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Her most recent books are:
Remarkable Customer Service ... and Disservice: Case Studies and Discussions to Increase Your Customers' Delight
Grow Your Key Talent: Thought-Provoking Essays for Business Owners, Executives and Managers on Developing Star Staff
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(From the New York Times)--MACAU — Natalie Chan collected bets, dealt cards and calculated payoffs. She was not a croupier working in a casino — in fact, at 20, she was not even old enough to be on the gambling floor at the glitzy casinos just a short walk from campus.
But she is learning the tricks of the trade through a program meant to train Macauresidents to run the hotels and casinos that have made this city Asia’s answer to Las Vegas.
Last summer, Ms. Chan completed a dealer training course on a mock casino floor, in a room equipped with roulette wheels, blackjack tables and slot machines run by the Macao Polytechnic Institute’s Gaming Teaching and Research Center.
“It wasn’t as easy as I expected it to be,” said Ms. Chan, who learned how to play blackjack and baccarat. “At the end of the training, we had an assessment and I had to perform several calculations while dealing the cards. It was challenging.”
Ms. Chan is a third-year student at theUniversity of Macau’s Hospitality and Gaming Management program, which grooms students for managerial and executive positions in the booming gambling and hospitality industry. Casino floor training is just one part of the course.
“Besides learning about the games, the training allowed me to experience what the dealers go through, the stressful environment that they have to work in, as well as what makes them tired,” Ms. Chan explained. “It gave me an idea of the things I need to be aware of when managing dealers in future.”
Read more
Training Future Macau Casino Bosses ASTD Staff 2013-07-24\ABS\Auto Blog Samurai\data\Ravinder Tulsiani Training EDGE\astd2\Logo.png)
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Send to Kindle VIDEO IS EVERYWHERE!Thinking about picking up a video camera and shooting some content for your online courses or to show in your education programs? If so, you’re not alone.
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Video is a hot topic in the learning profession right now. It offers loads of benefits for learning professionals and organizations. Plus it is now very affordable to make. The latest technology makes it easier than ever to capture video that won’t embarrass you in front of your peers, learners, or clients.
Of course, it’s not just in the learning profession where video is hot. Every minute, people from all over the world upload 72 hours of video to YouTube. Every month, people from all over the world watch 4 billion hours of YouTube video.
It’s easy to get caught up in all the excitement that YouTube and other video-sharing sites have to offer.
NOT ALL VIDEO IS CREATED EQUAL
However, very few YouTube videos “go viral,” meaning that they are viewed by millions—or billions—of people all over the world. A lot of the video that’s made for YouTube is not very good. I guess we could say not all video is created equal.
Unfortunately, the same goes for a lot of video created in organizations for training purposes. Clunky and unprofessional, poorly-made video can distract learners from the training content.
QUALITY HAS TO BE OUR GOALIf we want to take advantage of all that video has to offer the learning industry, we have to make sure our video is of good quality.
By good quality, I mean content that is properly structured to aid learning. Video that employs techniques designed to enhance learning retention. Content that is shot well, is well lit, and properly edited.
Good-quality video will accomplish learning program objectives; poorly-made video will leave clients, peers, and learning executives wondering why they invested in video in the first place.
In coming posts, I’ll share some thoughts on how you can make quality video that gives you the greatest return on your investment of time, money, and resources. And I’ll give some fresh examples when I speak at ASTD’s International Conference & Exposition at the pre-conference Multimedia for Learning Professionals Certificate Program – May 17-18, 2013. Hope to see you there! Learning Video For Learning Professionals (Series) Jonathan Halls 2013-04-19Jonathan Halls has taught media and learning for more than 20 years. He was a learning executive at the BBC where he ran the corporation’s prestigious production training department. Jonathan has taught thousands of media professionals around the globe who work in newspapers, radio, and television. Today he is principal of Jonathan Halls & Associates and is an adjunct professor at George Washington University. He is active in the ASTD community. Jonathan divides his time between teaching media for nonmedia professionals and running workshops on leadership and change.
Communities of Practice: Learning & Development
Tags: Conferences , Membership , Videos
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Jonathan Halls Jonathan Halls has taught media and learning for more than 20 years. He was a learning executive at the BBC where he ran the corporation’s prestigious production training department. Jonathan has taught thousands of media professionals around the globe who work in newspapers, radio, and television. Today he is principal of Jonathan Halls & Associates and is an adjunct professor at George Washington University. He is active in the ASTD community. Jonathan divides his time between teaching media for nonmedia professionals and running workshops on leadership and change. \ABS\Auto Blog Samurai\data\Ravinder Tulsiani Training EDGE\astd2\Get-The-Feed.png)
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Filter By Archives 148 20138 July9 June22 May36 April29 March17 February27 January295 201218 December22 November18 October17 September29 August29 July21 June30 May27 April19 March26 February39 January398 201138 December52 November50 October15 September29 August29 July24 June30 May29 April46 March26 February30 January382 201024 December23 November42 October17 September25 August19 July25 June45 May42 April41 March35 February44 January539 200936 December37 November54 October41 September55 August61 July43 June45 May56 April54 March52 February5 January10 20081 December1 August1 July1 June1 May5 April About ASTD Contact Us Terms & Privacy Jobs at ASTD ASTD Job Bank Chapters International Media Contacts Advertise with Us As part of our recruitment in 2013 we ran our first ever Trainer Assessment Event in Nairobi. Steve Bavister met, interviewed and participated in training sessions delivered by selected trainers from across Kenya. As part of this process we would like to welcome Bikundo Onyari who has joined the 120 associate trainers we now have based across 50 countries.
He is now embarking on our development process to learn the key models we deliver as part of our training and we’re really happy to have him on board. He’s an engaging trainer with an impressive background and a facilitative style, delivering training in the areas of presentation skills, communication and impact.
We will be running some more of these events this year across countries in Europe, America and Asia and we’ll keep you posted with some of our new trainers in 2013.
Congratulations! You are now subscribed to the newsletter. The ASTD Events app is your mobile event guide to the ASTD 2013 International Conference & Exposition. The free app has numerous features that will keep you up-to-date and streamline your conference experience, all from the convenience of your mobile device. The app will allow you to:
Build your personal daily schedule—Plan your day by selecting sessions from the visual schedule, categories, or search function. You also can add custom personal events and meetings. To build your personal schedule go to the conference site, www.astdconference.org/attendee, and follow the instructions there.Receive reminders and updates—Keep an eye on the NOW screen to see important messages, upcoming events, or sessions about to start.
Engage and network—Contact speakers or attendees, find exhibitors, tweet, or exchange a digital business card.Find what you are looking for—Use the search, filters, and maps to find sessions and exhibitors.Personalize the event program—Manage content in the app via keyword filters or bookmark any item with a star to, for example, see a list of all the exhibitors you want to visit or liked.Take notes—Jot down notes during sessions or when talking to a speaker or exhibitor. If PowerPoint slides are available for a session, simply write your notes on the slides. At the end of the conference, you can export all notes and starred items via email.Access the Conference Daily—The conference newspaper will give you the latest news, updates, events, and session coverage.New this year is the ability to use filters to only see items that are pertinent to you. You have the option to filter conference programming by session type (specialty programming and featured speakers) or learning approach (program focus of greater depth within each track). Simply click on the filter icon in the top right corner to turn the filter on, and then turn off the filter to return to the full schedule view.
Make sure to click on the “More” icon on the bottom of your screen to take advantage of all the available features.
To get started, search “ASTD Events” in your app store, then click on the ASTD 2013 banner within the app.
The app is sponsored by GP Strategies.
Download the ASTD 2013 Conference App Kristen Fyfe 2013-05-14Her most recent books are:
Remarkable Customer Service ... and Disservice: Case Studies and Discussions to Increase Your Customers' Delight
Grow Your Key Talent: Thought-Provoking Essays for Business Owners, Executives and Managers on Developing Star Staff
It can be hard getting media visibility, yet free coverage for you and your company is invaluable for promoting you, your brand or a specific product or service you offer. Media coverage can either generate new business or drive it away. The challenge is not only how to get exposure but to ensure you get your key message across in the way you want.
We've put together ten tips to help you understand how to head off potential problems with journalists and get the results you want.
What the media is looking for not what you want A journalist is looking for new stories and fresh angles on old ones. Try to put yourselves in their shoes and think about what you can offer. Think of what is newsworthy - what is new, interesting, quirky etc and what unique insight you have Develop a strategy What is my aim? Why do I want to have a profile in the media and how will I gain from it? Then work out how that’s best achieved through the media in your areas Get to know the media in your area Which magazines/programmes/ papers cover what you do? Which is the most influential and therefore the most important to contact Get to know a journalist Understand who on a publication/programmes is responsible for writing about what you do and make efforts to become a useful source. As a result, they may well come back to you in the future Always have ideas Approach a journalist with possible stories, don’t go empty handed. The journalist wants to know what you have to offer in the way of ideas, contacts etc. This will help to ensure you become a fixture in his/her contacts book Presentation is all important Know about the different ways in which to present ideas (press releases, verbal pitch, written proposal) and which is the most appropriate for your contact Develop key messages and thoughts Don’t provide too much information – it will overwhelm. Work out the essence of what you want to say and provide approximately three key messages which can be used Don't give up At least not straight away. If you haven't had a response from your email, try calling the journalist. They'll receive so many pitches, you need to bring yours to their attention Know when to say no Understand what the pitfalls are of talking to the media. If you think it does not serve your interests or may cast you in a negative light then consider remaining quiet Always get feedback After doing an interview or giving some information follow it up. Check to see how it was used and if not why not. Constantly evaluate your performance and contacts with the media
Following these steps can help you gain a foothold with the media and win beneficial and free coverage!
The world's largest professional association dedicated to the training and development field Login | International | My Profile |Contact Us | Join or Renew .ui-autocomplete { max-height: 400px; width: 295px; overflow-y: auto; /* prevent horizontal scrollbar */ overflow-x: hidden; } .astd_autocomplete a { border: none!important; font-weight: normal !important; background: #fff!important; color: #333; font-size: 11px; } ul.astd_autocomplete a, .astd_autocomplete ul.astd_autocomplete a:hover { color: #333 !important; } .astd_autocomplete li.category { font-size: 11px; font-weight: bold; padding: 7px 0; margin-bottom: 5px; display: block; text-align: right; margin-top: 10px; } .astd_autocomplete div.inner-border { border-bottom: solid 1px #dedede; } .astd_autocomplete div.inner-label { background: #fff; padding-right: 9px; margin-top: 10px; } .astd_autocomplete a:hover { background: #ededed!important; } Members Publications Conferences Education CPLP Certification Communities of Practice Enterprise Solutions Professional Resources Store Home > Publications > Blogs at ASTD > ASTD Blog > Clearing away the fog on employee performance Clearing away the fog on employee performance Tuesday, June 04, 2013 - by ASTD Staff
Subscribe to the newsletter. Congratulations! You are now subscribed to the newsletter. Subscribe to the Newsletter First name: Last name: Email Address: div.newsletter-container { border: solid 1px #dedede; background-color: #fafafa; position: relative; float: left; padding: 10px; margin-bottom: 15px; margin-right: 15px; border-radius: 4px; -moz-border-radius: 4px; -webkit-border-radius: 4px; font-family: 'Droid Sans', sans-serif; -webkit-box-shadow: 2px 2px 6px #1c8dda; -moz-box-shadow: 2px 2px 6px #1c8dda; box-shadow: 2px 2px 6px #1c8dda; } div.newsletter-container a, div.newsletter-container:visited, div.newsletter-container a:hover, div.newsletter-container a:active { color: #777; margin-top: 5px; display: block; margin-left: 40px; } div.newsletter-container img.icon { width: 28px; height: 28px; float: left; margin-right: 10px; } div.newsletter-success { color: #468847; background-color: #DFF0D8; border-color: #D6E9C6; } #newsletter-subscribe label { font-family: 'Droid Sans', sans-serif; } input.invalid { border: solid 1px red !important; } Send to Kindle (From the Globe and Mail )-- While on my way to the Halifax airport one morning I was faced with the task of driving through fog. For many people, going to work each day can be a similar challenge, because their roles and responsibilities are unclear.
A gap between a manager’s role and employees’ roles and expectations can create a fog that undercuts productivity, engagement and efficiency. Employees who are not clear about their roles and what is expected of them can become frustrated and confused. To correct this, it’s necessary to define all the behaviours that are expected and their performance standards, such as reaching monthly sales quotas.
What process do you use to define behavioural expectations with your employees? Are your employees performing to the standards you are expecting?
One sign that employees may be in a fog is the level of frustration, stress and complaining they present to their leader or co-workers. This can lead to increased risk for employee-manager conflict, employee disengagement and performance issues.
To clear away this fog, frame behavioural expectations in a clear and precise manner, using a structured process. Expectations that are understood and agreed to can provide a guiding light to success for both employees and manager. Here are three easy steps a manager can take:
Communities of Practice: Human Capital , Workforce Development , Career Development
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ASTD Staff Share this page: Tweet EMAIL THIS PAGE googletag.cmd.push(function() {googletag.defineSlot('/14020868/Astd_General_MediumRectangle', [300, 250], 'div-gpt-ad-1330464561576-1').addService(googletag.pubads()).setTargeting("logged_in", "N").setTargeting("is_member", "N").setTargeting("cop", ["HC","WD","CD"]);googletag.enableServices();}); More from Human Capital Customized Content at Your Fingertips Daniel Goleman Innovation Generator The Boss’s Pet Loyalty Is Earned Group Think More from Workforce Development New Content Track Gives Managers Tools to Keep Employees Engaged A Community for Managers Are Your Employees Engaged? Is Workplace Hierarchy Becoming Obsolete? Healthy Workplace Initiatives Workplace Flexibility Doesn't Hurt googletag.cmd.push(function() {googletag.defineSlot('/14020868/Astd_General_MediumRectangle_Bottom', [300, 250], 'div-gpt-ad-1343420926119-0').addService(googletag.pubads()).setTargeting("logged_in", "N").setTargeting("is_member", "N").setTargeting("cop", ["HC","WD","CD"]);googletag.enableServices();}); Filter By Communities of Practice 97 Career Development 313 Global Human Resources Development 147 Government 3 Higher Education 338 Human Capital 268 Learning & Development 123 Learning Technologies 35 Sales Enablement 152 Senior Leaders & Executives 136 Workforce Development Filter By Tags 315 ASTD Press Room 51 ASTD Professional Partner News 132 Books 2 Chapters 1 Conference Daily 124 Conferences 3 Evidence-Based Best Practices 35 Higher Education 548 Industry News 82 Membership 130 Press Releases 58 Public Policy 215 Research 5 Videos Filter By Archives 148 20138 July9 June22 May36 April29 March17 February27 January295 201218 December22 November18 October17 September29 August29 July21 June30 May27 April19 March26 February39 January398 201138 December52 November50 October15 September29 August29 July24 June30 May29 April46 March26 February30 January382 201024 December23 November42 October17 September25 August19 July25 June45 May42 April41 March35 February44 January539 200936 December37 November54 October41 September55 August61 July43 June45 May56 April54 March52 February5 January10 20081 December1 August1 July1 June1 May5 April About ASTD Contact Us Terms & Privacy Jobs at ASTD ASTD Job Bank Chapters International Media Contacts Advertise with Us 
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