Podcasts about elearning guild

Hello everyone! My name is Ladek and my guest for this episode is Diane Elkins. Diane has been in the training and development field for 20 years as a trainer, instructional designer, and eLearning project manager. As Co-Owner of Artisan E-Learning, she helps companies get up and running with eLearning initiatives, and specializes in the use of rapid development tools.She has gained national recognition as a trainer and eLearning expert, serving as a judge for the Brandon Hall awards. She's received awards from the eLearning Guild and Articulate. She is the co-author of the popular E-Learning Uncovered book series and is a regular contributor to the ATD Learning Technologies Blog.In this ‘accessible' conversation, Diane and I discuss00:00 › Start4:40 › All Access—Why accessibility is a particularly important and special topic for Diane. If your learning isn't accessible… is it really complete?11:30 › Key To The Door—How to position the conversation to develop accessible courses in your company so that you'll always get a “yes”14:50 › Design The Gates—Diane then walks us through a series of things that any designer can do today to make their courses more accessible. I don't want to spoil any of the fun we have in the conversation… about menus, buttons, assessments, and so much more42:34 › Socially Accessible—Along the way we touch on all kinds of other topics such as the technologies Diane recommends, the process controls that can help… and even how to make sure you get accessibility learning into your social media feed!Listen to AI experts cut through the noise in the AI in Learning Summit.Hundreds of hours of top-notch content: Check out eLearnMagazine.com/ai-in-learning-summit to get your free ticket

With the endless stories about ChatGPT in the news and theories on it could negatively affect teaching and learning in higher ed, artificial intelligence (AI) and machine learning (ML) are becoming increasingly topical among college and university leaders. However, few headlines highlight how machine learning and AI can benefit Higher Ed.  To help higher ed decision-makers avoid getting too caught up in the negative hype, Dr. Drumm McNaughton discusses these technologies with Michael Feldstein, chief accountability officer at e-Literate. Michael shares easy-to-understand analogies to explain how and why AI functions the way it does, the problems AI can solve in higher ed, the importance of not having AI replace but augment human workers in district processes, and the benefits and shortcomings of tools such as ChatGPT. Podcast Highlights Combining functions like Google's “type-ahead” algorithm and plagiarism detectors can produce tools that will effectively evaluate whether students paraphrase well. Software that analyzes multiple patterns of student answers with well-written questions and learning objects can catch systemic errors easily missed by faculty and staff. For example, it can identify mistakes students make by learning whether they are progressing toward competency or where they might get stuck. It can also determine if there's a problem with a particular part of the course design where students are having difficulties. Combining AI technologies that can more quickly identify students who might be in danger of dropping out because they've been missing class with data that the average person might miss. For example, if these students work two jobs and commute to campus, AI can help discover new patterns. Chatbots are helping higher ed find students who need help in a way that might prevent them from getting what they need. For questions that require a human to answer, chatbots direct the students to humans who can help them. This ensures that student support professionals respond to students who need them instead of those who need a quick answer. Sophisticated statistical analysis can improve chatbot functionalities by measuring specific parameters, like how much it matters that students receive quick responses or the kinds of reactions that chatbots can more successfully help students achieve their goals or make more effective actions than others. This leads to automating this insight to refine itself. When recording interactions with students, higher ed needs to ensure it explicitly encodes the information for the machine and human to learn since there are human contexts that software doesn't understand. Higher ed leaders should avoid wasting the potential of their ultimate knowledge workers by having them conduct many menial tasks that software can perform. However, they also shouldn't feel shackled to their legacy technology and realize that newer solutions can suggest better approaches than their current use. About Our Guest Michael Feldstein has been an educator and a student of educational technology for over 30 years. He currently serves as chief accountability officer at e-Literate, providing strategic consulting about technology-enabled education to leaders at universities, EdTech companies, and non-profit organizations. He also writes and manages its popular group weblog on educational technology. Before e-Literate, he provided strategic planning and product management consulting for universities, among other groups, as a partner at MindWires Consulting. He has also held the positions of MindTap's senior program manager at Cengage Learning and principal product strategy manager for Academic Enterprise Solutions (formerly Academic Enterprise Initiative, or AEI) at Oracle Corporation. Michael was also an assistant director at the SUNY Learning Network, where he oversaw blended learning faculty development and was part of the leadership team for the LMS platform migration efforts. Before SUNY, he was co-founder and CEO of a company that provided e-learning and knowledge management products and services to Fortune 500 corporations, with an emphasis on software simulations. Michael has been a member of the Sakai Foundation's Board of Directors, a participant in the IMS, and a member of eLearn Magazine's Editorial Advisory Board. He is a frequently invited speaker on various e-learning-related topics, including e-learning usability, the future of the LMS, ePortfolios, and edu-patents for organizations ranging from the eLearning Guild to the Postsecondary Electronic Standards Council. In addition, he has been interviewed as an e-learning expert by various media outlets, including The Chronicle of Higher Education, the Associated Press, and U.S. News & World Report. Link to Transcript About the Host Dr. Drumm McNaughton, host and consultant to higher ed institutions. To learn more about his services and other thought leadership pieces, visit his firm's website, https://changinghighered.com/.   The Change Leader's Social Media Links LinkedIn: https://www.linkedin.com/in/drdrumm/ Twitter: @thechangeldr Email: podcast@changinghighered.com Keywords: #AIinHigherEd #ChatGPT #MachineLearning

Andy welcomes Dr. Frank Nguyen to this episode of The Talent Development Hot Seat. Frank is an author, speaker, and executive who specializes in transforming learning organizations through strategy and technology. He has led enterprise learning for Fortune companies, including a large well-known retailer, American Express, and Intel. He's published extensively on the intersection of e-learning, instructional design, and performance support. Frank Nguyen is also a recipient of The Learning Guild Master and the ISPI Distinguished Dissertation awards. His work on compliance training learning strategy, business transformation, and technology has been recognized by Brandon Hall and Chief Learning Officer. Frank has served on a variety of learning industry committees for Adobe, ATD, B-JET, Brandon Hall, eLearning Guild, and ISPI. In this bonus episode, you'll hear: 7. Frank Nguyen's proudest career moment and why it stands out in his memory. 8. His biggest career mistake and what he learned from that situation. 9. Why he's so interested in what will happen following the Great Resignation and labor market trends. 10. The reason he chose The Republic by Plato as his recommended reading. 11. The three ways Frank says you can achieve more career success. Connect with Andy Storch here: https://andystorch.com/ (Website) https://www.linkedin.com/in/andystorch/ (LinkedIn) https://tdtt.us/ (Join us in the Talent Development Think Tank Community)! Connect with Frank Nguyen: https://www.linkedin.com/in/frankn/ (LinkedIn) Email

Andy welcomes Dr. Frank Nguyen to this episode of The Talent Development Hot Seat. Frank is an author, speaker, and executive who specializes in transforming learning organizations through strategy and technology. He has led enterprise learning for Fortune companies, including a large well-known retailer, American Express, and Intel. He's published extensively on the intersection of e-learning, instructional design, and performance support. Frank Nguyen is also a recipient of The Learning Guild Master and the ISPI Distinguished Dissertation awards. His work on compliance training learning strategy, business transformation, and technology has been recognized by Brandon Hall and Chief Learning Officer. Frank has served on a variety of learning industry committees for Adobe, ATD, B-JET, Brandon Hall, eLearning Guild, and ISPI. In this episode, you'll hear: How Frank Nguyen landed in learning and development from the IT sector and discovered his niche. Why streamlining training can lead to more confidence and competency at work. How gaining influence within the company can help build a business case for your learning and development strategies. What Frank did to scale training using the systems he implemented during a hiring rush in the middle of the pandemic. The three components he uses for internal talent development and how you can apply those to your organization. His TENC model and how he applies it in the workplace. Connect with Andy Storch here: https://andystorch.com/ (Website) https://www.linkedin.com/in/andystorch/ (LinkedIn) https://tdtt.us/ (Join us in the Talent Development Think Tank Community)! Connect with Frank Nguyen: https://www.linkedin.com/in/frankn/ (LinkedIn) Email

Understanding the basics of xAPI is a hurdle most instructional designers have already crossed over the last few years. We've all been waiting to see xAPI in action. Theory is great but seeing what new innovations can do changes minds and gets projects approved.If you've still been waiting to SEE it before you can believe it then this episode is the day we make that happen for you.  Duncan Welder has been building xAPI solutions for a very long time and joins us to share a few examples of "xAPI in the wild".We'll look at a few examples:Tracking the Mastery of ObjectivesMicrolearning/Spaced RepetitionxAPI in Games and SimulationsAdaptive LearningVisualizations for L&DWe hope this conversation will also give you some inspiration to finally jump into the world of xAPI and begin building xAPI-enabled learning solutions.Duncan Welder is a Director of Client Services for RISC. He is an educational technology geek having spent over 20 years designing and implementing learning management systems, domestically and abroad, to manage regulatory compliance. As an xAPI early adopter, Duncan has worked with companies to leverage xAPI and cmi5 within their learning ecosystems.  Duncan has provided presentations to professional organizations including The eLearning Guild, and the Association for Talent Development.Become virtual friends with the IDIODC gang on Twitter. Remember you can always stay in the loop by searching through the #IDIODC tag: Duncan: @DuncanWIVBrent: @BSchlenkerChris: @Chris_V_WIDIODC: @TeamIDIODC  Brent Schlenker is dominKnow's Community Manager. Chris Van Wingerden is dominKnow's Sr. VP Learning Solutions. Want to join us live? Follow us on Crowdcast: https://www.crowdcast.io/dominknow

Gamicon head judge Jean Marrapodi walks us through the Gamicon Project Throwdown competition, the creation of a comprehensive rubric for that competition, and the difference that it made. We explore questions like "how should instructional designers be judged?", "Who should be doing the judging?", and "What makes gamified learning objectively good?". About our guest: Jean is a pioneering problem solver. With 20+ years' experience in corporate training in retail, banking, print, non-profits and healthcare, followed by 5 in higher education, she worked to bring innovation to each organization, shifting paradigms and transforming learning methodologies. In her current role at MassMutual, she works with financial literacy education for the Society of Grownups. Additionally, she does consulting as the Chief Learning Architect at Applestar Productions, providing targeted E-learning and custom workshops for her clients. Jean led the award-winning eLearning team at New England College of Business, where she continues to teach in the graduate programs. In 2016, she was honored to be named a Guild Master by the eLearning Guild. Jean has a PhD in Adult Education, a Masters Degree in Online Instructional Design and is a Certified Professional in Learning and Performance, ATD's highest credential, and most recently, received the prestigious Sententia Gamification Level 3 Master Craftsman designation. She is a frequent conference presenter, having presented workshops in training, instructional design, E-learning and low literacy learning at the international, national, regional levels. She lives outside of Boston with three cats and a persnickity pooch named Arthur. The Gamification Quest Podcast Host is Monica Cornetti, President of Sententia, Inc. (www.SententiaGamification.com) and GameMaster of GamiCon - The Annual International Conference for the Gamification of Learning (www.GamiCon.us). Connect with Monica on LinkedIn.

Gamicon head judge Jean Marrapodi walks us through the Gamicon Project Throwdown competition, the creation of a comprehensive rubric for that competition, and the difference that it made.  We explore questions like "how should instructional designers be judged?", "Who should be doing the judging?", and "What makes gamified learning objectively good?".   About our guest: Jean is a pioneering problem solver. With 20+ years' experience in corporate training in retail, banking, print, non-profits and healthcare, followed by 5 in higher education, she worked to bring innovation to each organization, shifting paradigms and transforming learning methodologies. In her current role at MassMutual, she works with financial literacy education for the Society of Grownups. Additionally, she does consulting as the Chief Learning Architect at Applestar Productions, providing targeted E-learning and custom workshops for her clients. Jean led the award-winning eLearning team at New England College of Business, where she continues to teach in the graduate programs. In 2016, she was honored to be named a Guild Master by the eLearning Guild.   Jean has a PhD in Adult Education, a Masters Degree in Online Instructional Design and is a Certified Professional in Learning and Performance, ATD's highest credential, and most recently, received the prestigious Sententia Gamification Level 3 Master Craftsman designation. She is a frequent conference presenter, having presented workshops in training, instructional design, E-learning and low literacy learning at the international, national, regional levels. She lives outside of Boston with three cats and a persnickity pooch named Arthur. The Gamification Quest Podcast Host is Monica Cornetti, President of Sententia, Inc. (www.SententiaGamification.com) and GameMaster of GamiCon - The Annual International Conference for the Gamification of Learning (www.GamiCon.us). Connect with Monica on LinkedIn.

Agents complain they can’t find customer data because the software is out of date. Managers take too much time to finish weekly reports. BI software is out of date and not capturing the right analytics. If these things sound familiar, you will want to join our discussion on the next CallTalk podcast. Our guest Nancy Munro, CEO of Verbal Transactions will speak about the importance of aligning back office functionality to improve customer service and ensure you’re managing to the right metrics. Guest: Nancy Munro | Verbal Transactions Nancy Munro, CEO of Verbal Transactions, has over 28 years in helping organizations implement and deploy voice enablement solutions. Nancy has worked with organization’s like CVS, AT&T and Microsoft, helping them decipher how best to address performance challenges that align to their structural capabilities and revenue goals. Nancy pioneered voice-enabled technologies in the corporate space and was the first to launch an interactive audio role-playing simulator. Her current solutions leverage speech recognition and AI to provide a scalable and immersive learning application. Nancy speaks at various conferences such as the eLearning Guild, ASTD, and AA-ISP and was the Chair of the MIT Enterprise Forum of Chicago for three years.

This episode is part of the Learning Uncut Disruption series.  This pop-up daily series aims to equip learning professionals with practical guidance and tips to get started or scale up with practices needed as part of their organisational response to the global COVID-19 pandemic. Jane Bozarth has long advocated making work visible through a practice known as ‘show your work.’  Interestingly, a survey currently underway (as at March 2020) by the eLearning Guild indicates that 1/3 of US respondents are seeing an increased demand for demonstrating or sharing work processes as we come to grips with the impact of COVID-19.  Jane shares a stack of examples that illustrate the value and wide range of formats of this practice.  She makes suggestions as to how learning professionals can both role model and encourage other to show their work. Host:  Michelle Ockers Guest: Jane Bozarth Resources: Show Your Work Examples – Jane Bozarth’s Pinterest Board https://bit.ly/2WGZ4Wl A longer version of this conversation with Jane about showing your work.  More examples and stories, plus discover Jane’s hot buttons https://bit.ly/2UFKsDN More Episodes & Info: More episodes: https://learninguncut.libsyn.com About the Learning Uncut podcast: https://michelleockers.com/learninguncut/

Bianca Woods is Senior Manager of Programming for The eLearning Guild and the founder of Clever Raptor, an L&D design studio. With degrees in both art education and education media design & technology, she's passionate about demystifying design and technology for others. She loves designing course content and media, test driving new learning technology, and taking photos of bizarre warning signs.

Hey, Merry end of year reporting Season! ...What? That's not a thing? Sure it is! This is the perfect time of year to be reflecting on your accomplishments and the value you add to your organization. But the big question is What do you count? What data do you have that tells the best story? Well, it's not too late to figure that out. Wrapping up 2019 with a solid EOY report is the best way to put the last 365 days into perspective. Evaluate what you've accomplished and note all things you may have not had enough time for as well. This sort of report will not only show you how far you've come, but also help you better forecast 2020! In this session we're going to help you discover the most important things for your department to count in order to show your work at the end of the year. Sam Rogers, of Snap Synapse has helped clients solve this annual reporting problem every year since 2001. And if it's too late for this year... then this is the perfect time to learn what you should do in 2020. It's a win no matter what situation you are in! And since it's the last episode of 2019, we'll also be celebrating the season. So share a final mug of 2019 coffee with the IDIODCs and leave with a belly full of knowledge and holiday cheer! Sam Rogers is the President of Snap Synapse LLC - a content production and consulting company specializing in eLearning. He is a regular contributor to #TLDCast and a speaker at events run by ATD, The eLearning Guild, Training Magazine and Learning DevCamp. Become virtual friends with the IDIODC gang on twitter. Remember you can always stay in the loop by searching through the #IDIODC tag: Sam: @SnapSynapse https://twitter.com/snapsynapseBrent: @BSchlenker https://twitter.com/bschlenkerChris: @Chris_V_W https://twitter.com/Chris_V_WIDIODC: @TeamIDIODC https://twitter.com/TeamIDIODC Brent Schlenker is dominKnow's Community Manager. Chris Van Wingerden is dominKnow's Sr. VP Learning Solutions. Interested in learning more about dominKnow? Sign up for our next live platform demo to learn why we do powerful eLearning-authoring best. (And get a free 14-day trial after you watch the demo!) https://www.dominknow.com/demonstration.html

As an internationally recognized learning designer, speaker, and researcher, Dr. Patti Shank uses evidence-based analysis aimed at improving training, learning, and performance outcomes.  She was an award-winning contributing editor for Online Learning Magazine, research director for the eLearning Guild, and is a regular contributor to eLearning Industry. Patti is also author of the Deeper Learning … The post Diving into Deeper Learning with Dr. Patti Shank appeared first on Leading Learning.

As an internationally recognized learning designer, speaker, and researcher, Dr. Patti Shank uses evidence-based analysis aimed at improving training, learning, and performance outcomes.  She was an award-winning contributing editor for Online Learning Magazine, research director for the eLearning Guild, and is a regular contributor to eLearning Industry. Patti is also author of the Deeper Learning series ­– Write and Organize for Deeper Learning, Practice and Feedback for Deeper Learning, and Manage Memory for Deeper Learning ­– which offer practical tactics for improving outcomes based on training and other research. In this episode of the Leading Learning Podcast, Celisa talks with Patti about what it means to design for deeper learning, how to effectively use feedback and practice, and what learning designers need to keep in mind when it comes to memory and cognitive load. They also discuss the pros and cons of multiple-choice questions and tips for navigating research initiatives. Full show notes available at https://www.leadinglearning.com/episode213.  We are grateful to our sponsor for this quarter, Community Brands: ** Community Brands provides a suite of cloud-based software for organizations to engage and grow relationships with the individuals they serve, including association management software, learning management software, job board software, and event management software. Community Brands’ award-winning Crowd Wisdom learning platform is among the world’s best LMSes for corporate extended enterprise and is a leading LMS for association-driven professional education programs. Award-winning Freestone, Community Brands’ live event learning platform, is a leading platform for live learning event capture, Webinars, Webcasts, and on-demand streaming. 

DevLearn is here and so is the IDIODC gang! For this episode of IDIODC, show hosts Brent and Chris bring together the next IDIODC Meetup & Hangout live and in-person at DevLearn 2019. We wanted to be able to have you guys join us virtually! The gang hangouts, networks, and chats over a cup of coffee on Wednesday, October 23 (the first day of the DevLearn Conference and Expo). Will you be in Vegas for DevLearn for this time? Check out the session live and sign up to save your spot. What's DevLearn? - DevLearn is commonly known as one of North America's favourite cutting edge conferences for technologies. Every year without fail, The eLearning Guild brings outstanding keynotes, sessions and activities allowing for some serious learning and networking opportunities. So what are we talking about in this cast? - Microlearning, check out this cast for a micro session on the topic. The gang goes over the variety of things that seem to be called microlearning these days. Is Microlearning just small lessons? Or is it something else? Is it important to include in learning? And is it even a “good” thing at all? Join for the chat live from DevLearn at the IDIODC Meetup & Hangout to get the scoop on mircolearning and hear about some awesome examples of such - it will be like you're actually here. Become virtual friends with the IDIODC gang on twitter. Remember you can always stay in the loop by searching through the #IDIODC tag: Brent: @BSchlenker https://twitter.com/bschlenkerChris: @Chris_V_W https://twitter.com/Chris_V_WIDIODC: @TeamIDIODC https://twitter.com/TeamIDIODC Brent Schlenker is dominKnow's Community Manager. Chris Van Wingerden is dominKnow's Sr. VP Learning Solutions. Want to join us live? Follow us on Crowdcast: https://www.crowdcast.io/dominknow Interested in learning more about dominKnow? Sign up for our next live platform demo to learn why we do powerful eLearning-authoring best. (And get a free 14-day trial after you watch the demo!) https://www.dominknow.com/demonstration.html

In this episode of The Accidental Trainer, ATD's Justin Brusino sits down with Chief Learning Architect at Axonify JD Dillon to discuss how he got his start in the field as an instructional designer and how he keeps current with the latest trends and technologies.  Justin: All right, everyone. Thank you for joining us. This is Justin Brusino, Content Manager For Learning Technologies at ATD. And we're recording here live from the ATD 2019 International Conference and Exposition in Washington DC. And I'm joined today by JD Dillon who is the founder of Learn Geek and the CLO at Axonify. JD, thanks for stopping by and chatting with us. My pleasure. Thanks for having me. Hi, everybody. So JD, you attend a ton of conferences, probably more than anyone else I know in the industry. What got you started in the industry? What is your path here? JD: First I'm going to say Karl Kapp probably beats me. Because I see Karl everywhere I go. So I'm assuming he travels a bit more. But from a learning and development perspective, I'm one of the classic examples of someone who didn't go to school for this, have pretty much no formal training in this experience. I was an operational manager for the first half of my career. So I started out in movie theaters and was often the HR manager, which meant that I was responsible for things like training and all the other human resource functions. And then when I transitioned into my role at Disney where I spent about a decade, I was in operations management in the beginning. And then kind of got lucky, right place, right time in terms of taking on a role as a facilitator in learning and development for a big initiative that was going on around the company. And at that moment, I just kind of had this strange combination where my undergrad studies were in radio, television productions. So I have some media development capability. I'd done a lot of work around public speaking. I had been in HR. And I was very focused on the front line employee experience and enabling employees as a manager. I was kind of always seen as the employee's manager. So I think when you start to combine all those things, by the time I got to Disney and was serious about my shift in learning and development, I had built this set of skills and kind of a sensibility with my particular take on L&D. And then from Disney, after that, I kind of went serious about learning development, ended up at Kaplan in a director role. And then now I'm with Axonify and, of course, my own entity Learn Geek, and whatnot. Justin: Very cool. So I guess that you attend a ton of shows. You're very active on social media. You blog. You're very engaged. So what sort of keeps you engaged in the industry kind of after all these years? Because you've been doing it for a little while. JD: Sure. So I generally, I think I'm one of the people who's in this business for the altruistic reasons behind learning and support in the workplace. I am not in learning and talent development for the money, let's say. So if you are, I'd love to talk to you. But I generally look at it as I'm the one who's trying to do their best to enable other people to then help people not get hurt at work, or to just be better at what they do. My tagline with Learn Geek is something to the effect of, helping other people do what they do better. And again, my entire career, whether it be in a front line manager role, in a senior manager role, in L&D roles, it's always about trying to help people have a more enjoyable working experience and kind of come to the level of performance that they wish to be. Because I personally believe everyone wants to do a good job. They just typically don't have the type of support they need to get to that point. And I've always been the person who's trying to help and get there. So from an industry perspective, I look at what I do is just trying to help the people who are trying to help those people in the front lines. And that's what keeps me focused on exploring new ideas, sharing information. And also just from an engagement perspective, I always look at it as, like I still don't believe anyone reads anything I write, ever. So I look at that experience, and even talking in a conference like this, an experience of exploring my own thoughts and ideas as a way to evolve where I can focus next how I can improve on a particular idea. So I get more value out of sharing and then getting feedback and kind of sensing how people are leveraging information I share than I do sitting in a room reading and white boarding to myself and things like that. Justin: So from an industry perspective, I feel like we sort of talk about the same sorts of things year after year. Do you think the industry is one that changes or doesn't change fast enough? JD: I think learning and development is generally a great example of how much faster thought leadership-- put big air quotes around that-- thought leadership moves than corporate reality moves. And even being on the technology side of the conversation now, I mean, there's a million things you can build. There's a ton of directions you can go. But it's a question of, how do you advance the conversation while at the same time meeting people where they are and helping them evolve at a rate that's meaningful. At the same time, in my L&D moments in corporate roles, I have felt the pressure of, the business is changing around us. If we don't change, we die because our ability to provide value is considerably lessened. So I think we, in our roles inside of organizations, need to evolve more quickly because many other people say, it's no longer our choice. People are going to find support, whether it be management, front-line employees, they're going to find their way to help whether or not it's provided by us. So I think we have to do a better job moving more quickly. And I think that the industry as a whole can move faster. But it's that day-to-day corporate reality that has to drive the charge forward. Because we can come up with tons of great ideas, but if they can't be used in the reality of life in an organization, it's just talk at that point. Justin: Yeah. And that's what I think is interesting about being at events like this one and talking to people that are in the offices every day and doing the work every day, is that there sometimes is that gulf between what they're dealing with and then what sort of, like you said, the quote, unquote "thought leaders" are talking about. JD: Like I said, I could sit here and talk all day about how we can leverage AI and machine learning in order to automate a variety of functions from a learning and development perspective. But then when you go back into an organization, and the legal team is still requiring every employee to view every slide of an e-learning, there's such a disconnect between the potential and what is reality that you can't ask people to make the leap. I look at it as, can I arm people with discussion points, ideas to help start shifting the mindset that opens the door to greater evolution and improvement for L&D. Justin: Yeah. It is a really incremental change type of thing. And you're right. It does start with a mindset shift. So thinking back to sort of your personal growth, is there something that you wish you knew when you started out in the field? JD: I wish I had realized there were other people trying to solve the same problems as I was way before I did. This is going to sound odd, but one of the best things I ever did was join Twitter and leave Disney. Because I still remember the moment that I joined Twitter and found a learning development community out there talking. And it was a person walked into my office at Kaplan and said, have you seen this person on Twitter. It was Bianca Woods by the way. And I said, no, I don't know e-Geeking. And I started following her. And it just kind of snowballed into growing this greater network of people that helped me drive my practices forward. The challenge with Disney was just the fact that when I worked there, we were very much wrapped up in how we did things because it is truly a unique organization and a unique culture. So I wasn't in a position to go out and I didn't make the effort upon myself. I think in the moment in time it was, it wasn't like pre-internet or anything, but things like YouTube weren't where they were now. Social media wasn't what it is now. So it wasn't coming to me. And I wasn't enough of an effort to go to it. So changing roles and going into an organization where the roles weren't as clearly defined, it was an organization that had 50 years of doing it and doing it right, helped me kind of expand my worldview to say there are other people out there that are solving similar problems. Let's learn from them in addition to the things I do day-to-day. Justin: You're someone that I think keeps  up to date on trends. So what's sort of your process? How do you kind of research things, look at things? How do you stay current on all the stuff that's going on in the industry? JD: Sure. So one,  I would say I'm still heavily connected to a network of people that I rely on. So it's less about me going out and hunting for what's new. Obviously, I get some exposure from events like this and whatnot. But I have the benefit of knowing a lot of the people who are doing the presentations and leading the conversation. So staying connected in those conversations on the side, knowing certain people who, if they share a resource, I know it's something that I should take a look at in greater detail. At the same time, I think I always try to make the comparison between the experience of having in everyday life and the way that things like technology and whatnot are changing around me, and asking the question, well, how does this contextualize to the workplace. And recognizing-- and having made the mistakes in the past where it's not a deadlift. You can't just take Facebook at everyday life and put it at work and expect it to do the same thing so it's happened in everyday life.  So recognizing that and having done a ton of experiments early in my career has helped me kind of develop a way of looking at things that are based on one fundamental principle. So what is this really beyond the trend? When we say microlearning, what are we actually talking about from a principal's perspective? Because there's so much commonality between different trendy things when you break them down far enough. And then two, applying it in the context of the people we're trying to support. Because saying virtual reality is a great idea in one context, it could be a really bad idea in another context. So really grounding it in the reality of what it is to work inside of an organization and kind of put it through those multiple lenses to determine, is this something worth exploring further. Or is this a lot of-- a conversation I had earlier today used the word snake oil, which I still don't know if that's ever really been a thing. But is it more of that or is there actual promise here if positioned in the right context. Justin: So what sort of value do you see in in-person events? Because obviously you attend a ton. And you're not-- I mean, there's some speakers that come in. They come in for their session. And then they leave. You're definitely someone that comes in. And you engage with the conference. You attend the keynotes. You attend other sessions. You're chatting with people. So attending so many events per year, how do you continue to sort of get value out of them? And what value do you see from conferences like this? JD: So my value has changed considerably over the years. So the first conference I ever attended professionally was this conference in Chicago several years back at this point. And it was a kind of a rough place to start just because of how big and fast this event moves. Since then, I've done big and small events of all types. I even do a lot of events outside of the L&D space. So I'll be standing in front of a group of loss prevention professionals at a safety and security conference, talking about the value of microlearning and things like that. So for me, the values evolved to a point where, one, the members of the network I mentioned, a lot of them are physically in place only at those moments where I won't see them coming into the country or into a particular state at other times. So being able to connect face-to-face with people who you engage with online. Same is true especially for members of the network I don't know because they're not necessarily contributors. They're more kind of lurkers and they're listening. And like I said, I don't think people read what I write. And then I come to a place like this and people start talking to me about things that I've said or things that I've written and how it's relating to their work. I never would have known that unless they saw me and talked to me here. So there's a value there. And then it is an opportunity to kind of surf around where maybe I don't attend sessions as much as I have in the past and sit through an entire session, but to kind of see what people are talking about, what types of questions people are asking, where the kind of interests are, and, again, just kind of getting grounded.  Because I don't, in the work that I do every day, face the same challenges a lot of these folks are facing. And the same challenges I faced when I was in corporate roles, working directly with subject matter experts, trying to influence senior management teams to make decisions, working in the front lines, and I can feel that disconnect growing over time. So I do different things to try to make sure I come back into a world where I am as practical as I can be. So you walk away from anything that I do with insight that you can actually use as opposed to being highfalutin pie in the sky type ideas. Justin: Yeah. I mean, I think events are great to keep you grounded in a way. Because again, you're talking with people and actually learning what their actual challenges are. I think that sometimes all of us can tend to operate in a bubble, whether that's in work or even on social media and Twitter and what certain experts are talking about. But being here, I think you learn a lot in a few days chatting with people. JD: Yeah. After my most recent session I just finished, which is why my voice is a little bit hoarse-- I go hard for two hours. But one gentleman I spoke to after the session works in federal aviation safety. I have no experience in federal aviation safety. But I'm very excited about it because I fly a lot and would very much like him to do well. So it really helps when I have those moments where people come up and say, like I like your ideas, how would you think about it in this context. It helps me think about my own presentation content and the things that I talk about in a different way. Because I may never directly interact with that line of business in any of my work. But it helps me kind of come through a lens of a world that I didn't necessarily know existed or maybe never necessarily think about. As an Accidental Trainer himself, JD wishes he had known about the L&D community online when he found twitter he found his people and he was able to grow his talent development career. You listeners have already found ATD and this podcast, so you are one step ahead. JD still goes to a number of conferences and is on LinkedIn and Twitter, this is really how he builds his network and keeps up to date with the trends. There is so much you gain from researching and reading online, but leveraging your connections and attending conferences can really help drive your career forward. JD discusses this in-depth in this podcast. Justin: So looking back at the industry as a whole, what's something you'd like to see changed in the industry? JD: Where do-- how do I make this a shorter list so this isn't an hour conversation. I think one of the biggest challenges I have, and I can kind of connect it to events, is that I get the sense that a lot of people are like me when I was younger in my career, which is I do things the way I do them in my organization. I'm in a relatively siloed bubble. And then when I have an opportunity, I come out for four days. I learn as much as I can in four days. But then I retreat back into the bubble. And I don't necessarily pick up new information or evolve until I maybe have another opportunity. And a lot of people don't have an opportunity to go to an event like this. Or maybe they have an opportunity once in a while, if not maybe once a year. So I wish we would do a better job of a bit of eating our own dog food when it comes to building network, sharing of information, doing our best to kind of get around a lot of the limitations. Because I know when you're a corporate employee, a lot of times you just can't share. You're not allowed to talk about what you're doing because lawyers exist. But are there ways to talk more about practices and principles and less about your name and logo, and share and engage in a community conversation whether that be a social media conversation or something else that doesn't require the effort of always having it all go to a city, and spend a couple of days doing it, and then run away. Because when we talk about things like microlearning, and learning science principles, and space repetition, it's kind of the best example when you go to an event, learn as much as possible, go home. How much did you remember? How much did you get the opportunity to apply immediately in your work? So I'd like to see more of that kind of tangible information sharing, experience sharing outside of an event and kind of build events off of that for what you really get value of being in place. So the biggest thing I see is getting out of that bubble, engaging with folks. And the other thing I would, and I talked about this earlier today with another group, is not be swayed as much by the vendor side of our work. And this is strange for me to say because I am a vendor. But it makes me look at things with a little bit of a different lens in terms of what is noise in marketing and what is value added information that's trying to drive the industry and the community further along. And I mean, how many webinars could you attend today in this industry? Like 30? How many of them are actually driving the conversation forward versus being a sales pitch? And in the work I do with my teams, I'm always driving for practical information you can use regardless of if you work directly with me or you're doing something on your own. So that's the other thing. I hope we can see through things a little bit more, see through trends, see through when it's marketing noise down to, again, those fundamental principles that can really help us improve our work and iterate along the way. Justin: So let's have you kind of look into the future a little bit and give a prediction for what the industry might look like or how it might change in the next, say, five to 10 years. JD: Yeah, 10 years, good luck with that. I'm talking more and more as a topic of focus in the area of AI, machine learning, and whatnot and trying to help cut off the trendiness that will emerge or is already emerging around that type of topic. I always use the example of mobile learning. Well, we got distracted away from how can we best use the devices people are carrying and made it more about learning and development things than the actual topic. AI is not an L&D thing. It's a discipline that's well established with decades of information and experience and very smart people, way smarter than me, who understand the potential for these types of ideas. So I think that's the big quote, unquote "trend" that I'm staring down and trying to help interpret the potential for the type of work we do, both from a front end user perspective, how employees are going to benefit from our ability to scale, support, and data more effectively than we ever have before. And then also, on the L&D practitioner side, it will change the conversation around what content development is, what systems administration is, how we figure out where to focus our resources, the role that we play. So we're supporting people who work in an AI-enabled world with AI-enabled capability. So if five years from now, I would be shocked if that's not a core of the conversation. And even if you look at the schedule-- I don't know if you search the schedule for this event as much as I do for trends and words. If you search all of the session descriptions from this conference, the letters or some reference to AI shows up almost twice as much as the word microlearning. And last year, microlearning was in and AI almost didn't exist at this conference. So that leap, I think, is indicative. Not necessarily everyone's got the answer here. But it shows a shift down a path that technology overall in the workplace is taking us. Because the first people to introduce AI in your organization, not going to be L&D. It's going to be somewhere on the operational side. And it's going to change the environment in which we operate. We'd be silly not to use similar types of tools to improve what we do. So in five years, I think it's a similar type of evolution that to our world that's happening in the front line space to say, what skills are actually required, what can be automated, what can't be. And then, what role do we play? Justin: So keeping those sorts of changes in mind, what sorts of skills do you think people in the L&D industry, the talent development industry, need to develop to sort of stay prepared, stay current? JD: Yeah. The first big thing, especially around topics like data and AI, is realizing we don't have to do it ourselves. We tend to, often and again, I've done the same thing, is try to recreate the wheel in our own image rather than look around our organization and realize there are people who are very good at certain things that we could be leveraging one way or another. But make sure that we're doing such to build a relationship before we need to go get them. There's this constant battle between-- I mean, an easy joke to make as a presenter at an L&D event is to say something about how you're always struggling with IT, hahaha. Right. Back on IT. But that's unfortunate because we need them, especially doing anything at scale. Same conversation needs to happen around folks like data strategists and data analysts inside of organizations who are already there. Someone who's driving an AI machine learning kind of automation conversation in your business, they're already there. They've been hired because they're very skilled at these particular things. So rather than try to evolve L&D to match, how do you work with people, buy them lunch, grow relationships, to realize how you can work together. And then start to realize, where do you need to develop skills in areas like data science and maybe bring on people or evolve your understanding, what not. And then where can you partner? And I think it's figuring out where those specific skills are required. And then, make sure that you're dangerous enough to engage in a strategy conversation, understand where your organization is going, and where you as an L&D team can take advantage of these types of topics rather than trying to become an expert in everything. Because I know the eLearning Guild and Jane Bozarth did some research recently around things like job descriptions. And if you look at today, an instructional designer job description business to business, it's a radically different job. So rather than try to become something to everyone, figure out what do you know to be dangerous enough in a variety of topics in order to be able to be efficient at helping people. So that's kind of what I would urge people to do is make relationships with influencers inside your organization and figure out what do you have to be better at, things like, well, you have to be a better writer. But in what way? You have to be smarter about data but exactly how? And I would say, it's going to lean less and less about content development and more and more about influencing people, working to solve problems, those skills that people are already talking about that are important and inherently human as opposed to things that we can automate out of our workflows. Justin: All right, JD. So we'll get you out here on this. We're asking, kind of wrapping up with everyone, asking about failure. So we'd love for you to tell us about a time that you failed at something and what you learned from it and how it maybe helped change your perspective or helped you grow. JD: Sure. So I would say this one's a little bit less of my-- I've failed plenty. I once tried to use a cartoon to teach people about a compliance topic. And that did not go well. So I got laughed off the-- I don't know what I got laughed off of. But I got laughed at for that one. But a different moment in time in a different L&D role, I was chugging along doing things in what I would traditionally term a traditional way. A lot of click Next to Continue type e-learning, a lot of instructor-led training. Because I didn't necessarily know much beyond that. Like I said, not formally trained, not really exposed to a greater community early in my career. I was relatively new to the organization. So I didn't have a ton of grounding in the organization. But I thought I was doing my job. And then I come into work and they laid off half the company. And it wasn't my fault. It was like training failed, therefore we lost half the business. It was more of a-- to not use corporate jargon. But it was a right sizing moment where the organization had grown and it didn't quite match the strategy where they had to evolve. So it was more management's fault than L&D's fault. But that moment clicked in my head. It hurt me. I didn't get laid off. I lost a lot of my resources. My world changed around me. Because suddenly, I had to support a larger audience with more diverse skills than the smaller group I had been supporting before the restructure took place. But I took it personally as why didn't I know this was coming, why didn't I know we were struggling to this degree, and why wasn't my focus on saving people? And I couldn't have headed it off one way or the other. But that day changed the way I looked at what I did and made it more about focusing on what was most critical to the organization and what would make people successful so we were successful as a business. Because that's what learning can do, more so than, learning is a good idea because we offer so many courses and things like that. So I think that moment, kind of an institutional failure, is what really turned me into someone who thinks practically focuses on what's going to make a business more successful and what can make you, as an employee, more successful day-to-day. And then, what are all of the ways that I can do that, not just about training as a way to do that. So I it was a helpful moment. But it was an unfortunate moment for everyone that was involved in that particular change. Justin: Well, that's a great story. JD, thanks for chatting with me today. I appreciate it. So where can people find you if they want to reach out, get in touch, see what you're up to? JD: So a couple options, so from a social media perspective on Twitter, I'm @jd_dillon. And from a website perspective, I share a variety of information in two main channels. One is through Axonify. So if you go to axonify.com. And the second is my personal blog, which is learngeek.co. Justin: Cool. Awesome, JD. Thanks for chatting with me today. Thank you very much, Justin. Thanks for tuning into ADT Talks Talent. Please share this podcast with your colleagues. And if you've got ideas for future episodes, we'd love to hear them. Email us at podcasts@td.org.   Don't forget to subscribe to our podcast and leave us a review.    Resources: Follow JD on Twitter or read his blog.  Visit ATD's Learning Technologies Topic page. ATD has a number of local chapter and national events happening all over the country and world. Visit our events page to see the next conference you can attend and connect with others in the field. One event you should consider attending is the ATD International Conference and Expo, which is where this episode was recorded in 2019. ATD 2020 will be held in Denver, CO. and offers four days packed filled with learning and networking opportunities.

As a well-known writer, speaker, and practitioner in the world of learning and development, Jane Bozarth is passionate about sharing her experiences and helping others grow. She is the Director of Research for the eLearning Guild, and author of Show Your Work: The Payoffs. Jane also writes the popular monthly “Nuts & Bolts” column in Learning Solutions magazine. And she co-hosts #lrnchat, a weekly discussion on Twitter for people interested in how to help other people learn in formal, informal, social and mobile ways. In this episode of the Leading Learning Podcast, Jeff talks with Jane about her role at eLearning Guild, the focus of their research, and what she hopes to accomplish with it. They also discuss Jane’s concept of “showing your work” including its related benefits and how to empower learners to do it. Full show notes available at https://www.leadinglearning.com/episode202.  Thank you to our sponsors for this quarter: CommPartners helps learning businesses conceive, develop, and fulfill their online education strategy. Their solutions begin with Elevate LMS, an award-winning learning platform that provides a central knowledge community and drives learner engagement. To extend the value of Elevate, CommPartners provides a wide range of online education services including curriculum design, instructional design, fully managed Webinars, Webcasts, livestream programs, and virtual conferences. Find out more at https://www.leadinglearning.com/goto/commpartners. ** Authentic Learning Labs is an e-learning company that offers products and services to help improve your current investments in education. One key product is Authentic Analytics, a dedicated suite of visualization reports to help analyze and predict the performance of education programs. Organizations use Authentic Analytics to easily scan through volumes of data in intuitive visuals, chart performance trends, and quickly spot opportunities, issues, and potential future needs. Find out more at https://www.leadinglearning.com/goto/authentic.

As a well-known writer, speaker, and practitioner in the world of learning and development, Jane Bozarth is passionate about sharing her experiences and helping others grow. She is the Director of Research for the eLearning Guild, and author of Show Your Work: The Payoffs and How-Tos of Working out Loud. Jane also writes the popular monthly … The post Showing Your Work with Jane Bozarth appeared first on Leading Learning.

Ever have a bad experience with a contact center agent? Why do you think this happened? One answer may be poor training or poor coaching – either way these situations can be avoided. Join us for our next discussion to hear Nancy Munro share tips and advice on how contact centers can build better and more effective training programs.   Guest: Nancy Munro, CEO of Verbal Transactions, has over 28 years in helping organizations implement and deploy voice enablement solutions.  Nancy has worked with organization’s like CVS, AT&T and Microsoft, helping them decipher how best to address performance challenges that align to their structural capabilities and revenue goals. Nancy pioneered voice-enabled technologies in the corporate space and was the first to launch an interactive audio role-playing simulator. Her current solutions leverage speech recognition and AI to provide a scalable and immersive learning application. Nancy speaks at various conferences such as the eLearning Guild, ASTD, and AA-ISP and was the Chair of the MIT Enterprise Forum of Chicago for three years.

According to Mark Britz, a leading learning strategist, many leaders are stuck in the Industrial Era, thinking learning and development belong to a specific department. In this episode, Mark shares why this needs to change. He reasons that new ways of thinking about organizational design, coupled with the transformation of managers into primary learning leaders, is spurring a new kind of learning environment that results in greater engagement and development for people at work. If you’d like to know how to achieve this in your organization, listen in. I’m sure you’ll learn a thing or two. About our guest: Mark is the Sr. Manager of Programming at The eLearning Guild & Chief Strategist of ThruWork where he helps businesses increase collaboration and maintain a connected culture. He lives in Syracuse, NY and is an avid runner and cyclist, raising money for several local medical causes. Read his blog at markbritz.com! For more on ThruWork visit thruwork.com and find Mark on LinkedIn at linkedin.com/in/markbritz and Twitter @britz. Resources cited: Friction of Logic by Mark Britz; Gary Vaynerchuck; Good to Great by Jim Collins; Dave Snowden; and, Drive by Daniel Pink

Pop star Beyonce was recently sued because her website was not ADA compliant. Don’t be like Beyonce! This is part 2 of a multi-part series inspired by a presentation I gave at the eLearning Guild’s Learning Solutions Conference & Expo. In this episode I focus on 3 strategies to promote project success. Listen to Part 1: https://lnkd.in/eRyA4j5

023: Learning Solutions 2019 Presentation - Part 1 Note: I accidentally pointed the last post to the wrong file! This is a duplicate/new post to make sure everyone gets the right file downloaded. You might not have noticed, but in case you think you already grabbed this episode, that's what's up. First, a story: Once upon a time, there was a guy who had a podcast and was speaking at a conference. He thought, "Hey, I'll record my session and release it as a podcast." He bought a cool lavalier mic for his phone and tested it to make sure it worked. Session day came and before he started presenting he fed the mic through his shirt, plugged it in and tested it out. Everything worked! Then, about 35 minutes into his session he realized he forgot to actually start recording the session. The End. Sooo... At the end of March, I was honored to be allowed an hour to present at The eLearning Guild's Learning Solutions conference in Orlando. It was an amazing experience. If you made it to my session, thank you so much for coming. For those of you who didn't (which I think was most of you since I have a few thousand listens and about 40 people in the room), I want to recap my session over the next couple of episodes. This episode focuses mainly on the advice you've heard in the past and how it's lead you astray. Not because it was bad advice, but because it was incomplete. You've heard it all: Billboard Important Phrases!Speak Slowly and SteadilyE-nun-ci-ate Your Words These are all great pieces of advice, but I've found that there isn't enough context or understanding out there about how to properly implement them.

This is part 1 of a multi-part series inspired by a presentation I gave at the eLearning Guild’s Learning Solutions Conference & Expo. In this episode I focus on crucial accessibility-focused questions to ask at the beginning of a project to avoid budget bloat and time-consuming remediation for your eLearning projects.

This week, Brent Schlenker and Chris Van Wingerden bring on special guest, master of xAPI from RISC, Duncan Welder to chat xAPI applications. - xAPI is a step in the right direction for learning technologies. But many struggle with identifying a good use case within their business to justify the upgrade in their systems. On this episode we talk with Duncan Welder live about how xAPI can support and track spaced repetition. And if you're new to the idea of spaced repetition, we'll get you up to speed on that as well. Since spaced repetition is most effective with short bursts of content, we're certain we'll be making the connection to the latest trend in micro-learning as well. It's going to be an eye-opening episode with real world application for you and your eLearning team. Join us, live from Learning Solutions! Duncan Welder is a director of client services for RISC. He is an educational technology geek, having spent over 20 years implementing learning management systems, domestically and abroad, to manage regulatory compliance. As an xAPI enthusiast with a career grounded in instructional design and eLearning, Duncan has provided presentations to professional organizations including the Connections Forum, The eLearning Guild, and the Association for Talent Development. Duncan is an active member of the Houston ATD and the IEEE Industry Consortium on Learning Engineering. You can learn more about Duncan Welder on his LinkedIn. https://www.linkedin.com/in/duncanwiv/ Become virtual friends with the IDIODC gang on twitter (and remember you can always stay in the loop with the #IDIODC hashtag): Duncan: @DuncanWIV https://twitter.com/duncanwiv Brent: @BSchlenker https://twitter.com/bschlenker Chris: @Chris_V_W https://twitter.com/Chris_V_W Brent Schlenker is dominKnow's Community Manager. Chris Van Wingerden is dominKnow's Sr. VP Learning Solutions. Want to join us live? Follow us on Crowdcast: https://www.crowdcast.io/dominknow Interested in learning more about dominKnow? Sign up for our next live platform demo to learn why we do powerful eLearning-authoring best. (And get a free 14-day trial after you watch the demo!) https://www.dominknow.com/demonstration.html

In Learning & Development, we love a good buzzword: 'blended learning', 'micro learning', 'learning management systems'... anything with 'learning', really. Is this a problem? Or just a time-wasting argument? This week on The GoodPractice Podcast, Ross G and Owen are joined by the eLearning Guild's David Kelly to discuss. If you'd like to share your thoughts on the show, you can find us on Twitter @RossGarnerGP, @OwenFerguson and @LnDDave. To find out more about GoodPractice, visit goodpractice.com or tweet us @GoodPractice or @GoodPracticeAus. For everything eLearning Guild, visit: elearningguild.com The Learning Solutions Conference and Expo runs March 26-28. See: learningsolutions19.com The Realities360 Conference and Expo runs June 25-27. See: realities360.com The DevLearn Conference and Expo runs October 23-25. See: DevLearn19.com For Owen's WILTW on Einstein and Feynman, see: https://skeptics.stackexchange.com/questions/8742/did-einstein-say-if-you-cant-explain-it-simply-you-dont-understand-it-well-en  Dave recommended the Cooper Hewitt Museum, online at: https://www.cooperhewitt.org/  For a review of the learning styles literature, see: Pashler, H., McDaniel, M., Rohrer, D., & Bjork, R. (2008). Learning styles: Concepts and evidence. Psychological science in the public interest, 9(3), 105-119. The article is available online, but for those seeking a short version, the key paragraphs are: "Although the literature on learning styles is enormous, very few studies have even used an experimental methodology capable of testing the validity of learning styles applied to education. Moreover, of those that did use an appropriate method, several found results that flatly contradict the popular meshing hypothesis. "We conclude therefore, that at present, there is no adequate evidence base to justify incorporating learning-styles assessments into general educational practice." This does not mean that learning styles do not exist, but that there is not yet any evidence for the concept making an effective contribution to how people learn.

From October 24 - 26 Vegas holds DevLearn - the learning and technologies conference. DevLearn is commonly known as one of North America's favourite cutting edge conferences for technologies. Every year with fail The ELearning Guild brings outstanding keynotes, sessions and activities allowing for some serious learning and networking opportunities. This year, IDIODC goes live with Brent at the conference giving us the scoop on whats to come! Stay tuned and in the loop with #IDIODC and #DevLearn2018 this year with the hashtags. Become virtual friends with Brent and Chris on Twitter too and stay in the loop with the #IDIODC hashtag! Brent: https://twitter.com/bschlenker Chris: https://twitter.com/Chris_V_W Brent Schlenker is dominKnow's Community Manager. Chris Van Wingerden is dominKnow's Sr. VP Learning Solutions. Want to join us live? Follow us on Crowdcast: https://www.crowdcast.io/dominknow Interested in learning more about dominKnow? Sign up for our next live platform demo to learn why we do powerful eLearning-authoring best. (And get a free 14-day trial after you watch the demo!) https://www.dominknow.com/demonstration.html

In this month's episode we chat with David Kelly, Executive Vice President and Executive Director of The eLearning Guild (http://www.elearningguild.com) about emerging trends and technologies in digital learning.

For this special episode of #IDIODC, the gang brings on Bianca Woods. The three chat about this years upcoming and greatly anticipated Learning and Tech conference in Las Vegas, DevLearn. The three go over what's new this year and what makes DevLearn so great. Bianca Woods is Senior Manager of Programming for The eLearning Guild and the founder of Clever Raptor, an L&D design studio. With degrees in both art education and education media design & technology, she's passionate about demystifying design and technology for others. Become virtual friends with Marco and the IDIODC gang (and remember you can always stay in the loop with the #IDIODC hashtag)! Bianca https://twitter.com/eGeeking Brent: https://twitter.com/bschlenker Chris: https://twitter.com/Chris_V_W Brent Schlenker is dominKnow's Community Manager. Chris Van Wingerden is dominKnow's Sr. VP Learning Solutions. Want to join us live? Follow us on Crowdcast: https://www.crowdcast.io/dominknow Interested in learning more about dominKnow? Sign up for our next live platform demo to learn why we do powerful eLearning-authoring best. (And get a free 14-day trial after you watch the demo!) https://www.dominknow.com/demonstration.html

Adaptive learning experiences can be a game-changer for employee engagement in your elearning courses. What's adaptive learning you ask? Grab your favourite beverage and join us for a chat. I've got mine - it's a tasty cup of decaf Earl Grey tea. In today's episode my friend and "episode partner-in-crime" Simon Blair and I talk about his experience building an adaptive learning experience for a workshop he presented at DevLearn17. What's in this Episode We discuss: What adaptive learning is Why and how you can use adaptive learning Basics of designing an adaptive experience using Storyline (or for me, Lectora) The difference between adaptive and responsive (and how to stop referring to "responsive" out of context) Perils of country living in a digital world Who is Simon? Simon is an evil genius and all-around great guy. He's also funny as heck, and if you don't follow him on Twitter you NEED to! Go do it now! As an eLearning specialist, he has developed eLearning and associated apps, spearheaded quality and efficiency initiatives, and is a go-to source for all things LMS and eLearning technology, supporting colleagues around the globe. At various points, he has also been a software developer, a teaching assistant on back-country camping courses, a technical trainer, and a facilitator of virtual and in-person training across North America.  He also facilitated a hands-on session on building an adaptive course in Storyline at DevLearn 2017 (the eLearning Guild's premier industry conference).  In the next few weeks he'll be appearing on the TLDCast as well, so keep an eye out for that. Links from this Episode Simon on Twitter Simon on LinkedIn The Files for this project (Thank you so much for freely sharing your project with us Simon - available in Storyline and Storyline 360 formats) the Canadian eLearning Conference My big take-away from today was not to be afraid to try something new and outside the box - sometimes, the only way we can get to a conference is to have a speaking submission accepted. Conferences are an expensive investment, but always worth it. If conferences aren't in your budget, maybe you should do what Simon did - lose the fear, create a great proposal for an amazing talk (we all have something we can share) and share your knowledge, skill and expertise.   Connecting this idea of adaptive learning to another concept, like that of confidence based assessments can elevate the experience for your learners, add more of a true "learner at the centre" focus, and also provide you with some statistics to help you design and build future learning experiences. So much to think about - I'd love to hear how you are using adaptive learning approaches to solve your business problems. I'd also love it if you would kindly subscribe on iTunes and if you liked this episode, please give it a rating and review, and share it with your friends and colleagues. You can also share it on Twitter and LinkedIn, just use the hashtag #theloungepodcast.

Dr. Jane Bozarth is the director of research for The eLearning Guild. She is the author of eLearning Solutions on a Shoestring;,Social Media for Trainers, and Show Your Work! She is a popular conference speaker and is frequently found at both live and online international events.  In this fun and fast-moving talk, we tackle the topic of building it vs buying it. Does it make sense to take on a learning development project in-house? Is it better to  hire out the task? Some key considerations can help guide the decision.

Instructional Designers In Offices Drinking Coffee #IDIODC In this IDIODC episode, Brent and Chris bring on a special guest, Sam Rogers. Recorded completely live and candid the three discuss pre and post-production for eLearning videos. Sam Rogers is the President of Snap Synapse LLC - a content production and consulting company specializing in eLearning. He is a regular contributor to #TLDCast and a speaker at events run by ATD, The eLearning Guild, Training Magazine and Learning DevCamp. Check out more about Sam and Snap Synapse here: https://www.linkedin.com/in/SamRogers/ http://snapsynapse.com/ Want to join us live? Check out our Crowdcast: https://www.crowdcast.io/dominknow Follow Sam, Brent and Chris on Twitter here: https://twitter.com/snapsynapse https://twitter.com/bschlenker https://twitter.com/Chris_V_W

What is the best way to launch a strategic centralized learning function within an organization? Malika Viltz-Emerson, an L&D leader who has worked for the likes of Xerox and Grubhub, answered this question on episode 5 of the Learning and Development Stories Podcast. Linking Learning to Business Strategy In a recent role, Malika needed to develop a learning function that aligned to the organization’s strategy and technology capabilities. “People were craving knowledge so we needed to develop learning paths to help employees have the tools to be successful,” she said. To align learning to the business, Malika first did an evaluation. This entailed going through a listening phase. It was imperative for her to have a “seat at the table” with business leaders (for example, being present when leadership was meeting with their managers). She created a strategy by partnering with stakeholders of different lines of business, identifying key performance indicators and then aligned this to learning. She came up with a scorecard that highlighted how learning initiatives could generate results on a quarter-to-quarter basis.  “By being in the room during business conversations, we can identify tactics that might otherwise be missed,” she said. “We can come up with strategic approaches on how we can partner.”  Following this exploration, Malika and her team created learning paths that were user friendly and provided a positive overall experience. “Managers were seeing positive changes in how employees were doing their jobs,” she said. “There were changes in how employees communicated with each other and shared information.” In summary, Malika highlighted five critical success factors for transformational learning: Strategic linkage Learner centered Technology enabled Integrating solutions Collaboration  Lessons from Mistakes Throughout her career, Malika used a standardized approach when doing analysis. In one particular role, she believes that she relied too heavily on this approach and it didn’t work as effectively. Part of the reason was that millennials made up a significant portion of this organization’s employees.  “I had to learn what works better with that group,” Malika explained. “That humbled me. I work in L&D and performance which means I am always a student and need to be continually learning myself.” The Link between Learning and Employee EngagementMalika is not a proponent of surveying employees too frequently. However, it is important to do from time to time. She and her colleagues were able to leverage the analytics and data from the learning platform to gauge how employees engaged with learning. “Engagement changed with the learning platform. There were more interactions. We found that people were coming to us and asking for information. People are often eager to learn but don’t have the tools and resources in place.” Communications TacticsFor Malika, there are two key components to communications: interactions with leadership and promoting the learning experience to employees. For leadership, the scorecard was an important component. It visually communicated the impact of learning from the previous quarter and identifying opportunities for improvement in the future. For marketing the overall L&D function, Malika  initially communicated with key stakeholders to get their buy-in. Eventually, she needed to go into marketing mode and raise awareness more broadly about key initiatives, such as a new learning platform coming to the organization. In this case, a serious of videos was one means to generating buzz. Once launched, the learning platform itself became a means for raising awareness. Fostering Knowledge Transfer Malika thinks L&D professionals need to be “navigators”. By that, there is an abundance of knowledge that is available online. L&D professionals need to make sure that whatever learners are consuming is the most impactful. For Malika, it is important to provide personalized learning, to capture conversations and then to create an atmosphere that encourages collaboration. Resources In terms of tools, Malika believes L&D leaders need to be actively involved in due diligence and that a learning platform is key to capturing the impact of informal learning. In terms of resources, she recommends the CLO Magazine, eLearning Guild, ATD, Slack and the Learning and Development Stories Podcast. Books she recommends for L&D professionals are  Clark Quinn’s Revolutionize Learning and Developmentand Dan Lyon’s book Disrupted.

In learning and development we often accept an organisation's design without criticism. But, if we're in the business of improving performance, don't we have a responsibility to challenge that design if we think it will help? This week on the GoodPractice Podcast, Mark Britz from the eLearning Guild joins Ross G and Owen to discuss how far we should push against organisational structures and processes. If you'd like to share your thoughts on the show, you can find Mark on Twitter @Britz, Ross @RossGarnerGP and Owen @OwenFerguson. You can also tweet @GoodPractice or @GoodpracticeAus. If you'd like to find out more about our upcoming events, blogs and whitepapers, visit goodpractice.com. Details of Dave Snowden's Cynefin framework can be found here: https://en.wikipedia.org/wiki/Cynefin_framework For more on Harold Jarche, see his website: https://jarche.com/ The Realities360 conference ran from July 26 - 28 this year. See the website for details: https://www.elearningguild.com/realities360/content/4900/2017-realities360-conference--home/ Owen's disputed Netflix anecdote can be read about at Digital Spy: http://www.digitalspy.com/tv/news/a834554/netflix-hits-back-20-billion-debt-inaccurate-report/ We pass no judgement on Adam Sandler's movies, but The Verge has an article titled: 'Netflix accuses its users of watching 500 million hours of Adam Sandler films'. Read it here: https://www.theverge.com/2017/4/17/15331674/netflix-adam-sandler-movies-half-a-billion-hours The Onion's story - 'How Bad For The Environment Can Throwing Away One Plastic Bottle Be?' 30 Million People Wonder - can be read here: http://www.theonion.com/article/how-bad-for-the-environment-can-throwing-away-one--2892 Ross recommended the film Plastic Ocean on Netflix, as an emotional jolt that has made him recycle a lot more. If you want to act as a commitment device, tweet him with the hashtag #IsRossRecycling?  

Robert Pratten is founder and CEO of Conducttr, a transmedia storytelling platform that’s used in digital training simulations. You can see the slides from Robert’s talk at the eLearning Guild’s games and gamification conference on Slideshare. Find out more about Robert’s book Getting Started in Transmedia Storytelling, a practical guide for beginners, currently in it’s second edition. Follow Robert on Twitter: @robpratten Robert mentions the book Walking the Talk by Carolyn Taylor. The questions and their times are provided so you can skip back and forth to learn more on a specific subject: 00:41 – Can you explain what’s meant by “transmedia storytelling”? 02:11 – What makes this type of scenario based learning effective? 04:43 – Do you have any examples of organisations that are successfully using simulations, or the benefits they’re seeing? 09:15 – Are there any technical considerations when using this type of simulation? 12:02 – Are simulations particularly time consuming to produce compared to other types of training?

David Kelly is Vice president and executive director of the Elearning Guild, he's one of the people you go to when you want to know what's hot in elearning technology. Follow David on Twitter @LnDDave. The questions and their times are provided so you can skip back and forth to learn more on a specific subject: 00:34 - What's the value of staying up to date with emerging technology? 01:35 - How do you judge what technology has potential in the learning space and what hasn't? 03:00 - What have you seen that has the potential to disrupt the learning landscape? 06:00 - Are there any red herrings that people thought would be important but haven't emerged as expected? 08:24 - How to learning and development professionals stay ahead of the curve? Topics covered in this interview include: Technology in general and how it can be applied to digital learning Mobile technology and it's potential for learning Interactive video Google glass as a successful experiment in augmented reality Read highlights from the interview in the accompanying blog post.