Powered by Learning

What does it take to turn learning into meaningful performance? Daniel Roth, founder and president of Pangea Effect and author of The E3 Effect, shares his practical framework for helping people and organizations enable, empower, and endeavor. He discusses the connection between culture, training, ownership, leadership, and day-to-day performance and explains why successful teams need the confidence and support to keep learning, adapting, and moving forward.

Show Notes: 

Training is most effective when people can apply what they’ve learned to their everyday work. Daniel Roth shares insights from his book including these key points. 

• Training must connect to the work people actually do and give them opportunities to practice applying what they learn.
• Culture is not vague or abstract. It can be defined, observed, and measured through shared meaning, beliefs, and behaviors.
• Leaders need to create the conditions for performance through clear expectations, documented processes, support, and regular feedback.
• Teams need ownership, not just instructions, to keep learning, improving, and moving toward a shared vision.
• Small signs of disengagement matter. Leaders who pay attention early can address challenges before they become larger problems.

About Daniel Roth:

Daniel Roth is a visionary leader, consultant, CEO, and founder of PangeaEffect LLC, specializing in building high-performing teams. With decades of experience in business transformation, operational strategy, and workforce optimization, he has helped organizations achieve breakthrough results by aligning people, processes, and technology. Rooted in his E³ Performance philosophy-Enable, Empower, Endeavor-Daniel has developed a proven framework for driving excellence, resilience, and sustained success. His work spans industries, from scaling service teams to leveraging AI-powered analytics for continuous improvement. In The E³ Effect, he shares strategies to unlock team potential and foster a culture of leadership, accountability, and impact.

Find The E3 Effect

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.
Follow us on LinkedIn
Like us on Facebook

Building a strong learning culture requires more than offering training—it requires leaders who model growth, encourage collaboration, and create opportunities for people to apply what they learn. Meghan Winters, Lead Training and Development Manager at Aspida, shares how her organization develops leaders, fosters meaningful engagement, and uses AI as a coaching partner.

Show Notes:

Aspida’s Meghan Winters shares how to build a culture of learning in organizations. Her takeaways include the following:

• Meaningful learner engagement begins with organizational culture—and with leaders who actively invest in employee development.
• Facilitators can create more effective learning experiences by shifting from being the primary teacher to guiding collaborative conversations.
• The most important learning often happens beyond the classroom, through practice, peer interaction, and on-the-job application.
• Developing leaders requires more than management skills; it calls for self-awareness, emotional intelligence, and a commitment to developing others.
• AI can support L&D professionals as a coaching partner, helping them reflect, explore their own insights, and prepare for challenging conversations.

About Meghan Winters:
Meghan is a Learning & Development Strategist who helps organizations grow by developing the next generation of leaders. She designs high-impact learning experiences, leverages AI, and creates programs that foster connection. She is passionate about creating transformational spaces where people can learn from one another and put learning into action. Her mission is to develop leaders who develop leaders.

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.
Follow us on LinkedIn
Like us on Facebook

Effective onboarding requires more than delivering information—it should give learners opportunities to practice, receive coaching, and build confidence. Siesonn Fontaine, Director of Training and Quality at University of Maryland Global Campus, shares how her team uses structured onboarding, continuous improvement, and AI to create more effective learning experiences.

Show Notes:

Siesonn Fontaine explains how to build a supportive onboarding and nesting program using data, feedback, continuous improvement and AI. Her top takeaways include:

• Effective onboarding should provide opportunities for learners to apply new knowledge—not simply absorb information.
• A structured nesting period can help new employees build confidence while receiving coaching and feedback in a safe environment.
• Training programs should evolve through a combination of performance data, learner feedback, leader input, and ongoing observation.
• The right learning solution depends on the problem an organization is trying to solve—not on a preferred modality.
• AI can help L&D teams work more efficiently, but strong foundational knowledge, human judgment, curiosity, and a willingness to experiment remain essential.

About Siesonn Fontaine:

Siesonn Fontaine is the Director of Training and Quality for the Office of Financial Solutions at University of Maryland Global Campus. In her role, she leads learning and quality initiatives that support financial solutions professionals throughout the employee lifecycle.

Her work focuses on building practical learning experiences that help employees apply complex information with confidence. She is especially interested in just-in-time learning, coaching, performance support, leadership development, and creating opportunities for employees to learn through practice and reflection.

Siesonn is also an advocate for thoughtful experimentation in learning and development. She encourages her team to test new approaches, learn from what works and what does not, and use emerging technology, including artificial intelligence, to create more effective and engaging learning experiences.

She holds a master’s degree in Industrial-Organizational Psychology and brings more than a decade of experience in higher education, with a background spanning learning and development, leadership, training, and quality.

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.
Follow us on LinkedIn
Like us on Facebook

Lessons from SmartLab’s approach to preparing students for an AI-powered world can also strengthen adult learning and workplace development. Dr. Jennifer Berry explains how project-based learning, productive struggle, and durable human skills help learners use AI to enhance—not replace—their thinking. 

Show Notes:

Dr. Jennifer Berry of SmartLab shares that preparing people for an AI-powered world is less about teaching them to use AI and more about strengthening the uniquely human skills AI cannot replace. Her top takeaways include:

• Preparing learners for AI is about more than technology. Communication, collaboration, critical thinking, systems thinking, computational thinking, and adaptability are durable skills that apply across careers and technologies.
• Learners need a strong sense of identity and belonging. Berry defines STEM identity as the belief that you belong, can master rigorous challenges, and that your ideas add value.
• Productive struggle is essential to learning. Failure and discomfort help learners develop new ways of thinking, reflect on what did not work, and build the confidence to approach future challenges.
• AI should enhance original thinking—not replace it. Learners should first wrestle with a problem, develop their own ideas, and then use AI to refine, improve, or scale their work.
• Organizations must create room for experimentation and course correction. Leaders can prepare employees for change by recognizing effort, supporting thoughtful risk-taking, and allowing people to learn from unsuccessful attempts.

Learn more about SmartLab

About Dr. Jennifer Berry

Dr. Jennifer Berry is the Chief Executive Officer for SmartLab. She has an extensive track record leading innovation and growth in multiple top K-12 education businesses, and will further CLS’s mission to transform the lives of future generations through innovative, career-focused STEM education solutions. Dr. Berry has spent the last 15+ years in senior leadership positions for prominent K-12 organizations including Presence, After-School All-Stars, Quantum Learning, and Kaplan. Dr. Berry holds a Doctor of Education (EdD) in Organizational Change and Leadership from the University of Southern California (USC), and her commitment to education is inspired by her daughter and a love of lifelong learning. She is a resident of San Diego, California.

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.
Follow us on LinkedIn
Like us on Facebook

A workplace assessment can create valuable insights—but its real impact comes from how those insights are put into practice. Texas811 Chief People Officer Shakheana Harrison and Director of Leadership and Development Terrence McCorkle share how the Working Genius framework has become part of the organization’s everyday culture.

Show Notes:

Texas 811’s Shakheana Harrison and Terrence McCorkle explain how they embedded the framework across the organization and built the support needed to sustain it. Their top takeaways include: 

• Make workplace assessments part of everyday work. Terrence McCorkle explains how Texas811 reinforces Working Genius through onboarding, quarterly workshops, meetings, project planning, and other organizational initiatives.
• Focus on what gives employees energy. Rather than looking only at personality, Working Genius helps employees identify the work they naturally enjoy, the work they can perform competently, and the work that tends to drain them.
• Don’t use assessment results to put people in boxes. Shakheana Harrison emphasizes that every type of genius is needed and valued. Texas811 worked intentionally to ensure employees viewed the framework as a tool for support—not something that could be used against them.
• Use strengths to encourage collaboration. Texas811 brings people with different geniuses into meetings and projects at the stages where they can contribute most, helping teams represent the full spectrum of ideation, activation, and implementation.
• Build capability throughout the organization. Leadership buy-in helped Working Genius gain traction, but Texas811 is expanding its impact by certifying more employees and equipping leaders to use the framework without relying solely on the L&D team.

Learn more about the Working Genius framework

Learn more about Texas 811

About Shakheana Harrison:

Shakheana Harrison is the Chief People Officer at Texas811, where she leads strategies that strengthen leadership, culture, and organizational performance. With more than 20 years of experience within the organization, she brings a unique understanding of its people, mission, and evolution. Shakheana is passionate about developing adaptive leaders, creating performance-driven communities, and building systems that position Texas811 to thrive for generations to come. Shakheana holds an MBA with a focus in Leadership and has completed an ICF-accredited coaching program. She ais also a certified facilitator for Working Genius and has been trained to be a trainer for Situational Leadership.

About Terrence McCorkle:

Terrence McCorkle serves as the Director of Leadership and Development at Texas811, where he focuses on leadership growth, employee development, and organizational culture. As a certified Working Genius facilitator, he helps individuals and teams better understand their natural gifts, improve collaboration, and work more effectively together. His approach centers on meeting people where they are and creating opportunities for growth. Terrence holds an MBA in Human Resources, is a trained Situational Leadership® trainer, and has completed an ICF-accredited coaching program.

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.
Follow us on LinkedIn
Like us on Facebook

Training doesn't end when learners leave the classroom. Tamara Palmer and Chris Byerly of Flagger Force, a leading short-term traffic control company, discuss how they blend communications, microlearning, and audience-centered messaging to keep critical safety information top of mind for a dispersed frontline workforce. 

Show Notes: Tamara Palmer and Chris Byerly share a practical framework for organizations with dispersed or frontline workforces to make training more effective by treating communication as an extension of learning. Their key takeaways include:

• Reinforcement is where learning becomes performance. People forget up to 80–90% of what they learn within a month. Palmer explains how Flagger Force uses mobile microlearning to reinforce classroom training with short, focused lessons that reach employees wherever they work.
• Treat training like an internal marketing campaign. Byerly argues that simply publishing training isn't enough. Organizations need healthy communication channels that employees actually value, then market learning through messaging that captures attention and builds engagement.
• Different audiences need different messages. Rather than sending everyone the same communication, Palmer shares her "balanced storytelling framework," tailoring messages for office staff, field leaders, and frontline workers based on each group's responsibilities and information needs.
• Understanding people is a strategic advantage. Drawing on employee research, Byerly explains why understanding the motivations, challenges, and needs of frontline workers leads to stronger communication, better learning, and higher engagement.
• Measure more than clicks. Open rates matter, but they're only the beginning. Palmer discusses using employee questions, microlearning performance, engagement data, and long-term safety outcomes to determine whether learning and communication efforts are actually changing behavior.

Listen to this Powered by Learning episode featuring Flagger Force:

Microlearning that Drives a Culture of Safety

About Chris Byerly 

Chris Byerly is Associate Vice President of Strategy at Flagger Force, where he leads cross-functional growth and transformation initiatives connecting brand, technology, people, and enterprise strategy. He has supported the company’s growth from approximately $30 million to $170 million in revenue through digital transformation, M&A integration, brand evolution, public affairs, and enterprise-wide strategic initiatives. Chris specializes in translating executive vision into scalable systems, aligned teams, and measurable business outcomes. His diverse background includes previous roles with Ahold, Leap Research, and Neiman, as well as serving as a professor of corporate strategy in Beijing. Chris holds a Bachelor of Arts in Anthropology from Penn State University and a Master of Science in International Management from SOAS University of London.

About Tamara Palmer, MA

Tamara Palmer, MA, is the Internal Communications Manager at Flagger Force, bringing more than 20 years of experience helping organizations communicate with employees and stakeholders across government, nonprofit, academic, and business sectors. In her current role, she manages the mobile app that connects Flagger Force’s highly dispersed workforce of more than 3,000 employees, maintaining a 98% employee activation rate while providing convenient access to resources and safety-based microlearning. Tamara combines digital technology with human-centered collaboration to connect and engage people, forge inspired insights, recommendations, and strategies.

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.
Follow us on LinkedIn
Like us on Facebook

Learning leaders are often asked to solve performance challenges with more training but that may not be the answer. Kathryn Murrow, Director of Leadership Development and eLearning at the restaurant chain Bojangles, explains why the most effective learning organizations spend more time asking questions than building courses. She shares lessons on collaboration, leadership development, AI, and creating learning experiences that people truly own.

Show Notes:

Kathryn Murrow of Bojangles talks about the importance of co-creation with learners, diagnosing root causes, and using AI to elevate the role of L&D. Her key takeaways include:

• Start with the root cause—not the training request. Before building another course, learning leaders should ask what behavior needs to change, why the problem exists, and whether training is actually the right solution.
• Build learning with your audience, not for them. Involving leaders and frontline employees in designing learning experiences creates stronger buy-in, better content, and more sustainable adoption.
• Learning succeeds when the conditions are right. Organizations need alignment, clear expectations, leadership support, and the right performance environment before learning initiatives can drive meaningful change.
• An LMS should be more than a compliance checklist. Kathryn shares how Bojangles is transforming its LMS into a personalized learning hub that connects development opportunities with business outcomes and measurable ROI.
• AI should create space for more human work. Rather than replacing people, AI can automate administrative tasks so learning professionals can spend more time on coaching, strategy, performance consulting, and measuring impact.

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.
Follow us on LinkedIn
Like us on Facebook

Leadership is built through conversations, trust, and the willingness to learn from failure. In this episode, author Gregory Archbold discusses the lessons behind his book, Fail, Fight, Finish. From the power of listening first to creating buy-in during change, he shares practical leadership strategies that every manager, mentor, and learning professional can put into practice.

 
Show Notes:
Author Gregory Archbold discusses trust, mentorship, communication, and leading through change. His key points include:

• Leadership begins with listening. Great leaders ask questions, create space for others to contribute, and speak last to build trust and develop future leaders.
• Mentorship is earned, not assigned. Strong mentoring relationships grow over time through curiosity, consistency, and a genuine commitment to learning.
• Create shared ownership during change. Leaders gain buy-in by involving people in developing solutions rather than presenting fully formed decisions.
• Challenge processes that no longer serve a purpose. Don't continue doing something simply because "we've always done it that way." Regularly evaluate whether processes still create value.
• Never become "content lazy." Leadership growth requires continuous learning through reading, mentoring, reflection, and seeking feedback—especially after receiving a promotion.

Learn more about Gregory Archbold's book, Fail, Fight, Finish: Leadership Lessons You Don't Learn in the Classroom.

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.
Follow us on LinkedIn
Like us on Facebook

What happens when AI makes creating learning content easier than ever? According to 7taps co-founder Ezra Charm, that's when the real work of learning and development begins. In this episode, Ezra joins the Powered by Learning team to discuss why the future of L&D is about more than creating content—it's about driving engagement, improving performance, and measuring impact.

Show Notes:

From the rise of the "LMS-less learner" to the role of AI in modern learning strategies, 7tap’s Ezra Charm shares why learning professionals have an opportunity to become more valuable than ever. Here are some of Ezra's top takeaways.

• AI is shifting L&D's role from content creation to performance improvement. As authoring becomes easier, learning professionals can focus on driving behavior change and demonstrating business value. 
• Organizations don't have a content problem—they have an engagement problem. Success depends on delivering learning when and where employees need it, not simply creating more courses. 
• Learning should meet employees where they work. Today's "LMS-less learner" expects learning to be accessible on any device, in the flow of work, rather than requiring a trip back into the LMS. 
• Microlearning works because it's grounded in learning science. By respecting cognitive load, spaced repetition, and mobile-first behaviors, organizations can improve retention and application. 
• The future of L&D is measuring impact. Learning teams that can connect training to business outcomes will move from being viewed as cost centers to strategic business partners.

Learn more about 7taps

Read more about d'Vinci's partnership with 7taps

About Ezra Charm:

Ezra Charm is Co-Founder and COO of 7taps, where he's spent years building the brand and go-to-market engine for the microlearning platform. A marketing leader with deep startup experience, he's known for challenging conventional L&D thinking and pushing teams to focus on business outcomes over completion metrics.

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.
Follow us on LinkedIn
Like us on Facebook

Artificial intelligence has made translation faster and more accessible than ever, but it isn’t the right solution for every learning project. Interpro Translation Solutions’ Nicholas Strozza, CEO, and Beshar Bahjat, Chief Technology Officer discuss how AI is changing translation, where human expertise remains essential, and what L&D leaders should consider when creating equitable learning experiences for multilingual audiences.

Show Notes:

Nicholas Strozza and Beshar Bahjat of Interpro Translation Solutions discuss the evolving role of AI in translation, the difference between translation and localization, and how organizations can balance speed, cost, quality, and learner experience when delivering training across languages. Key points include:

• Translation and localization are not the same thing. Translation converts content from one language to another, while localization adapts the entire learner experience—including language variations, imagery, audio, cultural references, and regional preferences.
• AI is a powerful starting point, not always a finished product. For many projects, AI can accelerate translation, but human review remains critical when accuracy, brand reputation, compliance, or learner safety are at stake.
• The right approach depends on your goals. Organizations should evaluate audience, content type, language, risk level, and long-term translation needs before deciding how much AI or human involvement is appropriate.
• Learning equity matters. Learners who speak another language deserve the same high-quality experience as English-speaking learners. Poor translations can negatively impact comprehension, engagement, accessibility, and training outcomes.
• Human expertise remains essential in the age of AI. Professional linguists increasingly serve as reviewers, editors, and quality experts who ensure translated content reflects local language, culture, terminology, and organizational standards.

Learn more about Interpro Translation Solutions

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.
Follow us on LinkedIn
Like us on Facebook