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Category Archives: eLearning

2016 Training Trends: Connecting Training to Customers

Luke Kempski

In 2016, I’ve had the opportunity to interview learning leaders in prestigious companies in a variety of industries for our learning solutions video blog. In reviewing these interviews, I see a growing emphasis on connecting training to customers. Leaders want their training to positively impact customers directly and through interactions with their knowledgeable sales and customer service representatives.

https://www.youtube.com/watch?v=GdpCCGsWb-82016 Training Trends: Connecting Training to CustomersIn 2016, JPL President Luke Kempski had the opportunity to interview learning leaders in prestigious companies in a variety of industries. These leaders are placing a growing emphasis on connecting training to customers.T1M56Shttp://img.youtube.com/vi/GdpCCGsWb-8/default.jpg

Special thanks to the learning leaders who shared their valuable insights:

John Leh, CEO and Lead Analyst, Talented Learning, LLC

Mike Baker, VFIS, Director, Risk Control

Cynthia Cornug, Director of Training Resources, Chick-fil-A

Adam Kucera, Director of Sales Training, DISH Network

Stacey Gardner, Senior Learning and Development Specialist, Microsoft

David Leaser, Senior Program Manager, Innovation and Growth Initiatives, IBM

This is the first of our compilation video blogs featuring the insights of leading training leaders in 2016. Look for more interviews featuring learning leaders throughout 2017 on our new website, www.dvinci.com.

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Analyzing Workforce Data for Better Training

Luke Kempski

Dr. Brandy Parker, Senior Analyst, Workforce Analytics Team, Johnson & Johnson

With more than 125,000 employees, Johnson & Johnson (J&J) generates an almost endless amount of workforce data.  Inside this data lies value that can be used to help the organization improve performance and make better decisions. But as with any data analytics initiative, it requires a skilled team with specific goals in order to unlock the most value. As a Senior Analyst, Dr. Brandy Parker’s mission is to find insights in workforce data that can support changes that lead to improved performance.

https://www.youtube.com/watch?v=nPOvt0XkiXgWorkforce Data Analytics in Action With more than 125,000 employees, Johnson & Johnson (J&J) generates an almost endless amount of workforce data. Inside this data lies value that can be used to help the organization improve performance and make better decisions. But as with any data analytics initiative, it requires a skilled team with specific goals in order to unlock the most value. As a Senior Analyst, Dr. Brandy Parker’s mission is to find insights in workforce data that can support changes that lead to improved performance. Dr. Brandy Parker, Senior Analyst, Workforce Analytics Team, Johnson & Johnson spoke to JPL President Luke Kempski.TM38Shttp://img.youtube.com/vi/nPOvt0XkiXg/default.jpg

Too often, organizations may make assumptions without supporting data. These assumptions can lead to poor decisions resulting in a competitive disadvantage.  By analyzing and applying workforce data, Johnson and Johnson is helping to build a culture of analytics. Dr. Parker explains how her team dispelled myths about what employees are more likely to exit the organization.

https://www.youtube.com/watch?v=cyczq4Y4T94Workforce Data Challenges Assumptions Too often, organizations may make assumptions without supporting data. These assumptions can lead to poor decisions resulting in a competitive disadvantage. By analyzing and applying workforce data, Johnson and Johnson is helping to build a culture of analytics. Dr. Brandy Parker explains how her team dispelled myths about what employees are more likely to exit the organization.T1M06Shttp://img.youtube.com/vi/cyczq4Y4T94/default.jpg

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The Explosive Growth of Extended Enterprise Training

Luke Kempski

Video Interview with John Leh, CEO and Lead Analyst, Talented Learning, LLC.

After more than 20 years in the LMS industry, John Leh started Talented Learning, LLC as a news, research and consulting organization dedicated to all aspects of extended enterprise learning solutions.  For organizations, learning solutions that extend beyond the enterprise are not focused on employee development but targeted to external audiences. As John explains, organizations are uncovering valuable opportunities in these learning initiatives.

https://www.youtube.com/watch?v=Neg0rwqGEjA

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10 Insights from Interviews with L&D Leaders Featured in Training Industry

Luke Kempski

10 Insights from Interviews with L&D Leaders Featured in Training Industry

As trainers prepare for a successful next year, JPL President Luke Kempski shares some of the key observations of learning leaders from a variety of top organizations, including Aflac, MasterCard, The Hershey Company and T-Mobile.

The article shares ten insights from learning and development leaders who were featured on the JPL Learning Solutions Video Blog in 2015.

Read the full article in TrainingIndustry.com.

View Related Blog Posts: 

Connecting Learning and Development to Business Strategy
Featuring insights from The Hershey Company, Aflac, Pitney-Bowes, IBM, Sheetz and Select Medical Corp.

Overcoming Obstacles to Deliver Training Across Boundaries
Featuring insights from MasterCard, The Hershey Company, APL Maritime, Hershey Entertainment & Resorts, Select Medical Corporation, T-Mobile, and IBM.

Blended Learning Takes Hold in Leading Organizations
Featuring insights from Penn State Hershey Medical Center, Sheetz, T-Mobile, IBM, APL Maritime and The Hershey Company.

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2016 Training Trends: Overcoming Obstacles to Deliver Training Across Boundaries

Luke Kempski

After interviewing learning and development leaders from a variety of industries throughout 2015, I’ve been struck by the variety of challenges they face. Challenges such as geography, logistics, culture and information overload make it difficult to deliver learning experiences that improve performance worldwide. Fortunately, as you will see in this video, talented learning and development leaders are using technology and innovation to overcome these challenges.

https://www.youtube.com/watch?v=GpiemcRc0N0

Special thanks to the learning leaders who shared their valuable insights:

Shantelle Williams, MasterCard

Leanna Meiser, The Hershey Company

Chris Volkle, APL Maritime

Clayton Lee, Hershey Entertainment & Resorts

Lynn Wonsick, Select Medical Corporation

David Unruh, T-Mobile

Meg Petersen, IBM

This is the second of three compilation video blogs featuring the insights of leading training leaders.

View Related Blog: Connecting Learning and Development to Business Strategy

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Providing Education to Medical Facilities Nationwide

Luke Kempski

Video Interview with Select Medical’s Director of Education and Development,  Lynn Wonsick

Select Medical is a leading operator of specialty hospitals, acute medical rehabilitation hospitals, and outpatient rehabilitation clinics across the United States. They also provide medical rehabilitation services on a contract basis at nursing homes, assisted living and senior care centers, schools and worksites. As Select’s education leader, Lynn Wonsick aligns, coordinates, creates and distributes educational programs for more than 40,000 geographically- dispersed clinical and administrative employees.

https://www.youtube.com/watch?v=wcjp9TTKYwc

Until recent years, Select Medical did not have a significant corporate education and training operation.  Today, with a relatively small in house team and a high demand for training, Lynn has established a priority matrix that helps her manage investments, workload and schedules based on specific criteria. The matrix also helps to determine what level of course to develop and what format to use.

https://www.youtube.com/watch?v=wletLl5DiBo

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Talent Development & Diversity are Priceless at MasterCard

Luke Kempski

Video interview with MasterCard’s Senior Director, Global Talent Development & Organizational Effectiveness, Shantelle Williams

Everyone knows MasterCard as a leading credit and debit card brand, but today the company is a leading technology company enabling commerce all over the globe.

MasterCard has created a culture of diversity and inclusion that drives innovation all over the world.

Shantelle Williams helps MasterCard perpetuate its culture by implementing training and talent development programs that bring to life what it means to be part of a diverse and inclusive global technology company. This is especially important when onboarding a company that MasterCard has acquired.

https://www.youtube.com/watch?v=LXmzeOL_KvM

To help make acquisitions successful, Shantelle seeks to efficiently bring together technologies, people and cultures.

In providing a curriculum to employees of a newly acquired company, Shantelle considers a variety of factors. She avoids a one-size-fits-all approach and seeks to customize the offering in both content and delivery modality.

https://www.youtube.com/watch?v=QUwy5Yubf2k

In order to extend highly experiential training across the organization, MasterCard is developing a technology based approach for their “Dare to Change” learning program. In partnership with Inifity, this powerful online course will combine video from leading experts, custom scenarios and social collaboration in CorpU’s virtual training platform.

https://www.youtube.com/watch?v=5j1j_hjrtQE

Learn more about Diversity and Inclusion at MasterCard

View Related Blog Post: Blended Virtual Training Takes Leadership Development to New Level

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APL Maritime Navigates the Challenges of Reaching Learners at Sea

Luke Kempski

Video interview with APL Maritime’s Manager of Regulatory Compliance, Training and Incident Response, Captain Christian Volkle

APL_cropped

APL Maritime operates a fleet of US flagged ocean cargo carriers that go all over the world.  Each ship is operated by crew members with various skills and jobs that are essential to successfully moving massive amounts of cargo across the world’s oceans. Beyond knowing how to perform their job, each crew member needs ongoing training to ensure regulatory compliance, safety and security.  As the manager of these areas, Captain Christian Volkle (Chris) is responsible for delivering training to APL’s diverse and on-the-move crews.

https://www.youtube.com/watch?v=HE8vqLc3ljs

While at sea, each ship functions as a self-contained community with each crew member needing to be prepared for multiple contingencies. Chris’s role is to provide training and other resources to prevent incidents while also preparing crew members to respond to them.

https://www.youtube.com/watch?v=_O5nyn-gdDY

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The Un-carrier™ Improves Performance on the Front Line (Part 2)

Luke Kempski

Video interview with T-Mobile’s Manager for Media and Training Systems

At the 2015 TrainingIndustry.com conference, I had the opportunity to speak with Tony Gonzalez of T-Mobile, who along with his colleague David Unruh led a session at the conference about their learning ecosystem. As Manager for Media and Training Systems, Tony is focused on building a strong infrastructure that supports coaching, learning delivery, performance support and evaluation.

https://www.youtube.com/watch?v=LeA3bLya7vU

With the variety of technologies and systems available to them, the training team needs to align the right modalities with the right performance goals. Tony talks about what considerations go into deciding whether to use instructor-led training, video, eLearning courses or other approaches to support the performance of their over 22,000 customer service representatives.

https://www.youtube.com/watch?v=_1khWoOdUss

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Ideas to Shake Up Your Training

Jennifer Kerwin

I had the pleasure of facilitating the July Learning Event: Creative Thinking Cap – Ideas to Shake up Your Training, hosted by the Central PA Association for Talent Development at JPL.

We focused the session on idea generation and the use of creativity and creative writing for learning. Making online and instructor led training solutions creative, while following adult learning theory, will engage learners and ensure that knowledge is transferred into performance on the job.

The dynamic group of professionals represented diverse industries – from corporations, to healthcare to higher education. Although our content focus varied, we all experienced similar challenges.

How do we engage the learner?

The session participants shared that making technical training and other types of content engaging requires creativity. Here are some concepts we shared to approach dry content in a new way:

  • Utilize survey questions that ask learners to rate their skills at the beginning of a course. Then present how the course will meet and elevate their knowledge to help them reflect on what they will get out of the training.
  • Present statistics or testimonials that create an emotional connection to the learner to reinforce the “what’s in it for me?”
  • Demonstrate the consequences of actions (for example if a process or a system is not used properly) to provide more context to the learner.

One tool we explored was formal and informal brainstorming. Brainstorming one-on-one or with a larger group enables training and development professionals to branch out creatively and collaborate with others to craft themes, build interactivity and engagement and ultimately create training that makes a connection with the learner that is useful and memorable.

We are all looking for “new ideas” to engage the learner. Every attendee in our group shared experiences and left with new ideas to incorporate into their organization’s learning environment. I appreciate the great value of meeting face-to-face with people in the learning industry and encourage you to do the same to help keep your courses innovative and engaging.

What techniques do you use to shake up your training?

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