Google Ad #1 - desktop - 728x90

Google Ad #3 - desktop - 728x90

Google Ad #1 - mobile - 300x200

Google Ad #3 - mobile - 300x200

ATD_Half_Page

Googel Ad #1 - Side Bar - Content pages

ATD Footer Logo

Megan Last, CPLP

Megan Last, CPLP, is a senior learning and organizational development specialist

Megan Last

November 2019  - TD Magazine

The key to multiday training courses is preparation.

Embrace Extended Learning

In a world of many distractions, presentation skills matter.

Leave a Lasting Impact

As we planned out our latest Talent Brief newsletter issue, we focused on what trends were gaining traction in the talent development field. Examining trends is a useful tool for reflection—they help us see what’s working and what’s not. This allows us to better plan for success in the future. But just because a topic is trendy doesn’t mean it’s changing talent development for the better. Some trends may do more harm than good, whether because they are misleading or because they were never actually evidence based.We reached out to experts in the field to weigh in on which trends they would like to see go away this year.Check out their replies below, and sign up for Talent Brief to get more insights like these in your inbox each week:What L&D trend from 2021 do you hope never makes a comeback, and why?“2021 was not ‘The Great Resignation.’ That’s an oversimplification. Opportunity finally caught up with disengagement. People seized the chance to reshape their relationships with work by going remote, changing jobs, or exploring new career paths. To avoid similar disruption in the future, organizations must adapt talent practices and accelerate internal skill development. L&D must shift stakeholder mindsets and make learning an ongoing part of every person’s job if companies hope to maintain capable workforces.”JD Dillon, Chief Learning Architect, Axonify“Personalization, in its current form. Yes, there are measurable results with AI-generated bespoke learning experiences. However, most employees would be surprised to know how much of their data is being collected without their knowledge and who has access to it. I firmly believe we need a GDPR when it comes to the triangulation of HR, performance, and L&D data for informed consent to opt-in to personalization.”Lori Niles-Hoffman, Senior Learning Strategist“In-person training being offered virtually exactly as it was delivered in-person. In 2020, there was a global mass movement to virtual learning. The pandemic forced things to be done quickly and cheaply to get learning up and running. The trend continued in 2021, and emergency virtual training, originally designed as live in-person training, still received no adjustments to ensure engaging and effective learning—resulting in bad learner experiences.”Myra Roldan, Senior Distributor of Knowledge and Good Vibes“I would love to see our industry doing less trend-chasing and more deciding what’s important for a particular learning & performance situation. It’s not “what can I do with mobile? AR? or video? Or microlearning? Or performance support or xAPI?” And more about how do I help this set of people accomplish this particular task in better ways? And I really do think that many of us are doing just fine with that.So much of what we have learned in the last two years now of living with a pandemic is that things change rapidly, we need to be flexible, and learning technology can be an enabler, annoying, and a barrier all at the same time.”Megan Torrance, Chief Energy Officer, Torrance Learning"As a result of protest, social unrest and political issues, organizations quickly reacted by implementing DEIB training courses without having a strategic approach that considered Culture, and other components - values, hiring, processes, etc. For organizations to truly implement meaningful change, they will need to replace reactive, “throw it together” methods with thoughtful, holistic DEIB strategies."Rita Bailey, Founder, Up to SomethingWhat trend would you like to see go away? Let us know in the comments below!

Return to Sender: Trends We’re Wishing Away in 2022

Aaron Silvers is an active leader in the evolution of online learning. He was the lead developer for Advanced Distributed Learning (ADL) responsible for determining how content could be built for SCORM system and over the last five years led the specification (and now standards) effort developing the Experience API. He chairs the IEEE xAPI Study Group.Through his consultancy, MakingBetter. Aaron accelerates learning and builds capacity in organizations. He evaluates systems and tools, leverages LEAN methodology to innovate and continuously improve learning and development functions, designs learning experiences and develops learning analytics and reporting capabilities.Aaron co-created the “Up to All of Us” community and annual gathering with partner Megan Bowe in 2011. Up to All of Us catalyzed a new community-of-practice that reconsidered design, workflow, tools and practice. He continues to encourage the development of more effective design practices and better tools through partnership for the Experience API community with the forthcoming events, Connections: xAPI.

Aaron Silvers

Megan Cole talks about listening being a critical skills needed in managers.

What Makes a Good Manager: The Case for Listening and Assessing Skills

December 2016 - TD Magazine

As a Manager, Are You Listening?

Focus on Them

Fall 2018 - CTDO Magazine

A slight majority of organizations have at least one skilling initiative in place, but effectiveness is lacking.

Search results for 'Megan Last'

Categories

Refine By