With up to six generations active in today's workforce, how can organizations deliver learning experiences that truly resonate? Our guest Steve Goble shares insights on bridging generational gaps through intentional listening, personalized training paths, and adaptable strategies. From Baby Boomers to Gen Z, learn how to embrace differences, build stronger teams, and inspire continuous growth. 

Show Notes:

Steve Goble offers practical tips for creating impactful learning experiences that drive growth and connection across your workforce. His key takeaways include:

• Listen First: Successful training starts with listening to employees' needs and preferences to create programs that resonate.
• Embrace Generational Strengths: Recognize and leverage the unique strengths each generation brings to the workforce.
• Personalize Learning Paths: Avoid one-size-fits-all training by offering flexible, personalized learning options.
• Foster Engagement Through Communication: Build trust by communicating training plans clearly and setting expectations for future growth.
• Adapt and Innovate: Encourage teams to embrace new technologies and learning approaches while allowing space for trial and error.

Learn more about The Goble Group. 

Powered by Learning earned Awards of Distinction in the Podcast/Audio and Business Podcast categories from The Communicator Awards and a Gold and Silver Davey Award. The podcast is also named to Feedspot's Top 40 L&D podcasts and Training Industry’s Ultimate L&D Podcast Guide.

Learn more about d'Vinci at www.dvinci.com.
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Learn how PSECU (Pennsylvania State Employees Credit Union) leveraged innovative training methods, gamification, and change champions to help team members across the organization navigate and embrace change. Jeff Fetterman, Director of Talent Development, and Sandra Holzgen, Chief Human Resources Officer at PSECU, share their journey of implementing Workday, a new enterprise resource planning system.

Show Notes:

PSECU’s Jeff Fetterman and Sandra Holzgen share these innovative and people-focused strategies that defined PSECU's successful Workday rollout.

• Effective Change Management Strategies: PSECU's success in implementing Workday stemmed from an early focus on change management, utilizing the ADCAR model and appreciative inquiry to build awareness, desire, and engagement across all levels of the organization
• Training and Engagement Excellence: The team employed hands-on, interactive training methods like gamification, escape rooms, and micro-learning to ensure employees were equipped to use Workday effectively, training over 900 employees in just one week
• The Role of Change Champions: PSECU mobilized a team of 80 change champions and agents who acted as key influencers and facilitators, offering real-time support and ensuring widespread adoption of the new system.
• Tailored Support for Success: By implementing a "white glove" service, including live Teams support channels and in-person assistance, PSECU ensured employees could navigate the transition with confidence, minimizing resistance and post-implementation challenges.
• Lessons in Large-Scale Implementation: Emphasizing early engagement, cross-functional collaboration, and iterative feedback, PSECU not only delivered their project on time but also set a foundation for continued optimization and success in future phases.

Powered by Learning earned Awards of Distinction in the Podcast/Audio and Business Podcast categories from The Communicator Awards and a Gold and Silver Davey Award. The podcast is also named to Feedspot's Top 40 L&D podcasts and Training Industry’s Ultimate L&D Podcast Guide.

Learn more about d'Vinci at www.dvinci.com.
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ROI methodology helps organizations ensure their training investments drive measurable results. In this episode of Powered by Learning, Dr. Patti Phillips, CEO of ROI Institute explains how to embed ROI into program design, maximize organizational value, and unlock the power of data-driven decision-making.

Show Notes:

Patti Phillips, CEO at ROI Institute shares best practices for measuring ROI in training. Her takeaways include the following: 

Start with ROI in Mind: Designing a program with clear ROI objectives from the outset increases the likelihood of achieving positive results and simplifies the evaluation process.

Involve All Stakeholders: Engaging managers and stakeholders in the ROI process ensures support for implementation and helps learners apply their new skills effectively.

Methodology Matters: Surveys, interviews, and other data collection tools are essential but should be carefully designed to gather meaningful, objective data.

Use ROI for Strategic Decisions: ROI methodology allows organizations to make informed choices about resource allocation by evaluating the financial impact of their training investments.

ROI Institute offers free resources like the ROI Estimator, along with certification programs and tools, to support organizations in building their ROI capability.

Learn more about the ROI Institute

Check out the ROI Estimator

Connect with the ROI Institute on LinkedIn

Connect with Patti on LinkedIn

www.linkedin.com/in/pattipphillips

Powered by Learning earned Awards of Distinction in the Podcast/Audio and Business Podcast categories from The Communicator Awards and a Gold and Silver Davey Award. The podcast is also named to Feedspot's Top 40 L&D podcasts and Training Industry’s Ultimate L&D Podcast Guide.

Learn more about d'Vinci at www.dvinci.com.
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In this episode of Powered by Learning, Ajay Pangarkar, co-author of Learning Metrics: How to Measure the Impact of Organizational Learning, joins us to discuss why measuring learning outcomes is crucial for aligning L&D with business goals. He shares powerful insights into how L&D professionals can connect learning to performance metrics, creating measurable value that resonates across the organization.

Show Notes:

Here are some key takeaways from our conversation with author Ajay Pangarkar. 

Accountability Drives Organizational Value: L&D must focus on delivering measurable results tied to business goals; when budgets are cut, it often reflects a lack of demonstrated value.

Align Metrics with Organizational Goals: Successful L&D metrics should connect learning outcomes with operational and performance metrics rather than relying solely on internal benchmarks.

Engagement Across Levels of the Organization is Essential: Gaining buy-in requires engaging three key groups: senior leaders, mid-level managers, and the learners themselves.

Mission-Driven Learning: When unsure of L&D’s focus, professionals should look to the organization’s mission to align training objectives with core business needs.

Use Performance Metrics as a Roadmap: L&D teams should assess and utilize existing organizational performance metrics to identify and address specific pain points, ensuring learning initiatives drive tangible improvements.

Read more:

How to Measure the Impact of Organizational Learning by Ajay Pangarkar for Training Industry

Order Learning Metrics by Ajay Pangarkar and Teresa Kirkwood

Powered by Learning listener discount code: KOGANPAGE20

Learning Metrics is a practical book for L&D professionals which answers these questions and provides guidance for measuring and communicating the impact of L&D activity in the business. It covers how to measure participant engagement with learning, learning retention and changes in employee performance post-learning. There is also guidance on how to measure on-the-job behavior change as a result of learning, as well as metrics for measuring the organizational impact of learning. This book also has essential guidance on how to use learning analytics to assess the return on investment (ROI) of learning and how to use these results to adopt a data-driven approach and map learning metrics to organizational KPIs. Learning Metrics also includes guidance on how to communicate the impact of the company's learning and development activity to all business stakeholders.

Powered by Learning earned Awards of Distinction in the Podcast/Audio and Business Podcast categories from The Communicator Awards and a Gold and Silver Davey Award. The podcast is also named to Feedspot's Top 40 L&D podcasts and Training Industry’s Ultimate L&D Podcast Guide.

Learn more about d'Vinci at www.dvinci.com.
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In this episode, we explore the practical ways AI can be integrated into learning and development workflows, from evaluating tools to establishing best practices for both internal teams and client projects. d’Vinci President Mason Scuderi and Lead eLearning Specialist Jenica Jones explore how organizations can responsibly harness AI’s potential to improve learner outcomes. 

Show Notes:

Mason Scuderi and Jenica Jones share valuable insights on how AI is used to improve workflows, enhance creativity, and streamline instructional design, while emphasizing the importance of transparency, data privacy, and human oversight. Their key take aways include:
  

• AI Streamlines Everyday Tasks: AI tools at d'Vinci are used for various tasks like drafting emails, creating some voiceovers, and writing eLearning script drafts, significantly improving efficiency and quality.
  
  
• Transparency and Privacy Are Essential: d'Vinci emphasizes safeguarding client data and being transparent about AI use, ensuring responsible implementation in both internal processes and client work. 
  
  
• AI Is a Creative Partner, Not a Replacement: AI is viewed as a valuable tool that accelerates tasks like content creation, but human oversight is crucial to make decisions, refine outputs and ensure accuracy.
  
  
• Tailoring AI to Individual Needs: Customizing AI tools like ChatGPT to fit personal writing styles and organizational goals helps d'Vinci teams get more effective results in their projects. 
  
  
• Continuous Learning and Adaptation: d'Vinci’s AI journey includes regularly testing and updating tools, sharing peer experiences, and documenting best practices to ensure ongoing improvement and innovation.

Read How AI is Transforming the Innovation Landscape in Learning & Development, by Mason Scuderi.

Read How to Customize ChatGPT to Get the Results You Want by Jenica Jones

Powered by Learning earned Awards of Distinction in the Podcast/Audio and Business Podcast categories from The Communicator Awards and a Gold and Silver Davey Award. The podcast is also named to Feedspot's Top 40 L&D podcasts and Training Industry’s Ultimate L&D Podcast Guide.

Learn more about d'Vinci at www.dvinci.com.
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The impact of AI on workplace learning continues to grow and evolve. In this episode, Tom Whelan, director of research at Training Industry, shares his latest research on AI in workplace learning and discusses how companies are using AI to enhance training personalization, streamline content creation, and increase employee engagement.

Show Notes:

Training Industry’s Tom Whelan shares his insights on the evolution of AI in L&D including these key points.

• AI in Learning is Shifting Towards Use Cases: Companies are moving beyond the hype of AI, focusing on practical applications like personalized learning, simulations, and content localization.
• Adoption of AI Varies Across Organizations: While some organizations are fully embracing AI for training, others are cautiously dipping their toes, often influenced by factors like infrastructure and readiness.
• Personalization is Key: AI can greatly enhance the personalization of training, allowing learners to engage with content tailored to their specific needs and previous performance data.
• Data is Crucial for AI Success: The effectiveness of AI in training depends heavily on the quality and management of data, including ensuring it’s clean and relevant for making meaningful decisions.
• AI Empowers Learning Designers, Not Replaces Them: AI tools can accelerate course creation and content development, but human expertise is still essential to guide and refine the final product.

Read about Training Industry's resources on AI

Get Training Industry's eBook: The AI Revolution in L&D: Tomorrow's Training Today

Powered by Learning earned Awards of Distinction in the Podcast/Audio and Business Podcast categories from The Communicator Awards and a Gold and Silver Davey Award. The podcast is also named to Feedspot's Top 40 L&D podcasts and Training Industry’s Ultimate L&D Podcast Guide.

Learn more about d'Vinci at www.dvinci.com.
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From entry-level roles to advanced leadership positions, Senior Director Talent Development at 84 Lumber Sue Kasko shares how the company’s commitment to training — from the hands-on Lumber Camp experience to cutting-edge digital learning tools — is transforming the employee journey.

Show Notes:

84 Lumber’s Sue Kasko explains how their culture of promoting from within and innovative approaches to learning, like Lumber Camp and career lattices, drive employee engagement and development. Her key takeaways include the following: 

• Focus on Developing Talent: 84 Lumber is deeply committed to promoting from within, with nearly 100% of store managers and higher-level leaders starting in entry-level positions, creating a culture of continuous learning and career development.
• Diverse Training Methods: The company employs a variety of training methods, including classroom learning, online courses, videos, and in-person sessions like Lumber Camp, ensuring that employees receive relevant, contextual training tailored to their roles.
• Managers as Trainers: 84 Lumber empowers its managers to take on the role of trainers, providing on-the-job guidance and support, which helps adapt learning to specific market conditions and individual employee needs.
• Innovative Learning Tools: The company uses microlearning techniques such as "Five Minute Foundations" videos and mobile apps that provide quick, accessible training, helping employees keep up with ever-evolving product knowledge and skills.
• Focus on Durable Learning: 84 Lumber incorporates durable learning principles into their programs, aiming to make learning stickier and more impactful by connecting training content to real-world applications and employee experiences.

ABOUT 84 LUMBER

Founded in 1956 and headquartered in Eighty Four, Pennsylvania, 84 Lumber Co. is the nation’s largest privately held supplier of building materials, manufactured components, and industry-leading services for single and multifamily residences and commercial buildings. The company operates 320 facilities which include stores, component manufacturing plants, custom door shops, and engineered wood product centers in 33 states. 84 Lumber also offers turnkey installation services for a variety of products, including framing, insulation, siding, windows, roofing, decking, and drywall. A certified national women’s business enterprise owned by Maggie Hardy, 84 Lumber was named as one of the Most Trustworthy Companies in America 2024 by Newsweek and was named one of America’s Top Retailers 2024 by USA Today. The company was also recognized as one of America’s Largest Private Companies in 2023 by Forbes. The company also made the Inc. 5000 list of America’s Fastest-Growing Companies in 2023. For more information, visit www.84lumber.com.

Powered by Learning earned Awards of Distinction in the Podcast/Audio and Business Podcast categories from The Communicator Awards and a Gold and Silver Davey Award. The podcast is also named to Feedspot's Top 40 L&D podcasts and Training Industry’s Ultimate L&D Podcast Guide.

Learn more about d'Vinci at www.dvinci.com.
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Digital credentialing can help motivate, educate and inspire learners. Torrie Raish, a digital credentials expert, joins us to explain all you need to consider before implementing a credentialing program.

 

Torrie Raish shares the challenges and benefits of launching a digital credentialing program. 

• Purpose and Value of Digital Credentials: When creating a digital credential program, it's crucial to understand its purpose and the value it brings to both the learners and those viewing it, such as employers or institutions. 
• Recognizing Learning: Digital credentials are powerful tools for capturing learning that might otherwise go unrecognized, providing more detailed insights into specific skills and competencies compared to traditional degrees. 
• Key Benefits for Learners and Employers: Digital credentials provide learners with stackable, portable proof of skills, and help employers identify specific, verifiable competencies in candidates, especially in fast-evolving fields. 
• Essential Considerations for Building a Program: When designing a digital credential system, it’s crucial to define its purpose, align it with learning outcomes, and ensure it integrates well with existing systems, including HR and educational platforms. 
• AI's Role in Digital Credentialing: Artificial Intelligence is enhancing digital credentialing in areas such as credential creation, assessment, and verification, making the process more efficient and scalable. 

About Torrie Raish: 

Victoria Raish is a senior leader in the field of online learning and microlearning with a particular interest in the crossover space between traditional academia and innovative educational applications. She has her Ph.D. in learning, design, and technology from Penn State University and a master’s degree from The University of Southern California. She works for Nexford University as a senior learning designer and was previously a tenured faculty member for Penn State University. She got her start in digital credentials as an intern for a NASA Educational Services Provider grant project developing badges for teacher professional development. From there she took on leadership roles with IMS Global (EdTech1), the Association for College and Research Libraries, and at her places of employment to elevate the visibility of digital credentials. Combined with several publications, Victoria has established her role as an expert in the space. 

Powered by Learning earned Awards of Distinction in the Podcast/Audio and Business Podcast categories from The Communicator Awards and a Gold and Silver Davey Award. The podcast is also named to Feedspot's Top 40 L&D podcasts and Training Industry’s Ultimate L&D Podcast Guide.

Learn more about d'Vinci at www.dvinci.com.
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FutureThink CEO Lisa Bodell knows how to get an audience’s attention. The renowned speaker and author shares her thoughts on engaging learners and creating memorable learning experiences that launch innovation.
 

Show Notes: 

FutureThink CEO Lisa Bodell shared her experiences in educating and motivating an audience to make long-term change in the workplace. Key points include: 

• Experiential and Accelerated Learning: Lisa emphasizes that the secret to effective teaching lies in how it's delivered. Courses need to be experiential and fast-paced, catering to the current need for quick, engaging learning. 
• Simplicity First, Innovation Second: At FutureThink, Lisa first teaches simplicity before moving to innovation. This approach helps learners create the time and mental space necessary for creativity. 
• Impact of COVID on Learning: COVID-19 drastically accelerated the shift towards virtual, flexible learning modalities. FutureThink had to adapt quickly, ensuring that learning experiences remained interactive and practical in this new environment. 
• In-Person Learning Still Crucial: Despite the rise of virtual learning, Lisa believes that in-person interactions remain vital for building trust, fostering collaboration, and enhancing creativity in learning environments. 
• Improv and Learning: Lisa incorporates improv techniques in training to make learning more engaging and interactive. This approach helps facilitators connect with their audience and create a more dynamic and inclusive learning experience. 

Learn more about Lisa Bodell 

Why Simple Wins
Kill the Company: End the Status Quo, Start an Innovation Revolution 
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View clips of Lisa’s presentations
Visit FutureThink

Powered by Learning earned Awards of Distinction in the Podcast/Audio and Business Podcast categories from The Communicator Awards and a Gold and Silver Davey Award. The podcast is also named to Feedspot's Top 40 L&D podcasts and Training Industry’s Ultimate L&D Podcast Guide.

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To address a growing need for skilled workers, West Shore Home launched a comprehensive training program to recruit, train, and grow its workforce. Chief Development Officer Josh Wood shares how the home remodeling company with more than 3,000 employees across 21 states develops and nurtures talent to serve their valued customers.

Show Notes: West Shore Home’s Josh Wood shares how the company’s training supports internal growth and development.

• Training and Development Initiatives: West Shore Home has significantly invested in training and development, starting with on-the-job training and expanding to a comprehensive program. This includes a dedicated training center which supports the company's growth and enhances employee skills.
  
  
• Addressing the Skills Gap in the Trades: Josh emphasized the challenge of finding skilled talent in the trades, particularly as the industry faces a "graying out" with more retirements than new entrants. West Shore Home's solution is to develop its own talent through robust training programs.
  
  
• Career Pathways and Employee Retention: The company offers clear career pathways, enabling employees to progress from entry-level positions to leadership roles. This approach has resulted in lower turnover rates, particularly among installers, and provides opportunities for employees to control their own career growth.
  
  
• Creating a Positive Learning Environment: West Shore Home places a strong emphasis on creating a compelling and positive learning environment. Their state-of-the-art training facilities, coupled with a culture of pride and excellence, motivate employees to engage in training and strive for personal and professional growth.

Powered by Learning earned Awards of Distinction in the Podcast/Audio and Business Podcast categories from The Communicator Awards and a Gold and Silver Davey Award. The podcast is also named to Feedspot's Top 40 L&D podcasts and Training Industry’s Ultimate L&D Podcast Guide.

Learn more about d'Vinci at www.dvinci.com.
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