Jason Meucci and Eric Girard both left the comfort and stability of working inside of larger companies in order to start their own training consultancies. While the scheduling flexibility and opportunity to “be their own boss” have been nice, they shared with me some of the challenges they’ve faced and some advice they have for anyone out there who may be considering the idea of starting their own training business.Continue reading
In December, ATD released its 2021 State of the Industry report, which includes survey data from 223 organizations, large and small, across a variety of sectors. This was an interesting report because it was actually taking a look at training activities and trends from the year 2020. I’m pretty sure we can all remember what 2020 was like.Continue reading
Over the past year or two, I’ve met a number of people who are exploring the idea of either taking on some side projects or leaving their full-time job and focusing wholly on freelance or consulting work as instructional designers, elearning developers or coaches.
This is the path I took, beginning in 2012, with a side hustle until I partnered with a friend from college and turned it into an actual company with 5 other employees.
Recently, I had the opportunity to sit down with Elaine Biech who has been doing her own thing – quite successfully I might add – for more than 40 years and has published EIGHTY SEVEN books! She had a lot to say about lessons learned and some very helpful advice for those looking to become their own boss through freelancing or consulting in the L&D space.Continue reading
Later this month, Brandon Carson, a Vice President of Learning & Leadership at Walmart and author of the recently published book, L&D’s Playbook for the Digital Age, will be speaking at the Association for Talent Development’s annual International Conference and Expo about the importance of developing an L&D playbook for the digital age.
Recently I had a chance to talk with Brandon, and my biggest take-away was that it’s silly for folks in L&D to insist on a “seat at the table” where decisions are made in an organization if we haven’t done our homework and identified the needs of individuals and teams we’re working with. L&D professionals shouldn’t wait for someone to tell them to do a needs assessment. We need to be proactive, which is how we bring value to the table.
Of course, once a needs assessment has been conducted, then we need a strategy to address those needs. That’s where Brandon’s concept of a “playbook” comes in.Continue reading
Recently, gamified LMS platform creators Growth Engineering released their list of “the top 20 L&D experts and influencers you need to know about in 2021.” Along with some of the titans of our industry such as Josh Bersin and Karl Kapp, there were also some nose-to-the-grindstone practitioners on the list.
One of the people on the list was Kevin Yates, a self-described L&D detective doing some of the most important work that can be done in our industry: uncovering the impact and value of learning initiatives.
I had a chance to talk with Kevin about what we should all be doing in the field of learning and development to play the role of L&D detective and uncover the impact and value of our own training initiatives.Continue reading
If you’re anything like me, you find some cool tools and techniques that work for you, and you incorporate them into your daily practice. Once you feel like you have enough tools and techniques, there’s no need to learn about anything else!
I’ve realized recently that I seem to have stopped learning about new tools, techniques and trends sometime in 2015 or so (Kahoot was totally cutting edge back then!). Recently I had an opportunity to talk with Training Magazine Editor-in-Chief, Lorri Freifeld, about the importance for learning professionals to stay on top of trends, how to differentiate between a useful trend and a “shiny object”, and where learning professionals can get the biggest bang for their professional development buck.
As L&D practitioners, we can’t be like the Cobbler’s children who have no shoes. We can’t go around helping others to do their jobs better, and never think about how we can improve our own craft.Continue reading
Instructor-left training costs can come in many forms. Financial costs are the traditional way in which this question is answered. “We were able to develop this training program for about $2,500.” But what’s the cost to you?
Just because you develop a training program in-house, doesn’t mean it was designed for “free”. Yes, your time is already budgeted and paid for, but it’s certainly not “free”.
Recessions and economic downturns happen. Many of us have worked – or tried to work – through more than one economic downturn. As training departments tend to be small compared to other departments, how do we stay relevant in tough economic times?
Chris Pirie from the Learning Futures Group sits down with the Train Like You Listen team this week to give us a little history of his experiences in training departments during economic downturns. He takes some time to discuss how this economy is different than others in his experience, and what the business case is for learning and development, no matter what the economy.
If you are interested in hearing more from Chris, be sure to check out his work and his podcast at learningisthenewworking.org
Tune in this week, and every week to learn more about what other professionals are doing to push our industry forward!
JD Dillon is an interesting creature. The best that I can tell, the guy eats, sleeps and breathes talent development. I’ve followed him on Twitter, I’ve seen and interacted with him at conferences. And he’s a total learning geek. So it’s fitting that his company is called LearnGeek.
Earlier this week we shared our latest Train Like You Listen podcast, featuring JD, and we had a chance to talk about organizational learning strategy and a modern learning ecosystem. I want to return to this idea in today’s post because there’s something fascinating about the modern learning ecosystem model that JD offers. It literally turns the tools we typically use in training and development on their heads.Continue reading
In a post earlier this summer, we looked at a few out-of-office messages that are a bit more creative than the standard email stating the duration of time away and generic languge thanking the author for understanding. The key take away from that post is that we have several opportunities to engage others, and that engagment can be asyncronous. Continue reading