Best Practices for Coaching: A Panel Discussion (M/LD)
COLUMBUS HALL G&H, PERIOD 1: TUESDAY, 10:30 AM – NOON
Moderated by Heather Charest, Hay Group. Panelists include Kevin Ball, AstraZeneca; Derek Lee, Schering-Plough; and Art Thurnauer, Pfizer.

Session Description
During this session, the facilitator will moderate a panel with several key training and development professionals on the best practices of coaching. The panelists' breadth and depth of experience in both field sales positions and internal training positions will provide for a robust discussion on what are the best practices for coaching at all levels in a field sales organization. Come hear the best practices and coaching strategies from several of the industries largest organizations. This will be a highly interactive discussion. Q&A will be encouraged and included as a part of the panel agenda.

Learning Objectives
• Identify critical steps and strategies required to develop a coaching culture.
• Articulate various strategies panelists and their organizations have implemented to create an effective coaching culture.

“But, That Will Never Work in MY Territory…” (NT)
SPBT’s PrimeTime! for Trainers facilitator Brian Lange and Doug Shupinski of Perim Consulting
COLUMBUS HALL C&D, PERIOD 1: TUESDAY, 10:30 AM – NOON

Session Description
How a trainer chooses to respond to opposing viewpoints or challenging questions from learners can have a definite impact on the future of a given learning experience. Often, trainers end up trying to convince learners of a point (overcoming the objection) or play 20-Questions to get additional information to solve the issue. This workshop will develop “Proving Understanding” skills to engage the participants so they take more responsibility for their viewpoint and move closer to telling the trainer what they needs\ in order to move forward. Consequently, the trainer does not have the pressure to deliver the “right” answer immediately.

Learning Objectives
• Apply the “Proving Understanding” skill-set when handling “tough” questions/viewpoints.
• Analyze the role of “acceptance” in attempting to influence learners.
• Assess how the “Perim Phases of Influence” impact learning.

Creating Effective Habits through Simulation (ET)
Tomás Ramirez, Bristol-Myers Squibb, and Bill Jacobs, American Speaker Education Research and Training
PLAZA BALLROOM, PERIOD 1: TUESDAY, 10:30 AM – NOON

Session Description
Pharmaceutical and biotech companies are faced with the challenges to have sales representatives produce results quickly. Questions still exist around what type and how much simulation is needed to create cognitive recall. Many of our tools only exist in the classroom or during POA meetings, and, unfortunately, encourage practicing on our customers. Physicians have responded by reducing the amount of time they allow our reps to practice on them. In this workshop, attendees will learn how to apply the following concepts in their training departments: cyclical learning; retention of content; habit creation, and cognitive recall. The facilitators will present work from Clark Aldridge’s “Learning Is Doing” and established ROE data from cutting-edge technology.

Learning Objectives
• Apply appropriate tools to improve cognitive recall for representatives.
• Evaluate current training methods to ensure cyclical learning methods are used.
• Identify and deploy solutions for representative effectiveness.
• Generate a ROE and maximize training spend on effective tools and solutions.

Designing and Delivering Engaging E-Learning (ET)
Doreen Fagiano and Jay Oakes, MJM
COLUMBUS HALL I&J, PERIOD 1: TUESDAY, 10:30 AM – NOON

Session Description
How does a classroom instructor’s skills and techniques need to change when delivering an e-learning course? What strategies are available to enable and heighten interactivity between the instructor and the student and between peers in an e-learning environment? To be engaging, e-learning must be a multidimensional experience with appropriate interactions that add value. In this hands-on workshop, a variety of interactivity strategies and associated content-type opportunities will be discussed. In the virtual classroom, the content presentation must be supported by an interactivity strategy: how will the instructor keep students on task while maintaining momentum inside and outside the virtual classroom walls? In addition, a profile of synchronous instructor delivery best practices will be assembled by the participants in the workshop. The combination of an excellent interactivity strategy and excellent delivery techniques result in engaging and effective e-learning.

Learning Objectives
• Design an effective interactivity strategy for a synchronous/asynchronous online learning intervention.
• Deliver an e-learning course/online training session.
• Assemble a list of instructor delivery “best practices” for synchronous online learning.

Developing and Delivering Multinational Product Launch Training (G)
Dennis Bonilla, Medsn, Inc., and Rajesh Nair, Indegene, Inc.
ACAPULCO, PERIOD 1: TUESDAY, 10:30 AM – NOON

Session Description
This workshop will focus on identifying critical issues and tasks necessary to plan and prepare a multinational launch training program. The workshop will cover challenges working with global teams and vendor partners, and allow the learners to prepare a multinational launch plan.

Learning Objectives
• Analyze challenges inherent to a multinational launch plan.
• Apply content development and marketing communication strategies across a U.S. and global team.
• Prepare a multinational launch plan utilizing a global internal team and external vendor partners.

Driving Pharmaceutical Sales Performance through Simulation (ET)
Don Block, Wyeth Pharmaceuticals, and Rich Mesch, Performance Development Group
COLUMBUS HALL K&L, PERIOD 1: TUESDAY, 10:30 AM – NOON

Session Description
Today, every organization struggles to bridge the gap between learning and performance. This is especially true of pharmaceutical sales organizations. Sales reps are in the field daily, in a demanding routine that requires them to have skills at their fingertips. Training is only the beginning of the equation. To be effective in the field, they need to demonstrate judgment and skill. To address this need, Wyeth Pharmaceuticals implemented a sophisticated system to provide real-life practice and application in a risk-free environment, while optimizing the use of existing tools and resources. The goal of this system was not to train, but to guarantee performance in the field and get the most out of existing training investments.

Learning Objectives
• Evaluate methodologies for bridging from learning to performance.
• Assess the impact of simulation on optimizing training and resources.
• Analyze how you can bridge the learning-to-performance gap in your own organization.

Effective Conflict Management for Managers (M/LD)
Mike Dunphy, Mike Dunphy Enterprises
TORONTO, PERIOD 1: TUESDAY, 10:30 AM – NOON

Session Description
Conflict is an inevitable part business dynamics. Managers and leaders must learn functional skills for minimizing unproductive conflict and successfully navigating necessary conflict to productive resolution. This program will provide trainers with practical and immediately useful information focused around the five Thomas Kilmann Conflict Modes and their application in business. Participants will learn five specific prevention tactics, strategies for using the five TK modes in systematic conflict management, and several skills to help optimize the use of these strategies. Dr. Dunphy’s presentation is a uniquely interactive, high energy multi-sensory learning experience with solid practical application.

Learning Objectives
• Apply five specific tactics to help minimize the development of unproductive conflict in their work environment.
• Be aware of and able to start applying the five Thomas Killman Conflict modes strategically to bring conflict to productive resolution more frequently.

Executives and the C-Suite -- Role Models for Women: A Panel (M/LD)
Moderated by Kimberly Farrell, Unlimited Performance Training, Inc.
GRAND BALLROOM A&B NORTH, PERIOD 1: TUESDAY, 10:30 AM – NOON

Session Description
During this session, the facilitator will moderate a panel with several key executive women who hold positions at the top of their corporations. How do these women do it? Come hear first hand from these top executives how they made the C-Suite, their greatest successes, challenges, and what they believe will make a difference for future executives who want to make it to the top levels of their corporations. This session offers insights that transcend gender -- there is a lot to learn for both men and women. Q & A included.

Learning Objectives
• Identify key executive women leading divisions at pharmaceutical and biotech companies.
• Articulate various career strategies the panelists used to mobilize their careers.
• Design a plan that includes key characteristics or career paths that you may utilize to help advance your image and career potential as a leader.

Networking for Success: A Panel for Small- and Mid-Sized Companies (D/VP)
Mani Chidambaram, Esprit Pharma; Susan Iannone, Medpointe Pharma; and Dan Scott, Cephalon
COLUMBUS HALL E&F, PERIOD 1: TUESDAY, 10:30 AM – NOON

Session Description
So you’re not from a multibillion-dollar company? This workshop’s for you! This panel discussion will involve members of the Small-Mid-Size Pharma Training Council, who will discuss the formation of their unique networking group and the issues specific to smaller companies.

Learning Objectives
• Share best practices.
• Learn how you can start your own discussion panel for continuous learning.

Put Yourself in the Talent Driver Seat (M/LD) (D/VP)
Tacy Byham, PhD, and Todd VanNest, PhD, Development Dimensions International, Inc. (DDI)
COMISKEY, PERIOD 1: TUESDAY, 10:30 AM – NOON

Session Description
Explore new talent management approaches and learn how to apply them to your own organization’s talent and succession challenges through a “real life” simulation. In this fast moving experience, you’ll link talent strategies to pharmaceutical business drivers and make essential decisions about how to deploy, promote, and develop the talent to best serve the future needs of bio and pharma organizations. Working in a team, you’ll be given key business information and high potential talent portfolios, you’ll review assessment reports and inventories against key business drivers, and act as organizational talent advocates. Along with excellent networking opportunities, this session will provide you with new ideas and techniques to change or enhance how your organization identifies, develops, and deploys high potential leaders.

Learning Objectives
• Understand how talent management decisions are impacted by pharmaceutical business drivers.
• Increase your department’s strategic business impact on business outcomes by sharpening your Talent Scout skill set.
• Sharpen the precision and objectivity of the decision-making process about talent.
• Apply development solutions that are more focused and directly impact bio and pharma success.
• Avoid the most common traps that prevent sustainable results.

Story Theater: Strategic Storytelling for Trainers (NT)
Doug Stevenson, Doug Stevenson’s Story Theater International
COLUMBUS HALL A&B, PERIOD 1: TUESDAY, 10:30 AM – NOON

Session Description
Learn how to strategically choose and craft stories to make your training come alive. The Story Theater Method helps trainers connect more deeply with their audience, hold their attention, and appeal to all learning styles. Well-developed and performed stories make your training more powerful, entertaining, and memorable. Learn to use all four types of language and to craft your stories with the Nine Steps of Story Structure. Discover and release your authentic style of drama and comedy.

Learning Objectives
• Craft a story using the Nine Steps of Story Structure to effectively make a point.
• Connect the cerebral with the emotional using subtle acting techniques.
• Challenge your listener to take action with a Phrase That Pays.
• Recognize the four types of language and how to use them effectively.
• Learn how to create a learning experience that transcends instruction.
• Make mundane and technical content come alive.

TUESDAY, MAY 23, PERIOD 2

Be the Brand (ET)
Tamara Jacobs, Tamara Jacobs Communications, Inc.
COLUMBUS HALL G&H, PERIOD 2: TUESDAY, 2 PM – 3:30 PM

Session Description
This essential workshop is designed to package, promote, and leverage the equity of “you.” It will help you engage with your audience and get them to take the action you want them to take. Workshop participants will learn to accrue equity with personal branding, control the room, rise above PowerPoint, and control the take-away. “Be the Brand” will help you design, define, and deliver the power of “you” in less time with greater impact, enhancing your power to persuade at all levels, in every situation.

Learning Objectives
• Assess and improve your communication style and personal impact.
• Distinguish and deliver assertive vs. aggressive, inclusive vs. exclusive approach and style.
• Decode and manage audience perceptions and expectations.

Compliance Issues for Trainers: PDMA, Sampling, and State Regs (ET)
John Patrick Oroho, Porzio, Bromberg & Newman
TORONTO, PERIOD 2: TUESDAY, 2 PM – 3:30 PM

Session Description
This workshop will address some of the timely and pressing regulatory and compliance issues that trainers should know about. Topics will include PDMA, sample accountability, and an overview of state laws impacting pharma marketing and sales.

Evidence-Based Training: Applying Educational Research for Better Learning Outcomes (ET)
Kevin Kruse, AXIOM Professional Health Learning, and Karl Kapp, EdD, Bloomsburg University
GRAND BALLROOM A&B NORTH, PERIOD 2: TUESDAY, 2 PM – 3:30 PM

Session Description
Would you like to improve the learning outcomes of your training programs by 25%, 50%, or even 100%? Are your programs truly designed to ensure that new knowledge will “stick” and reps will actually apply their new skills back in the field? Inspired by “evidence-based medicine,” evidence-based training (EBT) is a new movement dedicated to the application of recent evidence in educational psychology and cognitive research to pharmaceutical training programs. The practice of EBT provides great clarity to the difference between “information” and “instruction” and statistically shows how different instructional tactics can lead to significantly better comprehension and retention outcomes. This workshop will review the latest EBT research as well as some original head-to-head studies conducted exclusively for pharmaceutical sales trainers.

Learning Objectives
• Describe the EBT movement and how it applies to pharmaceutical sales training.
• List at least five instructional tactics that can be added to learning systems to improve knowledge retention rates.
• State what impact page design has on learning outcomes (which is better, traditional workbook layout or more modern magazine/newsletter layout?)

Learn an Effective Process for Developing E-Learning Content (NT)
Andy McGuire, Roche Diagnostics
COLUMBUS HALL E&F, PERIOD 2: TUESDAY, 2 PM – 3:30 PM

Session Description
Many companies purchase a suite of e-learning development tools, and then once they are trained on all this new technology, they ask themselves, “what do we do now?” This session will focus on the steps taken to organize a group of developers and to create a successful process for developing e-learning content. You will see examples of e-learning courses that have been created, and then we will examine the process that was utilized to create these courses. We will touch on topics such as developer roles, instructional design principles, project management, template creation, development tips and tricks, and more.

Learning Objectives
• List the critical success factors to implementing rapid e-learning design and development.
• State the value of common development tools and templates in large e-learning projects.
• Incorporate key elements from this workshop into your current development projects.

Raising a Training Organization: Building and Elevating Capabilities (D/VP)
Debi Limones, Abbott
COMISKEY, PERIOD 2: TUESDAY, 2 PM – 3:30 PM

Session Description
Whether you are building a training department or trying to take your existing department to the next level, this workshop will provide you with a framework for assessing your current departmental and organizational training capabilities; prioritizing the gaps with current and future business needs; and establishing a transformation plan. The facilitator will share with you her successes, failures, and most importantly, lessons learned from building and elevating training capabilities in the United States and globally for two pharmaceutical companies.

Learning Objectives
• Assess and prioritize opportunities for building and elevating your training department’s capabilities.
• Apply key learnings to build and elevate your training organization’s capabilities.

The Sales Leader as a Catalyst for Growth (M/LD)
Ron Koprowski and Rosie Mucklo, Forum
COLUMBUS HALL K&L, PERIOD 2: TUESDAY, 2 PM – 3:30 PM

Session Description
The pharmaceutical industry is going through a period of unprecedented change and heightened competition. More than ever, it requires sales leaders to forge the way by being a catalyst for growth. Forum’s recent research discovered that sales managers are the key differentiator in the success of the most respected high-performing sales organizations. How they lead, where they focus, and how they motivate their teams has a profound impact on the results of that team. By attending this workshop, you’ll understand how to leverage the incredibly powerful role that a sales leader plays in transforming the results of your sales organization. You’ll learn why they need to refine their leadership approach, focusing upstream and building a high-performance climate.

Learning Objectives
• Get improved results from salespeople by applying effective, balanced approaches to leadership.
• Build a more focused, accomplished, and productive sales organization by taking a strategic approach to their job.
• Increase the sales team’s motivation and energy by creating a high-performance work climate.

Strategy Works! (ET)
Nadine Evans, Informa Training Partners, and Paula Dugas, AstraZeneca
COLUMBUS HALL I&J, PERIOD 2: TUESDAY, 2 PM – 3:30 PM

Session Description
Successful sales professionals think strategically. They recognize the customers that drive their business and understand their business challenges and the factors that motivate them to make decisions. Most importantly, they use their knowledge to move beyond tactical implementation to develop strategic plans to build long-term market share. This workshop focuses on three critical areas: why it is important to teach sales professionals at all levels to think and plan strategically; how to build a strategic thinking curriculum; and the types of strategic planning training activities that can be applied in the field.

Learning Objectives
• Build a business case for implementing a strategic thinking and planning curriculum.
• Develop a strategic thinking curriculum for all levels of sales professionals.
• Assess the productivity of various strategic thinking activities and planning templates.

Successful Leadership in the Midst of Chaos, Confusion, and Crisis (M/LD) (D/VP)
Jack McCarthy, PhD, University of New Hampshire at Manchester and Boston University
ACAPULCO, PERIOD 2: TUESDAY, 2 PM – 3:30 PM

Session Description
The presenter will draw on his extensive business experience and academic work to conduct a highly interactive discussion focusing on current successful leadership behaviors in several industries, including pharmaceuticals. Participants will apply these research-based concepts to their own organizational environment.

Learning Objectives
• Identify the two components of business leadership: “making the number” and leading people for productivity, innovation, and self-development.
• Recognize examples of successful leadership behaviors.
• Develop a leadership strategy and tactics for their own environment.

Training Professionals and Brand Managers: Finding Common Ground (ET)
Seana Ziliak and Cristiana Salgado Braga, Serono, Inc., and Liz Kay, Cramer Integrated Marketing Solutions
COLUMBUS HALL A&B, PERIOD 2: TUESDAY, 2 PM – 3:30 PM

Session Description
Back by popular demand, this workshop is focused on the benefits to training professionals in small to medium-sized organizations who can achieve a corporate-wide, top-to-bottom marketing and training partnership. Like Serono, any organization with multiple internal and external audiences can use these collaborative training/marketing concepts to achieve brand clarity, memorable product differentiation, assured consistency of message, more certain compliance, and increased corporate visibility.
 
Learning Objectives
• Understand the challenges and opportunities of training across an entire organization and how an enterprise can profit from these best-in-class processes and strategies, ultimately increasing company morale and building corporate financial success.
• Demonstrate how training and marketing can partner to build more successful learning solutions for employees and the sales force.
• Learn 10 tools and processes that can be integrated into your organization to drive integrated marketing sales and training solutions.

Understanding Adult Learning (NT)
Jamie St. Peter, Corporate Training Consultants, Inc., and Aaron Tackett, Alpharma, Inc.
COLUMBUS HALL C&D, PERIOD 2: TUESDAY, 2 PM – 3:30 PM

Session Description
This session will focus on Malcolm Knowles’ “Adult Learning Principles:” how adults acquire and use their knowledge, skills, and attitudes to learn. In addition, Howard Gardner’s “Theory of Multiple Intelligences” will be discussed to educate participants on individual differences in learning. Participants will have an opportunity to apply adult learning principles to a workshop outline they will create. The workshop will conclude with the Training Field Board Game, which will incorporate a review of the information covered during the workshop.

Learning Objectives
• Design effective training programs utilizing adult learning principles.

Veteran Trainer’s Program: Beyond Black Belt! (ET)
Mike Dunphy, Mike Dunphy Enterprises
PLAZA BALLROOM, PERIOD 2: TUESDAY, 2 PM – 3:30 PM

Session Description
You are now a veteran trainer and educator, in essence a Black Belt. You have been to years of workshops, training sessions, and classes, and you are looking for something unique. Here it is. This program is based on the principles of advanced instructor training in classical martial arts which goes beyond Black Belt. You will learn strategies and tactics, adapted to business, used to “program” the ultimate warrior. Topics include: seeing in the shadows, strategic sequencing, multilayered application of tactics, tactical/forced compliance, and the five-stage martial process for optimizing learning. This program is highly interactive and a model for the principles being taught.

Learning Objectives
• Apply the principles learned to every aspect of your current teaching, presenting, and preparation tactics,
• Be more able to strategically design your programs, handouts, interactions, and environments to optimize layered learning and the ability of your students to optimally apply what they learn.

WEDNESDAY, MAY 24, PERIOD 3

Content Delivery for the New Mobile Worker (ET)
Ken Shapiro, GlaxoSmithKline, and Harvey Singh, Instancy
COLUMBUS HALL C&D, PERIOD 3: WEDNESDAY, 8 AM – 9:30 AM

Session Description
There is now a plethora of mobile devices trying to grab your attention and budget to use for entertainment and education. How can you leverage these new devices to transform your company into a more effective learning organization? Can you really use an iPod to learn? How can your content be developed now to accommodate the future mobile worker? This session will enable you to understand the challenges and opportunities of developing and deploying content for the new mobile workforce within your organization.

Learning Objectives
• Explain the challenges of enabling a remote workforce for learning.
• Understand how to develop content for multiple devices.
• Understand the key differences and advantages of key mobile device types.
• Develop a roadmap for supporting the ever-changing move toward convergence.
• Gain an understanding on the importance of keeping content current.
• Learn how to implement mobile solutions through case studies -- mobile sales and patient education solutions.

Creating and Leading High Performance Teams (M/LD) (D/VP)
Robert Ginnett, PhD, PhD, Impact Leadership Development Group, LLC
COLUMBUS HALL A&B, PERIOD 3: WEDNESDAY, 8 AM – 9:30 AM

Session Description
One of the major challenges facing today’s organizations is the struggle to create and lead high performance teams in cultures that reward individual performance. Most professionals recognize the benefits and synergies that exist when the principles of teamwork are employed, however few have the tools necessary to navigate the complexities of leading said teams. We will present a model for creating and leading high performance teams within the pharmaceutical industry that will enable practitioners to capitalize on strong individual performance within a team context.

Learning Objectives
• Use the Team Leader Model (TLM) to create high performance teams within your organization.
• Apply the TLM to diagnose problems in existing teams.

Implementing a Global Coaching Culture (G)
Francisco Rozo, Schering-Plough, and Darrell Griffin, Whole Systems
COLUMBUS HALL G&H, PERIOD 3: WEDNESDAY, 8 AM – 9:30 AM

Session Description
Developing effective coaching is one of the most effective ways for your training department to enhance your organization’s performance. However, if coaching is viewed only as one of many sales manager skills or competencies that can be developed with one training event, you will not reap the rich rewards of establishing a performance-based coaching culture. This is especially true if you are working globally across geographic and cultural boundaries. Using recent case examples and personal experiences, this workshop will present a framework, principles, and processes for developing a global coaching culture that will enhance all of your training efforts and your organization’s performance.

Learning Objectives
• Examine the value of establishing a coaching culture in your organization.
• Analyze the gap between the current level of coaching and your target level of coaching.
• Apply the principles and lessons learned presented to design a process to implement a coaching culture in your organization.
• Establish a process to assess progress toward realizing a coaching culture and evaluate the organizational value at each step of the process.

Job Function Simulations: Managerial Readiness Assessment Evolves (M/LD)
Joe Thoresen and Carl Thoresen, Cornerstone Management Resource Systems, Inc.; and Frank Kohler, Boehringer Ingelheim Pharmaceuticals, Inc.
COMISKEY, PERIOD 3: WEDNESDAY, 8 AM – 9:30 AM

Session Description
Despite the popularity of assessment centers (ACs) for identifying and developing leadership potential, a growing research base within the field of industrial and organizational psychology has uncovered several questions regarding the utility of this method. This workshop will introduce job function simulation (JFS) methodology as an alternative to traditional ACs. JFS programs replace traditional ACs by: (1) developing candidates prior to participation and (2) focusing evaluations and developmental feedback on job responsibilities and candidate readiness for promotion, as opposed to dimensions (aptitudes, personality characteristics, etc.). A training professional with extensive AC experience will describe his company’s success in implementing this evolving methodology.

Learning Objectives
• Uncover pitfalls associated with many current assessment center programs for identifying leadership potential and how they can be avoided.
• Apply the Job Function Simulation method to design and deliver systems that develop skills of future leaders and confirm their readiness for promotion.
• Achieve better results in identifying, developing, and promoting high performing first-time leaders within your organization.

Learning Professionals: A Future View (ET)
Rovy Branon, Eli Lilly and Co.
COLUMBUS HALL K&L, PERIOD 3: WEDNESDAY, 8 AM – 9:30 AM

Session Description
This session will be an open discussion on the future of training and learning professionals in the industry. Topics for discussion include advances in learning technology, formal vs. informal learning, compliance vs. open knowledge sharing, learning supply-chain management, career paths for training professionals, and sourcing in our organizations. Attendees that will find value in this session include: training managers, career training professionals, and those in training for developmental assignments. The format will be discussion-based to facilitate open dialog and knowledge-sharing.

Learning Objectives
• Assess your organization’s current learning professional career path.
• Evaluate your organization’s readiness to accept new learning technologies.
• Develop competency statements on training supply-chain management.

Listening Skills That Get Results (NT)
Tom Vishia, Tom Vishia Associates, Inc.
GRAND ROOM 5, PERIOD 3: WEDNESDAY, 8 AM – 9:30 AM

Session Description
Listening is crucial to establishing credibility and interpersonal relationships. Few things build rapport better than active listening -- and what could be more important than helping people make their needs and wants known? A clear understanding of each person’s needs or perspectives helps each person feel better about each other and the interaction. Studies show that most of us listen at about 25% efficiency -- a fact that accounts for a multitude of missed opportunities, alienated customers and co-workers, and lost revenue. This practice-filled workshop teaches the how-to’s of understanding another person’s point of view.

Learning Objectives
• Define what listening is and isn’t.
• Know how and when to use listening skills effectively.
• Learn to listen non-judgmentally to the content and feelings of the other person.
• Discover the real needs of the other person through masterful listening.
• Overcome common barriers to listening and communication.

Medicare Part D: Opportunity or Challenge? (ET)
Nadine Evans, Informa Training Partners, and Mike Hudgins, Solvay Pharmaceuticals
ACAPULCO, PERIOD 3: WEDNESDAY, 8 AM – 9:30 AM

Session Description
The implementation of the Medicare Part D benefit has implications for beneficiaries, physicians, hospitals, and the pharmaceutical industry. While there are resources available that provide information about Part D, two questions remain: How will your sales force sort through all the information to find the key elements that affect the selling environment in their territory, and how do you make sure that they are applying this knowledge with their customers? This workshop will focus on helping training professionals work with their sales force to capitalize on this rapidly changing sales environment.

Learning Objectives
• Speak credibly about Medicare Part D and its implications for the field.
• Build a business case for implementing Medicare Part D training activities for the field sales force.
• Design training activities that can be customized to the territory level sales environment.

Performance Models: Elevating and Sustaining Performance across the Sales Force (M/LD) (D/VP)
Kristin Kos, Abbott
PLAZA BALLROOM, PERIOD 3: WEDNESDAY, 8 AM – 9:30 AM

Session Description
A top-tier sales force requires top-tier individuals -- employees who aspire to do and be their best. What is “best” and how can you achieve it? The performance model answers those questions and more. It is a tool that defines behaviors, levels the playing field through performance standards, and outlines a clear path for individual growth. Abbott will share how they are elevating and sustaining capabilities through the use of custom-developed performance models. This workshop will provide an overview of performance models, their integration into key performance processes (training, coaching, performance management), and how they were implemented with the sales force.

Learning Objectives
• Assess whether or not your performance standards are helping to elevate and sustain performance.

Project Management for Trainers (ET)
Kathy Bartholomew, GlaxoSmithKline
TORONTO, PERIOD 3: WEDNESDAY, 8 AM – 9:30 AM

Session Description
An introductory workshop, focusing on the basic skills and knowledge required for the planning and process of project management. Topics covered at a high level: initiating a project, planning a project, project dynamics, successful project ingredients, executing a project, controlling a project, risk management, and closing a project. Plus a discussion on the skills needed for a successful project manager.

Learning Objectives
• State and define the components of project management.
• Apply project management terminology.
• Begin to operate within the project management process using associated techniques and tools.
• Examine your skills and desire to continue with more advanced project management learning.

State of the Selling Environment (D/VP)
Rayna Herman, Health Strategies Group
COLUMBUS HALL E&F, PERIOD 3: WEDNESDAY, 8 AM – 9:30 AM

Session Description
This highly informative session will review key trends in today’s selling environment, based on the latest research. Topics include trends in sales representative access, differences in primary care and specialty selling, and drivers of physicians’ perception of representatives’ value. Participants will discuss the short- and long-term implications for their sales organizations.

Learning Objectives
• Assess your current training curriculum and sales model for fit with today’s selling environment.

The Value of Pharmaceuticals (NT)
Dennis Merlo and Janet Koch, Purdue Pharma L.P.
COLUMBUS HALL I&J, PERIOD 3: WEDNESDAY, 8 AM – 9:30 AM

Session Description
Utilizing info from various sources, the presenters will discuss responses to the following questions that pharma sales reps get from healthcare professionals and others (family, friends, etc.): Why do my prescriptions cost so much? What real value do medications provide? Are prescription drugs safe? Doesn’t the government develop most of the new medications on the market? Why are drugs cheaper in other countries? Why don’t we (U.S.) import medications from other countries? (Note: Workshop is tailored and best suited for U.S. members.) Don’t Rx companies spend more on promotion, including DTC ads, than on R&D? Do pharmaceutical companies help people in financial need?

Learning Objectives
• Verbally respond with facts when asked any of these or related questions.
• Be more prepared to explain the value of pharmaceuticals.

WEDNESDAY, MAY 24, PERIOD 4

Becoming the Greatest Trainer (ET)
Bob Pike, The Bob Pike Group
COLUMBUS HALL K&L, PERIOD 4: WEDNESDAY, 9:45 AM – 11:15 AM

Session Description
A great trainer is a trusted advisor, not a mere provider. Whether instructor or training director, the specific strategies in this session will move you closer to being a trusted advisor. Some are strategic -- like turning Kirkpatrick upside down so you show the difference you make to the organization -- not just great smile sheets. Others are tactical, such as following the 90/20/8 rule and using powerful CORE techniques (closers, openers, revisit, energizers).

Learning Objectives
• Assess at least half of all training at level 4 -- did it make a difference?
• Acquire at least two new closers, openers, revisit, and energizer methods.
• Develop either a personal or department strategy for becoming a trusted advisor rather than a mere provider.

Building a Leadership Development Curriculum (M/LD) (D/VP)
David Berke, Center for Creative Leadership
ACAPULCO, PERIOD 4: WEDNESDAY, 9:45 AM – 11:15 AM

Session Description
This workshop will focus on a model for building a curriculum. We will examine each step in the model and participants will have an opportunity to discuss how they would apply that step in their own organization and begin the process.

Learning Objectives
• Explain and apply the steps of the Developing Leadership Talent Model.

Building Back Trust in the Industry: Using Sales Effectiveness to Build a Positive Brand (ET)
Celeste Mosby and Bob Logue, Wilson Learning; Maureen McLaughlin, GfK; and David McNally, Trans-Form Corporation
TORONTO, PERIOD 4: WEDNESDAY, 9:45 AM – 11:15 AM

Session Description
To experience a quantum leap in sales effectiveness, training needs to focus on developing salespeople into better trust builders. Teaching salespeople how to be more distinctive, more relevant, and more consistent in the eyes of the customer -- the three characteristics that all strong brands share in common -- is the next frontier of sales training. The presenters will review research on what customers are saying they need and their present view of pharmaceutical companies and sales representatives. They will also address one of the most important questions in the industry right now: What training will your sales force need to succeed in the Medicare Part D environment? In addition, the facilitators will lead an interactive exercise, which will challenge participants to create a tool that will be used to support the integrated continuous learning activities for sales representatives’ role as trusted advisors.

Learning Objectives
• Evaluate the current industry challenges and customer needs, and examine new approaches to preparing sales representatives and managers to drive business in a Medicare Part D environment.
• Examine some of the key considerations needed in creating new methods of training that will help customers view sales representatives as trusted advisors.
• Develop strategies and tools to support integrated sales activities that will aid physicians and their practice.

Competency Models: Identify and Develop Top Talent (M/LD)
Diana Kramer, PhD, Kramer Consulting Solutions, Inc., and Sally Luaces, Ortho McNeil-Janssen Pharmaceutical Services
COLUMBUS HALL E&F, PERIOD 4: WEDNESDAY, 9:45 AM – 11:15 AM

Session Description
What differentiates exceptional performance? Competency models identify behavioral standards of optimum performance. Janssen-Ortho McNeil Pharmaceutical Services has defined the skills, knowledge, and behaviors required for outstanding performance for its training jobs. Some of the topics covered in this workshop include: developing job specific and functional competency models; identifying levels of performance indicators for each competency (acquiring, fully functional, expert); creating development plans using competency models; and using competencies for interviewing top performers. This session highlights examples of success as well as pitfalls to avoid.

Learning Objectives
• Gain experience in creating competency models to identify the behaviors, knowledge, and skills required for exceptional performance in a specific job or function.
• Analyze applications (training, interviewing, performance management, career planning, etc.) to ensure successful implementation of competencies at all levels.
• Develop a management development process that incorporates competencies as a measure of success.

Developing Effective Compliance Training for Pharmaceutical Sales Personnel (ET)
Beth Ann Stamer, Eli Lilly and Company, and Lucy Rose, Lucy Rose and Associates, LLC
COLUMBUS HALL G&H, PERIOD 4: WEDNESDAY, 9:45 AM – 11:15 AM

Session Description
In today’s environment, developing an effective compliance training program for your pharmaceutical representatives and sales management is an absolute requirement. But more than that, how do you assure that the compliance concepts are understood and applied by the learners and it’s not just a check-the-box exercise? In this session, we will discuss course options and teaching techniques to ensure that your training will be applied in real world situations where it really matters.

Learning Objectives
• Explain the current compliance environment for sales professionals.
• Recognize strategies for coordinating compliance training curriculum into sales training programs.
• Identify the considerations for designing effective sales compliance training.

From Trainer to District Manager (M/LD)
Chris Goins, Wyeth Pharmaceuticals; Mark Osborne, Schering-Plough Corp.; Mike Capaldi, Sanofi-Aventis; and David Purdy, Psychological Consultants, Inc.
PLAZA BALLROOM, PERIOD 4: WEDNESDAY, 9:45 AM – 11:15 AM

Session Description
The panel will discuss ways in which in-house trainers, who want to become district managers, can expand their professional and leadership skills within the context of their current job. From identifying the competencies needed for management success to developing new skills, the panel will focus on steps that trainers can take to accelerate their career growth.

Learning Objectives
• Compare and contrast the competencies required for success as a trainer versus a district manager.
• Determine strategies to better develop the leadership skills of trainers.
• Learn what other companies are doing to facilitate movement from trainer to manager.

Instructional Design: A Toolbox for the New Trainer (NT)
Tim Martin, Instructus (RJO Healthcare)
COLUMBUS HALL A&B, PERIOD 4: WEDNESDAY, 9:45 AM – 11:15 AM

Session Description
Instructional design (ID) has been described as both science and art. We often forget that in our world of pharmaceutical and biotech training, ID is above all else, a tool -- a tool to help us reach our business objectives through effective training. The goal of this workshop is to focus on ID as a business tool and to provide participants with ID-related resources they can apply to every-day problems they face as new trainers. The workshop design is interactive and informal, to encourage frank discussion and sharing of both problems and practices. Participants will leave the session with numerous ID tips, tricks, techniques, and templates that they can take home and use immediately.

Learning Objectives
• Ask five questions that will enhance the design of any training deliverable (and make you sound like a seasoned instructional designer in the process).
• Use appropriate ID-terminology and “lingo” when communicating to others about training, with an internal client or external vendor.
• Apply the tips, tricks, techniques, and templates acquired in this workshop to current and future projects.

Maximizing the Value of your Learning Management System (LMS) (D/VP)
Darrell Griffin, Whole Systems, and John Sjovall, Sankyo Pharma
COMISKEY, PERIOD 4: WEDNESDAY, 9:45 AM – 11:15 AM

Session Description
Implementing a learning management system (LMS) in your organization has the potential to improve the efficiency of your training delivery process, and to dramatically enhance the effectiveness of your training delivery. But, many LMS implementations fail to realize their full value because they focus only on the efficiency benefits such as course registration, test score reporting, learner tracking, version control, and electronic delivery.

Learning Objectives
• Set objectives for LMS use.
• Design and implement a process for converting your existing training to achieve your LMS objectives.
• Evaluate the effectiveness of your LMS implementation.

Measuring the Success of E-Learning Initiatives (ET)
Tom Gram, Klick Communications Inc.
COLUMBUS HALL I&J, PERIOD 4: WEDNESDAY, 9:45 AM – 11:15 AM

Session Description
The growth of e-learning in the pharmaceutical industry is raising questions about how to measure its impact and value. This session will provide guidance on what to measure, how to measure it, and tools available to make the job easier. It will present a model and tools that participants can use to evaluate their own e-learning initiatives. Participants will learn best practices for assessing participant satisfaction, learning effectiveness, on-the-job behavior change, and financial return on investment.

Learning Objectives
• Evaluate the success of e-learning initiatives using a multilevel approach.
• Apply tools for gathering e-learning metrics.
• Identify and prioritize e-learning programs to target for success measurement.

Motivating Learners and Managers to Ensure E-Learning Success (ET)
Lance Dublin, Dublin Consulting
REGENCY D, PERIOD 4: WEDNESDAY, 9:45 AM – 11:15 AM

Session Description
Making your e-learning a success requires more than just the right content, great design, and effective technology. In fact, all that is easy compared to engaging learners, motivating managers, and energizing your organization. By integrating proven techniques and approaches from change management and consumer marketing into an effective e-learning implementation strategy and plan, you can truly ensure your success. Come and learn from the co-author of the ASTD capstone book, “Implementing e-Learning,” what works and what doesn’t -- and why. And, find out how to become one of the stellar companies that truly maximizes its return on its e-learning investment.

Learning Objectives
• Analyze the critical motivation and engagment factors necessary to your e-learning to be successful.
• Apply proven change management techniques and consumer marketing methods to address learner enagement, manager motivation, and organizational support.
• Develop an integrated, systems-based approach to implementing your e-learning.

Write to the Top: Business Writing Best Practices (NT)
Diane Bailey-Boulet. Better Communications, and Melissa Klinkhamer, Sepracor
COLUMBUS HALL C&D, PERIOD 4: WEDNESDAY, 9:45 AM – 11:15 AM

Session Description
How effectively do you lead in writing? Increasingly, leadership is occurring on the screen through e-mail, not face-to-face. To develop your leadership skills you must refine your writing skills. The results of a groundbreaking 2004 survey of business leaders by the National Commission on Writing showed that writing skills are also key to recognition and promotion. This interactive overview of proven strategies will help you get the desired results from your daily business writing.

Learning Objectives
• Apply a reader-centered process to write quality documents.
• Show your customers you understand their needs -- with the “you” approach.
• Motivate and manage your team.

WEDNESDAY, MAY 24, PERIOD 5

The Career Is Dead. Long Live Career Development! (ET)
Stephen Parker, BlessingWhite, and Geri Farina, Sanofi-Aventis
REGENCY D, PERIOD 5: WEDNESDAY, 1:30 PM – 3 PM

Session Description
In an industry that has name plates changing on doors as frequently as employees changing their socks, the pharmaceutical and biotech industries are challenged with “career development.” Many employers can no longer provide structured career paths. They need flexibility to move quickly as business needs shift. Many employees are looking for meaningful, challenging, or interesting work -- not money or promotions. This presentation takes a fresh look at “career development” in the pharmaceutical and biotech industries and identifies opportunities to meet the needs of both employers and employees in the “no career” workplace.

Competency-Based Learning Maps (ET)
Richard Michaels, Great Circle Learning, and Lizette Pardo-Crespo, Schering-Plough
COLUMBUS HALL C&D, PERIOD 5: WEDNESDAY, 1:30 PM – 3 PM

Session Description
Competency-based learning maps are an invaluable jumping-off point for the development of global curriculums, career development systems, performance management systems, more effective training programs, and employee recruitment and retention tools. They communicate precisely what training and development activities are needed to ensure job performance to your company’s standards. In this session, you will learn how to analyze and link available courses to your company’s core competencies to create learning maps, as well as how to analyze gaps in course offerings and create a plan to close the gaps.

Learning Objectives
• Analyze and link your course offerings to your company’s core competencies.
• Identify gaps in course offerings and create a plan to close the gaps.
• Create competency-based learning maps.

Developing Reusable E-learning Content Using SCORM for Healthcare (ET)
Valerie Smothers, MedBiquitous
TORONTO, PERIOD 5: WEDNESDAY, 1:30 PM – 3 PM

Session Description
Many healthcare educators must develop e-learning content for their organization in a cost-effective, efficient manner. This workshop introduces participants to SCORM e-learning standards, explaining where they are best applied and the benefits of their use. It provides key information on how standards can facilitate content creation and reuse across the organization. Topics include what SCORM for healthcare is, why it’s important, when to use it, customizations for healthcare developed by MedBiquitous (a standards development organization for healthcare education technologies), and tools and processes for using SCORM for Healthcare. Participants will apply strategies for breaking content in learning objects.

Learning Objectives
• Analyze learning contexts and technical requirements of an e-learning project to determine the appropriateness of SCORM for Healthcare.
• Apply knowledge of SCORM tracking and delivery to determine appropriate granularity for SCOs based on instructional and assessment needs.

Developing Sales Leadership Training for the Shifting Role of District Managers (M/LD) (D/VP)
Garry O’Grady, Campbell Alliance
COLUMBUS HALL E&F, PERIOD 5: WEDNESDAY, 1:30 PM – 3 PM

Session Description
During the sales force “arms race” of the 1990s, more DMs were required to manage the swelling ranks of sales reps. Consequently, many reps were promoted into DM roles prematurely. On average, DMs are now less experienced and less tenured than ever before, yet the complexities of the field are demanding more adept coaches and mentors. Most DMs must now balance the role of being a coach to their teams with that of being a business manager who is expected to plan for and understand the trends and issues driving business in their local markets. Changes must be made to traditional DM training programs in order to ensure success.

Learning Objectives
• Identify trends and issues at the district level.
• Understand and plan for complex managed markets scenarios.
• Analyze performance within assigned territories, including those performing above and below standard.
• Prioritize and plan for allocation of resources.

Exploring Your Role in Succession Planning (M/LD) (D/VP)
David Berke, Center for Creative Leadership
COMISKEY, PERIOD 5: WEDNESDAY, 1:30 PM – 3 PM

Session Description
How can training work with HR for succession planning? And how can training play a stronger role in succession planning with field management? By attending this workshop, participants will gain valuable knowledge to help them address these issues.

Learning Objectives
• Identify the type of succession system operating in their business.
• Define the elements of their roles in relation to the succession system in their business.
• Identify methods for supporting succession processes in their departments and businesses.

Getting Projects Done FAST: Formulating Approaches to Shrinking Timelines (NT)
Rocky Leavelle and Greg Long, AcceleraRomar; and Chris Lorio, Sepracor
COLUMBUS HALL G&H, PERIOD 5: WEDNESDAY, 1:30 PM – 3 PM

Session Description
One of the growing demands in our industry is how to develop quality training projects within reduced timelines. Clients are demanding quicker development times, but don’t want to sacrifice creativity and interactivity. This combined with the need for legal and regulatory reviews presents a major challenge. By utilizing a series of development tools and templates, clients can develop instructionally sound and engaging training programs that can be done quickly and still meet their learning objectives.

Learning Objectives
• Understand what tools are available in the marketplace that will allow them to create winning programs on reduced timelines.
• Evaluating what internal resources are required to ensure a smooth approval process.
• Cost implications associated with meeting tight timelines.

Implementing a Validated Management Training Curriculum -- without Consultants! (M/LD) (D/VP)
Marie Mickey, The Avery Group, LLC
PLAZA BALLROOM, PERIOD 5: WEDNESDAY, 1:30 PM – 3 PM

Session Description
Field management training is the responsibility of the sales training department. When resources are scarce, it’s important to know the internal documents and external tools that can support a valid management training curriculum. This workshop is a “how-to-do-it” session with complete directions and references.

Learning Objectives
• Determine management curriculum segments and phases.
• Identify content “chunks” for each segment.
• Match internal documents with validated external resources to develop the curriculum.
• Implement an action plan for launching a management training curriculum.

Making the Most of Mentoring Initiatives (M/LD)
Jill Quist, Quist Solutions, and Robin Rodin, GlaxoSmithKline
ACAPULCO, PERIOD 5: WEDNESDAY, 1:30 PM – 3 PM

Session Description
Mentoring initiatives can be a powerful tool to help foster a learning environment, establish an effective development culture, and leverage institutional knowledge to accelerate the professional growth of your employees. In this interactive session, participants will learn the key components of an organizational mentoring initiative, common derailers to success, critical decisions that need to be made by the organization prior to implementation, competencies of mentors and protégés, and tips for measuring the effectiveness of the program.

Learning Objectives
• Develop a list of critical decisions that the organization needs to make prior to implementation of the mentoring initiative.
• Identify competencies for mentors and protégés who want to participate in the program.
• Implement effective measurement programs to determine program effectiveness.
• Design criteria for vendor RFPs and evaluate potential vendors’ responses, if using external consultants to help with the implementation.”

Surefire Strategies for Dealing with Difficult Participants (ET)
Roz Usheroff, The Usheroff Institute, Inc., and Ron Schanze, Pfizer, Inc.
COLUMBUS HALL K&L, PERIOD 5: WEDNESDAY, 1:30 PM – 3 PM

Session Description
Are you frustrated by unnecessary stress and aggravation caused by difficult participants? Your ability to interact assertively without coming across as pushy or aggressive is critical as a trainer. Learn how to strategically deal with hidden group dynamics with confidence and diplomacy. Discover how to focus on the positive aspects of challenging personalities. The presenters will address essential verbal and nonverbal factors that will help ensure a positive confrontation. Attendees will leave with tactics to neutralize situations that could negate their credibility and distract from their training program.

Learning Objectives
• Apply surefire tactics for dealing with challenging group dynamics.
• Project a personal leadership presence that is both commanding and respected.
• Assess what motivates and reinforces problem behavior.

Teaching Trainers about Learning Technologies (ET)
Harry Wittenberg, Genentech
COLUMBUS HALL I&J, PERIOD 5: WEDNESDAY, 1:30 PM – 3 PM

Session Description
If you want your trainers to approach their curriculum using a blended approach including technology as well as classroom programs, they need to be introduced to your technologies in a way that makes sense to them. One way of doing it is to build foundation training that gets their hands on the technology in the same way their students experience it.

Learning Objectives
• Apply a model for developing foundation training on learning technologies for trainers.
• Use a model for creating a decision table for trainers to use when selecting technology for their programs.

Wake Me When It’s Over: Keeping Generation Y Engaged in the Classroom (NT)
Kim Rowe and Stephen Oliver, Agentive Sales and Marketing Solutions; and Jack Addicks, ConvaTec, a Bristol-Myers Squibb company
COLUMBUS HALL A&B, PERIOD 5: WEDNESDAY, 1:30 PM – 3 PM

Session Description
Academic research is showing that traditional methods of corporate training are increasingly out of step with the emerging generations. Linear, lecture-based learning that is very effective with Baby Boomers may be perceived as an anachronism by younger workers who grew up with engaged group learning and critical thinking techniques that allowed them to be in control of their own learning processes. In this workshop, we will challenge the traditional approach to workshop design and look at some fun and creative techniques that engage younger employees in the classroom.

Learning Objectives
• Recognize the preferred learning styles of different generations of workers.
• Apply at least one new technique for engaging younger employees in the classroom.
• Reevaluate current workshop designs for applicability to the learning preferences of employees of different generations.

WEDNESDAY, MAY 24, PERIOD 6

Coaching with Confidence for Trainers (NT)
Rich Meiss, The Bob Pike Group, and Sammie Palmer, Noven Pharmaceuticals
COLUMBUS HALL C&D, PERIOD 6: WEDNESDAY, 3:30 PM – 5 PM

Session Description
This session will focus on three critical coaching roles -- the trainer as cheerleader, the trainer as confidant, and the trainer as corrector. Additional content covered will include the cost of not coaching, why coaching works, and how to define what “good” looks like.

Learning Objectives
• Assess the necessary coaching skill needed to advance the goal.
• Apply the appropriate coaching skill to the determined need.
• Evaluate the effectiveness of the coaching skill for ongoing accountability.

Evaluating Managed Care Training at your Company: A Panel Discussion (ET)
Jerry Clor, Sanofi-Aventis; Kathryn Santana Goldman, Genentech; and Gary Branning, Managed Markets Resources, Inc
Columbus I&J, PERIOD 6: WEDNESDAY, 9:45 AM – 11:15 AM

Session Description
Think that managed care training is old news? With the new influence of government, new dynamic benefit models, and ever increasing review of costs and cost containment, come and hear how two organizations are managing managed care training. You will be able to compare the emphasis on managed care within your organization and get a chance to discuss a number of different approaches to this ever changing environment. Also hear expert trend and overview analysis from the commercial environment as the impact of managed care moves to a more reimbursement focus.

Learning Objectives
• Assess at least three types of managed care training venues.
• Evaluate critical issues, like access and reimbursment against your own managed care training process.
• Examine a “needs-based”approach to managed care training based on product mix.

An Interactive Exploration of Canadian Training Issues (G)
Christie Sterns, Training Makes Cents; Marc Lalande, CCPE; David Solomon, Biovail; Juli Fyfe, Amgen Canada; and Sophie Brissette, Pfizer Canada
ACAPULCO, PERIOD 6: WEDNESDAY, 3:30 PM – 5 PM

Session Description
This highly interactive “crackerbarrel” discussion, lead by top Canadian trainers, will explore several challenges Canadian trainers face. You will get to share ideas and learn from your peers and you’ll walk away from the session with a new interactive technique, called a “crackerbarrel,” that you can build into your future training workshops.

Learning Objectives
• Develop a learning organization that supports lifelong learning.
• Measure the success and impact of training interventions and communicate this success across the organization.
• Use a blended learning approach to save time and money while addressing multiple learning styles.
• Implement follow-up to keep the learning alive once the representatives leave the classroom.

Making Assessment Centers a Learning Experience (M/LD)
David Davis, AcceleraRomar, and Lance Crowe, Sepracor
COLUMBUS HALL E&F, PERIOD 6: WEDNESDAY, 3:30 PM – 5 PM

Session Description
This workshop will explore how to build assessment centers that not only provide the organization with valuable competency-based feedback on a management candidate but also teach the candidate fundamental skills for those competencies. Adult learning principles will be integrated through the workshop. In addition, the session will discuss assessment center designs that facilitate the learning process for the candidate. This workshop will include a discussion on pre-assessment center activities, the actual design of the assessment, and post-assessment feedback and follow-up. The experiences at Sepracor will be used as an example.

Learning Objectives
• Have an understanding of how to build an assessment center that not only provides feedback but also teaches candidates new skills.
• Be able to apply adult learning principles to the assessment center process.
• Have a deeper understanding of how to create or manage the vendor who is creating the development of an assessment center.

Measuring Training Results: Truth vs. Fiction (ET)
Moderated by Marie Mickey, The Avery Group, LLC. Panelists include Kathy Smith, Wyeth; Abby Dionne, Novartis; and Denise Nourie, Genentech
PLAZA BALLROOM, PERIOD 6: WEDNESDAY, 3:30 PM – 5 PM

Session Description
We call it “measuring training,” “evaluating training,” “determining training ROI,” “validating investment in training,” etc. We know about Bloom and Kirkpatrick. We know about statistical modeling. And we still don’t have a consistent approach to measuring training results that our internal clients buy in to. This panel will offer current examples of how training is being measured in our real world of pharmaceutical sales training. Participants will actively participate as contributors and problem-solvers.

Learning Objectives

Moving from Good to Great: Creating an Organization of Best-in-Class Competitors (ET)
Fredric Marshall, Quantum Learning, Inc.
COLUMBUS HALL G&H, PERIOD 6: WEDNESDAY, 3:30 PM – 5 PM

Session Description
For the last 10 years, the presenter has been conducting field rides with salespeople in primary care, specialty, oncology, and hospital sales and has identified 10 key behaviors that best-in-class competitors consistently demonstrate. Attend this workshop to learn the results of this research and how you can apply it to developing a more powerful sales process, core curriculum, and POA events that deliver measurable results in both level 3 and level 4 Kirkpatrick evaluations.

Learning Objectives
• Examine the behavioral differences between average performers and best-in-class competitors in the pharmaceutical and biotech industries.
• Apply this insight to producing a more effective curriculum design.
• Explore the implications for developing a consistent selling model and process that is adaptive to the competitive dynamics and market needs of individual sales forces.

Positioning Sales Training as a Strategic Leader in Your Organization (D/VP)
George Schmidt, Campbell Alliance, and Tim Gerrits, Solvay Pharmaceuticals
COMISKEY, PERIOD 6: WEDNESDAY, 3:30 PM – 5 PM

Session Description
The sales training function is not always recognized as a strategic contributor at many pharmaceutical and biotech companies. Sales management typically takes an “act now” approach to working with sales training, forcing training managers to address ad hoc requests on a continuous basis. This mentality makes it difficult for sales training to be strategic and serve as true leaders in their organization. In a “perfect world,” sales training would play a larger, more strategic role in the overall sales organization. To do this, training managers must proactively anticipate the needs of the sales force and make strategic recommendations to senior management -- sometimes across multiple functions at their company -- in a manner that fills training gaps and communicates results throughout the process.

Learning Objectives
• Examine the strategic role their sales training department plays within their commercial organization.
• Identify, in a systematic and proactive manner, the training needs associated with the business and selling environment challenges faced by their sales force.
• Address the highest priority training gaps of their sales force.
• Communicate training results and impact to stakeholders throughout the organization.

Presenting -- Cultivate Your Facilitative Style (NT)
Marjorie Brody, Brody Communications Ltd.
COLUMBUS HALL A&B, PERIOD 6: WEDNESDAY, 3:30 PM – 5 PM

Session Description
Meetings should be a place of dynamic interchanges between the speaker and the group. Abandon the traditional one-way presentation of information. Presenters need to act as speakers and facilitators, giving and receiving information. This program examines the skills needed for both roles in a dynamic and potent meeting environment.

Learning Objectives
• Apply specific techniques to encourage discussion and questions.
• Avoid the six pitfalls that kill interaction and render speakers ineffective.
• Manage stage hogs and other challenging behavior.

Program Validation: A Closer Look at Assessment Strategies (ET)
Andy Gunning and Frank Penta, EdD, Education & Training Systems International (ETSI)
COLUMBUS HALL K&L, PERIOD 6: WEDNESDAY, 3:30 PM – 5 PM

Session Description
Companies typically have two expected outcomes from their training programs. One is that the company’s bottom line will benefit from its investment in training, commonly known as ROI, and the second is that the identified performance outcomes are being successfully achieved. This workshop will focus on the second of these expectations, the achievement of performance outcomes, because unless performance outcomes are achieved, a bottom line benefit should not be expected. We will focus on how to ensure that your assessment strategy measures the identified knowledge and performance outcomes of your training.

Learning Objectives
• Evaluate your current assessment strategy to see if performance outcomes are being properly measured.
• Develop a strategy to measure both knowledge and performance outcomes for your training.

Retaining Talent: Key Retention and Leadership Development Strategies (M/LD) (D/VP)
Kate Shubert, Ninth House, Inc., and Eric Otterbein, TAP Pharmaceuticals
TORONTO, PERIOD 6: WEDNESDAY, 3:30 PM – 5 PM

Session Description
The war is fierce for talented employees. And that is even more acute in the pharmaceutical and biotech industries. Whether in research and development, sales, or manufacturing, these individuals are critical to an organization, directly impacting a company’s performance. Losing these individuals can result in decreased productivity, customer loss, and even leadership vacuums for a company. By aligning a proven approach to retention with a leadership development program, biotech and pharmaceutical companies can create a culture of valuing and retaining talent within the company.

Learning Objectives
• Identify, retain, and develop key talent.
• Develop a leadership action plan designed to realize short-and long-term goals.
• Evaluate the success training programs with increased employee satisfaction and commitment.

THURSDAY, MAY 25, PERIOD 7

The Art of Facilitation (NT)
Cindy Pautzke, Participant Centered Results, LLC
ACAPULCO, PERIOD 7: THURSDAY, 10 AM – 11:30 AM

Session Description
Facilitate the highest quality outcomes by integrating adult learning theory, how the brain learns, and a participant-centered approach with a results-orientation derived from management systems like Lean, Six Sigma, TQM, and COPC. Experience and debrief how to enhance learning with openers and closers and how to orchestrate multiple sub-groups simultaneously with polished, professional instructions. Evaluate your current mastery of facilitation and understand core components of effective facilitation techniques. Develop your continuous learning action plan for maximum results, supported by a self-checklist of best practices before, during, and after events.

Learning Objectives
• Apply a participant-centered approach to facilitation, including visuals and graphic support, to speed buy-in and drive harder, faster, better learning.
• Facilitate large group processes comfortably and get results.
• Examine a holistic process discipline applied to any intervention, moving from contact/entry, needs assessment, and deployment management, through results delivery and post-evaluation.

Coaching with Emotional Intelligence (M/LD)
Scott Livingston, IntegratEI
PLAZA BALLROOM, PERIOD 7: THURSDAY, 10 AM – 11:30 AM

Session Description
Emotional intelligence (EI) is the capacity for effectively recognizing and managing our own emotions and the emotions of others. Emotions have the potential to get in the way of our most important business relationships, negatively impacting performance. A critical level of EI is the number one reason successful leaders, managers, and salespeople outperform the average. By learning and using the EI competencies, coaches can help individuals and teams improve performance.

Learning Objectives
• Examine EI and its professional value.
• Integrate EI competencies with coaching competencies for improved coaching skill.

Creating Professionalism and Credibility in the Training Room (NT)
Susan Fiala, ProComm Ltd., and Greg Adamson, Hospira Worldwide
COLUMBUS HALL A&B, PERIOD 7: THURSDAY, 10 AM – 11:30 AM

Session Description
This workshop identifies the specific behaviors trainers have control of in establishing a professional and credible training room. We will look at the behavioral skills that create a professional image, establishing trainer credibility, and clarity/conciseness of the training material. The workshop will give the trainer the top 10 tips in gaining instant credibility. We will also look at the five biggest mistakes (confusing training material, poor directions, etc.) trainers make that undermine their stature during training sessions. Trainers will go back to their classrooms with fresh ideas and self awareness on what they need to do to establish credibility and professionalism in their classrooms.

Learning Objectives
• Apply best practices to establish credibility and professionalism in the classroom.
• Evaluate your current “pre-training” process.
• Develop your delivery skills to provide more professional training sessions.

Creating a Sales Training Assessment Strategy (D/VP)
Steve Wells, Wyeth LPG, and Steven Just, Pedagogue Solutions
TORONTO, PERIOD 7: THURSDAY, 10 AM – 11:30 AM

Session Description
Sales training departments are increasingly employing assessments to test their employees and measure the effectiveness of their training programs. Although many companies have gotten better at the “mechanics” of creating and delivering tests, very few have developed a true strategic approach to the use of assessments. All too often, assessments are administered on an ad hoc basis, data is not systematically collected and analyzed, and sales representatives are not clear about the consequences of failure. This workshop will present an approach to creating a strategy for assessment management, covering (1) creating an overall assessment strategy (2) defining roles and responsibilities within sales training (3) setting passing scores (4) establishing clear consequences for failure (5) deciding how often to test (6) deciding whom to test.

Learning Objectives
• Define the different types of assessments.
• State how often you should give each type of test.
• Identify the roles and responsibilities of sales training and vendor personnel.
• Establish a strategic plan for sales training assessments.

Get Inside the Box: Align Yourself with Leadership (ET)
Jeff Garelik, Brody Communications Ltd.
COLUMBUS HALL G&H, PERIOD 7: THURSDAY, 10 AM – 11:30 AM

Session Description
Tired of being on the fringes of your organization? At a loss for ways to convince business leaders that your skills are good for more than just filling a quarterly training calendar? You may be surprised to learn that when it comes to proving your value and making an impact, most trainers are their own worst enemy. Make sure your training position is seen as more than a career pit stop. Discover strategies that will raise your profile, and take actions that will advance your career -- placing you squarely with the insiders.

Learning Objectives
• Define the biases that most business leaders have concerning training.
• Describe the 10 critical steps for building your business acumen.
• Identify the key skills you need to develop in order to become invaluable to the most senior business leaders.

Mission Critical: Ensuring Successful Completion of Corporate Learning Programs (ET)
Michelle Reece O’Connor, CMR Institute; Barbara Lockee, Virginia Tech; and Suzanne Rinker, Wyeth
COMISKEY, PERIOD 7: THURSDAY, 10 AM – 11:30 AM

Session Description
The non-completion of self-directed training programs has posed challenges for pharmaceutical companies, as well as other industries in the corporate sector. Implications range from a decreased ROI for training programs due to limited employee participation, as well as lost opportunity to acquire critical skills and knowledge. Learners can face a variety of roadblocks that can postpone and even prevent engagement in essential learning experiences. A case study and insights from a panel of training experts from within and outside of the pharmaceutical industry will help demonstrate how others have successfully addressed this important issue.

Learning Objectives
• Determine specific barriers that learners face in the completion of distance learning programs.
• Apply three principles of motivational research to create proactive solutions for training completion.
• Develop strategies to facilitate effective completion of distance learning programs.

Podcasts for Sales Training: How iPods Facilitate Mobile Learning (ET)
Koreen Olbrish and Andy Howe, AXIOM Professional Health Learning
COLUMBUS HALL C&D, PERIOD 7: THURSDAY, 10 AM – 11:30 AM

Session Description
Some innovative pharmaceutical companies are beginning to use iPods to communicate and train their sales force. In this dynamic workshop, participants will learn about both audio and video podcasts. Real-world cases will be used to illustrate the advantages and disadvantages of podcasting, what technical and design considerations to keep in mind, and how iPods can be used to support a variety of training goals.

Learning Objectives
• List the benefits and drawbacks of using iPods as a training platform.
• Describe how audio and video programs are created for iPods.
• Define the term “podcasting” and describe how files are distributed.
• List several technical and design challenges of iPod programs and how to overcome them.
• List several applications of iPod programs for sales representatives.