I've had the privilege to share my ideas and experiences throughout my career as part of international conferences, webinars, workshops and corporate events.
Here are the shared versions of my latest presentations.
The most well-known learning measurement models have been around for decades, and yet the industry continues to struggle with its measurement practices. We’re great with surveys. We have plenty of test scores. But most L&D teams still cannot answer critical stakeholder questions, including if training is actually working?
In this session, we break down why traditional models will never fix our learning measurement problem. We highlight proven data practices that can help you answer critical workplace learning questions. We discuss how you can apply modern learning tactics to capture, analyze and apply right-fit data.
L&D spends a lot of time and resources trying to balance workplace learning priorities. Our focus on “the next big thing” limits our ability to look ahead and prepare people for the future of work. The result: skill gaps.
Before we can close skill gaps, we must first address the opportunity gap and make learning a personal, integrated, meaningful part of everyone’s job. In this session, we reimagine the workplace learning ecosystem with a focus on building disruption-ready organizations. We show you how to craft a balanced learning experience that enables every employee to solve today’s biggest problems while also developing the skills they’ll need in the not-so-distant future.
2020 redefined the relationship between work and technology for people around the world. Online learning activity may have spiked to unprecedented levels, but is L&D really leveraging its digital capability to its fullest extent? Are we simply swapping classroom sessions for eLearning, or are we seizing the opportunity to reimagine the role of L&D within the digital workplace?
This presentation breaks down the seven ways technology can improve learning. We also explore the connection between a right-fit digital learning experience and the ability to close skills gaps and power exceptional performance in today's workplace.
Traditional learning methods cannot keep up with our changing workplace reality. Talent development can no longer limit itself to formal training and structured programs. Instead, we must adopt a holistic view of employee development and leverage the full workplace ecosystem. We must expand our toolkit and develop new skills that will enable us to keep pace with the changing needs of our people and our business. Join us for an exploration of the practical and proven Modern Learning Ecosystem Framework, a pandemic-proof approach to learning in the new workplace.
Time. It’s the biggest barrier to effective workplace learning. Skill development takes time, but this reality clashes with operational priorities. Employees don’t have time to engage in learning activities because they are focused on their day-to-day work. L&D doesn’t have time to address every challenge the organization is facing yet alone the pile of requests they receive from stakeholders. No one can create more time, but time can be leveraged differently through improved prioritization and resourcing. Find out how you can defeat time by adopting a ruthless approach to modern workplace learning.
L&D doesn’t own workplace learning. WHAT?!?! Every organization is a complex ecosystem. A multitude of factors influence employee performance and business results. Unfortunately, many L&D teams fail to acknowledge this reality and adopt a holistic approach. This stifles employee potential, hinders long-term business growth and brings the value of L&D into question.
In this session, we explore the components of a modern learning ecosystem. We demonstrate how these components can be adjusted to function cohesively, empower employees and enable performance improvement. We map popular L&D tactics, such as eLearning and performance support, to the Modern Learning Ecosystem Framework. We discuss challenges L&D may encounter when trying to evolve their learning ecosystem.
Artificial intelligence is a rapidly-emerging technology in our everyday lives. Most of us use AI every day, but we often don’t know it. There is already a lot of buzz - some real, some hype - around what AI can do. L&D risks falling behind on another paradigm-shifting technology if we do not take action and begin to explore how we can leverage this new capability in our work.
In this session, we explore the immediate future for AI in workplace learning. We discuss the current state of AI and clarify what it can and cannot do. We highlight the role data will play in the emergence of AI-enabled L&D and provide a new framework for learning measurement. We explore new and existing AI capabilities that are already being used within workplace learning.
Learning is change. People do their best to keep up with the changes happening around them so they can do their best work every day. However, as the pace of change accelerates, people need more help finding the best ways to improve their knowledge and skills. To provide value in the modern workplace, L&D must rethink the fundamentals of how they enable people so they can help them get ready for whatever comes next.
In this session, we explore five "alternative roles" L&D can adopt to improve their ability to keep pace with workplace change. We discuss how L&D can leverage an ecosystem mindset, curation tactics, data and influence. We identify the real future of workplace learning: efficiency, agility and personalization.
80% of the global workforce are frontline employees. They have always been an important part of your business. They’re the face of your brand, and they work directly with your customers and products. The pandemic has reminded us of just how essential these workers are to your organizations and communities. Healthcare workers. Grocery associates. Bank employees. Delivery drivers. They continue to clock in every day so others can stay home and avoid infection.
We'll show you how L&D teams around the world have shifted their mindset and reimagined their approach to workplace training so they can focus on what matters most to their employees, customers and communities in the face of unprecedented disruption.
Every organization is a complex ecosystem. A multitude of factors influence employee performance and business results. Unfortunately, many L&D teams fail to acknowledge this reality and adopt a holistic approach, especially when it comes to technology. Instead, they focus only on their sphere of influence and adopt limited tool sets. This stifles employee potential, hinders long-term business growth and brings the value of L&D into question.
In this session, we explore the components of a modern learning ecosystem. We demonstrate how these components can function cohesively, empower employees and enable performance improvement. We map popular L&D tactics, such as eLearning and performance support, to the Modern Learning Ecosystem Framework. We discuss challenges L&D may encounter when trying to evolve their learning ecosystem.
Courses. They are the basic building blocks of workplace training. Stakeholders usually ask for courses when the approach L&D for help. Courses are what most people are used to when it comes to learning at work. They may be L&D's go-to solution, but courses are actually at the bottom of the list when it comes to perceived importance. Besides day-to-day work experience, shared knowledge and on-demand resources are the most highly-valued workplace learning tactics.
How can L&D escape the course mentality and expand its toolkit to align with modern learning expectations? How can shared knowledge be applied to solve high-priority business problems? How can L&D pros influence stakeholders and subject matter experts to consider solutions other than structured courses?
Marketing. Logistics. Safety. HR. Artificial intelligence is changing the way work is done. But what about L&D? While we will not be the first team to introduce AI in our organizations, we cannot risk falling behind when it comes to the impact AI is having on our workplaces.
So how should L&D teams prepare for adoption of AI-enabled technologies? How can L&D professionals apply AI to improve the impact of learning on employee performance? And, most importantly, what should the L&D function look like in an organization where AI and automation have fundamentally changed the way people approach their work?
Are you stuck providing a one-size-fits-all training that really isn’t benefiting anyone? Too often, L&D must make a lose/lose decision and choose between building personalized experiences or providing something generic to the entire organization. Thankfully, evolutions in the application of data, instructional design and learning technology now make it possible for L&D to provide right-size-fits-one support to every employee, even within the largest, most complex organizations.
In this session, we dissect the concept of adaptive learning. We discuss the converging trends that are opening the door to a new form of personalized learning in the workplace. We explore the types of data available in the workplace that can enable adaptive experiences. We demonstrate how learning designers can shift their development processes and build content that fits an adaptive model. Finally, we discuss principles for enabling adaptive learners as well as maintaining an agile, responsive L&D team.
Microlearning remains a popular topic within the learning and performance field. While practitioners and stakeholders alike say they want it, the industry has not really defined “microlearning.” Without a consistent understanding of the concept and tactics, L&D risks turning microlearning into another short-lived trend that fails to help us better support people and organizations.
This session will demystify microlearning by clearly defining it in 3 words: learning that fits. We’ll explain why microlearning is a repositioning of familiar L&D tactics. We’ll show you how to design learning solutions that “fit” within the modern workplace. We’ll discuss the importance of technology in a microlearning strategy, especially for distributed organizations. We’ll share real-world examples of how microlearning is driving bottom-line results. You will leave armed with the principles needed to start applying microlearning in your everyday work.