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James A. Ross

Dr. James A. Ross

Misconceptions In Conference Leadership

Getting The Message Across

Healthcare professionals on the front line of the COVID-19 pandemic deserve proper training and rewards. Here's a look at why game-based learning is perfect for the healthcare industry.

How Hospitals Are Using Games-Based Learning to Train Their Employees

Brian James Flores is a talent management and organizational development advisor at Zebra Technologies where he contributes to performance management and high-potential leadership development programs. Among his previous roles, he served as a senior manager of organizational development at CommerceHub; a talent and organizational development consultant at Zoom Video Communications; and a senior training manager of learning and development at Performics, where he redefined onboarding and led cross-agency training efforts. Brian discovered his love for talent development in his early career during his tenure with Apple Inc. Brian holds a master’s in education in human resource development from the University of Illinois, Urbana-Champaign. A sought-after thought leader, Brian enjoys speaking engagements at industry events. 

Brian James Flores

Dr. Mary Leary is a change agent who believes that we can harness the power of people, partnerships, and technology emboldened by entrepreneurial concepts and social justice to make the world a better place for everyone. Her 30-year career spans a dual senior leadership path in both the private and public sectors across the technology, transportation, gerontology, community-services, education, disability, federal program management, academic, and business enterprise solutions sectors. Having joined Easter Seals in late 2007, she has built a management framework for idea generation and pipeline development that leverages social networking, social entrepreneurship, and private sector partnerships, as well as launched the Easter Seals Brain Health Center. Mary’s education and academic experience includes being an adjunct professor in statistics and public policy analysis, community adult learning, organizational informatics research projects, and analyzing cross-sector systems change. She holds a BS from James Madison University; a Masters of Administrative Science from Johns Hopkins University; a Gerontology Masters Certificate from George Mason University School of Nursing and Health Science; and a Doctorate from George Mason University, School of Public Policy.

Mary Leary

Heres a riddle for you: a skateboarder, an elderly woman with a cane, and a stroller-pushing dad cross the street. The curb-cut effect is when a support meant for one vulnerable member or group benefits society as a whole.

The Importance of Curb-Cuts in Learning

 _“Digital badges are a 21st century credential. Why, in today's hyperlinked, online world, would we depend on an 8.5 x 11 inch piece of paper to carry all the significance of our learning? We've self-reported experience and KSAs for years on paper resumes; 21st century resumes need to be hyperlinked and connected, too. Make a claim, provide evidence.”—_James Kerr, Instructional Designer, Capital UniversityIn my May Science of Learning Community blog post, I discussed how digital badges are used as a measure of mastery. Essential, digital badges can be used by professionals to instantly display the skills and competencies they have acquired from professional development opportunities, in addition to providing evidence of memberships with professional organizations. They are currently in use at post-secondary institutions such as MIT and Yale University and organizations such as NASA, the U.S. Department of Education, and the Smithsonian. Now, let’s look at how to use these badges as stackable credentials in the workplace. Here’s how it works. Whereas certifications primarily function to filter candidates out of positions or advancements, digital badges exist to help candidates compete by showcasing their strengths. Because digital badges enhance an employee’s traditional credentials, they are often referred to as “stackable credentials.” These stackable credentials particularly help as they demonstrate the employees’ competencies that that their employers value most. Certifications are typically reported on a pass/fail basis, so there is little indication as to which skills they have mastered and which they have not. For example, a job seeker who just barely passed their phlebotomist certification may be perfectly competent to handle hazardous waste items, but have trouble handling sensitive patient information. This job seeker may pass the certification exam, but then become a liability to an employer.Meanwhile, as a stackable credential, a digital badge will highlight the specific competencies that employers expect and require from new hires. In this way, candidates and employees can demonstrate to a prospective manager that they have the perfect blend of skills needed to thrive in the workforce—not just that they passed a certificate program. These credentials also help current employees add to their qualifications by showcasing professional development that has taken place since being hired.Indeed, certifications are great and have become a necessary tool for job seekers and employees in many professions. But they are not without limitations. The benefit that badges provide enables employers to identify specific competencies that an employee possesses:Digital badges/stackable credentials give individuals a HUGE advantage in the competitive workplace world of advancements and promotions. Everybody has a certification, but badges help individuals stand out with credentials that target their employer’s expectations.Digital badges/stackable credentials only reflect the skills that employers care about. Most certification exams reflect all the material covered in a given program, regardless of importance to employers. Stackable credentials, however, are more targeted to employer needs. To learn more about the usefulness of badging and how digital badges work, the following resources may be helpful:2013 American Institutes for Research report on The Potential and Value of Using Digital Badges for Adults LearnersApril 2015 Wonderlic blog post about competency badges. Is your organization using digital badges/stackable credentials? Please share your experience in the Comments.

Using Digital Badges as Stackable Career Credentials

Winter 2014 - The Public Manager

Public managers can choose from four types of cross-sector collaboration. Here's a look into the tradeoffs of each type.

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