Maurice, Paul,Tom, and Mark Corbett Wilson talked about imposter phenomenon, (not syndrome) the causes, how to spot it in the wild and how to help stop it.
Shameless self-promotion = Paul and are involved in a new venture with #357’s guest Anthony Chow of the San Jose State University iSchool called Information Gone Wild. Our first guest was R. David Lankes and that episode is out now on the SJSU iSchool YouTube channel. We just recorded episodes with Patty Wong, past ALA President and Cindy Hohl, Incoming ALA President coming up soon. Smash the like button and subscribe to the show!
There’s never enough time to know what you need to know. I don’t give a shit about degrees. I give a shit about the quality of thinking. There’s a difference between internal imposter syndrome and external imposter syndrome. Tom Haymes
A Man’s a Man for All That Fighting in Academia is so vicious because the stakes are so small. I look stupid all the time. Mark Corbett Wilson
Remember, you were always that bird. or I can’t get this Sh*t to work.
Academic grades were co-opted from meat grading… So I’d Rather be USDA Prime than Choice.
PowerPoint is evil. https://www.wired.com/2003/09/ppt2/ Edward Tufte is brilliant, and I disagree with this statement. It’s a damn tool. The user determines evil or not.
Grab the long tail….
The facilitator is the keystone?
Collaboration takes a skillful dedicated facilitator
Dune. Yes, Dune. Alternate Title- Dune as a Training-Teaching-Learning Manual
“Many have marked the speed with which Muad’Dib learned the necessities of Arrakis. The Bene Gesserit, of course, knew the basis of this speed. For the others, we can say that Muad’Dib learned fast because his first training was in how to learn. And the first lesson of all was the basic trust that he could learn. It is shocking to find how many people do not believe they can learn, and how many more believe learning to be difficult. Muad’Dib knew that every experience carries its lesson.” Tom quoted it from Dune.
Ironically? Talkshoe placed a commercial for HP’s AI at the start of the program.
The next show in four weeks on March 7th, 2024. And my voice is all bleeped up.
Premise: We talked with Mark Corbett Wilson who is working with Tom Haymes, a usual suspect, on their *still in development* open course to prepare learners to think critically about the AI tools they are using and to leverage them to give them an edge in mastering their learning pathways
Again, Maurice at the note-taking helm. Sorry.
Without the Modifier.
Lost in the forest.
The course is not out yet, but it will likely be released likely a Creative Commons license. Designed for anybody to use AI better. The course will be designed from a point of view to support and encourage student success. They hope that GLAMS (Galleries, Libraries, Artists and Museums) remix the course for their needs.
We need to look at this socially, not technically. Large Language Models are ultimately social constructions. Tom Haymes.
If you have an alignment problem, it will fuck up your tires.
Topics discussed included Transparency, AI, Open vs Closed AI Systems. Most of the AI we talk about are Neural Networks within a Language Learning Model. AI’s are good for brainstorming. Garbage In and Garbage Out, or the importance of a good prompt. AI will be disruptive to copyright. Protecting IP. Useful for older information depending on the service Neural Network within Large Language Model. The chatbots can give you a hallucination as an answer. Less likely now. The EU and Bletchley Park accords. The Need for Prompt Libraries for Libraries. They are a for-profit business. Those who pay for the services can use them without the service learning from them, protecting intellectual property. Image below via CC from https://turnoff.us/
Photography is removal; removing everything that impedes grasping the point of the picture. Those moments when you find the shapes and tones and textures and lighting, and it feels good, then you take the picture. It is instant analysis, and the shutter is pressed when it feels right, feels good. – Fred Price
Simplify the range:
With the right eyes and an open mind, everything can be inspirational.
The challenge is getting learners to think deeply and quickly.
Technology should simplify, not make it more complex.
Composition is the joy of finding excellence.
“Solvitur ambulando is a Latin phrase which means “it is solved by walking” and is used to refer to a problem which is solved by a practical experiment. It is often attributed to Saint Augustine.”
Scarcity mindset finds its way into the classroom.
Time is the only finite resource in a classroom.
You’re going to have shrinkage no matter what.
Always be learning. If you don’t continue to learn, you won’t grow.
Keep your hands at your side – Don’t swat gnats and flies with presentation
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…
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
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 