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Bob Frye

AN ITV SCRIPTWRITERS CHECKLIST

A Message From a Computer People Programs and Pac Man

Pulver offers a fresh take on age-old workplace challenges—focus on fixing problems like employee engagement and satisfaction levels, turnover, and productivity.

From Problems to Possibilities via Perspective

The last few years have seen a paradigm shift in how we work: first with the rise of remote work, and now with the rapid integration of AI. The next three years will bring more change than the last 30. These changes are even harder to grapple with for high-stakes industries, where compliance is mission-critical.
Join us as we explore how L&D leaders in regulated sectors are navigating the challenges and opportunities presented by remote work and AI.
Our expert panel will discuss three key themes shaping the future of L&D in high-stakes industries:

The Gen Z Learner: High-stakes industries are one of the largest employers of fresh college graduates. The graduating class of 2025 will be the first class where remote learning and AI are central to their academic learning journey. We will discuss how this new reality influences L&D planning at the highest levels of organizations.
Is Personalized Learning Finally Here? Remote work and AI have opened doors for more tailored learning experiences across all learning cohorts, from new graduates to senior executives. We will discuss what types of L&D investments are appropriate to make in-person versus remotely, and where organizations have found early success incorporating AI.
Ensuring Compliance in the Age of Remote Work and AI: In highly regulated industries, compliance is non-negotiable. Our panel will explore the frameworks and specific strategies organizations employ to ensure compliance when delivering L&D remotely and with AI tools. 

Primary Capability Covered: Future Readiness
Participation in this event, either live or recorded, can be reported for one (1) professional development point toward initial certification or recertification requirements for the APTD or CPTD credential.
 

The Future of L&D: Navigating AI, Personalized Learning, and the Gen Z Learner

To create a valuable and connected learning experience, it’s important to consider the range of learning styles and roles people play in an organization throughout the learning life cycle. Identifying different types of learning moments, learners, and learning facilitators enables us to take full advantage of our assets and own the learning process.Moments of Learning NeedWe should frequently consider the resources we make available to employees during a learning experience, but the process shouldn’t end there. We need to consider the moment of need learners are encountering.The concept of “moments of learning need,” developed by Conrad Gottfredson and Bob Mosher, is a powerful learning-centric perspective that focuses on when and under what conditions a performer needs to learn something to drive a desired outcome.The moments of learning need are:Learning for the first timeLearning moreApplying and refiningAdjusting to changeReacting to failureEach of these moments has different requirements. When someone learns a concept for the first time, they build a new foundation that they can apply to get better at a pursuit. In this context, learners need the most structure and scaffolding.If adjusting to change or reacting to failure, however, they will need more performance support in real time. If they’re trying to fix or address an issue, they don’t need the same level of history and context as when learning about that subject for the first time; they just need insight on how to fix or change current performance to achieve a desired outcome.There are two emerging moments of need outside of Gottfredson and Mosher’s work that are crucial to consider.The emerging moments of learning need are:InnovatingGrowing for the next roleThese moments of need are about driving toward something new, taking original approaches, gaining insight, and expanding.As we consider these moments, we should also think about how we organize resources for different learning situations. Transposing our concept of a learner onto one of several distinct types of learning roles is useful when supporting someone throughout an entire learning experience.Expanded Learner RolesWe no longer subscribe to the traditional mindset of simply providing content that a learner consumes and then regurgitates. When we move beyond the first two learning moments—learning for the first time and learning more—to adjusting, refining, reacting, innovating, and growing, it’s critical to understand the expanded learner roles at play during different moments of learning. For instance, at different points individuals may take on these expanded learner roles:ConsumerModeratorCuratorContributorCreatorCollaboratorWhen we treat people like active participants, we expand beyond the mindset of a consumer learning experience, and instead incorporate the roles of moderator, curator, contributor, and so on.We can use an understanding of expanded learner roles and their attendant needs to apply, refine, and amplify the learning experience in innovative ways. When we identify and nurture learning moments of need and learner roles, we witness organic response to change and conflict resolution.Connected Organizational Learning RolesAnother equally important, yet often overlooked, component of a connected learning organization rests in how an organization facilitates learning and provides support throughout the learning life cycle.We can think about the following list of organizational learning roles through the lens of Robert Cross’s work on organizational network analysis, a way of thinking about how organizations become productive.We have four primary organizational learning roles:Learning connectors: People inside a business who have access to resourcesLearning bridges: Individuals who make connections across an organization or team by bringing in insights and different perspectivesCoaches and mentors: Topic specialists with an area of expertise who can help facilitate and accelerate specific projectsInformation brokers: People with access to information in a very fluid state who enable us to learn and ultimately performAll of these roles are critical for a transforming organization. It’s important that we uncover who performs these roles, identify how to nurture them, and make sure we retain them.Once we identify how the broader organizational learning ecosystem operates and contributes resources and information, learning itself will flourish without much formal intervention. This approach allows us to pull full value from our communities and make real strides toward success.

New Roles for the Connected Learning Experience

Do you yearn for a book to disambiguate words and phrases commonly used in business settings, your workplace, and in life in general? Do you wish the kimono would open on idioms and clichés that stretch the bandwidth of understanding and make you wonder if your career is scalable? What are you really saying when you go against the grain and are aboveboard? What do you hear when your colleague wants face time or to move the needle? The BS Dictionary: Uncovering the Origins and True Meanings of Business Speak provides the real-world definitions to about 300 of the world's most commonly-used business terms and gives you the origin story (who coined the term? when did it start to be used figuratively in the business world?) for each one. Get the language clarity you need and have fun learning the full etymology of favorite phrases. Read humorous commentary about how phrases might be misused or misunderstood. If you are interested in language, business speak, writing, and trivia knowledge, this book is for you! Get The BS Dictionary and impress your friends with your newfound wealth of phrases and their history. About the Authors: Bob Wiltfong is a former correspondent on The Daily Show with Jon Stewart and Emmy award winning journalist. His love for BS was fostered through 20+ years of working as a consultant in presentation skills for several Fortune 500 companies including T-Mobile, General Electric and Charles Schwab. He often confirms trending BS terms with his CMO wife and is reminded that he has a lot more to learn from his three kids. Tim Ito is a former reporter at US News & World Report as well as Senior Editor at The Washington Post. His passion for BS grew as an adjunct professor of content and marketing at Georgetown University as well as serving as VP of content and marketing at the Association for Talent Development (ATD). Tim keeps up to date on the latest BS in his current role as VP of Marketing at the Washington Speakers Bureau. His wife and two kids can vouch for the fact that he is full of BS. Check Us Out: The Site: https://www.thebsdictionary.com/ The Book: https://www.td.org/product/book--the-bs-dictionary/112010.

The BS Dictionary: The Man on the Street

Follow the example of Disney and explore new ideas and projects by letting your imagination flow freely,

What Can We Learn From Disney’s Way of Thinking?

Robert Jerus is the author of Mind Matters: Applying Emotional Intelligence for Personal and Professional Success and the founder of Success Dynamics International, the provider of the EIQ-2™ emotional intelligence learning and performance development systems and emotional intelligence certification. He is a frequent speaker at public and private engagements. Bob has taught business, psychology, and adult development at various universities. He has worked as a counselor in marriage and family therapy. As a consultant, coach and trainer, he has worked with Fortune 500 Organizations and aspiring entrepreneurs.

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