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Sam Reese is CEO of Miller Heiman and has led the company to its position as the foremost thought leader and innovator in the strategy, process, and skills that drive sales performance.

Sam Reese

Sales Management Isn’t Second Nature

June 2012 - TD Magazine

Turn Sales Leadership Strategies Into Training Actions

Sam Need is a Research Manager on Root’s Insights team. He has 4 years of experience on the team and has partnered with clients in a variety of industries (construction, retail, hospitality, healthcare, telecom, airline, financial services). He holds an MA from the University of Chicago in social science methodology, focusing in Anthropology, and he is an expert ethnographer.

Sam Neet

Learning methodologies are cheat sheets. The ADDIE methodology (analyze, design, development, implement, evaluate) was developed by Florida State University for the U.S. Army as a repeatable and standard set of tasks to create training. At the time of its creation, similar methodologies emerged in other areas. For example Tom DeMarco, Ed Yourdon, and Larry Constantine were developing SSADM (structured systems analysis and design methodology) for data processing's growing complexity. In all cases, methodologies allow teams to follow a repeatable series of steps, adjusted for the context of their project, to drive speed and quality. These methodologies were called Top Down and later Waterfall, and that's where the problems began to emerge. David Parnas (U.S. Naval research), in “A Rational Design Process: How and Why to Fake It,” writes: "Many of the \[system's\] details only become known to us as we progress in the \[system's\] implementation. Some of the things that we learn invalidate our design and we must backtrack." Top Down doesn't backtrack easily. It's more start over than backtrack, and no one wanted to do that. Imagine painting a family portrait and then having to add another person to it. The IT industry tried to mitigate Parnas' reality by creating RAD (rapid application development). Requirements were gathered and upfront focus groups with critical stakeholders and iterative prototyping were used to drive design and development. This solved most of the backtrack problem, but many IT teams struggled with prototyping that would never end. They called this death spirals.  SAM (Successive Approximation Model), created by Allen Interactions, has emerged as an alternative to ADDIE, especially when doing e-learning solutions to drive performance improvement. The kickoff focus group is called Savvy Start, and the risk of death spirals has been mitigated through three design and three development iterations. Allen Interactions's philosophy maps the purpose of this methodology toward driving performance. The current iteration of methodology is “Agile.” This approach challenges not only the accountability of roles and ownership of deliverables, but also flies in the face of current multitasking project work. The primary difference in this approach is that smaller chunks are completely finished through locked-down teams in a fixed period of time (sprints). This is not prototyping—the deliverables are complete, useable components. In my opinion, true Agile is difficult to implement in typical corporate organizations and cultures without creating a new and independent organization. The chief energy officer of Torrance Learning, Megan Torrance, has been successful in using Agile approaches to deliver e-learning to their customers through LLAMA (lot like Agile methods approach), their unique approach to agile. So, there you have it: a brief breakdown of the methodology wars. It’s up to you to decide which works best for your design plans. For a deeper dive into the various learning methodologies, join me for the next online workshop, Essentials of Learning Design Methodologies: ADDIE, SAM, Agile, and More.

Methodology Wars: ADDIE vs. SAM vs. AGILE

Dr. Sam Shriver is the executive vice president of research and development at The Center for Leadership Studies (CLS). In that capacity, he serves as a senior thought leader, subject matter expert and author. Sam has over 35 years of direct experience with Situational Leadership®, organizational behavior and leadership development.He holds a B.S. from the U.S. Coast Guard Academy, an M.B.A. from Pepperdine University and earned his Ed.D. in training and development from North Carolina State University. Sam has designed and developed over 200 custom leadership and coaching programs and has been formally recognized by Bersin, Brandon Hall and the Association for Talent Development (ATD), in that regard. He has also authored numerous training and development white papers, journal articles, blogs in addition to the book and audio series, “From Coach to Coach.” He has also co-authored a best-selling service quality improvement program, “Frontline Service.”

Sam Shriver

Sam Caballero is a seasoned talent development professional and pivot coach who is passionate about helping people help themselves. This is accentuated by his purpose of how he can be of service.Co-founder of Pivotn and senior advisor to the Air Force Reserve Command’s Professional Development Center at Robins Air Force Base, he lives out his passion and purpose by providing coaching services from emerging leaders to C-level executives. He designs, develops, and facilitates various inspiring workshops that leave the participants engaged, enthused, and empowered. Additionally, he assists and supports organizations by analyzing their talent development initiatives then provides and implements solutions for how they can enhance overall workplace performance.He has worked with military and civilian audiences, both English and Spanish, about topics in the areas of emotional intelligence, leadership and management development, diversity and inclusion of teams, personal branding, change management, and agile thinking.

His career began as a military training instructor for the US Air Force at Lackland Air Force Base. Since then, he has served in learning and organization development positions for the City of San Antonio, Burger King, Chevron, Heartland National TB Center, and CCC Group. Additionally, he volunteers as the vice president of finance for the Association of Talent Development’s San Antonio Chapter and director of strategy for iEmpower, a Texas-based organization with the purpose of promoting, elevating, and inspiring women.Sam’s education includes an Associate of Science in training methodologies and another in human resources management from the Community College of the Air Force. He has a Bachelor of Arts in urban planning and a minor in economics from Texas State University and a Master of Arts in management from Webster University.He holds a variety of credentials including the Certified Professional in Talent Development from the Association of Talent Development, Associate Certified Coach from the International Coaching Federation, Myer & Briggs Indicator Type (MBTI) Practitioner Certification from the MBTI Foundation, and the Diversity, Equity, and Inclusion in the Workplace Certificate from the University of South Florida.Sam lives with his wife, Yorka, and their two kids, Samuel and Isabella, in San Antonio, Texas. He is an avid reader of self-development books, likes long-distance running, and loves traveling with his family.

Sam Caballero MA, CPTD

Sam Herring is co-founder and CEO of Intrepid Learning and leads the company’s strategic direction. With partners, he started the company in 1999 with a focus on learning research and best practices, and grew the business to become a market leader in learning consulting, outsourcing and technology. Today the company works with leading global companies to help them improve performance, and achieve their most promising business opportunities through innovative learning solutions.Sam is immediate past chairman of the ATD Board of Directors, and is recognized as a “Who’s Who” training industry thought leader by TrainingIndustry.com. Sam regularly speaks and consults with clients on topics such as innovation, business agility, learning trends and best practices, enterprise learning strategy, and more. He is published on BigThink.com, and in Fast Company and TD magazine, and is a frequent keynote speaker at leading industry conferences, seminars, universities, and global corporations.Sam holds a master’s degree from Harvard University, where he studied ethics, religion, and public policy, and a bachelor’s degree in history from Yale University. In 2008, he was recognized as a top business leader through the Puget Sound Business Journal’s “40 Under 40” awards. He is a past director of New Futures, a Seattle area children and family services agency. Sam lives in Seattle with his wife Lynn and children Anneka and Malcolm.

Sam Herring

New research from Ambient Insight takes a closer look at revenue projections for the self-paced e-learning market.

Does a Slowdown in Self-Paced E-Learning Signal Growth for Other Learning Technologies?

New research from Ambient Insight and Skillsoft find that Asia is a thriving market for m-learning innovation.

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