Podcasts about learning programs

In today's episode, Matthew Ismail, former editor-in-chief of the Charleston Briefings, talks with Heather Staines, Senior Consultant, Delta Think, and Doreen Bradley, Director of Learning Programs and Initiatives, University of Michigan. Heather, Doreen and Matthew discuss the recent Charleston Briefings on library privacy, the last title completed under Matthew's tenure. They also talk about library contracts with third-party vendors, authentication and access control issues, and the challenges posed by browser changes. They also highlight the importance of consent and transparency in data collection and usage. Other ongoing issues in library privacy include camera surveillance, wireless access, biometrics, and the impact of AI on data privacy. This conversation emphasizes the need for ongoing awareness and education on privacy issues. Social Media: View the video on YouTube: https://youtu.be/WHd7WS9VH1o LinkedIn: https://www.linkedin.com/in/matthew-ismail-1a6282a/ https://www.linkedin.com/in/heatherstaines/ https://www.linkedin.com/in/doreen-bradley-200205b6/ Twitter: Keywords:  #CharlestonBriefings, #data, #datacollection, #privacy, #libraryprivacy, #transparency, #access, #consent, #authentication, #AI, #scholcomm, #ScholarlyCommunication, #innovation, #partnerships, #collaboration, #libraries, #librarianship, #LibraryNeeds, #LibraryLove, #ScholarlyPublishing, #AcademicPublishing, #publishing, #LibrariesAndPublishers, #podcasts

In this episode, we listen to interviews with a former AVID student, Tasha Henderson, and her former AVID teacher, Ben Solomon. Tasha has since earned both undergraduate and graduate degrees on her way to becoming a Television Writer and Producer. Ben, who now works as the Manager of Learning Programs, Products, and Services at AVID Center, looks back on his years teaching Tasha in the AVID classroom. This unique juxtaposition of student and teacher stories offers a unique look into the educational experience and the relationships that can launch students to both academic and career success. Visit AVID Open Access to learn more.

Summer break is in full swing with a way to go until school starts up again. This is the time kids can lose a lot of the academic gains they've made during the school year. Nicole Brown, vice president of community impact for United Way Suncoast, joins Florida Matters to discuss programs to help stop the "summer slide". And, with the last two Scripps National Spelling Bee champions hailing from the Tampa Bay region, we talk with spelling bee coach Scott Remer about what it takes to succeed in the pressure cooker environment of competitive spelling.

As the school year ends and summer begins, many parents and teachers worry about the “summer slide.” The summer slide is the tendency for students to lose some of the achievement gains they made during the previous school year.  To combat this learning loss, many districts are focusing on providing additional opportunities for students to learn over the summer.  How can we combat the summer slide? Are summer learning programs the answer? And how can we ensure all students have access to these programs?  In this episode, Aaron Dworkin joins Kevin to discuss if summer learning programs can combat the summer slide.   Meet Aaron Aaron Dworkin is the CEO of the National Summer Learning Association, which works to ensure all young people in America, especially the most vulnerable, can access and afford a high-quality summer learning experience every year.   This is, What I Want to Know. 

The “unambiguously positive” effects of same-sex marriage; creating effective summer learning programs; what private health plans pay hospitals compared with what Medicare would pay; and protecting AI models against attackers. For more information on this week's episode, visit rand.org/podcast.

VIP L&D's Chief Learning Officer, Renée Lautermilch, and Director of Learning Programs, Dezirée Markham, share leadership tips and skills in less than the time it takes to neuter a cat. Tune in and sharpen your skills.

Transform your child into a Super Learner with the personalized learning processes by Turbo Learner. Schedule a consultation today with learning coach, Prakash Rao, today! Learn more at https://plp.turbolearner.com/book-appointment VKS Associates, LLC, d/b/a Turbo Learner City: Scotch Plains Address: 6 Breezy Ct Website: https://www.turbolearner.com

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Not everyone has a relative who can watch their children while they're at work, but RisingStars Family Childcare (609-785-5094) offers a licensed home daycare program for parents in Cranbury, NJ, and surrounding areas. Call them today!You can learn more at https://risingstarsdaycareplainsboro.com Risingstars Family Childcare City: Plainsboro Township Address: 35 Knox Ct, Website https://risingstarsdaycareplainsboro.com/ Phone +16097855094 Email reach.risingstars@gmail.com

When it comes to building learning programs that move individuals and organizations forward, today's guest believes that we have to look beyond the obvious and take risks to make bold moves. According to Jon Peters, almost nothing is out of reach if we explore alternative paths. Jon is the Founder and Chief Innovation Officer of AthenaOnline, an award-winning e-learning company that developed and released the first enterprise “microlearning” platform. He's also a board member of the Institute for Management Studies (IMS), as well as a director and producer. Throughout his career, Jon has combined his passions for art and technology, running an award-winning technology-focused ad agency and working in computer marketing, corporate development, design, visual effects, and film. In our conversation today, Jon shares his advice for leading your own organization and explains why innovation can't take place in a vacuum, highlighting the importance of creativity, working backwards from your purpose, asking “what if?” and introducing diverse perspectives. Tune in today for an extremely insightful conversation with a truly innovative problem-solver and creator.   Key Highlights From This Episode: •   The importance of defining your purpose first and working backwards to implement it. [05:53] •   Advice for B2C companies about when to pivot and when to double down. [08:37] •   Why approaching problems head-on doesn't work for innovative problem solvers. [14:36] •   The essential role of asking “what if?” and conducting the necessary research. [18:00] •   Jon's take on diverse perspectives as an essential ingredient for innovation. [20:07] •   How you can benefit from avidly pursuing creativity, whatever form it takes. [24:14] •   What many organizations “get wrong” when it comes to adopting new innovations. [28:46] •   A closing anecdote about DreamWorks co-founder Jeffrey Katzenberg that illustrates the value of embracing failure. [33:04]   For More Information: Jon Peters on LinkedIn Jon Peters on Facebook AthenaOnline Institute for Management Studies (IMS)   Links Mentioned in Today's Episode: Follow AthenaOnline on X and Facebook Create your own custom ChatGPT chatbot with CustomGPT   ——————— Are you ready for a BIG positive shift in how you're working and what you're capable of achieving today in your career and leadership? Let's work together and make that happen! While you might know me best as a podcast host and writer, a key focus in my work is career and leadership coaching for mid to high-level professional women around the globe. In my top-rated Career & Leadership Breakthrough 1:1 Program, I help professionals get what they want most, which includes more confidence, impact, recognition, advancement, financial reward, well-being, and fulfillment. And I also help them close their power gaps and embrace their most exciting visions for the future. In the past 16 years, I've worked with over 20,000 professionals and leaders across 6 continents. Before that, I served as a therapist, and prior to that, I was a corporate VP managing multi-million-dollar budgets and global initiatives. I leverage all of that experience to help people build a new chapter of work to reach their highest and happiest potential in careers they love. For organizations looking for top-level career and leadership coaching to support the emerging and seasoned female leaders in your workforce, please feel free to contact me here. Check out Career & Leadership Breakthrough Coaching Program - Kathy Caprino. I hope you'll register now. I'd love to support you!   ——————— Need some great podcast production support? Check out We Edit Podcasts! Are you thinking of launching a new podcast or have you been at it a while and recognize it's time for more or better production help to create the best podcast you can? I totally understand — I've been podcasting for over 6 years and know how challenging it can be. That's why I'm very excited to share key info about the great product team I'm using called We Edit Podcasts. I've been working with them for well over a year, and I've been so happy with the results! They're a full-service production agency and their services give me access to a wonderful team of seasoned audio engineers and editors who help create a polished, professional sound. And they work hard to ensure that my particular podcasting approach and style comes through in every episode. 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In Boston and beyond, summer learning programs aim to help kids hit the ground running when they return to school. Do they work?

Tom Raffio is joined by Tori Berube, Program Manager, OLLI at UNH to discuss enrichment learning for adults.

Today I am talking to Keri Barnett-Howell, the Director of Talent Development at Mission Cloud where she leads employee growth initiatives and strategies to help every Mission team member achieve their professional goals. She has created training and development programs for all career levels, with a particular focus on early career and career transitions. With her experience building the talent team at Mission Cloud from the ground up, I am really excited for this conversation. Want more great tips on improving the impact of training in your organization? Sign up for the Making Better Newsletter. If you need help building your own training programs, reach out to Better Every Day Studios today.

Carolyn and Seth welcome Ken Sardoni, CompTIA's Senior Vice President of Learning Programs, to talk about the field of data. Companies have had digital data for a long time, but for most of that time only the largest companies had any sort of formal management. Recently, companies of all sizes are using cloud tools and new data structures to more effectively manage and analyze their data for competitive advantage. The group talks about the different data career options on two different pathways: manage and interpret.

Racism is manifested and institutionalised in many areas of life, from education and housing to employment, health care, and the criminal justice system. Dr Ebonyse Mead and and Dr Tameka Ardrey of Georgia Southern University have published a new book, Building equitable early learning programs, which sets out to address racial inequities in early childhood education. With 38 years' professional experience between them, their new book aims to help education professionals to analyse the causes of racial inequities in early childhood, and to address the injustices they identify.  Building equitable early learning programs is available from Gryphon House from June 1st.

Join Sue for an upcoming Live Virtual Workshop where you will learn from Sue practical tips & strategies to make a difference. In this episode, we will discuss: ✅ What to Teach, How to Teach, When to Teach: Ideas and Strategies for teaching Social Emotional Learning (SEL) ✅ Improved Learning Outcomes: Two-thirds of students enhance their performance with the addition of an SEL program

Join us on this episode of That Music Podcast as we discuss trauma-informed music education with guest Courtney Gazda. We'll learn about the basics of trauma and trauma-informed education, how music can help students who have experienced trauma, and specific strategies for implementing trauma-informed music education in the classroom. We'll also explore the benefits of this approach and hear about some challenges that teachers may face when trying to implement it. Don't miss out on this informative and important discussion! Courtney Gazda is the Manager of Learning Programs with The Cleveland Orchestra. She develops and facilitates impactful music education programming for children ages PreK-12 in the Cleveland Metropolitan School District. She also creates and presents meaningful educator training for Early Childhood Teachers and specializes in a Trauma-Informed lens, being mindful of the impact trauma has on a child's development and utilizing necessary social-emotional learning and self-regulation practices in music education. An award-winning Music Educator, Ms. Gazda also maintains her State of Ohio Music Teaching License and was previously a classroom music educator in Northeast Ohio. She holds a Master of Arts Administration degree from the University of Akron and a Bachelor of Music Education degree from the University of Mount Union, in addition to having training in Kodaly methodology and Trauma-Informed Teaching. She also serves on the League of American Orchestra's Education and Community Engagement Leadership Committee. Episode Chapters: 3:40 Background & Benefits 14:30 Implementation 21:30 Challenges & Obstacles Links and Resources: Elementary Newbie Guide Disabilities Guide Steady Beat Survival Guide That Music Teacher Masterclass

Join host Jordan Mulligan on the Mulligan Brothers Podcast as he engages in an enlightening conversation with Nic Voge, the director of the McGraw Center's Learning Programs at Princeton University. With a socio-cognitive approach informed by self-worth theory and positive psychology, Nic delves into the unique educational expectations of elite research universities and the ways in which students engage with and meet these challenges. Drawing from his extensive experience working with undergraduate and graduate students, Nic shares valuable insights on how to navigate the distinctive curriculum of Princeton University and other similar institutions. He discusses the variety and complexity of learning demands that students encounter in different disciplines and courses, and offers practical strategies for fostering intrinsic motivation, resilience, and academic success. Join us on the Mulligan Brothers Podcast as we delve into the intricacies of navigating the academic world of elite research universities with Nic Voge. Get ready for an insightful conversation filled with practical tips, research-backed strategies, and inspiring perspectives on unlocking the full potential of students in the higher education landscape. Don't miss this enlightening and empowering interview with a true expert in the field of learning and motivation.

“Find out who you are at your core, keep returning to that, and then go out into the world and live that person.” Jan's career is nothing short of inspirational. She sussed out what she wanted to do and went after that with absolute determination. Her success included buying businesses and taking a role as head of Canada's Women of Influence organization, helping women achieve and sustain success. And if that weren't enough, Jan and her business partner, recognizing an important niche and need, started the organization Captains & Poets a school program all about SEL (Social Emotional Learning). Jan's career shows what we can accomplish once we have our foundational understanding of ourselves in place.More on Ford Keast Human Resources can be found here: https://www.fordkeast.com/services/human-resource-consulting/& for all the podcast and YouTube information visit our website: https://www.career-resilience.com/ If you enjoyed this podcast or our YouTube video and need support in your own career resilience please do get in contact with Jann at HR@fordkeasthrc.ca We would love to hear from you! Want to show your support? Subscribe and leave a review! It means a lot! Thank you Jann Danyluk, Career Resilience.

  GLOBAL LEARNING  PROGRAMS FOR  FOR YOU AND STUDENTS FROM AN ED SERVICE AGENCY:Dr. Joan Wade of AESA is joined by her guest  Jason Hirou of ACES International Education ,a Connecticut Ed service Agency  offering international opportunities nationwide to schools.    

Rick and Kaleem met one on one with Hampton Clarkson, Education Services Consultant at Dell Technologies. In his role, Hampton faces a sizable challenge: What will new hires experience in their first 90 days? How will the flow of information improve their ramp to productivity? In this fun conversation, we discuss the priorities new hires need to learn and experience. Equally as important is determining how leadership can promote onsite gatherings as networking and culture building opportunities for remote employees. What are the benefits to gathering them for purposes other than work?We thoroughly enjoyed this thought-provoking discussion. Thanks for chatting, Hampton!

How does a Ph.D. in Physical Chemistry translate into the corporate world of Learning and Development? Dr. Eli Bendet-Taicher brings that experience—and many others—into his role as Head of Global Learning and Development at Wix.com. It turns out that his passion for people and his love for research and experiments are the perfect combination! Eli has more than 21 years of international experience in both technical and educational leadership positions. His career path includes global talent management, human resources, learning & development, coaching, mentorship & leadership, people & performance analytics, product development, data analysis, and storytelling.   As a scientist who believes in data as the driver of the best business decisions, Eli presents a unique approach to Learning and Development that drives organizations to be on top of industry standards in today's new workplace era.  You'll discover: Why Eli advocates running L&D like a businessHow Eli gained the trust of the CEO by demonstrating the value L&D contributes to the bottom lineThe power of A/B Testing to determine which learning programs produce the best results.Why Eli's team created their own set of values and the benefits of doing soWhat Eli looks for when hiring a new person for his teamCheck out all the episodesLeave a review on Apple PodcastsConnect with Meredith on LinkedInFollow Meredith on TwitterDownload the free ebook Listen Like a Pro

Today, we're continuing our conversation about adaptive, personalized learning. On June 14, Juan Baron, Senior Economist in the World Bank's Education Global Practice, hosted a World Bank EduTech Podcast episode with Whizz Education and Educational Initiatives about their experience running companies focused on adaptive, personalized learning. They discussed how gain political will, access the technology, and implement programs. Listen on Apple and Spotify. On today's episode, Juan Baron speaks with the EdTech Hub, a joint initiative of the World Bank, UNICEF, and Bill and Melinda Gates Foundation to do academic research about the role of technology in education. Juan speaks with Tom Kaye, Global Country Engagement Lead at the EdTech Hub, Haani Mazari, Pakistan and Bangladesh Country Lead at the EdTech Hub, and Diego Angel-Urdinola, World Bank Senior Economist. Diego joins us to share lessons from the World Bank's experience building adaptive, personalized learning programs in Ecuador. You can learn more about the EdTech Hub at https://edtechhub.org. You can learn more about topics discussed in this conversation at https://worldbankedutech.medium.com/world-bank-edutech-podcast-episode-implementing-adaptive-learning-programs-lessons-from-the-d2a4d7f95c08.

On this episode of The Shape of Work, our guest talks about the innovations in the learning platform to help companies create value and upskill employees.“Organisations need to shift their focus not treating learning as an event but as an intervention. An event has a start and an end, the objective is not so well defined. Whereas an intervention is a long-term process.”We welcome Virendra Singh Rathore, Founder of Udyog Paathshala- Prior to Udyog Paathshala, he was the Co-Founder and Managing Partner at Challenging Horizons. He has been into Learning and Development for 14 years.Episode HighlightsThe evolution of the learning paradigm in the post-pandemic business ecosystemThe role of learning programmes in enabling organisational agility and business successInnovations in the learning platform to help companies create value and upskill employeesThe biggest roadblocks that companies need to tackle to bring about effective skill transformationHow to tackle the challenges within the learning and development teamFollow Virendra on LinkedinProduced by: Priya BhattPodcast Host: Hashmita TarasinghaniAbout Springworks:Springworks is a fully-distributed HR technology organisation building tools and products to simplify recruitment, onboarding, employee engagement, and retention. The product stack from Springworks includes:SpringVerify— B2B verification platformEngageWith— employee recognition and rewards platform that enriches company cultureTrivia — a suite of real-time, fun, and interactive games platforms for remote/hybrid team-buildingSpringRole — verified professional-profile platform backed by blockchain, andSpringRecruit — a forever-free applicant tracking system.Springworks prides itself on being an organisation focused on employee well-being and workplace culture, leading to a 4.8 rating on Glassdoor for the 200+ employee strength company.

Princeton University professor, researcher and author Nic Voge joins Tim to talk about procrastination, and more to the point, why we procrastinate every year just after we come up with those New Year's resolutions. Nic directs Princeton's McGraw Center Learning Programs. This includes the undergraduate learning program, and the graduate learning program. https://traffic.libsyn.com/secure/shapingopinion/Procrastination_and_New_Years_Resolutions_auphonic.mp3 According to a study last year, the top three New Year's resolutions for Americans are: exercising more, losing weight, and saving money. That study was conducted by Statista. Yet by the end of each year, we often find we not only didn't make the progress we wanted on those resolutions, but for all too many, we never even got started in trying to make that progress. Why is that? That's where we started in our conversation. Nic will be launching an on-line course on understanding and overcoming procrastination in Spring of 2023 at Voge Academy which is based upon his popular TEDx Talk. This new, innovative platform will include many more strategies, techniques and tools for preventing procrastination from preventing you from reaching your goals. Sign up now to receive practical advice about how to overcome procrastination, feel more motivated, engage productively and achieve success in the things that matter to you. Links Nic Voge at the McGraw Center, center website Life Beyond Grades, by Martin Covington, Linda von Hoene, Nic Voge (Amazon) Atomic Habits, by James Clear (Amazon) Martin Covington, UC Berkley website TED Talk: Self-worth Theory by Nic Voge About this Episode's Guest Nic Voge At Princeton Univesity, Nic Voge directs the McGraw Center's Learning Programs, including the Undergraduate Learning Program and the Graduate Learning Program. Adopting a socio-cognitive approach informed by self-worth theory and positive psychology, Nic explores the unique educational expectations of elite research universities and the ways students engage with and meet them. Recognizing the variety and complexity of learning demands students encounter in various disciplines and courses, our programs focus on assisting students as they transition into and through Princeton' distinctive curriculum. Nic is a founding member of the Princeton Perspective Project, Principedia, and the Academic Resilience Consortium (formerly The Resilience Consortium). He recently co-authored Life Beyond Grades: Designing College Courses to Promote Intrinsic Motivation (Cambridge University Press).

xAPI can be used to collect data in any digital learning experience - from elearning to videos. Today's podcast offers the perspective of both a learning design team AND an end-user of xAPI, all of whom share their thoughts on when to (and perhaps when not to) use xAPI to collect better data in learning experiences.

“It's learning in real time, really. Because you can read about swimming and watch videos, but you don't know how to swim. There's information out there, courses and learning, but applying it - we're doing that right away.” - Candace Brereton This episode is the SECOND of a 2-part series covering my panel interview with several members of The Talent Trust, my 6-month Mentoring and Peer Learning Community for Talent Leaders. Check out Episode 50 to hear the first part! Listen in for a sneak peek behind the curtains around what it's really like to be part of this peer community! My guests are: Candace Brereton, HR Generalist at Foster and Associates Financial Services Jennifer Hall, VP of HR at Access Employment (listen to my interview with her on Episode 09 Creating Psychological Safety ) Shelagh Ell, Director of People and Culture at ATCO (listen to my interview with her on Episode 26 Understanding your Customer) Marie Elenda, Manager of Learning Programs at dentalcorp Susan Salomone, AVP of Workforce Development and Career Services at Ochsner Health (listen to my interview with her on Episode 05 The Power of Talent Stewardship) In this episode of Talent Management Truths, you'll discover:

“[The practice of reflection] has been such a powerful takeaway personally, and also the learning for me and my work groups, to make sure that we're building in that reflection opportunity for my people and for myself.” Susan Salomone This episode is the FIRST of a 2-part series covering my panel interview with several members of The Talent Trust, my 6-month Mentoring and Peer Learning Community for Talent Leaders. The second episode will air a week later. Listen in for a sneak peek behind the curtains around what it's really like to be part of this peer community! My guests are: Candace Brereton, HR Generalist at Foster and Associates Financial Services Jennifer Hall, VP of HR at Access Employment (listen to my interview with her on Episode 09 Creating Psychological Safety ) Shelagh Ell, Director of People and Culture at ATCO (listen to my interview with her on Episode 26 Understanding your Customer) Marie Elenda, Manager of Learning Programs at dentalcorp Susan Salomone, AVP of Workforce Development and Career Services at Ochsner Health (listen to my interview with her on Episode 05 The Power of Talent Stewardship) In this episode of Talent Management Truths, you'll discover:

S02-E01 We feature one of my published book chapters. It is “Pathways of Persistence: A Review of Postsecondary Peer Cooperative Learning Programs.” It was one of my first publications where I took a deeper dive into the foundations to peer learning and clarified language describing it that is too often muddy and incorrect. I then provide an overview of six major peer programs that are used at colleges globally. Since this publication was published around 2005, more recent research studies will be missing. But, some of the foundational research is shared. In addition to this audio episode, I also provide several PDF documents: first, I provide a copy of the pathways of persistence book chapter. Second, I provide a copy of the book that it appeared inside. That book is named “Best Practices for Access and Retention in Higher Education.” The following links allow you to subscribe: iTunes and Apple Podcast, Amazon Music/Audible, Castbox.fm, Deezer, Facebook, Gaana, Google Podcast, iHeartRadio, Player.fm, Radio Public, Samsung Listen, Spotify, Stitcher, TuneIn, Twitter, Verbal, and YouTube. Automatically available through these podcast apps: Castamatic, iCatcher, Overcast, Pocket Casts, RSSRadio, and more. Please post comments to the podcast webpage, www.equitypodcast.org, iTunes, and other apps, or email to me, arendale@umn.edu You can also check out my other four podcasts and other social media at www.davidmedia.org

Shawnna Sumaoang: Hi, and welcome to the Sales Enablement PRO podcast. I am Shawnna Sumaoang. Sales enablement is a constantly evolving space and we're here to help professionals stay up to date on the latest trends and best practices so that they can be more effective in their jobs. Today I’m excited to have Gerry Hurley from Tripadvisor join us. Gerry, I’d love for you to introduce yourself, your role, and your organization to our audience. Gerry Hurley: Thank you, Shawnna, I’m delighted to be here with you today and to share my story. My name as you said is Gerry Hurley and I’m the Senior Director of Sales Enablement for Tripadvisor’s B2B business. So for those that are not familiar with Tripadvisor, we are the world’s largest travel platform, helping close to half a billion travelers each month plan, book, and share their experiences of their trips. I’m based in Ireland, just north of Dublin, and have worked in training, enablement, and sales roles for 20-plus years across education, insurance, telecoms, and hospitality industries. At Tripadvisor, I lead a team of amazing sales enablement professionals supporting the needs of roughly about 500 global sellers across our SMB, enterprise, media, and meta businesses. SS: I’m very excited to have you on our podcast today. You mentioned on LinkedIn that you built a robust new hire training program and you were able to correlate that to a reduction in time to productivity from seven months to three months. First off, that’s amazing, but I’d love to understand how you designed and structured these programs? GH: Sure, delighted to share a bit more. Let me start with a bit of context. We were all acutely aware of the impact Covid has had and continues to have on our lives. In particular, the hospitality industry has had a very challenging two years which in turn has had a dramatic impact on Tripadvisor. At our lowest point in the pandemic, we were down nearly as much as 86% in revenue. As you can imagine, this required us to go into triage mode and to look at ways to weather the storm, which resulted in unfortunately a reduction of force where we took close to 900 people had to leave trip advisor, furlough schemes for sales, a cost reduction program, a consolidation of our restaurants and hotels business and a shift in our sales motion from acquisition to support. Thankfully the hospitality industry is resilient and by the start of 2021, we were starting to see some really good green shoots of recovery. With a massive pent-up desire to travel and a global vaccination program that was accelerating the path to recovery. It was at this point that we felt it was the right time to start recruiting again and we set about the task of recruiting and onboarding over 130 new sellers across our global SMB business. As you can imagine with a high philosophy hiring plan, we needed a way to onboard reps that was firstly scalable, secondly, could fast track reps to productivity. We were aiming for three months from our traditional seven months that we see in pre-Covid and a processor plan that allowed us to identify people at risk and take action quickly. We built an onboarding program that spanned 12 weeks with the first two weeks focused on the sales academy equipping reps with the product, system, process, and sales skills required to be successful. The remaining 10 weeks were focused on sharpening these skills on the job where managers and team leaders could provide high levels of coaching and support to help build activity and deliver revenue. To successfully graduate from the onboarding reps must pass the number of formal control gates hitting or exceeding set KPIs. That in a nutshell, Shawnna, is how we went about designing the program. SS: I think that’s fantastic. What were some of the key levers you focused on in order to accelerate that time to productivity and how do you track progress to continue to optimize your programs? GH: Yeah, great question. If you bear with me and go to digress for a moment, trust me, I’ll get to answering your question. I’m a big believer in inputs driving outputs and actively try to utilize a concept from engineering called the transfer function. The transfer function simply is defined as Y is a function of X. It’s a simple way to model the relationship between the system’s inputs and outputs. So in a business or a sales context the why is the revenue and the X are the variables or the activities that drive that revenue. In general, I found that sales leaders think in terms of Y's, so be it like I need revenue, I need productivity, I need to deliver results, I need to drive people which makes total sense when you think about it. That’s what they’re accountable for. In contrast, it’s been my experience that in sales enablement we think in terms of X's, the inputs or activities that deliver the Ys. Sales enablement doesn’t drive revenue, they’re not accountable for that, but in my humble opinion, they do influence and impact the inputs that drive the revenue. How I see it as sales enablement is responsible for thinking and designing and ideation on performance and defining and influencing the Xs. To have a successful ecosystem, you require a symbiotic relationship where you’ve got sales leaders and managers that are held accountable for those specific activities that drive revenue, and sales enablement is accountable to develop the skills to create a spike in activity. Back to your question, outlining the key levels we focused on to accelerate ramp in terms of the transfer function where the Y, in this case, was monthly recurring revenue, MRR. More specifically we focused on profitability at the end of month three. Our goal was to ramp reps to a point where their revenue contribution covers our costs. Now ideally you’d like to ramp reps to productivity and we define productivity as the average monthly MRR in 2019 because 2019 was our last normal year before COVID, but we felt with market uncertainty that this just was a leap too far to jump through productivity, so we put the stepping stone to profitability in first. So with the Y around the profitability benchmark in terms of MRR, we focused on the X's, the activity or inputs that could drive that Y. We define those as talk time daily, activities in Salesforce, opportunities created over a week, obviously monthly recurring revenue, call quality as determined by a call review and adherence to a call flow and behavioral feedback, how reps were engaging, attitude, etcetera. Having established the metrics, we set about mapping a ramp path across each role and function. We put in place three control gates at weeks four, eight, and 12 where there was a formal review of rep performance against the agreed metrics. We put in place a RAG status which we use to assess progress with green indicating they’re hitting or exceeding KPIs and are good to proceed, orange meaning that they are close but can proceed with coaching and a plan to address gaps, and red indicated the need to move to a short term improvement plan or even exit. We set expectations upfront with new hires in terms of interviews in contracts and even an all-true sales academy that we are a performance-driven organization and to be successful they need to meet or exceed the KPIs otherwise they wouldn’t be able to proceed. We also aligned our control gates to coincide with probationary periods. Working with our RevOps team, we built out a report that showcases performance in trending benchmarks weekly by role, by team, and by region. Now having robust reporting that both reps and team leaders can utilize is fantastic, but we also needed a cadence of utilizing the reports to drive performance conversations and corrective actions. With that in mind, we created tools to support team leaders and managers to manage performance. These included behavioral scorecards where they could assess engagement, participation, attitude, and things like openness to feedback, so that they could assess the how as well as the what and a control gate report to track performance against KPIs on a weekly basis and a feedback loop to share best practice, identify blockages and validate performance conversations were taking place. Finally, we met managers bi-monthly to review how each cohort of hires is performing on average pinpointing areas of progress and concern and we use this meeting to identify and track corrective actions and continuous improvements. SS: Absolutely. Now beyond the new hire training, you also focus on enhancing productivity and efficiency through ongoing talent development. What are some of the core ways you support long-term development through learning programs? GH: I suppose our top three initiatives that spring to mind when considering long-term development for me are firstly our management enablement program and this is one that I’m really passionate about. Because of a reduction in force, we now have a lot of new managers, many in the early years of their management careers. The management enablement program is a structured investment to help uplevel our managers and help them build a sales management operating rhythm so that they have skills to build high-performance teams, manage performance and drive rep productivity. We spend time initially upfront aligning with our sales leaders and defining playbooks to guide our managers around what’s expected of them in the role, so what we expect them to do when it comes to coaching, what we expect them to do in terms of pipeline and forecasting in performance management and building high-performance teams. We’re now at a stage on that program where we’re rolling out skill development components to build the skills to execute against these playbooks, and of course, we’re tracking all of this against set KPIs. The second area of investment is around sales methodology, I believe it’s impossible to improve our sales capability without a consistent methodology. We set about solving the problem of how we can implement a practical repeatable scalable way to sell a Tripadvisor that spans across our full B2B sales businesses. We selected a consultative selling methodology, built an internal certification program, and are in the process of rolling this out globally. In addition, we’re utilizing conversation analytic tools that we can measure adoption on customer calls and we’re starting to see a clear correlation of performance uplift from reps utilizing the methodology, so that’s quite exciting, and more to come in that space. The final of the three big initiatives we’re looking at is continuous professional development. If you look at professions like doctors, dentists, lawyers, accountants, and so on, they all have continued professional development. In other words, they learn from what’s happening out there in best practice and apply it to get continually better. So utilizing launch and learns and external speakers, we’ve rolled out a series of CPD events to provide opportunities to help continually improve our sales professionals. SS: I love that, that sounds like a very thorough approach. How do you partner with subject matter experts as you are developing some of these training programs? GH: When it comes to requirements for training for new products or new functionality launches or even strategic initiatives, we’re very fortunate in Tripadvisor in that we have a great go-to-market team who supports the project management and cross-functional coordination for us. They make our lives easy by working with us on contracting subject matter experts to support the development of our programs. In some ways, it’s a little bit easier for us compared to other organizations in that we have this function and they help us contract subject matter experts. We then put in place a set of expectations in the timeline and we work closely with our subject matter experts to turn that into a robust instructional design program with clear tracking and measurement. SS: That’s phenomenal. Now to another point that I think is of a lot of interest to our audience, you shared on LinkedIn that you’ve been able to position learning as a key factor to influence revenue growth. I think there are a lot of enablement practitioners that would love to be able to do this better. How do you correlate your learning programs to revenue impact? GH: That is the million-dollar question, isn’t it? I’m still struggling a little bit with that one, but I’ll tell you what we are doing in the success we’ve had. I’m going to go back to what I talked about earlier, the transfer function. I’m using that concept as a North Star to help my team transition from talking about our activity, so in other words, hey, this is all the things we did this month and talking about how that activity was perceived, so hey look, we’ve got this great feedback and happy sheets, and talking about how many people have passed certification. These are all amazing and great, but we were trying to move beyond this to really look at adoption over time and talk in terms of impact and their contribution to the success equation. For our key initiatives, we spend time upfront determining what are the Y's we’re trying to impact and more importantly, what are the X's that drive the Y and how can we influence these Xs? Let me give you an example, I talked earlier about methodology. One of the Y's we’re tracking for methodology is how do we improve conversion rates? How do we get more closed deals? We’re doing that by looking at some of the Xs that might influence that Y and those Xs are things like certification and methodology, so have we trained people on this new methodology, and have they passed that training and shown that they’ve acquired that knowledge. We’re looking at the adoption of the methodology. We’re using our conversational analytics tools to go into those calls and track where we hear on calls adoption of that methodology and use of the tools and techniques that we’ve trained on. Another X for us is coaching activity and we’re looking at are our managers support our sellers in building the habit of using that methodology in terms of the coaching activity and we’re also looking at the coaching quality score cards to determine, look might be a lot of activity but is a good activity and what is the quality of that coaching like? Hopefully, that gives you a sense in terms of we’re constantly looking for that transfer function. What are the Xs that we own and can influence that we believe can drive the Y and we spend a lot of time upfront defining and contracting those in. SS: Phenomenal. Now, the last question for you, as sales enablement continues to evolve, what would you encourage organizations to focus on in regard to onboarding and training programs? GH: I think there are a couple of things that spring to mind. The first one is to be crystal clear on what you’re trying to influence, and what are the Xs that drive the Y. Ensure you can measure them, ensure you baseline the data before you start so that you can track improvement over time is the first one. The second thing I would encourage people to do is truly partner with your sales function and be clear on who is accountable for what. If sales enablement is about creating an activity, then our sales are accountable for sustaining that activity over time and building that habit and how do we support them with that? The third area I would encourage people to do is embrace technology. Utilize the vast array of amazing tools that are out there to help you fast-track adoption and drive accountability. Finally, leverage peer learning. Sellers love to learn from other sellers. They love to hear from people that are on the ground doing it every day and being successful. If you can find systematic ways to leverage that peer learning, you will accelerate your sales enablement initiatives. SS: Gerry, thank you so much for joining our podcast today and sharing your expertise on onboarding, training, and overall learning programs. I enjoyed learning from you. GH: Thank you so much. I appreciate getting the opportunity to share my story. SS: To our audience, thanks for listening. For more insights, tips, and expertise from sales enablement leaders, visit salesenablement.pro. If there is something you'd like to share or a topic you'd like to learn more about, please let us know we'd love to hear from you.

Today, we're continuing our conversation about adaptive, personalized learning. On our last episode, Juan Baron, senior economist in the World Bank's Education Global Practice, began a conversation with two guests who are running companies focused on adaptive, personalized learning. On this episode, we discuss how to bring policymakers on board and, once we have the technology and the political will, how to implement adaptive learning programs. Juan Baron, Senior Economist in the World Bank's education global practice works on analytical and operational activities in South Asia and Latin America and the Caribbean. Today, he's speaking with two guests who are running companies focused on adaptive learning. Richard Marett is co-founder and CEO of Whizz Education (https://www.whizzeducation.com), a learning outcome company that's developed, adapted, and learned over many years to improve learning outcomes at scale. Pranav Kothari is CEO of Educational Initiatives (https://www.ei-india.com), the organization that made MindSpark (https://www.mindspark.org), which is an adaptive learning software for students in schools, grades 1-10 to help them learn language, math, and science. Today, we're going to talk about what is adaptive learning and how can it help students leap forward in their learning. This episode is part two of a two-part conversation.

What does it take to turn the latest advances in AI into products that deliver business impact at Walmart levels of global scale? Srujana Kaddevarmuth is the Senior Director of Data & Machine Learning Programs at Walmart Global Tech. Her team drives data strategy and grapples with data science productization every day. With millions of employees, hundreds of millions of customers, and petabytes of data at any given moment, Walmart offers some unique lessons in the complexities of building teams, processes, and products to effectively leverage AI at scale. In this episode, Srujana shares a few of those lessons, along with her perspective on nonlinear career paths, organizational collaboration and alignment, and her ongoing fascination with what's next. Plus, she dives into her passion for fostering diversity in data science and tech, sharing strategies leaders can implement to help bring more women into the field. We discuss: What to prioritize when experimenting with next-gen tech How to use “communities of practice” to align your organization Solving governance, reproducibility, and knowledge sharing challenges at scale Bringing more women into data science  In this season finale episode, host Dave Cole also shares his three biggest takeaways from his many in-depth conversations with leaders in data science. Stay tuned for a whole new season of Data Science Leaders coming soon! We're just getting started. Tune in on Apple Podcasts, Spotify, our website, or wherever you listen to podcasts. Can't see the links above? Just visit domino.buzz/podcast for helpful links from each episode.

Today, we're speaking about adaptive, personalized learning. This is data-driven learning that potentially moves beyond a predetermined decision tree and uses machine learning to adapt to students' behaviors and competencies. We'll talk about the implementation, the design, the cost, and other specs of running adaptive learning programs in developing countries. Juan Baron, Senior Economist in the World Bank's education global practice works on analytical and operational activities in South Asia and Latin America and the Caribbean. Today, he's speaking with two guests who are running companies focused on adaptive learning. Today, he's speaking with two guests who are running companies focused on adaptive learning. Richard Marett is co-founder and CEO of Whizz Education (https://www.whizzeducation.com), a learning outcome company that's developed, adapted, and learned over many years to improve learning outcomes at scale. Pranav Kothari is CEO of Educational Initiatives (https://www.ei-india.com), the organization that made MindSpark (https://www.mindspark.org), which is an adaptive learning software for students in schools, grades 1-10 to help them learn language, math, and science. Today, we're going to talk about what is adaptive learning and how can it help students leap forward in their learning. This episode is part one of a two-part conversation.

In this episode of The Talent Development Hot Seat, Andy welcomes guest Andrew Barry. Andrew Barry is the founder of Curious Lion, a training design firm reimagining the way companies like PagerDuty, Pinterest, and KPMG cultivate learning cultures. He is the creator of Course of Action, a self-paced program and community for aspiring course creators--and working towards making Andrew's vision that everyone has an online course in them a reality. In this episode, you'll hear: Why Andrew Barry pivoted away from the corporate world to start his own company and pursue entrepreneurship. What some of the best companies are doing to cultivate a learning culture, some of the mistakes he's seen, and the three key components you can apply to your organization. How cohort learning is defined and what makes it such a beneficial way to learn. Andrew Barry's tips for assessing how engaging your content is. How you can sign up for his cohort learning five-week program and what you'll experience as a part of the course. 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 Andrew Barry: https://www.linkedin.com/in/training-development-and-lead-generation/ (LinkedIn) http://curiouslionlearning.com (Curious Lion Learning) http://curiouslion.cloud/experience (The Learning Experience)

Mukta Arya, Chief Human Resources Officer (APAC) at Société Générale joins host James Mackey to discuss: DE&I, Learning & Development, the Future of Work, People Analytics, and more!00:00 Intro01:25 Diversity, Equity, and Inclusion4:01 Getting Executive Buy-In for DE&I06:00 Collaborating with Employee Resource Groups and Employee Champions12:10 Promotion Policies14:15 Learning, Development and Coaching19:30 Learning Programs for First-Time Managers22:09 Future of Work27:00 Top Talent Will Always Have the Most Options30:15 People Analytics37:58 Top Metrics Tied to Talent Acquisition Outcomes42:08 How to Contact Mukta

In this episode of Beltway Broadcast, your Metro DC Chapter of ATD hosts Jonathan Peters. Dr. Peters is an International Keynote Speaker, Trainer, Author, and Copywriter. He is the Chief Motivation Officer at Sententia Gamification. In this episode, Dr. Peters discusses how effective game mechanics relate to learner motivation and shares best practices on how to create successful gamified learning programs.  If you'd like to learn more about Dr. Peters, checkout his LinkedIn profile or visit his company's website.  For more info about the Metro DC Chapter of ATD, visit DCATD.org.  Episode Credits: Series Announcer: Julie Waters Hosts: Christina Eanes, Stephanie Hubka, Laëtitia Gnago, and Halyna Hodges

Nic Voge directs the McGraw Center's Learning Programs, including the Undergraduate Learning Program and the Graduate Learning Program. Nic is also a founding member of the Princeton Perspective Project, Principedia, and the Academic Resilience Consortium (formerly The Resilience Consortium).Learn more about Nic at: https://mcgraw.princeton.edu/people/nic-voge.Support the Show - Become a Patron!Help us grow and become a Patron today: https://www.patreon.com/smartpeoplepodcastSponsor:LinkedIn Jobs - LinkedIn Jobs helps you find the candidates you want to talk to, faster. Post your job for free at linkedin.com/smart.

Experiential learning opportunities facilitate hands-on skills application and growth for MBA students, while setting them up for new career opportunities. To talk about how experiential learning facilitates development and growth, we spoke with two UNC Kenan-Flagler MBA students, Jeryon Davis and Olivia Koziol, as well as Karin Cochran, Executive Director of the STAR Program at UNC Kenan-Flagler. During our conversation, Jeryon and Olivia, MBA students who participated in the STAR Program, spoke about how experiential learning helped them expand their knowledge and skillsets in the short term, while also giving them the confidence and capability to make major career transitions into new functions and industries. Karin also spoke about the value of experiential learning programs like STAR. Having worked with hundreds of students and countless employers who have hired UNC MBAs, she discusses how programs like STAR prepare MBA students to navigate the complexities of the fast-changing world of work.LinksUNC Kenan-Flagler Business School: STAR Program

The reality is that remote work can be difficult, especially when it comes to team collaboration and communication. Face-to-face communication is hard enough, but it's much harder while working from home. In this episode of The Shape of Work podcast, we sit down with Suhail Vadgaokar, Head of People at dezerv. - a technology-led platform that helps people grow their wealth.Suhail joined ITC hotels as a management trainee to be a chef. But during his training, he found more interest in a customer-facing role. He went on to manage F&B operations, and then eventually Sales. Post his tenure at ITC, he joined the Urban Company, an early-stage company that is now a unicorn. He helped build the customer experience operation, brand, and people function.We discuss with Suhail:Evolution of employee wellness programsKey learnings that will drive people strategies in the year 2022Barriers to organizational learning programs and how to overcome themCornerstones of building an inclusive and high-performing digital work cultureHere are some of the sneak peeks of the eye-opening insights shared in the conversation: Evolution in employee wellness programsSince the pandemic, employee wellness has seen some evolution. Focus has moved to rural psychological safety. Organizations are giving people the opportunities and avenues to get the right psychological and medical care.What are some of the challenges faced while delivering a great employee experience?One of the challenges would be the occurrence of natural bias considering a hybrid environment. A manager would be able to bond better with a person they meet every day over a person they meet virtually. This will also affect the results of performance reviews. It's important for HR functions to align closely with the business in order to understand the business and people strategy.What are some of the barriers to organizational learning programs? How to overcome them?Learning has become the biggest driver to join a company, followed by culture and compensation. Leaders need to clearly communicate the importance of learning and pushing one's own limits to the team. Giving time and space to get some external learning can improve performance.Follow Suhail on LinkedIn.Produced by: Priya BhattPodcast Host: Nikita Chowdhary 

In today's episode, Massimo is joined by Jess Almlie. Jess has worked in the talent development field for more than 20 years in nonprofit, for-profit, and higher education organizations. She is currently serving as Vice President of Learning Experience in the Benefits Division of WEX, a leading financial technology service provider with over 5,000 associates around the world. In this role, she is responsible for casting vision, defining effective learning strategy, developing learning leaders, and working collaboratively across the organization. Jess has a BA in organizational communication and a Master's in educational leadership as well as a certificate in Improving Human Performance. She volunteers as a National Advisor for Chapters within the Association for Talent Development and is a member of the Talent Development Think Tank Community. Highlights from today's podcast include: How to create impactful learning experiences that people will remember Influencing stakeholders to implement learning and development programs How to help managers see the value of a program if they haven't had the experience first hand How to know you are chartering a successful path forward with your learning programs in a company Creating a sustainable L&D program that continues to have an impact on those involved The 3 elements to blended learning approach and hybrid model The challenges of scaling L&D programs The one thing she wishes everyone knew about talent and learning Connect with Jess: LinkedIn To download my Conscious Communication Workbook to support you in turning toxic conflict into collaborative gold, please visit Massimobackus.com/workbook

With the way we work — and learn — transforming at an unprecedented pace, building Agile learning programs is more important than ever. However, creating adaptive and flexible programs that can shift alongside business priorities isn't easy. We spoke with  Marjorie Van Roon, a Certified Professional in Training Management and senior manager of learning and development at Best Buy Canada, to learn how learning leaders can build Agile learning programs that set their organizations up for success ... no matter what roadblocks lie ahead.  Listen now to learn more on: The skills training professionals need to drive Agile learning processes. How Agile learning benefits individual learners and the business at large. Why Agile learning should remain a top priority for businesses today.

Today, World Bank Senior Education and Technology Specialist Cristobal Cobo is speaking with Maryam Akmal (Young Professional, Education Global Practice) and Alberto Munoz Najar (Consultant, Education Global Practice) about twin reports developed by the World Bank: “Remote Learning During the Global School Lockdown: Multi-Country Lessons” (https://openknowledge.worldbank.org/handle/10986/36141) and “Lessons From Remote Learning During COVID-19: Principles for today and tomorrow" (forthcoming). These reports were developed at different times during the pandemic and offer a complementary perspective of a complex and still evolving phenomena. The first one follows a qualitative research approach with the motivation to understand the perceptions of education experts regarding the effectiveness of remote and remedial learning programs implemented across 17 countries. The second one uses mixed-methods to analyze how countries implemented different remote learning strategies, whether or not these strategies were taken-up and assesses what available evidence suggests about the effectiveness of remote learning during COVID-19. These reports were developed between April 2020 and October 2021.

André Amoor is one of the most traveled of any of the guests we've had on the show. In this episode, he tells us about his incredible teaching adventures overseas, including in war zones in the Middle East. His extensive experience running international schools and navigating cultural/political challenges has given him a strong foundation in helping shape extended learning opportunities for the Denver Public School District. In our discussion, Andre talks about: How he's working to integrate the continuous and cohesive education philosophies he witnessed overseas into the DPS extended learning curriculum. How after school programming shouldn't be considered separate from the regular school day, but rather an extension of it. The difference between after school programming and child care. How he works with his team to provide opportunities that satisfy the needs of a diverse community.The ways he and his team work to secure funding to ensure his programming is accessible to all students/families. The challenge of staffing all of his sites and the apprenticeship program he's developed to create a pipeline of candidates. Navigating the challenges of COVID-19.And so much more! About Andre:André Amoor is Senior Manager of Extended Learning & Community Schools for Denver Public Schools. He's an incredible advocate for creating engaging learning experiences for thousands of ECE through high school students. In his role, he is instrumental in aligning the district's objectives to his programming and ensuring measurable results. He oversees teams of high-performing HR, IT, Program Quality, Client Services, Community Partners and Strategic Initiatives managers. He also oversees the recruiting/retention initiatives for 400 employees district-wide. He's a trainer, mentor, culture and equity champion, and data-driven leader who has leveraged his international education background to effect meaningful, positive change across the district's programs. Additional Resources:To get more insights on ways to succeed in your child care business, head over to our Resource Center at https://www.procaresoftware.com/resource-center/. Contact Us: Have an idea for a podcast or want to be a guest? Email us at podcast@procaresoftware.com.    

Dr. Amy Edmondson first introduced the idea of psychological safety while conducting research as a Ph.D. candidate at Harvard Business School. Now, businesses across industries strive to build psychological safety on their teams, which is proven to drive innovation and business outcomes as a result. In this episode of  "The Business of Learning," we spoke with Dr. Edmondson, Novartis Professor of Leadership at Harvard Business School and author of “The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth,” to learn more about psychological safety as it relates to learning and development. 

There is a commonality among high-quality learning programs, regardless of the medium, type of learning, or audience. Whether it be workplace training, online learning, school curriculum, or children's educational television, to have an effective and enjoyable learning experience it is critical to develop it on a strong foundation of quality education research and beautiful design. In this episode we will discuss the interplay of research and design in creating quality learning programs. Sesame Street, the children's television program developed by media and education nonprofit Sesame Workshop, is a shining example of the power of quality research and design in educational programs. For over 50 years Sesame Street has brought critical early childhood education to over 150 countries, helping to prepare children for their first year in school as well as addressing critical social issues such as HIV, homelessness, death, and autism. Most viewers of the show possibly aren't aware that every aspect of Sesame Street is backed and supported by years of research driven by a longstanding partnership with the Harvard Graduate School of Education. To discuss how research and design work together to create such a successful educational program, I am joined by leaders from each of those domains at Sesame Workshop. Shanna Kohn is the Senior Education Manager of Humanitarian Programs at Sesame Workshop. She leads educational content development for Ahlan Simsim, a localized version of Sesame Street in the Middle East and manages the design of multimedia teaching and learning materials for Sesame Workshop's humanitarian programs. Dr Kim Foulds is the Senior Director of International Research & Evaluation at Sesame Workshop. She oversees research and evaluation on Sesame Workshop's international co-productions and community engagement interventions across the globe focused on a variety of curricular areas and media.   Shanna Kohn: https://www.sesameworkshop.org/who-we-are/our-leadership/shanna-kohn Kim Foulds: https://www.linkedin.com/in/kimfoulds/ Article: Using Mass Media to Address the Socio-Emotional Needs of Children Affected by Conflict: Sesame Street in the Syrian Response Region https://www.naeyc.org/resources/pubs/yc/mar2020/creating-sesame-street-syrian-response Books: The Sesame Effect: The Global Impact of the Longest Street in the World https://www.routledge.com/The-Sesame-Effect-The-Global-Impact-of-the-Longest-Street-in-the-World/Cole-Lee/p/book/9781138806917 “G” is for growing: Thirty years of research on children and Sesame Street https://www.amazon.ca/Growing-Thirty-Research-Children-Sesame/dp/0805833951

In this episode, we talk to Dr. Steven Sharp about English language, bilingual, and immersion programs. He discusses the significance of culture in bringing languages together in the classroom.

Thomas Wolfe said it best, “Culture is the arts elevated to a set of beliefs”. A school culture and a home culture can have a profound impact on children's social, emotional, and cognitive development. Executive Function engages the brain's self-guiding system that takes us from challenges to mastery, from self-blindness to self-awareness, and from indifference to self-compassion. And that's why it is important that growing brains and young learners from kindergarten through high school receive specific guidance to develop these skills with a strong cultural guardrail that sets the stage for future resilience in anticipation of elevated demands and ongoing everyday unpredictability.Today's episode features a team from the Springer School and Center from Cincinnati, Ohio who discusses how their school engages the school leadership, teachers, students, as well as parents to cultivate and promote the ProEF Culture. Springer's Principal Eldrich Carr, School psychologist and Center Program Coordinator Dr. Mary Mulcahey, and Springer's Director of Learning Programs Carmen Mendoza will share how best to help children that we know need help.About Dr. Mary Ann Mulcahey, Eldrich Carr, and Carmen MendozaSpringer School and Center in Cincinnati, Ohio, has many dedicated professionals, including  Dr. Mary Ann Mulcahey, Eldrich Carr, and Carmen Mendoza. Springer is the only school in the region devoted entirely to the education of children with learning disabilities (LD) in grades 1-8. Springer is a unique environment where children learn the tools and strategies to address their learning disabilities and to find real success in school and throughout their adult lives.Through its outreach programs, parents and professionals develop an understanding of learning disabilities and the most effective means to address them. Springer School and Center is the leading LD resource for children, families, and professionals throughout southwestern Ohio, northern Kentucky and southeastern Indiana.Dr. Mary Ann Mulcahey, a clinical psychologist, is a Center Program Coordinator and educates parents and professionals through the development of courses. Her most popular courses help to educate the community about executive functioning.Eldrich Carr is Springer's Principal and is responsible for the day to day school operations. He works with families, teachers, and school leaders to develop an outstanding program for students who attend Springer.Carmen Mendoza is Springer's Director of Learning Programs and oversees curriculum and programming for students, parents, and the community.Websites:www.springer-ld.orghttps://www.springer-ld.org/ld-resources/blogHelpful ArticlesConquering the Chaos: Getting a Grip on Paper Clutter in the HomeRebuilding Relationship with a Child in the Habit of FibbingSupport the show (https://mailchi.mp/7c848462e96f/full-prefrontal-sign-up)

So many of us fell into training, learning and development - it wasn't a selected career path for most of my friends and colleagues in the industry. This week's guest is no different. Hadiya Nuriddin started much like I did, supporting peers with hardware and software questions, being the most knowledgeable and being able to clearly communicate the "how-to" and "why" of training. Hadiya and I bonded over a previous conversation chatting about quality assurance, quality control and review cycles for learning projects and I knew that this conversation should be not only shared between the two of us, but with ALL of us, our clients and our projects. We want the best output for our projects. We want our clients to be happy. Part of this is ensuring quality output in our learning programs, whether it's an instructor led experience (presentation, student guide, facilitator guide), job aids and support materials, or eLearning! We want things to work, to be accurate, to be almost perfect. I've had my share of projects the client has seen before quality assurance testing was completed, and I can't tell you the number of time's I've cringed because a button doesn't work, I forgot the trigger, or it goes to the wrong place. It happens, especially when I look after my own reviews, which I don't recommend. The value of a defined QA process is important to delivering a high quality end product. Hadiya Nuriddin, Owner of Focus Learning Solutions, and Author In This Episode: review cycles for learning programs, what it is and why you need onequality assurance as a disciplinethe importance of adding QA into a project planhow to get started putting QA into practiceconsiderations for what you need in a QA processthe importance of consistency in reviewthe value of investing in the right person for the jobfeedback loopsVerb - Current State - Recommended StateImportance of a single point of contactConsequence Management (my fav term from this chat!)tools for capturing feedbackversion controlwriting a bookthe hero's journey About Hadiya: Hadiya Nuriddin has two decades of experience in learning strategy, instructional design, elearning development, and facilitation. She worked in corporate learning before choosing to found her firm Focus Learning Solutions where she's worked with a wide array of companies on a variety of topics. She speaks at events and industry conferences and travels teaching courses for the Association for Talent Development (ATD). Hadiya holds an M.Ed. in curriculum studies, an M.A. in writing, and the Certified Professional in Learning and Performance (CPLP) designation. She is the author of the book StoryTraining: Selecting and Shaping Stories That Connect, published by ATD. Links: Story Training Book (no affiliate link)Story Training Companion WebsiteHadiya on LinkedInHadiya on TwitterFocus Learning Solutions Website