Dear Readers,

Our issue this month addresses the need for training and HR professionals to be learners too. The training professional needs to adapt to new expectations and adopt new methods, technologies and skills to be an effective leader, manager, developer or change agent for their learning organization.

If your training organization is committed to creating, delivering and measuring learning effectiveness, we invite you to consider applying for Training magazine’s 2007 Training Top 125 Awards Program. Deadline for Award Entries is September 14, 2007. If you would like to download an application form, click here.

We also hope you will value the link to
the Guide to Evaluating Multimedia Training Programs white paper from the Business Training Library, as well as this month's product review, presented by Training Media Review.

Run Training Like a Business Operation
By Josh Bersin

To keep up with the pace of change, learning professionals at all levels must continually develop new skills. Operational business managers expect the training group to solve urgent and critical problems. Sales managers depend on you to train sales people on new products and approaches. IT and technology managers clamor for programs that can develop and transfer deep levels of technical skills and leverage subject matter experts. And then there is the steady demand for compliance programs, on-the-job support, onboarding programs, and management and leadership development.  Learn More

When Measurement Goes Bad
By Dean R. Spitzer

Measurement has the potential to be a very powerful, highly functional, and extremely positive force in organizations and for their employees. When used well, no other single aspect of management provides greater functionality than performance measurement. But there is a flip side. Unfortunately, when used poorly, not only does it not live up to its positive promise, but performance measurement can be highly dysfunctional. Learn More 

Ethics Training: New Needs, New Times
By Michelle Burke

Learning and development are important parts of profitable organizations. Topics such as communication, leadership, team building, change management and diversity are all familiar to the vice president of human resources or the chief learning officer. In this new era, ethics and surrounding compliance laws have become a vital topic for training. The chief ethics and compliance officer (CECO) is an emerging title in the corporate world.  Learn More

Crossing the Great Training Divide: Program Development and Four Level Evaluation
By Allison A.S. Wimms and Jim Kirkpatrick, Ph.D.

Even today, more often than not, training departments are seen as replaceable or, worse, unnecessary—and who can blame "them?" Think about it. Have you ever left a training program dumbfounded as to why the facilitator actually got paid to deliver such a poor program? Have you ever taken time out of your busy schedule to attend "intensive" training only to find minimal substance? Or worse, have you ever personally developed an excellent pre-approved curriculum only to have the client ultimately say it did not meet expectations? Learn More

The Paradoxes of Change:
A Significant Challenge for Leaders
By Irma Tyler-Wood

This article is addressed to leaders within organizations that are facing or engaged in major, in-depth change. The term leader does not necessarily refer to a role or title. A leader, for the purposes of this article, is anyone who can and does influence and shape the direction of an organization. This article will focus on the adaptive aspects of organizational change, the process of engaging and influencing perspectives, knowledge and behaviors of the people within the organization. Learn More

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