In Episode 17, Mike and Nate discuss Chapter 18 of the IT Survival Guide.  In this episode, we continue our journey into the employee experience by looking deeply into training and education for your company's staff.  Training is key for many reasons, and the business often looks to IT to set the standard for the overall curriculum.  Take a listen now!

Plus, there is the usual banter and other stuff.  We even snuck in some AI discussion.

Post-chapter 18 analysis/reflection questions:

1. Before reading this chapter, what assumptions did you make about your colleagues' technology skills, and how might your perspective change?
2. What types of training would be most beneficial for your specific role or department, and what topics would you like to see covered?
3. How could measuring the outcomes of training programs help demonstrate their value? What metrics would you recommend tracking?
4. How could external online training resources like Coursera, Udemy, and Khan Academy be leveraged to supplement an internal training program?
5. What challenges do you foresee in getting employees engaged with training, and how could those challenges be addressed?
6. How would you balance mandatory training with more optional topics to cater to different learning needs and schedules?
7. How do current training practices within your organization align with the strategies suggested in this chapter, and where do gaps exist?
8. Reflect on when inadequate training on a new technology impacted your work. What lessons were learned, and how could training have mitigated those challenges?
9. Considering some adults' resistance to training, what innovative approaches could increase engagement in tech training?
10. How can you measure the effectiveness of training programs? What feedback mechanisms are currently in place, and how could they be improved?
11. Discuss the role of gamification in corporate training. Have you experienced gamified training, and what impact did it have?
12. How can organizations ensure that training materials and sessions remain relevant and up-to-date with technological changes?
13. Reflect on the statement: "The shortest route to technological debt is bypassing training." How has your experience supported or contradicted this?
14. Considering diverse technological proficiency levels, how can training programs be tailored to meet individual needs while ensuring comprehensive understanding?
15. What are some best practices for creating a centralized educational model for training programs?

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