A 25th Episode Celebration

interviewed so far. We've talked about organizations, we've talked about how to find a job in l&d, we've talked about how to hire an interviewer and l&d We've talked about tools that people in l&d Use ways that they can become better leaders, how they can leverage emotional intelligence and find their style. We've talked to people about products and tools, and how to use their resources, we've covered so much in such a

short period of time. And I'm so excited to give you this medley of interviews, in order chronologically, if you want to go back through the list of episodes and identify who said what, but I just wanted to take this opportunity to to graciously thank all the guests who have been part of the block since last year, and just really celebrate how how we are evolving as a field and how many great and wonderful lnd podcasts

there are out there. So without further ado, here are all of the intro clips from all of the guests interviews of the block podcast so far, I hope you enjoy this one. I think the scope of what games and simulations that point can do in our very real world are pretty tremendous. So my little quick pitch that I give to people is that I understand how people learn online. And I work with subject matter experts and

professors like yourself. And I'm great at interviewing and extracting information out of your heads. I've been applying what I know from learning sciences to put it together to make an online course and I'm able to link together course outcomes, competencies and skills. If you know it's a company that has been around for some time, and they have had training in one way shape or form in the past, and the person interviewing you for the job hasn't bothered to look into it. That is a bad sign.

One of the things I really would encourage hiring managers to do is to not feel boxed in by the type of candidates that you're looking for, look outside the box, look for the particular skills you're looking for. But if you are hungry, and you're constantly learning and trying new things, I want to work with you all day long over somebody who basically earned a piece of paper and think they're

done learning. It's kind of like giving somebody a car without an engine and saying figure out how to make this run the teachers, the educators, the faculty across Peeth, your 20 are not prepared for this. Even when there's moments where you kind of get some pushback, or even if you get some feedback you don't really like or something just doesn't work. I know that I am waking up every day and I want to help the employee, that's my main thing.

giving too much is the preferred because you can always go back like you're given too much. It's like alright, come back, come back from that. But when you don't give enough, it's so much harder to push someone up to a point where they're giving their audience or their learners just what they need. We're learning so much about how the brain organizes information. So the fact that you're using your own handwriting, like you have a whole huge developed section of your brain dedicated to your own

handwriting. And I think this whole pandemic is just really humanized everyone, you know, before when you were at work, you had this persona you had to put on and now that you're at home, you have your dog running into the camera, your cat walking across the laptop, the kids in the background, so it really has humanized and I think taken away this this element and you really do get to start to know people better.

You know, there comes a point where you're you kind of ask yourself, Am I still happy here continuing doing this for 30 plus years or do I want something a little different? And what ever that answer is, is completely okay? And you know, sad sound tamps is not limited only to corporate environment, you can easily use it even in the kitchen. You know, I think courses on how to cook fish, how to teach your child to use the dishwasher, or

even how to choose a CAD. So you see seven tenths allows anyone to teach anything. However, one thing that I see designers do wrong is they will come, they will put more than one type of font on the piece. And but there'll be the same font category, artificial voices are coming out. And they're just using these machines to talk for us

and do our voices. And it's like, well, I don't know if the technology will ever get as savvy as that it can rapidly replicate, like what a what a human being sounds like, just because there is emotion behind it. On any given day, it can often feel like you're not making a difference, you know, you're not really doing something new. But then you turn around at the end of the year, and you don't even recognize where you're at. We're no longer just a central content

creation factory. We are coaching the organization as to what good learning looks like how to use the tools at their disposal to train people around their area, their their area of expertise, you know, and moving that governance model away from us just creating the stuff to coaching the people who can create it on their own. This requires some commitment, like we are needing to look at things differently. How do we handle those interpersonal relationships, and they're complicated.

Thanks again for joining me on the blog. If you enjoyed this episode, please share it with friends and review us on your favorite podcast platform. I hope you'll tune in again soon.