T is for Training 323 –  This Needs Salt!

On the call were Maurice Coleman, Paul Signorelli, Sardek Love, and the newest friend of the show Anne Bruce. We talked about their new book from McGraw Hill Business Essentials Publications –  Presentation Essentials.

Anne and Sardek {with Paul and Maurice occasionally contributing} talked about the wisdom, tools, and best practices of presentations, the difference between presenting, training, and lecturing, and how both new and seasoned speakers can hone their craft.

A fascinating conversation featuring stories and insight from these two wonderful speakers.

Give a listen

And buy the damn book.

It’s a TARDIS. It’s bigger on the inside.

The podcast had to work around the occasional minefield of technology aka Talkshoe.  We recorded in Zoom (THANKS PAUL!)

Upcoming Episodes, 2022 (The host messed up some dates) 

The host misinformed the best training podcast blog editor about the upcoming show dates. (Sorry, Jill) The correct show dates are listed below into 2023.
  • Show 321 – October 6
  • Show 322 – October 20
  • Show 323 – November 3rd (Updated date) 
  • Show 324 -November 17th (Updated date) 
  • Show 325 -December 1st (Updated date) 
  • Show 326 -December 15 (Updated date) 
  • Show 327  –January 12th 2023! (Updated date)

A note from the host…

4748 days ago, the first T is for Training happened. I had an idea to start a podcast for library trainers, since we were usually the lone wolves in our places of work.

It was a pilot show with three friends, Beth, Bobbi and Jennifer, and we talked about 23 Things and learning while playing (remember that?), Active Shooter Training (unfortunately still needed) and a Trainer Bi*ch Session (also still needed.) With show links on Delicio.us *RIP*

Also, the very cool Trainer’s Alphabet was discussed on FriendFeed (RIP) Here is a link to the two August 2008 posts about the pilot show and the Trainer’s Alphabet. August 2008 T is for Training Posts

Unfortunately, those older shows, along with the first 150 episodes or so, are lost in the ether.

If you happen to have any copies of our older shows, drop us a line!

This show as survived MANY changes.

Life changes.

Job Changes.

Support Changes.

But we still try to do something useful every two weeks (most of the time.)

The real first show took place on September 12th, 2008. But the show on August 29th is the first place T is for Training happened.

It has been a long and fun thirteen years and counting.

Thank all (five) of you for listening, and I hope you all continue to support us with your kind words and thoughts.

Also JOIN US on a Thursday night. You know you want to…

Maurice @baldgeekinmd Coleman

Dear Friends: We’re BAAAACK!

The library training, teaching, learning podcast is back in your ear holes. 

Come join the fun TONIGHT at 8:30 pm Eastern on our platform Talkshoe.

T is for Training on Talkshoe.

Think of it as the first day back at school, with new clothes and old friends.

See you then!

No show this July 5th.

We will not be recording this coming Friday, July 5th, 2019.   We have been given a day off and will use it for increased consumption of Vitamin D.

The only constant in life is change and this show is no different.

Don’t worry, the show will continue. That much I can say for now.

Stay tuned for updates in the coming weeks.

 

T is for Training 249.2 Live @ #ATD2019 Interview with Paul Meshanko

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I had the pleasure of sitting down at the 2019 ATD ICE with Paul Meshanko, who is all about respect and how it is a powerful tool for success in the workplace.  Paul spoke at the conference about The Respect Effect: Reaching Beyond Tolerance to Build an Inclusive Workplace which is also the title of his book: The Respect Effect

https://www.amazon.com/Respect-Effect-Neuroleadership-Productive-Workplace/dp/0071816097/ref=sr_1_3?s=books&ie=UTF8&qid=1367956824&sr=1-3

You can download the interview HERE

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Please enjoy the interview with Paul about respect, workplace conditions and other great topics.

Paul Meshanko’s Book The Respect Effect

T is for Training can be found on twitter @tisfortraining and on the web at tisfortraining.wordpress.com

 

T is for Training @ #ATD2019 I Got Your Comps Right Here

ATD featured a sneak peek at the new Association for Talent Development Competencies model currently in progress.  Any questions or feedback for the study email to: competency_study at td dot org

The session called Shaping the Future of the Profession: The 2019 ATD Competency Study, featured a round table moderated by:
Courtney Vital,  (cv) Associate Vice President, Education & Credentialing,  ATD
Panelists: Elaine Biech, (eb) ebb associates inc;
Jonathan Halls (jh) Trainer Mojo LLC; and
William Rothwell, (br) Penn State University

There were two authors mentioned by Elaine Biech, ; Dianna Booher and Kevin Cope.

Top Trends Identified in ATD's Competency Research
This is a slide capture of the Top Trends Identified in ATD’s Competency Research

This peek was in the middle of their re imagining the skills needed to be a competent  talent development professional.  The quotes were captured via a live tweet stream.  I tried to identify the panelists as I could while tweeting. This is not verbatim but I did try to get the sense of what each speaker was saying at the moment.  This session made my conference since I got to meet Elaine Biech.

Any questions or feedback for the study email to: competency_study at td dot org

CV Lets talk new competencies. ATD is in a unique position to determine the needs of talent development. TD professionals have to predict future changes otherwise we won’t be able to move our orgs into the future. What is a competency study? Scan literature, scan field, occupational survey and talk to practitioners.  The model development is continuing and the comps should be released later this year.

First question [to the panel] Why do we look at the forces to form competencies?

EB the comp study will take us from where we are today to where we need to be. The study will put thoughts on paper to codify what we need to be true professionals in field.

BR we start with a trends and future study so that the comps aren’t dated when they are written. Characteristic that underlies a successful performer as a def of comps.

JH Comps help to bring to a concrete place what we can focus on developing in response to changes in profession.

EB our profession is both wide and deep. We cover many areas of organizational development.

CV there were 3000 responses to survey

BR we are becoming trusted advisors. Technology is allowing us to be in a position to do things we need to do.

CV most significant shift is…

JH Our world is shifting. We get to build a new bridge.

EB our role in supporting our leaders and guide them. We need to speak C suite ese. Part of building a new bridge. ATD name change solidified TD role.

BR Technology will have a profound effect on the workforce. Full time workers are going away. Employers want to pay for results not time. 40 % of workforce will work virtually in the future. We expect online workers to produce immediate results.

JH go from deliver learning to helping workers access learning.

EB The bridge building will require everyone to stretch. We will have to help people learn to learn.  Must coach employees to find way through training and make them feel good and excited to plan for their future.

BR 70 percent of org change efforts fail. As changes get faster humans have trouble adapting to change. they shut down. We need to be aware of learner stress that comes with too much change too fast.

Why have competencies?

EB if we don’t pay attention to building our own comps, we need to take it and go with it. Otherwise, someone will take our job role away from us. Masters of Learning Engineer from BU? has many things that are learning pro

JH need to have competencies to make sure our roles are valued and known in organizations. What will never change is people needing help to develop their skills.

JH the professionalization of the training must be codified. Someone will do it and it should be us.

BR There will be new labels new names and charge more for the same work.

The Players: Courtney Vital,  (cv) Associate Vice President, Education & Credentialing,  ATD, Elaine Biech, (eb) ebb associates inc; Jonathan Halls, (jh) The 11th Hour Group; and William Rothwell, (br) Penn State University.

If you have questions or feedback for the study email competency_study at td dot org

Q and A (questions from the floor and answers have no attribution.) 

IEEE is working on a learning engineer program …

Is the change part of the comp model small?

Yes it will be woven into all the other parts of competences. Think holistically think integrated change management and integrated change.

Is Career development in the competency model?
Yes it is and it is an important element. We have to look at careers in a broader manner.
What does speak c suite mean?
We use acronyms that confuse. Get in the suite quickly. Diana Booher is a recommended read. We need to fit training into business goals. Tie talent development to business strategy.
BR what ceo’s think of training book. Don’t say comps say blueprint of successful performance. Think like a consultant. Problem, solution, action plan, budget, payback, staffing.
JH Learn what bonus structure is or regulations to be met and show how talent development and learning helps those goals.\
EB Kevin Cope is the other name of the books of how you can talk to C level folks.

What is the role of trusted advisor:

EB the role is three-pronged. 1) Collecting and curating. 2) Coaching and connecting others 3) Consulting and Coordinating organizational projects.

Organizations must be learning organizations. (BTW libraries have been learning organizations for decades. Look to your local library to see how it can be done. )

General Statements: 
BR We need to find a way to build blended experiences.
EB Think about the topics and how they are best delivered. Everything can’t be taught face to face. We need to be curators of information right answer at the right time.
JH we are in the business of helping people change.
Change management Creating competencies for leaders is going to crucial Leaders need a core comp for change.

BR training is retention strategy. People STAY if there is training and talent development programs for staff. We need to look at the people who have invisible learning disabilities. There are over 600 different things.

JH We need content creation as a competency. (we have always been content creators)

Excitement about future

JH we are at an exciting time no longer clunky tech

BR How our field can contribute to change everything

EB We can create an exciting future for our organizations. Orville Wright didn’t have a pilot’s license.

I hope that you have enjoyed my twittercap of the 2019 ATD competencies sneak peek.

T is for Training can be found on twitter @tisfortraining and here on the blog tisfortraining.wordpress.com

 

T is for Training 249.1 Live at ATD2019 Interview with Ken Phillips Effective Evaluations or You Are Probably Doing Them Wrong

Interview with Ken Phillips at the Association for Talent Development International Conference and Exposition from May 20th, 2019.   The interview can be downloaded HERE.

KenPhillips_headshot

Ken was gracious enough to spend a little time talking about evaluations, the PLA Method, learning analytics, predictive measurement, what most people get wrong with evaluations and his upcoming book Going from Training to Application Using Predictive Learning Analytics on evaluation backed by analytical data via a predictive model.

His website, Predictive Learning Analytics (PLA) lays out the methodology:

The mission of PLA is to provide L&D professionals with a systematic, credible and repeatable process for maximizing the value of learning and development investments by measuring, monitoring and managing the amount of scrap learning associated with those investments.

Contact him either via the Predictive Learning Analytics website or email at ken at phillipsassociates dot com

Side Note:  I sometimes have problems remembering people’s names.  Faces I know names, not so much.   Names can take a while to settle in the database.   This interview was so wonderful, I would talk about it and try to remember the name of the interview subject.  I merely said “the evaluation guru” and two different people said, oh, you mean Ken Phillips.

Here is Ken Phillips.

T is for Training can be found on twitter @tisfortraining and here on the blog tisfortraining.wordpress.com