Enspire Certified Facilitator and Partner at First Order Consulting Dr. John Gillis, Jr. will be speaking at the Austin ASTD monthly chapter meeting on Friday, August 17. John’s program, "Preparing For Tomorrow: Building a Global Leadership Pipeline," will address how to design programs for future leaders in a global context. From Austin ASTD: As our world "shrinks" and globalization increases, companies are changing operations and strategies. And developing future global leaders is an essential component for successfully carrying out those changes. Because of the increasing demand for global leadership, there is currently a significant shortage of prepared leaders. Therefore, strong global leadership development (GLD) programs are urgently needed to address this gap. In his doctoral dissertation, John Gillis Jr. describes the deficiencies of current GLD programs, and summarizes the disjointed research on this topic. In this presentation, he covers the key issues you should consider when designing a global leadership development program. Attend this session and learn: How personality traits and global leadership competencies are primarily idiosyncratic to job function, but not to company type Which leadership competencies are the same for domestic and global leaders, and which competencies are more critical for global leaders To create a list of competencies that is manageable, clearly defined and comprehensive To develop learning and development methods that map to the global leadership competency to be developed Visit the Austin ASTD website to register for the event.

In 1997, I worked in a development job about as removed from web-delivered content as one might imagine. I sat in a gray expanse of cubes, and programmed microcontrollers. My computer interface looked like this: $_ One day I got an email - a novelty still in 1997 - that contained a link to this site on the World Wide Web. Back then one could click on links with impunity, so I did. I saw this: That probably doesn’t look like much today, but to people accustomed to all the web you could cram through 28.8 dialup (viz.animated GIFs, flashing HTML text, etc) this early appearance of Flash was pretty cool. To my eye, accustomed to command-line compilers and pointer arithmetic, it was a complete revelation. Thus began my journey out of embedded development, through the peripheries of the video game industry, and into the world I inhabit today at Enspire Learning. Until recently, Flash figured prominently in Enspire’s business. That’s changing. That happens; technology evolves, and sometimes evolution is assisted by an asteroid impact that stirs things up. This asteroid was launched by Steve Jobs at Adobe Systems. Big corporations are like empires: they have only interests, not allies, and Apple interests have been in the mobile world for years. We’re there, too. In the custom services arm of Enspire, our job is simple: deliver great learning solutions, make customers happy, and serve as many of them as is consistent with quality. To better serve our customers, over a year and a half ago we began to develop a new set of tools built around the trinity of HTML5, CSS3, and Javascript. Though we still deliver simulations, learning content, and other media in Flash, most of our new business is now built around these tools. It’s a welcome change. Why? HTML allows us to serve our traditional desktop/laptop customer base while at the same time addressing mobile and tablet users. Far from complicating development, the shift has simplified it. Our instructional designers and writers are able to use the tools they’ve become accustomed to, and we’re not constrained by native application development concerns. The heydey of Flash was a wonderful time, but the future is brighter, still.

Enspire Certified Facilitator and Partner at First Order Consulting Dr. John Gillis, Jr. recently wrote an article for CLO Magazine on "Building a Global Leadership Pipeline": Globalization has effected major changes in the business environment. As the world shrinks and globalization increases, companies are constantly changing strategies and operational procedures. Having the right leaders at international and multinational companies is critical to corporate performance. Managers and executives need to be able to motivate, influence and enable individuals across national boundaries and cultures to accomplish a company’s goals. Part of a global leader’s impact is that person’s ability to increase an organization’s capacity to evolve into a global company and to grow a business strategy for the larger global marketplace. This kind of corporate evolution demands that an organization prepare future leaders who can successfully carry out global corporate strategy. Global leadership development (GLD) provides much-needed competency. Why Is There a Global Leadership Shortage? Global leadership demands are qualitatively different and significantly more complex than those for domestic leadership. Leadership values in different locales also vary. Further, there is a shortage of global leaders which hinders companies’ global business strategy execution. In previous generations, the global leadership competency was not required. However, changing business environments and the shortage of prepared global leaders creates an immediate and critical need for global leadership development. GLD programs to address the gap between global leadership needs and the capacity shortage should be a major focus for talent management and learning and development leaders. The lack of leaders ready to take on global roles in emerging and expanding markets indicates that learning leaders’ current GLD program offerings are deficient. In DDI’s Global Leadership Forecast 2011, only 38 percent of the 12,423 leaders who participated reported the quality of leadership in their organizations as very good or excellent. Worse, only 18 percent of HR professionals surveyed reported a strong bench to meet future business needs. Despite these dismal statistics, there is a growing consensus around the most valuable global leadership attributes: personality, values, cultural background and corporate work experience; global leadership competencies: engagement in personal transformation, knowledge, networking skills, social judgment skills, self-awareness and self-regulation; and learning and development methods: expatriate assignment, global teams, experiential learning, coaching, intercultural training, assessment and reflection… Click here to read the rest of "Building a Global Leadership Pipeline" by John Gillis at CLO Media.

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Use Case Model description and exampleDescription of Use Case Model:The Use Case Model describes the proposed functionality of the new system. A Use Case represents a discrete unit of interaction between a user (human or machine) and the system. A Use Case is a single unit of meaningful work.Click link to view example of use casesClick link to review use cases in software development

Biographical information for M. ParkerEducational background:Bachelors degree- Business FinanceMasters degree- Instructional Technology & DesignDoctoral candidate- Instructional Technology/Management Focus of dissertation: Rapid acceleration of analysis processes based oniterative approach to instructional design through use case modeling.Core Competencies:PROCESSES & METHODOLOGIESSystem Development LifeCycle (SDLC)Project ManagementProcess MethodologiesBusiness Process ImprovementTraining Methodologies (ADDIE, HPT)Instructional Systems Design (ISD)FACILITATION SKILLSSoftware Development TrainingFacilitation Skills(Unified)RUP & (Classic) Waterfall MethodologiesSarbanes-Oxley TrainingLEADERSHIP & MANAGEMENT SKILLSBudget AccountabilityOrganizational DevelopmentContract NegotiationCustomer Relationship ManagementCompetency Modeling (Lominger Model)DEVELOPMENT TOOLS & SYSTEMSSABA & Element K (Learning Management Systems)MS Office Suite/ MS Project SharePoint/Designer Information Mapping tools Lectora (Element K) Authoring Tool DreamWeaver/HTML CaptivateCamtasia Docutools (Version 5.0)

Presentation reviews the basic concepts of the ADDIE model for instructional design.Click on link to review presentation.

The following links provide sample documents that support the instructional design process:Organizational Analysis & Needs Assessment: Organizational Analysis, Needs Assessment, Training Needs Analysis document , Front End Analysis Design: Design documentDevelopment:Facilitator guide , Web-based courseImplementation: WorkplanEvaluation:Evaluation Strategy Interventions:Curriculum Path , Diagnosing Change , Learning MapCreated by Marsha Parker individually or as a team effort

Click link to access resume for M.Parker

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