Learning Rebels Podcast

It all started with the BIG question on the table.

What do we wish our stakeholders knew about learning—and how do we actually tell them?

 

This Coffee Chat was all about the communication breakdowns between L&D and stakeholders, and how to fix them without just venting for an hour (though we did some of that too). We kicked off with a hard truth: sometimes the misunderstandings are our fault. When we say yes to impossible deadlines, we train stakeholders to keep asking. So how do we break the cycle and have better conversations?

The group tackled the classic stakeholder statements. "Everyone needs this training" got unpacked with the five whys—asking why, why, why until you get to the actual problem they're trying to solve. We talked about shifting from big questions like "What's the business goal?" to smaller, clearer ones like "What behavior are you seeing that you don't like?" or "What failures are we trying to prevent?" Sometimes stakeholders have more clarity around what they want to avoid than what they want to create.

We explored practical tools for working with SMEs and stakeholders. Training request forms that are short enough to actually get filled out. Checklists that prompt SMEs to gather what we need without us having to nag. Discovery meetings where we fill out the form together. And the magic phrase: "If I don't hear from you by Friday, silence means yes." Documentation and receipts matter—send back what you agreed on so there's no confusion later.

The conversation turned to getting real reviews from SMEs. Sit with them and go through it together. Send them one section at a time instead of a 20-minute course. Give them specific examples of what feedback looks like—"This looks great" doesn't help, but "I like the tone you used on slide 3" does. Test it with someone who knows nothing about the topic. Read it out loud. Project it on a big screen. All of these catch things you'd never see otherwise.

We also vented about the things that drive us up the wall. Everything defaults to one hour. SMEs who tell us the solution instead of the problem. Requests that arrive with "turn this into a game" or "make a video" already baked in. The key is reframing without being combative—asking what "game" means to them, explaining constraints, helping them break content into need-to-know versus nice-to-know buckets.

The takeaway? We need to communicate better, set expectations upfront, and remember that stakeholders and SMEs aren't the enemy—they just don't know what we need unless we tell them clearly.

So what's one conversation you could reframe this week?

Stay curious! -Shannon

Andrew Jacobs

Chatbox

Andrew Jacobs Transcript

Transcript Summary

Resources

The Learning Rebels’ The 2025 Edition: From L&D Order-Taker To Strategic Business Partner

Where L&D Will Survive and Where It Will Die In Age of AI

What is Gilbert’s Behavior Engineering Model?

Gilbert's Behavior Engineering Model

Andrew Jacobs’ PPT

Andrew Jacobs’ Four Cs:

Cathy Moore’s Action Mapping

Management by Wandering Around

Andrew Jacobs’ Linkedin

Books

Leading the Learning Function: Tools and Techniques for Organizational Impact by MJ Hall and Laleh Patel

The Trusted Learning Advisor: The Tools, Techniques and Skills You Need to Make L&D a Business Priority by Keith Ketting

Employee Engagement for Organizational Change: The Theory and Practice of Stakeholder Engagement by Julie Hodges

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Host: Shannon Tipton 

Podcast produced by: Obsidian Productions

It all started with the BIG question on the table.

How do we design learning fast without sacrificing quality?

This Coffee Chat was all about scrappy design—doing more with less time, smaller budgets, and whatever tools you've got at hand. We kicked off with a reality check: sometimes your best work isn't your most polished work. It's the work that gets done and actually helps people. One participant shared a story about creating an entire electrostatic discharge course in one week by scanning a workbook into PowerPoint, adding a quiz, and launching it. Five years later, that "rushed" course was still running successfully.

The conversation turned to mindset shifts and practical workflows. Progress over perfection. Templates over starting from scratch. Using tools in ways they weren't necessarily designed for—like turning PowerPoint into a graphic design tool or loading your brand guide into ChatGPT so it generates content in your voice. We talked about recording subject matter experts and repurposing that single video into scripts, podcasts, mini clips, job aids, and course content. One video, ten different outputs.|

Tool recommendations came fast. Canva for templates and quick graphics. TechSmith's suite (Snagit, Camtasia, Audiate) for seamless video workflows. iSpring for PowerPoint-based courses on a budget. Gamma for AI-powered slide design. Genially for building interactive content and internal resource hubs. The group emphasized finding tools that talk to each other—upload once, edit everywhere, export in seconds.

We also tackled the tension between being scrappy and putting out crap. There's a difference. Scrappy means helpful and useful, just faster. It means asking "What do people need to do?" before jumping into a full ADDIE process. Sometimes your analysis is one question. Sometimes the solution is a Word doc, not a course. And sometimes you say yes to the request, then gently steer the conversation toward what'll actually work.

The takeaway? Build your workflow. Know your tools. Reuse what works. And remember—scrappy doesn't mean sloppy. It means smart.

So what's in your scrappy design toolbox?

Stay curious! -Shannon

Resources:

Video:VimeoScrappy Design & Smart Shortcuts - Coffee Chat

Chat Box: Learningrebelslearningrebels.com/wp-content/uploads/2025/10/Scrappy-Design-Smart-Shortcuts-chat.pdf

Transcript:OtterOtter.ai Note | Otter.ai

Transcript Summary: Learningrebelslearningrebels.com/wp-content/uploads/2025/10/Scrappy-Design-Smart-Shortcuts-Summary.pdf

Resources: 

The Scrappy Instructional Designer’s Workflow Guide 

Dr Phil's Newsletter

HeyGen

TechSmith Tools

Camtasia

Snagit

Audiate

Screencast

Keynote

PowerPoint

Storyline 360

Gamma

Canva

Canva Design School

Presentation Zen

Nolan Haims Creative

ChatGPT

Claude

Monday.com

Copilot

Mico

BrightCarbon

BrightSlide

Scribe

Miro

Venngage

Vyond

Sana

Synthesia

Goose Chase

Genially

Books: 

DataStory: Explain Data and Inspire Action Through Story by Nancy Duarte 

slide:ology: The Art and Science of Presentation Design by Nancy Duarte

Resonate: Present Visual Stories that Transform Audiences by Nancy Duarte

Leaving ADDIE for SAM: An Agile Model for Developing the Best Learning Experiences by Michael W. Allen (Author), Richard Sites (Contributor)

A Trainer’s Guide to PowerPoint: Best Practices for Master Presenters by Mike Parkinson

Do-It-Yourself Billion Dollar Graphics: 3 Fast and Easy Steps to Turn Your Text and Ideas into Persuasive Graphics by Mike Parkinson

Downloadables:

ChatGPT CheatSheet: Learningrebelslearningrebels.com/wp-content/uploads/2025/10/ChatGPT-CheatSheet-10.pdf

Image Prompt Sheet: Learningrebelslearningrebels.com/wp-content/uploads/2024/07/Image-Prompt-cheatsheet.pdf

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Host: Shannon Tipton 

Podcast produced by: Obsidian Productions

It all started with the BIG question on the table.

How do we measure the unmeasurable—those soft skills that don't fit neatly into a spreadsheet?

This Coffee Chat tackled one of the trickiest challenges we face: proving that leadership development, communication training, and other "fuzzy-edged" programs actually work. We moved beyond completion rates and smile sheets to explore what real evidence looks like when the numbers just don't tell the story.

The struggles came fast. Financial acumen training where clients want proof it makes people more money. Leadership programs where stakeholders won't touch 360 feedback. The classic problem of one person messing up, so now all 50 people need mandatory training. The group shared stories of self-assessments where the most confident people scored the lowest, and programs where leadership only cares about completion percentages.

We explored practical approaches to gathering evidence when traditional metrics won't cut it. Anecdotal stories from learners and stakeholders, discussion boards that show what people are taking away, and post-training check-ins that nudge application while measuring retention. One clever idea: have learners submit real scenarios anonymously, then use those examples throughout training to build relevance and buy-in.

The conversation turned to asking better questions upfront. Not just "What does success look like?" but "What's happening right now that's making us have this conversation?" and "What will this look like in the wild?" Because if you don't know what success sounds like and looks like before you build the program, you can't look for evidence of it afterwards.

We also tackled an uncomfortable truth: sometimes we're order takers whether we like it or not. Leadership says "build this course" and strategic partnership isn't happening today. But that doesn't mean you can't still ask questions or look for evidence in the wild—even when leadership doesn't want formal metrics. Just because they say "I don't want you to measure X" doesn't mean you can't ask the question and build toward it anyway.

Soft skills come with actions. Communication done well has body language, tone, and specific phrases. Leadership development shows up in how managers handle conflict. If you can describe what it looks like and sounds like when it's done well, you can watch for those signals after training. That's your evidence.

So what does success actually look like in the wild for your soft skills training?

Stay curious!

-Shannon

Video

Chat Box

Transcript

Transcript Summary

Resources:

The Learning Rebels Podcast ft. Kevin Yates

Will Thalheimer's Learning-Transfer Evaluation Model

Books: 

Make It Stick: The Science of Successful Learningby Peter C. Brown, Henry L. Roediger III , Mark A. McDaniel

Proving the Value of Soft Skills: Measuring Impact and Calculating ROI by Patricia Pulliam Phillips, Jack J. Phillips, Rebecca Ray

Map It: The hands-on guide to strategic training design by Cathy Moore (More Affordable Option)

Design Thinking for Training and Development: Creating Learning Journeys That Get Results by Sharon Boller, Laura Fletcher

 

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Host: Shannon Tipton 

Podcast produced by: Obsidian Productions

It all started with the BIG question on the table. 

How do cognitive biases sneak into our learning designs—and what can we do about it?

 

It quickly became clear this conversation was going to hit close to home. We all fall into these traps—affinity bias, confirmation bias, halo effect, availability heuristic, and the Dunning-Kruger effect. It's not about shame; it's about recognizing that our brains have built-in shortcuts that sometimes help us and sometimes lead us astray.

 

The group shared real examples. One person caught themselves gravitating toward job candidates they liked rather than those with the best portfolios. Another realized they'd been making assumptions about learner personas based on who they wanted the audience to be, not who it actually was. We talked about how personality assessments like DISC can create bias, putting people in boxes and giving them excuses for behavior. And we explored the "squeaky wheel" problem—when one loud voice convincing us "everybody" needs something turns out to be just that one person.

 

The conversation turned practical. How do we catch ourselves? Listen for trigger words like "everyone," "always," and "never." Add a bias checkpoint to your needs analysis process. Share your assumptions with colleagues as accountability partners. One suggestion that landed: upload your training needs analysis into AI and ask it what you missed or overstated—an unbiased second look can reveal blind spots you didn't even know were there.

 

The takeaway wasn't about fixing ourselves overnight. It's about awareness. Recognizing when you're walking that worn path and choosing to step out of the trench. Starting with yourself before trying to point out biases in others. And when you see it happening in stakeholder meetings, using the gentle nudge: "I've heard that too—help me understand who 'everyone' is in your world."

So what bias are you going to watch for in your next stakeholder meeting?

Stay curious! 

-Shannon

 

Video

 

Transcript

 

Transcript Summary

 

Chatbox

 

Resources

 

Cognitive Bias Quiz

 

5 Cognitive Biases Sabotaging Your Learning Programs

 

Explaining the Dunning-Kruger Effect

 

Unmasking the Mind: 11 Cognitive Biases That Can Derail Workplace Decisions (and How to Overcome Them)

 

The Cognitive Bias Checker

 

Books

 

Cognitive Biases - A Brief Overview of Over 160 Cognitive Biases: + Bonus Chapter: Algorithmic Bias by Murat Durmus

 

Mental Models: Learn How to Improve Decision Making, Problem Solving, Develop Better Strategic Thinking and Reasoning Ability to Avoid Cognitive Biases by Joe Silva

 

The Critical Mind: Enhance Your Problem Solving, Questioning, Observing, and Evaluating Skills (Cognitive Development Book 2) by Zoe McKey

 

How Our Brains Betray Us by Magnus McDaniels

 

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Host: Shannon Tipton 

Podcast produced by: Obsidian Productions

It all started with the BIG question on the table.

How can we set goals that truly align with our personal and professional aspirations while making the process motivating, realistic, and actionable?

This Coffee Chat was all about rethinking how we approach goal setting. Forget the old SMART goals you’ve heard about a thousand times—this conversation was focused on making goals meaningful, personal, and, most importantly, doable.

We talked about the problem with framing goals in a negative light. How often do we say, “I need to stop doing this” or “I should do that”? We instead tried to ask “What’s the positive motivation behind my goal?”

We also had some fun with numbers! By calculating the weekends left in our lives (yes, weekends), we got a new perspective on time and how to prioritize what matters most. It’s not about how many years you have left, but about how you’re using the time you’ve got.

There was a great moment when someone shared their experience with imposter syndrome. But remember, Identifying barriers upfront—like fear or complexity—is the first step to overcoming them.

This chat was full of “aha” moments and practical ideas, but what stuck with me most was this: Goal setting isn’t just about planning. It’s about believing in the process, breaking things down, and being kind to yourself along the way.

So, what are your big, hairy, audacious goals? What’s stopping you? Let’s keep the conversation going!

Stay Curious! 

~Shannon

Resources:

Video

Transcript

Transcript Summary

Chatbox

Resources

BHAG Big Rock Goal Setting Planner

Books

SMARTER Goals: A Better & Smarter Approach To Setting & Achieving Goals by Tal Gur

The Efficient Path to Success - A Practical Guide to Achieving Your Goals by Nelson JR

Start Poorly: Sidestepping Perfection to Reach Your Goals by Justin Grifford

Goal Setting: Forget SMART Goals Try SMARTER Goals by Martin Formato

 

 

 

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When you need learning that sticks, we’ll fight to make performance results happen. Visit the Learning Rebels website to learn more

 

Host: Shannon Tipton 

Podcast produced by: Obsidian Productions

It all started with the BIG question on the table.

What does burnout really look like, and how do we bring ourselves back from it without treating rest like another item on the to-do list?

 

This Coffee Chat opened with an honest acknowledgment that many of us are feeling stretched thin. Between back-to-school schedules, heavy workloads, shifting priorities, and the general pace of life, it has been catching up with people. Special guest Chris Coladonato joined us to talk about rest as a strategy rather than something you squeeze in when everything else falls apart. What stood out early on was the reminder that burnout is not always obvious. Sometimes you only recognize it when you finally stop.

 

The conversation was filled with relatable moments. People shared the signs they notice in themselves, like irritability, lack of motivation, mistakes that seem to pile up, or the feeling of being backed into a corner. Others admitted they do not realize they are burned out until something forces them to pause. Chris encouraged us to look for these cues sooner and to view rest as a practice that happens throughout the day rather than a reward you earn at the very end of a long stretch. Even small breaks create a reset, whether it is stepping outside, stretching, listening to the birds, or taking a minute to breathe without checking email.

 

There was also an honest look at the guilt so many of us feel when we take a break. A lot of that pressure comes from old beliefs, workplace culture, or past expectations about what “busy” is supposed to mean. We were reminded that we often put as much pressure on ourselves as anyone else does. Choosing rest is choosing yourself, and that choice matters. People shared creative ways they weave in restorative moments, such as using Notion boards to track energy levels, taking tiny walks, using music, doodling, or keeping a calming activity nearby so it is easy to reach for during short pockets of time.

 

As the chat wrapped up, the takeaway was simple. Burnout does not disappear through one long weekend or a single deep breath. It shifts when we build small practices that support us throughout the day. It shifts when we notice our signals and respond with care. And it shifts when we stop viewing rest as laziness and start treating it as maintenance for being human.

 

Stay curious!

-Shannon

 

Video

 

Transcript

 

Chatbox

 

Transcript Summary

 

Resources

 

Zentangle

 

Sacred Rest Book Club

 

Recharge-Renew-Refocus Your Toolkit

 

Books

 

Burnout Recovery: 15 techniques to overcome chronic stress, regain control, restore your energy and your focus by Amber Pierce

 

Burnout Recovery Breakthrough: A Compassionate Guide to Manage Stress Overload and Build Unshakable Mental Resilience to Reclaim your Happiness by Laurie Grist

 

I'm So Effing Tired: A Proven Plan to Beat Burnout, Boost Your Energy, and Reclaim Your Life by Amy Shah

 

The Burnout Solution: 7 Steps from Exhausted to Extraordinary by Sharon Grossman

 

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Host: Shannon Tipton 

Podcast produced by: Obsidian Productions

It all started with the BIG question on the table.

What if learning and development professionals thought more like anthropologists?

This Coffee Chat explored what it means to study the culture of our organizations instead of simply observing it from a distance. How do we uncover the stories, rituals, and behaviors that shape it?

We began by exploring the idea of acting as storytellers. We already curate knowledge and connect people to resources, but what if we also helped uncover the stories that show who we are as a company? Culture does not live in a PowerPoint slide about values. It lives in the moments people share, the choices they make, and even the quiet in between.

Several participants reflected on how remote and hybrid work have changed the way we see culture. Without breakroom chatter or hallway check-ins, those unspoken stories are harder to find. Some suggested new ways to listen, like forming engagement committees, or simply asking questions that reveal what is really happening behind the scenes. Others noted that listening also means noticing what is not being said and understanding why.

We shared examples of how learning can reflect culture instead of sitting apart from it. That might mean weaving company values into course content, highlighting real stories from employees, or recognizing behaviors that model the culture we want to build. When culture shows up in learning, it starts to feel real.

Toward the end, the conversation turned practical. How do we help culture grow when budgets are tight and influence feels limited? The group offered creative, low-cost ways to build connection, such as virtual movie clubs, “Be Kind” chats on Teams, cross-department highlights, and even therapy dog visits at the office. Small, human moments like these help people feel part of something bigger, and that is where culture thrives.

Being a workplace anthropologist is not about changing the company overnight. It is about paying attention, capturing stories, and creating spaces where people can connect and be seen. That is how we keep the heart of an organization beating strong.

Stay curious!

-Shannon

Video

Transcript

Transcript Summary

Chatbox

Resources

Workplace Redux: An Anthropological Approach to Today’s Workplace Design by

Melissa Fisher and Hana Kassem

How to Replicate Water Cooler Conversations in Hybrid & Remote Workplaces by Matthew Reeves

What Is Employee Wellbeing? And Why Does It Matter?

Books

Your Wellbeing Blueprint: Feeling Good And Doing Well At Work by Michelle L McQuaid and Dr Peggy L Kern

The Pandemic Workplace: How We Learned to Be Citizens in the Office by Ilana Gershon

Beyond the Workplace Zoo by Nigel Oseland

Cultural Sensitivity Training: Developing the Basis for Effective Intercultural Communication by Susann Kowalski

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Host: Shannon Tipton 

Podcast produced by: Obsidian Productions

It all started with the BIG question on the table.

Have we lost our edge when it comes to presentation skills?

This Coffee Chat centered on something many of us have noticed. With so much attention going to AI tools and digital platforms, it is easy to forget that connection and presence are still at the heart of great facilitation. Participants shared strategies they use to spark engagement, like starting with a playful question, calling people by name as they join, or choosing icebreakers that help everyone warm up without feeling awkward.

We also talked about what keeps a session lively once it begins. Simple tools like chat prompts, polls, and annotation help, but small human gestures often matter more. Reading the room, noticing who is quiet, acknowledging comments in real time, and keeping your tone approachable can turn a presentation into a conversation. A few trainer red flags came up too, like saving questions for the very end or reading directly from the slides.

The group shared ideas for keeping presentations fresh. Changing visuals to maintain energy, using a co host to help with tech, and keeping each slide focused on a single idea were all crowd favorites. We also laughed about what happens when things go wrong, whether the poll freezes or the audio drops. Great presenters stay calm, improvise, and keep the room connected through those moments.

In the end, presentation skills are not about performance. They are about building trust, showing care, and making people feel included. Technology can support that work, but it cannot replace the human element that makes learning come alive.

Stay curious!

-Shannon

Video

Transcript

Transcript Summary

Chatbox

Resources

Presentation Skills Self Assessment

250 Conversation Topics

Woodstock 1969 Playlist

The Learning Rebels’ 22 Tips To Level-Up Your Virtual Learning Game

How to Present Survey Results in PowerPoint

Bingo in the classroom: A fun & educational tool

Books

Presentation Skills 201: How to Take It to the Next Level as a Confident, Engaging Presenter by William Steele

The Confident Presenter: Ditch Your Fear of Public Speaking and Embrace the Stage by Ryan Millar

Think Faster, Talk Smarter: How to Speak Successfully When You're Put on the Spot by Matt Abrahams

Develop Your Presentation Skills: How to Inspire and Inform with Clarity and Confidence by Theo Theobald

DataStory: Explain Data and Inspire Action Through Story by Nancy Duarte

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Host: Shannon Tipton 

Podcast produced by: Obsidian Productions

It all started with the BIG question on the table.

How do we write learning materials that people actually want to read?

This Coffee Chat focused on the art and challenge of writing for learning. Whether it’s job aids, workbooks, or PowerPoint slides, the struggle is the same: keeping things clear, concise, and human. The discussion centered on how to cut through the noise, remove the fluff, and make content easy to digest without oversimplifying it.

The group shared ideas about finding the right balance between too much and not enough. Some of us worry about losing meaning when we simplify, while others admit to writing a novel for a ten-minute course. Hemingway’s famous advice to “keep it short and use simple words” came up more than once. The goal is not to strip the story away but to make sure every word earns its place.

We also explored design choices that make written content more engaging. White space, larger fonts, and shorter paragraphs keep readers focused and reduce visual fatigue. For learners who are neurodiverse or have visual limitations, those same choices make a huge difference. Clean layouts, chunked information, and thoughtful formatting improve accessibility and make the learning experience better for everyone.

Before long, the talk shifted to tone and audience. Good writing starts with knowing who you are talking to. Not every learner reads the same way, and not every message needs the same level of context. Sometimes people are not looking for a history lesson; they just need to know how to do the thing.

In the end, great writing for learning is about empathy. When we focus on what learners need to understand instead of what we want to explain, everything becomes clearer.

Stay curious!

-Shannon

Video

Chatbox

Transcript

Transcript Summary

Resources

What Hemingway Teaches Us About Instructional Writing

Bright Carbon monthly webinars

Books

The Design of Everyday Things by Don Norman

Design for How People Learn (Voices That Matter) by Julie Dirksen

Write Like Hemingway: Find Your Voice, Discover Your Style Using the 10 Rules That Guided A Nobel Laureate by Ed Gleason

Instructional Story Design: Develop Stories That Train by Rance Greene

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When you need learning that sticks, we’ll fight to make performance results happen. Visit the Learning Rebels website to learn more

 

Host: Shannon Tipton 

Podcast produced by: Obsidian Productions

It all started with the BIG question on the table.

How do we partner with middle managers instead of clashing with them?

This Coffee Chat dove into one of the most complicated roles in any organization. Middle managers sit at the crossroads of leadership expectations, daily operations, and learning initiatives. They can be your biggest ally or your biggest barrier, often depending on how well they understand their role in supporting development.

The chat quickly turned to some all-too-familiar struggles. Managers who block progress, expect new hires to be experts, or try to run training their own way. Others just don’t think helping their teams learn is part of the gig. And honestly, most are pulled in so many directions that learning ends up taking a back seat.

We talked about what it looks like to shift that relationship from tension to partnership. It starts with inviting managers into the process early, giving them visibility into what’s coming, involving them in decisions, and offering easy-to-use tools that help them lead conversations about learning. One participant shared a “leader-led learning” model that made managers the heroes by equipping them with resources to guide discussions with their teams.

Sometimes we toss training over the fence and expect managers to run with it, even though no one’s ever taught them how. When we bring them in, let them learn alongside their teams, and show how it connects to their own goals, the tension starts to ease. Suddenly, learning feels like something they want to be part of, not just another box to check.

In the end, middle managers are not the enemy. They’re just caught in the middle. The more we treat them as partners rather than obstacles, the stronger our learning cultures become.

Stay curious!

-Shannon

Video

Transcript

Transcript Summary

Chatbox

Resources

Learning Rebels’ CTRL + ALT + BUILD: The Microlearning Lab for Modern L&D Workshop

The Power Hour Tool

Leader Led Learning Series

20 Ways Managers Can Create a Culture of Continuous Learning

How to Involve Managers in Learning Programs3 Actionable Steps For Managers to Cultivate a Learning Culture

How To Create a Learning Culture: 18 Best Practices

Leaders' Critical Role in Building a Learning Culture

Books

Power to the Middle: Why Managers Hold the Keys to the Future of Work by Bill Schaninger, Bryan Hancock, and Emily Field

Caught in the Middle: 5 Crucial Insights into Mastering Middle Management by Maria Simpson

Leading Change from the Middle: A Practical Guide to Building Extraordinary Capabilities by Jackson Nickerson

The Middle Management Challenge: Moving from Crisis to Empowerment by Alan L. Frohman and Leonard W. Johnson

 

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Hire Learning Rebels 

When you need learning that sticks, we’ll fight to make performance results happen. Visit the Learning Rebels website to learn more

 

Host: Shannon Tipton 

Podcast produced by: Obsidian Productions