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Laura Dines is a learning design leader with a track record of developing innovative training programs and managing large-scale learning initiatives. She designs learning experiences that inspire growth, curiosity, and action. Her work includes award-winning educational television and video as well as virtual and face-to-face learning engagements.

As deputy director for TED Courses, she developed the learning framework for TED’s first-ever online courses. In just 18 months, her team launched nine courses with an impressive net promoter score (NPS) of 54. Her work in educational media began at the Close Up Foundation, where she produced a C-SPAN television program and videos designed to inspire high school students to become active citizens. She then joined PBS as an online producer for the PBS Democracy Project, which Forbes named the best political website of 2000.

Laura has led the establishment of curriculum and education departments for two international organizations, providing strategic direction for developing new training products to enhance organizational impact. In these roles, she recruited and hired diverse teams, standardized instructional design and development processes, and managed the launch of new learning management systems.

At a global consulting firm, she managed budgets, schedules, and staffing plans for large-scale training projects. She analyzed clients’ learning needs, facilitated stakeholder workshops, and led cross-functional teams in designing and developing classroom training, online learning, and blended programs.

Laura earned the Project Management Professional (PMP) certification in 2008 and is skilled in managing both agile and waterfall learning projects. She holds an MEd in instructional design from George Mason University.

Laura Dines

No more recorded presentations! Design engaging, memorable training videos that promote learning. Explore video psychology, storytelling, and scriptwriting.

Designing Training Videos Certificate

ATD developed the talent development framework and puzzle to help practitioners understand the different components of talent development, and how organizations can build their own frameworks to address their unique needs. This blog series explores each component of the talent development framework, why it’s important to the field, and what resources ATD offers to practitioners who want to learn more.ComplianceCompliance is adhering to mandatory workplace regulatory training as required by law or professional governing standards. Different from other learning initiatives through talent development, it is not need-based. Rather, it is mandatory, and if it is ignored or done improperly it can result in fines levied against an organization. Compliance training is often not given the same focus and design as other learning programs. With an aim to “check the box” and move as quickly as possible through compliance learning to get to a “better topic,” opportunities can be missed to enrich the learning experience and drive more impact. Compliance training is necessary in many environments, and making it part of a broader learning culture achieves better results for the workforce and the organization. To build effective compliance programs, it is important to understand the law and the audience. Going to the source of regulations may uncover surprising information. Providing context for why the training matters helps workers better learn and retain knowledge. Additionally, understanding the learning audience is important. The same regulation may be presented differently in two organizations. Travis Waugh provides insight into why this matters, saying, “If you are creating a required sexual harassment course, your learner needs might be very different in an elementary school environment, where female teachers are typically more prevalent, than in the video game industry, where vastly outnumbered female workers may face real issues of inequality.” Understanding the audience and the environment in which they work will engage learners better and bring real change. Spending appropriate time and resources on compliance training may be the difference between a group of rule-following employees and a motivated and committed team. We’ve assembled some additional resources to explore:• Learn about the effectiveness of compliance training through e-learning.• Connect your compliance culture with your learning culture for more effective development.• Foster an environment of commitment before compliance.• Distinguish between rules and ethics to foster open-minded compliance.• Focus on compliance e-learning with an online course.• Improve your e-learning compliance program.• Read Safety Training That Transfers.• For more information on training delivery and other major components of talent development, check out the ASTD Handbook, 2nd Edition.

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