Podcasts about training department

Date : 7/05/2025 Join Hafeez Aneeq Ur Rahman and Dr Tariq Bajwa for Wednesday's show from 4-6pm where will be discussing : ‘Men - why are they so unhealthy ?' and ‘Religious Miracles' Men – why are they so unhealthy? Men in the UK face higher rates of early death, heart and liver disease, and suicide. Risky habits, poor health awareness, and social stigma around seeking help play key roles. Experts call for a national strategy to tackle the growing crisis in men's health. Join us as we discuss men's health. Religious Miracles Join us for a captivating exploration of religious miracles, where we delve into the extraordinary events that have shaped faith and inspired millions. We will discuss both the spiritual significance and scientific, examining perspectives the miracles and meanings behind these extraordinary events. Guests : Noel McDermott (He is a mental health expert, he is a psychotherapist and dramatherapist with over 30 years' work within the health, social care, education, and criminal justice fields.) Kevin McMullen (works for the Training Department of ManHealth.) Imam Hassan Selby (Missionary of the Ahmadiyya Muslim Community) Producers : Nadia Shamas, Prevish Huma and Fatiha Nadeem

In this TekTalk presentation, Ron Miller will present some tips on reading electronic books with JAWS. Learn more about reading ePub books using Thorium Reader, Kindle electronic books using the Kindle App for PC, and DAISY books using FSReader. Presenter Contact Info Ron Miller is a trainer in Vispero's Training Department. Email: RMiller@Vispero.com Vispero Training Department's training pages: http://www.FreedomScientific.com/Training

In this episode of "Sold in 60," the speakers discuss the inception and evolution of their podcast and the training department at Westgate. Richie Rich shares the excitement of starting the podcast, while guest Speaker Michele highlights the collaborative efforts that brought it to life. Michele reflects on their journey in the company and the impact of their training initiatives, including winning the Training Department of the Year award. Dillan engages with questions, prompting discussions on the challenges of the timeshare industry, the importance of financial literacy, and the camaraderie among the team. The episode concludes with heartfelt shout-outs and reflections on their shared experiences. --- Support this podcast: https://podcasters.spotify.com/pod/show/richard-roberts4/support

The Head of the Electoral Commission's Training Department, Dr Serebour Quaicoe, has clarified that the GH₵0.50 fee for checking voter registration details online is paid to the service providers, not to the EC.

What does it take to create an impactful leader? Find out in this episode of the Sweet on Leadership podcast. Tim interviews the insightful Brent Yonk—Leadership Coach, Culture Change Agent, and Senior Leader at the FBI—about his extensive experience coaching diverse leaders from around the world. Their conversation will provide you with a wealth of wisdom, including why leadership titles don't matter as much as we think they do, how to develop yourself as a leader first before seeking followers, plus the impact of technology on organizational leadership structures. You don't want to miss this episode if you want to grow your leadership skills and inspire others around you! Brent also shares stories from his experience working as a leader within the FBI and coaching leaders in law enforcement around the world. You'll hear about the many misconceptions people have about leadership, the mistakes organizations make when searching for leaders, and how to cultivate those skills in yourself. For the aspiring leaders out there, you'll learn why it's so powerful to unlock your potential by believing in yourself and cultivating a culture of leadership in your environment. By the end, you'll be inspired to make changes to the way you lead and the way you view leadership. About Brent YonkBrent Yonk is an Assistant Section Chief for the FBI Counterterrorism Division's Technology and Data Innovation Section. In this role, he oversees the development of novel technology solutions supporting international and domestic terrorism investigations and other critical incidents around the world. Prior to his current role, Brent served as the FBI's In-Q-Tel Interface Center Director leading the Bureau's commercial scouting, testing, and evaluation of emerging technologies. Brent is also an Adjunct Faculty for the FBI Academy, instructing and facilitating courses in leadership, organizational change, and project management for law enforcement partners around the world. Prior to joining the FBI, he spent over 10 years working in the private sector with several Fortune 500 companies in the areas of organizational change management and workforce development.Resources discussed in this episode:Disney InstituteLeaders Eat Last by Simon Sinek--Contact Tim Sweet | Team Work Excellence: WebsiteLinkedIn: Tim SweetInstagramLinkedin: Team Work ExcellenceContact Brent Yonk: Linkedin: Brent Yonk--TranscriptBrent 00:01And the beauty is usually when you're exercising leadership without titles, the competitive nature of it doesn't really ever come into play. Because there's really not an opportunity for you to one up anybody else, right? It's really about looking at each other, evaluating each other's strengths, understanding what each person on that team brings to the table, and then really just giving each other and empowering each other to bring their best selves, to support whatever the shared objective or goal is. Tim 00:33I'd like to ask you some questions. Do you consider yourself the kind of person that gets things done? Are you able to take a vision and transform that into action? Are you able to align others towards that vision and get them moving to create something truly remarkable? If any of these describe you, then you, my friend, are a leader, and this show is all about and all for you. I'm Tim Sweet. Welcome to the Sweet on Leadership Podcast. This is episode 33. Thanks for joining us. Tim 01:08Welcome back to the Sweet on Leadership podcast. Thank you very much for joining me today. This is a podcast that has been months in the making. I am absolutely electric with excitement for talking to my guest today. I'd like to introduce Brent Yonk. And Brent, I'm gonna let you tell people all about why I'm so jazzed today. Tell them about what you do. And what you find yourself doing day in day out. It's not my normal cup of tea. Brent 01:39Absolutely. Well. Hopefully, I don't underwhelm everybody. But, so my name is Brent Yonk. I'm an assistant section chief with the Federal Bureau of Investigation or FBI. Specifically, I'm in the FBI's counterterrorism division. And so my role, I focus on leading a group of folks who develop kind of the next generation technology that supports our agents and our analysts who are both at our headquarters divisions, as well as out in the field actually doing the casework day in and day out. That's really what my day-to-day is comprised of, is ensuring that we understand what are the threats that our agents are facing? And what are some of the ways that we can both mitigate those, but we can also fill in the gaps and help them collect the information that they need to be able to make real-time decisions and catch the bad guys as quickly as we can. Tim 02:29And, I mean, this is something for me sitting here in Canada, pretty normal Joe, mostly only sees this stuff in the news and on the TV. And so, it's a world that I think most of us would, would say is pretty mysterious, or has a certain amount of intrigue around it. But let me back you up. Because on top of being involved in something that's so exciting, you also are what I would consider one of the thought leaders in the leadership space, you're definitely a person that I follow constantly. And so, I'd like you to tell us a little bit about, you know, what brings you into that sphere? And what drew you to leadership practice cultural transformation, these types of pursuits. Can you give us a little bit of background on that? Brent 03:11Yeah, absolutely. You know, leadership is something that really started to kind of pique my interest. Early on in my career, I had some interesting conceptions of what leadership was, what it wasn't at that time. And it's evolved over the course of my career. But really, there's always been kind of this internal desire that I've had to find ways to bring the best out of those that I work with, whether it's a pure coworker, direct report, somebody who I who I lead, or even somebody who, who leads me looking for those ways to ensure that we're all able to bring our best selves. And our best performance to whatever it is that we're doing is something that is a real driver for me. So I have spent a lot of time really kind of focused in on understanding what leadership really is, how anybody can start to utilize it and apply it in their lives, not even just in the professional sense, but also in their personal lives, to start to really kind of change the dynamic of the way that they think and view the world and ultimately the outcomes that they're able to achieve. Tim 04:23I share that sentiment. It's one of the reasons I'm involved in what I'm involved in. I remember years ago, I used to say, no one can promote you to leader. Like, that is a choice. That's something you make deep inside. Could you take us back a little bit further, maybe pre-FBI, what kicked you off being inspired to really think about this deeply. What were you seeing in your own roles or around your community that made you ask these questions? Brent 04:51Yeah, absolutely. So, if we go to one of my first jobs, I joined an organization called Quest Communications and I stepped into a sales role at the time. And so went through a very rigorous program, learning how to effectively sell. And, you know, in that role I aspired to be the best salesman that I could be. And of course, you're exposed to a lot of other people and a lot of different perspectives and views. So, in that early role, the way I viewed leadership, which is probably similar to how a lot of people may view leadership is, to me, it was almost synonymous with management, right? So, when you would talk about a leader, my mind would almost instantly just go to, oh, you're talking about a supervisor or manager, an executive, somebody who has a title. And I kind of thought that way. And I really kind of heard that echoed in many of my peers as well. I had somebody who reached out to me from our Training Department at the time, and they asked me, I was one of our top salesmen in the location I was at, they asked me if I would be willing to step in, and lead some training programs for a period of time. And so I had the opportunity to, to transition. And it was, it was a great opportunity, I had a wonderful opportunity to get exposed to a portion of Disney that I don't think many people are aware of, called Disney Institute. And Disney Institute is focused on providing trainings, for businesses on how to take their, their game performance and take their business to the next level. So I had an opportunity to attend this training, which was focused on how do you take your customer service essentially, to the next level, and then kind of bring that curriculum and that content back, package it into our own kind of internal content, and then provide that out to our workforce? Going through that process? And really starting to think about human development? I started to question some of my own fundamentally held views and perspectives of what leadership is and isn't. And I very quickly started to recognize that, well, yes, there are aspects of management that do kind of overlap very nicely with leadership. There's elements of it that don't. And then in fact, you'll see, and most people can share experiences where they've, in fact, encountered people in management roles, people with fancy titles, who, if you were to ask them, Would you follow that person? They would probably say, Not if I didn't have to, right? And so I really started to have this kind of divergent moment where, okay, leadership and management are two different concepts. They can absolutely coexist. And in fact, they're most effective when they coexist. But you can 100% be a leader without having any form of formal authority. And I think this is something that, you know, Simon Sinek, did a great job of bringing into the kind of the public conversation, as he was talking with his book Leaders Eat Last, that authority can absolutely kind of give a bigger impact to your leadership. But it doesn't define your ability to be a leader or not. At that point, I really started to dive into Okay, so leadership is something that can absolutely be done outside of any type of management or supervisory role, and starting to explore okay, how do we unlock that? How do we enable people to effectively step into that leader role? And then of course, the question becomes, if you've got multiple people that are stepping into that leadership role on the same team, how do you effectively kind of co-lead and bring the whole team together versus turning it into more of a competitive type situation? And the beauty is usually when you're exercising leadership without titles, the competitive nature of it doesn't really ever come into play. Because there's really not an opportunity for you to one-up anybody else, right? It's really about looking at each other, evaluating each other's strengths, and expanding what each person on that team brings to the table. And then really just giving each other and empowering each other to bring their best selves, to support whatever the shared objective or goal is. Tim 09:07I like that sentiment. And myself, we say, lead without titles, but lead with your strengths, lead with your geniuses, lead with lead with what people are best at. And think of them in those terms when you bring them to the table. So we can become this cohort that's got all sorts of potential. But titles alone don't mean anything in the same way other than it's just an organizational label. And the other part that you said there, which I think is really important to pull out, make sure we highlight is leaders have followers. And if you don't have people that would follow you somewhere, if you don't stand up for something and people are willing to stand with you, then you can manage. You could be an authority figure. But you're not leading someone by the brain and the heart. You know, it's not the same thing. It's not the same thing as leading somebody because they have contracted with you to do something in a transactional sort of way. I think that's a really important point that you brought up. I mean, and again, that other piece around look, leaders in general, are managers, but not all managers are leaders. If you're a lead something, it doesn't mean you're a formal manager, but you're managing, you're managing thought, you're usually helping people gather around some, there's an element of manager there. Brent 10:27And sometimes, you know, sometimes I even, I struggle with just the semantics of how we talk about leaderships in the broader public sphere. This has kind of been a developing conversation around just emotions in general. But they'll say that, you know, if the only labels that you're aware of when you talk about emotions are happy, sad, and upset, or angry, like, you're always going to be struggling to really understand what's going on inside of yourself. And I think very similarly, if the only labels that you have to describe people in, in these management roles as leader, then you're always going to struggle to like, you can have a very ineffective manager who has very poor behaviors, and that you would still refer to them, even if you refer to them as a poor leader, you're still kind of giving them that title, right? Tim 11:25You're in a leadership position. Brent 11:27Yeah. And so it, and the way the human brain works is kind of fascinating. Like, even though we're saying, Oh, you're a bad leader, there's still like, it seems like the human psychology has this, this fascination with leadership. And I think it's rightly so, we're looking to people to help us come together on something. But if we're following that thought, and we're still thinking of these four leaders, as leaders, we're still giving them, I think, a sense of, we're giving them some of our support almost. And so it's almost like, we need to start broadening our dictionary to say, Okay, you're either a leader or you're not. You may be a manager, but you're not a leader, right now. You may be a dictator, you may be and there's, there's a whole bunch of other words that we can, we can use as a label, as you know, the behaviors that are going on without ceding that, well, you are a leader. Tim 12:28Just as a small aside, I mean, when I'm in my circle, trying to find things to read and be inspired by in the rest of it, I'll often type into a search bar or a news site or LinkedIn, I'll look for articles associated with leadership. Inevitably, it takes me to political leaders, and we use that term their political leaders. Well, not all of them are political leaders in the way we're talking about it. I mean, we're talking about people that are able to be inspiring, and, and gather people that may be peers, and maybe leading co-leading with them. But you're, you're forming a would you say, a gravitational center for some thoughts, some cause some, some purpose, and you're giving people a place to gather and even in the intro of the show, it's like, Are you a person that, you know, brings people together to do amazing things that they couldn't do by themselves? It really becomes that finding one plus one equals four or whatnot, but you're bringing people together to do something meaningful. And that doesn't mean that you're just in a position of power. Leadership as a word has been incredibly cheapened. And maybe we should spend a moment and think about what would be the word that would be even closer than leadership to what we mean a person that's inspiring a person that's going to support people and value them and align them to a purpose. Brent 14:04I feel like the rightful name there is leader, I think, really the, it should be on the opposite side of that spectrum that we're kind of discussing. When you're exhibiting non-leader-like behaviors. Like, let's, let's be honest about that. And let's call it what it is. You're not a leader right now. Tim 14:24When people say, Oh, that's toxic leadership, even that's sort of a weird thing, because it's like, you don't choose to toxically lead or maybe you do, but if you're if you're being toxic as a manager or as an authority figure, you've kind of taken yourself out of the pure leadership sphere. And it's like you, you don't get it. You are vacuous in this area. Good luck. Right? Brent 14:49Obviously, it's that's that is something that is very ingrained, I think, in just our culture. And I think it's almost universally across cultures. The way that we kind of refer to leadership and how we have it, so synonymous with the concept of those authority figures. But I think that by promoting that discussion, and by having that, that clarity to say you may be in an authority role right now, but you are not being a leader gives us that opportunity to 1—help those individuals start to maybe capture a little self-awareness, or recognize maybe there are some behaviors right now that I am exhibiting, that are absolutely taking me away from being a leader? And how can I start to reform those? How can I start to adopt other behaviors, more positive behaviors, that can really help me to step into that leadership, role and title. Tim 15:51And it's funny too, because when we think about leaders, they may not always have structures underneath them, they may not always have rafts of people underneath them, they can be thought leaders, they can be people that are representing an idea. And some very inspiring people may have no will to actually lead people, but they do it by sheer force of intellect or sheer force of brilliance of their ideas. They open people up and it doesn't mean they desperately want to be the guru. They're just the source. Brent 16:24Yeah, that's another thing that I started to see, especially earlier in my career, is when people have that kind of assumption of leadership and management being the same. And when they witnessed people in management begin to behave poorly. It's almost like that disgust or that disenfranchisement that they feel towards those managers leads over to the whole concept of leadership for them. And so when you even try to have a conversation about what is leadership, how do we exhibit leadership? If they have a real strong connection between leadership and management in their heads, and they've experienced real toxic management, they may not want to have any conversation around leadership at all, they may shut down completely, just because when you say leadership, they immediately start thinking, Oh, it's those people that treat you poorly, that leverage their power and use it abusively. And so, they almost run away from the entire conversation of leadership, because they just don't want to get exposed to those behaviors. Tim 17:23Yea, they've been burned. And I've been doing a facilitation and in the first quarter of this year, I've been working with industry, I've been working with higher ed, executives in both fields. So I read provosts, deans, presidents, those types of industry, you're up in the C suite, the rest of it, and, you know, one of the conversations that was going around that is, how do we support and how do we enrich and embolden and encourage our, our staff? How do we increase their potential? How do we develop them? I counterpoint to that, that I brought up these folks. And I said, you know, when we look at some of the data, it says that the satisfaction with employees, and the employees own sense of potential and growth is never higher than when they first get hired. And so, is the challenge to just rebuild what's missing? Or is there a side challenge, which is, what do we do to not erode that person's sense of self and potential and growth? And if we can protect that and leverage it, and perhaps build on it? Great! But those toxic leadership behaviors when we talk about these people that are turned off of the idea of having to be that or another person may have experienced that erosion, that destruction of himself and psyche. And, you know, that is something where, oh, I've had no shortage of clients where it's organizational trauma that we're up against. Yeah. Brent 19:02Yeah, and so in this, this is I think we're that principle of everybody can be a leader. And if we give them that ability to think that way, and if we start to empower them, and we start to think through, how do we get them to leverage more leadership, behaviors, and abilities in whatever role they're in? They not only are conditioning and kind of protecting themselves against those, maybe climate aspects that may demotivate them. Yeah, but they're also acting as a buffer between the rest of the population and negative environmental impacts. And so, the more leaders that you have, at every level of your organization, I think, the more protected you're going to see that employee population be against some of those very pervasive, just, elements of business and just any organization, are those dysfunctional elements that will erode the trust and the engagement. It's really important that people, they do feel that sense of empowerment. And one of the things that you had mentioned, right is the concept of followers. And there may be people out there that think, well, I don't have anybody following me, like, you may have a single person that, like, nobody follows me, well, that's probably not true. There are people that are following you, in the sense that they are watching you, they are taking cues from you, they may even be modeling some of their behaviors after what you're doing. You just may not be aware of that. But even if all of that were taken away, there is still one person that you can absolutely, have follow you. And that's you. And that may sound really funny. But I have seen so many people, that you can clearly see that they don't have that confidence in themselves, to lead themselves effectively. And if you're already struggling to recognize yourself as your own leader, like what hope do we have for you to be able to effectively lead others? So I think that developing that internal compass, that internal sense that the power to make decisions, the power to guide your fate, as it were, is in your hands, right, you get to choose the actions that you're going to take, you get to choose whether or not you're going to try to broaden your awareness of what is influencing and impacting you. Or you can just shut down and you can just put your head down. And you can just focus on doing the easy thing, right, follow that the downward path, that choice is there. And when you recognize that I can lead, even if it's just myself, I can be a leader, you start to unlock that potential, you start to broaden your horizon, you start to open that aperture, and see more possibility for yourself. And then that will continue to broaden. And you'll start to see people around you. And you'll start to recognize in them the skills, the abilities, the knowledge, the potential that's there, and then you can start to encourage them to join you on this journey. And now you're starting to see exponential impact happen from that. Tim 22:17Really, people can get beyond that scarcity mindset into that abundance mindset that starts with the self, it's like, do I appreciate myself for the potential that I've got, so that I don't have to be selfish with it, or I don't have to be jealous of someone else's potential. And that the there's two points that I'd like to mention about that. One is the kindness that you have to approach yourself with, to find that first foothold is important. But also that in my career, I've seen many people who have been very, very successful leaders in one sphere. And I mean, leaders in the proper sense of the word. They moved them over into a different environmental situation, a different job, different industry, different team, different leader, or different, I should say, director, manager, whatever, direct line management figure, and suddenly they start to struggle. And suddenly, they start to doubt themselves. And so, although you can find this, I think there are periods where people go through times of doubt, and times of uncertainty, and they have to reinvigorate that because you can't give away what you don't have. And so if you find it's feeling synthetic, or it's feeling artificial, you better you better stop and say hey, wait a minute, are my roots still hydrated? Am I still, am I still gripping the earth, because you may be going through the motions, but have lost some sort of confidence about yourself. And, and you can see this with some of the biggest names in business, they can be torn down. And, and it can happen and it can happen for very simple reasons. It does not have to be fancy, it doesn't have to be salacious, it doesn't have to be dramatic, and they can lose faith in themselves. And that's something that's, that's a very real thing. But I love that, that statement. I want to move us towards one of the reasons why I think you're such a force in this area. And why I really like you this time talking to you without trying to butter you up too much. But anyway, there's a very real reason why I'm fascinated with your perspective and your background. And that as we got to know each other, you told me about what it's like in the FBI and what the different experiences that you've had. And I see it as this tremendous laboratory to test these ideas. Because of how dynamic it is, because of how far-reaching it is. So can you just paint a picture for us about what's life like for leaders within your organization and also just how far that reach goes. And for you as an expert in this space, this is time to share just why I'm enamored with the, the scope that you've been exposed to, because I think that's such an important thing for people to know about Brent. Brent 25:21Yeah, absolutely. You know, so the FBI is probably one of the most well-known, well, it's perhaps one of the most well, Tim 25:32Everybody knows the three-letter acronym. You know, no one asks how to spell FBI, right? Brent 25:37Maybe, maybe the right word… it is one of the most well-covered organizations in the world. There are absolutely elements, you know, of what you see in Hollywood, or what you even see on the news, which may not actually be the reality of what the actual FBI is like. But one of the elements of the FBI that is 100% true, whether you know, you see view it in, in the movies, the TV shows, whatever it is, is there is an incredibly committed workforce of people. And they're all brought together by this singular mission. Right? You know, as you walk into the FBI headquarters in Washington, DC, you'll see a Starbucks on your left, nice Starbucks. But right in front of you on the wall is the mission statement of the FBI, which is to protect the American people and uphold the Constitution. And everybody walks in. And everybody sees that, and everybody feels that every day when they come to work. And so, you know, the FBI is like any other large organization, it comes with this dysfunctions, bureaucracy is in our name. So of course, we have that. But the commitment of the people in that organization, I mean, when, when something happens when you have one of these black swan events, one of these unexpected crises that arise there, there are a few places I think that will pull together as quickly and work together as effectively as the people in the FBI. And so it's, it's a fascinating place to work. I grew up with, with two parents who are in law enforcement, my dad was a deputy sheriff, and my mom was an adult probation officer. So I kind of got to experience the law enforcement perspective, you know, as a very young child all the way growing up, I didn't get away with hardly anything, right, I got to see the full cycle of justice in my house. And so, you know, even growing up, the FBI was this kind of vaunted place where the best of the best strive to get. And so to be able to step into this organization, you know, as I've been going through my career, and to be able to see behind the scenes and actually encounter the people and work with them. It's been, it's been fascinating. And, you know, it's in this is one of the things that I tell everybody is, the FBI has a reputation that draws the very best people from society to come and join our mission, right? Private sector companies would pay boatloads of money to try to attract and bring in the quality of people that just naturally are attracted the FBI, because we stand for. Tim 28:26Self selection and self-alignment. They're already led by an idea, in a sense. Brent 28:31Yes, absolutely. So it is, it's a fascinating as you, as you said, a laboratory from a leadership perspective, because not only do I have these very motivated and very engaged and very willing participants, but they are completely bought into what we are here for. And if developing and becoming a better leader is going to make them more effective, at the furtherance of our mission, they're all for it. Right. And so, so yeah, so it's, it's, it's incredible, being able to work with these committed individuals, to see the willingness and the desire that they have to try to get better at what they do every day. And to try to empower the people around them to do that as well. The other benefit that comes along with this is, you know, the FBI is known as the premier law enforcement agency in the world. Right. Very lofty title, in many ways, very well deserved. You know, in some ways, we may be resting on some of the Hollywood mythos, but the FBI has this opportunity to share our knowledge and share our expertise, not only with local law enforcement that we work with across the United States, but we also get to share it with our international partners. And prior to the, I think there was the CBS television series FBI International that came out a couple of years ago. I think prior to that show coming out, most people probably didn't realize that the FBI had an international presence. In most embassies around the world. There are FBI, special agents and employees that are also attached. Their focus is to investigate any crimes that happened to American citizens abroad. And so we have this global footprint. And so we're always engaging and interacting with international partners, whether it's federal or local law enforcement agencies in these different countries. And you know, one of the benefits that I have had the opportunity to take advantage of, being a adjunct faculty member for the FBI, is I've been able to actually go out to these countries and meet with these international partners, and sit down with their, their frontline leaders with their executives, and really start to talk in depth about what is the power of leadership in their organizations, and again, to share some of these concepts that, hey, leadership extends to much more than just your people with titles, your frontline workers, the peoples that are out protecting the communities that you serve, like you can empower them to be leaders too. So having the ability to share and kind of take that message out to these groups has been a real privilege. For me. It's a fascinating realization, I think to, to see that regardless of what boundaries may divide us, from a nation-state perspective, or even from a political perspective or any other, we all share many of the same fundamental concerns, issues, challenges. And in many cases, the answer to resolving or getting closer to a resolution on those comes through effective leadership. Tim 31:51Each of those exposures is likely to have I mean, I have been in business in Southeast Asia or in Africa and whatnot. And there are cultural barriers, there are socio-economic barriers, there are gender roles that are different than we might assume there are, how you view elders and things like this. And the and the authority networks are can be very, either formal, but perhaps very different than we would see in Canada. So you're seeing all of this, and yet through it, there's this throughline of what humans want, or want to be, they want something to follow, or they, they want to be able to express themselves and collect people around them so that they can lead the charge on something is an important realization, but then also to experience what are the barriers that different people feel? And can we get? Can we get a fluency around? What are the tensions that people can feel when they're dealing with this, and as you've said, those tensions don't have to be from people outside our country. Everybody can have hangups, of one ilk or another. Could you share with us maybe an anecdote of something that was surprising to you, when you had brought an idea to a group or a team or witnessed a type of realization or transformation. Brent 33:10This would have been last year I was out in East Africa, we were in Nairobi, and we were meeting with a cohort of Law Enforcement Executives, across several different countries, they had all come to Nairobi to for this training. And, you know, my role I was responsible for really kicking the event off and kind of getting this, this week long training conference through the first day and a half. So I was introducing many of these concepts that are very common knowledge here in the United States, things like emotional intelligence, and you know, unconscious bias, how to cultivate a healthy culture. And it was fascinating talking with these leaders in these different international organizations. And seeing that, while they may not recognize all of the labels, and all of the names, they may not know what emotional intelligence is, the underlying concepts of it, they were able to actually very quickly make connection to, through their own experiences, right. And so really, for them, it was just kind of translating, oh, well, we may not label it as emotional intelligence here, we may call it something else. But that's what these principles are, and watching them make those connections and then start to relate and see how those connections could support their efforts in the work that they were doing was fascinating. One of the concepts that I tend to talk with a lot of executives and especially in law enforcement communities around is a acronym, it's called VUCA. And for those that have never come across the acronym VUCA it stands for volatility, uncertainty, complexity, and ambiguity. Essentially, it's kind of the four broad elements that we encounter in our modern world, right? And it makes making decisions effectively, very difficult. Because things are constantly changing. There's all sorts of different things that you can't necessarily track, right? Everything is complex, everything is kind of interconnected. And you may try to tug on this thread and not realize that it's going to have all of these secondary and tertiary ramifications. And so how do you effectively help an organization achieve its objectives in this very shifting and constantly, you know, fluid environment. And for the East Africans, this was a completely new concept to them, they had not heard of the acronym VUCA. And it stuck. It was incredible how well it stuck with them. So the program that I was supporting is a year-long program that we offer to many of our international law enforcement partners, where they end up spending a week in each of the host countries. And then they'll do a capstone week back in the US and DC. And so I had the opportunity of reuniting with this cohort, when they made the journey back over to DC a year later at the end of their program, and walking into the room and seeing them after several months, it was incredible to watch their faces light up when they saw me. And the first words that leave their mouth weren't brands, it was VUCA. Right? They were so excited about that concept, and how it helped them frame their discussions that it just it, it stuck with them. And so that was, that was a really gratifying moment for me to realize, okay, you know, some of these other concepts, like we have these fancy names for them, but they may already be concepts that they get they understand. But it's great to be able to bring something that's new, that's genuine, something that expands the way that you know, these different folks can have conversations, and to watch them kind of embrace that and, and really retain that information. To me, that was really exciting. Especially Tim 37:04Especially, if you're especially if your lifestyle. And where you find yourself in the world is filled with volatility, uncertainty, complexity, and ambiguity. I absolutely think that maybe that's getting closer to the definition of leaders, somebody who provides an antidote to that. And… Brent 37:21100%, or at least gives you the ability to feel safe and confident making decisions. Tim 37:30You're the foothold. I remember being hired for a role. And I love this role. And when, when I was, was being scouted for it, and when it was being sold to me, the guy leaned over the table, and he said, Look, I want you to know something about this role. I said, What? He goes: maximum exposure zero safety net. And I was like, awesome, like, sign me up, you know. And it's, you know, if you're comfortable with high levels of ambiguity, can still find the through line, then, then that's what we need. I'm like, awesome, my job. So, as you're training these other people, and as I think about, I'm thinking about your job, but want to bring us back there, technology and data innovation, counterterrorism division. Like, whoa, man, so much better than what I've got on my business card. Anyway, we talked a little bit about, we're going to change gears just a little bit here. Because as we're talking about these leaders, finding their feet, being this foothold, and expressing, for lack of a better word, pure leadership, your role within the FBI, also is heavily technology-focused, right? You're dealing with data and all of these things. In conversation before this. We were talking about what the role of technology can be in the leadership experience. And I'd like you to dive into that. Your view on that I found really compelling. Brent 38:55It is a really fascinating environment to be in to be developing technology solutions that are addressing real-world threats, and supporting, like really serious investigations, right? Counterterrorism became a really big known thing after 9/11. And even though most of the people that are now joining the workforce are actually born after the events of 9/11. And they don't have that, that kind of same connection that some of the others do. There's this sense of importance to that mission, still, because of the impact that it had on not just the United States, but on countries around the world. We all went through very turbulent time after those events. And so to be able to support our agents, our analysts and our partners in this space is something that I have found to be extremely, both exciting, but just gratifying. And so you know, working with my team and leadership in this respect is really about empowering my people to have not just the physical resources, they need to do their jobs, but to also have that connection with the mission, to really understand how the work they do ties back to that purpose, have the psychological safety to be able to feel like it's okay for us to, to try and to make mistakes, which saying, make mistakes, and counterterrorism in the same sentence can be a very difficult thing. But the reality is like, if we are not striving, if we are not pushing ourselves to the point where you know, we are occasionally hitting that failure barrier, then we're not going to be developing the solutions that are ultimately going to help us achieve our vision in the FBI, which is to stay ahead of the threat, right. So if you look at all of the different threat actors that exist in the world, right, you'll see that they are iterating, at a pace that is incredibly difficult to match, especially when you factor in just the general bureaucracy that tends to go with large government agencies. And so we have the benefit of because we are a smaller team within the FBI, focused on a specific mission set, we can iterate a little bit faster than if we were trying to do this at scale at the level of the entire organization, we have this ability to experiment to test hypotheses to you know, really try to find where is the value add. And I think sometimes that can be a challenge for those that are in the technology development space. Because oftentimes, you may have this great idea. And you may go, kind of gangbusters trying to develop it, build it out. But if you never actually validate it, if you never actually get that feedback from the end users to say that, yes, that actually is a really useful thing, you may end up developing the most useless, the most beautiful, useless piece of technology that's out there. Tim 42:03And then it can be even worse, it might not even just be useless. It might feed the wrong data, or overemphasize something, or cloud the judgment of others. Brent 42:12It's part of our mantra, we partner very closely, and when in fact, we try to recruit some of the more technically minded people from our workforce, to come from the field directly into our shop, because then they're bringing that real-world experience and insight directly into the development discussions. So we're able to solve some of the most pressing issues that our folks in those counterterrorism seats are experiencing. Tim 42:37On the other side of, of your job description. And in a very general sense, what are the are some of the big risks of an over-reliance or, you know, what, what can be the ugly things that happened when we, if we don't properly control how we enable leaders and teams with data and technology. I'm a big data guy, I always say I would rather, you know, know than hope. And so the flow of information and the flow of data is really important. And the use of technology and the adoption of it is appropriately important, when it's when it's useful when it's the right answer, when it's not a faster pencil. Brent 43:21Absolutely well, and so there's the phrase, if you can't measure it, you can't improve it right. And so to your point, data is essential. And so we're on the operational side, of course, data is what empowers our agents to move their investigations forward. When you think through the concept of it in a leadership perspective, and especially in more of a broad organizational context, if you don't have the ability to collect the data to kind of understand your current state, then how do you plan? And how do you put in place any type of initiative to move from that state to your desired future state? And so you may be throwing in all sorts of different solutions, whether they're human resources, solutions, or technical solutions. But if you don't have the data underlying to help you understand where you're actually at, you may be trying to navigate from, say, Washington, DC to New York, when in fact, you're actually out in, you know, Salt Lake City, Utah, right? Maybe anything slightly different part of the country, and so you're just not going to get where you need to go. So yeah, so data is huge. And so from technology perspective, I mean, technology has given us the ability to not only collect data at a scale that we've never been able to before, but it enables to connect the dots in a way that makes it so much more impactful and meaningful if we do it the right way. Now, I think where, you know, a lot of organizations tend to struggle is they tend to bring or they tend to struggle bringing the right players to the table to ensure that we are connecting all of those relevant dots, it's really easy, especially the bigger organizations get, it's really easy for these silos to start developing within the organizations. And they may be building this great technical solution or this great development tool or whatever it is. But it's not being informed by all of the relevant data points. And so it's going to miss the mark, it's not going to deliver the desired results, because it's not factoring in some of those other underlying issues that may be out there. Tim 45:31There's a depolarization that I see in teams when they get a certain size and a certain complexity when teams are, especially when they're, they're young and entrepreneurial, where they tend to network people, and they classify information and systems and tools, right? They, when things start to get really, really hairy, and we start to slip into those silos. And sometimes when we adopt these, these systems of organization that that really don't fit with an organizational mission, or what we're trying to do or the nimbleness that exists there already. You can see this inflection point, this switch flip. That happens. And you'll see this often when businesses get to a point where the leaders don't feel like they can reach enough people. And what ends up happening is we go from networking people and classifying tools and information to classifying people and networking tools and information. And the problem is the data and systems at least, you know, not in the last, maybe it's changing, but they don't do the thinking. And they don't do the connecting and then people feel isolated. And so there is this potential hazard when it comes to technological systems and data that it can be ignored, that it can be misapplied. Or it could even be misused if a person is of a certain mind or of a certain motivation. All of those things I would say are probably of paramount importance to you. Do you see that as part of the toxic or lack of leadership expression where they can have certain attitudes towards information, data, and technology? Brent 47:11So especially when I talk about this kind of toxicity that sometimes creeps up into cultures within organizations, you know I think a lot of times we tend to view it nefariously right, like, there are these people that are vicious in nature. And the reality is, in many cases, it's not. It's what's happened is it's organically spread. And nobody's been tracking it. And nobody's been pulling out the weeds. And so those weeds have just started to engulf the rose bed, as it were, and they're starting to strangle the plants. It's not that there was any nefarious intent in it, it was just it was allowed to occur. And in some cases, a lot of it, I think, is due to just general ignorance, especially when we're talking at the at the management level. One of the issues that I have seen over the course of my career, is there's a propensity for organizations to promote, not based on your competency to fulfill the role, but based on your prior performance, right? As an example, in my first career as a top salesman, right, whenever a new supervisory position would open up, they would come to the top salespeople, and they would say, Hey, are you interested in this job we would like you to put in for this role. And the assumption was, if you're a great salesperson, and we put you into a supervisor role, then you will just automatically shed your brilliance onto all of the people you supervise, and they will magically become great salespeople as well. Right? It sounds great in theory, but in practice, it doesn't work at all. Because what happens is you put that person into that role. And it's completely different from what their previous role was. Now they've got to have different types of conversations. Now they've got to start leveraging different skills that they were never developed to utilize. And so, in the instance, where you get stuck in that position, what do you do? Right? You try to tell people how to do their jobs, because that's how I did it. That's how I was successful. So you start to see micromanagers just flourish because that's, that's all they know, I was put in this role to get everybody else to be as good as I was. This is the formula I used to get there. And I think that's another important element that, you know, sometimes we miss when we talk about leadership. There isn't a standard methodology to this. Tim 49:37No, in fact, there shouldn't be. Because of how unique people in situations are, there's guideposts, but there's got to be a lot of tailoring. Brent 49:45So, when you get stuck with somebody telling you exactly how you're supposed to do your job? What do you do? You shut down. Tim 49:51Yeah, especially if you've got an internal tension or conflict with that something., Brent 49:51Yes.  So, you'll either shut down, or you'll fight back. Right? Tim 50:00I think there's one other option, if I may. Sure. And that is it can set up a really, we have harmony and teams. But we can also set up a very negative harmonic. And I think of the example I show this with is the Tacoma Narrows Bridge on Puget Sound in 1940, if you've ever seen this, there was only a 30 mile an hour wind, long suspension bridge, and the thing started to move just a little bit, just like a leader bugs his people little bit, little bit more, until the thing starts to swing and eventually tears itself apart. It didn't take a very strong wind, if you have the wrong type of advice applied in light, well-meaning doses frequently enough, you can see an employee tear themselves apart. Right? And absolutely, maybe that organizational trauma sets in. Brent 50:51So obviously, there's a, there's a, I think, a huge gap there. Where if organizations focus their time and attention on Okay, as we're developing people, we need to start having conversations about how to manage effectively, and how to lead effectively, because those are two different disciplines. And those conversations and that development needs to happen well in advance of putting that person in that management role. Right? Like, you're not going to put your 10-year-old child behind the wheel of a car and say, go ahead and learn by doing. Right? Like it's just it's not going to have a happy ending. But that's essentially what we're doing. In many cases, when we promote people into these supervisory or management roles. Tim 51:35Maybe leadership should be called people craft. Brent 51:38Yeah, absolutely. But how do we bring people together. But to tie it back to the, to the data and the technology aspect of it. So I think in many cases, you've got all of these different systems that tend to grow as an organization is evolving. And you start to, to your point, you start to lose some of those connections. And pretty soon the data starts skewing in certain directions. And if you are not, if you are not prepared, or if you are not knowledgeable enough to be aware of how that can occur, then you can take the data that you're given, and just trust it. And in fact, it may be painting a very drastically different picture from what the objective reality is. And so you may be thinking that you are making data-informed decisions that are in the best interest of your organization, when in fact, at the ground level, these are, these decisions that you're making, are having some truly challenging, and sometimes even, you know, like debilitating effects on your, on your workforce, and ultimately on the performance of your organization. Tim 52:53This has been really rich, and I appreciate you going on this journey with me. And I hope it's not the last time we do it, I really want to have you back. And I know you've got some things, which we won't mention on the go, which may, which may bring that up as an opportunity. But as we wrap up, Brent, I'm gonna ask you a series of questions real quick. One is what's got you most excited right now? What's got you really fired up? Brent 53:18Yeah, so over the past, you know, year or so I've been really getting kind of deep into organizational culture, like what makes organizations tick, understanding some of those group dynamics and trying to pick apart essentially, where are some of the just common flaws that are impacting organizations, whether they're public sector, organizations, like the FBI, or they're private sector, companies. You know, in a lot of ways, we share a lot of these issues and similarities. And so understanding how you can cultivate a culture so that it promotes healthy behaviors, and encourages people to come together instead of to divide. I think that's been something that occupied a lot of my attention over the last year. Tim 54:09It's such a polarized world. And we're seeing that in Canada, we see it in the States, finding that rational middle in that that area for discourse and cooperation in the middle is such an important thing for us to protect. Yeah, I'm with you. Brent 54:24Just keeping that perspective that it is okay to disagree. But there is nothing wrong with differing perspectives. That's, that's what makes us both, you know, as nations but, but as a species. That's what makes us so strong is the ability to have different viewpoints and still be able to work together. Tim 54:47It's where creativity lives. Creativity does not work on the edges in the periphery. That's just dogma. So that's great. You are writing on LinkedIn, I follow you, it's great. You are speaking you are out there and and present. If a person wants to get in touch with you to, you know, consider you speaking at their organization or just to say, hi, where can they do that? What's the best way to get in touch with you? Brent 55:16Yeah, absolutely. So, the easiest way right now to engage with me, I think is through LinkedIn. If you go on there you search Brent Yonk, I'm the only one. In fact, I think, if you Google Brent Yonk, I'm the only one in the world. But, but yeah, so LinkedIn is an easy way to follow me, you'll be able to see some of my thoughts that I've tried to put out on a relatively frequent basis. But you can always direct message me there. And we can start to have a deeper conversation or if you're interested in, in having me bring some of these thoughts and ideas to your organization or to a conference, I'm always happy to have a conversation and see if it fits. Tim 55:53Right. We'll put links in the show notes. Last couple of questions. After we've had this conversation, thinking of the people that are listening, leaders that may be in a leadership or management position for several years, or they might be burgeoning brand new to the practice. What would be your hope for them to take away? Or to feel generally What's your wish? For leaders out there? Brent 56:20Yeah, absolutely. I think well, for those that are not in a formal role of management, or that don't have that, that title, the first thing that I would want them to walk away from is leadership is not exclusive. It's not something that comes with a title. It's something that you choose to be that you choose to adopt. And by doing so you're going to realize incredible benefits. And again, it's not just a professional skill set, or a professional mindset. Leadership permeates every aspect of our lives, whether it's at your home, whether it's your social circles, it permeates all of it. And so, by developing your leadership abilities, you are going to holistically improve the quality of your life across the board. For those that are in formal management roles, the thing that I really would want them to take away from is how can they as organizations, how can they in their teams, really start to have meaningful conversations with their people about adopting a leadership mindset and stepping into a leadership role, even if it's within their individual roles, because if they can encourage their people to do that, the quality and the breadth of outcomes and results that they're going to realize, will be well beyond anything that they could do through, you know, the traditional business practices. Tim 57:45So, the end of every show, we'd like to ask a couple of questions. So, this comes from Jagroop Chhina. And he wanted to ask you, what's the most meaningful thing that you've learned in the last year? Brent 57:59Yeah. So you know, it, surprisingly, it ties back to what we were just talking about, that. I think that that, that pulling apart that we are seeing in society, that inability to recognize the middle ground, helping people to reconnect, and to realize that whatever your political ideologies are, whatever your religious philosophies may be, they're these narratives that we have. But they don't impact our ability to relate to one another as human beings. And as individuals. In order to have that connection, it starts with curiosity. And it starts with just having the courage to approach somebody who you don't know, and strike up that conversation. And what I found is by doing that, and by encouraging that, you start to watch all of these other walls and labels just kind of start lowering. And so, fostering those human connections, is the most impactful way that we can address some of the divisiveness that we have seen in our modern world. Tim 59:11Your turn. The next guest, what would be the question you would like to challenge them with? Brent 59:19Well, so I'm gonna go ahead and I'm gonna play it off of what we've talked about, how do you inspire the individual contributors especially, but even those that are in management or supervisory ranks? How do you inspire them to really adopt their, that leadership mindset and perspective? How do you encourage them to be leaders and what does that look like? Tim 59:45I will carry that forward. Brent Yonk, thank you very much for joining me. It was a real pleasure. Thanks for being so generous with your time. Brent 59:53No, not at all. And I appreciate the opportunity to come and to be on the show. Really enjoyed it. Tim 59:58Okay, well, can't wait till the next time. You have a great one. And we'll see you soon. Brent 1:00:06You as well. Thank you. 1:00:10Thank you so much for listening to Sweet on Leadership. If you found today's podcast valuable, consider visiting our website and signing up for the companion newsletter. You can find the link in the show notes. If like us, you think it's important to bring new ideas and skills into the practice of leadership. Please give us a positive rating and review on Apple podcasts. This helps us spread the word to other committed leaders. And you can spread the word too, by sharing this with your friends, teams, and colleagues. Thanks again for listening. And be sure to tune in in two weeks time for another episode of Sweet on Leadership. In the meantime, I'm your host, Tim Sweet, encouraging you to keep on leading.

Stevens Roundtable: How to Maximize Profit as an Independent Contractor in the Trucking Industry Tim Cicciarelli welcomes Brett Cortopassi, a seasoned pro when it comes to supporting independent trucking contractors. Brett provides a treasure trove of information on how his department arms drivers with the business acumen needed to thrive in their industry. The discussion dives deep into Stevens Transport's specialized approach to business advisement for independent contractors, emphasizing the longevity and financial benefits woven into their careers. Brett highlights the round-the-clock availability of business advisors to the independent contractors at Stevens Transport. He sheds light on the importance of timely consultation ranging from financial advice to setting goals and managing trips accurately. Delving into the metrics, Brett shares the commendable figures of lease completions, reflecting the company's successful business model and retention strategy. The episode offers listeners expert perspectives, including the value of hands-on experience and the wisdom gained from the company's long-standing drivers. Key Takeaways: Stevens Transport offers a dedicated team of 20 employees, including five business advisors, to support independent contractors in financial planning and operational advice. Business advisors at Stevens act as a lasting resource throughout a contractor's career, helping them avoid costly business mistakes. Drivers taking the leap into truck ownership receive immense support, with many continuing to leverage resources like business advisors long-term. In 2023, Stevens Transport paid out a record $1.47 million in lease completion bonuses, emphasizing the company's success in driver retention and satisfaction. Brett Cortopassi's LinkedIn: https://www.linkedin.com/in/brett-cortopassi-0602177/ Trucker Song of the Week - Alabama - Roll On Eighteen Wheeler Spotify: https://open.spotify.com/track/31LOzuiEqzfMZ6f8nujDVd?si=e88bff663aea4824 Apple Music: https://music.apple.com/us/album/roll-on-eighteen-wheeler/279642409?i=279642425 Safety Tip of the Week The Commercial Vehicle Safety Alliance's (CVSA) International Roadcheck Is May 14-16 with an Emphasis on tractor protection systems and alcohol and controlled substance possession. Thank you for protecting the motoring public! Your Safety and Training Department.    Driver Spotlight: Julian Gonzalez After more than three years of hard work, Julian Gonzalez completed his lease and reflects on the determination it took to achieve his goals and become a successful independent contractor. Julian's story highlights the importance of perseverance while acknowledging the vital role his mentor and support staff played in his success. YouTube: https://www.youtube.com/watch?v=jF8h0xCPkgg The Benefits of Running Dedicated Lanes with DMOL Barbara Roberts Barbara Roberts, Driver Manager Operations Leader, discusses the benefits of the Comfort Zone (CZ) zone at Stevens Transport. The CZ zone offers dedicated lanes for drivers who prefer consistency and familiarity. Drivers in the CZ zone have the opportunity to be home more often and enjoy the convenience of running the same lanes. Barbara shares her passion for the transportation industry and her desire for drivers to have the same fulfilling experience she has had. With over a decade at Stevens Transport, Barbara's enthusiasm for her work is evident. Barbara Roberts, Driver Manager Operations Leader LinkedIn: https://www.linkedin.com/in/barbara-roberts-6842b3193/ Stevens Transport Tip of the Cap Congratulations to Joe Logue, Jr.,Independent Contractor, for his incredible achievement of driving one million miles with Stevens Transport! Joe joins a prestigious group of drivers representing commitment, dedication, and strong values, in the Stevens Transport Million Mile Haul of Fame! Joe's kindness and humility precede him while his natural ability to encourage is always present, even in the tiniest of moments.  He is a remarkable representative of the industry and Stevens Transport.  Thank you for all you do Joe! https://www.facebook.com/StevensTransport Click here for all things Stevens Transport: https://linktr.ee/stevenstransport?utm_source=hootsuite&utm_medium=social&utm_term=&utm_content=&utm_campaign= Pilot/Flying J Rewards App: https://pilotflyingj.com/rewards For questions on whether you meet our driver qualifications, please call our Recruiting Department at 1-800-333-8595 or visit: www.stevenstransport.com/drivers/ Become a Driver for Stevens TransportFor questions on whether you meet our driver qualifications, please call our Recruiting Department at 1-800-333-8595 or visit: www.stevenstransport.com/drivers/ Stevens Transport 9757 Military Parkway, Dallas, TX 75227 http://www.stevenstransport.com/ http://www.becomeadriver.com/ Driver Recruiting: 1-800-333-8595.  Apply Here: https://intelliapp2.driverapponline.com Paragon Leasing Technician Careers: https://www.stevenstransport.com/careers/fleet-maintenance-jobs/ Stevens Transport on Facebook: https://www.facebook.com/StevensTransport

Today's Topic:   Having an overexcited dog can present a variety of challenges for dog parents. The exuberance and high energy levels of such dogs can lead to difficulties in training and managing their behavior, which can make simple daily activities like walks or playtime more demanding as these dogs may require extra effort to channel their excess energy appropriately.So as a new dog parent to an overexcited dog, what options do you have in terms of training, management, and changing how you view your dog?That's why we invited the Director of the Behavior & Training Department At The Marin Humane Society, the founder of Canine Behavior Associates, and the author of the critically-acclaimed book, Parenting Your Dog, Trish King, to the podcast, to discuss how we unknowingly are overstimulating our dogs, how dogs can get addicted to excitement - even those rooted in fear, how leashes can add to overexcitement, what "extinctive drift" means, how oversocialization may be contributing to our dogs' overexcitement, and so much more!Guest Bio: Trish has been a professional in the animal world for over 30 years.   As Director of the Behavior & Training Department at the Marin Humane Society, she built a department known throughout the United States for its quality.  Trish established the Canine Behavior Academy at MHS for new or interested trainers.   She currently teaches the Academy of Dog Behavior, and teaches workshops and seminars on behavior, canine management, temperament assessment, and handling difficult dogs, among other topics. In addition, she and her partner own Canine Behavior Associates, consulting with and helping dogs and their owners.Her extensive knowledge of animal behavior, as well as her sense of humor, have made her a popular speaker at a variety of conferences worldwide.Trish authored a critically acclaimed book for dog owners, Parenting Your Dog (TFH Publications).   She has written numerous articles about dog and cat behavior for local and national newspapers and magazines.  She also developed the “Canine Calming Cap", marketed by the Thundershirt Company, to help dogs that are overly anxious or excitable.Connect With Trish King: WebsiteOther Resources Mentioned In The Episode:Overexcited Dog? How to Calm A Dog DownA Dog's Day With Humans – Time Activity Budget Of Free-Ranging Dogs In India

Rosanne is a collaborative leader focused on empowering teams to innovate solutions and seize new opportunities.Rosanne is committed to influencing strategic development of women and advocating for the advancement of high potential, diverse future leaders. As a lifelong learner, Rosanne is willing to rise to the challenge and embrace difficult tasks that foster personal and professional growth. Rosanne is currently the Senior Manager of Site Training for Constellation's Peach Bottom Atomic Power Station. In this role, she is responsible for the oversight and management of the station's Training Department, learning facilities, and providing principal training support for day-to-day site operations. She is accountable for providing competent personnel who can safely operate, maintain, and improve the performance of the plant. She leads a team of highly experienced instructional professionals and provides leadership in this area to ensure training and development opportunities are fully leveraged for improving knowledge, skills and behaviors of the workforce.Rosanne has over 17 years of nuclear experience with a diverse background of technical and leadership experience.Prior to her current position, Rosanne was the Nuclear Fuels Director of Core Design, where she was responsible for providing direction and oversight of reactor core designs for the Constellation (formerly Exelon) Nuclear Fleet of 21 nuclear power plants. She has also filled the roles of Senior Manager, Pressurized Water Reactor Core Design, Manager of Fuel Reliability, Spent Fuel and Decommissioning Senior Engineer, and Reactor Engineer at LaSalle Generating Station. Rosanne is an active member in various employee resource groups and has championed several development programs. Rosanne has served as Exelon's Network of Exelon Women Kennett Square Chapter Treasurer, Women in Nuclear Kennett Square Chapter Sponsor, Meals on Wheels volunteer for the Coatesville area senior citizens, and active member of Chester County's 100 Women of Downingtown. Rosanne has a passion for inspiring others to do their best by focusing on their strengths and being the connector that can align their interests to organizational opportunities. In this capacity, she has supported numerous mentoring programs and is an active mentor for several aspiring female professionals.Rosanne was born and raised in Chicago. She currently lives in Downingtown, Pennsylvania with her husband Andrew, raising their three daughters. Rosanne enjoys running, cooking, and is an avid reader.MAIN TAKEAWAYS:00:09:20 Take risks and advocate for yourself.00:14:30 Advocate for yourself, build relationships.00:17:38 Importance of organic relationships.00:27:20 Building relationships through common interests.00:28:23 Promoting clean energy through nuclear.00:34:45 Parenting can make you disgusting.Purchase your copy of "Relationships that Work" on Amazon today at https://www.amazon.com/dp/B0CD2KJX17?ref_=pe_3052080_276849420

Anil Keshary Shah is the Head of Training Department of Rastriya Swatantra Party (RSP), a retired banker, and a public speaker. He is the former CEO of Nabil Bank and Mega Bank.

We've all heard of Sales Enablement roles. But why is it that only sales teams get special attention enabling them to do their jobs better? Shouldn't we be enabling the entire organization?One might argue that traditional onboarding and training has that responsibility. But it's not quite the same. Enabling all departments to be successful and productive requires more than what traditional training departments provide. Supporting the moments of need within all departments requires knowledge management, informal learning, social learning, access management, and more.Mike Simmons joins us to talk about organization enablement and how L&D is uniquely positioned to blend the best of Knowledge Management, Performance Improvement, and Learning & Development into a cohesive solution that enables all employees to be their best and provide the most value to their organizations.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

Have you asked yourself lately why you don't put a stronger focus on accessibility when creating eLearning content? Oh c'mon, you know you've made excuses why you "can't" do it. We all have at one time or another in our careers. I include myself in that. Here are just a few I'm sure you've used:"Yea, but nobody in our organization has a disability.""Yea, but nobody with a disability could do these particular jobs anyways.""Yea, but it costs more, and we don't have the time to spare.""Yea, but we're not a government agency so we don't really need to worry about it.""Yea, but we make a pdf transcript. That's all we need."Your "Yea, buts" are no longer valid. Diane Elkins joins us to debunk the common myths and excuses used to avoid creating fully accessible learning experiences. She's an experienced elearning development professional who's been at the helm of Artisan Learning for 20 years. She's heard it all. But more importantly she's discovered successful responses to the "Yea, buts" and created solutions that prove the "yea, but...-ers" (Trademark pending) WRONG.Stop being a "yea, but...-er"!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

Just because you have the skills to shoot and edit a video doesn't mean it's instructionally sound. This is why some videos are easier to learn from than others. And why that learning sticks. Watching video is a passive experience and therefore you might think there isn't much more to it than just making it more entertaining. Yea, you'd be wrong.Dr. Patti Shank joins us to discuss some of the mental processing models you can use to your advantage when producing videos. She's taught us all how to become better multiple-choice question writers with a scientific approach, and now she's applying that same researched-based rigor to producing better training videos. She reads ALL the research so we don't have too.Join us for another IDIODC with Patti as she continues to help the L&D community apply the research to all that we do. Save your spot today!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

AI is the hottest topic in L&D since Learning2.0. It's even hotter than Virtual Reality. Why? Because it's something everyone can use and doesn't require additional hardware expenses.  And more importantly, when used creatively, AI apps can supercharge your individual productivity. But if you're a manager/director of an L&D or Training department, you need to build your knowledge of these tools as well. They are changing how your team will work and support stakeholders.Myra Roldan, AWS Sr. Technical Program Manager, joins us to talk about the many solutions and productivity hacks she's discovered while experimenting with AI apps. She'll talk about building AI generated content, but also how she's generated more complex solutions like knowledge bases. She's even used AI to generate her own app that generates instructional objectives. The future of AI is here now.If you follow Myra on social media you may have already seen these demos, but if you're like me, her videos sparked even more questions. Bring your own questions and curiosity to this episode and join the always active chat room. And bring your manager, and your manager's manager. This technology, more than any other, is changing rapidly the way we work and improve performance.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

Artificial Intelligence is the hottest thing since the internet. And it's the fastest growing, and fastest changing technology in human history. The businesses that survive will be those that can quickly adapt and incorporate these changes with minimal business disruption. Learning and Development will play a critical role in the future of this augmented enterprise.With AI changing the business landscape on a daily basis, and so many professionals concerned about their careers, Mike has visualized the future and shares some principles of an adaptive learning organization.If you're worried about your career as an instructional designer, you should join us. And if you're leading a training team or L&D organization this episode should be mandatory. We want to help you navigate the massive changes impacting you and your team. Join us by saving your spot in crowdcast.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

Oops! I tripped on a lego, and got back up as an accidental instructional designer.HA! Okay, maybe not that type of accident. But there aren't that many of us that grew up always wanting to be an ID. The reality of our workforce is that we're the island of misfit corporate professionals, and former school teachers.This is also the story of today's guest. And she also wrote the book on becoming an Accidental Instructional Designer. Cammy Bean join us to talk about her journey as she launches the 2nd edition of her book. We'll also talk about the many hats of instructional design and the growing ecosystem of technology that has expanded the number of hats needing to be worn.If you're an organizational leader wanting to expand your training department but don't know what skills you need on your team, we'll talk about that too. Cammy has had an amazing career working with many organizations giving her unique insights into training teams. She's seen first hand what works, and what doesn't. Join us for an incredible conversation with Cammy Bean.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

Is your company, or department, growing and needing to upgrade the training systems you've outgrown? Or maybe you're just curious about the future of your career in L&D or corporate training? Perhaps you just like to stay informed about the training industry for other reasons. Digital technology has been changing our industry for over 50 years. Keeping up is not easy, but IDIODC is here to help.Craig Weiss joins IDIODC to talk about the changes in technology that are changing the landscape of L&D and corporate training. Seems like everyone has an opinion about our industry these days. However, very few have the deep level of informed opinion as Craig. His research reports, blog posts, and presentations are filled with a deep understanding of how current changes in technology impact you, your team, and your business.The current state of the L&D industry is something we all live everyday in the work we do. But those experiences are different for each of us. Join us for this episode of IDIODC and let's all look at the learning ecosystem from a broader perspective. There are sure to be realities and possible futures that you have not yet explored. Save your spot today!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

The 5 Moments of Need exist in every department of every enterprise, and requires a strong and efficient learning ecosystem. Both formal and informal learning solutions support each of the moments in different ways. When you need to learn NEW stuff or MORE stuff, those are the first 2 moments of need and probably the most obvious. But there is also APPLY, CHANGE, and SOLVE. These are moments that require learning solutions supported by solid design and development processes, and systems as well.  Bob Mosher is the founding member at 5 Moments of Need and joins us to share his experiences putting these philosophies into practice. We'll talk about the basics, but then we'll jump into why and how we need to adjust our practices. Bob has plenty of case studies and stories to tell about important business impact applying The 5 Moments of Need can have. And you don't need to be an instructional designer to benefit from this conversation. Every business leader can improve their operations by knowing more about these 5 distinct moments where a learning intervention is required.This episode could be the 45mins that launches your career within your organization. Invite your managers, and invite your teams. You don't want to miss it.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

As your career progresses you will be asked to be a speaker, or deliver a presentation, more and more. And it doesn't matter if you enjoy it or not, your thoughts and ideas will need to be communicated to others if you expect to succeed in your career. Working from home, virtual meetings and training sessions, have become the norm. Just because you can open up the zoom app doesn't mean you're good to go. You need a plan for delivering your message in virtual rooms and spaces.You need these skills now more than ever. Even if you think you're pretty good at presenting in the real world, that skillset and confidence may not translate effectively into the virtual world.This is a perfect episode for professional development for employees at all levels within your organization. Book a conference room, or just share the link, and join us with your team. Save your spot today!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

Learning and Development leaders and their teams support many different stakeholders. But all of these stakeholders play an important role in the success of each enterprise. If our job is to help them improve their performance than we must learn to become better advisors to those lines of business.Jess Almlie joins us to talk about becoming a trusted business advisor. For Jess, this is key in doing our best work as L&D professionals. Working as a trusted business advisor allows us to get out of the order-taking business and into the business of working strategically, maximizing our use of time and resources, and creating solutions that impact the organization. If we have the trust of our business stakeholders, we can say yes strategically (saying "no" to items that won't be solved by learning and/or are just "nice to have"), be proactive in our approach, and really work collaboratively with our business stakeholders as opposed to just doing things for them.It's an important part of building your career as an L&D professional. And if you're already in a position of leadership, you'll benefit from this conversation as well. In fact, we need you to join us and share your experiences. Save your spot today!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

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

Corporate culture is more important than ever. But what role to managers play in engaging their teams with this bottom-up (or is it top-down?) concept? Sandy Ziegler & Tom DePaolo from Penn Community Bank's Training Department join us to discuss. ---- If you enjoyed today's episode, be sure to subscribe and leave us a rating. And, as always, keep up with the latest from Penn Community Bank by following us on social media: Facebook  Instagram  LinkedIn For more information about this podcast, links to past episodes, or to learn more about Community-first banking, just visit PennCommunityBank.com/podcast ---- Mutual Growth is the official podcast of Penn Community Bank - member FDIC. Equal Housing Lender. It is produced for the benefit of current and prospective customers and partner organizations. This program is provided to you solely for educational and entertainment purposes. The information contained herein is based on sources believed to be reliable, but is not represented to be complete and its accuracy is not guaranteed. The opinions, views, and estimates expressed are those of the producer at this date and are subject to change without notice. Please email marketing@penncommunitybank.com regarding booking or repurposing of any part of this podcast.

Data literacy is not something traditionally taught to training teams, but leveraging data for decision-making is critical in today's workplace. But just counting butts-in-seats doesn't cut it. It's necessary to interpret the business data you are expecting to impact with your training solutions. But that's often easier said than done. Especially if you're new to the world of training and development.Zsolt Oláh joins us to discuss the data analytics of training and development. We'll discuss what data is available, or should be available, as well as why data helps us make better business decisions. Zsolt recently conducted session at TechKnowledge where he asked attendees to participate in a simulated project where the team needs to evaluate the learning pilot based on the given data. Zsolt will explain the valuable insights gained using this simulated approach and how you can use it too.This session is for everyone on your learning team as its a group effort when you're growing as a success training organization. Learning leaders will benefit from new insights and team members will have a better understanding of what training interventions work, or not, and how to communicate that to others.Join us with your entire team for this fantastic session.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

Learn how to create folders and move messages; use basic rules to manage conversations; and use the Clean Up feature to manage your Inbox. Join Ron Miller from the Vispero training department. Presenter Contact Info Email: RMiller@Vispero.com

When you hear about Diversity, Equity, and Inclusion initiatives, how often do you associate them with accessibility? Probably not immediately, right? But when you see it, your brain says "of course"!  Accessibility conversations are often discussed as a separate initiative, when in reality, creating accessible learning content is exactly what DEI programs are all about. Perhaps we should add another letter, and begin calling these programs Diversity, Equity, Inclusion, and Accessibility?For enterprise wide initiatives, that's probably a little outside of a training department's sphere of influence. However, designing and developing learning content that is accessible is exactly part of our charter, and it's within our control. So, of course, we should be doing everything we can to make the best accessible learning content we can.Susi Miller returns as our guest to discuss more of her insights and experiences related to creating accessible learning content. We'll look at common pitfalls and mistakes organisations are still making with accessibility, and how focusing on accessibility can actually improve your learning designs for everyone.Our Summer of '21 episode with Susi turned out to be one of our most watched episodes that season. Now's your chance to join us with her again and level up your accessibility game as part of your 2023 strategy.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

Are you tired of hearing the term "gamification"? Do you even hear it that much any more? Was it just a trend that has finally passed?These are all questions for the master of games for learning, Karl Kapp. He's a regular contributor to IDIODC and we want to know what happened... and what's next.Dr. Kapp is well a well-known professor at Bloomsburg University. Many of his students have become names you recognize online and at L&D events. He's written books and is a popular LinkedIn learning instructor as well. If anyone knows about gamification and what's next, it's him.We'll talk about a little history of gamification and why it seemed like a good idea at the time. But more importantly we'll cover the good that came from it, and what games for learning really should look like in the future.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

Facilitation is about mastering how to deliver an engaging learning experience, all in the effort of improving workplace performance. Instructional designers work hard to do the same. But often times lack facilitation skills or the nuanced understanding of facilitating a learning experience. Let's connect these valuable skillsets and improve training experiences for everyone.In our current digital world it might be easy to believe the art of facilitation is a lost and unnecessary craft. But facilitation is alive and well. We, as humans, love interacting with each other. And as much as we'd like to think everything is automated, humans still learn best from other humans.Nikki O'Keeffe and Darryl Wyles, 2 of the 4 authors of Facilitation in Action, join us this week to discuss the art of facilitation. It is a broad topic, with wide ranging methods and models to explore. We'll likely hit on topics like empathy and inclusive facilitation, as well as understanding multiple modalities of training. And if you're interested in finding your own facilitation style we'll talk about that journey as well.And for you technical types, yes we'll talk about the technology involved and best methods of facilitation utilizing today's best technologies. Join us for a special 2-guest episode of IDIODC.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

Telling stories is a tried and true method for helping people learn. You've probably studied the traditional story arc, and the hero's journey, but have you ever tried the Sabido Method? Have you heard about it? Yea, I haven't either.The Sabido Method has a few steps in the process:Formative ResearchPolicy FrameworkThe Values GridWriting and ProductionMonitoring Audience FeedbackImpact EvaluationJim Piechocki joins us to discuss how the Sabido Method has been successfully applied and resulted in significant behavior change. We'll talk about the case study, however most listeners will recognize it as a large scale, Hollywood level, effort. But Jim is going to also engage our IDIODC community in an exercise that scales down the method to be useful for instructional designers working in corporate environments.You'll be sure to leave this episode enlightened and motivated to craft your own Sabido-style serial drama for deep engagement and behavior change. Save your spot and invite your entire team.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

Colors, fonts, images, shapes, white space, and so much more. Our work as instructional designers requires a significant understanding of digital visual design. Even if you're "just an instructional designer" and hand your work over to a "developer", there are still many basics of digital design that make us all better at the work we do.As we've learned from past episodes on topics such as translations and accessibility, how you design the instruction impacts how you will design the visual elements. Some written languages take up more line space than others, so how you write and how much your write has impact on the visuals. And how you write scenarios can also impact design elements for accessibility.Thankfully, we have Mark Lassoff joining us to discuss some of the basic elements of digital design. He has been teaching digital design for many years and understands the areas where instructional designers fall short. His recent articles on Font selection and usage are particularly useful for those new to designing instructional content.  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 our latest episode of Inside the Triangle, learn what Driver Training looks like from all angles – the trainer, the trainee, and the “behind the scenes”. Elaine Schlick from our Training Department, along with Professional Drivers David Naster and Todd Ouverson, join host Darin Ladlie to talk about our Training Program. Elaine gives a behind the scenes look at the program as she explains how she pairs trainers with trainees and discusses the requirements of becoming a Driver Trainer. David talks about his experience going through the Training Program as someone who was fresh out of driving school and is now a successful Professional Driver. Todd gives excellent advice on how to achieve your career goals (Scorecards, Diver of the Month, Driver of the Year, and Grand Champion Driver of the year – just to name a few) while being a Driver Trainer and teaching the next generation of Professional Drivers. WE WANT TO HEAR FROM YOU! If you have any topic suggestions or questions you want answered or discussed on an upcoming podcast, email them to podcast@deckermail.com or call Kati Frahm at ext. 2206. We look forward to hearing from you! --- Send in a voice message: https://anchor.fm/deckertruckline/message

This week we are joined by Officer Chris Gilkey from the Ohio Department of Natural Resources (ODNR) who heads up the K-9 Training Division.  From a small town in Ohio with a Big Dream as a kid he graduates from Hocking College then is later hired by the ODNR!  Chris eventually takes over the newly formed K-9 Training Department and shares some remarkable stories including how his 4 legged partner, Mattis, helped to solve a Murder!To learn more about the ODNR visit:https://ohiodnr.gov/To follow American Roots Outdoors Podcast:https://www.facebook.com/groups/448812356525413To learn more about American Roots Outdoors:https://americanrootsoutdoors.com/https://www.facebook.com/AmericanRootsOutdoors/To follow Alex Rutledge:https://www.facebook.com/americanrootsalex/To follow Wayne Lach:https://www.facebook.com/wayne.lach.5To follow Mike Crase:https://www.facebook.com/mike.craseTo learn more about TideWe:https://www.tidewe.com/Just type our code.... AMRO18 .... at checkout to receive your 18% discount off your TideWe order!

Artificial Intelligence is the hot topic for 2023. Useful applications seem to be popping up daily, and existing platforms, like Canva and Microsoft, are creating new "magic" features within their existing apps. Do these news apps and new feature sets make our jobs easier? Some might argue they will someday make our jobs obsolete. The only thing we know for certain is that AI is here to stay, and getting better every day, whether we like it or not.Like all new shiny tech objects that we chase in our industry there will be pros and cons. If your personality leans towards a "glass is half empty" world view AI might be concerning to you. If your excited about AI with a "glass half full" perspective then you've likely already played with these tools and thought of all the creative things you can do to improve your productivity in designing learning content.Mark Oehlert is one of the "glass half full" guys. And I swear he can see the future for real.  He's joining us to talk about how Artificial Intelligence programs like OpenAI, ChatGPT, and others, might change our L&D departments and work we do in them.  We'll discuss details in future episodes of IDIODC, but for now let's get a baseline understanding of the enterprise ecosystem and how AI changes and/or modifies the current structures and skills required for L&D to continue supporting the business and impacting revenue growth.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

Before technology we had 1 method of instruction: Classroom based learning with student/teacher guides. But as technology and the internet began to grow the world gained many new options. Sadly, this initially led to thoughts of learning solutions that would replace the classroom and the instructor.  Today, we've all, finally, accepted the fact that learning is a long term process. One training event cannot truly be the only event required for the realization of business impact. We now mix and match self-paced eLearning segments, shorter classroom experiences (sometimes online), and mobile reminders or micro learning. In some cases there may even be virtual reality or mixed reality thrown into the mix.And with the new Artificial Intelligence, or AI, technologies, there's no telling how many different mixed media experiences one might have to more accurately learn and master a particular topic. There is a lot for us all to learn.Thankfully, we have Michelle Parry-Slater joining us to help make sense of it all. She is an award-winning L&D professional with more than 15 years' experience in the industry. She is the Founder and Director of Kairos Modern Learning, an L&D consultancy specializing in driving a shift from traditional courses to the best of digital, social and face-to-face workplace learning.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

On this episode, host Kathleen McInnis sat down with Captain Jenny Ström, Commanding Officer of the 3rd Naval Warfare Flotilla in the Swedish Navy, at the 2022 Halifax International Security Forum. Captain Ström discussed her former role as Head of the Recruitment Branch in the Training Department of the Swedish Armed Forces Headquarters, where she focused on recruitment and retaining females within the Swedish Armed forces with reintroduced gender-neutral conscription. #HFX2022

In today's global economy instructional designers are increasingly needing to create learning solutions that meet the needs of many cultures communicating in different languages. For decades the answer was simply mandated within large companies requiring all employees anywhere in the world to understand English. Problem solved? Not so much.Thankfully, modern technology solves the problem of multiple languages. And while we don't have any direct links to research, my guess is that most people learn best using their native language. It's one more way instructional designers can create inclusive, science-based solutions for more effective outcomes. But then the question becomes, how do we do that?Mark Sheppard joins us in this episode to discuss these issues and share his experiences designing and delivering learning solutions for audiences requiring multiple languages. We'll talk about the many challenges and constraints instructional designers may face when encountering a multi-language project for the first time. He'll have a few tips and tricks to share, but we'd also love to hear from our IDIODC community.Join us and share your thoughts on designing and developing learning solutions for multi-language projects.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

Who remembers seeing their first CommonCraft video? I remember seeing RSS in Plain English back in the day and thinking, "Wow, this guy if FANTASTIC!" That particular video is now considered a classic, and low budget, compared to today's Explainer Videos. But the cool thing is that it STILL works.  It takes a relatively complex topic and explains it "in plain english". If you've always felt like you could never "do video", then this is a must attend event for you. Lee and his wife taught themselves how to do it and their unique style led to an entire industry. Be sure to join us for this incredible conversation.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

Do you know if your eLearning is accessible? If no, why not?As an instructional designer it's your responsibility to make sure your eLearning projects are accessible for all possible learners. And hey, you eLearning developers! This is your responsibility as well. Even if it is not mandated within your industry, it's the right thing to do.  Jenny Wincek joins us from Interactive Advantage to talk about the Trusted Tester program. We will cover some of the basics of 508 and WCAG compliance as well as why accessibility is important. We'll also discuss how your current testing might not be enough, and that could be putting you and your team at risk.Just like SCORM standardized eLearning content packages for corporate training Trusted Tester Version 5 (TTV5) is the latest standardized uniform testing approach for accessibility compliance and conformity.And did you know there is an Accessibility Conformance Reporting Tool? Yea, I didn't know either. But, don't worry, Jenny is here to walk us through the TTV5, share some stories, and answer your questions.  Tell your Training Manager and team about this extremely important conversation. It's the perfect opportunity for team-based professional development.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

Allison Rossett's web site has a great quote, "She works on Learning and Technology in a way that is creative, concrete, and quirky." But what it should say is The Greatest of All Time! And her credits and accolades prove it. Not to mention being a genuinely wonderful human being.She is a legend in L&D, but specifically making her mark in the realm of Performance Support. She was promoting Performance Analysis and Support before most practitioners had even thought about what instruction might look like outside of the classroom.I still have the first edition of First Things Fast on my bookshelf. If you don't have it, you should get it.The wonderful thing about Allison is that she enjoys life and is a pleasure to talk with. I once asked her to keynote a TLDC Event I was programming and she told me she would like to discuss Happiness. Happiness in the workplace: Who owns it? Of course I said yes, and she crushed it! The recording is probably still available on YouTube.Honestly, I don't care what we end up talking about with her. But I do know it will be highly informative, and more than anything, FUN!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

Sure you can find a lot of different free images on the internet, but there's always a project, or 2, that need that extra special custom graphic element. You could pay a graphic designer to create something, but that also comes with some headaches. Why not just learn to create it yourself?I think you'll be surprised as how easy it really is. And don't tell us that you aren't creative, or don't know how to draw. Kevin Thorn, from NuggetHead Studioz, regularly joins us to help you learn that, in fact, you are creative and that you can do this.We only 45mins to work with, but in that time Kevin will have you all creating your own graphic elements and show you how to use them in larger animated scenes. And don't forget we'll be using Powerpoint. You'll be surprised at how talented you really are by the end of this episode.  Save your spot, and join us!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

This episode features a conversation on Saratoga County's EMT Career Pathway Pilot Program. Designed as a first step in filling a need for future and current first responders, the program is a community-based collaboration for high school students.  NYSAC's Multimedia Specialist Kate Pierce-Nimz is joined by Jenniffer McCloskey, Director of Saratoga County's Employment and Training Department. Our thanks at NYSAC go to our sponsor, PERMA.

In the past we've covered 15-20 items in one IDIODC episode. And as much as I feel that I'm connected to all things tech, he always surprises me with something I haven't discovered yet. Everything from media creation apps to microphones lighting kits and fancy desks.We all use technology for the work we do and while you might not think you need new gadgets, you just might discover one that makes your life a LOT easier.  Join us for this special episode and share your own cool apps, gadgets, and tech in the chat. This is always a fun and lively IDIODC topic.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

Most skills will never be learned without actually DOING the skill. Duh. It's basic training 101 that if it's too expensive or too dangerous to simply practice a skill many, many, times, then you the design should include a simulated version of the skill. And all knowledge can only be valuable to a business if it is applied to the work being done. Well, coding skills and knowledge are neither dangerous nor expensive for learners to practice. And because of that fact, proving proficiency in coding skills should be easy to do. Or is it?Brent Newhall joins us to talk about how the value of implementing a project-based assessment strategy will improve your training outcomes. After all, if they can't do the work by performing on a fake project, how are they going to handle the real projects? Brent will share his case study implementing a project-based assessment program for the Capital One Developer Academy's coding bootcamp.This is another special episode of IDIODC where we get the chance to introduce you, the IDIODC community, to one of your peers who is out in the wild, doing the work. 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

You may not know Aaron Silvers, but around here we affectionately refer to him as the OG of xAPI.  He has been driving it since its inception as Tin Can and worked tirelessly promoting the benefits for our community of instructional designers and L&D professionals.We'll talk with Aaron about the early days of xAPI and why it was necessary to create in a world dominated by SCORM.  And while SCORM will likely never go away, xAPI is finally delivering on the promise of flexible and specific data analytics for learning professionals.  We can do so much more than track completions, and butts in seats.  It's a great honor to have Aaron back with us on IDIODC and I hope you'll join us, and invite your entire team to meet, and learn from, this L&D Legend!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

Having instructional design skills and knowledge can open up many different career paths. The easiest distinction for many is either being in education/higher ed or going the corporate route. If you decided to go the corporate route, you would typically land in the HR department designing training solutions for internal employees.However, more and more IDs are making the shift to corporate product departments and designing learning systems for external users of the product or services the company offers.Is there a difference in your ID work for one versus the other? Some say yes. Others say no, instructional design is instructional design no matter what.We asked B.J. Schone to join us and help facilitate this conversation. He's an experienced instructional designer and has been in both departments over his career. This career conversation will help IDs get a better understanding of their options and how they may, or may not, be shifting their methods and models between settings.We'll also talk about the technology issues involved as well. So, if you're an eLearning developer with instructional design skills and looking at an opportunity as a one-person-band this conversation is for you as well.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

Learning Engineer may sound like a fancy new title for instructional designers, but it's so much more than that. The current state of our "industry" is spread quite thin across many domains. There is art, science, technology, humanity, politics, business, and so much more all part of the work we do as corporate training professionals of one form or another. Learning Engineering finally brings it all together under one banner.Jim Goodell is the editor of the new book The Learning Engineering Toolkit. He joins us to talk about the growing number of practitioners adapting to this more complete understanding of the work we do and services Learning Engineering provides for the enterprise.This conversation will appeal to everyone in the L&D, and corporate training industry. And whether you're new to Instructional design or a seasoned professional you'll benefit from understanding the future of Learning Engineering. The Learning Engineering Toolkit is everything you need to get started.You don't want to miss this conversation!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

Designing and developing instruction is a creative and fun process.  But it can also be filled with boring and frustrating details and "administrivia". In the not so distant past automating simple workflow processes meant learning to code and programming sequenced tasks, or worse, doing them yourself, over and over again, manually. But not any more.Mike Taylor joins us to talk about no-code tools that can help you improve your workflow and make you more efficient. If you're not sure what no-code tools are and how they can help you, then this episode is perfect for you. We'll start with the basics and work up to more advanced no-code tools.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

Visual design is a big part of building successful learning experiences. Whether you're an instructional designer producing training or an ID that manages a team that creates your vision, you have to be tuned into the presentation of visual information. How slides are laid out can make, or break, the learning experience.Rachel Allen Dillon returns to IDIODC with more powerful visual designs that enhance your instructional designs. By following just a few simple visual design rules an ID can strike the right balance when presenting material to make it efficient, effective, and engaging. The first step is knowing how the brain processes new information. Then, recognizing common visual design mistakes that slow down the learning process. And also, which design principles can be applied to minimize visual distractions.Join us for all of Rachel's tips on visual design and avoiding cognitive overload by saving your spot in the crowdcast event. This is a show you don't want to miss.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

Laurence Holmes and Leila Rahimi were joined by Matt Spiegel and Mark Grote for the daily transition segment. They discussed the White Sox's mounting injuries despite recent efforts by general manager Rick Hahn to revamp the team's training department.

Tony Fuhrmann, Director Madison County Employment and Training Department joins Tom and Carol talking about tomorrow's (July 13th) education roundtable at the Gateway Convention Center in Collinsville. 

You guys have heard me say it before, but so much of what I have learned to help dogs with aggression issues has come from amazing icons in our community who have been so generous to share their knowledge and insight with the world. One such amazing trainer is none other than Trish King. Have you heard of the umbrella method to deal with off-leash dogs trying to harass or attack your on-leash dog? Yup, that credit goes to Trish. In this fantastic conversation, Trish and I chat about a variety of topics around helping dogs with aggression, as well as avoiding it in the first place through things like socialization...and when I say socialization, it may not be quite what you are thinking. For additional resources on helping dogs with aggression, visit:https://aggressivedog.comIf you want to take your knowledge and skills for helping dogs with aggression to the next level, check out the Aggression in Dogs Master Course and get a FREE preview here:https://aggressivedog.thinkific.com/courses/aggression-in-dogsDon't miss out on the third annual Aggression in Dogs Conference  9/30-10/2/22:https://aggressivedog.com/conference/Woof Cultr swag!https://woofcultr.com/collections/the-aggression-in-dogs-conferenceAbout Trish:Trish has been a professional in the animal world for over 30 years.   As Director of the Behavior & Training Department at the Marin Humane Society, she built a department known throughout the United States for its quality.  Trish established the Canine Behavior Academy at MHS for new or interested trainers.   She currently teaches the Academy of Dog Behavior, and teaches workshops and seminars on behavior, canine management, temperament assessment, and handling difficult dogs, among other topics. In addition, she and her partner own Canine Behavior Associates, consulting with and helping dogs and their owners.Her extensive knowledge of animal behavior, as well as her sense of humor, have made her a popular speaker at such venues as the Association of Pet Dog Trainers (APDT), The Humane Society of the US (HSUS), American Humane Association AHA), and California Animal Care Conferences.  Trish authored a critically acclaimed book for dog owners, Parenting Your Dog (TFH Publications).   She has written numerous articles about dog and cat behavior for local and national newspapers and magazines.  She also developed the “Canine Calming Cap, “marketed by the Thundershirt Company, to help dogs that are overly anxious or excitable.   https://www.canine-behavior-associates.com/about-1/about-trish/Support the show

The Training Department trains thousands of employees each year. But how are they keeping up with today's ever evolving business standards and practices. Two trainers join the podcast to talk about the department's more focused direction of the employee training and what opportunities are out there for you to grow as an employee and team member.