Engaging Learners Techniques

35 minutes. That’s all it took to build a fully‑interactive, scenario‑based training video during my 45‑minute session at ATD’s AI Intensive. Here’s the play‑by‑play so you can replicate (or improve) the workflow: 𝗧𝗵𝗲 𝗙𝗶𝘃𝗲 𝗦𝘁𝗲𝗽 𝗦𝗽𝗿𝗶𝗻𝘁: 𝗦𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲𝗱 𝗣𝗿𝗼𝗺𝗽𝘁 𝗶𝗻 𝗖𝗵𝗮𝘁𝗚𝗣𝗧 One prompt generated: ▪️A realistic customer‑service scenario (5 scenes) ▪️Two Midjourney image prompts (frustrated customer & empathetic agent) ▪️Matching action lines + voice‑over script for Google Veo‑3 𝗩𝗶𝘀𝘂𝗮𝗹𝘀 𝘄𝗶𝘁𝗵 𝗠𝗶𝗱𝗷𝗼𝘂𝗿𝗻𝗲𝘆 ▪️Ran both image prompts → got studio‑quality stills in <90 s. ▪️Selected finals, no upscales needed. 𝗜𝗺𝗮𝗴𝗲‑𝘁𝗼‑𝗩𝗶𝗱𝗲𝗼 𝗶𝗻 𝗚𝗼𝗼𝗴𝗹𝗲 𝗩𝗲𝗼‑3  ▪️Dropped each image + script → Veo auto‑generated 5 video clips with native voice‑over. ▪️Zero mic time, zero stock footage. 𝗟𝗶𝗴𝗵𝘁𝗻𝗶𝗻𝗴 𝗘𝗱𝗶𝘁 𝗶𝗻 𝗖𝗮𝗺𝘁𝗮𝘀𝗶𝗮 ▪️Trimmed tops/tails → final MP4 in 4 min. ▪️Export preset for 720p, 30 fps—ready for any LMS or social feed. 𝗜𝗻𝘀𝘁𝗮𝗻𝘁 𝗜𝗻𝘁𝗲𝗿𝗮𝗰𝘁𝗶𝘃𝗶𝘁𝘆 𝘄𝗶𝘁𝗵 𝗩𝗶𝗯𝗲 𝗖𝗼𝗱𝗲 ▪️Embedded MP4 in a lightweight HTML5 player. ▪️Injected JavaScript triggers to pop a reflective question at the end of each scene—no authoring tool required. 𝙒𝙝𝙮 𝙏𝙝𝙞𝙨 𝙈𝙖𝙩𝙩𝙚𝙧𝙨 𝙛𝙤𝙧 𝙇&𝘿 ▪️Speed to learning: same‑day turnaround for tailored, story‑driven content. ▪️Cost slash: AI handled voice, visuals, and pacing—no talent fees, no b‑roll licensing. ▪️Engagement: scenario + mid‑scene questions = active learner, not passive viewer. ▪️Scalability: swap the prompt, rerun the pipeline, and you’ve got a new module in minutes. 𝙒𝙝𝙖𝙩 𝙩𝙤 𝙏𝙧𝙮 𝙉𝙚𝙭𝙩 ▪️Branching: feed ChatGPT your quiz logic and let it auto‑write alternate endings. ▪️Localization: swap scripts into Google Veo‑3’s language variants—voices auto‑match. ▪️Data hooks: connect Vibe events to your xAPI/LRS for real‑time performance analytics. Download the prompts below in the comments, and give this workflow a try. Enjoy!

In any workplace, an inverse relationship exists between training and development and the disengagement of your people. It's subtle, however it's there and painfully evident. Investing in our people’s personal development can mitigate disengagement and represents a prime opportunity to enhance individual performance. Here's why: “The space between our practiced values (in reality what we do, think, and feel) and our aspirational values (what we want to do, think, and feel) is the value gap or disengagement divide.” This quote from Brené Brown informs us that many in our workforce don’t value their jobs because they are not being fulfilled, either personally or professionally. They are disengaged. John Maxwell Company Facilitator and Coach, Perry Holley, backed this up on a recent edition of the Maxwell Executive Leadership podcast, "The bottom line from our research indicates that, on any given team, about 70% of the people aren't helping to row the boat". That equates to 7 of every 10 team members being disengaged, either not knowing how to do their job correctly, or not contributing. How do we explain this? Simply stated by Holley, “these are people who aren't being actively developed.” He further shares "as a leader, you can influence the engagement level of people on your team when you invest in developing them each as individuals." When people are involved with development activities, they act on personal experience and aspirations as part of a plan that focuses on their individual development. They are closing their value gap. When we are acting on any activity that improves the organization, we are involved in execution. Execution is what gets us to the results we need. Developing your people helps with everything from improving daily performance and increasing retention, providing them with new skills needed for personal and career growth. Training and development provides people with a worldview much larger than they could acquire on their own. It excites them about their work and the possibilities it holds for their future. Here's another good reason to commit to your people. No one individual believes that they're bad at their job. Think about that statement and you can understand the two main reasons why; 1) no one has ever given them constructive feedback on their performance, or 2) no one has bothered to spend time with them to help them personally develop. Even the smallest investment of time spent learning something new or working with someone experienced has value to a team member. If the boat carrying your team isn't moving as fast and efficiently as it could be check to see who's not rowing, and then ask them how their personal development plan is going. The answer they share might surprise you. #ceos #leadership #peopledevelopment #execution Development can start here, check out https://lnkd.in/gXpc_pyu for more tips and leadership wisdom.

12 tips to better retain what you learn. Use these to improve your memory: Whether you're: ↳Studying for tests ↳Trying to memorize a work presentation ↳Learning a new language ↳Or just wanting to remember someone's name or your grocery list It pays to have a great memory. Often, however, people see their memory as fixed. "I'm so forgetful!" they'll say. Or, "I'm bad with names." But the reality is: You can improve your memory with practice. Use these tactics to strengthen yours. 1) Teach It ↳To remember, you must first understand - and to truly understand, try explaining ↳Ex: Learning physics? Describe Newton's Laws in simple terms - if you can't, you've found a gap 2) Space Repetition ↳Review at increasing intervals, adding more space as you improve ↳Ex: Learning Spanish? Review the new words you learn after 1 day, then 3 days, then a week 3) Create Mnemonics ↳Turn less ordinary or more complex info into shortcuts - odder is often better ↳Ex: Memorize the planets with "My Very Educated Mother Just Served Us Nachos" 4) Make It Ordinary ↳Connecting new ideas with ones you're already familiar with helps retention ↳Ex: Learning supply and demand? Think of Uber's surge pricing - when demand is up, cost goes up 5) Write It Down ↳Writing things down (by hand) boosts our ability to remember them ↳Ex: Forget names easily? Write them down three times after meeting someone 6) Say It Out Loud ↳Speaking information also reinforces recall ↳Ex: Using names again - Say, "Nice to meet you, Sarah!" to remember her name 7) Chunk Information ↳Break long info into smaller, digestible parts that are self-contained ↳Ex: Want to memorize a speech? Divide it into short, distinct sections 8) Use Memory Palace ↳Tie information to images for recall, placing things in familiar locations ↳Ex: Remembering a grocery list? Picture milk at your front door, eggs on the couch, and bread on the TV 9) Engage Senses ↳You know how sounds or smells sometimes trigger long-ago memories? Use it ↳Ex: Learning a language? Read, write, listen, and speak it in one session 10) Use Active Recall ↳Test yourself - or have someone else test you - instead of just re-reading ↳Ex: Studying from a book? Cover key parts and recall them before checking to see if you were right 11) Don't Multitask ↳Our inability to remember is often tied to a lack of real focus ↳Ex: Studying? Put your phone in another room to avoid distractions and let your brain prioritize one task 12) Sleep Well ↳Memory consolidates during sleep, and good rest improves our retention ability ↳Ex: Study briefly before bed to let your brain reinforce it overnight Have you used any of these before? --- ♻️ Repost to help others improve their ability to retain information. And follow me George Stern for more content on growth.

There ya have it... Creativity... To creatively approach safety, consider gamified training, interactive safety quizzes, employee-produced safety videos, or even theater workshops simulating emergency situations to make safety engaging and memorable. Here are some creative ideas for making safety more engaging and effective: 1. Gamify Safety Training: Safety Bingo/Jeopardy: Create interactive games like Safety Bingo or Jeopardy to make learning safety procedures fun and engaging. Points, Badges, and Leaderboards: Incorporate game-like elements like points, badges, and leaderboards to motivate employees and create a competitive environment. Interactive Scenarios: Simulate real-life situations in a risk-free setting to allow employees to apply their knowledge and make decisions. 2. Utilize Visual Communication: Digital Signage: Use attention-grabbing digital signage in high-traffic areas to promote safety messages and share creative approaches. Employee-Produced Videos: Encourage employees to create short videos highlighting safety tips or demonstrating safe practices. Safety Quizzes: Post fun and engaging safety quizzes to test knowledge and reinforce key safety messages. Comic Strips: Create comic strips that explain the risks associated with unsafe behaviors or highlight the importance of specific safety measures. 3. Encourage Creative Problem-Solving: "Creative Compliance": Foster an environment where employees can creatively address safety constraints while upholding safety standards. Hazard Hunts: Organize hazard hunts where employees identify potential hazards and propose solutions. Theater Workshops: Conduct theater workshops to simulate emergency situations and practice emergency response protocols. 4. Focus on Psychological Safety: Create a Culture of Trust: Encourage employees to feel safe to speak up, share ideas, and express concerns without fear of retribution. Embrace Mistakes as Learning Opportunities: View mistakes as opportunities for learning and improvement, rather than as failures. Promote Vulnerability: Encourage team members to share their fears, admit uncertainties, and show vulnerability to foster trust and connection. 5. Make Safety Personal: Share Personal Stories: Encourage employees to share personal stories about how safety measures have protected them or others. Highlight Safety Achievements: Recognize and reward employees who demonstrate strong safety performance. Use Humor: Incorporate humor into safety training and communication to make it more relatable and memorable. 6. Continuous Improvement: Regularly Assess and Adapt Safety Measures: Continuously assess and adapt safety measures to ensure they remain effective and relevant. Seek Employee Feedback: Regularly solicit employee feedback on safety procedures and practices to identify areas for improvement. Stay Informed: Keep up-to-date on the latest safety standards and best practices.

The quickest way to lose a class is to start with objectives. The quickest way to win them? Start with a question they actually want answered. When I taught Algebra I swapped “Today we’re learning linear functions” for: * "Could a paper airplane cross the length of a football field?"     * "How long would it take to walk to the top of Mount Everest—on a treadmill?" Heads lifted, pencils moved, and equations suddenly felt useful. Over the years I’ve kept one rule for any lesson I design: open with a curiosity hook that ties directly to the concept. A good hook is: * Short (under 15 seconds)     * Concrete (students can picture it)     * Connected (leads straight into the math)     Here’s what happens when curiosity leads the way: * Engagement rises before the slide deck even appears     * Students remember the concept because they remember the story     * Even the quiet kids take a shot at the first problem     If we want meaningful learning, we have to pay the curiosity tax first.

🤔 How might you infuse more experiential elements into even the most standard Q&A session? This was my question to myself when wrapping up a facilitation course for a client that included a Q&A session. I wanted to be sure it complemented the other experiential sessions and was aligned with the positive adjectives of how participants had already described the course. First and foremost - here is my issue with Q&As: 👎 They are only focused on knowledge transfer, but not not memory retention (the brain does not absorb like a sponge, it catches what it experiences!) 👎 They tend to favor extroverts willing to ask their questions out loud 👎 Only a small handful of people get their questions answered and they may not be relevant for everyone who attends So, here is how I used elements from my typical #experiencedesign process to make even a one-directional Q&A more interactive and engaging: 1️⃣ ENGAGE FROM THE GET-GO How we start a meeting sets the tone, so I always want to engage everyone on arrival. I opted for music and a connecting question in the chat connected to why we were there - facilitation! 2️⃣ CONNECTION BEFORE CONTENT Yes, people were there to have their questions answered, but I wanted to bring in their own life experience having applied their new found facilitation skills into practice. We kicked off with breakout rooms in small groups to share their own experiences- what had worked well and what was still challenging. This helped drive the questions afterwards. 3️⃣ MAKE THE ENGAGEMENT EXPLICIT Even if it was a Q&A, I wanted to be clear about how THIS one would be run. I set up some guidelines and also gave everyone time to individually think and reflect what questions they wanted to ask. We took time with music playing for the chat to fill up. 4️⃣ COLLABORATIVE LEARNING IS MOST IMPACTFUL Yes, they were hoping to get my insights and answers, however I never want to discredit the wisdom and lived experience in the room. As we walked through the questions, I invited others to also share their top tips and answers. Peer to peer learning is so rich in this way! 5️⃣ CLOSING WITH ACTIONS AND NEVER QUESTIONS The worst way to end any meeting? "Are there any more questions?" Yes, even in a Q & A! Once all questions were answered, I wanted to land the journey by asking everyone to reflect on what new insights or ideas emerged for them from the session and especially what they will act upon and apply forward in their work. Ending with actions helps to close one learning cycle and drive forward future experiences when they put it to the test! The session received great reviews and it got me thinking - we could really apply these principles to most informational sessions that tend to put content before connection (and miss the mark). 🤔 What do you think? Would you take this approach to a Q&A? Let me know in the comments below👇 #ExperienceLearningwithRomy

A Teacher's Simple Strategy That Changed 30 Lives Every Morning Ever wondered how one small gesture can transform an entire classroom's energy? Let me share a powerful thing that's reshaping how we think about starting our school days. Here's how it works: Each student gets to choose their preferred way to start the day: - A gentle high-five - A quick hug - A friendly fist bump - A simple smile and nod - A quiet "good morning" The results? Remarkable. Students who once dragged themselves to class now arrive early, excited to make their choice. Anxiety levels dropped.  Class participation soared.  Even the most reserved students found their comfortable way to connect. What makes this approach powerful is its simplicity. It: - Respects personal boundaries - Builds trust - Creates a safe space - Teaches emotional awareness - Promotes daily positive interactions This isn't just about starting the day right – it's about teaching our children that their comfort matters, their choices count, and their well-being is priority. What if we all took a moment each day to ask others how they'd like to be greeted? Sometimes, the smallest changes create the biggest impact. #Education #TeachingInnovation #StudentWellbeing #ClassroomCulture #PersonalizedLearning

I'd rather be engaged... than be part of the 66% of disengaged workers. According to Gallup's research, only 34% of employees are engaged in the workplace. We often see disengagement in the workplace due to: ↳ Feeling under valued ↳ Overlooked contributions ↳ Lack of clear and actionable growth paths In health and life sciences, this leads to compliance gaps and errors in validation. The good news? We can flip the script by actively involving your team, you transform learning into action, and knowledge into expertise. Here’s how to make it happen... ↓ 7 𝘄𝗮𝘆𝘀 𝘁𝗼 𝗯𝘂𝗶𝗹𝗱 𝗲𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗵𝗮𝗻𝗱𝘀-𝗼𝗻 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝗮𝗻𝗱 𝗺𝗲𝗻𝘁𝗼𝗿𝘀𝗵𝗶𝗽: 1️⃣ Start with Hands-On Opportunities: ↳ Let team members shadow experienced professionals and take ownership of smaller tasks, building confidence along the way. 2️⃣ Break Down the Process: ↳ Simplify complex tasks (like temperature mapping) into clear, actionable steps. 3️⃣ Encourage Questions & Curiosity: ↳ Create a culture where asking “Why?” and “What if?” is celebrated, not stifled. 4️⃣ Provide Meaningful Feedback: ↳ Recognize effort, share constructive insights, and celebrate growth milestones. 5️⃣ Invest in Development: ↳ Offer training programs, certifications, and access to resources—turn learners into experts. 6️⃣ Involve Them in Real Projects: ↳ Assign roles in actual temperature mapping studies to let them apply skills in real-world scenarios. 7️⃣ Share Success Stories: ↳ Celebrate team wins and highlight individual contributions. Recognition fuels momentum. This approach doesn’t just teach skills—it builds passion, purpose, and engagement. ⟶ Imagine a team that not only understands compliance but feels proud to contribute to patient safety and product quality. When you involve your team, you don’t just create skilled professionals—you cultivate passionate, engaged problem-solvers. And in temperature mapping and validation, that level of commitment drives excellence. 𝗧𝗲𝗹𝗹 𝗺𝗲, 𝗮𝗻𝗱 𝗜 𝗳𝗼𝗿𝗴𝗲𝘁. 𝗧𝗲𝗮𝗰𝗵 𝗺𝗲, 𝗮𝗻𝗱 𝗜 𝗿𝗲𝗺𝗲𝗺𝗯𝗲𝗿. 𝗜𝗻𝘃𝗼𝗹𝘃𝗲 𝗺𝗲, 𝗮𝗻𝗱 𝗜 𝗹𝗲𝗮𝗿𝗻. This timeless wisdom encapsulates why involvement is key. Actions speaks louder. By engaging your team, you empower them to truly understand their role, gain confidence in their skills, and embrace ownership of compliance and quality outcomes. Empower your team today—start building a culture of engagement and excellence. - - - - - - 💡 Shoutout to Suren Samarchyan for sparking this idea! 🔔 Follow me (Nathan Roman 📈) for more insights on temperature mapping and validation thought leadership. ♻️ If this resonates, share it with your network.

Action-Oriented Strategies for Higher Education Administrators: Supporting Students in the Age of AI As AI reshapes the workforce, Kathleen deLaski’s insights urge higher education leaders to evolve beyond traditional degree pathways. Institutions must help students develop adaptable skills, pursue flexible credentials, and prepare for a rapidly changing labor market. 1. Embrace Flexible Learning Pathways • Expand Credential Options: Offer stackable credentials, micro-certifications, and short-term programs aligned with workforce needs. • Support Lifelong Learners: Design offerings for career switchers, adult learners, and students seeking targeted upskilling. 2. Integrate Work-Based Learning Experiences • Offer Project-Based Learning: Embed real-world challenges into courses to help students build portfolios and apply classroom learning. • Promote Internships and Co-ops: Strengthen employer partnerships to provide more structured and scalable experiential opportunities. 3. Align Curriculum with Industry Demands • Prioritize Transferable Skills: Ensure students develop communication, critical thinking, problem-solving, and adaptability. • Introduce AI and Tech Literacy: Help students understand and responsibly engage with emerging technologies shaping their fields. 4. Deepen Employer Collaboration • Co-Develop Career Pathways: Work directly with employers to shape programs that reflect current and future job requirements. • Recognize Industry Certifications: Integrate or endorse credentials that are highly valued in targeted fields. 5. Rethink the Value Proposition of a Degree • Highlight Career Outcomes: Be transparent about employment rates, earnings, and skill acquisition tied to academic programs. • Support Alternative Pathways: Embrace and validate non-traditional routes to success, ensuring students can choose the right fit for their goals. ⸻ By adopting these strategies, higher education leaders can position their institutions as agile, student-centered, and aligned with the future of work in an AI-driven workforce.

You can have great content. A dynamic facilitator. Even the best intentions. But if the learning experience isn’t built for adults, It’s built to be forgotten. Here’s what traditional training misses— and what great LXD gets right: Problem-Solving → Adults want to solve real problems. → Make learning actionable, not abstract. Time Flexibility → Adults need flexibility. → Offer choice in how—and when—they learn. Application → Adults prioritize learning they can apply. → Show them how it fits into their day-to-day. Self-Directed → Adults are self-directed. → Let them take the wheel. Life Experience → Adults bring experience. → Build on what they already know. Active Learning → Adults thrive on active learning. → Make them part of the process. Self-Motivation → Rewards are nice—but they need purpose. → Meaning drives long-term change. Relevance → Adults demand relevance. → If it doesn’t connect, it won’t engage. Hands-On → Adults learn best through experience. → Practice builds confidence Goals-Driven → Adults are goal-driven. → Connect learning to what they’re working toward. Design with these in mind— and the impact will extend well beyond the training. But design is just the beginning. Follow-up support makes the learning last. Hristo Butchvarov's inspired this infographic. His carousel stopped me mid-scroll. Check out his carousel here: https://lnkd.in/eqpHamyP Follow Michele Klein. ♻️ Repost to help others.