Lessons from Learning Leaders

A Note from the Host: Please accept my sincere apology for the audio quality on my end of this recording. Despite buying new equipment to improve the audio quality, I made a rookie mistake. I didn't look at my own audio levels before recording and didn't notice my four-year-old maxed out the volume on my mixer. Despite my best efforts to fix it in post-production, my audio is unfortunately quite distorted. Justin Hunsaker's audio is perfect, and that is where the real value lies. I ask you to forgive my technical error and embrace the fantastic communication insights Justin shares. The lesson he delivers on clarity and audience focus is one I clearly need to re-learn!The Expert Trap: How Your Knowledge Can Sabotage Your TrainingHow do you go from being a software engineer to an executive communication coach? For Justin Hunsaker, it was realizing that the through-line of all success is communication.Justin, the author of Presentation Pitfalls, joins us to discuss his upcoming presentation at the Training Conference and Expo: “The expert trap: how knowing too much can sabotage your training and presentations”.The “expert trap” is defined as when presenters focus on their expertise rather than what their audience needs to learn, resulting in a message that never completely gets conveyed. Justin emphasizes that in communication, your audience comes first.Spock vs. Kirk: The Emotional vs. Logical VoiceJustin suggests everyone has two voices in their head: the Mr. Spock (logical, sequential, data-oriented) and the Captain Kirk (emotional, storytelling). The expert trap is relying solely on Mr. Spock.To avoid this, Justin recommends:* Start with a story to get emotional engagement (Captain Kirk).* Introduce facts and logic (Mr. Spock) to provide credibility and confidence that you've done the expertise work.* End with the story.This approach works because people buy with emotion and justify with logic. Storytelling is much more primal to the human experience than a sequence of facts, making information stickier.The Signal to Noise Ratio: Cutting the FatExperts often feel everything they know is important and needs to be included, but this creates noise that distracts the audience from the three most important facts they should remember.Justin and his partner's four-part presentation framework includes Reduce Noise. If an expert can't explain when a piece of information will be valuable to the learner, it becomes noise that should be put in a handout or an appendix. He advises using the military's BLUF (Bottom Line Up Front) framework to flip a history-lesson approach upside down and lead with the most important answer.Tools for the Modern CommunicatorJustin is excited about how AI (Large Language Models) can help experts communicate better. He suggests asking a large language model to generate 10 analogies for a complex topic, allowing the expert to quickly select the most resonant one for their audience.The Platinum Rule of PresentationsJustin teaches that presentation design is a function of your audience, your purpose, and your setting—the presenter is not included. This reinforces the number one rule of training: It's not about you.The 3F Framework for Instant PresenceAs a final tip, Justin shares the 3F Framework for leveling up your communication in just three minutes before any important conversation:* Facts: Write down the three facts you want your audience to remember.* Feelings: Write down the feelings you and your audience have going into the conversation.* Follow-ups: Write down what you promise to do after the conversation, and what you want your audience to promise to do.Key Takeaways* Audience First: The expert trap is focusing on what you know instead of what the audience needs to learn. The design of your training should focus on the audience, purpose, and setting—not the presenter.* Embrace Emotion: People make decisions based on emotion and justify them with logic. Start with a story (emotion/Captain Kirk) before providing data (logic/Mr. Spock).* Reduce Noise: Cut extraneous information that is only a “history lesson” of your journey. Use the BLUF (Bottom Line Up Front) approach to prioritize the most important answer.* The 3F Level Up: Spend three minutes before any meeting writing down the three desired Facts, the related Feelings, and the planned Follow-ups to increase your leadership presence.Justin Hunsaker's Book and Contact:* Book: Presentation Pitfalls* Contact: Find Justin on LinkedIn (he's the one with the book in the background!). Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

What if the most annoying part of a long hike—a pebble in your shoe—was actually your greatest asset as a trainer?On this episode of Lessons from Learning Leaders, we welcome Jeff Weaver—director of training at J.J. Taylor Companies for 15 years and now founder of A Pebble in Your Shoe Consulting. Jeff is sharing his philosophy (and presentation title) that challenges how we think about behavior change and learning.Jeff's journey started at Polk County schools and took him through Disney and Target, experiences that shaped his unique approach to L&D. He argues that to get people to change their behavior, you need a catalyst for change—something that can't be ignored. That, he explains, is the gift of the pebble.Tune in to discover:* The Power of Pleasant Uncomfortableness: How to intentionally design moments that force learners to stop and fix a problem.* The Disney First Impression: Jeff shares a brilliant training technique he learned at Disney that uses a seemingly unprepared start to create a lasting, emotional lesson on preparation.* Marketing Your Learning: Why L&D professionals should think of training like product marketers, using branding and jingles to create cultural touchstones that stick.* The CEO Question: Are you worried about being “too silly” in front of executives? Jeff has a perfect answer for why you should facilitate for fun and effectiveness, no matter who's in the room.Don't miss Jeff's session, “The gift of the pebble in your shoe,” at the 2026 Training Conference and Expo, where he'll also be running the Podcasting Lab.Key Takeaways* Pebble = Catalyst: A “pebble in your shoe” is a metaphor for a necessary, uncomfortable catalyst that forces behavior change.* Emotion Drives Memory: Memorable training is often emotional and action-oriented, hitting a place beyond just logic.* Branding Works: Use advertising and marketing techniques—like jingles and catchphrases—to make core concepts un-ignorable cultural touchstones that stick long after training ends.* Challenge Traditional L&D: Broaden your view of training beyond traditional adult learning theories to incorporate the powerful tools of entertainment and marketing.Jeff Weaver's Consulting:* A Pebble in Your Shoe Consulting Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

Join us on the latest episode of the Lessons from Learning Leaders podcast as we welcome back the master facilitator himself, Sardek Love! Sardek, author of Presentation Essentials and Speak for a Living, sits down to discuss the fascinating intersection of neuroscience and effective training.Sardek is presenting a standalone session at the Training Magazine conference and expo called “The science of designing ridiculously engaging learning experiences,” which is also known as “The science of engagement”. His recent focus has pivoted to looking at the neuroscience and psychology behind the things trainers do, noting that while many training techniques have roots in these fields, most trainers are unaware of it. He highlights that many techniques taught by Bob Pike, which he and the host use, are backed by deep data from a neuroscience perspective.In this conversation, Sardek dives deep into techniques that leverage brain science for better engagement and learning:* The Engagement Loop: Sardek's framework, created based on neuroscience, has three phases:* Grab people's attention by doing something novel.* Create connection or allow participants to connect with each other, building trust. The neuroscience suggests allowing participants to connect with each other first before moving to large group discussion.* Create interaction, which is essentially experiential learning or training activities.* Overcoming Silence with Escalating Mutual Disclosure: Sardek discusses how most trainers are met with “bone crushing, mind numbing silence” when they ask a question because participants are cautious and fearful of being judged. The solution, a neuroscience technique called escalating mutual disclosure , involves repeatedly asking questions and having participants respond at the table group level (pair shares, triads, quads) in the beginning of a course. The questions should gradually increase the amount of vulnerability demonstrated.* The Benjamin Franklin Effect: Sardek explains that when participants share their tips or “edify each other” at the table group level, it creates the Benjamin Franklin effect. This means doing a favor for someone actually makes a person neurologically like the recipient, reducing cognitive dissonance and automatically building trust.* The Peak-End Theory in Experiential Learning: Sardek uses Daniel Kahneman's peak-end theory to design impactful experiential activities. People judge an experience based on the most intense moment and the very end of that experience. Sardek's approach involves agitating a known problem, putting people into an experiential activity that simulates the problem and its emotions, and then providing the solution at the end. He uses his “taste of change” activity with Warheads candy as an example, where the intense sourness represents the fear and resistance of change, and the eventual sweetness represents the metaphor for change.He also touches on the fact that current instructional design principles may be outdated, and as we learn more about the brain and how habits are changing (especially after the pandemic), refinement of adult learning principles will be necessary. He suggests focusing on the three most relevant of Gagne's nine events of instruction rather than covering all nine in live instruction.Key Takeaways* Neuroscience is the foundation for effective engagement: Many successful training techniques are rooted in brain science, even if the trainer is unaware of it.* Build trust before large group discussion: Start with activities that allow participants to connect and build trust in small groups (pair shares, triads) to overcome the fear of being judged and the resulting “mind numbing silence”.* Use Escalating Mutual Disclosure: Gradually increase the vulnerability of questions asked in small groups to build trust and connection.* Leverage the Peak-End Theory in Design: Make the experiential learning's most intense moment and its conclusion memorable to shape how people judge the entire experience. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

In this conversation, Duane Lester interviews Lenn Millbower, who shares his extensive background in entertainment and training, particularly at Disney. They discuss the importance of blending emotion and logic in training, innovative techniques used at Disney, and the principles of engaging learning environments. Millbower emphasizes the significance of storytelling, humor, and professionalism in training, while also introducing his LearnerTainment principles that enhance the learning experience.You can buy Lenn's new book The Santa System: Ten Leader Lessons from the North Pole here.Key Takeaways* Emotion and logic must be balanced in training.* Engaging training requires innovative techniques.* Storytelling is crucial for connecting with learners.* The environment should be controlled to enhance learning.* Humor can create a positive atmosphere in training.* Professionalism in delivery leads to better outcomes.* Training should focus on what's in it for the learners.* Using props and visuals aids retention.* Creating a magical learning experience is essential.* Rudolph's story illustrates the importance of creativity in training. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

What happens when you realize great training isn't enough?That's the question Jess Almlie faced when she left the corporate world to build her own business and began discovering the limits of traditional learning and development. In this conversation, she shares the highs and lows of being self-employed, the lessons behind her new book L&D Order Taker No More, and why too many trainers set themselves up for failure by treating every problem as a “training problem.”Jess explains how she learned the hard way that even the best-designed programs can fall flat if they're not addressing the real issue. Misaligned systems, unclear expectations, or poor management habits can't be fixed by a course or a workshop. Her solution: stop acting like helpers and start showing up as strategic partners. That means slowing down, asking sharper questions, and resisting the urge to plug in training as the default answer.We also talk about the process of writing a book—how years of blogging, experimenting, and testing ideas gradually turned into a practical handbook that every learning leader wishes they had when moving from order taker to business partner. Jess pulls back the curtain on how she made that transition and what it takes to create lasting impact inside organizations.If you've ever wondered how to stop spinning out content that doesn't move the needle—or if you've thought about writing your own book—this episode will resonate. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

In this conversation, LaNiqua McCloud shares her journey as a mother of a gifted child and her evolution into an advocate for parents navigating the challenges of the education system. She discusses the importance of empowerment, the process of writing her book ‘Birth of an Advocate', and the lessons learned through her experiences in training and education. LaNiqua emphasizes the need for individualized approaches in both parenting and training, and she expresses her desire to coach other parents in their advocacy journeys.Get a copy of LaNiqua's book, “Birth of an Advocate” here. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

Organizations are built on trust, and trust is built on communication and mutual understanding.It's not enough to know your own strengths, work style, and values. Leaders must also learn the strengths, work styles, and values of the people they depend on. Performance depends on it.Trust grows when we build on each other's strengths, respect each other's ways of working, and share what others can count on from us. Clarity creates trust, and trust creates results.Here's your challenge: Make a list of the people who depend on you, and those you depend on. Write down what each person needs from you, and what you need from them. Then share it.Listen to the full episode here: []How do you build trust in your work relationships?Lead with purpose. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

When tragedy strikes a nation, the role of a leader comes into sharp focus. People don't just look for direction. They look for clarity, values, and a sense of contribution.Clarity matters because uncertainty breeds fear. Leaders must speak truthfully about what is known, what is not, and what matters most in the moment.Values matter because culture is tested in crisis. If you've said compassion, respect, or dignity are central, this is the time to show them in action.Contribution matters because people want to help. Effective leaders channel grief and anxiety into meaningful action, whether that means serving the community, supporting one another, or simply keeping the mission moving with care.Tragedy will come. The question for every leader is: Will you be ready to provide clarity, model values, and offer contribution when your people need it most?Lead with purpose. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

A paycheck isn't enough.Every leader develops people. The question is—are you helping them grow, or holding them back?Too often, leaders focus on fixing weaknesses. It feels helpful, but it drains energy and rarely creates lasting progress. The truth is simple: people grow faster when they build on what they already do best. And when their values align with the organization's mission, performance and fulfillment reinforce each other.Here's how you can recalibrate: look at your calendar. Highlight the tasks that actually use your best strengths—and circle the ones that don't. Then decide: what can you delegate, what can you drop, and where should you double down?This week's challenge: have one strengths-focused conversation with someone on your team. Ask, “What do you do best—and how can we raise the bar there?” You'll be surprised at how energizing that simple shift can be.How are you helping your people grow by focusing on their strengths? I'd love to hear your thoughts.Let's keep learning together—and let's lead with purpose. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

Every leader develops people. The only question is—are you helping them grow, or stunting them?Too many leaders make the mistake of trying to “fix” weaknesses. But weaknesses rarely become strengths. Focusing there drains energy without creating real growth.The best leaders flip the script. They build on strengths, challenge people to stretch further, and set expectations that make growth inevitable.Here's my challenge for you: This week, sit down with one person on your team and ask, “What do you do best—and how can we raise the bar there?”That one conversation can shift someone's career—and your team's results.What strengths will you develop on your team this week? Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

Are you measuring success by how much you do — or by the impact you actually create?In today's episode, I share why the most effective leaders stop asking, “What do I get?” and start asking, “What can I contribute?” This simple shift changes everything. It moves you from busyness to true impact and forces you to connect your work to the bigger mission of your organization.Here's my challenge for you: Pick one project this week and ask yourself, “If I nail this, how does it contribute to the bigger mission?” If you can't answer clearly, it may be time to rethink the project — or your approach.Listen in, then let me know: What project are you working on right now that makes the biggest contribution? Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

SummaryIn this conversation, Joni Goodman shares her journey from being a biochemist to becoming a master trainer and entrepreneur. She discusses the importance of self-awareness in leadership, the significance of creating safe spaces for vulnerability, and her experiences in coaching, particularly for women in STEM. Joni emphasizes the continuous nature of personal and professional growth and introduces her upcoming book that aims to support individuals in their development journey.Takeaways* Joni transitioned from biochemistry to training and development.* Self-awareness is crucial for effective leadership.* Creating safe spaces fosters vulnerability and growth.* Continuous growth is a lifelong journey.* Joni's coaching focuses on women in STEM.* Discomfort is essential for personal development.* Assessments can enhance self-awareness.* Building trust is key in leadership.* Joni's upcoming book will provide practical insights.* Community support is vital for personal growth.Joni's LinksWebsite: https://www.jdgadvisors.com/Encounter You: https://www.encounteryou.org/LinkedIn: https://www.linkedin.com/in/jonidgoodman/Facebook: https://www.facebook.com/jdgadvisorsInstagram: https://www.instagram.com/jonidgoodman/?igsh=NHAyZjlvNnlocTZv&utm_source=qr#YouTube: https://www.youtube.com/channel/UCqEymnYdumpHbOk1de2QOOwLinktree: https://linktr.ee/jonidgoodman Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

SummaryCassie Leishman, a learning and development manager, shares her approach to creating engaging and interactive training sessions. She emphasizes the importance of incorporating fun and gamification into adult learning, using activities like escape rooms and scavenger hunts. Cassie also discusses the challenges of transitioning from teaching children to training adults and the need to make training efficient and relevant. She highlights the value of focusing on the participants and their needs, building relationships, and being flexible in delivering training. Overall, Cassie's approach aims to make compliance training enjoyable and effective.Takeaways* Incorporating fun and gamification into adult learning can make training more engaging and effective.* Transitioning from teaching children to training adults requires adapting teaching methods and considering the time constraints of adult learners.* Making training efficient and relevant is crucial for adult learners who have limited time and specific job responsibilities.* Focusing on the participants, building relationships, and being flexible in delivering training are key to successful learning experiences. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

SummaryIn this conversation, Duane Lester interviews Carmen Simon, a cognitive neuroscientist specializing in memory. They discuss the importance of memory in business and learning, and how memory is not just about remembering the past, but also about remembering the future. They explore the concept of prospective memory and how it relates to decision-making in business. Carmen shares practical guidelines for improving memory, including the use of repetition, visual elements, and creating associations. They also discuss the limitations of working memory and the need to balance abstract and concrete information. Overall, the conversation emphasizes the importance of controlling the 10% of information that people remember.Takeaways* Memory is not just about remembering the past, but also about remembering the future.* Prospective memory, or remembering intentions set for the future, is crucial in business and decision-making.* Repetition is key to improving memory and ensuring that important information is remembered.* Visual elements and associations can enhance memory retention.* Working memory has limitations, so it's important to be mindful of the amount of information presented at once.* Balancing abstract and concrete information can help improve memory recall.* Controlling the 10% of information that people remember is crucial in business and learning. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

SummaryIn this conversation, Duane Lester interviews Joe Urbanski about transforming training culture and creating a learning culture. They discuss the importance of making training a want to, not a have to, and how to create a culture that supports learning and growth. Joe shares his personal journey and emphasizes the importance of having fun in all aspects of life. They also explore the challenges of changing a resistant culture and the need to let go of people who are not willing to grow. Joe provides insights on creating a safe and brave space for open and honest conversations, and the role of facilitators in making learning easy and engaging.Takeaways* Transforming training culture involves making training a want to, not a have to.* Creating a learning culture requires aligning the organizational culture with the training culture.* Changing a resistant culture requires having tough conversations and being willing to let go of people who are not willing to grow.* Creating a safe and brave space is essential for open and honest conversations.* Facilitators should focus on making learning easy and engaging, and allow participants to contribute their knowledge and experiences.* Taking 100% responsibility as a leader is crucial for driving change and creating a positive culture.Follow Joe on LinkedIn. He's always sharing powerful and insightful content.And check out Total Solutions Group (TSG), where Joe is the COO. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

SummaryJess Almlie, M.S., a learning and development consultant, discusses the importance of measurement in the L&D field. She highlights the trend of L&D professionals viewing measurement as a burden and explains why this mindset is flawed. Jess emphasizes the need for L&D to shift their thinking and approach measurement from a strategic perspective. She suggests focusing on three types of measures: activity measures, effectiveness measures, and outcome measures. Jess also talks about her podcast and newsletter, L&D Must Change, which aims to shift the L&D industry's mindset.Takeaways* Measurement is essential in the learning and development field to demonstrate the value and impact of L&D initiatives.* L&D professionals should shift their mindset and view measurement as a strategic tool for making informed business decisions.* Measurement should focus on three types of measures: activity measures, effectiveness measures, and outcome measures.* L&D professionals should align their measurement efforts with the strategic initiatives of the business.* Jess Almlie hosts the L&D Must Change podcast and newsletter, which aim to shift the mindset of the L&D industry.Follow Jess on LinkedIn.Subscribe to her newsletter and her podcast! Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

SummaryDeb Arnold, a marketing communications expert, discusses the importance of winning awards, speaking at conferences, and publishing thought leadership in order to achieve recognition in your field. She explains how these three elements can be interconnected but are not necessarily dependent on each other. Deb shares her experience of helping companies win learning awards and highlights the benefits of winning, including corporate and employer brand building, team credibility, and individual career advancement. She also provides insights on how to choose the right award to apply for and emphasizes the value of the award application process in improving training programs.Takeaways* Winning awards, speaking at conferences, and publishing thought leadership are key elements in achieving recognition in your field.* These three elements can be interconnected but are not necessarily dependent on each other.* Winning awards can benefit the corporate brand, employer brand, team credibility, and individual career advancement.* Choosing the right award to apply for involves considering your strengths, the company you keep, your image, leadership priorities, and how you can leverage the win.* The award application process can lead to the improvement of training programs and provide valuable insights and learning opportunities.Deb's website Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

SummaryTony Sanders shares his journey from being a salesperson to starting his own training company. He emphasizes the importance of mindset and overcoming mental blocks when considering entrepreneurship. Tony also discusses the value of focusing on the needs of the people you're training and the importance of selling ideas and concepts. He shares his experience of building training processes and the impact it had on revenue. Tony encourages others to take the leap and start their own businesses, reminding them that failure is a valuable learning opportunity. He also offers a free video training for those interested in starting a training company.Takeaways* Overcoming mental blocks and having the right mindset is crucial when considering entrepreneurship.* Focusing on the needs of the people you're training and selling ideas and concepts are key in the training industry.* Building effective training processes can have a significant impact on revenue.* Failure is a valuable learning opportunity in business.* Tony Sanders offers a free video training for those interested in starting a training company. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

SummaryIn this insightful episode of "Lessons from Learning Leaders," host Duane Lester sits down with seasoned talent development innovator Jonathan Halls to explore the evolving world of training and development. Jonathan shares his extensive experience and innovative approaches to creating impactful training videos using modern technologies. He discusses the transition from traditional training methodologies to dynamic, cognitive-based learning that harnesses the power of digital media. The episode delves deep into the strategies for producing professional-quality training videos with just a smartphone, emphasizing the importance of planning, scripting, and adapting to the visual learning modalities that keep learners engaged.Takeaways* The Shift in Training Paradigms: Training has moved from classroom settings to flexible, digital formats that focus on enhancing job performance across various industries.* Essentials of Effective Video Training: Jonathan underscores the significance of planning and structuring content before production to ensure videos are educational and engaging.* Practical Tips for Using Smartphones: Detailed advice on using smartphones for creating high-quality training content, highlighting the unnecessary nature of high-end professional cameras for effective learning videos.* Cognitive Psychology in Learning: An exploration of how understanding cognitive psychology enhances the learning experience, making training more relevant and retention-focused.* Upcoming Trends in Talent Development: Insights into the latest trends and future directions in talent development, with a particular focus on adapting to technological advances and organizational needs.This episode is a must-listen for anyone involved in education, training, or looking to enhance their instructional techniques using modern technology.And while you're at it, buy Jonathan's NEW BOOK. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

SummaryIn this conversation, Duane Lester interviews Kassy LaBorie, a virtual training expert, on how to make online learning engaging and meaningful. They discuss the importance of focusing on the participants and creating a sense of belonging and safety. Kassy emphasizes the need to personalize the training experience and make it about the learners, not just the content. She suggests engaging participants every three to five minutes and using various interactive features to keep them involved. Kassy also highlights the value of assuming grace and giving participants agency in their learning journey. She invites listeners to join her virtual training community, the Virtual Training Hero Hangout, to further explore and discuss virtual training strategies.Takeaways* Focus on the participants and make the training about them, not just the content.* Create a sense of belonging and safety by personalizing the training experience and making participants feel seen and heard.* Engage participants every three to five minutes to maintain their interest and involvement.* Assume grace and give participants agency in their learning journey.* Join virtual training communities, like the Virtual Training Hero Hangout, to further explore and discuss virtual training strategies.Click HERE to visit Kassy's Website.And buy both of Kassy's books —> Interact and Engage and Producing Virtual Training, Meetings, and Webinars: Master the Technology to Engage Participants Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

SummaryDr. Jim Kirkpatrick, the son of Don Kirkpatrick, the father of evaluation in the training industry, discusses the importance of evaluating training programs. He explains the four levels of the Kirkpatrick Model: reaction, learning, behavior, and results. Kirkpatrick emphasizes the significance of level three (behavior) and level four (results) evaluations, which focus on applying the learning and measuring the impact on performance. He also highlights the evolution of the Kirkpatrick Model and the need for strong relationships with program sponsors, senior leaders, and managers to ensure successful evaluation. Kirkpatrick encourages organizations to start with a pilot program and build genuine relationships to improve training effectiveness.Takeaways* The Kirkpatrick Model consists of four levels: reaction, learning, behavior, and results.* Level three (behavior) and level four (results) evaluations are crucial for measuring the impact of training on performance.* Building strong relationships with program sponsors, senior leaders, and managers is essential for successful evaluation.* Starting with a pilot program and focusing on genuine relationships can improve training effectiveness.Visit Kirkpatrick Partners to learn more. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

SummaryHarvey Singh discusses the concept of generative AI and its growing popularity. Generative AI refers to the ability of AI systems to not only answer questions but also generate creative content, such as essays, images, music, and code. This technology has vast potential in various fields, including e-learning and content generation. Singh explains the importance of prompts in guiding generative AI systems and highlights the integration of generative AI into learning management systems. He emphasizes the need to view AI as an opportunity for creativity and problem-solving rather than a threat.Takeaways* Generative AI refers to AI systems that can generate creative content, such as essays, images, music, and code.* Generative AI is popular because it offers endless possibilities for content generation and can save time and effort in various tasks.* Prompts are essential in guiding generative AI systems and ensuring accurate and relevant output.* Generative AI can be integrated into learning management systems to enhance content generation, create conversational interfaces, and personalize learning experiences.* The future of generative AI holds exciting possibilities, including the potential for AGI (Artificial General Intelligence) and the automation of complex tasks.LinksWhat is Generative AI and Why is it so Popular?Instancy.com Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

SummaryIn this conversation, Duane Lester and Caleb Stokes discuss the importance of rehearsal and deliberate inflection in public speaking and training. Caleb shares his experience transitioning from acting to training and emphasizes the significance of connecting with the audience through stories and sharing your why. They also discuss the power of cues in building relationships and the role of stories in training. Caleb provides practical tips and insights for becoming a better public speaker and trainer.Takeaways* Rehearsal is key to delivering a confident and engaging presentation.* Deliberate inflection in speech can help convey passion and engage the audience.* Sharing personal stories and connecting with the audience on a relatable level is essential in training.* Understanding and communicating your why or super objective can build trust and create a more meaningful connection with the audience.LinksCaleb's Podcast - The Grassroots ChroniclesBook Mentioned —→ The Pin Drop Principle Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

SummaryIn this conversation, Duane Lester and Thomas Bingham discuss the power of storytelling in education, training, and advocacy. They highlight the importance of connecting learning to personal relevance and the emotional impact of stories. They also explore the role of storytelling in capturing attention, engaging participants, and driving performance improvement. Thomas shares examples of using stories to advocate for policy change and emphasizes the need for a realistic pathway to achieve goals. The conversation concludes with a reminder that storytelling is an ongoing process that requires continual improvement.Takeaways* Storytelling is a powerful tool in education, training, and advocacy as it helps capture attention, engage participants, and drive performance improvement.* Connecting learning to personal relevance is crucial in motivating learners and ensuring their active participation.* Stories have an emotional impact and can influence decision-making, as people tend to buy with emotion and justify with logic.* Starting training with stories and sharing personal narratives can create a sense of unease and a vision of a better state, motivating learners to strive for improvement.* Continual improvement in storytelling is necessary to effectively communicate messages and connect with the audience.Chapters00:00 Introduction01:00 Weather and Travel01:50 Background and Passion for Advocating Freedom03:16 The Power of Storytelling in Education04:54 The Importance of Connecting Learning to Personal Relevance06:28 The Role of Storytelling in Training and Performance Improvement08:47 The Engaging Power of Stories09:44 The Emotional Impact of Stories10:41 The Fear of Missing Out and Emotional Buying11:04 Using Personal Narratives to Capture Attention12:43 The Shortest Distance Between Two People is a Story13:43 Creating a Sense of Unease and a Vision of a Better State14:32 Using Stories to Advocate for Policy Change17:17 Starting Training with Stories18:14 Sharing Personal Stories to Connect with the Audience19:12 Telling Other People's Stories20:17 The Formula for Impactful Storytelling21:37 The Realistic Pathway to Achieve Goals25:42 Continual Improvement in Storytelling26:08 Reaching Out for More Information27:20 Closing Remarks Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

SummaryIn this conversation, Duane Lester interviews Sardek Love, a renowned speaker and master facilitator. They discuss Sardek's connection with Bob Pike, the journey of writing a book, the importance of problem-centered training, giving up control for contribution, Sardek's video blog series 'Ask a Master Facilitator,' the journey to international speaking, the importance of mentors and relationships, and the upcoming training conference. Sardek shares valuable insights and advice for trainers and facilitators.Takeaways* Building relationships and connections with mentors is crucial for personal and professional growth.* Problem-centered training, focusing on the real-world problems participants face, leads to more effective and relevant learning experiences.* Facilitation goes beyond content delivery and requires creating a dialogue and engaging participants in meaningful discussions.* Giving up control and allowing participants to contribute to the learning process leads to more engaging and effective training.* Continual learning and seeking mentorship are essential for success in the training and speaking industry. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

SummaryIn this conversation, Duane Lester interviews Pete Blank, a training and organizational development manager. They discuss the importance of creating a multi-sensory learning experience to enhance engagement and retention. Pete shares his experience at Disney and how they prioritize purpose in everything they do. They explore the role of sound, sight, smell, taste, and touch in training, providing practical examples and tips. They emphasize the power of laughter and fun in the learning process. Overall, the conversation highlights the importance of creating a memorable and impactful training experience.Takeaways* Creating a multi-sensory learning experience enhances engagement and retention.* Sound, sight, smell, taste, and touch can all be incorporated into training to create a more immersive experience.* Laughter and fun are important elements in the learning process.* Physical comfort, such as comfortable chairs, contributes to a positive training experience. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

Summary In this conversation, Michelle Cummings discusses the value of experiential learning and her background in the training and development field. She emphasizes the importance of engaging adults in learning and how team building activities can be effective for all levels of an organization, including the C-suite. Michelle also shares her approach to designing team building activities and the process of debriefing them. She highlights the difference between team bonding, team building, and team development, and provides insights into her upcoming session at the Training Magazine Conference and Expo. Here's the video of Michelle leading Simon Says with her new rules:Takeaways * Experiential learning is a valuable approach to training and development, as it engages participants and allows for self-discovery. * Team building activities can be effective for all levels of an organization, including the C-suite, and can help build morale and develop leadership skills. * Designing team building activities involves surfacing specific behaviors, debriefing the activity to discuss its importance, and relating it back to the real world. * Differentiating between team bonding, team building, and team development is important, as each serves a different purpose and has different outcomes. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

SummaryDr. Regan Patrick discusses learning myths and misperceptions and how to crush them. He shares his personal learning journey and the importance of lifelong learning. One of the biggest myths he addresses is the idea of learning styles, which is not supported by science. He explains the need to combat these myths and provides strategies for overcoming resistance to change. Dr. Patrick also recommends the book 'Grit' by Angela Duckworth, which emphasizes the importance of resilience and determination in learning.Takeaways* Learning styles, the idea that individuals have preferred styles of learning, is a myth that is not supported by science.* Lifelong learning is essential in a constantly changing world, and educators should inspire a mindset of continuous learning in their students.* Addressing resistance to change requires awareness of biases and alternative viewpoints, as well as strategies to help individuals overcome them.* Learning preferences exist, but tailoring instruction to specific learning styles can have negative impacts on learning outcomes. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

SummaryIn this conversation, Duane Lester interviews Matthew Hurtt from the Leadership Institute. They discuss the importance of facilitating discussions and moving away from traditional sit-and-get training methods. Matthew shares his experience in designing a facilitated discussion session and how it created value for the participants. He emphasizes the need to respect individual experiences and address specific problems faced by the attendees. Matthew also talks about overcoming roadblocks and the importance of buy-in from the team. The conversation concludes with Matthew providing his contact information for those interested in connecting with him.Takeaways* Facilitating discussions can create more value for participants compared to traditional sit-and-get training methods.* Respecting individual experiences and addressing specific problems faced by attendees can lead to more meaningful and relevant training.* Overcoming roadblocks and gaining buy-in from the team are crucial for implementing innovative training approaches.* Designing facilitated discussions allows for crowdsourcing solutions and leveraging the expertise of participants. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

Join Duane Lester and special guest Jason Edson in this episode of "Lessons from Learning Leaders" as they share six game-changing tips for creating engaging training sessions.Discover how accepting the truth, storytelling, interactivity, visuals, the perfect environment, and practical handouts can transform your training approach. Whether you're an educator, trainer, or simply interested in learning and development, this episode is a must-listen. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

In this podcast, Duane Lester and Bob Pike engage in a heartfelt conversation. Bob Pike shares his life experiences, including a recent celebration of his life, his battle with illness, and his legacy in the field of talent development. Bob emphasizes the importance of living one's values, adding value, and making a difference in the lives of others. He encourages listeners to put God first and prioritize their families while continuing to empower and inspire others. The podcast reflects on the power of storytelling and the potential for personal growth and transformation at any stage in life. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

In the previous episode, we discussed the basics of ChatGPT and its potential impact on the learning industry. In this episode, we dive deeper into the topic and explore the practical applications of ChatGPT in corporate training.Bob and Duane share their experiences of incorporating ChatGPT in their training programs, the challenges they faced, and the lessons they learned. They also discuss the future of ChatGPT in the learning industry and how it is likely to shape the way we design and deliver training.Whether you are a learning and development professional or simply interested in the latest trends in technology and education, this episode of Lessons from Learning Leaders is not to be missed. Tune in now to learn from two of the industry's most experienced professionals as they share their insights on ChatGPT and its impact on the future of training. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

Are you a learning and development professional looking to level up your skills? Join Bob Pike and Duane Lester on the "Lessons from Learning Leaders" podcast as they discuss the benefits of using ChatGPT, an AI-powered language model, in your professional development toolkit, and learn how to leverage its capabilities to enhance your learning strategies and stay ahead of the curve. Tune in now for valuable insights and actionable tips! Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

Join Bob Pike and Duane Lester as they bring you the latest insights and expert advice from the world of learning and development. In this episode of 'Lessons from Learning Leaders', they delve into the topic of getting the most out of training conferences. Whether you're a seasoned professional or just starting out in the field, this podcast is for you. Bob and Duane have over 50 years of combined experience in the industry and are passionate about sharing their knowledge and helping others achieve their professional goals. Tune in as they provide valuable tips and strategies for making the most of your conference experience, including networking opportunities, how to get the most value from your sessions, and making meaningful connections with other attendees. Don't miss this opportunity to gain valuable insights and become a more effective and successful learning and development professional. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

Continuing our discussion from last episode, Bob breaks down the last four mistakes trainers make. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

In this episode, Bob and Duane walk through the first three mistakes trainers make when designing and delivering learning materials to learners. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

What should a learning professional look for when considering getting certified to deliver another organization's training? In this episode, The Trainer's Trainer Bob Pike explains what he wants to know before paying for a new training, and what every trainer should consider before going to deliver it. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

In the initial episode, legendary Learning Leader Bob Pike shares some of his most embarrassing moments in his career and explains why they happened and how you can avoid embarrassing yourself. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe