty Deset

Sao

>] ==) KOSTA
Quetors'@ moda

or asta gas
Unique gass ac

your busget One piece minimums

901 Lincoln Drive Wes, #304, Maton, N 08053
Coma Kimberly Biggs EM kbggsGolbuss com

Halent tips

A Leadership Program

scientific research to substantiate your own
point of view

Imagine going home after the next exper
ment and tling my wife needed hafan-hour
to mediate and think. However, my efecting,
thinking. and asking myself questions about the
Hab project result nthe trill of my personal
Eureka! moment

Armed with my own thinking, less, and
earning, Tran tothe university Wary secing
research to substanite my thoughts and wrote
up the paper wth this direction.

‘At the next las, received my paper and was
the ony student who had obtained 86 percent,
vel many others were sil below 50 percent
From then on made the amazing discovery that
Y could think for myself and validate my own
ideas with other peoples research, And 1 con
tinued to recive high 80s for each subsequent
paper submited.

LESSONS LEARNED OUTSIDE OF CLASS

My experience in taking this course was one

As Unique As You!

{unessh Your Leadership Potential cms om Entel nc, stone ring expert. Fr ver 20 yeas we ve
Ben eating leadership and management programs for our ces. Wek hat wos. and what does,

of sc discovery about what rel learning all
shout namely

+ Besides the content ofcourse, what do you

need to lean? | needed to become an inde

pendent thinker and less reliant on all the
Profesoril rescarches and their writings,
Te you ned the subject matter, but seems.
(ill to Jean, doi anyway. The vase
of striving for perfection in à challenging
‘ours subsequently caused met thik dit
ferny about many subject sine and or
the rest of mit
Realize that real learning is thinkin di
ferently today than you did. yesterday
Never approach a learning experience the
same way you have before. Se if you can
o deep and wider in your karning and
ercopment

Hopcfall this personal sharing il all you
to examine how you learn now and why You
need to learn diferent at each learning opp:
tunity that is before you ET

| uy WLP ii
AA POTENTIAL

‘Wat works and what you et ben jou pardas UL agencia Pt ay on
Ja ine rad toba op az cl pamaco

ro ros nto oa ur ina po
Fr

scan fete Wop tng eka ai

Se ot ces ess bin anderem

nn ead. msn

nasa tomé dae In ion

NLARVEESRUARY 201 tala

"2012 CLO Magazine
Certificate of Merit”

m, LEA

www unleashyourleadership.com
info@unlockitcom | 603-424-1237

Is your training investment
paying off?

For 20 years, the ROI Institute has helped thousands of training and human
resources professionals in over 60 countries answer this question.

ROI Certification”

Public Sessions Available

vim tes ms Return On
seo | Investment

April Seoul, South Korea,
April 22 Bothel, WA
April 29 Toronto, Canada

May 27 London, England

June otawa, Canada
June 17 Alera, VA
Juy8 F Lauderdale, FL
y 15 Auckland, New Zealand
gm Jin the thousands ofindviduals who have

earned the prestigious Certified ROI Professional
designation by building capability in the ‘The ROI Institute is

ROI Methodology": Celebrating!

August 5 Atlanta, GA

Fully master the skills you need to

October 14 Herre Zimbabwe implementa comprehensive ROL
October 21 Seattle, WA + à
initiative in your organization by attending our
LEARN MORE ve-day ROI Certicaton workshop. Faditated
Call emai or wsitourwebsitefor | by Jack Philips. PhD. Pat Philips, PhD. and
‘more on Krk Smith Ph.D. ROI Certification is recognized
RO Cerieation

8 the gold standard of workshops in
ROI INSTITUTE, Inc. | | measurement and evaluation

ee ROlnsrrrure”

Mast word

The Right Way to Tell
Clients They're Wrong

Training professionals have an obligation to the organization to pursue the
best option...and that might mean pushing back earnestly, tactfully, and
from an informed position. BY MICHAEL ROSENTHAL.

ama training manager who supports our hat you, like your cent only have
organizations. mont profitable busines Pocsed à sabe ofthe dat vale

unit Sometimes, clients senior managers ‘Rat cout inform the decision. so be
ome to me with a problem they are facing and. St, bse on our non expen
inst on a particular cours of ation they believe action, pions an Base
wil address ter ned but dire with Ye, Fly ea ha our condos
ven though | am supposed o be the Training & And fecommendations are based on
Derdopmst cpa they deo cen to nen, Mi dt and ot
How can push back and get hemtolisenwihout “Saura of having cometo

image pb coming across being insubordinate or difficult? centred around your spective conc
nn Sons ie we should proceed his way oF
essen. fe Fist off, youre not alone. Virtual every that way, begin by sharing the data you cach
om aoe ining manager as da cent who nie. | And rerant, in tum increasing the shared
ácaros «don prescribing his or her own intervention | data st. The addition of new data could in
fm Anendoffelleringeur recommendation, | hence your opinion, theirs, o bath of yours
inten kan Thu, one step I o realize that there's a | Net, discuss how each of you nterprets the
rajo is be sptemic tension, something that almost auto | data. Be genuinely open to their analy, and,
Iie tt es matkally occurs between the roles of training | Hopefully, youl find them being more open
‘ear des air and internal client You, asthe advisor, | 1 Yours Last based on a more robust data set
trough ee pci ow the ins andouts of professional develop: | af à more thorugh exploration of differnt
Seneca encastre. Come. | interpretation tar decide which pion
Tanga Dames, Your clients Know their busines heir people, | best
net uly bio al el | BE ma and mp yur cents
se sudo. potent assumption that we training people
om cn by suspending the question of | don't rally understand or focus on the bus
cert meena Should ic | mes cise, OF course, that probaly st an

accurate assumption. But in
ave dealt wit

x eos Your
Instead, recognize that’s not personal—tryto_ | client m ining profes
move sway from the paradigo ol my cent is. | sionals who didn't care about the business case

failed to efletively common

à now ital jerk” to “by virtue of our diffe. | or more lke
nt roles in the organizacion, my client and} | cate their understanding of and pursuit ofthe

Se inclined tose things diflrntlyregarding | business cas, So be sur tote the proposed
‘whoseinformation better informs this taining. | options o expected busines results and also

decision” indicate how you will measure succes.
‘Now, instead of taking steps to prove your | Last show respect throughout, but don't con

rcvonmendation should be adopted, op wack. | se eapect wih blind deference or obedience

nd together with yourcien.explorethemer- | You have an obligation to your organ

‘softhevariousoptions Use conceptualtool | Pure the bes opton..and some

Such ss the Ladder of Inference developed by | Means pushing back earnest cal, and

business theorist Chris Argyris Acknowledge | ftom a truly informed postion. 4

TOP
125

ADP.COM

YOU CAN’T JUDGE A BOOK BY ITS COVER,
BUT YOU CAN JUDGE A COMPANY BY ITS

RANG PROGRAM. JY

a

Traininmag 2013/1-2 Verizon's #1 calling

About This Presentation

Slide Content

Tags

Categories

Download

Quick Actions

Statistics

Related Slideshows

Traininmag 2013/1-2 Verizon&#39;s #1 calling

About This Presentation

Slide Content

Slide 1

Slide 2

Slide 3

Slide 4

Slide 6

Slide 7

Slide 8

Slide 9

Slide 10

Slide 11

Slide 12

Slide 13

Slide 14

Slide 15

Slide 16

Slide 17

Slide 18

Slide 19

Slide 20

Slide 21

Slide 22

Slide 23

Slide 24

Slide 25

Slide 26

Slide 27

Slide 28

Slide 29

Slide 30

Slide 31

Slide 32

Slide 33

Slide 34

Slide 36

Slide 37

Slide 38

Slide 39

Slide 40

Slide 41

Slide 42

Slide 44

Slide 45

Slide 46

Slide 47

Slide 48

Slide 49

Slide 51

Slide 52

Slide 53

Slide 54

Slide 55

Slide 56

Slide 57

Slide 58

Slide 59

Slide 60

Slide 61

Slide 62

Slide 63

Slide 64

Slide 65

Slide 66

Slide 67

Slide 68

Slide 69

Slide 70

Slide 71

Slide 72

Slide 73

Slide 74

Slide 75

Slide 76

Slide 77

Slide 78

Slide 79

Slide 80

Slide 81

Traininmag 2013/1-2 Verizon's #1 calling