Powered by Learning

Designing training that is engaging, compassionate and informative is key for instructional designer Hallie Martyniuk, principal at TD3 Consulting. She shares how working in crime victim services has shaped her approach to designing learning  about subjects that need to be addressed with sensitivity.

Show Notes:

Instructional Designer and educator Hallie Martyniuk shares advice on handling the challenges of delivering effective training on some of the most sensitive topics imaginable including sexual assault, domestic violence, and abuse. Her key points include:

• Trauma-Informed Design Is Essential: When creating training around sensitive topics like sexual violence or abuse, it’s critical to assume learners may have personal experience with trauma. Being trauma-informed means balancing emotional content with careensuring that scenarios serve  clear learning objective.
• Make Training Relevant Through Real-Life Scenarios: Adult learners need to see how training applies to their day-to-day roles. Even with dry content like policy and procedure, Hallie recommends integrating realistic situations to make the material more engaging and memorable.
• Engagement Goes Beyond Clicking ‘Next’: Poorly designed e-learning often feels like a glorified PowerPoint. The best training starts with real-life context, asks questions, and builds in critical thinking to keep learners actively involved.
• Work Closely with Subject Matter Experts (SMEs): Instructional designers don’t need to be experts in every topic—but they do need to ask the right questions. Hallie stresses collaborating with SMEs to understand key concepts, vocabulary, and cultural nuances.
• Support Learners Beyond the Screen: Sensitive training content can trigger emotional responses. Designers should plan for this by offering resources like hotlines or support contacts in the “where to go” section and preparing facilitators to handle disclosures with compassion and care.

Hallie Martyniuk serves as a consultant for one of d’Vinci’s educational products, Mandated Reporter Academy. 

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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When every second counts, the right training can make all the difference. Ken Zipovsky, Grants Manager and Technology Coordinator for the Pennsylvania Chiefs of Police Association, joins us to share how the Pennsylvania Virtual Training Network (PAVTN) is transforming law enforcement education. Discover how online training helps officers stay prepared, adapt to new technology, and meet evolving community expectations.

Show Notes:

Ken Zipovsky from the Pennsylvania Chiefs of Police shares how PAVTN ensures officers have the skills and confidence they need. His key points include the following:

• Training Saves Lives – Ongoing, quality training ensures officers respond effectively, ethically, and safely in high-pressure situations.
• Technology is a Game-Changer – From body cameras to VR simulations, modern tools demand updated training strategies.
• Flexibility Matters – Online platforms like PAVTN make training accessible anytime, reducing scheduling and logistical challenges.
• Microlearning & Scenario-Based Training are the Future – Short, targeted learning moments and real-world simulations improve knowledge retention and decision-making.
• Data Drives Improvement – Reporting tools help justify funding, identify training gaps, and shape future initiatives for law enforcement education.

Learn more about d’Vinci’s work with the Pennsylvania Chiefs of Police 

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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When Penske Logistics set out to build a training curriculum for operations managers, they decided to go beyond eLearning and job aids—they added a powerful new tool: internal podcasts. Pat Schneider, Senior L&D Consultant at Penske Logistics shares how his team uses podcasts to bring authentic leadership voices to the forefront of learning. 

Show Notes: Penske Logistics is using storytelling to connect daily tasks with strategic goals. Pat Schneider shares how podcasting is reshaping learning at his company and how others can use this tool to educate learners. 

• Podcasts Fill the Strategy-Tactic Gap: Podcasts offered Penske Logistics a way to connect high-level strategic themes to day-to-day operational tactics—complementing eLearning and job aids.
• Authenticity Drives Engagement: Informal, conversation-style podcasts made leadership insights more relatable and encouraged repeat listening from learners.
• Pre-Interviews Build Rapport and Quality: Conducting pre-recording interviews helped guests feel at ease, ensured technical readiness, and fostered authentic discussion.
• Metrics and Feedback Matter: The Penske Logistics team uses listener analytics and learner feedback to refine their content, improve engagement, and track success.
• Put Learners First: From topic selection to guest preparation, every decision is grounded in learner needs—ensuring relevance and 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.
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Members of Central PA ATD’s leadership—Phyllis Metzler, Gina Sweeney, and Robyn DeFelice talk about the power of community, mentorship, and stepping up to lead. Discover how joining and volunteering with ATD helped them grow their careers and their networks—and how it can do the same for you. 

Show Notes: The current, past and future presidents of the Central PA Chapter of ATD share their journeys with the organization and how being involved has helped shape them as professionals. Their key takeaways include:

• You don’t have to lead to learn – Phyllis Metzler emphasized that no matter your level of involvement—attending events, volunteering, or joining the board—you will get something out of the experience. 
• Volunteering fuels growth – Robyn DeFelice shared how volunteering with ATD reignited her passion and helped her reconnect with the real-world challenges of learning professionals, breaking the isolation of independent consulting.
• Professional groups are “backstage passes” to the industry – Gina Sweeney described her involvement with Central PA ATD as a way to stay current, share challenges, and exchange ideas that lead to better solutions at work.
• Leadership is a shared journey – The guests all stressed that stepping into a leadership role isn’t about knowing everything—it's about being supported by a strong team and being willing to grow. “No one lets you fail,” Phyllis reassured.
• One small step can lead to big impact – Whether it’s attending a local event, joining a coffee chat, or volunteering to greet others at a conference, each leader encouraged listeners to “just show up” and see where it leads.

Learn more about the Central PA Chapter of ATD

Discover ATD

Check out ATD's Talent Development Capability Model

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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At Flagger Force, safety is more than policy—it’s their culture. And it starts with smart, accessible training and open communication. Luke Lazar and Leslie McRobbie of Flagger Force, an industry-leading, short-term traffic control company, share how their “In the Zone” app and FF Learn microlearning program are keeping thousands of field employees engaged, informed, and safe every single day. 

Show Notes: 

Chances are that if you drive in a region where Flagger Force is working, their team members have guided you safely through a construction zone.  Luke Lazar and Leslie McRobbie of Flagger Force share how innovative strategies—from mobile apps to microlearning—are enhancing safety, engagement, and company culture. Key takeaways include: 

• Meet Learners Where They Are—Literally: Use mobile-first platforms for communication and training with employees in the field. Choose tools that mimic social apps your employees already use for easy adoption and engagement. 
• Keep It Short, Consistent, and Relevant: Build a regular cadence of bite-sized content. Prioritize clarity, brevity, and usefulness over length and formality. 
• Listen First, Then Train: Actively monitor employee feedback channels. Use those insights to shape or update training in real-time. 
• Create Clear, Structured Learning Pathways: Map out clear development tracks with self-paced content and targeted skill-building that employees can follow at their own speed. 
• Use Technology to Reinforce Confidence in the Field: Consider QR codes, AR, or interactive guides to offer just-in-time training—especially for tools, processes, or tasks that aren’t used every day. 

About Flagger Force 

Flagger Force is a Safety-Driven®, industry-leading, short-term traffic control company serving the eastern United States. We leverage our best-in-class resources and expertise to support the nation’s expanding utilities, telecommunications, and other infrastructure-centered needs. We are committed to keeping our communities moving and that goes beyond traffic control. We strive to provide career and personal growth opportunities and give back to the communities where we live and work. 

Learn more about Flagger Force microlearning technology partner, EduMe. 

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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Find out how Mid Penn Bank is reimagining workforce development with Mid Penn University. University Director and VP Scott Bostjancic shares how a visionary leadership team, high-end tech, and a commitment to personalized, skills-based learning are transforming training—and empowering employees at every level to grow their careers.

Show Notes:

Scott Bostjancic, Vice President and Director of Mid Penn University at Mid Penn Bank shares these takeaways to build a successful skills-based training program.

• Secure Executive Champions Early: Get buy-in from leadership to elevate learning from a support function to a strategic priority. Mid Penn’s success starts with a CEO and executive team who believe in the value of education. Engage your leaders, align on a shared vision, and make learning part of the company’s growth strategy.
• Build a Scalable Learning Model with a Small, Focused Team: Create processes that empower a lean team to deliver high-volume, high-quality training.You don’t need a huge staff—Mid Penn’s six-person team runs 500+ instructor-led classes annually by partnering with internal experts and standardizing course creation and delivery.
•  Make Culture Part of Your Learning Strategy: Train not just for skills, but for values and behaviors that define your organization.Mid Penn embeds cultural training into its programs to reinforce what sets the bank apart. Develop courses that teach not only the “how” but also the “why” behind your company’s way of doing business.
• Use Technology to Eliminate Geographic Barriers: Invest in virtual tools and smart classrooms that support blended learning.Mid Penn leverages WebEx-enabled spaces, smart boards, and video content to train employees across regions. Design learning environments that feel just as engaging remotely as in person.
•  Leverage AI to Drive Personalized, Skills-Based Development: Implement an LMS with AI capabilities to recommend content and map career growth. Mid Penn’s LMS helps employees build skills through personalized recommendations and supports the shift to a skills-based organization. Use AI to streamline performance reviews, development plans, and upskilling.

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 cohort-based learning programs that combine live sessions with interactive assignments and peer collaboration are increasing in popularity especially in leadership development. This is apparent in Brandon Hall Group’s recent study “Igniting the Leadership Spark.” Their Principal Analyst Matt Pittman shares his insights on the study and what’s behind the growth of cohort-based approaches. 

Show Notes:

Brandon Hall Group Principal Analyst Matt Pittman shares the best practices that make up digital cohort-based leadership development. 

• Cohort-Based Learning Is Here to Stay: Adoption of digital cohort-based learning has jumped from 27% in 2020 to 69% in 2024, driven by the need for scalable, cost-effective leadership development in remote and hybrid environments.
• Technology Simplicity and Integration Are Crucial: Success hinges on a user-friendly tech stack—ideally with a single access point for learners—that integrates live sessions, asynchronous content, collaboration tools, and progress tracking.
• Design for Engagement, Not Just Delivery: Virtual cohorts must be structured with interactivity in mind. Tools like breakout rooms, polls, whiteboards, and gamification help enhance engagement, as long as they align with learning objectives.
• Facilitators Need New Skills and Support: Leading digital cohorts requires facilitators to be tech-savvy and when possible supported by producers or moderators who can manage live session logistics, ensuring smooth learner experiences.
• Long-Term Impact Measurement Is Essential: Beyond course completion, organizations should evaluate leadership growth by tracking outcomes like internal promotions, retention, and on-the-job performance over time.
  
  

Read “Leveraging Cohort-Based Learning for Leader Development”

Learn more about the Brandon Hall 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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Donald Taylor, longtime learning and development leader and chair of the Learning Technologies Conference, unpacks the findings from the 2025 L&D Global Sentiment Survey. Hear what surprised him most, why AI remains a dominant focus, and how L&D professionals are responding to increasing pressure to prove value and do more with less. 

SHOW NOTES:

Donald Taylor shares a timely look at where the industry is heading—and why it matters. His key takeaways include: 

AI Dominates—Again
For the second year in a row, AI received unprecedented support in the L&D Global Sentiment Survey, signaling not just hype but real momentum in how professionals are exploring its potential—especially for internal efficiencies.

Value Matters More Than Ever
"Showing value" made a strong comeback in this year’s survey results, reflecting a growing urgency among L&D teams to demonstrate their impact in measurable terms, especially in resource-constrained environments.

Data-Driven Strategy Is Rising
The most popular trends—including upskilling, reskilling, and learning analytics—require robust data strategies. L&D is shifting from delivery methods to understanding workforce capabilities at a deeper level.

The "Do More With Less" Reality
Resource limitations were the fastest-growing challenge cited by respondents. As budgets tighten, L&D professionals are being asked to deliver greater impact with fewer people, tools, and time.

Building Relationships Is Still Foundational
Amid all the tech shifts, Taylor emphasizes that personal connection remains essential. Strategic L&D leaders build credibility by getting out of their offices, listening to business needs, and aligning learning to organizational goals.

Read more about the 2025 Global L&D Sentiment Survey 

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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Lee Travis, Vice President of Health, Safety, and Environment at Equix, discusses how organizations can move beyond compliance and embed safety into their culture. He shares how leadership visibility, effective communication, and personal connection make safety training more meaningful—and how every role in an organization plays a part in keeping people safe. 

Show Notes:

Lee Travis has more than 30 years of experience in the health, safety and environment training area and shares best practices for empowering team members to make safety a priority every day. Here are some of his key takeaways. 

•  Safety Culture Starts with Leadership: Creating a strong safety culture takes effort—and then more effort. Leaders must be visibly engaged, empower employees, and reinforce safe behaviors to embed safety into the DNA of the organization. 
• Make Safety Personal: The most impactful safety training connects to people’s lives. Lee encourages people by asking, “Why do you work safely?” to tap into personal motivations, making training more meaningful and behavior-changing. 
• Bridge the Gap Between Office and Field: Everyone plays a role in safety, even if they’re not in high-risk environments. Real stories—from control room operators to credit card admins—show how cross-functional awareness builds a unified safety mindset. 
• Micro-Training and Tailgate Talks Work: Traditional training has its place, but short, focused sessions in the field (like morning tailgates) are also effective. These bite-sized interactions keep safety top-of-mind and relevant to daily tasks. 
• Use Tools That Empower Learners: Centralized training records and self-service access to learning platforms help close compliance gaps. When employees own their training progress, completion rates rise and accountability increases. 

Learn more about d'Vinci's custom eLearning and LMS work in the safety and damage prevention industry on our website.

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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Organizations often turn to soft skills training to gain a competitive advantage in the workforce. Andrea Laus, CEO of SkillGym, explains how AI-driven role-playing simulations are transforming leadership development, sales training, and customer engagement —turning practice into performance.

Show Notes:

Andrea Laus explains how AI-driven role-playing simulations provides real-time feedback, emotional insights, and data-driven coaching. His key takeaways include the following:

• Soft Skills Training Needs to Be a Process, Not an Event: Traditional one-time training isn't enough—improving soft skills requires ongoing practice and reinforcement, just like going to the gym. Consistency is key.
• Emotional Feedback Enhances Self-Awareness: SkillGym captures the emotional response of conversation partners, helping learners understand how their words and behaviors impact others—bridging the gap between intention and perception.
• AI-Powered Role-Playing Delivers Measurable Results: SkillGym connects training outcomes with quantifiable metrics, ensuring learners see clear progress. Studies show that employees who train with SkillGym outperform their peers in sales, leadership effectiveness, and customer engagement.
• Customizable Scenarios Improve Organizational Alignment: Organizations can create tailored role-play experiences that reflect their unique values, challenges, and communication strategies, ensuring training is relevant and scalable.
• Continuous Learning is the Future: Instead of training before work begins, Andrea advocates for learning on the go, integrating AI-driven role-playing into daily workflows for real-time skill application and reflection.

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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