I have the privilege of sharing my ideas and experiences during conferences, webinars, workshops and corporate events around the world.
Here's a sample of my recent presentations.
Is L&D ready for what comes next?
We’re all too familiar with the constant nature of change in the workplace. According to Accenture’s 2019 Breaking Through Disruption report, 71% of companies are either in the middle or on the brink of significant disruption. And this assessment was completed before a pandemic changed how work is done in every industry and region around the world.
Whether it’s a new product release, a sudden regulatory change or a major health crisis, L&D must have mechanisms in place to help people navigate through disruption. We must shift our focus from programs that take weeks to months to implement to repeatable, scalable systems that make our people and organizations disruption-ready (because it’s impossible to be disruption-proof).
Presented during the ATD22 Conference, 2022 Learning Solutions Conference and 2022 Learning & Development Conference.
The average smartphone user has more than 80 apps and uses at least 9 per day. In our everyday lives, we select digital tools with purpose based on the problems we have to solve. But when we go to work, this technological agility gives way to a misguided belief that a single tool can provide us with everything we need to learn to do our jobs.
Rather than be limited by a single application, L&D must improve their technological agility and build an integrated learning ecosystem to keep pace with changing employee needs.
Presented during the 2022 Learning Solutions Conference.
The past two years have redefined the relationship between work and technology. Employees have been empowered to go remote thanks to digital collaboration tools. BYOD has ramped up on the frontlines to help people keep pace with change. Online learning has spiked to unprecedented levels, but is L&D leveraging its full digital capability?
In this session, you’ll learn how to maximize your learning technology stack. We break down the seven ways technology can improve workplace learning, demonstrate how personas should guide the design of your digital learning strategy, and show you why right-fit digital experiences will play a critical role in closing skills gaps and restoring learning equity.
Presented during the 2022 ATD TechKnowledge Conference.
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.
Presented during the 2022 ATD Africa Learning and Development and ATD21 Conferences.
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.
Presented during the ATD 2019 International Conference.
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.
Presented during DevLearn 2020.
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.
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?
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.