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Proof of COVID-19 Vaccines Required

All in-person attendees to LTEN Annual Conference 2022
will be asked to provide proof of full vaccination.

Event Schedule

LTEN Annual Conference 2022 offers more than 110 learning sessions, allowing you to craft your own personalized learning journey.

Monday, June 13, 2022

12:00 – 6:30 PM

Registration & Info Desk Open

2:00 – 4:30 PM

Opening Registration Reception
Attendees arriving early can come by the registration area for refreshments and snacks before heading to the member meeting or the exhibit hall for the Welcome Reception.

RECEPTION SPONSORED BY:

REGISTRATION SPONSORED BY:

3:00 – 4:00 PM

Event & Member Orientation
Whether you are a first-time attendee or seasoned veteran, there is something new for everyone! We’ll guide you through the ins and outs of the conference and help you maximize your experience.

4:30 – 7:00 PM

Welcome Bash & Mini-Receptions in the Learning Village Exhibit Hall
Join us for mixing ‘n’ mingling with peers and suppliers. We’re serving up delicious delights and cocktails. Plus, exhibitors will be hosting specialty drinks and treats in their booths. Open to all. No need to RSVP.

Tuesday, June 14, 2022

7:00 AM – 5:30 PM

Registration & Info Desk Open

7:00 – 7:50 AM

Breakfast in the Learning Village Exhibit Hall

8:00 – 9:30 AM

Opening Keynote

Cindy Solomon, Founder & CEO of The Courageous Leadership Institute and Author of “The Rules of Woo” and “Creating a Culture of Courage: The Courage Challenge Workbook”

Courageous leadership expert Cindy Solomon works with forward-thinking organizations to replace outdated leadership techniques with new tools that leverage personal courage and transform sluggish cultures into global powerhouses.

SPONSORED BY:

9:30 AM – 5:30 PM

Learning Village Exhibit Hall Open

9:30 – 10:15 AM

Networking Refreshment Break in the Learning Village Exhibit Hall

10:30 – 11:30 AM

Workshops

Do You Want the Red Pill or Blue Pill? The 8 Biggest Threats to your Training Department

Do You Want the Red Pill or Blue Pill? The 8 Biggest Threats to Your Training Department

 

Most companies are executing on training activities that no longer match the reality of INSPIRING actionable skill adoption. History has shown us that it can be easy for training departments to operate under a false sense of reality (e.g. are we checking off the training box or did we move the needle on performance?) related to budget priorities and resource allocation. Without taking the time to calibrate and being proactive, a training department will find themselves as the creators of poor sales performance and reacting to executives.

 

For the last 20 years, Matrix has trained over 50,000+ sales professionals and worked with Fortune 500 sales trainers. Matrix’s reputation (evidenced by over 10,000 testimonials) for award winning innovation has been singularly driven by the ability to see emerging trends that are looming on the horizon.

 

Join us for an interactive session that provides the opportunity for: clarity; objective discernment; a plan for pivoting resource priorities; and increasing the reputation of your department. At the beginning of the presentation, participants will be able to choose from the list of topics below in order to provide a relevant and purposeful conversation.

Topics:

  1. Distinguish which is more powerful for commercial success: Sales process or Sales Interaction?
  2. Recognize the singular customer facing event that “loses training money” everyday?
  3. Review the modern criteria for training vendor selection.
  4. Identify the real reasons for value proposition failures
  5. Determine how many seconds does it take to determine poor sales training?
  6. Evaluate the difference between being respected as a strategic business department versus a training department.
  7. Describe the architecture for fueling and training the Gen Z talent
  8. Summarize the adverse impact that talent scarcity is having on your department

Workshop Facilitators:

  • Dustin Talbot, Senior Performance Consultant, Matrix Achievement Group
  • Todd Zaugg, CEO-Founder, Matrix Achievement Group

The Training Bunch: A Panel of Thought Leaders

The Training Bunch: A Panel of Thought Leaders

Oftentimes, training roles are thought to be a stepping stone to moving into the home office, however, that was not the case for these training professionals. This panel discussion brings together 5 top training professionals who all started in training with Teva Pharmaceuticals. During this session, they will explore their career paths and how each of their unique career decisions led them to where they are now. They will candidly answer your questions about their experience, approach to training, and training philosophy. In addition, they will provide real-world advice on how to grow in your career through training.

 

Learning Objectives:

  • Explore the career paths of 5 successful training professionals
  • Uncover and apply insights to enhance your own skillset and grow in your career
  • Identify potential career goals for moving within your training career

Workshop Facilitators:

  • Chloe Bangs, Sr. Manager, Learning Experience & Innovation, Amgen
  • Trent Berrier, Associate Director, Managed Markets, Gilead Sciences
  • Jennifer Bryan, Sr. Director, Commercial Training & Development TEVA Pharmaceuticals
  • Mildred Colon, WW Director Sales Training, CooperSurgical
  • David Sunshine, Director, Enterprise Training TEVA Pharmaceuticals

Can You Spare Some Change (Management)?

Can You Spare Some Change (Management)?

Getting alignment to build a modern sales enablement and training program is not for the faint of heart. Join Stacy Burdett, Senior Director of Commercial Training at Smith+Nephew and Dave Romero, President at Unboxed Training & Technology as they share best practices for how to gain the advocacy and support needed to develop sales enablement programs for the new hybrid work environment. In an interactive session with small group breakout, they will share data and discuss specific topics such as vision casting, change management, stakeholder buy-in, and more.

 

Learning Objectives:

  • Examples of how to pivot your sales enablement training program into one that is fit for purpose in the new hybrid work environment.
  • How to establish internal advocacy to create and execute a sales enablement and training program aligned to critical business objectives.
  • Proven methods to engage senior stakeholders to resource the continued advancement of your sales enablement and training programs.

Workshop Facilitators:

  • Stacy Burdett, Smith & Nephew
  • Dave Romero, President, Unboxed Training & Technology

Another Sales Model

Another Sales Model

Launching a new sales model is daunting enough. But, you will need to do it virtually and for over 500 sales reps across North America, in 10 businesses divisions with various products and call points aligned to one sales model?

 

Where do we start? We supported and aligned the key stakeholders, including sales trainers, commercial operations, sales leaders, and marketing. The extensive project plan was underway with a successful launch through 50 virtual training workshops with five key trainers trained to introduce the sales force and marketer to the foundations of the sales model. Virtual, we could easily debate what is easier LIVE or Virtual, but virtual was our only option during the pandemic. While hosting the virtual sessions over multiple days, we noticed that retention was not there that you would have in a live workshop. As good stewards of adult learning, we kick off the session revisiting with a poll or Q&A on topics previously discussed, and it was blank stares as if we never reviewed it. How do we ensure the sales model training is impactful?

 

The sales trainers were dedicated to ensuring the sales force was confident in applying the “new” method knew they had to do something to make it stick. The lead trainer decided to dissect the situation and tap into the salesforce members who had a passion and enthusiasm for learning more. She hosted monthly “task force” meetings to highlight key areas for each member of the 40 member task force could take back and present to their Region.

 

The trainers developed a calendar with various topics to refresh and re-engage the sales model each month. The materials (training in a box) are resources for the task force to review and prepare to present to the task force to ensure they learn from each other before bringing the materials and messaging back to their Region. Utilizing the task force – those 40 people will create a sphere of influence and continual re-enforcement of learning throughout the organization.

 

Learning Objectives:

  • Apply skills learned during the sales model training to sales calls
  • Upskill tenured and new hires on the sales model to improve sales effectiveness
  • Establish a unified language to track and discuss the sales process and methodology

Workshop Facilitators:

  • Adrienne Babb, Sales Training Manager, Baxter Healthcare
  • Joshua Dessent, Baxter Healthcare

What's the Big Deal about Microlearning?

What’s the Big Deal about Microlearning?

Microlearning breaks down learning content into small chunks to ease memory and integration, ultimately improving learning effectiveness. This practice aligns with the mind’s natural process of learning, reducing information overload and improving the learner experience. This session will show how success with microlearning was achieved in the Medical organization of a global BioPharma company using the Simpleshow platform.

 

Learning Objectives:

  • Explain how a microlearning approach can help improve learning effectiveness by engaging the mind in the way it is designed for learning.
  • State the four qualities of effective microlearning content: focus; graphic intent; multisensory engagement; and flow
  • Describe four criteria for selecting a microlearning content creation platform: Intuitive interface; Deep content library; Design Guardrails; Integrated review features

Workshop Facilitators:

  • Megan Clark, Midwest Sales Manager, simpleshow
  • Gregory S Sapnar, AD, US Medical Learning, Bristol Myers Squibb

Adapting to the Unprecedented: Eli Lilly and COVID-19

Adapting to the Unprecedented: Eli Lilly and COVID-19

Eli Lilly’s “Design Hub” for Patient Experience & Design Innovations has been on the frontlines in the fight against COVID-19. Due to the global pandemic, the Design Hub was challenged with both responding to the growing need for COVID-19 mitigation and developing clinical trials and studies for other life-saving drugs— creating online training modules, support materials like Manual of Operations and quick reference guides for users, and virtual webinars with corresponding facilitator guides —all at a global level, at scale, and fully virtual.

 

Additionally, the Design Hub needed to pivot instructor-led training to a virtual format, including designing virtual engagement sessions and adopting a new platform (ON24) to facilitate sessions that would ultimately build engagement and strong partnership between Lilly and sites.

 

In this presentation, Heather Holleran and Alison Danforth from TiER1 Performance will share insights for how the Design Hub team was able to pivot, adapt, and deliver during unprecedented times. They’ll share the story of how the Design Hub team “built the plane” of agile development practices AND have kept it flying using an iterative approach to improve the learning experience for users.

 

Learning Objectives:

  • Describe how to implement agile development practices in a fluid, fast-paced environment.
  • Discuss strategies for consulting with the business to prioritize or focus information on what people need to know to perform.
  • Explore pain points and process improvements as a result of having to pivot due to COVID

Workshop Facilitators:

  • Heather Holleran, Sr. Solutions Consultant, TiER1 Performance
  • Alison Danforth, Senior Consultant at TiER1 Performance

The Power of Coaching: How to Quantify and Measure the Impact!

The Power of Coaching: How to Quantify and Measure the Impact!

During this session, you will explore a real-world case study that will enable you to tell senior leaders what they want to know:

 

“What is the impact of coaching on performance?”

 

“What does good look like for us?”

 

“How can you prove this investment in training will improve performance?”

 

For leaders, coaching is the most powerful skill to impact performance. Now we demonstrate the impact of coaching on performance. Join our us as we explore a case study that demonstrates the relationship between quality coaching, performance, and skill development.

 

Learning Objectives:

  • Discuss the impact of coaching quality on performance
  • Outline steps to improve coaching quality
  • Identify opportunities to measure the impact of coaching

Workshop Facilitators:

  • Christine Hood, Director, Learning and Development, Chiesi USA
  • Rebecca Nittolo, Director Of Sales, Omni coach, Proficient Learning
  • Holly Reardon, Coaching Strategist, Proficient Learning

Learning Retention Systems – Optimizing Knowledge Retention

Learning Retention Systems – Optimizing Knowledge Retention

Learning retention systems (LRS) have seen increasing use during the past 5 years due to the heightened recognition that learners lose about 90% of newly acquired knowledge within a week if they aren’t actively applying this new knowledge. While uptake of LRSs has climbed steadily, implementation of systems has varied widely, from limited use of a single system feature to maximal use of multiple features. This panel looks at challenges, successes, and tips to implement and maintain continuous learning systems and practices.

 

Continuous learning is integral to successful training. This panel will define and discuss the essential points of continued learning as well as methods and approaches to improve universal learning retention strategies.

 

Learning Objectives:

  • Describe the key features of effective and engaging Learning Retention Systems.
  • Identify common challenges to successful continuous learning system implementation.
  • Outline proven methods for uplevelling learning retention strategies for continuous learning.

Workshop Facilitators:

  • Jill Esguerra, Genentech
  • Brittney Forster, Director, Oncology Training, Sanofi
  • Shiladitya Mallik, Alkemy Partners
  • Shaun McMahon, President, Illuminate

Practice Makes Perfect: A Biogen Case Study

Practice Makes Perfect: A Biogen Case Study

Learn how Biogen uses virtual dialogue capabilities to reinforce key selling skills, enhance content knowledge and to prepare for changes in the market.

 

Led by Biogen’s Learning and Development Learning Partner and a Managing Partner from Actando, this session will be comprised of interactive discussions and hands-on use of the virtual dialogue capability. Over the last several years, the marketplace has become more competitive with new product launches. Virtual dialogues have become an important approach for one therapeutic area at Biogen to help teams effectively address customer objections and competitive challenges.

 

This on-going program has maintained learner engagement by a focus on learner needs, relevant/current market situations and through innovative capabilities. The virtual dialogues have continuously evolved with new scenarios, current customer challenges, patient testimonials and other dynamic capabilities.

 

Workshop attendees will learn practical tips on how to effectively develop virtual dialogues, including a cross-functional team approach. We will review proven techniques to enhance skills and build stronger customer relationships while keeping the learner engaged. Workshop attendees will use the virtual dialogue capability to see firsthand how practice makes perfect.

 

Learning Objectives:

  • Learn how virtual dialogue capabilities can deliver effective and engaging learning opportunities
  • Gain best practices and practical tips for developing and delivering innovative virtual dialogue programs
  • Experience hands-on learning with virtual dialogues to drive skill development and engagement

Workshop Facilitators:

  • Emily Sellers, Managing, Partner Actando
  • Sejal Thakrar, Biogen

Using Internal Social Media and a Strategic Communications Campaign to Elevate the Value of GSK Global Oncology Commercial Excellence

Using Internal Social Media and a Strategic Communications Campaign to Elevate the Value of GSK Global Oncology Commercial Excellence

To maximize the success of Global Oncology Commercial Excellence initiatives & resources and to make that they align with the strategic vision of GSK as a whole, we needed effective and strategic communication to all of our stakeholders across the GSK Global Oncology family.

 

In the middle of a pandemic, when the usual live meetings and roll-outs are challenging, we decided to create a robust and well planned social media framework, hosted on Workplace, to support the change management and communication strategies needed to support these global initiatives including a newly developed and adopted competitive selling framework. The goals of the communication plan were 3-fold:

  • Raise Awareness for GSK Global Oncology CE initiatives & resources including the competitive selling framework
  • Create stronger REGIONAL/LOC partnerships through co-development initiatives
  • Accelerate oncology business growth opportunities through LOC adaptation and execution of global initiatives and resources

 

In this session, you will learn how we approached the development of our strategic communication plan including:

  • How we identified the key target audiences for our campaign across the Global, Regional, and LOC organizations.
  • How we designed, developed & deployed 3 different communication channels with distinct purposes:
    • Channel for Informal Community Learning & Exchange
    • Channel for Team Collaboration
    • Channel for Online Portal for CE Assets/Resources

 

We will also share key tenets and critical success factors that can help make this kind of campaign a success including:

  • How to engage new members
  • How to leverage the power of storytelling
  • How to make sure timing and cadence of communication is optimal
  • How to drive interaction (e.g Like, comment and respond to others, sharing and pinning key posts)

 

Workshop Facilitators:

  • Roula Drossis, Associate Director Visual Design & Innovation, IC Axon
  • Todd Toma, GlaxoSmithKline
  • James Tremblay, Director of Sales, IC Axon
  • Matthew Wehling, Global Oncology Sales Training, GlaxoSmithKline
  • Isla Ogilvie, IC Axon

Diagnosis Learning: Uncovering Dynamic and Impactful Training Strategies in Today’s Fluid Learning Environment

Diagnosis Learning: Uncovering Dynamic and Impactful Training Strategies in Today’s Fluid Learning Environment

Let’s explore how different medical device and diagnostics companies are approaching the need for unifying their training strategies for sales training, service teams, and external clients. Relevance to the industry is paramount to understanding challenges with learning strategies that affect not only the learning effectiveness, but the engagement and perception of the learner about the company. Learners today are faced with company changes and acquisitions that have created virtual/hybrid environments and work teams from different areas of the world. These novel work environments and culturally blended teams are reshaping the design and delivery of learning.

 

Using case study examples in this thought leadership panel, we will explore how growing companies approach their expanded training needs. Participants will learn tips and practical suggestions for planning dynamic, effective, and positive learning strategies in this new virtual/hybrid world.

 

Learning Objectives:

  • Use case studies to identify how specific business objectives affect learning and technology choices
  • Understand how the planning and integration of a comprehensive and consistent strategic plan can drive training decisions for both internal and external audiences
  • Gain insight into practical tips and lessons learned to assist with integrating training needs with our ever-changing environment for sales training

 

Workshop Facilitators:

  • Kim Bilyeu, Johnson & Johnson
  • Rebecca Everett, Trainer Illumina
  • Judi Haberkorn, Beckman Coulter Diagnostics
  • Jennifer Imerini, National Clinical Manager, Kestra Medical Technologies
  • Nancy McMonigal, Red Nucleus

Virtual and Hybrid Learning - What We Learned and Where We're Going

Virtual and Hybrid Learning – What We Learned and Where We’re Going

The past few years have been challenging, to say the least. With every challenging situation – lessons are learned! In this workshop we are joined by Gilead Sciences to have a discussion about what we’ve learned as it relates to Virtual and Hybrid Learning. We will also facilitate a conversation about current trends and what the future might look like. We hope you join us!

 

Learning Objectives:

  • Understanding how the pandemic changed learning Informed about current
  • Virtual and Hybrid learning
  • Best Practices Share thoughts on what the future of Virtual and Hybrid Training might be

Workshop Facilitators:

  • Kapil Kalra, Chief Revenue Officer, ACTO
  • Nate Kahl, ACTO
  • Jona Kota, Associate Manager, Gilead Sciences

If You Don’t Know Your Destination How Can You Plan Your Learning Journey? Using the 6Ds Process to Drive Learning Impact at Boehringer Ingelheim

If You Don’t Know Your Destination How Can You Plan Your Learning Journey? Using the 6Ds Process to Drive Learning Impact at Boehringer Ingelheim

Effective training is process driven and evidence based. It is designed as a complete learning experience that emphasizes what happens before and after formal instruction and deploys proven instructional strategies to drive results. This case study will briefly explore the 6Ds Model and process thinking, and then examine real world application in the field at Boehringer Ingelheim. We will discuss why the first step in any learning journey begins with an understanding of the destination and why the destination drives all other elements of learning that has impact.

 

Learning Objectives:

  • Understand that successful learning requires a process approach.
  • Deploy validated process steps to set up the learning journey for success.
  • Know how to leverage effective process and instructional strategies to maximize the return on your learning investment.

Workshop Facilitators:

  • Kimberlee Moon Associate Director, Marketplace and Account Manage Boehringer Ingelheim Pharmaceuticals
  • Malaea Seleski Associate Director, Marketplace and Account Manage Boehringer Ingelheim Pharmaceuticals
  • Andy Jefferson, 6Ds

11:30 – 11:50 AM

Learning Labs

Learning Lab - Addressing 2022 Learning Trends - A Prescriptive Approach

Session Title: Addressing 2022 Learning Trends – A Prescriptive Approach

 

2022 brings an entirely new set of challenges for training and development. This learning lab will identify the critical learning trends and showcase actual real-life demos that address each trend.

 

Learning Objectives:

  • Identify the learning trends that will affect your training and development efforts in 2022 and beyond.
  • Describe various approaches to meet these ever-changing future training needs.
  • Showcase actual demos of various learning assets that will provide you with methods to address these trends.

 

Presenter:

  • Dr. Jim E. Gullkey, President, S4 NetQuest

12:00 – 1:50 PM

Lunch & Learning Labs in the Learning Village Exhibit Hall

LUNCH SPONSORED BY:

12:00 – 12:20 PM

Learning Labs

Learning Lab - Power Skills: Why They are More Important than Ever

Power Skills: Why They are More Important than Ever

 

As he workforce navigates the changes of the last few years, power skills have become more important and urgent than ever before. Enabling employees to develop power skills will be crucial in ensuring they are able to navigate ambiguity and respond to change, especially with ongoing hybrid customer interactions. In this learning lab, we will explore what power skills are, why they matter for your workforce, and how you can enable your employees to develop them.

 

Learning Objectives:

  • What are power skills and why are they so important now
  • How can you enable employees to develop power skills
  • Showcase power skills in practice

 

Presenters:

  • Ariella Sax, Chief Operating Officer, Metrix Group
  • Kaidi Zhou, Metrix Group

Learning Lab - The Importance of Piloting Your Learning Program: Lessons Learned from the Trenches

The Importance of Piloting your Learning Program: Lessons Learned from the Trenches

 

This session will spotlight the importance of testing your learning program before launching it to your broader audience. We’ll focus on 3 types of pilots: an MVP (minimum viable product) phase for a blended learning curriculum, pilot/user testing a customer/patient app, and a pilot/train-the-trainer experience for a Global Product Launch Event.

 

Learning Objectives:

  • Describe effective ways to plan and execute a pilot phase, from who should participate, how to time it, and what to focus on.
  • Title: Explain how to apply learnings from the pilot phase, from what to incorporate and what NOT to incorporate, prior to your “go live.”

 

Presenters:

  • Leanne Batchelder, TiER1 Performance
  • Kendell Lett, TiER1 Performance

Learning Lab - Do We Need an L&D Approach to Omnichannel or an Omnichannel Approach to L&D?

Do We Need an L&D Approach to Omnichannel, or an Omnichannel Approach to L&D?

 

Omnichannel is more than just a buzzword – it is, or at least should be. The personalization approaches of omnichannel are transforming the way life science companies interact with customers and patients, and learning & development needs to equip teams to embrace that. However, omnichannel approaches also have the potential to transform the way learning and development is delivered; to create truly personalized learning experiences with unparalleled outcomes. This session will explore these topics and provide practical tips on key priorities to embed omnichannel successfully in your organization.

 

Learning Objectives:

  • Describe the key features and benefits of an omnichannel communiations approach
  • Identify key opportunities to leverage omnichannel methodologies and technologies in the way learning programs are delivered.

 

Presenters:

  • Jessica Ingram, Executive Vice President, Open Health

12:30 – 12:50 PM

Learning Labs

Learning Lab - How to Fast Track Omni-channel Skill Pull-Through and Execution

How to Fast Track Omni-channel Skill Pull-through and Execution

 

You spend a fortune on training your teams in new skills both in both live and virtual classes. You re-enforce their training with learning bytes and role plays…. BUT ONLY their First Line Manager actually sees if these skills are effective in front of the HCP, and if they’re not, what went wrong, how do you know, and how do you fix it? In this session you’ll learn how you can empower your managers to help their teams expedite new skill execution where they need it, in front of customers!!

 

Learning Objectives:

  • Revisit the “Forgetting Curve” and the importance of On-The-Job re-enforcement for rapid skill assimilation
  • Understand what your managers need most to revolutionize their coaching
  • Find out the best way to gain visibility of the effectiveness of your new skills execution in the field

 

Presenter:

  • Simon Mormen, Managing Director, Atomus | aCoach

Learning Lab - Transformative Intelligence Automation

Transformative Intelligence Automation

 

In the life sciences industry, every successful organization relies heavily on CL&D; without the right systems in place, however, learning and development remain functional instead than transformational. Rapid digital transformation has made it clearer than ever before that a pressing pain point for companies is the struggle to bridge the gap between impact and functionality. Intelligence automation offers organizations methods of empowering their learners and management teams by addressing data silos to effectively scale, and bolster workplace learning efficiency.

 

Learning Objectives:

  • How can intelligence automation help your learners?
  • What is the impact of automating L&D?

 

Presenter:

  • TBD, ACTO

Learning Lab - Global Collaboration in the Modern World for Effective Learning

Global Collaboration in the Modern World for Effective Learning

 

In this session, global collaboration will be presented as a key component to effective learning in the current global economy. Technologies (existing and upcoming) will also be presented to support such initiatives.

 

Learning Objectives:

  • Understand the impact of global collaboration in learning
  • Understand approaches to global collaboration
  • Know latest technologies that can support global collaboration

Presenter:

  • Tracey Stevens, Business Partner, LCI LX

Learning Lab - New Competitor on the Horizon? Ongoing Competitor Pressures? How to Make Sure your Representatives are Prepared!

New Competitor on the Horizon? Ongoing Competitor Pressures? How to Make Sure Your Representatives are Prepared!

 

The news of an imminent competitive product launch, or persistent pressure from current competitors can distract sales professionals and cause disruption in the field. Your learning solutions should ensure the sales professionals are:

  • Focused on selling their own product;
  • Prepared to sell in a dynamic competitive market;
  • Confident in proactively addressing competitive challenges.

In this session we’ll discuss proven learning methods and solutions for preparing your sales professionals for dynamic changes in the competitive landscape. More specifically, we’ll explore:

  • Some of the more significant barriers and challenges when developing learning solutions about competitors;
  • Tips for overcoming these challenges and barriers;
  • A variety of learning solutions about competitors that can be easily applied to any therapeutic area so you can select the right “fit” for your organization.

 

Learning Objectives:

  • Provide an overview of the types of learning solutions that can help prepare representatives for competitors in the marketplace
  • Discuss how to overcome common challenges and barriers when developing training about a competitor

 

Presenters:

  • Wendy Eicholzer, President, Whole Systems
  • Allie Glass, Marketing Manager, Whole Systems

1:00 – 1:20 PM

Learning Labs

Learning Lab - Into the Deep: 3 Strategies for Target Learning

Into the Deep: 3 Strategies for Target Learning

 

A summary view of 3 different strategies for education using Extended Reality technologies. Our depth analogy is indicative of both the complexity of the information and the accessibility to the audience.

Strategies:

  1. Skimming the Surface
    • Most Accessible-Via smartphone, tablet, desktop, ideally via web-based platform
    • Information communicated is easy to understand and basic
  2. Wading in the Shallows
    • Moderately Accessible-Requiring an AR/VR Headset
    • Content that is more complex, more nuanced, or abstract, but can be communicated better via immersion or interactivity
  3. Into the Deep
    • Low-Accessibility-Requires specialized space or hardward
    • Content is very complex and interactive, hyper-focused on niche and specialized content

 

Learning Objectives:

  • Identify the three “depths”, or strategies, of XR learning content
  • Be able to describe the advantages and applications of each approach

 

Presenter:

  • Jonathan Kyle Lum, Elara Systems

Learning Lab - Smokey Robinson and Diana Ross are right: We should all second that emotion

Smokey Robinson and Diana Ross are Right: We Should All Second that Emotion

 

How behavioral science can help us use how we feel to make us better at how we learn.

 

Learning Objectives:

  • Recognize the link between emotion and learning
  • Demonstrate how to leverage emotion to create more effective learning
  • Describe how stimulating long-term intrinsic motivation can ensure continuous learning

 

Presenter:

  • Guy Champniss, Axiom/TCEG
  • Terri Harchar, Axiom/TCEG

Learning Lab - AAA-Gents of Change: L&D's Leading Role in DE&I

AAA-gents of Change: L&D’s Leading Role in DE&I

 

Is your company working towards being a more diverse, equitable and inclusive space? Is your training department moving in that the same direction? Have you already started incorporating diversity into your training and wonder if there is more you could do? Come and join us to learn the AAA model and take a leadership role in implementing DE&I.

 

Learning Objectives:

  • Highlight and discuss the opportunity for L&D to take a leadership position in Diversity & Inclusion Initiatives
  • Discuss the role of a team when considering how to impact Diversity & Inclusion initiatives
  • Provide a framework / model (AAA) for practical application in your L&D department

 

Presenter:

  • Delphina Perkins, Gilead
  • Laura Brown, Gilead
  • Dave Noonan, Gilead

Learning Lab - Make Field Coaching a Shared Process

Make Field Coaching a Shared Process

 

Over 90% of the time your sales representatives are out in the field on their own. They have responsibility for their results, so why shouldn’t they share responsibility for their own coaching and development toward meeting those outcomes? See how implementing a two-way approach can have a substantial impact on the effectiveness of coaching, driving greater employee engagement, satisfaction, and accountability.

 

Learning Objectives:

  • Understand the benefits of shared or employee-initiated coaching and feedback
  • Learn helpful, actionable tips on how to transform your field coaching for greater employee ownership, including shared Field Coaching Reports
  • Learn how technology is essential for bringing to life shared coaching and development and can drive more productive experiences for everyone involved

 

Presenter:

  • Jeff LaFave, iCoachFirst

1:30 – 1:50 PM

Learning Labs

Learning Lab - Personalized Training: Techniques to Empower Learners and Drive Results

Personalized Training: Techniques to Empower Learners and Drive Results

 

Trainers often face the challenge of inspiring learners in spite of high demands and little time. While a cookie-cutter approach to training might be tempting, better results can often be achieved through personalized learning which targets the needs of the individual. In this 20-minute learning lab, we’ll take a closer look at the advantages of an individualized learning approach and how it can work alongside directive learning plans to achieve learner and stakeholder objectives.

 

Learning Objectives:

  • Identify the benefits of personalized training and how this strategy can improve outcomes
  • Apply proven personalization techniques to enhance training, engage learners, and drive results

 

Presenters:

  • Michelle O’Connor, President & CEO, CMR Institute
  • Ross Hardigan, Director of Client Development, CMR Institute

Learning Lab - Applying the Art of Storytelling to Sales Conversations

Applying the Art of Storytelling to Sales Conversations

 

Together we will explore the power of storytelling and techniques for incorporating into your sales training. You will learn how storytelling creates order and structure for a sales call, enhances conversations with healthcare providers, and makes them personalized and memorable. In addition, we will provide specifics for how to train your sales force on storytelling techniques, showing representatives how to tailor each story to the interests and needs of the provider and their patients. “The purpose of a storyteller is not to tell you how to think, but to give you questions to think upon.” ― Brandon Sanderson, Author

 

Learning Objectives:

  • Describe the key elements of storytelling
  • Explain how “storytelling” helps to make product messaging memorable and inspires customers to take action
  • Describe how to tailor a sales call to tell the product story in a customer-specific manner with a distinct beginning (opening), middle (problem identification and solution), and end (close/call to action).

 

Presenters:

  • Mary Calvagna, Custom Learning Designs – CLD

Learning Lab - Utilizing a Winning Mindset to Accerlerate Performance

Utilizing a Winning Mindset to Accelerate Performance

 

Description: Come join EVERSANA and Limitless Minds to see how mindset training alongside clinical, economic, and organizational training can be used to drive performance! EVERSANA Learning and Performance and Limitless Minds are partnering to raise peak performance, leadership, and development to provide your employees with a competitive advantage. NFL Super Bowl winning quarter back Russell Wilson is one of the Limitless Minds co-founders, he is well known for talking about the right mindset being a competitive advantage and we are bringing this approach to the Life Science Industry. Let’s think big and go far TOGETHER!

 

Learning Objectives:

  • Why mindset training provides a competitive advantage
  • How the integration of mindset training with clinical, economic, and organizational training drives performance
  • What is the learning journey for developing a limitless mind, and how it can be incorporated into all teams

 

Presenters:

  • Bryan Wilson, Eversana
  • DJ Eidson, Eversana

Learning Lab - Should I Quit or Get Promoted? Helping People Navigate Reality During the Great Resignation

Should I Quit or Get Promoted? Helping People Navigate Reality During the Great Resignation

 

Today’s world has created an assault on a positive and productive mindset. The end-result has created a maelstrom of anxiety, fear, and general unhappiness in the workplace for both your company as well as your customers. At an individual level, this assault “locks us up” and at a minimum reduces the ability to be: focused; passionate; a better problem solver; innovative; creative; and hopeful. Without a roadmap that helps architect clarity of reality, some people are changing jobs for the sake of an unconscious desire to create energy from change; and this has led to an unnecessary disruption in productivity. In the training world, all of us have seen that a disengaged brain is wasted on our training efforts. This session will synthesize and simplify the PHD driven science behind diagnosing the true disease state of a human’s general unhappiness and provide insights into an action plan. Participants will experience 3 personalized mini workshops that will drive awareness and highlight a roadmap to improved mindset. Having trained over 50,000 sales professionals and worked with many Fortune 500 trainers, the workshops have been customized from the lens of a trainer’s personal traditional corporate role and responsibilities. This material can be used to create a unique and refreshing customer loyalty experience.

 

Learning Objectives:

  • Define the proven key dimensions of human happiness.
  • Develop a personal inventory of current state versus desired state that stimulates a state of Thrive.
  • Identify a playbook for leveraging this information to build customer loyalty.

 

Presenters:

  • Bryan Wilson, Eversana
  • DJ Eidson, Eversana

2:00 – 3:00 PM

Workshops

Beyond the Hype - AR & VR Success Stories from Training Leaders

Beyond the Hype – AR & VR Success Stories From Training Leaders

Offering a glimpse of how learning leaders are driving innovation within their organizations, this workshop will provide real-world examples of successful Augmented and Virtual Reality initiatives in training.

 

Join us and our distinguished panel for an interactive discussion covering technology, landscape, case studies, and unique industry insights—practical information that you can use to navigate the complexities and challenges of enhancing your training for internal or external audiences with AR &VR.

 

Learning Objectives:

  • Assess the need to incorporate comprehensive AR/VR strategies into training programs at your organization
  • Apply practical AR/VR tips and lessons learned to the implementation and measurement of your AR/VR training programs

Workshop Facilitators:

  • Mo Gulotta, Senior Director Commercial Sales Training, Horizon Therapeutics
  • Leslie Mason, Director Commercial Training, Agios
  • James Hackett, VP, Creative Innovation at Red Nucleus
  • Ian Kelly, President & CEO at Red Nucleus will be moderat

Career Incubation Mentoring Program for Trainers

Career Incubation Mentoring Program for Trainers

As trainers, do you have the skill sets that set you apart from others when that next career opportunity presents itself? We work tirelessly on training, skill building, developing and executing that we, more often than not, miss out on the benefits of MENTORSHIP.

 

With the right targeted mentoring framework, you and your training organization can ensure deeper, experiential knowledge transfer and motivational support for day-to-day application as well as for future career advancement potential.

 

An overlooked benefit of mentorship is that mentors will also enjoy better success, retention and productivity (supported by Journal of Vocational Behavior, American Society for Training & Development, Entrepreneur and 75% of Fortune 500 executives).

 

This workshop will provide the fundamentals and metrics for you to design and deliver a program for your trainers. We will share what we learned and how you can quickly implement and realize appreciable impact.

 

Learning Objectives:

  • Determine your mentoring program objectives that align with employee interests and business needs. One size does not fit all!
  • Examine the framework and delivery that will maximize your program results.
  • Receive resources to design, match, motivate and measure all your program participants.

Workshop Facilitators:

  • Chris Esposito, Director, Oncology Speciality Training, Janssen Pharmaceutical
    Katy A. Shuck, Sr. Director, Commercial Development, North America Janssen Pharmaceutical

Engagement Optimization Loop: Advancing the Human and Digital Dimensions of Omnichannel

Engagement Optimization Loop: Advancing the Human and Digital Dimensions of Omnichannel

This workshop will focus on how training teams will need to integrate the Engagement Optimization Loop into training plans, including a balance of Human and Digital Dimensions. Our focus on Digital Competence and effective Customer Field Orchestration in the Omni-channel Eco-System, will prove to be a “must have.”

 

We will explore the associated advanced differentiating competencies & skills and how all training plans must evolve. Participants in the workshop will experience simulated environments and discover the impact training can have on deploying Engagement Optimization curriculums, “just in time” learning and measurement strategies.

 

We will show how to answer the three most important questions field teams have about Omnichannel: Why are we doing this? How easy will this be for me to implement? And what will this do for me? We will share outcomes focused case studies showing impactful results aligned to field teams taking accountability for next best actions, field orchestration & change management strategies.

 

Learning Objectives:

  • Support new commercial models by enabling impactful training for the two critical key dimensions of the Engagement Optimization Loop; the human and the digital, using omnichannel field engagement to amplify critical human interactions.
  • Deliver powerful insights on advanced competencies and when and how to train most efficiently in all channels.
  • Understand where your organization is on the Omni-channel Maturity Curve and how this should drive alignment of training, change management and measurement plans.

Workshop Facilitator:

  • Celeste Mosby, Vice President, Solution Design and BD, Syneos Health

DISCovering Greater Connection; Hybrid Training for the New World

DISCovering Greater Connection; Hybrid Training for the New World

As a trainer, one of the most valuable skills that you can learn is to read the room and make that connection. The earlier that you can make that connection the better the message will be received. But what about an online audience? Can you build this type of rapport virtually?

 

As a certified DISC trainer, one of the most successfully practiced personality insights programs, I have personally used this simplistic model in my trainings for years. I have been able to successfully connect with an online and live audience, even at the same time. The ability to connect with your audience by understanding their personality styles and the best type communication creates an environment of openness and authenticity. A deeper connection is achieved and both the hybrid audience and the trainer leave the presentation edified and rejoicing together.

 

Learning Objectives:

  • The first learning objective is to identify the major personality style of the individuals in the room. With a few simple tasks, I can implement right up front, the members of the audience will reveal their dominant personality style.
  • The second learning objective is to identify the major personality style of the online audience. With a few simple tasks, I can identify the dominant personality styles of the online audience.
  • The 3rd objective is to communicate to the personality styles found in the hybrid audience. This communication will create a more memorable connection with the audience and greater content retention from field trainers.

Workshop Facilitator:

  • Michael Tomlinson, Manager, Oncology Field Training, Eisai

How Do You Know? Demonstrating Training Efficacy

How Do You Know? Demonstrating Training Efficacy

Details coming

Value Communication and Training Solutions to Deliver Strategic Market Access

Value Communication and Training Solutions to Deliver Strategic Market Access

Throughout the industry, optimizing market access is often viewed as a responsibility of the market access departments alone, however in today’s environment the optimal outcome will depend on a cross-functional effort.

 

Market access teams as well as related functions within commercial and medical affairs, face various and difficult challenges. It is key for the success of the teams and the company to understand the complexities of market access and real world evidence (RWE), and overcome the hurdles of optimizing the delivery of a compelling payer evidence package for optimal reimbursement.

 

It is therefore crucial that internal stakeholders in non-market access functions grasp the fundamentals and understand how their function, and in particular their decisions related to pharmaceutical compounds and brands, impact on payer decision making and of course RWE.

 

In this workshop we will discuss tools and strategies that integrate instructional design for the development of comprehensive and inclusive training programs for cross-functional teams on market access, allowing your teams and your company to be agile and adapt in the rapidly changing and competitive landscape.

 

Learning Objectives:

  • Accelerate the understanding of the importance of strategic market access in the rapidly evolving environment we are facing in the pharmaceutical industry
  • Develop cutting-edge strategies and the agility to adapt to a rapidly changing landscape

Workshop Facilitators:

  • Jess Ingram, SVP, Open Health Learning
  • Rosemary Jose, Senior Director, Open Health Learning & Development

Marketing Excellence: A Comprehensive Curriculum for Marketing Professionals

Marketing Excellence: A Comprehensive Curriculum for Marketing Professionals

As sales trainers, our primary focus is training field sales employees but recently Commercial Training & Development was tasked with creating a comprehensive marketing curriculum for new and existing marketers.

 

In this workshop we will explore the need for blended marketing training, how training marketing professionals differs from field sales, and look at the topics that were selected in partnership with our marketing team. This unique opportunity allowed the training team to get out of their comfort zone, partner with new stakeholders, and create a comprehensive curriculum to upskill our marketing teams through a variety of critical topics.

 

Learning Objectives:

  • Identify the need for blended marketing training and the rationale behind the training.
  • Discuss best practices and tactics for developing and deploying impactful marketing training.
  • Determine the differences between training sales professionals and marketing colleagues.

 

Workshop Facilitators:

  • Renee Mangum, Senior Project Manager, Encompass Communications and Learning, Inc.
  • David Sunshine, Director, Enterprise Training, TEVA Pharmaceuticals

Creating Meaningful Alignment between Enablement and Revenue

Creating Meaningful Alignment between Enablement and Revenue

Your training budgets are not carte blanche, yet you’re expected to provide the training that will improve the performance of the sales team and change the world.

 

We’ve all felt the pressure to accomplish major initiatives and not have the resources to make it happen. So, what can you do? Interview sales managers to get their opinion on what skills will have the greatest impact? Conduct a competency analysis and team assessment to decide where to start? Both of these are solid ideas, but neither is enough to ensure measurable business impact.

 

During this session you’re learn from a Director of Sales Training on how to leverage a process called a Learning Alignment Matrix, a high impact tool and process that you can execute immediately to help ensure that the training you’re providing will make a major impact on the sales outcomes.

 

Learning Objectives:

  • During this session you’ll understand how to identify and leverage the Sales Goals of your company AND the quantifiable Sales Strategies needed to achieve those goals.
  • Then, you’ll learn how to identify and align the critical on-the-job behaviors your sales reps and sales manager need to be proficient in to execute those Sales Strategies.
  • Finally, you’ll learn how to leverage your existing training portfolio to improve the specific on-the-job behaviors that will drive the explicit Sales Strategies that will ensure success of the measurable Sales Goals.

 

Workshop Facilitators:

  • Steve Gielda, Co-Founder, Ignite Selling
  • Kate Mosier, Medtronic

Elevating L&D Strategic Partnership

Elevating L&D Strategic Partnership

It’s time L&D professionals not only embrace but embody the “strategic business partner” moniker. For years L&D professionals have watched their HR colleagues successfully adopt the strategic business partner model. Strategic L&D business partnership begins with understanding the business problems your organizations face. For life sciences companies, the healthcare marketplace continues to experience rapid and dramatic change and L&D professionals can effectively influence key stakeholders on what the business should do to positively impact performance at the organizational, team, and individual levels.

 

During this workshop, participants will learn how an L&D function, responsible for market access and strategic account management training, embraced the role of strategic business partner as it sought to redefine its learning strategy. With support from WLH Learning Solutions, Gilead undertook a comprehensive diagnostic to uncover how the evolving marketplace and the company’s strategic direction required new and different approaches to upskill key roles, change mindsets, develop managers’ capabilities to better support team-based learning, and inspire individuals to manage their own professional development. The presentation will outline the steps taken to understand business needs, but more importantly to champion new and different approaches that took the CL&D organization from being episodic and reactive to proactive and strategic.

 

What can L&D professionals do to achieve strategic business partnership status? Whether a field trainer or an L&D leader, this interactive workshop will provide participants with an opportunity to:

  • Further define strategic L&D business partnership
  • Explore various approaches for identifying needs and creating robust learning solutions and curriculum roadmaps
  • Share with their peers both their challenges and successes in achieving strategic partnership status within their own organization

 

As a result of participating in this workshop, participants will leave with ways to enhance their strategic business partnership capabilities when assessing needs, designing and delivering curriculum, leveraging various learning methodologies, supporting performance, and measuring impact.

 

L&D moved closer to strategic business partner status during the pandemic because the nature of work required rapid adaptation and new and different learning delivery methodologies. Building on this success requires L&D professionals to reset, reimagine, and refocus on business needs that continue to evolve, and continue to define how learning contributes to organizational success.

 

Learning Objectives:

  • Define what strong strategic partnership looks like between L&D and the business
  • Explore various approaches for identifying needs and creating robust learning journeys
  • Generate best practices for achieving business partnership status as L&D professionals

 

Workshop Facilitators:

  • Normand LaChance, Gilead Sciences
  • Wendy Heckelman, Ph.D., Founder and CEO, WLH Learning Solutions

NOVARTIS - A Masterclass in Achieving Rapid Omni-Channel Selling Skills Adoption

NOVARTIS – A Masterclass in Achieving Rapid Omni-Channel Selling Skills Adoption

We have all been faced with the challenges of ensuring our sales teams are fully equipped with the new skills and tools they need as the doors re-open again for enhanced physician interactions.

 

This has meant that Commercial Excellence and Sales Training teams have been under pressure to ensure that effective training is available for these new skills, and even more importantly, that consistent coaching is prioritized, so that these skills stick and are consistently applied during virtual or face to face interactions with our customers.

 

Register now for this interactive workshop where Kevin Kutler – Head of Sales Training and Development at Novartis, and Simon Mormen – Managing Director of Atomus (creators of aCoach), will share their intriguing insights on how Novartis are re-skilling their teams, the tools they are using and how this is providing positive impact across both the US and Global Sales Teams in 2022.

 

You will have the chance to ask direct questions and gain invaluable insights to aid your own training and coaching strategy.

 

Learning Objectives:

  • Understand the Business Case for change.
  • Learn the approach that Novartis took including key metrics and KPI’s.
  • Gain tips on selecting the right coaching platform to measure and nurture the process to guarantee success.

 

Workshop Facilitators:

  • Kevin Kutler Head of Training and Development Novartis
  • Simon Mormen Managing Director Atomus (Creators of aCoach)

Changing the Game: How Boehringer Ingelheim Closes the Knowledge Gap through Gamified Training

Changing the Game: How Boehringer Ingelheim Closes the Knowledge Gap through Gamified Training

According to a recent report by Training Industry, organizations spend an estimated $360 billion on corporate training globally each year, yet 70% of employees don’t have the mastery of skills needed to do their jobs. The traditional and most common training methods such as e-learning, reading manuals and classroom-based training take a check box approach to training: if you’ve done it, you’ve learned it.

 

These methods are not rooted in the psychology of learning and fail to equip staff with the tools they need to truly retain and apply knowledge on the job, nor do they encourage staff to revisit trainings to achieve mastery of a skill. However, one of the biggest rising trends in learning and development is gamification and simulation training. Similar to what you’d find in your favorite video game, these training methods enhance the learning experience through points, badges, leaderboards, achievements and other competitive engagements. And because they’re engaging, staff revisit these trainings again and again to “play” and unconsciously master the often complex situations they face in their daily role.

 

Attensi delivers on this new paradigm for corporate learning - gamified simulation training, based in the psychology of how people learn and immersive features of gaming, that engages employees in learning with measurable business impact.

 

Boehringer Ingelheim understood the value of creating innovative training methods for customer facing teams (CFTs) and adapted their way of working to create a training program to help strengthen their workforce. Boehringer Ingelheim needed mobile-first, easily accessible and bite-sized modules that employees could easily fit into their already busy schedules. The Boehringer Ingelheim Global ILD Learning and Development (L&D) and U.S. CFT/Hybrid L&D teams partnered with Attensi in 2021 to develop custom, innovative, immersive and gamified training applications to bridge the gaps staff had from current mindsets, beliefs or knowledge.

 

Aggregated playthrough data reflects high engagement and learning transfer among the end-users. Approximately 2,000 employees have played over 55,500 times, repeating the module on average 5.2 times as of January 2022. This repetition trend shows that 77% of the identified knowledge gap is closed between first and best training session and implies a solid learning effect.

 

In this workshop, we will deep dive into two use cases from Boehringer Ingelheim to show how custom, gamified simulations can be used to accelerate adoption of best practice skills and behaviors, as well as increase learning impact. The workshop will focus on developing a learning journey starting with defining learning objectives, the development process of the gamified simulation, deployment and launch, engagement and evaluation.

 

Learning Objectives:

  • Participants will understand the benefits of learning by doing and the importance of building a frictionless training journey that fits into the employees’ daily habits.
  • Participants will learn what a blueprint of setting up a gamified training solution in Life Sciences could look like.
  • Participants will learn what kind of metrics should be used to measure the impact of gamified simulation training.

 

Workshop Facilitators:

  • Thomas Andersen, Sector Lead Health & Pharma, Attensi
  • Jenny Payne, Director, Marketing & Technology Training, Boehringer Ingelheim Pharmaceuticals
  • Erica Rademacher, International Product Manager, Boehringer Ingelheim Pharmaceuticals

2:00 – 3:45 PM

Learning Labs in the Learning Village Exhibit Hall

3:00 – 3:30 PM

Networking Refreshment Break in the Learning Village Exhibit Hall

3:00 – 3:20 PM

Learning Labs

Learning Lab - Harnessing the Value of Visual Abstracts for Non-Scientific Learners

Harnessing the Value of Visual Abstracts for Non-Scientific Learners

 

Have you ever been asked to teach non-scientific learners how to read and understand scientific data? Although there’s no substitute for actually reading the data, there are tips, tricks and strategies to help learners effectively absorb and convey the relevant data and primary outcomes.

 

In this session we’ll show how you can engage learners in a collaborative, team-based visual abstract creation experience that elevates their understanding of the data, enables them to summarize key questions being addressed, and visually communicate the findings of the data using design thinking.

 

Learning Objectives:

  • Demonstrate critical thinking by summarizing and visually displaying the key question(s) being addressed, outcome comparison, primary findings, and outcome data.
  • Fluently verbalize the key findings and relevant information contained in the scientific data.
  • Balance the principles of design thinking with thoughtful restraint to convey a clear message.

 

Presenter:

  • Lori Salamida, M.Ed, PMP, Springer Healthcare Training

3:30 – 3:50 PM

Learning Labs

Learning Lab - Got Talent? L&D's Role in Retaining Talent

Got Talent? L&D’s Role in Retaining Talent

 

Retention has always been a concern for organizations. However, the pandemic and employees’ reactions to it have created shifts in where and how people want to work. Retaining talent is a top concern for executives and they look to L&D as partners to prepare leaders to identify and save employees at risk of leaving the organization.

 

During this learning lab micro-session, you will hear from noted author and pharmaceutical industry change execution expert, Dr. Wendy Heckelman. For the last thirty years, Dr. Heckelman has been tracking the “war for talent” and providing support to pharmaceutical companies and HR / L&D professionals on how to create more engaged and committed employees.

 

During the learning lab, you will receive an update on the Great Resignation, labor market trends, and the impact to our industry. Diving into the Rx for Retention Predictor Model™, Dr. Heckelman will share specific actions companies and L&D departments can take to “re-recruit” talent and “make a save.” As a result of attending this session, audience members will:

 

  1. Better understand retention-related struggles being faced by employees and employers
  2. Gain an understanding of retention factors and how to spot retention “risk factors”
  3. Receive practical tips on how to have a “re-recruitment” and “making a save” conversations

 

Learning Objectives:

  • Audience members will better understand retention-related struggles being faced by employees and employers
  • Audience members will gain an understanding of retention factors and how to spot retention “risk factors”
  • Audience members will receive practical tips on how to have “re-recruitment” and “making a save” conversations

 

Presenter:

  • Wendy Heckelman, Ph.D., Founder & CEO, WLH Consulting & Learning Solutions
  • Shery Unger, Learning Strategist, WLH Consulting & Learning Solutions

Learning Lab - How to Launch a World-Class Emerging Leaders Program

How to Launch a World-Class Emerging Leaders Program

 

An emerging leaders program is the most effective way to engage and retain high-performing sales representatives, and to deepen your bench for district management. But how can you design and launch a program easily and effectively?

 

Learning Objectives:

  • Describe how to assess and select participants
  • List the must-have topics for emerging leaders
  • How to make program administration easy and affordable

 

Presenter:

  • Kevin Kluse, Leadx

Learning Lab - A Consistent and Proven Sales Coaching Process

A Consistent and Proven Sales Coaching Process

Some sales leaders ‘wing it’ when it comes to coaching conversations. This often leads to just “coaching to the numbers” and pointing out mistakes without any focus on developing the employee and helping them see more than they may see in themselves and hit goals they may have thought were out of reach. You need flexibility to coach to the individual while following some specific steps.

 

Learning Objectives:

  • Practical ideas for managers to help have effective coaching conversations with their people that create passion and goal clarity
  • 5 steps that each coaching conversation should include and how to create a safe environment for deeper conversations

 

Presenter:

  • Mike Esterday, Integrity Solutions

Learning Lab - COVID-19 Next Gen Meeting Planning: The Hybrid Session

COVID 19 Next Gen Meeting Planning: The Hybrid Session

In the aftermath of the pandemic where virtual events became the only way to continue to have meetings, complete training, and further personal development your eyes were probably opened to a whole new level of virtual engagement. Now we have moved to the post-pandemic planning cycle. Hybrid meetings are becoming more prevalent due to a combination of participants being uncomfortable with traveling, having symptoms that don’t allow them to travel, or reduced budgets that only allow the target audience to travel. The hybrid meeting has some unique planning factors that contribute to implementing it successfully. We will go through a 3-step guide called AV2 to help you ensure that everything is set up for success when you need to run a hybrid meeting or training session.

 

Learning Objectives:

  • This session will define the two primary types of Hybrid Meetings.
  • During the Learning Lab we will explain the AV2 process which distinguishes key Audio, Video, and Venue components you need to understand for a successful hybrid event
  • At the end of the session, we will demonstrate using the AV2 process in a case study to prepare for an Interactive Hybrid Event.

 

Presenter:

  • Lee Deaner, President & Owner, Leading Edge Training Solutions, LLC

3:45 – 4:45 PM

Workshops

Driving Market Share Through the Eyes of the Physician

Driving Market Share Through the Eyes of the Physician

Developing a salient organizational training strategy is key to unlocking your sales force’s potential. This innovative Prime Meridian workshop engages actual physician stakeholders and the audience to understand physician drivers. The workshop focuses on developing sales training strategies by providing insight into a provider’s workflow and key metrics.

 

The Prime Meridian Group will highlight a virtual patient journey environment where stakeholder’s metrics will be discussed. The transition of care between the hospital and outpatient settings will serve as a point of emphasis. Developing a profound awareness of opportunities for market share capture during the transition of care will enable the learner to uncover opportunities for unique selling strategies.

 

The workshop’s focus will be on how a sales training leader can uncover key customer internal drivers. The process of understanding hospital and outpatient physician drivers will enable insight into improved training.

 

Through live physician interactions, this workshop will deliver real-world solutions applicable to any sales training initiative. Additionally, nursing, C-suite, and other decision-maker drivers will be discussed.

 

In addition to an engaging, interactive format, additional role-play breakout sessions will be utilized during this 60-minute workshop. Through real-world role play activities, the learner will be able to develop a deeper understanding of potential blind spots within their current training infrastructure.

 

Learning Objectives:

  • After the workshop, the learner will be given tools to help improve patient centric sales training through physician insight and knowledge
  • Through an interactive role play exercise, the learner will gain a deeper understanding surrounding transitions in the patient journey. Opportunities for product educational sales training and physician engagement will be emphasized.
  • The learner will be provided with the capabilities of understanding the complete care continuum relative to product engagement. This continuum will focus on enterprise engagement from the provider through the C-suite and outpatient pharmacies.

 

Workshop Facilitators:

  • PHYSICIAN LED, Medical Strategy and Operations, The Prime Meridian Group
  • Leslie Tolan, Project Manager, The Prime Meridian Group

Critical Success Factors for Client-Vendor Relationships

Critical Success Factors for Client-Vendor Relationships

Are you about to embark in a new client-vendor relationship and wanting to start out on the right foot? Have you been a part of a successful and/or unsuccessful partnership? What is critical to get right to ensure a positive, enduring relationship with your client or vendor? What are some best practices to establishing this partnership? What criteria do you use when selecting a partner? How do you measure success? If you have ever considered any of these questions, this workshop is for you!

 

In this interactive workshop, we will explore the critical success factors that contribute to a positive client-vendor relationship. We will share our successful partnership secrets and gather best practices from workshop participants. Participants will first answer a few questions using their mobile device and audience feedback will drive the discussion. What follows will be an engaging session where participants sit in mixed groups of practitioners (clients) and providers (vendors).

 

The workshop will include an activity to uncover and address common pitfalls. Participants will then work together with us, the presenters, to determine how to mitigate these challenges. Participants will leave with a job aid that includes these critical success factors and serves as a tool to establishing and maintaining positive client-vendor relationships. Lastly, a critical part of any partnership is to have fun while working towards a common goal…trust us, we will have fun!

 

Learning Objectives:

  • Describe the essential aspects of establishing a client-vendor relationship based on individual business needs.
  • Share communication strategies and ways of working to maintain client-vendor relationships that lead to successful business outcomes.
  • Explain the criteria for establishing and maintaining a relationship from the perspective of each partner.

Workshop Facilitators:

  • Monica Gillison, Senior Manager, Commercial Learning & Development, SK Life Science
  • Cassie Hartman, CH1 Consulting

Micro-Credentials: Building Your Roadmap for Skilling and Reskilling Your Workforce

Micro-Credentials: Building Your Roadmap for Skilling and Reskilling Your Workforce

The world of work is being disrupted by increased requirements of rapid upskilling and reskilling to meet the changing labor needs. The World Economic Forum has predicted that 97M new roles will emerge by 2025 and the U.S. Bureau of Labor Statistics predicts that 11.9 million new jobs will be created from 2020 to 2030, representing a growth rate of 7.7%. 9 of the 20 fastest growing jobs in the U.S. can be found in the health industry, including: home health & personal care aids, epidemiologists, medical & health services managers, nurse practitioners and physician assistants.

 

A large number of major employers are therefore “moving beyond arbitrary degree requirements for jobs and embracing skills-based hiring practices, especially as recruiting practices go digital.” (EdSurge 2021). They are ‘screening in’ talent for performance and potential instead of ‘screening out’ by pedigree. They are also building targeted workplace learning solutions to close the widening skills gap and retrain employees for new job requirements.

 

Enter Micro-Credentials…

 

Micro-credentialing gives a way to map employees’ career paths and quantify any type of skill or competency. When well designed, they can be flexible, portable and cost-effective to implement, while boosting employee engagement and supporting employers in accurately tracking staff development and performance.

 

Learning Objectives:

  • Build custom micro-credentialing training programs;
  • Perform direct credentialing with staff, enabling the acquisition of credentials for existing skillsets, prior learnings and experiences;
  • Build individualized learning pathways; and
    Create globally-recognized and portable digital badges

Workshop Facilitators:

  • Hélène Fournier, Chief Learning Officer, LCILX

Leveraging a Cross-Functional Training Task Force to Create Training that Doesn't Suck

Leveraging a Cross-Functional Training Task Force to Create Training that Doesn’t Suck

Planning, creating, and delivering training in a highly matrixed organization can often be challenging due to mixed pressures by different stakeholders, objectives, and priorities. In the pandemic era, field teams are challenged to expand their engagement skills, and balance increased demands on their time.

 

This session will review the Task Force Model; developed to increase stakeholder engagement, alignment, and ownership in training initiatives and to identify essential deliverables thus enabling improved consistency across multiple therapeutic areas and training leads.

 

Learning Objectives:

  • Identify the key factors to developing and utilizing a cross-functional Training Task Force
  • Compare the Task Force model to more traditional methods of training development
  • Review the essential components of the task force that can be applied to all therapeutic areas to ensure alignment of the training teams

Workshop Facilitators:

  • Jim Holmes, Alexion, AstraZeneca Rare Disease
  • Dr Kelli Edwards-Malone, Pharm.D, CMPP, Alexion, AstraZeneca Rare Disease

Doing More with Less: Training-as-a-Service - Agile Ways to Outsource Training & Talent Support on a Fixed Budget

Doing More with Less: Training-as-a-Service – Agile Ways to Outsource Training & Talent Support on a Fixed Budget

As many organizations continue to shrink and stabilize their budgets, they can benefit from relatively new ways to save money while still maintaining effectiveness in critical areas such as design, development, and delivery support as well as class administration and training events management.

 

Please join to learn how training team leaders, from large, medium, and small companies have addressed some of the most common and critical challenges learning organizations face today: meeting increasing demand with limited time, money, and talent.

 

Learning Objectives:

  • Understand cost effective ways to outsource training “on demand” – pay for what you need only when you need it
  • Learn agile ways to engage an outsource partner team (vs. contractors) to deliver more at a faster pace and on a limited budget
  • Actionable steps from real stories on how to make the case for using training-as-a-service

 

Workshop Facilitators:

  • Alison Quinn, PharmD, Director, US Medical Affairs Training, Kite Pharma
  • Greg Sapnar, Associate Director, US Medical Learning, Worldwide Medical Learning, Bristol Myers Squibb
  • Leslie Siems, PharmD, US Field Medical MSL Training and Strategy, Bristol Myers Squibb

Ready, Set, Launch

Ready, Set, Launch

With luck every trainer will be able to experience the thrill of planning for a product launch. This workshop is designed to help participants learn new strategies in the Planning, Development and Execution of a launch curriculum.

 

Learners will walk away with tips and recommendations for gathering data to build their launch plan, how to collaborate and gain alignment with key stakeholders, and how to prepare for potential unforeseen circumstances that can impact your training plan.

 

Finally, participants will understand how a variety of learning modalities creates engagement and how a good communication plan can create synergy and generate excitement for the launch. With thoughtful planning, building launch training can be the highlight of a trainer’s career.

 

Learning Objectives:

  • Upon completion of this workshops, learners will understand how to gather and analyze the information necessary to design an effective training plan to meet the needs of their launch situation.
  • Participants will learn crucial strategies for collaborative alignment with key stakeholders and prepare for different product launch scenarios that can impact training plans, budgets, and the training development process.
  • Attendees will learn best practices for applying blended learning throughout the launch training continuum as well as various communication strategies to gather and communicate execution and impact, and build excitement for your learning audience.

Workshop Facilitators:

  • Justine Gregoire, Head- In Market Training Teams, Astellas Pharma US
  • William Kulovitz, Custom Learning Designs – CLD

Pivot! When and How to Create Training Partnerships that Drive Results

Pivot! When and How to Create Training Partnerships that Drive Results

Have the demands on your training team changed? Do your training initiatives require a more robust strategy to meet the growing needs of your business? Has the pandemic left you with a backlog of training requests? Whatever your need, chances are there are training suppliers with expertise and experience you can leverage; but where do you begin? This interactive session will help you navigate the training supplier landscape by outlining what to expect and answering common questions so you can embark on your next training partnerships with ease!

 

Learning Objectives:

  • Learning Objective 1: Determine when to seek a training partner and when to use in-house resources
  • Learning Objective 2: Capture questions to ask prospective training partners to ensure the most appropriate collaborator is selected for your initiative
  • Learning Objective 3: Identify ways to maximize your training partnership within each stage of a typical training project

Workshop Facilitator:

  • Ryan Obringer, Vice President, Business Development and Marketing, Educational Resource Systems

Is Our Healthcare System Ready for the New Era of Medicine?

Is Our Healthcare System Ready for the New Era of Medicine?

It is the dawn of a new era in medicine in which curative therapies can eradicate many previously incurable diseases. They offer the ability to fix the problem at the source, rather than simply treating symptoms. Unfortunately, our regulatory and reimbursement structures are not keeping pace and could inhibit the access of these transformative therapies. What is the industry doing to ensure the incentives remain to continue the scientific momentum to bring about future innovations? Lastly, why is it important to a training function like yours and how can you bring value to your organization?

 

Learning Objectives:

  • Participants will increase their awareness of the innovation landscape including industry investment in precision medicine, such as gene and cell therapy.
  • Participants will acquire new resources and strategies for elevating the knowledge of their learning/training clients.
  • Participants will improve their acumen of the regulatory and reimbursement policy environment associated with transformative therapies.

Workshop Facilitator:

  • Michael Capaldi, M.Ed, Senior Advisor, Penn Quarter Partners

Experiential Virtual Launch: A Holistic Strategy

Experiential Virtual Launch: A Holistic Strategy

In today’s world, more and more events are going virtual and online, including product launches. Tried-and-true training methods may not translate well to this new environment, leaving trainers frustrated and representatives unprepared. But virtual and online launches also bring opportunities for new and innovative paths to learning.

 

Join Tipping Point Media as we explore the facets of pre-launch, launch, and post-launch in a virtual setting. Our holistic launch strategy encompasses a variety of learning elements, which makes information easier to consume. Lessons are organized to support greater retention and provide timely reinforcement of key points, ensuring representatives get the training they need without being overwhelmed with information.

 

Learning Objectives:

  • Understand the benefits of virtual and experiential learning and how to use a blended learning approach to maximize retention.
  • Identify strategies for managing a virtual launch campaign, including pre-launch and post-launch tactics.
  • Prepare representatives to present information to doctors in a virtual setting.

Workshop Facilitator:

  • William Garner, President and CCO, Tipping Point Media

Do You Know What Your Managers Really Need? Personalize Your Approach

Do You Know What Your Managers Really Need? Personalize Your Approach

Join us as we explore a case study about one company’s shift from guesswork to using a data-driven approach to develop their training roadmap for front line leaders. Many leadership development programs fall flat because they offer a prescribed model that doesn’t impact coaching performance on the job and isn’t personalized to the needs of your organization. Leadership development programs need to be personalized, socialized, and contextualized. This case study outlines the process to building a personalized leadership profile and training roadmap.

 

Learning Objectives:

  • Identify essential components of a leadership development program
  • Outline the path to create a personalized, contextualized, and socialized program
  • Explore training options based on identified needs

Workshop Facilitators:

  • Connie Murray, Director of Clinical Education and Sales Training, B. Braun Medical
  • Lisa Dreher, Senior Manager, Sales Training, Currax Pharmaceuticals
  • Holly Reardon, Coaching Strategist, Proficient Learning
  • Rebecca Nittolo, Director Of Sales, Omni coach, Proficient Learning

Building the Account Management Pipeline

Building the Account Management Pipeline

This workshop is designed to share a successful framework for individuals and organizations interested in developing future account managers for their organization. Mark Osborne, Leadership Development at Novartis, along with Ryan Evans, President of The Brooks Group, will walk through their blended learning experience (the “before”, “during”, and “after”) that has developed individuals in their current role and equipped them with account management skills and business processes to position them for future account management roles within their organization.

 

Learning Objectives:

  • Provide a blueprint for a successful Account Management Development Program
  • Leverage the intellectual capital in the audience to solicit feedback and make an even strong development program
  • Leverage the intellectual capital in the audience to solicit feedback and make an even strong development program

Workshop Facilitators:

  • Mark Osborne, Sales Management Development Program Lead, Novartis
  • Ryan Evans, President, The Brooks Group

Why Microlearning Is The Critical Component Of A Modern, High-Impact L&D Strategy

Why Microlearning Is The Critical Component Of A Modern, High-Impact L&D Strategy

The learning and development landscape has experienced unprecedented changes and challenges in recent years and 2022 will certainly be no different. In particular, life sciences organizations are tasked with training and developing largely remote workforces and scaling them at a rapid pace to meet the demands of the ever-evolving industry. L&D teams are adapting their strategies to engage a hybrid workforce, get them up to speed on the latest job-relevant information and ensure that they’re successfully applying that information into their daily roles.

 

Microlearning that is engaging, personalized and measurable can meet the demands of a modern L&D team while making a demonstrable positive impact to the business. During this session, you’ll learn how microlearning’s contemporary approach to knowledge delivery and reinforcement is helping many of the world’s leading life science organizations:

 

Learning Objectives:

  • Drive high levels of learner engagement to produce proficient & performance-ready workforces
  • Easily identify knowledge gaps and leverage precision insights to enable managers with data-driven coaching opportunities while mitigating potential risk to the business
  • Successfully measure the ROI of training programs for continuous improvement over time

Workshop Facilitator:

  • Jason Mundy, Vice President of Marketing, Qstream

You Take Care of the Organization, Now Take Care of Your L&D Team: Elevate L&D with a Learning Competency Model

You Take Care of the Organization, Now Take Care of Your L&D Team: Elevate L&D with a Learning Competency Model

As the learning leader, your team takes care of everyone else in the organization, from salespeople to field reimbursement managers to clinical educators. But who takes care of your team? How can you ensure they are equipped with the right capabilities that they need to support their learners?

 

Learning professionals often leverage competency models for customer-facing roles to identify key capabilities and inform the build out of new hire training programs, however competency models are not often used for their own L&D team. By identifying and outlining expectations on key capabilities, competency models lay the groundwork for development in any kind of role — L&D professionals included.

 

When AbbVie Canada wanted to elevate and formalize the expectations of its Learning Partner team, it used a new competency model as the catalyst. The new model defined expectations for the Learning Partner role across eight competencies, covering the role’s broad range of capabilities while still capturing the team’s culture and reflecting the different levels of experience that individuals in the role may have.

 

Once the Competency Model was built, AbbVie Canada brought it into action by building several tools to help managers and learning partners optimally apply the model toward development. These included a competency ‘Experience Map’, a Learning Pathway, a Developmental Journey Overview and Leader Guide. These tools inform team members and their managers of representative experiences on how to perform in the role and attain readiness for the next role. In addition to facilitating development, these tools also play a role in AbbVie Canada Learning’s recruiting and hiring practices.

 

By attending this workshop you will recognize the benefits of introducing a competency model for learning professionals and determine if a competency model is right for your learning team. You will hear how AbbVie Canada partnered with Bull City Blue and created, implemented, and built on their own model. This collaborative project was nominated in 2021 and earned Industry Partner LTEN 2021 Finalist status—come to the workshop to get an update on how this has impacted the L&D Team at AbbVie Canada.

 

Learning Objectives:

  • Recognize when a competency model is appropriate for your learning team
  • Identify common learning team competencies and recognize relatable and observable performance levels that enable self-evaluation and support development (e.g., novice to mastery)
  • Identify the types of tools and resources that support competency model implementation and/or “pull through”

Workshop Facilitators:

  • Iain Boomer, Global Director – The Academy, AbbVie Corporation
  • Sue Iannone, President, Bull City Blue

6:00 – 7:30 PM

Charity Community-Building Activity at the Networking Reception

This year, our members will assemble care packages to support Operation Homefront, whose mission is to build strong, stable and secure military families so they can thrive — not simply struggle to get by — in the communities that they’ve worked so hard to protect.

THIS YEAR’S SPONSORING PARTNERS:

6:00 – 9:00 PM

Networking Party

After a long day of learning, let your hair down with live entertainment, games, delicious appetizers and refreshing beverages. Come early to participate in the Community-Building Charity Activity.

NETWORK PARTY SPONSORED BY:

Wednesday, June 15, 2022

7:30 AM – 5:30 PM

Registration & Info Desk Open

7:30 – 8:20 AM

Breakfast in the Learning Village Exhibit Hall

7:30 – 8:20 AM

Speed Coaching in the Learning Village Exhibit Hall

Receive laser-focused coaching from an L&D expert. Coaches will include LTEN Board of Directors, LTEN Advisory Council and senior training leaders from the LTEN member community.

8:30 – 9:50 AM

Learning Labs in the Learning Village Exhibit Hall

8:30 – 9:30 AM

Workshops

Getting Practical with Accessibility in E-Learning

Getting Practical with Accessibility in E-Learning

More details soon.

 

Workshop Facilitators:

  • Olga Anishenkova, TransPerfect Life Sciences

Executive Pipelines for Women in Life Sciences Benchmarks

Executive Pipelines for Women in Life Sciences Benchmarks

It’s well-established that diversity of all kinds can offer benefits to organizations. And Life Science Executives Universally Agree That Increased Gender Representation Positively Impacts Organizations, but is this Enough? The most persuasive finding from this Industry Benchmark is that women leaders offer the greatest benefit to the performance of companies where gender diversity is a widespread cultural belief that gender diversity is important. Essentially, beliefs about gender diversity create a self-fulfilling cycle. What do these beliefs look like in action and how does your company score against this benchmark?

 

Learning Objectives:

  • Participants will understand Drivers of Gender Equity in Executive Commercial Roles within life sciences
  • Participants will learn to recognize benchmark Characteristics and Data of High-Performing and Highly Diverse Companies, Programs and Individuals
  • Participants will be able to evaluate their own companies and pipeline programs against industry benchmarks/scorecards

 

Workshop Facilitators:

  • Amy Maschietto, TGaS
  • Kristin Scott, Executive Director, Learning and Development Solutions, TGaS
  • Clare Miller, TGaS

Panelists:

  • Katy Shuck, Senior Director Commercial Development, Janssen Pharmaceuticals
  • Alison Pulte, Director Advanced Field Capabilities, Novartis
  • Greg MeGowan, Director of Sales Training, Neurelis
  • Amy Tremblay,Field Training & Enablement Director, SpringWorks Therapeutics

How to Improve Your Virtual Facilitation Style

How to Improve Your Virtual Facilitation Style

What’s Your Presentation Persona? Are you charming? Purposeful? Informative? Inspiring? Entertaining?

 

The key to reaching others is knowing who you are and building on your strengths. Learn how to deliver your message with confidence, charisma, humor, and authenticity. Be yourself―but better.

 

In this session, we will explore a variety of delivery styles and walk you through how you can improve your approach to virtual facilitation.

 

Mark Gindick, former lead clown for the trifecta of circuses: Cirque Du Soleil, Ringling Brothers, and Big Apple Circus is The Game Agency’s host and live instructor for virtual JEOPARDY!® and Trivia games which are played by hundreds of people concurrently. Mark will help you get employees to lean in and interact with the content, turning passive learners into active ones and making your training more fun and effective. Stephen Baer, Chief Creative Officer and co-founder of The Game Agency will join Mark in discussing how to make your next virtual training session truly engaging and fun.

 

Learning Objectives:

  • Why your virtual training energy and presentation style is so important
  • Tips and tricks to ensure your employees are paying attention and learning
  • How to understand and improve your personal presentation style

Workshop Facilitators:

  • Stephen Baer, Chief Creative Officer, The Game Agency
  • Mark Gindick, Live Instructor, The Game Agency

Optimizing New Hire Sales Training to Drive Business Results

Optimizing New Hire Sales Training to Drive Business Results

In this session we will explore a challenge that training organizations face on a recurring basis—the need to redesign New Hire Training (NHT) to better align it with the changing needs of the sales organization. Portfolios change, organizational structures change, marketplace challenges change and budgets change—but training organizations will always be expected to produce new hires who can succeed from day one in the field.

 

The session will focus on key aspects of NHT redesign including:
Scale: Determining how broad the redesign effort will be. Will we include a “deep dive” into curriculum and content? Or will we focus more on the logistical and administrative aspects of NHT?

 

Research: Identifying the best research methods for gaining insights into your NHT’s current state and identifying and categorizing opportunities for your desired future state. Will we conduct interviews or working sessions? How wide a net should we cast? Will we include learner perspectives—or focus on managers’ observations? Will attitude and awareness research be valuable?

 

Prioritization: Applying a framework to determine which opportunities will produce the greatest value for both the sales organization and the training organization. What principles will guide our decision making? How will we evaluate one opportunity relative to another?

 

Socialization: Defining your vision for the ideal future state of NHT and “selling it” to your stakeholders. How much rigor will be required to garner stakeholder approval? How detailed does our workload analysis have to be if we are requesting new resources?

 

The session will introduce core NHT-redesign concepts in a fun and engaging way but will be underpinned by a case study based on Sunovion’s 2021 redesign of NHT.

 

Learning Objectives:

  • Attendees will be able to list critical decisions that must be made before initiating a redesign effort, as well as the most common challenges companies face during a redesign effort
  • Attendees will be able to describe what a “guiding principle” is and how it can be employed to ensure a redesign effort stays on track.
  • Attendees will be able to employ a prioritization framework to assist them in comparing the relative value of opportunities—even if those opportunities are in very different categories (e.g., Learning Technology vs. Roles Delivering Training)

Workshop Facilitators:

  • Garry O’Grady, President, Bull City Blue
  • Richard D Beers, Senior Director Sales Training, Sunovion Pharmaceuticals
  • Trish Hanrahan, Senior Sales Training Manager, Sunovion Pharmaceuticals

Industry Study Benchmark: The State of GxP Training in the United States

Industry Study Benchmark: The state of GxP Training in the United States

Details coming shortly.

Nudging Change Beats Driving Change: How to Incorporate Simple Nudges in Learning Design to Create an Impact

Nudging Change Beats Driving Change: How to Incorporate Simple Nudges in Learning Design to Create an Impact

If the pandemic has taught us anything, it’s that driving people to change their behavior doesn’t often work. Communicating something once – lost in the noise. Mindless repetition – seen as juvenile. Directives from those in authority – at best, questioned, at worst, ignored.

 

So, how do you actually get people to change?

 

This workshop focuses on simple ways to reinforce and nudge learners to change behavior to drive business outcomes. Participants in this interactive session will learn how to identify barriers to behavior change, as well as the need for solutions to the challenge. They will also learn how to develop and deploy tactics to transfer learners’ knowledge, skill and capability gains made during a learning experience, especially a digital one, to real world action.

 

The workshop reinforces:
• Why most learning (especially digital curricula) doesn’t drive change
• What simple tactics engage learners and increase behavior change
• How to assess, design and deploy these simple tactics in digital curricula design to encourage learner behavior change

 

Participants will not just learn but will also do, in the shape of applying the concepts to an activity where they will get to apply and practice the concepts shared to encourage their behavior change.

 

Using a series of facilitated discussions and mini-activities, this workshop will take participants on a journey to understand the barriers to behavior change and develop plans to eliminate them.

 

In the first discussion, participants reflect on the mini-scenario and identify barriers to behavior change. These barriers might include corporate culture, process barriers, the design of the learning program itself (including follow-up and ongoing support), human inertia, a lack of relevance to the learners, and more. Once the key barriers are identified, the facilitators will deliver a short “mini-teach” on the concept of nudging along behavior change: what it means and why it works.

 

In a second facilitated discussion, participants share their own experience with past learning programs where reinforcement and nudges work. Participants will then explore a range of techniques and success factors that are a.) consistent with the concept of nudging along behavior change and b.) directly related to overcoming the barriers to that change.

 

These techniques and success factors can include (but are not limited to)

  • Proper program rollout to ensure that learners and other key stakeholders “buy-in” to the program’s “why” and its relevance to them
  • Spaced learning techniques to help deliver and reinforce knowledge over time
  • Micro-learning approaches to improve accessibility and uptake
  • Social learning techniques to help peers learn from one another
  • The use of personal plans and everyday “triggers” to encourage learners to implement desired behavior changes proactively
  • Rewards for applying learning to the job
  • Ongoing support and tools that learners can use after completing a core program

 

Finally, workshop participants will devise a personal plan that they can use to develop programs that more effectively nudge along desired behavior changes in their learner populations.

 

Learning Objectives:

  • Summarize inherent cognitive constraints that impact how well learning “sticks” and behavior change.
  • Describe how nudging tactics can be leveraged to increase the rate of behavior change from learning and optimize learners’ performance within their roles.
  • Identify one practical way to implement nudging tactics in their learning to drive behavior change.

Workshop Facilitators:

  • Karen Foster, Salience Learning
  • Amy Parent, Director Learning Ecosystems, Salience Learning

Energizing Corporate Culture Through L&D Engagement

Energizing Corporate Culture Through L&D Engagement

How can your L&D team ignite your corporate culture? This interactive workshop will spotlight best practices for enhancing company culture, gaining support through senior leadership engagement, and making a positive impact throughout your sales team and beyond.

 

Learning Objectives:

  • Discuss the value of corporate culture in current work environments and understand how L&D teams can impact the broader corporate culture
  • Explore the importance of gaining support from senior leadership
  • Workshop various themes for enhancing engagement throughout an organization with applicable key takeaways for implementation

Workshop Facilitators:

  • Joe Wilmoth, Arcutis Biotherapeutics
  • Blake J Workman, Arcutis Biotherapeutics

De-Mystifying Measurement

De-Mystifying Measurement

Details coming soon!

Workshop Facilitators:

  • Karen Herubin, AbbVie Corporation
  • Susan Baltrus, Engage RxLearning
  • Scott Whitesell, AbbVie Corporation

Hack the Brain: Crash Course on Learning Theory

Hack the Brain: Crash Course on Learning Theory

In this session, you’ll learn how to take a seemingly complex cognitive theory or instructional model and whittle it down to its core takeaway. You’ll explore several high-impact theories and models that you can apply to your design and development processes that not only are effective, but that gets to the core of how our brains are wired to receive and encode information, without needing advanced education or knowledge of learning theory.

 

For example, you will be able to analyze cognitive jargon such as “Human cognition is unique in that it has become specialized for dealing simultaneously with language and with nonverbal objects and events. Imagery potentiates recall of verbal material because when a word evokes an associated image (either spontaneously, or through deliberate effort) two separate but linked memory traces are laid down, one in each of the memory stores. Obviously, the chances that memory will be retained and retrieved are much greater if it is stored in two distinct functional locations rather than in just one.” and walk away knowing that you should pair visuals with words, but don’t pair words with narration for optimal retention and learner experience. You will leave this session able to leverage several of these simplified theories to effectively “hack the brain” of your audience.

 

Learning Objectives:

  • How to hack the brain by leveraging a few fundamental yet high-impact learning theories and instructional models.
  • How to break down the science jargon to get at the root of the theories or models.
  • How leveraging cognitive theory and design maximizes how your end-user’s mind best receives information.

Workshop Facilitator:

  • Caitlin Locke, Gilead Sciences

Maximizing Technology to Drive Performance and Elevate a Coaching Culture

Maximizing Technology to Drive Performance and Elevate a Coaching Culture

This session will focus on how Novo Nordisk incorporated and leveraged technology to elevate capabilities of individual contributors and coaches. Your learning journey will take you through the vision, strategy and implementation of custom IT platform and how it enhanced the coaching culture. This session will incorporate the evolution of this application starting with Senior Leadership and stakeholder buy-in, incorporation of end-user feedback, a grassroots adoption marketing campaign and how it drove measurable impact across an organization.

 

Learning Objectives:

  • Discover an innovative to leveraging technology to build skill and capabilities across an enterprise
  • Differentiate various learning modalities to enhance learner experience
  • Understand how to optimize resource investment to maximize performance

Workshop Facilitators:

  • Jason Glenn, Director, CL&D – South Area, Novo Nordisk
  • Ally Wilburn, Associate Director, Capabilities NNI, Leadership Development, Novo Nordisk

How Baxter Reinvented Sales Training to Create a Culture of Lifelong Learning

How Baxter Reinvented Sales Training to Create a Culture of Lifelong Learning

Baxter International was tasked with empowering a growth mindset for its tenured sales teams to maintain a competitive edge. Its Americas Commercial Training team realized it needed to develop a culture of lifelong learning to create more successful and engaged reps.

 

To encourage this mindset from sales teams, Baxter reinvented its sales training approach to move from periodic product training and annual assessments to ongoing learning and coaching that can be measured and refined according to engagement and performance levels. Baxter partnered with Allego to move its learning content and coaching to a centralized sales enablement platform. The training team created an easy-to-search library that reps can access before, during and after customer interactions. Each workshop and piece of content in the system is aligned to sales force competencies, ensuring consistency in how the team trains and regional managers coach. To aid in rep development, the team added hundreds of pieces of content — including TED Talks, articles by key sales influencers and HBR articles — all searchable by topic. Additionally, by integrating with Salesforce, specific content can be activated to improve the sales team’s performance with targeted and scalable coaching.

 

During this session, Baxter International’s Kristy Callahan, Director, Commercial Training & Development, Americas and Laurie Riley, Learning Strategist will describe how their team reinvented sales training to:

  • Tie competencies to coaching, which resulted in a 43% improvement in specific competencies
  • Integrate its sales enablement platform with Salesforce, so reps receive specific content recommendations to help them close more deals
  • Garner data on usage patterns and content consumption to refine the types of content and formats made available to the sales team
  • Improve morale by giving teams a place to collaborate and share information, particularly with a newly remote workforce due to the pandemic

 

Learning Objectives:

  • Develop an understanding of what and how reps want to learn in order to tailor training and coaching to specific needs.
  • Learn ways to engage managers in the learning process to ensure consistency across all training and coaching.
  • Discover ways to involve sales reps in the learning journey to enable peer-to-peer learning, best practice sharing and more dynamic thinking.

Workshop Facilitators:

  • Laurie Riley, Learning Strategy & Design Manager, Baxter Healthcare
  • Kristy Callahan, Dir, Commercial Training, Americas, Baxter Healthcare

Leadership Reimagined in Our New Hybrid/Remote World

Leadership Reimagined in Our New Hybrid/Remote World

Our world has changed. Leaders and teams have turned over. Companies have had to adjust how they do business. Interestingly though, in many cases, “learning” methodology simply switched from in-person to live, virtually led workshops. This is NOT the answer to upskill leaders. Generally speaking, leadership tenets have not changed over the past few years while living in a pandemic. Employees still want a great workplace with leaders they can trust, who help them prioritize (now more than ever), and make them feel valued whether face-to-face, virtual, or remote. But the issue is leaders no longer have the luxury to read non-verbals, see the meetings after the meetings, or watch their team interact with one another. They also have lost the “personal touch” that was available in the office setting. No lunches, coffees, time to catch up on non-work-related life. Sometimes our only read on people comes from the hour or two we see them in a Teams or Zooms meeting. That is not enough information for leaders to process to be a good servant, adaptive, or transformational leader.

 

So how do we close the gap? By thinking completely outside of the box. The short answer is to produce something brand new, that no one has seen before. Bright and shiny and relevant and impactful all at once. The leadership experience we developed includes short custom videos, Spotify playlists, weekly dares centered around curiosity, Yoda, Mr. Miyagi, and the Olympic Rings, just to name a few. Reinforcement is being built in conjunction with a star of an MTV reality show, a classical violinist who plays Mozart mixed with Michael Jackson, and a female gymnast who magnificently broke through the glass ceiling.

 

Learning Objectives:

  • Create an experience that leaders have never seen before – fresh, bite-sized, and fun – real-time advice and skills delivered in an alternative way from the typical live virtually led sessions we have seen for the past two years.
  • Help leaders to have a mindset shift when it comes to leading in the hybrid/remote world – helping to change thoughts, emotions, reactions, and ultimately results.
  • Present material that is relevant to today in 2022. The content needed to be completely fresh while still relying on the adult learning principles we know to be true.

Workshop Facilitator:

  • Rachel Lamb, Senior Leadership Expert, Bayer HealthCare

The Power of the Great Resignation-The Transformation and Impact on Training

The Power of the Great Resignation-The Transformation and Impact on Training

More training, more development opportunities, and the different sales strategies and sales knowledge transferred between companies. How do you reconcile everyone’s way of selling to match your specific company? How do you do it in a remote environment? Also, with the addition of newer workers, comes the need for adapted training methods that are engaging in new ways (YouTube videos, TikTok).

 

Learning Objectives:

  • Increased need for training with many tenured sales representatives walking out of the organization. How do you quickly bring new reps up to speed without that knowledge gap affecting your organization?
  • During this time many companies still needed to rely on training tools remotely. What tools can we use to capture our new hires’ attention, what strategies engage and captivate the younger workforce?
  • With new hires coming into the organization how do you translate your sales solution strategy to everyone? Is the solution selling a component of every piece of the organization, and how do you adapt the lingo from one strategy to another?

Workshop Facilitator:

  • Maggie Farnik, HPM Sales Trainer, Connected Care, Philips

9:30 AM – 2:00 PM

Learning Village Exhibit Hall Open

9:30 – 10:00 AM

Networking Refreshment Break in the Learning Village Exhibit Hall

10:15 – 11:45 AM

Keynote
Eric Boles, President and Founder of The Game Changers, Former NFL Player and Author of “Moving to Great…Unleashing Your Best in Life and Work”

Eric Boles is an executive advisor, coach, trainer, and keynotes major leadership and sales meetings around the world.

LTEN Excellence Awards Ceremony
Join us in celebrating award-worthy training teams, leaders and partners.

SPONSORED BY:

12:00 – 1:50 PM

Lunch & Learning Labs in the Learning Village Exhibit Hall

2:00 – 3:00 PM

Workshops

From Burned Out to Fired Up: Practicing the Skills of Wellbeing @ Work

From Burned Out to Fired Up: Practicing the Skills of Wellbeing @ Work

What if you could up-level your health, happiness, and productivity in minutes using simple, science-based, ‘no sweat’ exercises—would you be willing to try something new?

 

If so, join your LTEN colleagues for an interval-style ‘wellbeing workout’ that is equal parts energizing, restorative, and fun.

 

Wellbeing is a skill … let’s practice it together.
Learning Objectives:

  • Engage in four universal exercises to quickly and easily increase energy, calm, connection, and joy
  • Leave with inspiration, support, and resources to incorporate wellbeing practice into daily work-life

Workshop Facilitator:

  • Deborah Bonzell, The Well Workout

Building Your Social Media Presence

Building Your Social Media Presence

Details coming soon!

Using Meaningful Storytelling to Change Customer Mindset

Using Meaningful Storytelling to Change Customer Mindset

The ability to have meaningful interactions with customers is more challenging than ever. Sales representatives must effectively use the time available with healthcare professionals to peak their interest and provide the most valuable information to them and their patients. Effective storytelling can be a compelling way to quickly engage customers, demonstrate product effectiveness, and explain benefits for the patient.

 

The presenters will describe the interactive 120-minute workshop used with an experienced sales force that resulted in their ability to confidently convey critical messaging in a unique and compelling manner to customers. Besides direct instruction, several active learning strategies were employed, including the use of concrete examples (based on their own customer), reflection (write a story), peer feedback (from team members), and coaching (from facilitators, managers, and experts). In addition, learners used the ‘storybook’ they created for sustainment and reinforcement after the workshop. A competitive component to the workshop helped drive learner engagement and enthusiasm.

 

Learning Objectives:

  • Describe the “what”, “why” and “how” behind meaningful storytelling
  • Appreciate the use of storytelling to increase customer engagement
  • Incorporate storytelling in training to help learners change the mindset of customers

Workshop Facilitators:

  • Karen Gottesman, Corporate Sales Trainer, United Therapeutics
  • Peter Sandford, Executive Vice President, NXLevel Solutions

Penn State Research on L&D

Penn State Research on L&D

Details coming soon!

 

Pandemic-Leadership; What True Leadership Looks Like in Times of C.R.I.S.I.S.

Pandemic-Leadership; What True Leadership Looks Like in Times of C.R.I.S.I.S.

Pan-Leadership:
Over the past two years, we have experienced one of the most disruptive crises in our lifetime. The effects have been unprecedented. Businesses have failed, employees have lost jobs, and all of us have felt the consequences. However, some businesses continue to thrive amongst the chaos while others seem to fail miserably. What separates the thriving from the failing? Leadership. Or what I like to call Pan-Leadership. Is this learned behavior or is it inherent in great leaders?

 

This workshop reveals 7 Key Characteristics required for leaders to become Pan-Leaders to steer their ships away from the rocks vs into them. This Pandemic has shown us that crisis will strike and when leaders are Pan-Leaders, they will not only deal with the situation but also thrive in the chaos and come out the other side even stronger!

 

Learning Objectives:

  • The next important elements are: Resilience-the capacity to recover quickly from difficulties; toughness. Integrity-the quality of being honest & having strong moral principles.
  • The next important elements are: Resilience-the capacity to recover quickly from difficulties; toughness. Integrity-the quality of being honest & having strong moral principles.
  • Finally, Service oriented- the action of helping or doing work for someone. Intellectual Listening- take notice of and act on what someone says; respond to advice or a request. Strategic Solutions- a means of solving a problem.

Workshop Facilitator:

  • Michael Tomlinson, Manager, Oncology Field Training, Eisai

Launch Excellence in an Ever-Changing Environment

Launch Excellence in an Ever-Changing Environment

Planning for a product launch has always been of utmost importance. However, in our current environment, it is

crucial that we mitigate roadblocks to ensure our plan does not get derailed.

 

This Interactive Discussion will brainstorm several lessons learned in planning training for a launch meeting: –

  • How to plan for the unexpected
  • Staying on track despite stakeholder changes
  • Incorporating technology for maximum efficiency and flexibility –
  • Best practices for keeping lines of communication open
  • Receiving stakeholder buy in during the development process

 

We’ll look back at what we did well and what could have been done differently. Having a flexible plan is key to building and executing successful launch training and ensuring all stakeholders are on the same page along the way. Launch plans evolve and change over time but having a sold training foundation can be the key to success as curveballs are thrown your way.

 

Learning Objectives:

  • Determine strategies for managing changes during launch planning
  • Discuss best practices for successful launch planning and execution by aligning stakeholders throughout the process
  • Identify ways to mitigate and adapt to changes throughout the launch planning process

Workshop Facilitators:

  • Daniel A. Kaplinski, Associate Director Training & Development, TEVA Pharmaceuticals

Biosimilars: Shifting Access Strategies in the Payer and Health Systems Market

Biosimilars: Shifting Access Strategies in the Payer and Health Systems Market

This workshop will give attendees the opportunity to hear from a member of Precision’s Access Experience Team (AET)—an industry-leading assemblage of former payer and IDN access decision-makers—on hot market access topics relative to biosimilar medications. It will also discuss how these hot topics impact field teams such as sales representatives, account managers, key account managers, and field reimbursement teams, and why formal training is critical to customer communication and impact.

 

The workshop will begin with an overview of the hot topics and why they are critical to the success in adoption of biosimilar medications by HCPs, thus leading to better cost-effective access for patients. Following this overview, workshop attendees will be polled on their awareness and understanding of these topics, how their current curriculums include market access trends, and what training requests they receive most often from field teams. Facilitated by 2 leaders from Precision Learning and Development Solutions, the balance of the workshop will be dedicated to discussing reasons for and potential approaches to providing formalized training related to market access hot topics and enhancing cross-team collaboration—with the end goals of improving both marketplace understanding and improving communication with customers.

 

Agenda:
• Precision Access Experience Team (AET) Member Hot Topic Overview (~20 minutes)
• Polling Exercise with Attendees (~10 minutes)
• Curriculum Integration Overview with Precision Learning and Development Solutions (~20 minutes)
• Conclusion (~5 minutes)

 

Learning Objectives:

  • Identify current trends in the payer and health system market for biosimilars
  • Recognize relevant training opportunities relative to market access and biosimilars for various field teams, including those promoting a biosimilar and those promoting the originator biologic/reference product
  • Employ recommendations for integrating relevant training in this area to enhance communication between field teams and with customers to improve outcomes

Workshop Facilitators:

  • Christine Tourville, Sr. Manager – Training & Development, Ethos Health Communications
  • Ryan Cox, RPh, MBA, Vice President, Access Experience Team, Precision Value & Health
  • Kristen Seabright, Precision Value & Health

Mastering the Training Tightrope: LEADing the Way

Mastering the Training Tightrope: LEADing the Way

 

An elaboration of a 2021 LTEN 20-minute learning lab, this case-study workshop will showcase an innovative year-long Leadership training program that cultivates new leaders and develops a sustainable leadership pipeline for Gilead. TGAS Advisors has recently named this program an “industry innovation” and a new benchmark for leadership programs in the biopharmaceutical industry.

 

“The Training Tightrope.” is a metaphor that illustrates the balance in providing essential information and training needed for Gilead trainees to excel at their current position. The tightrope we walk is to provide direction and support in the tasks we assign participants to complete and the freedom e allow them to succeed or fail.

 

In this workshop, we will examine and explore the approach and process undertaken to transform the program using Operational Excellence Methodologies. How through a meticulous process of examining data, insights and incorporating expertise and different perspectives from both inside and outside of Gilead, opportunities were identified and addressed to create a robust skill development-learning journey resulting in new emerging leaders and an extended talent pipeline.

 

Learning Objectives:

  • Implement Critical Thinking
    Training Programs often focus on the mechanics of tasks – the where, what, how, and when of things – but rarely do they delve into the why. Critical Thinking is central to exploring the why, and cultivating the aptitude for Critical Thinking is essential to leadership development and professional growth.
  • Drive Initiative into Action
    Training Programs typically emphasize following specific orders, protocols, or directives. This approach provides instruction on clarity and specificity, however it fails to teach the resourcefulness and specific skills necessary for leadership. This workshop will examine an “Opportunities Approach”, one that favors cultivating a capacity for resourcefulness by instilling a mindset whereby one is constantly looking for, sizing up, and seizing professional opportunities.
  • Reinforce Influence and Impact
    The ability to successfully influence other people is a critical skill to influence internal and external stakeholders and, thereby, widen impact – this workshop will showcase a training that encourages and reinforces that approach.

 

Workshop Facilitator:

Merissa Goodstein, Associate Director, Commercial Leadership Development & Marketing Training, Gilead Sciences

Engaging High-Potentials in Leadership Development Beyond the “Classroom”

Engaging High-Potentials in Leadership Development Beyond the “Classroom”

Forward-looking companies invest in emerging leader programs that have a primary focus – cultivating the next generation of leaders to keep the leadership pipeline filled and to ensure that the business runs smoothly. Programs often achieve this goal of creating a bench of emerging leaders yet miss the mark in terms of real skill development and participant engagement post-program. Over the course of a typical 9- to 12-month program, significant time and resources are invested as high-potentials participate in a myriad of structured learning activities to develop their leadership capabilities. By the very nature of a cohort-based learning program, participants receive a similar experience with a sound education on the fundamentals of leadership and managerial practices as well as in-program opportunities to practice these new skills. However, these classic methods of development often overlook two key components of development: a personalized approach for each participant and post-program, real-world practice or habit-building opportunities. Humans learn best when they need to learn, so if they’re digesting information that isn’t relevant at the time, their learning will suffer. If you assign employees a training that they don’t need or cannot apply in real time, you’re unlikely to get an enthusiastic response.

 

Our research across emerging leader programs in four pharma/biotech firms identified two critical enablers of engagement and growth for these future leaders: formalized repetition of practice that leads to demonstrable skill improvement, and a personalized approach. When emerging leaders get the opportunity to practice what they have learned in a structured and deliberate manner, their engagement and skill levels increase significantly. When high-potentials have access to a coach or mentor who can provide them with personalized advice, additional best practices, and feedback beyond the classroom and talk about their triumphs and learnings, high-potentials are better-enabled to thrive in their development. A formalized leadership habit-building process can complement traditional classroom training and mentoring processes while providing high-potentials opportunities to talk to others beyond the company to gather ideas custom-curated to their specific needs.

 

In this workshop, we intend to explore and discuss outcomes when emerging leadership programs combine in-class knowledge-building with post-class habit-building to create robust high-potential engagement and leadership skill development. How does coaching help drive engagement when the in-class learning ends, or when the ability to be in-person is limited? Can practice help high-potentials learn about themselves, and be relevant? Can they feel increased passion, purpose, or value coming from practice? Yes! What are the metrics that matter around engagement and development that can help demonstrate return on investment?

 

Our research found that repeatable and consistent practice yield on average a 90% engagement rate for participants and leads to a high degree of skill-building and transfer of training. 93% of participants demonstrated visible, significant improvement in their development as rated by their management and peers.

 

Learning Objectives:

  • To understand the importance of post-program actions to enable high-potential skill development and engagement through the application of habit-building and real-world practice in the development of managerial skills in emerging leadership programs.
  • To possess simple tools to implement in the measurement of learning impact and engagement after a leadership development program for high-potential, emerging leaders; specifically, which metrics to monitor and quantify around learning and engagement.
  • To teach how to increase the transfer of learning from traditional training program experiences through the application of meaningful, experience-based habit-building with a targeted, specified development goal.

Workshop Facilitators:

  • Scott Tinkel, (CL & D) Director, Field Leadership Development, Takeda Pharmaceutical Company Limited
  • Beth Doladee, Managing Consultant, Vaya Group
  • Brandy Benak, MA, Senior Consultant, Vaya Group

Case Study: How Silk Road Medical Addressed Gaps in Selling Skills and Leadership Development with an Automated and Personalized Hybrid Approach

Case Study: How Silk Road Medical Addressed Gaps in Selling Skills and Leadership Development with an Automated and Personalized Hybrid Approach

The pandemic ushered in a new era in hybrid training by demonstrating how remote tools could be leveraged successfully. Silk Road Medical discovered this firsthand as they faced two parallel challenges:

 

Selling Skills – Like many organizations, Silk Road desired to leverage the downtime caused by the pandemic to both identify and address selling skills gaps. They sought a solution that was targeted to their sales teams specific selling skills competencies needs, leveraged best practices within the organization, and was not burdensome to their sales team.

 

Leadership/Management Development – Silk Road Medicals skyrocketing growth brought its leadership/management development needs to the forefront. How could it drive continued growth while ensuring its leadership could retain talent, keep employees engaged, and drive continued success? They also desired a plan that could be launched to meet the pandemic-remote delivery requirements but could also seamlessly transition to post-pandemic in-person delivery. As an organization committed to development, Silk Road’s HR, Training, and Senior leadership teams agreed they could not repeat the cycle of traditionally ineffective leadership/management development programs. Instead, they sought an innovative solution that leveraged new asynchronous remote delivery technologies, coupled with synchronous live delivery, to provide continuous development across all functions.

Join us as Silk Road’s Director of HR, Steffanie Cooke, and Matrix Achievement Group Senior Performance consultant, Pat D’Amico, share Silk Road’s unique approach to addressing both these challenges and how it is helping to insure their current and future success.

 

Learning Objectives:

  • Describe how Silk Road Medical identified the specific Selling Skills needs for its sales team
  • Illustrate the deployed solution to address Silk Road’s Selling Skills competency gaps
  • Describe Silk Road Medical’s needs for Leadership/Management Development
  • Illustrate the deployed solution to address Leadership/Management Development
  • Summarize the impact of Silk Road Medicals hybrid approach to Selling Skills and Leadership/ Management Development

Workshop Facilitators:

  • Steffanie Cooke, Director Human Resources, Silk Road Medical
  • Patrick D’Amico, Senior Performance Consultant, Matrix Achievement

Innovating the LMS Experience

Innovating the LMS Experience

An interactive discussion on enabling the successful adoption of a LMS system through an innovative and multistep process from identifying your requirements and selecting a platform to planning for and implementing a new global solution. Whether you’re about to embark upon a new LMS journey or you’re enhancing your current system, the transformation journey is often fraught with complex and multi-organizational challenges. Cepheid and Mazars share their collaborative approach to enabling the successful adoption of a LMS system from any stage of the process. Understanding that one size never fits all, their fun, innovative, and collaborative experience guides the discussion.

 

This energetic discussion will focus on three key topics, (1) Enhancing the technology evaluation and selection process, (2) effective ways to develop a comprehensive and robust change program, and (3) innovative ways to foster employee compliance and retention.

 

Through this interactive discussion, you will be able to share your personal transformational successes and challenges and engage with peers and discuss innovative ways and best practices to raise the bar through your learning management system.

 

Learning Objectives:

  • The group will discuss how a collaborative approach can enable and enhance the LMS experience, create efficient and productive outcomes, and address key points on gathering requirements to evaluating and implementing technology
  • The group will then review and assess effective and innovative ways to develop and implement a robust, engaging, fun, and creative change program.
  • The group will discuss “LMS Bolt-On’s” which can be used to meet changing workforce demands and foster a culture of sustained adoption.

Workshop Facilitators:

  • Richard K. Sampson, Vice President of Global Training and Development, Cepheid
  • Jheri Holbert, Global LMS Director, Cepheid
  • Chris Page, Practice Leader Workforce Transformation, Mazars

Awkward-Proof Your Training

Awkward-Proof Your Training

In an environment of nonstop meetings, there are few tools as indispensable as the icebreaker. If you’ve tried to run meetings with Zoom, Google Meet, or other video conferencing software, you’ve probably noticed screens can impose a distance that is challenging to overcome. When participants don’t feel engaged, meetings are less productive. But when you deploy the right icebreaker at the start of your virtual meeting, you help participants get mentally in the room, connect with one another, focus on a common goal, and get energized to contribute.

 

Learning Objectives:

  • Explain the necessity and methods of connecting with your audience immediately
  • Identify and list criteria to include in a virtual icebreaker
  • Experience effective virtual icebreakers and select preferred to use

Workshop Facilitator:

  • Becky Pluth, President & CEO, The Bob Pike Group

3:00 – 3:30 PM

Networking Refreshment Break outside of Workshops

3:45 – 4:45 PM

Workshops

Case Study: Virtual Launch Meeting, From Link Chaos to Link Zen!

Case Study: Virtual Launch Meeting, From Link Chaos to Link Zen!

Over the last two years the virtual environment has become more prevalent than ever before for individual meetings, large company announcements, and training. The most difficult meetings to recreate are the large National Sales Meetings, Launch Meetings, and POA meetings. Just the logistics of the meetings themselves are daunting and coordinating the speakers can be herding cats in and of itself. After all of that, you have to coordinate all the links for the General Sessions, Regional Sessions, District Sessions, and all of the ancillary workshops and meetings that occur as well. Once you have the sessions determined, you find that you are using a combination of platforms, Zoom, Zoom Webinar, Microsoft Teams, Adobe Connect, or possibly even a Livestream depending on the objectives of each session. This case study will show how we started with a single link that went in ONE calendar invite to all of the participants. When the meeting started, they only saw their agenda and only had access to the link they needed at that point in time. One of the added benefits, the Virtual Venue was branded to look much like a meeting location they would have attended if it were a live meeting!

 

Learning Objectives:

  • This session will identify the reason for using a Virtual Venue for this particular launch meeting and provide when a Virtual Venue is appropriate and when it may not be the right decision.
  • During the session and explanation of the key software and logistical components used to ensure participants were provided the required links when they needed them as well as the tracking components that allowed us to quickly respond to issues such as participants whose roles had changed and needed to be added to a new track will be reviewed.
  • The session will demonstrate how participants moved from session to session and were able to ensure they arrived at the appropriate virtual meeting location when they were supposed to be there.

 

Workshop Facilitator:

  • Lee Deaner, President-Owner, Leading Edge Training Solutions

The Magic of Clarity: How to Get your Point Across to Any Audience

The Magic of Clarity: How to Get your Point Across to Any Audience

Getting to the Point (Gaining Attention) is only the first step in effective communications. We also have to Get the Point Across, by quickly creating shared meaning and lasting memory. Employing the 7S Clarity Formula (Statements, Stories, Snippets, Summaries, Specifics, Symbols, and Side-by-Sides) will supercharge the user’s ability to gain understanding and mindshare for every form of communication: training, managing, coaching, presenting, leading, and emailing.

 

Learning Objectives:

  • Learners will become aware of the 3 most common barriers to gaining shared meaning and lasting memory space, and how to overcome them.
  • Learners will see how a grasp of practical brain science provides a lasting foundation for effective communication techniques.
  • Learners will understand how to use and apply seven simple and powerful tactics to “package” their communications for maximum effectiveness in every professional setting.

Workshop Facilitator:

  • Steve Woodruff, President, Impactiviti

Sales and Marketing Alignment Initiatives? Don’t Forget Marketing.

Sales and Marketing Alignment Initiatives? Don’t Forget Marketing.

When sales and marketing align, your company optimizes their marketing and sales cycles as a whole, resulting in reduced costs and increased growth. In fact, sales and marketing alignment can lead to a whopping 32% increase in year-over-year (YoY) revenue growth (Aberdeen Group).

 

While there are many State of B2B Sales Training Reports out there, there are exactly ZERO about the state of B2B marketing training. Until now. And the results of our brand-new, one-of a-kind MarketingProfs State of B2B Marketing Training Report are shocking.

 

Here are just a few stats we uncovered:

– Only 19% of B2B marketers feel very prepared for their future in marketing.
– Only 31% feel their team is very effective in their roles.
– A quarter don’t think everyone on their team has a BASIC UNDERSTANDING of marketing.
– A third feel burned out.
– And two-thirds are seeking new job opportunities.

But there is hope.

Because the study also reveals very specific (and unique) things that leading organizations provide to those 19% of B2B Marketers who do feel prepared. And Thermo Fisher Scientific is one of them.

 

12 plus years ago, Thermo Fisher Scientific created their Marketing University. They’ll walk you through the 5 steps every Life Sciences Organization should be considering when implementing a strategic marketing training program (Align, Assess, Multiple Modalities, Measure, and Adjust).

 

Join Jen Smith, CMO at MarketingProfs and Nancy Nikodijevic, Program Manager, Marketing University at Thermo Fisher, to learn:

– The eye-opening results of this groundbreaking report and what they mean for your organization
– What key factors make the difference for the 19% of Marketers who feel very prepared for their futures in marketing and how you can cultivate the same
– How Thermo Fisher implements their marketing learning strategies to set their marketing team up for growth, retention, and success

 

If your organization is prioritizing a GTM strategy, wants stronger sales and marketing alignment, or is looking for better results from marketing efforts overall, this is a don’t-want-to-miss session.

 

Learning Objectives:

  • Understand the eye-opening results of this groundbreaking report and what they mean for your organization
  • Learn what key factors make the difference for the 19% of Marketers who feel very prepared for their futures in marketing and how you can cultivate the same
  • – Hear how Thermo Fisher Scientific implements their marketing learning strategies to set their marketing team up for growth, retention, and success

Workshop Facilitators:

  • Jennifer Smith, Chief Marketing Officer, MarketingProfs
  • Nancy Nikodijevic, Program Manager, Marketing University, Thermo Fisher Scientific

Are You REALLY Leveraging Your Field Trainers?

Are You REALLY Leveraging Your Field Trainers?

As learning and development professionals, we are asked to support multiple initiatives for our internal customers. As much as we’d like to, we can’t do it all! Most companies have some version of a Field Training Team (every company has their own acronym; likely made up of sales representatives who also take on some training responsibilities and supporting their teammates). This group of people can contribute to greater productivity and impact for learning and development, but how are they being leveraged? This workshop will:

  • Give you the opportunity to hear how one company has evolved both their Field Training Program and Team
  • Discuss with colleagues how they are utilizing these folks to supplement and support learning and development initiatives
  • Brainstorm and develop new ways to leverage your company’s Field Training teams to create an even better learning experience for internal customers

 

Learning Objectives:

  • Understand differing variations of the roles/responsibilities of a Field Trainer
  • Recognize/develop value propositions related to Field Trainer role
  • Create strategies t benefit both the Field Trainer and the Learning/Development Team

 

Workshop Facilitators:

  • Tina Greene, Senior Consultant, Perim Consulting
  • Stewart Young, Associate Director, Sales Training and Development-FTM, Lundbeck

Make Your Next Hybrid Event with Customers a Success - A New Creative Approach

Make Your Next Hybrid Event with Customers a Success – A New Creative Approach

In 2022, with the pandemic reality and the actual technology, the demand for hybrid meeting request by the customers and companies has exploded. What are the best practices of hybrid meetings ? How can we create an effective hybrid meeting that will provide the opportunity for the participant to live the exact same experience virtually or on-site. At AbbVie Canada, we took the past 7 months to read the studies, apply new ways of working and tried different technologies to submit innovative recommendations and training to our employees.

 

Learning Objectives:

  • Set the vision and recognize the business value for hybrid external meetings – The AbbVie Way
  • Describe hybrid meeting planning best practices
  • Use the Hybrid Meeting Checklists:
    -Planning a hybrid meeting
    -Virtual participant
    -Onsite participant

Workshop Facilitators:

  • Veronica Elejalde, Canada: AbbVie Corporation
  • Kevin Turcotte, Canada: AbbVie Corporation

Breathtaking New Way to Visualize MOD and MOA in 2.5-D

Breathtaking New Way to Visualize MOD and MOA in 2.5-D

AdMed developed a breathtaking new way to visualize MOD and MOA in training videos. Our “2.5-D style” blends 3D lighting, forced perspective, and detailed medical illustration, to create medical animations with a level of depth and imagination previously only seen in Hollywood productions. When 2.5-D is included alongside traditional patient video and 3D computer graphics, each layer of the body can be fully revealed in its requisite level of magnitude and detail. In this workshop, we will discuss the current landscape of MOA videos, how, and why we developed this style to meet the evolving needs of today’s audiences.

 

Learning Objectives:

  • How and why was this original new ‘Hollywood’ style developed? Why would this be preferable rather than a more traditional approach?
  • How does a wider learning curriculum benefit from this style approach to MOD and MOA?
  • This approach inspires learners, but how does it help learners achieve greater understanding of the material?

Workshop Facilitator:

  • Chris Francy, Vice President, AdMed

Accelerating Performance through Learning Insights

Accelerating Performance through Learning Insights

Measuring the impact of learning in a large organization can be complex at best. This session follows a journey taken to align the impact of learning to measurable business goals. Join us to uncover the methodology, process and ways of working employed in a large organization to accelerate performance through learning.

 

Learning Objectives:

  • Understand the complexities of measuring learning impact in a large organization
  • Explore the methodology and process involved in aligning learning impact to core business KPIs to drive performance growth
  • Identify the infrastructure and ways of working needed to embed a learning impact approach across an organization

Workshop Facilitators:

  • Dr Brooke Taylor, Training Execution & Analytics Manager AstraZeneca,
  • Kristen Salvucci, Associate Director, Strategic Planning & Insights at AstraZeneca, Performance Development Group

Creating a Continuous Learning Platform that Empowers the Learner

Creating a Continuous Learning Platform that Empowers the Learner

Training is much more than on-boarding and continuous learning is critical to a successful pharmaceutical career. Our continuous learning platform is a fully established global platform for online medical affairs learning content. It creates an environment that fosters state of the art scientific content, autonomy, and digitalized access for field-based teams. In addition, the platform also provides a resource library based on therapeutic areas that is searchable, downloadable, and accessible from multiple devices.

 

 

Learning Objectives:

  • Distinguish the difference between onboarding and continuous learning.
  • Develop and implement learning pathways reflective of the learner.
  • Develop and implement learning pathways reflective of the learner.

Workshop Facilitators:

  • Vicki Fisher, Director, Medical Affairs Operations & Training, Jazz Pharmaceuticals
  • Jessica Maloney, Product and Training Excellence Lead, Jazz Pharmaceuticals

Real World Application of Agile in L&D: Accelerating Impact of Highest Value Opportunities for Your Learners and Organization

Real World Application of Agile in L&D: Accelerating Impact of Highest Value Opportunities for Your Learners and Organization

Agile methodology is a hot topic showing up everywhere, however most learning organizations have yet to apply due to numerous challenges (lack of resources, change management concerns, etc.), or they are calling their approach agile…but is it truly? This session would focus on the challenges and opportunities that we faced going from theoretical to application of agile methods. In leveraging the principles of Agile (Transparency, Inspection, and Adaptation), we’ll deep dive into: 1) What real world application looked like, 2) Share insights into the value of effort, and 3) What constraints were faced that required mitigation?

 

Learning Objectives:

  • Review key accomplishments and results achieved to date.
  • What challenges presented themselves when applying agile, how we adapted, and what we learned.
  • What challenges presented themselves when applying agile, how we adapted, and what we learned.

Workshop Facilitators:

  • Eva Lenhart, Director, GL&D Learning Architect Lead, Merck
  • Jennifer Iannetta, Lead Learning Architect, Merck

Utilizing Lean Business Process to Build Team, Improve Training, and Develop a Kaizen Culture

Utilizing Lean Business Process to Build Team, Improve Training, and Develop a Kaizen Culture

Describe the purpose of Lean Business tools and the benefits of engaging your teams in a Kaizen culture.

 

Learning Objectives:

  • Experience a training improvement kaizen through a real world example with best practices and lessons learned.
  • Experience a training improvement kaizen through a real world example with best practices and lessons learned.
  • Identify resources to get started with Lean Business tools.

Workshop Facilitator:

  • Meagen Mahowald, Director Sales Training and Development, North America, Cepheid

Lessons Learned and Best Practices in Deploying a Sales Enablement Platform

Lessons Learned and Best Practices in Deploying a Sales Enablement Platform

Philips successfully deployed a new sales and content enablement platform in June 2020, replacing their previous platform that had been in place since 2007. The previous platform was met with mixed reviews from sales users: There was too much content in the system, content still lived in many other locations (sharepoint, etc.), it was difficult to find what they needed or what they needed just was not there and often times the content was outdated. Come learn how we turned this around and in less than 4 months from launch, reached and currently sustain over 90% adoption rate by sales users alone.

 

Learning Objectives:

  • Learn what it takes to successfully deploy a new sales and content enablement platform in a large and matrixed organization
  • Learn how robust analytics and dashboards can help sales leaders make correlations between content usage and sales success, and how content owners can gain insights into what content is most meaningful and effective for their sellers
  • Learn how robust analytics and dashboards can help sales leaders make correlations between content usage and sales success, and how content owners can gain insights into what content is most meaningful and effective for their sellers

Workshop Facilitators:

  • Maureen Santangelo, Director, NA Sales Training & Enablement, Philips
  • Julie Ross, Sales Training Operations Specialist-Sales Enablement, Philips

Changing the Conversation: Roche's Distance Learning Evolution

Changing the Conversation: Roche’s Distance Learning Evolution

In the fall of 2019 Roche began a partnership with BI WORLWIDE for a pilot program that reinvented how customers receive training and achieve certification on high-end analyzer systems. Historically, all training took place in person, but Roche recognized variety was needed – not to mention flexibility. Midway through the pilot COVID made a good idea a requirement. The pilot wrapped up in spring 2020 to heralded success and just graduated its 1,000th customer, something that would have previously taken 20+ years to do.

 

Learning Objectives:

  • Preserve instructional design integrity while removing in-person instructors.
  • Demonstrate measurable results.
  • Demonstrate measurable results.

Workshop Facilitators:

  • Lori Goddard, Roche Diagnostics
  • Kyle Groves, BI WORLDWIDE

Thursday, June 16, 2022

7:00 – 10:00 AM

Registration & Info Desk Open

7:00 – 7:55 AM

Breakfast & Poster Presentations

Start your morning off with breakfast and award poster presentations. This is your chance to meet award finalists and participants to learn about the award-worthy work happening across the industry.

8:00 – 9:30 AM

Keynote
Chris Waddell, Founder of One Revolution Foundation, American Paralympic Medalist and Olympic Hall of Famer and Author

Recently inducted into the US Olympic and Paralympic Hall of Fame, Chris Waddell won more medals than any male monoskier in history, was also a World Champion and Paralympic medalist in wheelchair track and in 2009 became the first “nearly unassisted” paraplegic to summit 19,340-foot Mt Kilimanjaro.

SPONSORED BY:

9:30 – 10:05 AM

Networking Refreshment Break

9:30 – 10:05 AM

Speed Coaching

Receive laser-focused coaching from an L&D expert. Coaches will include LTEN Board of Directors, LTEN Advisory Council and senior training leaders from the LTEN member community.

10:10 – 10:40 AM

LTEN Talk with Brian Lange

10:45 – 11:15 AM

LTEN Talk

11:20 – 11:30 PM

Closing Remarks