Preparing for Training Delivery

In a world where most leaders focus on individual performance, collective psychological context determines what's truly possible. According to Deloitte's 2024 study, organizations with psychologically safe environments see 41% higher innovation and 38% better talent retention. Here are three ways you can leverage psychological safety for extraordinary team results: 👉 Create "failure celebration" rituals. Publicly acknowledging mistakes transforms the risk psychology of your entire team. Design structured processes that recognize learning from setbacks as a core organizational strength. 👉 Implement "idea equality" protocols. Separate concept evaluation from originator status to unleash true perspective diversity. Create discussion frameworks where every voice has equal weight, regardless of hierarchical position. 👉 Practice "curiosity responses”. Replace judgment with genuine inquiry when challenges arise. Build neural safety by responding with questions that explore understanding before concluding. Neuroscience confirms this approach works: psychologically safe environments trigger oxytocin release, enhancing trust, creativity, and collaborative problem-solving at a neurological level. Your team's exceptional performance isn't built on individual brilliance—it emerges from an environment where collective intelligence naturally flourishes. Coaching can help; let's chat. Follow Joshua Miller #workplace #performance #coachingtips

This morning I joined in on a wonderful discussion led by Accenture learning gurus Dana Alan Koch and Bob Gerard called the Science of Biology and Learning. I learned so much from my fellow "learning geeks" Alexandria Pabst, PhD, Paul Zak, and Tessa Forshaw. Of course I wanted to talk about the intersections between well-being and learning, as both play an instrumental role in human capital management, talent retention, innovation, growth and productivity...essentially all aspects of business performance. Sharing something I shared with the group, based on research we collected as a team at Accenture that we dubbed "learning accelerators": Stress influences learning in powerful ways. *Negative* stress negatively impacts our: 🛑 Memory  🛑 Knowledge retention  🛑 Self-efficacy (belief in our ability to accomplish a task) 🛑 External locus of control (feeling in control of our circumstances and ability/potential to learn) 🛑 Openness and willingness to learn and adapt in the moment of need  🛑 Negative stress also plays a large role in increased extraneous load (Jarret, 2011). But here's the thing: stress in and of itself isn't the issue. In fact, based on the research, a little stress enhances learning (even acute stress!). On a macro level, external workplace stressors employees face can inhibit learning and growth, so it's important to consider this BEFORE designing or implementing a training. For example: if you're asking a group to take time out of their busy work days to learn something new, consider how to mitigate potential stressors that could be barriers to learning. Consider things like: ⚡ Spaced learning where there are plenty of breaks. Spaced learning is actually great for learning anyway - but it offers a chance for learners to get some recovery between learning moments. ⚡ Don't schedule the learning outside of regular work hours, forcing them to make accommodations for childcare, commutes, losing precious family time or workout time, etc. ⚡ Consider neurodiverse learner needs as best as possible: factor for group work, accessibility needs, social needs, etc. ⚡ Provide enough time for catch up after the learning. Can certain calls, meetings, regular tasks etc. be deleted or delegated away so they can bring their best focus to the learning? If not, can you offer space in the training (or before or after) for catch up so they're not backlogged? The optimal amount of stress for learning and performance is learner specific, task specific, and situation specific (Bong, 2016). A little positive stress can enhance learning (challenges, exercises, competition, quizzes, etc.), but there's a tipping point where stress can negatively impact learning. Know your audience and how stress plays a role in learning to best to elevate their performance and learning potential.

Im facilitating a “Building Trust” Workshop for an Executive Team this week. Here’s how I prepare: 📌I am using my proprietary framework, but customizing for the company Leadership development material is either too custom or too generic. This hybrid model provides a foundation that clients can trust with the nuance needed for their specific situation. (And as the company delivering, it allows you to NOT reinvent the wheel + scale) 📌Provide prep work Giving a little bit of work for the team to do prior to the workshop provides more context and gets every participant excited/thinking about the topic at hand. 📌Include activities that keep all learning styles engaged I include exercises that help: - auditory learners - visual learners - kinesthetic learners - strengthen team bonds - make it fun and not like a boring lecture 📌Create lots of space for discussion. The best workshops are those where you can - you guessed it - WORKSHOP through real examples. 📌Have deliverables and practical next steps Too many L&D providers give open ended/one-way content. Instead, we want every team member to come away with one practical thing they can do tomorrow. 📌 Ask, “What was your biggest takeaway” Not only is this good market research for our company, it’s helpful for participants to reflect on WHY XYZ thing was their biggest takeaway. Which one of these is most interesting? —- P. S. In addition to our outplacement, we provide customizable, actionable leadership development training for teams of all sizes. 😉

Accessibility should be seen as necessary, mandatory, and crucial. Here are 8 tips for Global Accessibility Awareness Day (GAAD). Before I dive into these simple tips, let’s quickly learn about GAAD. The main purpose of GAAD is to get everyone talking, thinking, and learning about digital access and inclusion, and the 1 Billion+ people with disabilities. GAAD is celebrated annually on the third Thursday of May, so this year it's on May 15th (today!). A disabled person should be able to experience the internet, apps, social media, and all digital spaces like anyone else, but unfortunately, many websites and digital spaces are still inaccessible. So here are 8 easy tips for digital accessibility: 1. Color Contrast Accessible content generally has high contrast between the background and text colors, which makes it easier to read. For example, using a black background with white text will be accessible for most people. There are exceptions to this guidance as those with colorblindness and conditions like Irlen Syndrome may have other needs. 2. Closed Captions When hosting virtual meetings, always provide closed captions. Also, provide captions for content that you produce online. Please provide fully accurate captions instead of relying on automatically-generated ones. 3. Image Descriptions (IDs) Write IDs to help blind and low vision people learn what an image looks like. This is especially important when an image conveys information, such as an event flyer. You can add IDs within a post or in the comments. 4. Audio Description (AD) Audio description is helpful for those with vision disabilities. AD describes visual content in enough detail so that people don't miss out on information. Include AD in videos and verbally describe images in presentations. 5. Transcripts Transcripts are wonderful for business because they allow you to improve your SEO rankings since your audio or video content has been turned into words. Transcripts also help make content accessible for the D/deaf and hard of hearing, those with other disabilities, and more. 6. Label Buttons Unlabeled buttons on apps and websites create access issues. This is very important for screen reader users. Each user needs to be able to easily determine what a button does and also find the buttons. 7. Pascal Case Hashtags Capitalize each word within a hashtag to ensure a screen reader can understand it. Example: #DisabilityAwareness 8. Include Diverse Images Many times, disabled people don't see themselves represented in the world. This is especially true for disabled people of color. Use diverse images in media representation, advertisements, images on social media, and more. Did you know about Global Accessibility Awareness Day? Will you use these tips? cc: GAAD (Global Accessibility Awareness Day) Foundation PS: For more accessibility tips, check out my free accessibility ebook (linked at the top of my profile)! #Accessibility #GAAD

I have a confession to make 😬 When I first started my #training and #facilitation journey over a decade ago, I used to have all the chairs organized nicely in a circle, would welcome people warmly as they arrived into the room, but then we would mostly wait in silence until all the participants walked in to kick off the engagement. CRINGE WORTHY I KNOW! 🤯 😅 At least it shows me how far I've come in my own training career! 😊 This week is all about the 2nd stage of the 5E #ExperienceDesign model: ENTRY! 👉 The exact moment your audience arrives at your online or in-person session, you set the tone for how the event will run. 🤩 I've now (thankfully) learned how important it is to lead #unofficialstart activities and connect from the very moment the audience arrives to foster engagement throughout! This serves multiple purposes: 💡 it engages everyone early on to foster interaction later on, 💡 it creates a welcoming atmosphere and builds #psychologicalsafety (not fear about what will happen in the dreaded silence!) 💡 it creates curiosity and intrigue 💡 it invites your participants to be present and ready to interact (instead of checking email or their phones until the official start). 💡 it rewards those who arrive early / on time instead of rewarding those who arrive late. I'll be sharing more examples of what this can look like this week, however, for today's #TrainerToolTuesday I had to spotlight Chad Littlefield's incredible packet of resources that do exactly this! 👀 Check out: 🤝If you're in-person: the new We and Me Connect Sticker Name Tags https://lnkd.in/dex4sJjt (with a fun video shared here on 5 creative ways to use them!) 💻 If you're online: We and Me Start Art to begin with music and collaborative drawing: https://lnkd.in/d9wdcxP3 What are YOUR favorite ways to spark connection and engagement at the entry of your experience? Let me know in the comments below 👇 #ExperienceLearningwithRomy

📈 Unlocking the True Impact of L&D: Beyond Engagement Metrics 🚀 I am honored to once again be asked by the LinkedIn Talent Blog to weigh in on this important question. To truly measure the impact of learning and development (L&D), we need to go beyond traditional engagement metrics and look at tangible business outcomes. 🌟 Internal Mobility: Track how many employees advance to new roles or get promoted after participating in L&D programs. This shows that our initiatives are effectively preparing talent for future leadership. 📚 Upskilling in Action: Evaluate performance reviews, project outcomes, and the speed at which employees integrate their new knowledge into their work. Practical application is a strong indicator of training’s effectiveness. 🔄 Retention Rates: Compare retention between employees who engage in L&D and those who don’t. A higher retention rate among L&D participants suggests our programs are enhancing job satisfaction and loyalty. 💼 Business Performance: Link L&D to specific business performance indicators like sales growth, customer satisfaction, and innovation rates. Demonstrating a connection between employee development and these outcomes shows the direct value L&D brings to the organization. By focusing on these metrics, we can provide a comprehensive view of how L&D drives business success beyond just engagement. 🌟 🔗 Link to the blog along with insights from other incredible L&D thought leaders (list of thought leaders below): https://lnkd.in/efne_USa What other innovative ways have you found effective in measuring the impact of L&D in your organization? Share your thoughts below! 👇 Laura Hilgers Naphtali Bryant, M.A. Lori Niles-Hofmann Terri Horton, EdD, MBA, MA, SHRM-CP, PHR Christopher Lind

Psychological safety is crucial for manager development programs. Here's how learning designers can create safer spaces for learning. It's hard for leaders to admit not knowing something. However, this vulnerability is essential to up-skilling and learning. That's where psychological safety comes in. Psychological safety is the belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. Here's how to design manager development programs that prioritize psychological safety: ⚽️ Normalize Practice. There's a common misconception that you're born a great manager. But this is a skill! That means practicing hard conversations, strategy plans, and more. Learning leaders can normalize practice by... ↳ Designing role play environments around real-life manager situations ↳ Encouraging HRBPs to drive practice, not just answers ↳ Teaching managers which situations require preparation and practice 👋 Design Peer Spaces. Management isn't a solo sport and every manager goes through the same situations without realizing it. Peer-to-peer environments can help. Learning leaders can lean on peer-to-peer spaces by... ↳ Designing manager support groups and discussion spaces ↳ Setting clear rules around confidentiality and not recording sessions ↳ Encouraging not knowing and asking for help ⭐️ Model Vulnerability. Managers can feel the pressure to know everything and often rush to answer questions or situations. This is where mistakes happen. Learning leaders can model vulnerability by... ↳ Defining great leadership as an always-learning state ↳ Celebrating good questions, pausing to get back, and asking for help ↳ Showing various avenues where managers can ask questions 🙌 Admit Mistakes. Managers can also feel the pressure to be perfect given the high stakes. But no one's perfect! Learning leaders can celebrate mistakes by... ↳ Thanking managers when they bring up mistakes or errors ↳ Teaching managers how to own up to mistakes and find solutions w/ teams ↳ Showing how humility and apologies can build trust and rapport 🌱 Drive Mentorship. Your experienced leaders are your best resource for manager development. Learning leaders can lean on mentorship by... ↳ Creating mentorship programs and matching for newer managers ↳ Teaching mentors how to run sessions and build safety in their 1:1s ↳ Teaching managers what kinds of questions they can bring to mentors 🌱 Build HRBP Trust. Your HRBPs are there for a reason, but it only works with trust! Learning leaders can build HRBP trust by... ↳ Teaching managers what kinds of questions HRBPs can help with ↳ Building deeper touch points between HRBPs and their populations ↳ Celebrating when managers ask for help How do you build safe spaces for learning? Let us know in the comments! #learninganddevelopment #leadership #management #hr #peopleops

Sitting through another online event, nodding along, but not really feeling engaged? I just experienced this feeling last week in an online webinar. There has been trouble with tech, which consumed a lot of time, there was little interaction with the participants, and the wasn’t quite built for everyone in the room. I left feeling disappointed and unmotivated. I've been moderating events, facilitating workshops, and giving trainings now for over 20 years. In this time, I’ve learned that truly engaging and great events are rare. The good part: it is a skill that people can learn. Three takeaways that I share with folks who are just starting out or for those with more experience who could also need a check-in from time to time are the following: Preparation is key. Always keep the audience in mind. And, offer various ways to learn. Preparation: With the goal and purpose in mind you should design the event. From opening with welcoming, sharing the agenda and rules of engagement to delivering the content to closing with a summary and feedback. Do several dry runs, meaning that you go through your whole program without audience or maybe with colleagues who can give constructive feedback. Also consider which tech will be used and test it before using it. Audience: The event is not for you; it’s for the audience. What do you know about the people who are attending? Do the participants know each other? Which questions could you ask to learn about their expectations, needs, and knowledge? You can do that, i.e,. through polls, surveys, or discussions. Be flexible and don’t be scared to adjust the agenda if needed, and communicate why you are doing what you are doing. There have been so many times that I was a participant and I couldn’t follow the instructions, or I didn’t understand what was asked of me. Learning: People learn differently. By offering various ways to learn, engage, and participate, everyone in the room has a chance to achieve the set objectives. It might be useful to make learning and reflection materials accessible prior to, during, and after the event. Some people prefer working alone while others prefer working in groups. Some need to hear, others need to read content. Don't just think about what you like, but educate yourself about what people with different ways of thinking need. And let me be clear. You'll never please everyone in the room. That’s okay. But by following the above-mentioned tips, you can get pretty close. And remember, there is help out there - hello Ellen and team 👋🏾 What is important to you in virtual spaces? What have been good or bad experiences? Do you need help in creating more engaging and inclusive events? Send me a DM. #Facilitation #Workshops #Training #Virtual #SaferSpaces ALT- Text in the comments.

De-escalation strategies are vital in creating a safe, supportive, and productive learning environment where students feel valued and understood. When educators proactively use techniques like active listening, validating emotions, and offering choices, they help diffuse tension and prevent conflicts from escalating into disruptive or harmful situations. These approaches not only foster trust but also empower students to develop emotional regulation skills, which are essential for their long-term success. By implementing de-escalation strategies, teachers can shift interactions from reactive discipline to meaningful guidance, reinforcing a culture of respect and collaboration. For example, using a calm tone, maintaining non-threatening body language, and providing structured support can help students navigate challenges without feeling overwhelmed. When students experience patience and empathy from educators, they are more likely to engage positively, take ownership of their actions, and build resilience. Ultimately, de-escalation is not just about managing behavior it’s about cultivating an environment where every learner feels safe, heard, and capable of growth. When educators embrace these strategies, they transform classrooms into spaces of empowerment, fostering emotional intelligence and strengthening relationships that support lifelong learning.