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Education Program

The ASTD 2014 Education Program comprises over 240 sessions in nine content tracks plus three industry tracks, and key sessions are repeated to give you more opportunities to attend.

2014 Tracks and Topics

Career Development

Unique ways to build skills and develop a professional portfolio outside of your job
Individual career planning
Narrowing skills gaps
Career development programs and best practices within organizations
Branding yourself
Finding job opportunities using social media
Networking inside and outside the organization
Assessment of self or others
Connecting competency models and credentials to career development
Case studies, trends, and innovations
Alternatives to the traditional career ladder

Training Design & Delivery

Innovative delivery methods
Learning transfer
Innovations in design
How to design and deliver effective technical training
Content for "master trainers"
Facilitation skills
Working with difficult training/workshop participants
Working with subject matter experts (SMEs)
Evidence-based learning
ISD for mobile learning
Developing training for external clients and customers
Agile/iterative design modalities
Incorporating task practice into training courses
Strategies for incorporating stakeholders
Needs assessment for ISD
Project management tools and methods for instructional designers
Involving managers in the training process
Tying ISD to organizational results
Problem-centered learning
Games and activities to strengthen learning
Case studies, trends, and innovations

Global Human Resource Development

Globalization and localization
Global benchmarking
Global talent development
Global leadership development
Cultural diversity
Country/region case studies, trends, and innovations
Adapting training programs into many languages
Implementing a common culture/standards in several countries
Technology's impact on training under globalization environment

Human Capital

Coaching and mentoring
Competencies required to manage change within the organization
Facilitating change (technical, processes, and behavior)
Managing the learning function
How to train for innovation
Diversity and inclusion
Human performance improvement (HPI)
Project management
The learning leader's role in integrated talent management

Leadership Development

Best practices in leadership development
Innovations in leadership development/leadership skills gap
Accountability in leadership
Leadership for the emerging workforce
Global leadership
New models of leadership development
Leadership development: impact and evaluation
Revamping leadership development after a merger, crisis, or reorganization
Case studies, trends, and innovations
Starting a leadership development program from the beginning
Leadership skills for Millennials

Learning Technologies

E-learning (asynchronous)
Virtual classroom
Mobile learning (design, development, strategy, implementation)
Social media for learning
Big data and analytics
Platforms and tools (including authoring tools and open-source tools)
Serious games, gamification, and simulations
Performance support
Selecting and implementing a LMS
Case studies, trends, and innovations

Learning Measurement & Analytics

Impact of learning -- beyond ROI
Evaluating learning programs
Measuring the impact of change
Return on investment (ROI) of learning
How to measure the results of social and informal learning
Creating behavior change metrics/profiles
Measuring effectiveness of leadership development
Technology-based analysis and evaluation
Principles of certification for trainers
Measuring coaching and mentoring program effectiveness
Assessing learning mastery and providing learner feedback
Determining the impact of learning on the business
Case studies, trends, and innovations


Helping managers develop their workforce
Best practices for employee engagement, development, and retention
ROI of employee development and engagement programs
Employee development tools and strategies for managers
Collaborating with the learning function
Making the business case for learning and development
Case studies on the above topics, as well as trends and innovations

Science of Learning

Cognitive neuroscience
Psychology of adult learning
Synthesizing the research/evidence-based best practices
Big data and predictive analytics
Social communication
Adult learning research


Creating a culture of learning
Learning solutions in an era of shrinking budgets
Leadership at all levels
Knowledge transfer
Collaborative learning
Performance-based measurements for learning
Training tools for a new generation of learners
Delivery and design
Competency modeling for federal training
Informal/social learning solutions
Measuring effectiveness of leadership development
Demonstrating value of training investment
Developing new managers
Integrated talent management
Attracting/retaining top talent
Security- and IT-compliant learning tools

Higher Education

Research/theory to practice in the workplace
Academic/practitioner/corporate partnerships
Trends and new methods for engaging students in the academic classroom
Aligning course curriculum with ASTD content or Competency Model
Developing faculty and staff in higher education
Applying adult learning principles in the academic classroom

Sales Enablement

Designing and delivering effective sales training
Effective use of technology in sales training
Sales management development
Sales coaching
The future of sales training
Selling skills
Sales force transformation
Cross-functional collaboration for sales training


Special Programming

ASTD Forum Series

The series, Targeting the Desired Results, is hosted by the ASTD Forum, a member consortium dedicated to integrating learning, work, and technology in order to enhance business strategies. Experienced practitioners and senior leaders are invited to join the lab experience to connect, collaborate, and share ideas to improve their personal practice in a way that demonstrates results. Every session in the series will include an opportunity for participants to reflect on their current practice. This is followed with ideas for learning experiences that drive requisite business results. This overview includes clarity on the unique moments when learning is needed a la the Five Moments of Need©.


These innovative sessions are designed to energize you at the end of a long conference day. Just when you thought you couldn't absorb one more fact, sit through one more session, or learn anything new, Innogizers will revitalize your ability to engage and learn.

International Newcomers Orientation

This orientation is for international attendees who are attending the conference for the first time. Speakers will cover the program guide and how it's organized, which will help you navigate the conference, including the following highlights: understanding the nine education tracks and special programs, networking activities, and other key features such as the EXPO and Career Center. There will also be a discussion of how speakers are guided to develop the session and an overview of the American conference style.

Newcomers Orientation

First-time attendees will learn how to navigate the conference and network with other newcomers.

Speed Mentoring

Speed Mentoring sessions are held on the Expo floor. There will be eight groups with one-two mentors for each group. Groups of 4-6 people will sit in the group of their choice and be mentored for 15 minutes. Time will be called and the group will disperse and choose another table group. There will be four rounds of 15 minutes each.


Learning Transfer

ASTD is committed to the concept of learning transfer and to helping you maximize your conference learning experience. To increase learning transfer back to the workplace, ASTD has developed a variety of resources to support both speakers and conference participants.

Learning Transfer begins with the development of the session and the delivery of that content by the speaker. However, it is then your responsibility, as the learner, to ensure that you apply your learning in a tangible way. The following resources are to help you make the most of the conference learning experience and increase the learning transfer quotient of your own programs.

The Learning Transfer Action Log is designed to help you focus the intent of your learning in a strategic way and create a plan for how you will implement that learning back on the job or in your life. Print a copy of the action log for each session you plan to attend or use the ones included in the program guide.

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