A one-size-fits-all global sales strategy that fails to take into account the cultural, regulatory, geographic, and economic differences that exist across borders is a blueprint for failure. For training organizations tasked with educating globally dispersed sales forces, the challenge is adapting to these differences while simultaneously…

Discusses the application of objective evaluation criteria to training programs. Suggests evaluating a presentation by asking: What is the speaker's goal? Does the delivery achieve it? What information is superfluous? What information undermines the goal? and What tactics are being used to engage listeners? (JOW)

Describes successful welfare-to-work transition programs that provide training for welfare recipients for real jobs. Includes experiences of several companies, guidelines for hiring former welfare recipients, and websites with information about welfare reform. (JOW)

Discusses why corporations are enlisting the help of systems integrators for large-scale electronic learning projects that are aligned with new business initiatives. Discusses the pros and cons of using systems integrators and describes some of the leading companies offering these services. (JOW)

Discusses methods for evaluating the return on investment of training. Compares the effectiveness of electronic learning and traditional methods and suggests that measuring hard numbers might not be a true indicator. (JOW)

Offers effective ways to increase student involvement in the training classroom. Suggestions include use of questions and answers, subgroups, case studies and role playing, and debating. Indicates that the measure of success lies in how much usable learning has been accomplished by the greatest number of people. (JOW)

Five questions that can help trainers implement effective outdoor experiential training are (1) what is to be accomplished? (2) why outdoors? (3) what type of facilitator is needed? (4) what role does the trainer play? and (5) who should attend? (JOW)

Discusses the role of training in explaining to workers and supervisors what the laws regarding sexual harassment mean. Finds that some companies are more anxious to use training to ward off lawsuits than to change employee behavior. (JOW)

Looks at different performance-measurement tools than can ensure that a training or performance solution is strategically aligned, objectively evaluated, and quantitatively measured for results. Suggests aiming for a balance among the financial, customer, and internal perspectives and the innovation and learning that can result. (Author/JOW)

Skill is the crucial element that turns knowledge into behaviors that succeed in the real world. Often "soft skills," such as management, leadership, interpersonal communications, and problem solving, vanish when people are on the job, indicating the need for more effective training programs. (JOW)

Presents (with tongue in cheek) a four-style behavior model guaranteed to produce excellence in the four types of trainees: nematodes (docile but learn nothing), gerbils (fond of noncompetitive games and hugging), warthogs (like to attend expensive seminars), and Cro-Magnon (like to interpret to others as opposed to actually learning anything…

Examines the recent past of network certification; concludes that web-based training works best under the guidance of a trainer with personal investment in the learners. (JOW)

Self-paced interactive training can be the most effective way to train. The point of multimedia training is to create a dynamic educational construct where people learn because they are totally engaged. (JOW)

Suggests a particular way to think about the issue of quality in training, an approach that relates quality to customer satisfaction. Distinguishes between training efforts that are good but not as complete as one would like and those that are second rate. (JOW)

A standardized training valuation system (TVS) is built around a set of analytic tools and employs a four-step process: situation, intervention, impact, value. The methodology identifies specific, current, and potential values as well as value obtained. It also helps determine why a training program failed. (JOW)