EDU Fellowship

L&D Roundup (11/17)

I searched the web for unique resources to help you succeed in learning and development. Here's what I discovered.
L&D Roundup (11/17)

I searched the web for unique resources to help you succeed in learning and development. Here's what I discovered.

But first, thanks to our partner...

Want to level up your instructional design game? Grab these 50 design tips from LearnWorlds (Sponsored 🔗)

🎨 How to Go from 'Training Provider' to 'Strategic Partner'

Delve into MindTools' 2023 Annual L&D Benchmark Report. This report, crafted from two decades of global research, shows how L&D strategies can align with and propel business goals and drive true transformation.

View our Pro Member breakdown of the PDF with key insights, takeaways, and resources, including Sarah's transformational journey to a strategic partner.

😍 Giving Learners What They Want While Staying Focused on What Actually Works

Celisa Steele and Jeff Cobb debunk the myth of learning styles and emphasize the importance of learner preferences. They provide evidence-based insights on effective learning strategies and how learning businesses can cater to their customers' preferences while staying focused on what actually works.

View the Pro Member breakdown of this podcast episode with key insights, takeaways, and resources including the case study called 'The Learning Preferences Puzzle.'

🍙 Use the RICE Model to Prioritize Your Projects

Elevate your prioritization game with the RICE scoring system (reach, impact, confidence, effort). Although originally designed for product managers, the RICE scoring system can be a valuable tool for prioritizing your projects in the field of L&D.

Here’s to apply the RICE framework to L&D

1. Reach: Determine how many employees will be affected by the L&D initiative within a set timeframe. This could be measured in the number of employees trained per quarter or the number of departments impacted by the training.

2. Impact: Estimate the effect of the L&D initiative on each individual's performance or skill level. Use a scale to assess the expected change in performance, such as 3 for a massive improvement, down to 0.25 for minimal improvement.

3. Confidence: Assess your confidence in the L&D initiative's success based on available data, such as past training outcomes or industry benchmarks. Use a percentage to reflect your confidence level, with 100% being high confidence and 50% being low confidence.

4. Effort: Calculate the total effort required to implement the L&D project, including the time investment from all involved parties—L&D professionals, department heads, external trainers, etc. Effort is measured in person-months, estimating how long it would take one person to complete the work.

💜 Replying on Engagement Surveys? Think Again.

Uncover the hidden truths within your company. From Feedback Saturation to the Hedonic Treadmill, explore the reasons why relying solely on engagement surveys and people "speaking up" may not reveal the full picture. Connect directly, listen deeply, and seek diverse perspectives to truly understand what's happening beneath the surface.

🧠 Make Your Message STICK with These Key Elements

Crafting messages that captivate and drive action is an art. From emotional resonance to audience specificity and a compelling call to action, each element adds depth. Imagine the impact when your message is not just well-crafted but also elegantly packaged—visually and audibly appealing, aligning seamlessly with its purpose. It's about more than just words; it's about making every word count.

🛠️ IDEO Best Design Thinking & Strategy Frameworks

Embrace the power of frameworks for design thinking, strategy, and systems design. These structured approaches drive innovation and strategic decisions, allowing you to navigate uncertainty, foster innovation, and create impactful learning experiences.

🤖 ChatGPT Prompt to Try

"Act as an experienced instructional designer who is known for their ability to create impactful learning experiences. Craft a course outline for our employees centered around improving their {Enter Skill or Topic}. Make this course to be engaging, effective, and rooted in real-world application. Please provide a structure for this course outline, grounded in the First Principles of Instruction by M. David Merrill."

Want more prompts like this? Unlock all 150+ master prompts here.

🖼️ Image to Ponder

Here's a visual guide to the levels of problem-solving that we experience in our professional endeavors. It illustrates a journey from recognizing a challenge to implementing a solution and learning from the outcome. Consider this a tool for gauging not only your own growth but also for understanding and supporting your team's development.

Image Credit: Corporate Rebels

🦿 Tool to Use

Tools like Senja are used by creators, coaches, and SaaS companies to easily capture and showcase testimonials in one place. But why can't L&D pros use tools like this to capture testimonials from their learners? I saw go for it! Show that social proof!

Senja - Collect, Manage and Share Testimonials
The easiest way to collect testimonials and add them to your website. Get started for free.

*This is an affiliate link, but I really love this product!

📹 Video to Inspire

Video Summary

Once upon a time, in a world where success was defined by long hours, relentless dedication, and sacrificing personal well-being, Jen Fisher found herself at a crossroads. On the eve of her 40th birthday, she received a life-altering phone call - she had discovered a lump in her breast. Fear and uncertainty gripped her as she faced the possibility of cancer.

As she embarked on her journey of diagnosis and treatment, Jen made a bold decision - to not let cancer define her. She mustered the courage to share the news with her loved ones and even her boss. But his response caught her off guard. He called her the smartest person he knew and told her that quitting her position as Chief Well-being Officer was the dumbest thing he had ever heard.

In that moment, Jen's perspective shifted. She realized that well-being wasn't just about massages and self-care; it was about the daily decisions we make for ourselves, especially during challenging times. Despite her battle with cancer, Jen continued to work diligently, making time for rest and honoring her boundaries.

Her journey took her to Las Vegas, where she had the opportunity to meet Lenny Kravitz - a symbol of resilience and coolness. And today, seven years after her cancer diagnosis, Jen stands before us as a living testament to the power of embracing well-being in the face of adversity.

But cancer wasn't the biggest challenge Jen faced in her career. Before her diagnosis, she found herself working tirelessly as the right-hand woman to a CEO in a multi-billion dollar company. The lines between work and personal life blurred, and she became consumed by the pursuit of success. She never defined what success meant to her; instead, she followed the footsteps of others whom she perceived as successful.

Exhaustion set in, sleep became elusive, and her emotions swung between highs and lows. The phrase "I'll rest when I'm happy" became her mantra as she pushed herself further and further. But burnout crept in unnoticed, taking a toll on her well-being without her even realizing it.

Concerned loved ones expressed their worries, but Jen felt trapped in her pursuit of success. She believed that if she admitted she wasn't okay, people would think she didn't belong or worse, that she was crazy. It was easier for her to face cancer than it was to confront burnout. At least with cancer, there was visible proof of her struggle.

But burnout? It remained invisible to others, and its validity was sometimes questioned. Jen found herself at rock bottom without knowing how to climb out of it. She looked around and saw others seemingly thriving, further deepening her sense of isolation.

Quitting seemed like an option, but a wise mentor helped Jen realize that walking away wouldn't solve the problem. That realization sparked a mission within her - to create a world where well-being was prioritized in the workplace. She began building a business case, but she soon discovered that research on the relationship between well-being and high performance was scarce.

Despite the lack of evidence, Jen knew that productivity alone didn't equate to well-being. Many high-performing individuals were incredibly unwell. Today, more and more people are reevaluating the role work plays in their lives, and burnout is being recognized as a systemic issue rather than an individual weakness.

Jen encourages us to take three crucial steps to address this problem. Firstly, we must redefine self-care and understand that it is not something we earn when we are completely exhausted; it is a fundamental necessity. Boundaries are worthless unless we uphold and communicate them while respecting others' boundaries as well.

Secondly, leaders need to shift their focus from the bottom line to the well-being of their people. Success should not be defined solely by sales growth but by personal growth. Investing in employee wellness programs is not enough; organizations must strive to create cultures that support human sustainability.

Lastly, Jen emphasizes that fixing burnout requires a collective effort and systemic solutions. It's time to challenge the barriers, bureaucracy, and behaviors that perpetuate unhealthy work practices. We need an upgrade in the way work is designed and move away from a legacy mindset that places the burden of well-being solely on individuals.

The journey towards prioritizing well-being in the workplace won't happen overnight. It will require all of us - leaders, employees, and organizations - to come together and co-create a new work culture that supports the collective well-being of individuals and society as a whole.

As Jen concludes her talk, she leaves us with a poignant reminder that well-being is not a luxury but a fundamental outcome of work. It is time for us to embark on this journey towards a better future - a future where work truly supports our well-being.

💡 Thought Leader to Follow

Liz Stefan - Co-Founder & Chief Learning Officer @ Nifty

Protip to Embody

Use the P.I.V.O.T. model when you hit a career plateau.

P - Probe

  • Self-Reflection: Understand your current state. What are you satisfied with? What feels stagnant?
  • External Assessment: Gather feedback from peers, mentors, and supervisors. How do others perceive your strengths and areas for growth?
  • Market Analysis: Understand industry trends, emerging roles, and skills in demand.

I - Identify

  • Core Strengths: Recognize what you excel at. These are skills and experiences that set you apart.
  • Areas of Growth: Pinpoint skills or knowledge areas you need to develop or enhance.
  • Opportunities: Look for roles, projects, or paths that align with your strengths and desired areas of growth.

V - Visualize

  • Future State: Imagine where you want to be in the next 3-5 years. What role are you in? What impact are you making?
  • Path Mapping: Chart out a course from your current state to your desired future state. Identify milestones along the way.
  • Risk Assessment: Understand potential challenges or barriers you might face and think of strategies to overcome them.

O - Overcome

  • Action Plan: Break down your path mapping into actionable steps. What will you do in the next 3 months, 6 months, 1 year?
  • Skill Acquisition: Enroll in courses, attend workshops, or seek mentorship to acquire the skills you've identified as growth areas.
  • Network: Engage with professionals in your desired field or role. Understand the nuances and practicalities of the roles you're interested in.

T - Track & Tweak

  • Monitor Progress: Regularly check in on your milestones. Are you on track? What have you achieved?
  • Feedback Loop: Continuously gather feedback on your progress. This can be from mentors, peers, or through self-assessment.
  • Iterate: Based on feedback and any changes in your aspirations or the industry landscape, tweak your action plan as needed.

🎟️ Event to Attend

​Join us for an hour of networking, connection, and fun with other L&D professionals. 🥳

​Here's how our Speed Mixers work. 👇

  • Participants are broken up into 1:1 mixer rooms to meet someone new.
  • Each mixer room has a discussion prompt and lasts five minutes.
  • After each round, we will come back to the main room for a group icebreaker activity.
  • Everyone's encouraged to connect on LinkedIn afterward to keep the conversation going.

🧠 Term to Know

VUCA (Volatility, Uncertainty, Complexity, Ambiguity)

  • Definition: Describes the challenging conditions of the modern work environment.
  • Relevance: Leaders need to navigate these conditions and help their teams find equilibrium within such upheaval.
  • Examples: Navigating a company through a sudden market downturn (Volatility) or leading a team in a new, uncharted project (Ambiguity).
  • Related Terms: Change management, adaptive leadership.
  • Common Misconceptions: That VUCA is just a buzzword without practical implications.
About the author
Brandon Cestrone

Brandon Cestrone

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