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Article: Communicating Effectively Through Repetition and Channels

Two simple changes can help reduce the complaints about poor communication—from you and the rest of the organization. By identifying the breakdowns of communications and better choosing channels, communications can be received more frequently—and without painful misunderstandings.

From the ATD blog. Read the full article here:

Article: 3 Reasons Why Empathy Is Essential for Your Training Development

Empathy is a desirable leadership topic in today’s world of worker scarcity. Organizations must be recognized as caring for workers to compete for the top talent; training developers have even more important reasons to focus on their empathy during the development process.

From the ATD blog. Read more:

Article: Block the Burnout

Organizations are facing unprecedented numbers of employees who are struggling with mental health issues, including burnout.  The global pandemic did more than disrupt our work, it disrupted the way that we communicate, connect, and remain productive.  However, these disruptions don’t need to ignite a wildfire of burnout.  Here’s what you can do to stop it.

From ATD’s TD magazine July 2021 issue. Read more:

Article: Charting Communications Channels

As you’re finishing a meeting, your phone chirps. You’re not sure whether it’s an email notification, a Microsoft Teams message from a colleague, a Facebook Messenger message from your mom, or a text from your dad. You pick it up off the table and head down the hall as the new digital signage lights up the hall more than the overhead lights. Arriving at your desk, you notice that someone has thrown the latest copy of the company newsletter in your chair as you login in and the corporate intranet opens in the web browser.

From’s Human Experience Excellence June 2021 edition. Read more:

Article: Leading Through Traumatic Change

When we, as leaders, first realized that Covid-19 was going to impact the world in profound ways, we focused our attention on the tactical needs of enabling remote workforces and ensuring that we could protect those we lead while they’re working either from home or in-person, as necessary. As the pandemic has continued, we’ve begun to recognize the long-term effects and trauma that this event has caused us all. When we recognize that some changes are traumatic, we can begin to support those we lead in ways that support their mental health as well as their physical well-being.

From’s Leadership Excellence April 2021 edition. Read more:

Article: Maintaining Human Connection In A Remote World

Societally, we were moving towards less face-to-face time and more remote work. However, nothing prepared us for the changes that we’d have to make in the wake of a global pandemic.  For many people, the only interactions they have with other employees and extended family is through a two-dimensional screen and a data connection. Despite the limitations, it’s possible to maintain – and even develop – relationships during a global pandemic.

From’s Human Experience Excellence March 2021 edition. Read more:

Article: Choosing a Change Model

One of the most daunting problems with change management is identifying which model to use. Some people swear by Kurt Lewin’s simple three-step model, others are hooked on Prosci’s ADKAR model, others love John Kotter’s eight-step model, and still others are using models by different change management luminaries. But why would you pick one model over another, and how do the models compare? We’ll explore the common options and explain the reasons why you may choose one versus another.

Published on the ATD blog. Read more:

Article: Training Resources for Microsoft Content Services

SharePoint – including SharePoint Server and SharePoint Online as a part of Office 365 – is the most widely-deployed content services platform.  In fact, 85% of the Fortune 500 is using Office 365.  This creates enormous opportunities to learn from a thriving community of people in commercial and community events.

I had the opportunity to be a guest blogger on the SharePoint Community blog. Click here to read the full post.

The Actors in Training Development: Learning Manager

Article: The Actors in Training Development: Learning Manager

When looking at a clock, it is easy to become mesmerized by the gears turning. When marveling at the precision and beauty of the meshing of gears, it can be easy to overlook the box that the gears are in. Yes, the gears drive the hands of a clock, but they can’t do it without the structure provided by their case. The learning manager provides the structure for a learning delivery team. When things are running smoothly, no one really notices the value he or she brings.

What Is a Learning Manager?

One part firefighter and one part strategist, the learning manager steps in when needed and works to see that stepping in isn’t needed. The role of learning managers is first and foremost to keep the learning creation and delivery engine running. Once the engine is running, they can focus on optimization, including ensuring that the engine will continue to run by offering development opportunities for their team and implementing technologies that will make the process easier.

Part of the series, The Actors of Training Development. Read more…

The Actors in Training Development: Monitoring Specialist

Article: The Actors in Training Development: Monitoring Specialist

The course has been created and delivered. Now is the time to assess what did and didn’t work in the process through the lens of learner outcomes, which is the ultimate measure of success or failure. How does the monitoring specialist report on what happened?

What Is a Monitoring Specialist?

We live in a world of analytics, where we try to capture data from users and draw meaningful results out of the seemingly random noise in the signals that we have. The monitoring specialist sits in the center of the data analysis tools and log files, providing meaningful information to the stakeholders, who look to see what worked – and what didn’t work – in the training.

What Is Expected of the Monitoring Specialist?

Monitoring specialists are, first and foremost, data people. They look at the reporting coming out of the system and convert it into insights about instructors, courses and learners. While they may be called upon to help develop a new survey instrument or connect a survey tool to the learning management platform, their core competencies are around extracting meaning out of the data.

Part of the series, The Actors in Training Development. Read more…

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