Search results for 'Myra Roldan'

Published on 1 Feb, 2023

Technologist | Amazon Web Services

Myra Roldan is a talented technologist, a TEDx speaker, an author, and an international public speaker. She is widely regarded as an important source of information about new and emerging technologies. She brings in a unique mix of technical, business, and learning experience innovation to the field of adult education and competency development.While she is well-respected for her innovative thinking and superior leadership abilities, Myra champions change within higher education as a digital transformation leader at Amazon Web Services (AWS), organizing around technical skill competencies to expand a global standard and foster diversity and inclusiveness, devising techniques for various types of academic programs at scale globally, and managing projects around the world’s largest educational network, driving success for learners and educators while creating a skilled and dynamic technical talent pipeline.Over the course of her 10 years as a public speaker, Myra has presented talks on curation, augmented and virtual reality, voice, AI, and design. More recently, she has focused on the two relatively new topics, artificial intelligence/machine learning and design thinking. Some of her other abilities include the natural ability to distill concepts into ones that are more easily handled along with making concepts and issues simpler by breaking them down into their individual parts.Myra has a bachelor of science degree in information technology, a master of education, and an MBA. She is deeply invested in advancing and improving the well-being of communities that have traditionally been denied a seat at the table, helping individuals, and raising the expectations of their own potential. She is the mother of three daughters and tries to set a good example for them by living with intention, empathy, and compassion.

Master video design for effective learning by exploring video psychology, storytelling, and scriptwriting. Create engaging, learner-focused training videos that enhance knowledge retention.

Integrate learning technology into your learning solutions using proven application approaches, practical models, templates, and a comprehensive process that considers learner and organizational needs.

Use intentional and thoughtful instructional design practices to design virtual learning events that engage and motivate learners to apply new skills and knowledge on the job.

In this course, you’ll learn to create learner-focused engagement in the virtual (synchronous live online) classroom with ATD-exclusive tools/templates.

You just can’t beat how easy it is at smaller events like Core4 to get to know the other attendees.

By Bianca Woods on 9 Oct, 2024

If you’re a talent development professional, how do you get started providing AI that employees want? In “Unlocking the Power of AI,” Myra Roldan provides a primer on the technology, explains what AI can do for L&D, and offers a

By Patty Gaul on 22 Jan, 2024

Voice-controlled devices have a place in L&D.

By Myra Roldan on 1 Nov, 2019

As we planned out our latest Talent Brief newsletter issue, we focused on what trends were gaining traction in the talent development field. Examining trends is a useful tool for reflection—they help us see what’s working and what’s not. This allows us to better plan for success in the future. But just because a topic is trendy doesn’t mean it’s changing talent development for the better. Some trends may do more harm than good, whether because they are misleading or because they were never actually evidence based.We reached out to experts in the field to weigh in on which trends they would like to see go away this year.Check out their replies below, and sign up for Talent Brief to get more insights like these in your inbox each week:What L&D trend from 2021 do you hope never makes a comeback, and why?“2021 was not ‘The Great Resignation.’ That’s an oversimplification. Opportunity finally caught up with disengagement. People seized the chance to reshape their relationships with work by going remote, changing jobs, or exploring new career paths. To avoid similar disruption in the future, organizations must adapt talent practices and accelerate internal skill development. L&D must shift stakeholder mindsets and make learning an ongoing part of every person’s job if companies hope to maintain capable workforces.”JD Dillon, Chief Learning Architect, Axonify“Personalization, in its current form. Yes, there are measurable results with AI-generated bespoke learning experiences. However, most employees would be surprised to know how much of their data is being collected without their knowledge and who has access to it. I firmly believe we need a GDPR when it comes to the triangulation of HR, performance, and L&D data for informed consent to opt-in to personalization.”Lori Niles-Hoffman, Senior Learning Strategist“In-person training being offered virtually exactly as it was delivered in-person. In 2020, there was a global mass movement to virtual learning. The pandemic forced things to be done quickly and cheaply to get learning up and running. The trend continued in 2021, and emergency virtual training, originally designed as live in-person training, still received no adjustments to ensure engaging and effective learning—resulting in bad learner experiences.”Myra Roldan, Senior Distributor of Knowledge and Good Vibes“I would love to see our industry doing less trend-chasing and more deciding what’s important for a particular learning & performance situation. It’s not “what can I do with mobile? AR? or video? Or microlearning? Or performance support or xAPI?” And more about how do I help this set of people accomplish this particular task in better ways? And I really do think that many of us are doing just fine with that.So much of what we have learned in the last two years now of living with a pandemic is that things change rapidly, we need to be flexible, and learning technology can be an enabler, annoying, and a barrier all at the same time.”Megan Torrance, Chief Energy Officer, Torrance Learning"As a result of protest, social unrest and political issues, organizations quickly reacted by implementing DEIB training courses without having a strategic approach that considered Culture, and other components - values, hiring, processes, etc. For organizations to truly implement meaningful change, they will need to replace reactive, “throw it together” methods with thoughtful, holistic DEIB strategies."Rita Bailey, Founder, Up to SomethingWhat trend would you like to see go away? Let us know in the comments below!

By Alexandria Clapp on 24 Jan, 2022