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Linda Page is the vice president of global field enablement for Splunk, where she focuses on program and curriculum development across all customer-facing roles (including partners) and lines of business. She partners with senior leadership, vice presidents and line of business owners to assess and design initiatives to meet desired outcomes. Her team supports new hire time to productivity, existing field effectiveness and real time enablement such as releases and acquisitions. These efforts are delivered through a variety of methods, including on demand as well as virtual and in person options. Previously, Linda was the senior director of worldwide field enablement for Adobe.

Linda Page

Innovation is part of Splunk’s DNA, and our team is tackling today’s tough environment by creating a culture of learning and coaching remotely.

How Splunk Created a Culture of Remote Coaching in Three Steps

Useful Tool or 40Pound Paperweight

Linda Hainlen is the director of business development at Sedona Learning Solutions, a Kirkpatrick Certified Facilitator, and an international author. She served as director of learning solutions for IU Health in Indianapolis, IN for 18 years.Linda has over 25 years of proven experience as a training manager--including real world experience applying the Kirkpatrick principles. “Utilizing the Kirkpatrick Business Partnership Model truly transformed my results and elevated my division at IU Health to a strategic business partner in the organization. I am passionate about working with other organizations to help them elevate their results through partnering and obtaining sustainable outcomes.”Linda is an engaging facilitator and presenter, who authentically and successfully connects with audiences by bringing concepts to life through sharing her own experiences from working in a highly regulated industry. Her practical and genuine approach inspires participants not only in thinking but in applying their newfound knowledge and skills.Under Linda’s leadership, her division at IU Health was awarded the highly prestigious ASTD Best award in 2011. Linda has been published several times, including a white paper co-written with Jim Kirkpatrick on the topic of healthcare. Her ATD Infoline on “Designing Informal Learning” made the top 50 best sellers and was translated into 83 languages. Linda has been a speaker at several international conferences and has worked with companies from around the world to improve their effectiveness and achieve measurable outcomes. Industries served include higher education, corporate learning, nuclear, and healthcare. Sedona Learning is currently the only US Kirkpatrick Partners affiliate.

Linda Hainlen

Elliot Masie once said, “Bad education is bad education no matter how it is served.” He was referring to a trend in the education field at the time to turn everything into an automated PowerPoint and call it education. Healthcare has certainly been guilty of this. Prettying up our slides or automating them does not make them more educational. The basic premises of education and the research behind them are pretty universal across industries. However, each industry has unique drivers, standards, challenges, and constraints that must be addressed—and this certainly applies to the healthcare industry. If we fail to address those unique attributes, the education can be seen as irrelevant. As adults, we view our world through the lenses of our experiences and acquired knowledge. If something conflicts with our frame of reference, it can interrupt the learning process. For instance, if you are training neonatal nurses how to document patient care in an electronic health record system, but give them a scenario that has wrong drug doses for a neonate, they could be so distracted by the incorrect scenario that learning may not take place. Healthcare’s Challenges in Education Healthcare faces a continual state of change due to new research, government mandates, reimbursement models, and other issues. This creates a need for continual learning and changes to educational materials. So, in addition to the day-to-day educational needs of new hire orientation and mandatory refresher courses, new equipment, systems, medical breakthroughs, processes, and payer modules are increasing the responsibility of clinicians. In addition to all these tasks, we must also teach clinicians how to educate patients and deal with increasing cuts. Unfortunately, education teams are being reduced in size right when clinicians need more education and are incurring higher patient-to-clinician ratios. Response: Ask the Right Questions It is more important than ever to deliver and reinforce education in a manner that creates true results. Doing things as we have always done them will no longer cut it. We must be looking for ways to help clinicians learn with ease so they can spend more time providing care to patients. Questions to ask include: Is our new hire education model still effective?Are there new technologies that can be utilized?Are there new methods that create better outcomes?How do I measure the outcomes to ensure I am spending my time in the right areas?How do I make sure I am delivering relevant content to each healthcare role?Am I properly prioritizing my work to ensure I am delivering the content most important to my organization?What are other healthcare organizations doing to obtain greater learning outcomes in a shorter amount of time? Healthcare learners drive the work of healthcare learning professionals. However, organizational learning will always play a big role in achieving the outcomes that help manage the challenges of the healthcare sector. Therefore, organizational learning can increase satisfaction, recruitment, and retention, and promote healthy work environments. Bottom line: Asking the questions above will be paramount to your success.To learn more, read the February 2015 bonus issue of TD at Work, “Learning and Development in Healthcare.” This issue will explain how learning needs in the healthcare field differ from other professions, the ADDIE model can be modified for the healthcare sector, to align training with current reporting requirements, to choose the correct tools to evaluate the effectiveness of L&D programs.

Asking the Right Questions in Healthcare L&D

In today’s ever-changing and demanding environment, government agencies across the country are on the frontlines, providing important information and essential public services.Resiliency—the ability to adjust easily to change—is critical and mandatory for any agency to complete its mission. Effective employee training can make the difference between struggling to meet objectives and exceeding expectations.  Amid the multitude of staff learning experiences available, online training is best suited to support agency resiliency. Here’s why:Online Training Is Available On-Demand. Whether an employee works toward a professional development goal or just needs a quick answer to get “unstuck,” effective online training is available anytime, anywhere—and on any device including smartphones and tablets. When researching options, make sure to confirm mobile device access.Content Grows Over Time. One great thing about a physical library is the constant addition of new materials to check out. The same can be said of effective online training. Before purchasing a solution, find out how often new content is added and existing courses updated. If building your own training library, make a plan for frequent updates and additions.It Costs Less Than Classroom Instruction. The cost benefit of high-quality online training is in its size and scale. Skip the travel costs of live training and invest in more content for less.It Supports Employee’s Needs Throughout Their Careers. From basic technology courses to advanced leadership development, effective online training provides a vast range of software, creative, and business skills content at all learning levels, supporting employees as they grow and progress.Success Is Easily Tracked. Effective online training provides insight into employee usage and course views, which helps identify areas of need or interest for future training. Demonstrating impact and return on investment (ROI) is easy with consolidated reports.Bottom line: Effective online training can play a critical role in making any government agency resilient. Change is inevitable, but with the help on an online training library, your agency can be prepared.Join Koreen for the Lynda.com-sponsored panel, “Predictive Training: Hiring and Building a Resilient Workforce,” at Government Workforce: Learning Innovations.

How Online Training Keeps Government Agencies Resilient

Koreen Pagano, co-founder of Rising Tide Cooperative, is a globally recognized executive with deep expertise in skills strategy, AI transformation, analytics, learning technology, and immersive experiences. Koreen previously founded Tandem Learning, where she pioneered immersive learning through virtual worlds, games, and simulations. She has since held product leadership roles at Lynda.com, LinkedIn, D2L, Degreed, and Wiley. In her current role, Koreen advises on AI and skills transformation initiatives in companies large and small. Koreen is a seasoned international speaker and author of two books, Immersive Learning and Building the Skills-Based Organization. She lives in Carpinteria, CA, where she raised her seven (now adult) children with her adventure partner, John. Koreen is a certified Master Gardener and helps run the family business, Night Owl Ciderworks.

Koreen Pagano

In a workplace where adaptability and continuous growth can make or break a business, effective training is no longer optional—it’s essential. But for talent development teams, managing multiple training platforms can feel like herding cats. Too many systems lead to wasted time, inconsistent learning experiences, and missed opportunities to develop the skills that drive success.A unified edtech system solves this by bringing all your training tools under one roof. This isn’t just a way to save time; it’s a strategy to elevate learning, boost productivity, and build a culture that keeps your workforce engaged and prepared. Here’s why investing in a unified system is a game-changer, especially for organizations ready to streamline and scale their training programs.Why Choose a Unified EdTech System?Centralized Learning Saves Time and Reduces FrictionImagine each department using its own training tools—HR on one platform, sales on another, and marketing on a third. It’s a logistical nightmare. A unified system centralizes learning content, tracking, and assessments in one convenient hub. This eliminates the need for juggling multiple logins and troubleshooting across various systems, creating a consistent and smooth experience for everyone.Pro Tip: Look for a system that integrates with your existing tools for an easier transition and minimal disruption.A Seamless, Engaging Employee ExperienceWith a unified platform, all employees—from new hires to senior staff—experience the same high-quality, consistent training journey. Everything from onboarding to skill development is structured, intuitive, and accessible.This streamlined experience not only saves time but also engages employees more effectively. Let’s face it: no one enjoys clunky, disjointed training. Think of it as making training as enjoyable as scrolling your favorite app.Pro Tip: Use multimedia elements like videos, interactive quizzes, and case studies to keep learners engaged and eager to come back.Data-Driven Insights for Smarter Decision MakingA unified system provides real-time insights into learner progress, course completion, and performance, helping you refine and adapt your programs. No more guessing if a course is effective—the data will tell you.For instance, if engagement is low in a particular module, you can quickly make adjustments. Spot employees who excel? Identify potential leaders and give them growth opportunities.Pro Tip: Regularly review training data to identify trends and make targeted improvements to your content.How a Unified System Builds a Learning CulturePromotes Continuous LearningWith a unified system, employees can access learning resources anytime, shifting learning from a mandatory task to a desired habit. This ease of access fosters a learning culture where employees actively engage, learn, and grow.Pro Tip: Offer a blend of required and elective courses to personalize learning and give employees ownership over their development journey.Accelerates Skill DevelopmentWhen training resources are accessible and organized, employees can build essential skills faster. This access helps close skills gaps efficiently, supporting your organization’s adaptability and competitive edge.Pro Tip: Create targeted learning paths that focus on the skills most critical to your company’s growth.Encourages Collaboration and Knowledge SharingA great unified system often includes collaborative features like discussion boards, peer feedback, and group projects, encouraging employees to learn together and share knowledge. This social component strengthens cross-departmental connections and enhances problem-solving.Pro Tip: Encourage teams to tackle collaborative learning projects—this drives engagement and sparks innovation.The Bottom LineA unified edtech system is more than just a platform; it’s a strategic foundation for modern talent development. It streamlines training, improves engagement, and offers valuable insights, making it an essential investment for any organization looking to support its workforce and drive business results.Pro Tip: Start small—launch the system with a pilot program or one department, collect feedback, and scale up from there.Investing in a unified edtech system is a powerful step toward a streamlined, effective employee training program that aligns with your organization’s goals and supports your employees’ growth.

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