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| || Subject Matter Expert Profile — Shelby Duckworth, CTDP |
Designing Curricula and Supporting Transfer of Learning
We will be featuring profiles of the great people behind the From Paper to Practice workshops leading up to the first live session, March 7th. Learn more about who worked on this important project and why they wanted to get involved!
Let's Meet Shelby Duckworth, CTDP
What do you do professionally and how does it relate to the From Paper to Practice workshops?
I am the founder and Chief Inspiration Officer (CIO) of AHz Learning Technologies Inc. For the past 25 years we have been offering consulting, facilitation, curricula and learning experience design services to a wide range of organizations throughout North America. We are on a mission to help people and organizations put learning to work. You could say from paper (knowledge) to practice is what we do, and what we help organizations do.
Why did you want to contribute as a SME for this project?
I think the Competencies are great and wanted to share my expertise in helping bring the content to life. I see Designing Curricula and Supporting Transfer of Learning having a very definite connection to one another. If supporting learning after training isn’t part of the curriculum design, then that support likely won’t happen, which is why a lot of training dollars are wasted.
What do you hope people learn from the session you worked on?
That designing for what will happen AFTER the training is the most important step in achieving training results, return on investment and improving performance. That rather than being a training "order taker" they can be a strategic partner in helping the organization achieve its goals.
How do you imagine the participants will be able to apply what they learn in their own workplace?
They should walk away with a number of practical ideas they can use to design curricula with a focus on supporting transfer of learning.
Who do you expect to be taking From Paper to Practice?
I would say that anyone who wants to obtain their designation will benefit from these workshops. Also, I feel these workshops would be a good fit for new managers or anyone new to learning and development.
Even though the Early Bird pricing is over, there are still ways to save if you:
- Are a student
- Attended the I4PL 2018 Conference
- Have a group of 5 or more
Email us for more info
Learning design in partnership with TuesdayAfternoon Media.
| || 2019 Conference Registration|
We are thrilled to announce that the theme for the
I4PL 2019 Conference will be "Future Ready"
The constant pace of change and innovation requires performance and learning professionals to strive even more to ensure their practice is forward-looking and dynamic, incorporates technology and data, and manages change to ensure successful business outcomes.
This year, the I4PL 2019 program will feature five diverse educational tracks:
- Performance Consulting and Instructional Design
- Learning Analytics and Data
- Enabling Performance Through Technology
- Leading a Business Focused L&D Team
- Managing Change for Results
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National webinars are always free for members and $50 +tax for non-members.
These events count towards 1 credit hour each for certification maintenance.
Please note that there are two steps in the registration process. First, you are required to register on IMIS (The I4PL website) and then the second step is to register on the ZOOM platform. The second step will be sent to you 48 hours before the webinar that will then send a confirmation email with the dial-in instructions. For questions, please contact email@example.com.
How we speak and attempt to share information in the world of Change Management is important. The approach and indeed, the terminology itself can create an unconscious divide between us (Change Management people) and the rest of the world. Here is how you can overcome this obstacle.
To view complete event descriptions, please go to the Events Page.
| || Performance and Learning in the News|
Helping learners to upskill and remain a valuable member of the workforce when distractions, information overload and new technologies abound can be challenging for learning professionals today. Here are some tips to help you on your way.
In recent years, innovations in artificial intelligence (AI), machine learning and the Internet of Things have been major drivers in transforming businesses, the way we work and our everyday life. While these transformative technologies revolutionized the job market, the skillset demanded by employers has also experienced a major transformation. Organizations across industries are keen on hiring candidates who possess a varied skillset replete with the latest digital skills and an enthusiasm for continuously upskilling during the course of their employment.
Offering both professional development opportunities and the freedom to pursue passions outside of the office can have a positive impact on the way that employees view their work. If employees feel supported and inspired at work, they will naturally become more productive and satisfied. Employees will feel like they’re getting more than just a paycheck, they will feel valued because the company is investing in their growth. This is especially true for millennials.
When deploying new education technology for adult learners, is there such a thing as an ideal adoption pathway? Some "key actions," such as administrators using research and data on adult ed tech to inform their purchase decisions, can make the difference, according to a new report from the U.S. Department of Education-funded LINCS system.
Most learning and development professionals report feeling pressure from leadership to better quantify the impact of learning in their business, according to new research.
Seven in 10 (70 per cent) L&D professionals said they felt pressure from their organizations to measure the business impact of learning. The researchers said that represented a 38 per cent increase on last year.
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