『Learning Rebels Podcast』のカバーアート

Learning Rebels Podcast

Learning Rebels Podcast

著者： Shannon Tipton
無料で聴く

【Amazonプライム会員限定】今ならプレミアムプランが4か月 月額99円。

10月19日まで。※適用条件あり
Get the live, unfiltered conversations behind the popular Learning Rebels Coffee Chat. Workplace Learning will never be the same.Copyright 2021 All rights reserved. 出世 就職活動 経済学
エピソード
  • Energizing Engagement

    Energizing Engagement
    2026/09/22
    It all started with the BIG question on the table. What symptoms tell you it's time to try something different in your virtual training room? This Coffee Chat dug into engagement techniques for virtual sessions—not brand new tricks necessarily, but fresh spins on tools we've gotten bored with. We opened by identifying the warning signs: nobody's responding to questions, cameras are off, people have two screens open answering email while half-listening. One participant shared a telling story from evaluating a five-day virtual regulatory course—the first day and a half felt unnecessary and could've easily been asynchronous, while the meat-and-potatoes content later in the week, where people actually needed stories and case studies, got rushed through. The lesson? We often just lift a face-to-face structure into Zoom without rearranging the puzzle pieces for the medium. The group tackled how to handle important background information without losing people to a lecture. Ideas included drip-feeding pre-reading in small chunks via email days before class, using short videos or animations to prime people ahead of time, and putting accountability back in learners' hands—like requiring them to bring a real example to class, even if you don't strictly need it, just so they show up having actually thought about the content. One participant put it well: "This will be better for you if you bring it." Breakout rooms got serious attention—specifically why people groan at the mention of them virtually but happily do the same table discussion in person. The consensus: it's often poor facilitation, not the format itself. Fixes included designating a leader or moderator for each room ahead of time, using chat "blast" features to send reminders or curveball questions into rooms, and being genuinely purposeful about the activity instead of just filling time. As one person put it, breakout rooms need to end with people thinking "I'm really glad we had that conversation," not confusion about what they were even supposed to talk about. We also got into practical chat-feature tricks: the "waterfall" (or reverse waterfall, or chat geyser, depending who you ask) where everyone types their answer but waits to hit send until told to, which removes the fear of being first and gives slower typists and thinkers room to process. Using people's names in the chat pulls them back from multitasking. And building in extra wait time after a question matters more virtually than in person, since you can't read body language to know when someone's thinking versus checked out. Finally, the icebreaker debate got fun and honest—apparently there's a lot of quiet hatred out there for "two truths and a lie" and "what's your spirit animal." Fresh alternatives floated included favorite dinosaur, favorite Muppet, giving people a choice of two or three icebreaker questions instead of one, and end-of-session activities like summarizing the day's learning without using any words, or writing one lingering question on an index card to remove the fear of asking something "everyone else already knows." The takeaway? Engagement in the virtual space takes more energy and more intentional structure than face-to-face, not less. Know your tools well enough to troubleshoot them for others, give people processing time, and always have a plan B when your audience isn't who you expected. So what's one engagement technique you're going to try or retire after this conversation? Stay curious! Shannon Video VimeoCoffee Chat: Energizers for the Classroom Transcript Summary Learningrebelslearningrebels.com/wp-content/uploads/20... Transcript: OtterOtter Voice Meeting Notes Chat Box: Learningrebelslearningrebels.com/wp-content/uploads/20... Resources: SessionLab A great resource for facilitators. It has workshop templates, agendas, activity ideas, and a library of facilitation techniques. SessionlabA Better Way to Design Workshops | SessionLab Liberating Structures A collection of structured group activities designed to increase participation and avoid the same few voices dominating. LiberatingstructuresLiberating Structures | Simple, powerful interactions patterns that include every voice The Training Arcade A resource specifically focused on game-based learning activities. ElblearningGames and Gamification For Training | The Training Arcade® & Arcades™ | ELB Learning Books: Gamestorming 2.0: An Updated Playbook for Innovators, Rule Breakers, and Changemakers by Dave Gray, Sunni Brown AAmazon.com: Gamestorming 2.0: An Updated Playbook for Innovators, Rule Breakers, and Changemakers: 9781098148089: Gray, Dave, Brown, Sunni: Books The Gamification of Learning and Instruction: Game-based Methods and Strategies for Training and Education by Karl M. Kapp AAmazon.com: The Gamification of Learning and Instruction: Game-based Methods and Strategies for Training and Education: 9781118096345: Kapp, Karl M.: ...
    続きを読む 一部表示
    31 分
  • Feedback That Actually Changes Behavior

    Feedback That Actually Changes Behavior
    2026/09/08
    It all started with the BIG question on the table. How do we give feedback that actually changes behavior instead of just making people feel good? This Coffee Chat dug into feedback across three very different environments—e-learning, virtual live sessions, and in-person training—and how the mechanics of each shape whether feedback actually lands. One participant built a HAZWOPER training scenario with a live risk gauge that tracked accuracy, risk, and time based on the learner's choices, showing them the consequences in real time rather than just saying right or wrong. Another described branching scenario software where feedback isn't punitive—it explains why an answer is correct or incorrect so the learning actually reinforces itself. A librarian trainer shared a clever twist: requiring supervisors to approve a new hire's performance evidence before they could finish a course, which pulled supervisors directly into the feedback loop and dramatically improved how prepared people showed up to follow-up sessions. The group agreed that context is everything—feedback tied to the moment, using the learner's own scenario and vocabulary, sticks far better than generic "good job" messaging. One person emphasized pulling real terminology straight from subject matter experts so feedback feels authentic to the learner's actual work. Then we moved into the messier territory of virtual breakout rooms. The honest consensus? A lot of breakout room feedback is, in Barbara's words, "lame." People spend half their time deciding who should lead instead of doing the work. Solutions included pre-assigning facilitators or leaders to each room ahead of time, using private chat messages to redirect someone without putting them on the spot, and using the chat "blast" feature not just for time reminders but to throw curveball questions that spark reflection—something the group realized they hadn't fully explored as a feedback tool. Another idea: bring back previous participants as trained feedback-givers in breakout rooms, turning it into a continued development opportunity for them too. Finally, we talked about live, in-person feedback—and the risk of getting too casual with it just because everyone's in the room together. One participant shared a memorable framework: give one specific thing you loved, and one specific thing you'd love to see done differently next time—avoiding the word "but" in between. Another pointed out that when you redirect one person in a group setting, everyone else is watching how you handle it, so the tone matters as much as the content. The group also floated "help me understand how you got there" as a coaching-style question that lets people talk themselves into recognizing what needs to change, rather than being told outright. The takeaway? Good feedback is specific, contextual, motivating, and actionable—no matter which environment you're working in. And sometimes the best feedback doesn't come from you directly; it comes from designing the system (a gauge, a supervisor checkpoint, a peer rubric) so the learner sees the consequences and course-corrects themselves. So how are you making your feedback more actionable this week? Stay curious! -Shannon Video VimeoCoffee Chat: Building Feedback and Support to Change Behavior Transcript Summary Learningrebelslearningrebels.com/wp-content/uploads/20... Transcript:OtterOtter Voice Meeting Notes Chat Box: Learningrebelslearningrebels.com/wp-content/uploads/20... Resources: Bring E-learning to Life with Interactive Scenarios: ArticulateBring E-Learning to Life With Interactive Scenarios Toolbox Tip: Creating Scenarios in Articulate Storyline (includes source file) Tdtd.org/content/atd-blog/toolbox-tip-crea... Books: Thank You for the Feedback by Douglas Stone and Sheila Heen AThanks for the Feedback: The Science and Art of Receiving Feedback Well: Stone, Douglas, Heen, Sheila: 9780143127130: Amazon.com: Books Design for How People Learn by Julie Dirksen ADesign for How People Learn (Voices That Matter): Dirksen, Julie: 9780134211282: Amazon.com: Books Visible Learning: Feedback by John Hattie AmznAmazon.com Map It by Cathy Moore AAmazon.com The Coaching Habit by Michael Bungay Stanier AAmazon.com: The Coaching Habit: Say Less, Ask More, and Change the Way You Lead Forever: 9780978440749: Stanier, Michael Bungay: Books Join the conversation Be part of the live chat! Sign up here. Hire Learning Rebels When you need learning that sticks, we’ll fight to make performance results happen. Visit the Learning Rebels website to learn more Host: Shannon Tipton Podcast produced by: Obsidian Productions
    続きを読む 一部表示
    46 分
  • Learning When Nobody's Watching

    Learning When Nobody's Watching
    2026/08/25
    It all started with the BIG question on the table. How do you find and recognize the people who are growing their skills quietly on their own time, with no LMS involved? This Coffee Chat tackled the challenge of spotting and rewarding informal learning—the kind that happens in unplanned moments, not in a course or a system. We opened with a classic example: someone leans across the cube, drops a helpful tip, and disappears back to their desk. That's informal learning in action. But how do we recognize the people quietly sharing knowledge like this? One participant shared that Microsoft Teams has a built-in Praise feature, plus their organization's recognition system lets people give public thanks that employees can actually use in their year-end reviews. The conversation took a sharp turn into the double-edged sword of social learning. One person raised a real challenge: some people love being the go-to expert so much that they gatekeep their knowledge, becoming addicted to "saving the day" instead of scaling what they know. Another pointed out that this creates the opposite problem too—the same helpful people get volunteered for everything and recognized constantly, while quieter people doing equally good work get overlooked because they're not raising their hands for the spotlight. We explored practical ways organizations are surfacing informal learning. One person's team runs quarterly learning events where staff sign up for five-to-seven-minute presentations on anything they've learned—conference takeaways, a completed project, whatever. Low pressure, recorded for people who miss it, followed by a shout-out in Slack. Another shared using healthcare "exemplars"—recorded or written stories that prove someone applied a skill in a real situation, which build camaraderie and inspire others through storytelling rather than a multiple-choice quiz. And a simple icebreaker question sparked a goldmine: "What's the last thing you learned for the first time?" In under two minutes, the chat filled with AI prompting, Storyline triggers, MBA coursework, and even how to use a new belt—proof that this question alone can surface hidden pockets of knowledge across a team. The group also got real about balancing recognition with application. One person pushed back gently, asking not just how we recognize learning, but how we recognize what people do with it—especially in compliance-heavy fields where you need evidence someone can actually perform a task, not just that they watched a video. And Barbara shared a favorite: a "Caught It" coupon system where team members award each other for doing something right, with a quarterly committee reviewing standout moments for a small prize. It's gamification, but low-key enough to fit into a workplace culture without feeling like a fifth-grade participation trophy. The takeaway? Most of us aren't missing informal learning because it isn't happening—we're missing it because we're not asking about it. Recognition shouldn't stop at "what did you learn." It needs to include "how are you using it." And the same helpful people shouldn't be the only ones getting the spotlight—spread that love around and make sure quieter contributors get seen too. So what's the last thing you learned for the first time? Stay curious! -Shannon Video VimeoSupporting Informal Learning Recognition Transcript Summary Learningrebelslearningrebels.com/wp-content/uploads/20... Transcript: OtterOtter Voice Meeting Notes - Otter.ai Chat Box: Learningrebelslearningrebels.com/wp-content/uploads/20... Resources: PodiaThe Practical AI Toolkit for Instructional Designers LinkedinLinkedIn Learning: Online Training Courses & Skill Building Books: The Carrot Principle by Adrian Gostick AThe Carrot Principle: How the Best Managers Use Recognition to Engage Their People, Retain Talent, and Accelerate Performance [Updated & Revised]: Gostick, Adrian, Elton, Chester: 9781439149171: Amazon.com: Books Drive: The Surprising Truth About What Motivates Us by Daniel H. Pink ADrive: The Surprising Truth About What Motivates Us: Pink, Daniel H.: 9781594484803: Amazon.com: Books The Coaching Habit by Michael Bungay Stanier AAmazon.com: The Coaching Habit: Say Less, Ask More, and Change the Way You Lead Forever: 9780978440749: Stanier, Michael Bungay: Books The Culture Code by Daniel Coyle ANew - Culture Code, The (Lead Title): Coyle: Amazon.com: Books Join the conversation Be part of the live chat! Sign up here. Hire Learning Rebels When you need learning that sticks, we’ll fight to make performance results happen. Visit the Learning Rebels website to learn more Host: Shannon Tipton Podcast produced by: Obsidian Productions
    続きを読む 一部表示
    47 分
adbl_web_anon_alc_button_suppression_t1
まだレビューはありません