Here are some brief thoughts and training tips culled from our sessions at our conference held in Minneapolis in September. If you want to follow us on Twitter, you can go to http://twitter.com/TheBobPikeGroup.

People, even execs, love to play, they're competitive--but you need to show them the value, application to activity. ˜ Doug McCallum 

For excellent meetings: at the end, clarify action items (who does what, when), set the next meeting with preliminary agenda, evaluate the meeting, and close with impact. ˜Rich Meiss

For excellent meetings: prepare and send agenda in advance, arrive early and set up room, materials. ˜Meiss

After training, it's not the trainer's responsibility to measure changed behaviors. That's the manager's job.

Don't train for every eventuality--train to what happens 80% of the time and point them to contact for the other 20%.

If you want an attitude to change through training, lead with an experience that makes them feel what you want them to feel.

Bob Pike talks to a packed house on the power of the listening ear.  http://twitpic.com/6lafb5

ROI levels of evaluation (Kirkpatrick) do not need to be done in order. If we design effectively, we can start at 4. [Marc Ratcliffe, or @MRWED_CEO on Twitter, was an attendee at this year's conference. He talks about Kirkpatrick's Four Levels were never intended to used in this order. His thoughts are here: http://bit.ly/pAwl8N.]

ROI myth: ROI PROVES the value of training. It doesn't prove, but it helps provide supporting evidence.

ROI truth: ROI can provide data to help influence future success.

Power of listening: if everyone is listening to the same story, why do they "remember" details differently?

ROI truth: a short course should have an evaluation, even if it's only 3 questions long.

Evaluation should be part of course design--NOT an afterthought!  @senebo

Perfect time for a tweet...in "Tools Showcase for Virtual Learning" with @senebo at #bpg11. RT @WramblingWreck

Rich got dubbed "Mighty Meiss" at our  conference twitpic.com/6l8m6f

Storyboarding is a good process to use when rolling out a new product or you need buy-in from multiple parties in an organization.

Principles of Universal Design for Learning--access to learning for all  bit.ly/fJkyYA

Accessible training: Be visual and oral when presenting information. Give clear, specific directions ("In my hand, I have 100 pennies which I will place in a 10x10 foot-space on the floor," not "I'll drop these on the floor.")

Definition of "disability": the OUTCOME of an interaction between persons with impairment and environment/attitudinal barriers they face.

Tish Felts (2nd from left) implemented participant-centered methods in trng--org is energized for this change! #bpg11 twitpic.com/6kvyht 

Bob Pike, super trainer twitpic.com/6kvu5e

U.S. is changing from structured training to flexible, from "win" to work together mentality. ˜participant observation

@MRWED_CEO also has great training tips. #FF on Wednesday--#aheadOfTheGame

Coaches know what "good" looks like and can paint a picture for people to model - Rich Meiss (via @MRWED_CEO)

Doug McCallum, the Wonder Dog and  trainer twitpic.com/6ktx8i

Success--where I am now compared to where I can be. Success is me compared with me, you compared with you. ˜Bob Pike

"Feedback " [criticism]--take it when you can get it. Then they aren't carrying it around, giving it to anyone else.

True humility is not putting yourself down--it's lifting others up. [It's] I have value; you have value. ˜ Bob Pike

There are some people in life whose goal is to be misunderstood. ˜Bob Pike

What you see me DO is more powerful than what I say. ˜Bob Pike

There are 3 barriers to change: habits, influence of others, having too many priorities. ˜ Bob Pike