Community Discussion: CSTD Brainstorm and Prep

Luis Malbas  
All right, let's see. Are we live here? If we are, let me know that you can see us on screen. Just type something in chat. And let's see. Can I see you Hello, Trish. Good to see you? Yes, Kim, you're curious about the answers on the poll. Excellent. Yeah, I actually have. Can you everyone see that slide deck? I have. Great. I have have the results from the survey up. And and we'll be going over some of those. And I honestly really, everybody, I do need a ton of help with this, because I have always been a little challenged by understanding the relationship the talent development has with with just l&d In general, you know, I know ATT, when they renamed themselves, I probably should have been more familiar with exactly why they, they renamed themselves. So I know, one of the main reasons because they used to be ASTD. So, of course, the branding itself was, was kind of a disaster. So changing over I probably should have understood it a little better. But I am glad. That's one of the reasons why this event is particularly interesting to me. So that we can, we can make more connections that way. But you know, so with the results on the slides, I'm going to be going over them. I did pull these results like kind of late last night and drop them on these slides so that I can share them with everybody. But honestly, I haven't gone into them at depth. I do have a lot of suggestions for speakers, I see that a Jeremy is in here who I am really excited about letting everyone know that Jeremy Berman is going to be part of the event. And so let me just get into it. Abby Stewart is on the panel right now on screen. You can see Abby down. Down in the bottom there. Abby, once you say a little bit, just introduce yourself, let us know exactly who you are.

Speaker 1  
Sure. I'm Abby. I'm based here out of Denver. I know we're all kind of dotted all over the place here. I'm actually a former educator, I've gone through a couple iterations and remote workspaces done online enrollment for K 12. I had most recently worked for a tech boot camp, and unfortunately, I was laid off in June. So I have been upskilling and finding my way into the l&d space, and I'm still figuring out what that move looks like. So happy to be a part of crafting this and, and just diving in. So no,

Luis Malbas  
I'm glad you're here. I'm glad to hear Abby and you've been really active in our Slack group. So I definitely appreciate that. And I did send over invites to to Rebecca, if you're interested. I did send you an invite to come on if if you didn't see that, let me know. And then I think Bobby as well. Who else did I send one to? Let's see I see Deborah's here. Great. And if anybody else wants to come on screen. Okay, let me try that again. Rebecca Crowdcast has been a little little inconsistent for me. Okay, just reset that over. So anybody else if you want to come on screen, happy to have you. So let me go ahead and just jump into some of the results here. So with the poll, one of the first questions was oh, here comes Rebecca. Hold on. Let me get back to that. screenshare. Oh, there you are. Hi, Rebecca. Hi. How's it going? Going? Good. It's going good. Nice to see you. Very interesting. Yeah, this. Let me see how do I pull the slides back up? Again? It's an issue popped up the slides disappeared. All right. Let me let me see. Are you pinned or unpin? up? There we go. All right. So um, first question was top three learning objectives you believe are crucial for for this conference? You could sort of see I'm sorry, the text is so small at the bottom. That's the selection of of poll replies that are a multiple choice answers that we had available for that poll. But the three top ones were understanding current industry trends, developing effective learning strategies, and adapting to remote learning environments. Do you have any feedback? Does anybody have any feedback on how you feel about those top three? those top three learning objectives for this conference, understanding current industry trends, developing effective learning strategies, adapting to remote learning environments? And I'm Rebecca Oh, nice to see you Cindy. I'm gonna go and ask you this one. I mean, what what do you think about those do you think those those top three were relevant for you.

Rebecca Prejean  
Um, they are, and especially when it comes to talent development. Because really and truly, if you're in like the corporate space, things like that, you need to know what the what the latest up and coming trends are. So you can reach all your mother, um, in whatever environment you're in. So I think they're actually really relevant and make complete sense to me. Nice.

Luis Malbas  
Oops, hang on, you guys are trying to get it so that this slide is the main thing, but doesn't seem to be sorry. I've never had like this many guests at one time. On Crowdcast. So I'm learning here. How do I do this? So I can get this? That's the main thing. All right. Not working for me. Hold on,

let me see if I can. Do you guys. Do tu tu, tu tu tu.

Now that just keeps on moving around. Yeah. Okay. Well, that one kind of works.

All right. So um,

so top three that are crucial for this one. All right. Anybody else have any feedback? Bobby, what do you think under current industry trends, effective learning strategies, adapting to remote learning environments?

Bobbi Losee Vernon  
I apologize. I'm late to the party. Okay, so

Luis Malbas  
critical, crucial for this conference. Those were the top three, that the poll. The poll sort of came on the results were. So

Bobbi Losee Vernon  
it was interesting, because I think about talent development in one way. And I think about instructional design. And another way now they're complementary to one another. And so some of the poll questions I thought were definitely geared more towards the instructional design side. But if it is on a talent development side, I do think items around skills like what does it mean to create learning, skills based learning and you know, the job training opportunities to enhance people's skills? How do you properly assess for the acquisition of those skills? How do you create digital badges and digital credentials that are proof that people have acquired those skills? And so there's a little bit of the talent development strategic thought there. And then I think how you can use instructional design or marry instructional design up to that to deliver so for me in terms of answering the poll and stuff, I was trying to put the talent development hat on more, yeah, on design side. Can

Luis Malbas  
you give me what your take on talent development is when it comes to sort of the l&d Like, you know, I don't know, for some reason I want to say diaspora but you know, just sort of that whole l&d Like umbrella of it were exactly, I mean, you're saying that talent development, instructional design are complementary to each other, but why is it? Why is the like the biggest Association and l&d is, you know, is, is ATD? Like, how does it fit as a piece into the entire puzzle?

Bobbi Losee Vernon  
Yeah, so I mean, this is just me speaking, and anyone can say something different. And it still be true, right? For me, I feel like talent development is the holistic view of everything that you're putting together to support somebody in their learning journey, or to support a job role or to support an occupation in terms of there's skilling, upskilling, and rescaling, it's the whole picture. I feel like instructional design is like the mechanisms Sorry, I have a foster dog. She's brand new, she's currently growling, just she want to be petted. And I feel like instructional design is the mechanisms and principles that you apply to creating individual products. And so sometimes it's done in like it's product centered, or it's an isolation of that holistic view, because you're applying it to the creation of a certain learning solution or learning product. It doesn't mean that instructional design doesn't apply across talent development, but I think talent development is the whole spectrum and learning continuum, and instructional design is more of an isolated skill.

Luis Malbas  
Yeah, great. No, that's great. And Deborah saying I see instructor supporting development. Cindy, do you have a Do you have a take on this at all? I mean, you're seeing Yeah, I agree.

Cindy Nagel  
I think I think instructional design is part of the talent development process, because obviously talent development includes the learning that the learning experience, the the, and that process, you know, the design part is there, right. But talent development is it's multifaceted, you know, so the things that are important in my organization right now. Yes, instructional design is part of that. But it's the whole picture. It's how are the leaders encouraging employees to focus on that As as part of the expectation within skill building for that individual, you know, and I think I think, I think so many times organizations get caught up in the metrics of performance. And, you know, the OKRs, and the KPIs and the employees skill development or level development can get lost in that, you know, and so, so it's, it's, it's tough, it's, it's tough to put together a strategy that works for every organization, because you really need to have the manager on board to, you know, also focused on what, what their, what their people are going to be able to do, you know, so. And that's, there's, there's a challenge there, right? Because managers, if they are able to put together a dream team that is performing and providing the business results, well, sometimes they don't want to disrupt that by upskilling, their dream team, to another opportunity within the organization, you know, so. So it's it's a, it's a very, it's a tough challenge, but but our employees expect it. I know, I do. You know, personally, as an employee, I want to know that I'm on leveling up at some point and moving on to the next role, or the next opportunity, even though I'm with a successful team.

Luis Malbas  
I love it. And everybody, I want to introduce you real quick to Jeremy, we've spoken a couple of times in the past is it makes me do I can't remember Jeremy. Sorry. GMC do. GMC do That's right. That's right. That's the words dream, see?

Jeremy Berman  
Do.

Luis Malbas  
Right, right. What's your take on this? Yeah, this

Jeremy Berman  
is great. I'm so happy to be here and to support the community and also be involved in the event. I mean, I come from the kind of akamba lens. I mean, I've done a lot of coaching, and hackathons and kind of run the gamut in this space for years. And now we're running our small but mighty, sort of heart centered technology company in the space. So I come from that point of view. And we're going to interesting moment of transformation and thought right now about what's happening. And I think when I see those topics, losing like, I think they're great, obviously, like, everyone's talking about AI as well, I think it would be when you talk about trends, it's probably the single biggest one that folks are speaking about. And for us, it's like how do you approach things like that in a very human centered kind of way and not try to rush to use them? Because that there because we believe that the that the actual support that people get from other humans is critical. And when I think about all this, I think something that Bobby said earlier really resonated or stuck out to me about that we don't remember exactly, because then a million other thoughts went through my head after what you said something to the degree of talent development is sort of the broader holistic picture and instructional design sort of just a small, can you remind me what you said about the instructional design part of that? Sure. It's

Bobbi Losee Vernon  
almost like instructional design is the mechanism that helps you act on I think, who was it? Um,

Cindy Nagel  
Deborah?

Bobbi Losee Vernon  
Yeah. So Kim, or somebody has a comment in the in the chat. I did. I said

Jeremy Berman  
that. Your talent development strategy? It? And so to that point, I sort of what's on my mind, y'all is that, you know, we're thinking about, like, how do we put the best tools possible, or just like processes or approaches or learning models in front of the creators. That's really what I'm excited about right now. And like, I feel like that gets lost in the mix sometimes. And the creators aren't elevated to a space that they need to be a creator, community structural designer, it could it could be a manager, an organization wants to build something really quickly for someone that, you know, to were really into behavior change and mindset change and leadership and management for us. So I think about that a lot. But I just thinks it gets lost somehow. And that it's the these are the folks probably most people in this room are the glue. And like, how do we elevate people that are doing all this incredible work? So they're not like just the thing of the mechanism? Bobby? Right. Like I don't? I think it's more than that. I think it's that it's the most important element in many ways and so much, it gets mired in so many decision makings in compliance and like, it gets messy. And so how do we elevate people so that they have the right tools to be able to advance their work and showcase them highlight that work and create real impact? Anyway, I could talk for hours, but I know.

Bobbi Losee Vernon  
I appreciate that. The other side of that is we're also like the advocates for the learners themselves. Right. And I think that's a huge part of the talent development piece, is being able to say to leadership, like, Hey, you recognize that there's this problem, but you know, what, your people don't care. And so let's talk. Let's have those hard conversations about why they don't care. Right. It's the whole empathy. It's the emotional intelligence piece. It's improving your community. occasions because, you know, if you're not going to provide people with that psychological safety and an environment in which they want to be and want to learn anything that leadership is throwing money towards, especially on the instructional design side, it's for not. So I think that's, you know, again, one of those many hats that we wear, and that we have to start bringing to the forefront, because again, I think it was Sunday was, you know, talking about metrics, like, it's not all about metrics. It's about people. So let's not even call it like talent development, like let's talk about taking care of people. And I think that mindset shift can help us so much.

Jeremy Berman  
Great.

Luis Malbas  
I love it. Rebecca, I'm wondering how often you're a freelance instructional designer, how often do you consider talent development in what you're doing in the work you're doing?

Rebecca Prejean  
All the time? Mostly, because I'm being asked to create programs a lot of the time. And they're like, well, we want to teach them this. Okay, that's fine. However, what is driving this decision? What do you ultimately really want your people to get out of this program? Are we trying to just talk about metrics? Or are we trying to actually get them to a different place? So for me, talent development, and instructional design really are kind of more supporting in terms of the instructional design, supporting the talent development goals, in that, as an instructional designer, I love all the things that I do, but I really do feel like part of our role is to support the initiatives, whatever those are. And in most cases, it really does need to be about people. Will they be able to go on to different things will they be able to maybe stay in this organization, but find a different way to fulfill themselves make themselves feel good about the work that they do and the job that they do, while also benefiting the company? So for me, Tom development comes in a lot, just when I'm consulting, because sometimes people come to me with this idea. It sounds really good to them, but they don't really have an idea of how that plays into their greater picture in landscape is just kind of a off idea. And we're then have to talk about it have those conversations about? Where are you really wanting this to go? What are you even basing this off of? Is this just based off of the leadership conversation that you had? Or are you actually getting down in the trenches with your people? And finding out? Do they care about these things? If they don't care about these things? Why don't they care about these things? Is it contributing to their job, like what is really happening? So to me, talent development can't really exist. without some kind of instructional design, like you have to have that to support initiatives that you want to actually bring to your people. Does

Luis Malbas  
every instructional designer have to have talent development as a priority?

Rebecca Prejean  
Every instructional designer, I would say no big only because different sectors, different projects, different clients. Obviously, if you're dealing with fast, if you're dealing with corporate, I would honestly say probably, because that is a huge thing. And it's very important to actually have that talent development thing in your head. Because as a designer, you don't want to just create this one off thing, like I'm somebody, if I create something, if I spend my time doing it, I want to make sure that there's a purpose and it fits within like the greater scope for my client. So does every designer have to have it in every situation? No, because sometimes it doesn't necessarily drive with that. Yeah. But in certain sectors, we have to be mindful of it. And we do have to be asking ourselves those questions. Is this something more talent development related or kind of? What is it that I'm actually doing? So as opposed to becoming like order takers? I saw that on LinkedIn one day, and I was like, yeah, that's pretty accurate. So rather than becoming an order taker, actually really being involved and engaged and just thoughtful about the things that we're creating and the why behind, we're creating them.

Luis Malbas  
Now. This is great. This is a great opportunity. We have several 100 years I think of experience in this this panel in this audience. So we have a lot of people that know what they're talking about. I want to read Sumi, his comment here in talent development, I see a few areas assessing business needs, learning strategy, designing and evaluating the programs, career development, etc. For various employee groups. So very like this. And then Bobby, your question, why is it always about talent development and not employer development, which kind of connects a little bit with some of what Kim is saying so Oh, there Kim follows up with employer or employee.

Bobbi Losee Vernon  
Very mean employer, right. So I this is me probably being a little cynical and blunt, but we keep talking about employees need to do this employees need to do that employees need skills employees need this employee. So we have individuals who are just running in the hamster wheel, right trying to get a good job trying to get paid. well trained to work in a safe space. But they're not in control of job quality and employer quality. And so we're doing everything as individuals to help other people be their best. But we're is the responsibility of employers to be their best to accommodate people who are trying to be their best to work for them. Like it's a synergy. And I feel like right now there's this huge disconnect. And I do think, what Sumi was talking about in terms of all of those different aspects that comprise talent development, and more like human capital strategy. I think that's a serious role that traditional instructional designers can step into, because we are so people focus, we are people centric.

Luis Malbas  
Very interesting. So back to sort of the conference. And you know, and the topics that are crucial topics for for is this is this, was this the wrong question to ask? And are these results? What we want to see or are worthwhile understanding current industry trends, developing, developing effective learning strategies, adapting to remote learning environments could have been made, the choices that I offered in there were just things that I had, as I was like, browsing, you know, looking through the ATT website, and just learning more about talent development, as I was going through it, I kind of came up with these topics. But is this something that or is this a good baseline to kind of start out with so we have a frame or structure to, to build the conference off of?

Abi Stewart  
I think I think it does, especially developing effective learning strategies, because I don't care if you're five, or you're 55. If I don't care, I'm not going to engage and learn what you're asking me to. And I bet you everyone in this room, myself included, has gotten the employee mandatory email training and rolled their eyes like, oh, my gosh, I can't believe you're sending this to me. I don't want to take this. This is boring. It's not exciting. And if I don't care, I'm not going to pay attention. So I feel like that is at the very heart of everything that instructional designers and learning experience creators do. And that's where the talent comes in. If you can't make me care, I'm not going to pay attention. So that's my two cents on that.

Luis Malbas  
No, thank you, Abby, I appreciate it. Excellent. Okay, I'm gonna move on to the next slide. Just because I have I don't know if six or seven of them. topics or themes prioritize in our program, we had actually four because three of them got the same same percentage, but emerging technologies and instructional design, inclusive and accessible learning materials, soft skills development and digital learning, data analytics and learning and development. So do you think that those four would be a nice sort of like, baseline that we can we can we can try to cover with this one?

Yeah, absolutely. Excellent.

Excellent. Okay, so next one here, which soft skills are most important to address for instructional designers? Communication and collaboration, problem solving, and critical thinking, creativity and innovation? Those were the top three. Like those waiting, Jeremy.

Jeremy Berman  
I mean, I always go to EQ, as well. Emotional Intelligence is such a huge one. I think neurodiversity feels very present. And super important. I mean, if I think about the future of work, and where we're finally coming to, topics should have been addressed for eons, right? There's always a sort of small 1% of people that really are heart centered and care about this stuff. And it's it's just cutting to scraping the surface. But neurodiversity. DNI is an important topic. Inclusivity, obviously, huge, but yeah, I didn't know diversity. I think EQ is a huge one.

Luis Malbas  
So Jeremy, I know that we've talked and I want you to be a speaker in this conference. Do you have an idea of what you wanted to talk about?

Jeremy Berman  
In the conference? Yeah. You're putting me on the spot. I mean, I was just wondering, like, should I even jump in? I just wanted to say hi, and say I'm excited to support but that's cool. No, you're good. You're good. Everybody's so open here. It's amazing. Free Community. Yeah, I am like, I love the themes. And I love the topics and I'm also just, you know, I feel like you're so much broken as Bobby and some others might have set in the space right now. And it's, it's like so focused, there's, like things are so always focused on profit, and how do we bring purpose and you know, sort of a culture of belonging and trust to the surface. And so like, that creates like to me that that requires a collected impact of all the practitioners that are somebody folks in this community, people that are making decision makers In corporations, and the folks that are supporting it like myself that are running technology companies that really want to do it in a way that's more meaningful, and I've sacrificed everything, if I can humbly share that, you know, not to wear their traditional route to really hold hands with all those parties and stakeholders to make a true difference. And that sounds a little hokey, I guess. But that's really what we want to do. And I think everyone here wants to do that in this room. But I've heard so far. So there's sort of this, like bigger strategic push happening of like, well, how do we elevate all of our opportunity to really make a difference so that it's not so compliance oriented or transactional, like an approach can can be more meaningful? So that's too heavy?

Luis Malbas  
Oh, no, that's not heavy on Cindy, just like, coincidentally, I mean, right. Tackle being transactional, versus being purposeful?

Cindy Nagel  
Absolutely, this is total coincidence, it's just been on my mind that in business, sometimes we tend to be too much about the transaction, about the metric about the result about the objective that the org transfer, whatever, you know, and, and purpose needs to be at the center, so that we can see culture change. So and there's this, this, you know, we're at this weird space, right, where we have this ageing workforce that has been transactional and performance based, and their value has been rated on those things. But we have this new generation of workers that are coming in. And they are very purpose mindset. And they have to be very connected. And it has to mean something. And they expect that of our organizations. And so although some of our organizations may be saying they're doing these things, sometimes it doesn't feel like that, because it feels very transactional. So yeah, so it's kind of I'd love what Jeremy is saying, because, you know, we have a bit of a big hill to climb in helping our leadership who are maybe coming from this transactional based on top sales, I'm best in the business to you know, but is there a purpose behind it, because that if you can change it, and tweak it, so that purpose is built in, will always be the best, right? Theoretically, so. So people will always be doing their best because it means something to them. So it's it's pretty interesting. Interesting time and an interesting shift, I think in in, in in the world, for sure. That's it.

Jeremy Berman  
Can I just have one quick thought to that? Sure. Just to just to pin on the city. Thank you. Yeah. I mean, again, to bring this full circle, I feel like you know, to make a big paradigm shift like that in any and I studied collective impact law, I don't know if y'all have looked into that. And so it's around getting different organizations together to create a change, a system change. And there's like a backbone organization, it's, this is a really nifty concept. Anyway, so I sort of use it euphemistically, but in that regard, it's essentially what you're saying to, I feel like it, you have here like a movement happening sort of loose with a bunch of people that are like minded, that are really caring and want to make a difference. I feel like to arm people with the what's possible, and to so that they can highlight in their very, each our own little spots, you know, we're big spots. What's possible, that starts to create some movement, right? Because I think trying to say, oh, decision makers, you just got to change. It's really challenging. So I think it really starts with a grassroots level approach, grassroots level approach of arming folks with the right monitoring tools and innovation and new practices and things of that nature learning models that can really fundamentally start to shape shift, and that if that's across all these little nodes are beacons of light, you know, it kind of collective impact can happen. So, just wanted to share that last month. No,

Luis Malbas  
I love it. Um, Rebecca, since you're a freelancer, I love hearing kind of your your take on some of this stuff. That whole idea of what was a transactional? Versus what did Cindy say here?

Cindy Nagel  
Being like Bobby's, like Bobby's comment on versus transformational, right. Similar, right. So we were in this this change, right? So most organizations are adopting Dei, for example, of course, that's been a positive thing to like, bring that in, you know, but But you know, if we're not looking at the data, so as talent development managers, we need to look at the data behind the training and the action and the change. And you know, what, we're talking about Dei, but how is it impacting? How is it more than just talk? How are we making transformational change, and using some of the tools that are available today to help us see the blind spots, so that we can you know, raise the red flag and make sure We are being fair and inclusive and and, you know, living that purpose of being more equitable. Oh, go ahead. I'm sorry, no, go ahead. I

Luis Malbas  
was gonna I was just gonna follow up with you, Rebecca, just even your relationship with your clients and how this might apply to that.

Rebecca Prejean  
When I think about purposeful, and I even think about DNI initiatives or whatnot, obviously, I'm a woman of color, those are great things. But what I'm noticing is, it really does have to be purposeful, and figuring out why are we even doing it? Because what is really happening around is that a lot of dei programs are getting cut, people are getting laid off, they're getting heavily hit. And so it all goes back to what was our purpose for doing this in the first place? Was it really just to kind of just go with trends? Or was it to really make an impactful change in our organization and actually take a whole different take on things. And what you're seeing is that purpose, just, I mean, for a lot of people, it's just not there. So it's really about in my mind, when we talk about wanting to change organizations wanting to change cultures, things like that. In some ways, it's almost like managing up. Because some of these people have no idea kind of make the changes in a real way. They don't have any real context. In some ways, if we're all just being honest today and transparent, just because of their previous experiences. And so I say it a lot. Even as designers, you know, with our leadership and talking about accessibility and things, sometimes we have to show people like, this is worth it. This is the business case, this is the buy in. Because as much as we say it, as much as I might say, to a client over and over again, this needs to be accessible, you should be wanting all your learners to learn these things they are made, they may not hear me, simply because they're like, I don't get the business case here. Like I'm not hearing it. And so sometimes you do have to figure out how can I actually show you that this is the way to go? How can I actually produce, you know, results that will show you that and I know, technically we shouldn't have to, but I'm very much a realist, as I'm sure a couple of you know, sometimes it's the reality of it. People think very differently. People come from different backgrounds. And there are some leaders that we will have to show, this is a good thing for you, as opposed to trying to tell them through empathy and emotion. Because they're just not those humans. Not necessarily bad people, but that's just not how their thought process runs. And so in my freelance world, I'd find myself doing that a lot. Like, fine, I'm just gonna make this accessible. And then we're gonna talk in like, three months after I get your metrics and stuff. And we're gonna see growth, and then I can tell you what we're seeing the growth because of this. So how about we continue to do this trend? Yeah, sounds good. Yeah, right. Kind of thing. So I love all this is so great.

Luis Malbas  
It's great. Rebecca, I do want to hear from Abby though Abby, kind of newer to l&d. Do you have any, any feedback on this on this conversation? Things that you might have seen as you're coming in?

Speaker 1  
Ah, you know, I don't know, I've seen I've seen I'm relatively newer in the corporate space, because most of my experience has been in the education world. But I think a lot of what it is, is I think, Rebecca is absolutely right, unless you can see it from dollar signs, I don't think that you can bring I mean, that's the sad reality of it, unless you're going to show me bottom line that my profit is going to increase. That's essentially your hook. So finding a way to show them through data, hey, look, when we include everyone, you actually do increase your your profits, whether it's more people that can use your product, you know, you're also capitalizing on your employees, because everybody brings something different to the table. And all of our neuro, there's a lot of people out there that are neurodivergent in some way, and they have incredible skills. And when people are allowed to showcase that, and we can all work together, not only do you make it for a better working team, but you also make your product accessible because you're listening to everyone's perspective. So I think as long as you approach it from the money angle, that's what's gonna get people on board because as much as you want to speak empathy, and it's the right thing to do. That's really not corporate speak with corporate, it's all about the dollar sign. Sadly, it's just, it's the way that it's what is that phrase? It's not personal, it's business. So, yeah, that's, that's my take. No, I appreciate that. In the education world. We all come with big hearts, and we all care and it's a little harder to make people care in the corporate space. Yeah,

Luis Malbas  
yeah. And admittedly, like when I was building all of this, I feel like it was all sort of very, very transactional the way that I I was I was considering it. So I do appreciate having this conversation and there's probably going to be a little bit well, there's going to be a shift. So next slide, let me go through this key challenges facing instructional designers that the conference should address balancing theory and practical application engaging remote learners, assessing learning outcomes effectively, might be not such a great question of for me to have asked and put into the poll, but any feedback on that at all? Is that something that's still relevant that we should try to address in this event?

Cindy Nagel  
I think I think it's all tied in, I think that part of instructional design and something that that I see lacking in a lot of programs is well defined or well developed pre and post activities, you know, so we all know the the standard statistics and how much people retain when they're sitting in a workshop, blah, blah, blah. But that we also know that, you know, unless you have a chance to practice a new skill, it's it's hard to change that behavior. So I'm sure Jeremy has something to add on that changing behavior piece, you know, which is really the heart of ID right. So we want to, to people to experience a training module, a training course, a training class, and do something different after that. You're hoping right, so. So yeah, I think that that theory, practical application are definitely resonate, engaging those learners remote, because the time COVID changed us, you know, permanent for some organizations, for mine, personally, it permanently changed where 80% hybrid now, you know, and although we do have some organizations going back full time, it's there's still a lot of us like, like my organization where it's, it's still a shift, we're still primarily remote. So learning is different. You don't have an eight hour four hour, you know, even a two hour workshop anymore, because it's difficult to handle. Yeah. And the assessment part is key for sure. Oh,

Jeremy Berman  
loses cool. Just quickly chat in Sydney, kind of tag me a little bit there. Brother behavior change? Yeah, I mean, I couldn't agree more. I was just reading an article, the co founder, and I just died years ago had these initial pillars of what we wanted to create as a foundation. And it was connection, practice and reflection. And we've created a learning model from that. And it was like two years ago, I had a bit of a marketing background, but I realized that CPR. So I was like, as my head explode, I was like, Oh, my God. And you know, we started creating interesting content, CPR for your unit training and coaching, to actually have those elements. And each of those are so powerful, as you said, you do the research. And each of those things are so key, that human connection, the ability to truly practice and reflect so that those 10% numbers of flooding that sticks within 1090 days, goes up to 50 80%. And it's got to be honored to over time and have the pre post assessments like you talked about. So those are such cool areas to discuss, Louis. I mean, I yeah, I find all that very fascinating. And it's, it's, um, it's important stuff,

Luis Malbas  
for sure. I love it. Love it. There's some great comments. Let's see, Deborah is saying, I see a lot of opportunity in the practical application of learning theories, especially in new ideas who come from another background. And follows up with best practices for how adults learn is often lacking. Let's see, Abby, what do you have here very bias with the educator background, but it's really important to know how to break down the information in meaningful ways and make it accessible to all learners. Yeah. Referencing UDL, and Kim follows up with over 60% of the workers in the US cannot work remotely. TD needs to work for people whose jobs are not like ours, not office space. Yeah. Thanks for that, Kim. All right, let's see, what do I have here? This might be the last slide. Should advanced strategies be explored in depth during the conference? Do these topics have relevance to you? So this was a group of topics that I threw in there. Just, you know, because I know a lot of the content that TLD C puts out generally, you know, I go for like, maybe beginner to intermediate stuff. But this one this group, I wanted to see if there were anything that was like advanced would be interesting. So the top three were designing scalable learning models for large organizations, implementing advanced analytics for learner assessment, and developing comprehensive blended learning programs. And I do have some speakers in mind that that taught these things but I wanted to see what do you think generally for an event like this if if this is On Point or no.

Bobbi Losee Vernon  
I feel like the advanced analytics for learner assessment pairs nicely with the previous slide where we were talking about learner assessment. And I think it then dovetails nicely with what Jeremy and Sydney have been talking about in terms of this behavior change and things like that. And are we assessing for

Jeremy Berman  
the bigger picture? Right?

Luis Malbas  
of it? Excellent. So see, and that the here's the last slide. So as an l&d professional, what leadership and management topics are most relevant to you? So the top three were strategic planning in learning and development, navigating organizational politics and learning projects, and leading change and educational technology adoption? I thought that those were, I mean, yeah. All right. Cool. So there were a bunch of speakers that were recommended in the in the survey, and I definitely, you know, I've already connected with most of them on, on on LinkedIn, so I can reach out. But then I also, as you know, it's a priority of mine. Since we are community, I love having the folks that are participating in building out the event, just, you know, having an opportunity to speak and want to be a part of sharing their knowledge with everybody. So let's I did get a couple responses that said that they would like to speak. But since the survey was anonymous, I don't know who exactly those folks were. But I know Rebecca, you want it in? Yeah. And we are we have Jeremy and Bobby I'm not sure did does that. So is this something you'd want to participate in? I wasn't quite sure whether or not you?

Bobbi Losee Vernon  
Yeah, I mean, I'm happy to talk about the skills side of things in the building of digital credentials and what that looks like. And that ties into the learner assessment piece.

Luis Malbas  
Okay. And anybody else like please just sort of DM me, but I am just going to add people to my little spreadsheet that I build for speakers. Now we have a ton. I'm not sure. I don't want to do like a, you know, a full week event like I've done with some of the other ones. This is probably just going to be a two day thing with maybe eight sessions, if that's okay with everybody. I hope it's okay, because it's all I can handle nowadays that you're talking about. Yeah, that's the other thing is we got to figure out what the schedule is gonna look like I am behind that d&d event between DevLearn and the d&d event. That took a ton out of me, I am still recovering from my cold that I caught in, in Las Vegas, like a month ago, so. So I still got to work that out. But um, yeah, it's probably going to be sometime like within the first week or two of December, Jeremy. Hopefully you'll be around.

Jeremy Berman  
Yeah, so yeah, I asked my families, we're going on vacation with the girls. From the ninth to the 15th. So okay, we'll

figure it out.

I hope that you know, I

Luis Malbas  
can, yeah, no, definitely. I want I want to make sure anytime

Jeremy Berman  
before after that. And golden. I'll make I'll make it. I'll clear my calendar for y'all. So okay, yeah, okay. Yeah, no, and even if I had to do it from vacation, I could conceivably do that. Because I really want to be followed by some cute girls. Absolutely. Yeah.

Luis Malbas  
And, and Jeremy, if it's okay, I'm gonna send you a link to our Slack group. We have a private channel. And so maybe you can get a peek into some of the conversations that we're having here. And we'll continue to do this. I am going to list out in that slack channel, some of the folks that were recommended as speakers and we'll we can go through and decide that and then, yeah, right after this, I'll just pull up my calendar and look at dates. And I am behind one event this year, because I want to do one every month, but I'm behind because, you know, got busy, but I'm still working on that transitioning to l&d one, but as you folks might know, in Slack, I'm kind of rethinking how to approach that one. So I'm going to work on that. Okay, so um, that's pretty much it. Everyone I this was was a fantastic conversation. I really appreciate everyone coming in. And you know, like Debra saying, brainstorming and we're gonna pull off a very, very cool event on this one to wrap up the year so So thanks, everyone. I really appreciate your time. And I promise next time, I'll figure out how to get these windows. Haven't had the guests ever. I

Jeremy Berman  
was like I'm gonna make that thing even smaller.

Luis Malbas  
We'll get that working out. All right, everyone. I'm gonna go ahead and close it out.

Jeremy Berman  
Here. Thanks. Have a great weekend. Thanks,

Luis Malbas  
Jeremy. Cheers.

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