Podcast appearances and mentions of jane bozarth

Hey listeners! No new episode this week, but we wanted to revisit this 2022 classic with Jane Bozarth because we thought it paired nicely with the latest edition of our L&D Dispatch newsletter. Do check out the newsletter Ross G discussed on our L&D Dispatch page, 'Four papers that will make you laugh (then make you think)'. Regular show notes below. --- In learning science, there are certain ideas that have leapt the fences of academia and seeped into the public consciousness. Often, these ideas gain traction because they feel intuitively true. But what does the data say? And how should we apply these ideas as learning professionals?  This week on The Mind Tools L&D Podcast, Ross Garner and Ross Dickie are joined by Jane Bozarth, Director of Research for the Learning Guild, to discuss three research papers that challenge the received wisdom. We cover:  Generational difference Learning styles  The “Marshmallow Test”.  The three papers we discussed were: 'Generational Differences in Work-Related Attitudes: A Meta-analysis', published in 2012 in the Journal of Business and Psychology.  'Another Nail in the Coffin for Learning Styles? Disparities among Undergraduate Anatomy Students' Study Strategies, Class Performance, and Reported VARK Learning Styles', published in 2018 in Anatomical Sciences Education.  'Revisiting the Marshmallow Test: A Conceptual Replication Investigating Links Between Early Delay of Gratification and Later Outcomes', published in Psychological Science in 2018.  The Atlantic did a good write-up of the controversy surrounding the 'Marshmallow Experiment'. See here: https://www.theatlantic.com/family/archive/2018/06/marshmallow-test/561779/  In ‘What I Learned This Week', Ross Garner mentioned a Twitter thread from Aaron Berman, in which he shares writing tips from his time as editor of the US President's daily brief: https://twitter.com/aarondberman/status/1541576231891525633?s=21&t=1_oHB0tqjbt4VXZXmTMnXQ  Jane spoke about Kate the Chemist's recent session at DevLearn. To find out more about Kate, visit her website: https://www.katethechemist.com/  Ross Dickie recommended the technology podcast ‘Hard Fork' from the New York Times. You can find it wherever you get your podcasts, or through the NYT website: https://www.nytimes.com/2022/10/04/podcasts/hard-fork-technology.html  To find out more about Jane's work at the Learning Guild, see: https://www.learningguild.com/  For more from us, including access to our back catalogue of podcasts, visit mindtoolsbusiness.com. There, you'll also find details of our award-winning performance support toolkit, our off-the-shelf e-learning, and our custom work.     Connect with our speakers     If you'd like to share your thoughts on this episode, connect with our speakers on Twitter:      Ross Garner - @RossGarnerMT  Ross Dickie - @RossDickieMT  Dr Jane Bozarth - @JaneBozarth 

To thrive in the modern workplace, good communication is critical. But how can managers identify the most efficient ways to exchange messages with their teams? We asked Jane Bozarth, Director of Research at Learning Guild, to join us on The Visual Lounge and help unpack our recent research report, ‘Chaos to Clarity: How to Thrive in the Modern Workplace'. Jane shares her thoughts on the most interesting findings from the research, explaining how to make meetings more productive, leverage the benefits of asynchronous videos and use visuals to enhance your communication. Plus, she shares why it could be time to change the medium you're using to better connect with your team. Learning points from the episode include: 00:00 – Introduction 02:00 – Introducing the research report 03:58 – Are meetings still popular? 05:53 – How to make meetings more productive 07:46 – When to use asynchronous video 10:07 – Are meetings always the right medium to convey information? 12:32 – How to make asynchronous video effective 17:39 – Sending better emails 22:15 – Visuals make your messages more effective 25:51 – Jane's final thoughts on the report 28:49 – Jane's Speed Round 36:45 – The final take Important links and mentions: Connect with Jane on LinkedIn Visit the Learning Guild website Find the research report here

Learning businesses should base their design choices on evidence-based practices. But keeping up with the latest research takes time and energy that many learning business professionals simply don't have. Luckily, people like Jane Bozarth exist to help bridge the gap between academic research and the implications for the design and delivery of learning experiences. Jane Bozarth has spent many years as a trainer, a facilitator, and an e-learning designer, and she currently serves as the director of research at the Learning Guild, where she puts out monthly reports. In this episode of the Leading Learning Podcast, Jane talks with co-host Celisa Steele about learning styles and other myths, evidence-based alternatives to popular misconceptions, the growth mindset and whether learning businesses can help alter learners' perceptions, and what artificial intelligence does well and where it falls short. Show notes and a downloadable transcript are available at https://www.leadinglearning.com/episode378.

In this episode of Beltway Broadcast, your Metro DC Chapter of ATD hosts Jane Bozarth. Jane is the director of research for The Learning Guild and a veteran classroom trainer who transitioned to eLearning in the late 1990s and has never looked back. She is the author of several books, including eLearning Solutions on a Shoestring, Social Media for Trainers, and Show Your Work: The Payoffs and How-To's of Working Out Loud. In this episode, Jane explains the concept of social learning, discusses how to design an environment for social learning, and shares how to leverage social media to deliver training, facilitate discussions, and extend learning beyond a training event.  If you'd like to learn more about Jane, checkout her LinkedIn profile. For more info about the Metro DC Chapter of ATD, visit DCATD.org.  Episode Credits: Series Announcer: Julie Waters Hosts: Christina Eanes, Stephanie Hubka, and Halyna Hodges

You can contact Women Talking About Learning through our website, womentalkingaboutlearning.com We're on Twitter @WTAL_Podcast You can buy us a coffee to support Women Talking About Learning via Ko-Fi. Or you can email us via hello@llarn.com   This week's guests are  Jane Bozarth has worked in the L&D industry for more than 25 years, most of it in USA state government. In that arena she worked as classroom trainer, eLearning designer, and training program manager, and developed interest and expertise in inexpensive solutions to workplace performance solutions, particularly those with social and self-directed components. She is the author of several books, most recently "Show Your Work: The Payoffs and How-Tos of Working Out Loud" . Dr. Bozarth currently serves as Director of Research for the Learning Guild and can often be found at international speaking events and online in assorted media productions.    Jane Hart is the Founder of the Centre for Learning & Performance Technologies (C4LPT). Jane has been advising businesses for over 25 years and currently focuses on helping organisations and learning professionals modernise their approach to workplace learning - not just by updating their training practices but by enabling and supporting  continuous  learning. Jane is the author of a number of online resources including Modern Workplace Learning 2022. She is an international speaker on modern approaches to workplace learning.  In February 2013, the UK-based Learning and Performance Institute (LPI) presented Jane with the Colin Corder Award for Outstanding Contribution to Learning. In May 2018, the US-based ATD (Association for Talent Development) presented Jane with the Distinguished Contribution to Talent Development award. In October 2019 Jane featured in the UK-based Training Journal.Join the MWL Daily Telegram channel @MWLDaily.Email Jane at jane.a.hart@gmail.com and follow Jane on Twitter @C4LPT Episode Links: David Anderson Twitter Articulate Elearning Heroes Community Usable Learning Tracy Parish Jay Cross Augmented Reality (AR) vs. Virtual Reality (VR): What's the Difference? Quick Fixes In Business Always End In Disaster Getting meta about the metaverse Top 100 tools for learning Insync training Torrance Learning  

Industry research is an important part of advancing our profession. Did you know that, sometimes, researchers discover interesting trends that don't make the final edit of a report? Obviously, if it was industry changing findings it wouldn't hit the cutting room floor. But even the stuff you never read about can very interesting and helpful in your career growth.We've been looking forward to having Dr. Bozarth on IDIODC for a long time and are thrilled to have her join us. Be sure to tune in for this special episode.Become virtual friends with the IDIODC gang on Twitter. Remember you can always stay in the loop by searching through the #IDIODC tag:Brent: @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

In learning science, there are certain ideas that have leapt the fences of academia and seeped into the public consciousness. Often, these ideas gain traction because they feel intuitively true. But what does the data say? And how should we apply these ideas as learning professionals?  This week on The Mind Tools L&D Podcast, Ross Garner and Ross Dickie are joined by Jane Bozarth, Director of Research for the Learning Guild, to discuss three research papers that challenge the received wisdom. We cover:  Generational difference Learning styles  The “Marshmallow Test”.  The three papers we discussed were: 'Generational Differences in Work-Related Attitudes: A Meta-analysis', published in 2012 in the Journal of Business and Psychology.  'Another Nail in the Coffin for Learning Styles? Disparities among Undergraduate Anatomy Students' Study Strategies, Class Performance, and Reported VARK Learning Styles', published in 2018 in Anatomical Sciences Education.  'Revisiting the Marshmallow Test: A Conceptual Replication Investigating Links Between Early Delay of Gratification and Later Outcomes', published in Psychological Science in 2018.  The Atlantic did a good write-up of the controversy surrounding the 'Marshmallow Experiment'. See here: https://www.theatlantic.com/family/archive/2018/06/marshmallow-test/561779/  In ‘What I Learned This Week', Ross Garner mentioned a Twitter thread from Aaron Berman, in which he shares writing tips from his time as editor of the US President's daily brief: https://twitter.com/aarondberman/status/1541576231891525633?s=21&t=1_oHB0tqjbt4VXZXmTMnXQ  Jane spoke about Kate the Chemist's recent session at DevLearn. To find out more about Kate, visit her website: https://www.katethechemist.com/  Ross Dickie recommended the technology podcast ‘Hard Fork' from the New York Times. You can find it wherever you get your podcasts, or through the NYT website: https://www.nytimes.com/2022/10/04/podcasts/hard-fork-technology.html  To find out more about Jane's work at the Learning Guild, see: https://www.learningguild.com/  For more from us, including access to our back catalogue of podcasts, visit mindtoolsbusiness.com. There, you'll also find details of our award-winning performance support toolkit, our off-the-shelf e-learning, and our custom work.     Connect with our speakers     If you'd like to share your thoughts on this episode, connect with our speakers on Twitter:      Ross Garner - @RossGarnerMT  Ross Dickie - @RossDickieMT  Dr Jane Bozarth - @JaneBozarth 

Learning Hack is on a mid-season break but here's another chance to hear one our most downloaded episodes.   John talks to Dr. Jane Bozarth, Director of Research at The Learning Guild, about how the rise of digital technology is changing expectations about the sort of skills and qualifications a learning professional should have in the 21st Century – and about her own, long career in learning. That career includes numerous books, work as a columnist for Learning Solutions Magazine, and a long-standing position as E-Learning Co-ordinator for the US state of North Carolina. More than all that, Jane has always been a fount of no-nonsense, practical advice for learning professionals, and there's planty on display in this interview.   00:00 Intro 02:54 Role at the Learning Guild 06:07 The Guild Masters' view on future of learning 11:36 Proliferation of tools raises L&D skills issues 16:46 How educated is L&D? 20:56 Is learning theory important to learning professionals? 25:25 Where is L&D with the pandemic right now? 28:55 The widening L&D skillset 33:28 Is L&D a buying function? 37:43 What has been her career journey in learning? Mentioned in the discussion The Johari Window: https://en.wikipedia.org/wiki/Johari_window Report: Guild Masters on The Future of Learning: https://www.learningguild.com/insights/266/guild-masters-on-the-future-of-learning/?from=home Report: Degrees for L&D Professionals: What, Why, and Worth? https://www.learningguild.com/insights/263/degrees-for-ld-professionals-what-why-and-worth/?from=content&mode=filter&source=insights Many other reports by Dr. Jane Bozarth can be found on the Learning Guild website: https://www.learningguild.com/ Contact Dr. Jane Twitter: @JaneBozarth LinkedIn: linkedin.com/in/janebozarth Website/Blog: http://bozarthzone.blogspot.com/ Contact John Helmer Twitter: @johnhelmer LinkedIn: https://www.linkedin.com/in/johnhelmer/ Website: http://johnhelmerconsulting.com/

Learning & Development seems to be constantly evolving but at the same time revisiting and reinventing what has come before. In this episode, we discuss the emerging trends that have their origins in the past and the pioneers that we all need to pay more attention to. KEY TAKEAWAYS Even today, much of what we do in L&D is not evidence-based. This has to change. We are not taking successful methods from the past and reworking them for the modern world. Instead, we are simply rehashing old theories, without looking for evidence that they work. We don´t look back to see who might have done what we are trying to achieve before. You have to understand the jobs of the participants, and do the cognitive task analysis. L&D is not all about delivering learning. They are there to solve problems that are holding the business back Stakeholder management is a vital component of delivering solutions that work. BEST MOMENTS 'There is a big gap between positive endeavour and evidence-based practice.' 'Do it well, or don´t do it 'You need to work with problem analysis teams and then with problem-solving teams.' 'We need to think more holistically ' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 L&D Masterclass Series: https://360learning.com/blog/ EPISODE RESOURCES You can follow and contact Mirjam via: Twitter: @MirjamN LinkedIn: https://www.linkedin.com/in/mirjamneelen/details/experience/ How Learning Happens by Paul Kirschner - https://www.amazon.co.uk/How-Learning-Happens-Paul-Kirschner/dp/0367184575/ How Teaching Happens by Paul Kirshner - https://www.amazon.co.uk/How-Teaching-Happens-Effectiveness-Practice/dp/1032132086/ Guy Wallace Books - https://www.amazon.co.uk/Guy-W-Wallace/e/B08JQC4C4V?ref=sr_ntt_srch_lnk_1&qid=1662104935&sr=8-1 Joe Harless - https://hptmanualspring16.weebly.com/harless-model.html Donald Clark - https://www.amazon.co.uk/Donald-Clark/e/B08HVS5QSP?ref=sr_ntt_srch_lnk_1&qid=1662105350&sr=8-1 Dr. Jane Bozarth - https://www.amazon.co.uk/Jane-Bozarth/e/B001JS7VKO?ref=sr_ntt_srch_lnk_4&qid=1662105930&sr=8-4 Patti Shank - https://www.amazon.co.uk/s?k=patti+shank&crid=1I6XTHRPN5DBM&sprefix=patti+shank%2Caps%2C123&ref=nb_sb_noss_1 Connie Malamed - https://www.amazon.co.uk/Connie-Malamed/e/B001SQ2JHW?ref=sr_ntt_srch_lnk_1&qid=1662106345&sr=8-1 Mike Taylor - https://mike-taylor.org/   ABOUT THE GUEST Mirjam Neelen Bio Mirjam Neelen is the Head of Global Learning Design and Learning Sciences in Novartis. She is part of a team that redefines how Novartis Associates build competence. With 15 years' industry experience, she has worked in a wide variety of learning design roles in organisations such as Accenture, Google, and Houghton Mifflin Harcourt. ABOUT THE HOST David James  David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.  As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D.  CONTACT METHOD  Twitter:  https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/ L&D Masterclass Series: https://360learning.com/blog/ See omnystudio.com/listener for privacy information.

What's new in the world of instructional and informational video? If you're in the business of creating videos, having the latest research and stats at hand is always important. Luckily, we've got you covered. We've just released our 2021 Video Viewer Study – a collaboration between TechSmith and Dr. Jane Bozarth, Director of Research at The Learning Guild. We publish this study every year, but this time, we invited Jane to help us out as an unbiased third party. Jane joined this special episode of The Visual Lounge to discuss the most interesting findings and what they mean for video creators going forwards. Jane is a veteran classroom trainer who transitioned to the world of eLearning in the late 90s and hasn't looked back since. Jane now specializes in finding low-cost ways to provide online training solutions. She's the author of several books, including E-Learning Solutions on a Shoestring, Social Media for Trainers, and Show Your Work: The Payoffs and How-To's of Working Out Loud. Take a look at our updated findings on video viewer habits and trends in the link below, or tune in to the episode to hear more from Jane. Learning points from the episode include: Why we've become a video-consuming society How the reason people watch videos correlates to how often they watch Why titles and descriptions are so important What the data says about video length Why you should always focus on what's important to the learner/viewer How to keep people watching your videos Why audio is the most important aspect of a video Important links and mentions: Video Viewer Study 2021: https://assets.techsmith.com/Docs/TechSmith-Video-Viewer-Study-2021-Report.pdf (https://assets.techsmith.com/Docs/TechSmith-Video-Viewer-Study-2021-Report.pdf) Video Statistics, Habits, and Trends You Need To Know [2021 UPDATE!]: https://www.techsmith.com/blog/video-statistics/ (https://www.techsmith.com/blog/video-statistics/) Jane's LinkedIn: https://www.linkedin.com/in/janebozarth/ (https://www.linkedin.com/in/janebozarth/) Learn more about the TechSmith Academy. To read the blog post on the topic or watch the video, go to: https://www.techsmith.com/blog/what-viewers-want-2021 (https://www.techsmith.com/blog/what-viewers-want-2021)

  John talks to Dr. Jane Bozarth, Director of Research at The Learning Guild, about how the rise of digital technology is changing expectations about the sort of skills and qualifications a learning professional should have in the 21st Century – and about her own, long career in learning.   That career includes numerous books, work as a columnist for Learning Solutions Magazine, and a long-standing position as E-Learning Co-ordinator for the US state of North Carolina. More than all that, Jane has always been a fount of no-nonsense, practical advice for learning professionals, and there's plenty to be found in this interview.   ---------- 03:34 - Role at the Learning Guild 06:17 - The Guild Masters' view on future of learning 12:16 - Proliferation of tools raises L&D skills issues 17:26 - How educated is L&D? 22:04 - Is learning theory important to learning professionals? 26:32 - Where is L&D with the pandemic right now? 30:02 - The widening L&D skillset 34:36 - Is L&D a buying function? 38:54 - What has been her career journey in learning? ----------   Mentioned in the discussion:   The Johari Window: https://en.wikipedia.org/wiki/Johari_window   Report: Guild Masters on The Future of Learning: https://www.learningguild.com/insights/266/guild-masters-on-the-future-of-learning/?from=home   Report: Degrees for L&D Professionals: What, Why, and Worth? https://www.learningguild.com/insights/263/degrees-for-ld-professionals-what-why-and-worth/?from=content&mode=filter&source=insights   Many other reports by Dr. Jane Bozarth can be found on the Learning Guild website: https://www.learningguild.com/     Contact Dr. Jane Twitter: @JaneBozarth LinkedIn: linkedin.com/in/janebozarth Website/Blog: http://bozarthzone.blogspot.com/     Contact John Helmer Twitter: @johnhelmer LinkedIn: https://www.linkedin.com/in/johnhelmer/ Website: http://johnhelmerconsulting.com/ Download the new white paper from Learning Pool written by John Helmer & Ben Betts – Suite Dreams: The Past, Present and Future of Learning Systems https://learningpool.com/suite-dreams/

The one with Jane Bozarth & Sarah Beard.

I invite guests to share personal stories about acts of leadership that help shape their lives. In Episode 18, Jane Bozarth encourages us to seriously consider opportunities, shares a leadership story about saying the right thing at the right time, and explains what being a practitioner means. 00:00 Prologue: Let's Get Evidence-based! Author and speaker Dr. Jane Bozarth has had a long career in the North Carolina state government. In Part 1, Jane shares a story about her role as the state's eLearning Coordinator. As the Director of Research for The Learning Guild, Jane shares evidence-based research related to talent development. 00:00 Part 1: The Writing Is on the Wall In a previous episode, Judy Hale encourages us to watch for opportunities that may not be obvious. Likewise, Jane shares an insightful quotation about opportunities that is worth knowing. 00:00 Part 2: Calmness Can be Enlightening As we act, we model what it means to lead and to be in management. We do so with our words, our appearance, our nonverbal gestures, and our emotions. Jane shares a story about how her manager responded to a project meltdown. 00:00 Part 3: Reflections and Defining ourselves as Practitioners Jane heartens us to be reflective with our work and intellectualize their practices. Also, she encourages us to think of ourselves as practitioners and explains what being a practitioner means. _________________________________ How You Can Support the Show Unlabeled Leadership is a free service for people to learn about leadership. If you want to support the show, you can make a $0.99 donation. Your support reduces production expenses. https://anchor.fm/unlabeled-leadership/support Episode links Jane's LinkedIn Profile Jane's Twitter Jane's blog The Learning Guild (with a free membership, you can access the monthly reports) The Learning Guild's Research Library Research report: What Works, and What Doesn't, in Diversity Training Jane's Amazon Author Page A Sampling of Jane's evidence-based books Better Than Bullet Points: Creating Engaging e-Learning with PowerPoint Social Media for Trainers Show Your Work Gary DePaul's website Gary's books: What the Heck Is Leadership and Why Should I Care? Nine Practices of 21st Century Leadership Background Music You can find all the musical tracks at Envato Elements. 00:00 Theme music: Inspiring Uplifting Corporate by mixer_drummer 00:00 Backsliding by simming 00:00 Latin by TexasBrother 00:00 Upbeat Fun Piano Blues by pinkzebra 00:00 Fun and Flirty by BrownHouseMedia Lead on! --- Send in a voice message: https://anchor.fm/unlabeled-leadership/message Support this podcast: https://anchor.fm/unlabeled-leadership/support

Work, Connect and Learn is a collaborative work and learning initiative that was created and delivered at Coca-Cola Amatil (CCA) over five years ago and was very progressive at the time.  It is an approach that is still highly relevant in 2020 as learning professionals seek to support people to connect, work and learn in a digital environment.  It serves as an example of how knowledge sharing can be used to reduce the risk of dependency on a small number of experts or ‘go to’ people in an organisation.  It also illustrates how social learning can be aligned to business strategy and goals. Host:  Michelle Ockers Guest: Helen Blunden Resources: Activate Learning Solutions, Helen’s website https://activatelearning.com.au/ Curated collection of blog posts by Helen and Michelle – Community of Practice case study https://bit.ly/3fqkKNy Visual map of analysis of network interactions in CCA engineering and maintenance function – see this blog post https://bit.ly/36ZYQNt Assessing the Value of Online Interactions, an article by Jane Bozarth introduction the value creation model from Etienne Wenger, Beverly Traynor, and Maarten De Laat https://bit.ly/337Z0Bk A tribute video to Helen as a person who inspires me – made in 2016 https://bit.ly/339gugz Harold Jarche website (Harold who helped convince the CCA Engineering Manager to adopt a knowledge-sharing approach) https://jarche.com/ Learning Uncut Emergent episode with Harold Jarche on new structures for L&D teams - https://bit.ly/17MOES More Episodes & Info: More episodes: https://learninguncut.libsyn.com About the Learning Uncut podcast: https://michelleockers.com/learninguncut/

This week on The Good Practice Podcast we're joined by instructional designer Cara North, who shares her experiences of working in both corporate and Higher Education environments. What are the similarities? What are the differences? And what can these two domains learn from each other? We discuss: the impact of working with subject matter experts who are educators designing for students vs designing for colleagues the learner as consumer. Show notes You can find out more about Cara at: caranorth.com Cara referenced Cammy Bean's book The Accidental Instructional Designer, available from Amazon: amazon.co.uk/Accidental-Instructional-Designer-Learning-Digital/dp/1562869140 James referenced a number of researcher/practitioners who write publicly about instructional design and online learning. These were: Jane Bozarth, Jane Hart, Harold Jarche, and Clark Quinn. Ross would add Will Thalheimer and Patti Shank to that list. For more from us, including access to our back catalogue of podcasts, visit emeraldworks.com. There, you'll also find details of our award winning performance support toolkit, our off-the-shelf e-learning, and our custom work. In What I Learned This Week, James bemoaned the number of 'no shows' to UK restaurants: bbc.co.uk/news/av/business-53496326/coronavirus-restaurants-struggle-with-overwhelming-no-shows Cara recommended Kath Ellis and Kim Tuohy's learning design competition 'The Show', with episodes available on YouTube: youtube.com/channel/UCQrSBktwEPqsfM4iYZkv1Tw  From this, Cara learned about the apps Appy Pie (appypie.com) and WebFlow (webflow.com). Ross shared his 70(plus)-year-old "hot take" on Disney's back catalogue, giving capsule reviews of Snow White (1937, 83 minutes), Pinocchio (1940, 88 minutes), Bambi (1942, 70 minutes) and Cinderella (1950, 74 minutes). All available on Disney+. Connect with our speakers If you'd like to share your thoughts on this episode, connect with our speakers on Twitter: Ross Garner @RossGarnerEW James McLuckie @JamesMcLuckie Cara North @CaraNorth11

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/

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 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.

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.

ATD Houston 2019 Tech Conference Keynote Speaker Jane Bozarth, reveals how to "SHOW YOUR WORK: THE PAYOFFS AND HOW-TOS OF WORKING OUT LOUD", and why you should register for the conference at tdhouston.org

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.

Have you ever completed a project, only to find that someone else had already done it? Have you ever spent hours trying to learn something new, only to find that the person across the hall could have explained it in two minutes?  On this week's show, Ross D and James are joined by author Jane Bozarth to discuss social learning and the challenges of managing knowledge in organisations. If you'd like to share your thoughts on the show, you can find us on Twitter @ross__dickie, @JamesMcluckie or @JaneBozarth. To find out more about GoodPractice, visit goodpractice.com or tweet us @GoodPractice and @GoodPracticeAus. Jane's latest book, Show Your Work, is available here.

Today we are joined by elearning author and consultant, Jane Bozarth, who shares her 30+ years of experience. For more Jane, visit: www.bozarthzone.com Amazon Author Page: http://amzn.to/dfh3tXNew! Show Your Work: The Payoffs and How-Tos of Working Out LoudFacebook Pages:   Jane Bozarth Bozarthzone  ; Social Media for TrainersTwitter:  @JaneBozarth   watch the vidcast at: https://www.youtube.com/watch?v=IsD8k2S4N2o

In this episode, I talk with Jane Bozarth, instructional designer, presenter, and author. She gives us some really great tips on how to get our foot in the door to the presentation game.

June 13–15 is the Elements: The Web Conference at Penn State! This year's conference boasts an outstanding lineup of all-star keynote speakers, featuring Scott Stratten, Debbie Millman, Eric Meyer, and Scott Dadich. Complete with a top-notch lineup of diverse sessions, you are guaranteed to find your element. A full day of workshops will follow with “Show Your Work” by best selling author, training expert, and LOLA award winner Jane Bozarth and Eric Meyer will conclude the conference with a custom-built workshop titled “CSS Your Way” on Wednesday, June 15.

June 13–15 is the Elements: The Web Conference at Penn State! This year's conference boasts an outstanding lineup of all-star keynote speakers, featuring Scott Stratten, Debbie Millman, Eric Meyer, and Scott Dadich. Complete with a top-notch lineup of diverse sessions, you are guaranteed to find your element. A full day of workshops will follow with “Show Your Work” by best selling author, training expert, and LOLA award winner Jane Bozarth and Eric Meyer will conclude the conference with a custom-built workshop titled “CSS Your Way” on Wednesday, June 15.

Our guest for episode 3 is highly respected instructional designer and author Julie Dirksen, you'll be hearing her views on helping learners to form good habits, how to avoid some common design mistakes and what we can all learn from video game designers. The second edition of Julie Dirksen's book Design for how people learn is regarded as one of the best starting points for anyone new to instructional design. Here are the questions asked during the interview with their times for quick reference: 00.39 What's changed since you wrote the first edition of the book? 05.29 What's the most common mistake that people make when they're designing learning experiences? 08.57 What are the neuroscience basics that learning professionals need to know? 13.07 What are the skills or knowledge that games can teach us really well? 19.24 Is there an example of video in elearning that has definitely got it right? 22.50 What are the challenges facing women working in the learning technologies industry? 29.00 What are you most excited about when you think of the future of elearning? Links to the authors and theories discussed in the interview: Daniel Willingham Will Thalheimer Gloria Gery's Proficiency model which features in her book Electronic performance support systems. Mihaly Csikszentmihalyi - Flow state Gamergate Trina Rimmer xAPI standards Jane Bozarth, and her book Show your work Kirkpatrick model Brinkerhoff success case model

In this episode, Lisa Minogue-White talks to Jane Bozarth about Working Out Loud and Showing Your Work, Technology and How Learners are Changing, and Badges & Gamification. Kim George continues her series on latest blogs and reviews a blog post from Ryan Tracey called 'Where is L&D Going?'

In this interview with Jane Bozarth, we discuss the benefits of showing or narrating your work to the individual, one's colleagues and the organization.

Brian and Judy talk with the fabulous Jane Bozarth about showing your work, mountain climbing, positive deviance, and your questions. Be sure to register for Jane’s June 11 ASTD Webinar, Show Your Work! The drinks Brian drank Shiner Kosmos  Judy drank Lady Grey tea because she couldn’t buy Mens Room Jane drank Grimbergen Dubbel The … Continue reading "#27 – When the Prison Guards Are Out Sick"

Jane Bozarth, social media expert, reveals all.