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Dr. Page Chen, president and chief innovation officer at Remote-Learner, leads her teams in making an impact through the solutions they provide. With a Master’s degree in adult education, and PhD in instructional design for online learning, she has been designing out of the box solutions for more than 20 years. Her research examines how techniques that incorporate interactive technologies used in other fields, and can also be integrated into an e-learning environment to positively impact learner mastery. By researching proven behavioral design and persuasive technology techniques and combining them with established pedagogical elements, she’s developed a collection of instructional strategies with transformational impacts on the learner experience. In her work at Remote-Learner, she oversees projects for corporate, government, and educational institutions—guiding them to create immersive digital learning environments to support their unique goals and objectives.

Page Chen

Let’s examine the seven guiding principles of persuasive design strategy.

7 Elements of Persuasive Design Strategy

Design of the overall learning environment can be just as important as the information it contains. Enter persuasive design strategy.

Designing to Persuade a Learning State of Mind

PAGE FOUR CHANGING TO MEET YOUR NEEDS

ATD21 is almost here. With attendees able to participate virtually and on-site in Salt Lake City, Utah, by its very design, ATD21 will enable attendees to create a learning experience that is perfectly tailored to their interests and needs. Still, you may not be sure how to get started or how to maximize your experience. Here’s some guidance to help you get the most out of ATD21.Conference platformWhether you are attending in person or online, start by logging into the conference platform, Pathable. This is your hub for session information, managing your agenda, connecting with exhibitors and attendees, and even potentially winning a prize. Remember that all ATD21 HQ attendees must reserve a seat for in-person attendance at sessions through the conference platform. Read more about that and how to add sessions and events to your agenda.The platform likewise features the Virtual Lounge, where attendees both in person and online can connect. Further, the Virtual Lounge offers resources, contact information if you need assistance, and a map where you can check in and see where other attendees are located. ATD21 is still truly a global event.On-site experienceATD21 HQ will offer an in-person learning experience closest to which returning attendees are most accustomed. In addition to the three keynote speakers, there will be more than 250 live sessions, speaker Q&As, and more than 80 demonstrations and solutions sessions. Likewise, there will be both formal and informal networking opportunities. Read more about how to connect with other attendees, including those who are virtual.New this year is the Quad, a fun, interactive space where you can connect with other attendees and have some fun playing yard games like cornhole and Jenga. Additionally, in an effort to give back, ATD21 is providing community service activities for attendees to take part in. The activities—a paintfest, writing letters for seniors, and assembling food kits—are in Hall A of the Convention Center.Virtual experienceThe pandemic has demonstrated that there are ways to meaningfully connect with others even through a computer screen. For those attending ATD21 virtually, there are numerous opportunities to learn, develop, and network. You will have access to outstanding programming, including the three keynote speakers, more than 45 livestreamed sessions, and speaker Q&As. Additionally, you have access to all the virtual content on demand and can catch up on any sessions you’ve missed.“One advantage of the ATD21 @Home virtual platform is that regardless of how you experience ATD21, closed captioning and language translation service is available as part of the on demand functionality,” says Apryl Alexander-Savino, ATD senior director of conferences. “We are normally limited with how and where we can provide captioning and interpretation, so the virtual platform ensures captioning and language translation is available for rebroadcast of the three keynote sessions as well as all of the on-demand sessions.”Networking also isn’t limited to being in the same physical space as others. Virtual attendees can take advantage of customized networking opportunities and exclusive Q&A sessions so that they, too, can experience the best ATD21 has to offer.EXPO hall and career developmentATD21 wouldn’t be complete without the EXPO Hall and Career Center. Nearly 200 exhibitors will be on-site and available virtually to share innovative tools, applications, and ideas. All attendees can review the exhibitor listings in the platform ahead of and during ATD21. Add those you are most interested in meeting to your “Want to Meet List” or start a conversation with the exhibitor in Pathable.The ATD Career Center, sponsored by the International Coaching Federation, will offer a variety of on-site and virtual activities to help attendees develop professionally. HQ attendees can have a free professional headshot taken in the Headshot Lounge in Hall A of the Convention Center. Advance sign-ups are required. And be sure to take advantage of a complimentary one-hour virtual coaching session with an ICF-credentialed coach. Spaces are limited and require a discount code. Learn more on the Career Center page.Explore your optionsThere are many more events and activities that will take place during ATD21. Spend some time looking through the options via the conference platform and determine which are of most interest to you and your personal goals for the conference.“We recognize there’s a lot going on and this is the first large-scale conference event that many of us have been part of in a while. The one thing I want attendees to know is that we are here to help you along the way,” adds Alexander-Savino. “In addition to the app and website, the ATD Central Booth will be staffed during the day or ask any ATD team member so that we can help make this the most enjoyable experience for our attendees.”She adds, “Ultimately, our aim is that no matter how you experience ATD21, you will find that this year’s events and activities will not only meet, but exceed, your professional learning and networking goals.”

Take Advantage of All ATD21 Has to Offer

If you’re an L&D professional trying to get internal buy-in for a new training initiative, you’ve likely felt the pressure to create a full-blown, highly detailed proposal before bringing it to leadership.But what if the fastest way to a “yes” isn’t about completeness, but about confidence?Here’s a powerful, time-saving idea: Pilot your idea before proposing the full program.Instead of writing a 20-page proposal and waiting weeks for feedback (or silence), run a small version of the training with a test group. Think of it as building a prototype instead of a polished product.Why Pilots WorkExecutives aren’t just evaluating your proposal—they’re evaluating you. A pilot says:“I’ve already tested this idea.”“I’m not asking for a leap of faith.”“Here’s real-world data and feedback.”Even better, it gives you the chance to:Gather quotes and results that strengthen your case.Adjust based on early feedback (before you go wide).Demonstrate initiative, ownership, and results-orientation.Real-World Example: A Pilot That Opened the DoorIn 2020, the U.S. Air Force recognized a growing need to strengthen data governance across its departments. Instead of pitching a massive training overhaul, they started with a three-day pilot course for just two staff members. The results were so promising that leadership approved a three-year agreement to expand the program across the entire agency.How to Pilot FastHere’s the streamlined version:Start small. Pick one team or department where the training will have a noticeable impact.Keep it light. Think microlearning, a one-hour workshop, or even a facilitated team meeting with a training component.Measure something. Track one or two outcome indicators—engagement, confidence, behavior change, feedback ratings.Share the story. When you pitch the larger initiative, lead with a real story: “Here’s what happened when we ran this with the support team last month…”Suddenly, your proposal isn’t just an idea—it’s a proven improvement.Especially Helpful If You’re NewIf you’re new to your organization, a pilot can be your secret weapon. You’re still learning the culture and building credibility. A lightweight prototype lets you earn trust, start conversations, and show results fast—all without needing immediate executive buy-in for a massive rollout.The TakeawayYou don’t need perfection to get approval. You need proof. A well-executed pilot gives you that proof—without burning time or political capital.Ready to Try a Pilot? Start Here.Find a friendly team. Choose a department with a known need and a manager who’s open to experimentation.Pick a slice. What’s one lesson, tool, or concept from your bigger idea that you can test in 30–60 minutes?Measure one thing. Ask participants one question before and after. Even a small shift can signal impact.Want to Increase Your Chances Even More?Download the LPC Winning Training Proposal Checklist—a one-page guide you can use to quickly evaluate your proposal (or pilot!) before you send it up the chain.Covers the top elements executives look forBased on research-backed insightsWorks at any stage: idea, draft, or ready-to-sendGrab the checklist here → leadershipprogresscycle.com/winning-training-proposal-checklist.(And if you want a second pair of eyes, reply to the download email—we write a lot of proposals and we’re always interested in sharing, gathering new insight, and building relationships.)

Want to Sell a Training Proposal Fast? Don’t Build the Whole Thing First

As a talent development leader, you might be looking for a more curated experience at ATD’s largest annual conference. You are now in a role where instead of designing, training, and facilitating, you are leading a team of L&D professionals. When you plan your ATD25 experience in a few weeks, the sessions that will be best for you are the ones that incorporate the expectations of your leadership role.~Look no further than the Talent Development Leader (TDL) track~The TDL experience is now in its third year of helping TD leaders stay ahead of the curve with curated content, meaningful networking, and solutions tailored to your role. The comprehensive track includes interactive Forum programming, a dedicated networking room, and 10 exclusive concurrent sessions built for leaders just like you. Whether you’re looking to connect with peers, exchange ideas, or explore emerging trends and tools, this is the place to be! For a quick glance at the schedule and offerings, check out the official TDL programming page. Otherwise, here is a breakdown of what to expect at this year’s conference in Washington, DC.Forum Sessions: A Hot TicketATD25 features five exclusive Forum sessions hosted by the ATD Forum, a membership community for senior TD professionals. These interactive sessions use practical tools to ensure attendees can apply insights directly in their organizations. This is where peer insight meets innovation, as you will hear directly from established TD leaders who will provide immediate feedback, tools, and resources to elevate your own leadership and organizational learning function. Insider tip: Because of their hands-on format, demand for these sessions is high (one of the sessions is even being offered twice!). Although we wish everyone could sit in on these sessions, seating is limited. Make sure to arrive early!Sessions:Fueling Growth and Success Through Talent Investments Monday, May 19, at 11:30 a.m.Want Solutions That Work? Do a Deep Dive Monday, May 19, at 1 p.m. & Tuesday, May 20, at 1 p.m.Connect, Collaborate, Share: Unleash Innovative Performance Opportunities With Peer Benchmarking Tuesday, May 20, at 2 p.m.Unlock Your Organization’s Potential Using the Wow Factor Wednesday, May 21, at 9:30 a.m.In the Room Where It Happens (Room 102)The Talent Development Leader Networking Room is your conference home base. Open from Monday to Wednesday, Room 102 offers refreshments, a quiet space to reflect or recharge, and opportunities to engage in both facilitated networking sessions and casual conversations. Personally, the TDL networking room changed my life. It’s where I connected with another professional who held the key to solving a problem in one of my projects. You can read all about that story here, or you can take my word for it: The TDL networking room is the place to be. Room Hours:Monday–Tuesday: 9:30 a.m.–5:30 p.m.Wednesday: 8–11 a.m.Facilitated Sessions You Don’t Want to MissThese sessions spotlight real-world case studies, hot topics, and tools for today’s TD challenges. (Again, seating is limited, so make sure you plan accordingly.) Session Schedule:The Power of Compassion-Driven Leadership: Insights From Japan with Tadahiro Wakasugi from GLOBIS Corporation, sponsored by GLOBIS Monday, May 19, at 1 p.m.Crafting a Dynamic Onboarding Journey for Executive Leaders with Alissa Weiher and Mackenzie Friday, UCHealth Monday, May 19, at 4:30 p.m.The Science of Great Teams: How to Create a Culture of Psychological Safety with Britt Andreatta Tuesday, May 20, at 11:30 a.m.AI in Action: Real-World Insights From TD Leaders with Markus Bernhardt Tuesday, May 20, at 2 p.m.Improve Your Storytelling – and L&D Results – With “Garlic Press” Questions with Deb Arnold Tuesday, May 20, at 4 p.m.What’s Your Organization’s Conflict Cocktail? A Guided Conversation for L&D Leaders with Karin B. Hurt and David M. Dye Wednesday, May 21, at 8 a.m.*All sessions will occur in Room 102 on Level 1 of the conference center*Invite-Only Experiences for Senior LeadersThe remainder of the TDL programming sessions are invite-only for those participating in ATD’s senior leader communities: ATD Forum, CTDO, and the ATD-Penn GSE Talent Development Executive Certificate. Learn more about ATD’s TD leader communities here.Stay Engaged All Year With ATD Talent Development Leader While the conference is only a few days long, Talent Development Leader is more than just a conference track! As ATD’s professional development brand for people leading learning in their organization, TDL provides you with cutting-edge industry insight, advice from leaders doing the work, budding research, and more. Subscribe to the Talent Development Leader newsletter and get the tools you need to lead the future of learning. Don’t miss out on monthly articles, podcasts, webinars, and special events—such as our current collaboration with Thinkers50 Radar Class of 2025!See You at ATD25!Personally, I am counting the days until the conference starts on May 18. Make the most of your time at ATD25 by fully immersing yourself in the Talent Development Leader Experience. From exclusive sessions to invaluable connections, it’s your launchpad to greater impact and innovation in talent development.

Your Ultimate Guide to the Talent Development Leader Experience at ATD25

One of the unique products to emerge in an increasingly crowded field of social tools is Pinterest, a fun combination of social bookmarking, images, commenting, and public sharing.  It’s a great place for connecting with and sharing resources for your own professional development.But that doesn’t mean everyone is ready—or knows how—to use Pinterest. Here is some help.Lead them to waterI’ve been dealing with introducing new techs and tools for a long time now.  The best way I’ve found of encouraging acceptance and use is introducing a tool at the moment it will solve someone’s problem. A lot there depends on serendipity and hearing opportunity when it knocks. And one of the easiest ways to teach people to use (and like) a tool is to give them something fun to do with it.I’ve tricked (er, I mean led) lots of people to Pinterest by asking them to share photos of their favorite holiday decorations (even better if they tell a short story with it).  We’ve even developed a few Pinterest traditions, including the fabulous annual collaborative Ultimate Holiday Gift Guide . I hadn’t intended to do it this year, but demand from people on Twitter I don’t even know prompted me to again host the Thanksgiving Gallery of Hand Turkeys. Some 42 people contributed, from age 5 up, individually and as families, and some from other countries where they don’t even celebrate Thanksgiving. Is it silly? Sure. But it builds connection and community, and it is fun. More important, it helps people understand and use the tool. And when I ask some of them later to find and share an image they’d include on a virtual tour of their workplace, well, they’ll already know how to do that. Now, here are some ideas for L&D practitioners looking for ways to incorporate Pinterest into practice. Collaborative bookmarkingCheck out this collaborative board from Tracy Parish. She invited industry friends to pin their suggestions for good books about instructional design. Most include a comment from the pinner about why they chose it, and link directly to Amazon so they can be purchased.  Note the number of comments, including some from authors of the books pinned. Building a narrative/backchannel learningI recently attended the pilot of Mike Rohde’s new Sketchnote Workshop.  While I tweeted it, as usual, I realized the visual nature of it might be better suited to Pinterest.I began documenting my day and uploading photos and comments as we switched activities or shared what we were doing. It built a nice narrative of the day and offered a place for quick conversation.  This also supported backchannel learning for colleagues who were unable to attend the workshop. A friend, intrigued by the tweets, visited the Pinterest board and ended up sketchnoting the meeting she was in that day. She’s now bringing Mike in to deliver the workshop for the Atlanta ASTD chapter (February 11: check back on the chapter’s event page for details coming soon).Board: My Day at Mike Rohde’s Pilot of His New Sketchnote WorkshopVirtual field trips Offer tours of facilities to new hires; tours of your training center to first-time visitors; tours of a conference site. You can use these for recruiting to show potential hires how the workplace looks, such as pictures of areas where defibrillators are installed. You might include pictures of company extras; a friend who’s worked at a local big company for years didn’t know there was a meditation garden until I posted a photo of it.Overview of topic or area of interest and handout replacementAlthough I’ve been offering it in webinar format for years, my “Tips for the Positive Deviant” session suddenly caught fire last May. There was so much interest in it I finally set up a Pinterest board with highlights and key points from the session, additional resources with links for easy access, and a link to the ASTD webinar recording. This also serves as a much more robust takeaway than a copy of my slides or other usual event handout.Prework or snapshot of planned conversationAs one of the moderators of the weekly Twitter-based #lrnchat sessions, I often see the problem of having a chat catch someone’s eye after it’s underway. They want to join in, but they are coming into the conversation late, sometimes to a topic that’s a bit esoteric. Or—and I’m guilty too—they didn’t read an article we suggested for prereading. So, we’ve started using a Pinterest board to support some of these chats. Participants can check in quickly and get an overview of the topic—just the gist of it, sometimes, but enough to help them participate more fully. Here’s one we created to support a #lrnchat conversation focused on our own beliefs and metaphors about learning and teaching, and what those beliefs mean to one’s practice.Course resources and supportAssistant Professor Steven Bickmore uses Pinterests boards to create reading lists for each of his courses.  They’re easy to update, more enticing than a list of typed titles, and available for the rest of us to peruse.Encouraging reflectionI’ve reused the “metaphor” board described above as a reflective activity for students in instructional design and train-the-trainer sessions. They are asked to review it and then provide a verbal or written description of their own metaphors and how they are borne out in their own practice.Job aidsWhile I prefer Snapguide for preparing job aids these days, you could easily build a guide in Pinterest. Be sure to add images in reverse order.  As comments can alter layout and size, you might want to number them, too.  Post pictures of equipment repairs and workarounds. And remember: You don’t have to be the one doing all the pinning.Collaborative class activitiesHere are some ideas:Invite pinners to share images of customer service issues (like stained carpets and water cooler with no cups). Have a conversation about corporate culture based on pinned images of company furnishings and signage. Post pictures of the different ways a classroom can be set up, and ask participants in a train-the-trainer course to describe how each setup might affect interaction and social activities.Have learners share images of final projects.Did you have groups discuss an issue and create a flip chart report?  Post pictures of the charts.Host a Pinterest Appy Hour: Invite pinners to share their favorite new app from the past year; their favorite productivity app; their favorite photography app, their favorite app for travel, and so on.Have learners create a class book recapping activities and takeaways.Reaching other learnersOne of my historical concerns about many social tools is that so many of them are heavily text-based: blogs, microblogs, text chats, and so forth. In my world this can marginalize those with low-literacy skills or those with English as a second language.  We’re in a world in which the vast majority of our workforces own some kind of mobile phone or device—most of them with cameras.  The potential for user-generated images to support and include these workers is tremendous.Logistical tips and advice for using PinterestHere’s how Pinterest works:Pinterest is free. It is available on desktop or via a free mobile app.Pinterest allows you to pin images from a website and, from other Pinterest boards. You can also pin by uploading images from your own computer or mobile device.Pinterest boards are public to view; anyone can see them without an account.In order to create boards and pin to them, you need your own account.At this time, Pinterest doesn’t allow for moving pins around a board. To build a chronology—like a story from start to finish—you need to upload in order you want them to be viewed.You can set up “secret” boards to work on until you are ready to publish them. At this time only the board owner can work with the secret boards; they can’t be shared with other pinners.You need to issue invitations to other pinners. While some complain that Pinterest doesn’t offer users public boards on which everyone can pin, it also means that spammers can’t just pin on any board. It makes it a bit safer for those concerned about material inappropriate for some audiences.Sometimes for the sake of speed or including people who for whatever reason don’t have or want a Pinterest account, I just ask people to send me images and I upload them myself.

Pinterest for L&D

As the ATD audience is keenly aware, merit-based strategies are skills-based. For those who are catching up to merit-based strategies, how are they similar to skills-based strategies? Skills and performance are key components of a merit-based system because they reflect the training, work, and contributions of employees. Unlike other methods of talent management that might prioritize seniority or educational background, a merit-based strategy centers around practical, demonstrable abilities that employees can apply day to day, as well as the upskilling or reskilling training needed to meet the changing needs necessary to have a positive impact on their organization.Heads of State have long looked at government-led skills and merit-based programs as key solutions to their region’s skill shortages, improving unemployment rates and transforming their local economies. England, India, Singapore, and more have key skills-based platforms to keep their constituency competitive in the global market. Nonprofit organizations such as Abdulla Al Ghurair Foundation (AGF) launched a skill-based upskilling and job matching program aimed at connecting Emirati and Arab youth with career pathways and employment opportunities. And, in the private sector, DHL is saving millions in external recruiting costs by gaining visibility into skills gaps and enabling people to drive their own skills-first career growth with a career marketplace, and Roche shortened speed to competency from 1.5 years to 90 days with personalized skills-based learning.How can your organization develop a merit-based, skills-based people strategy? Start with three questions that we believe in our 25+ years in the workforce talent strategy industry are fundamental:What skills do we need to drive our business strategy and competitive advantage? This starts by reviewing your strategy for meeting goals and mandates. Assess challenges, opportunities, and threats. Understand what your leaders and people need to solve problems (skills) efficiently and effectively, and create value.What skills do we currently have in our workforce compared to the broader labor market? Whether you’re in the public or private sector, effective strategy and execution starts with measurement. Measure and validate skills through assessments. Benchmark against the overall skills supply and demand of the labor market and identify emerging gaps in meeting essential public service needs. Train your employees to efficiently and effectively fill those gaps. Create employee skill profiles, with AI making this process smarter, faster, and more efficient.What are the best ways to close identified skills gaps? Leveraging your skills and data, evaluate your “build, buy, borrow, or bot” strategy. Determine which skills to build internally, within the specific context of your organization, through training and development. Assess which skills are readily available on the open market and can be acquired through recruitment or outsourcing. Identify existing skills within your organization that can be re-deployed to more mission-critical areas.Skills are a key currency for global organizations and are essential in merit-based strategy, whether private or public sector. They are a shared language, understanding, and measurement for how to best collaborate to solve problems and create value for public constituencies, investors, and shareholders alike. This currency has dramatically risen in value in 2025. The time to wait for a skills-centric approach is over, with transformation enabled one use case at a time. Cornerstone has created a “Federal Guide to Workforce Agility,” which provides guidance on merit-based talent management and development for the federal workforce. You can find it on our resources page for the federal sector, where you can also access free learning courses on merit-based principles. 

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