Upskilling for Successful Digital Transformation webinar…my thoughts

Link to webinar

Discussion by David Wentworth and Becky Willis focuses on broader topics than L&D. However, the upskilling project that I am working on for a business unit focuses on this need to get the workforce to the next level…transform them…upskill them. The statistics are mostly from Brandon Hall and World Economic Forum. It asks if you fear the digital transformation or welcome it. (Guess which I am?)

The main premise is finding the right workers with the right skills at the right time is becoming harder for employers and that impact is slowing growth in the economy. It also introduces the edcast certificates to close skill gaps. It becomes a bit of a sales pitch but it is still a helpful webinar.

I thought it was interesting that Pew Research finds that colleges are introducing new credentials and adjusting learning with “micro-masters.” Of course, this is where edcast comes in too! They have open source certifications.

In a broader sense, the speakers share the people skills and communication skills are becoming scarcer in the workplace. The ability to convey a thought, plan, or message to the team–regardless of your level on the team–is critical in the future. World Economic Forum is cited for this factoid along with this nugget: 35% of skills will change within 5 years, as opposed to the previous 20 year change period.


Specific to L&D, the message was again about curating, putting influencers and SMEs in the creation seat, and let L&D team help blend the content to make it consumable. #informationoverload They make the case of UX designers, HTML5 programmers, web designers, game designers, and AGILE designers to join the L&D team.

My plans based on takeaways:

  • Take UX courses on LinkedIn Learning
  • Encourage my team to take UX and AGILE courses
  • Consider someone getting a UX certification
  • Work with leaders of the workforce that needs upskilling to make sure the processes are efficient and accurate before digital transformation
  • Include communication, people skills, and critical thinking skills in the upskilling
  • Check out edcast


Side note: I have a PhD and I totally want to get a master’s in change management or a cert in UX. 




Mobile Mindset from Bottom-Line Performance

Reference: Huhn, Jake. The Mobile Mindset: How to Wow Your Learners. Bottom Line Performance.

Huhn and BLP define a mobile mindset as designing for future adaptability, even if you aren’t delivering mobile training today. I am re-reading the PDF whitepaper referenced in the 2016 blog post linked above in preparation for my #LSCon preso on mobile ID tips. The premise of the whitepaper is that L&D is behind. I tend to agree. My team has had to go boldly into mobile for about 2 years. Some of our adaptability was switching from Flash to HTML5 for the coming Flash death. Some was switching the remote workforce to Axonify and device delivery. When we started, I couldn’t find much to help us. I found books about developing a mobile strategy, tips for org’s selecting devices, and device security. But not much on design. We figured things out through trial and error, looking at what news and marketing companies do on social media, and making some blunders. I have compiled those blunders and our ultimate successes for my #LScon preso.

Two challenges to a mobile mindset in L&D listed by Huhn are an old-fashioned LMS and limitations of authoring tools. YES! We experienced both. Moving to Axonify was a big help to us and really forced us to grow our mobile mindset. Articulate Rise and GoAnimate along with relearning how to frame a video were the other key changes we made.

We made the decision to not update our legacy content to full mobile. It has been updated from Flash to HTML5, but nothing was resized or redone to increase readability on a small screen. I made that decision to save the team’s sanity and keep our backlog from overflowing. We state in the description in the traditional LMS whether or not the module is mobile-friendly.

The audience is already a mobile workforce on a BYOD program so those hurdles and that cultural change happened in conjunction with our mobile mindset change, but not because of it. We were forced into a mobile mindset by the change to the workforce’s way of work going mobile.

The team has Huhn’s responsive web design down. Our authoring and delivering tools have all changed over the past 2 years. Huhn next discussed the need for design. Specifically, he mentions Gestalt Principles. I’ve been in two different TLDCasts of late that mention how a UX designer and Graphic Designer are becoming important to the L&D team. I totally see that! This is the area where we have the most opportunity for growth. Some of us have a great natural eye. Rise goes far to help those of us who do not.

Learning is facilitated if similar ideas are treated and linked together and then contrasted with opposing or complementary sets of ideas. — Huhn on Gestalt & learning

Huhn then lists 6 tips. I am grading me and my team on these!

  1. Space: we have grown a lot since our early days of making videos for 24″ monitors just displayed on small screens. We still have room to grow. This is the part where we have the most variations amongst team members.
  2. Modular: Axonify and Rise have really helped us change here. The team is learning to break topics down. The tools force us into responsive design.
  3. Tool: we are at the mercy of our tools. I don’t even know how to begin here.
  4. Website: company IP severely limits our ability to do anything on a website. No room for growth right now.
  5. Future thinking: yes! we are doing this well. Or as long as we are using Axonify.
  6. Training wheels: gone are the days that we explain buttons in the module. The GoAnimate modules don’t even have buttons! Our primary audience is savvy and we are good at treating them at way.

Seems like our average might be a B. We are handing off some of the work to our tools. Does that discount our successes?


Catch me presenting at Learning Solutions Conference at SDD104 and in the Ecosystem Showcase! March 26 & 27.




Digital Fluency in the Workplace webinar

This webinar first arrived on Feb 1 from Chief Learning Officer. I decided to rewatch it as part of my analysis for two major projects at work. The projects are:

  1. Upskilling roles based on growing digital and customer-centric business needs as part of a Commercial 2020 business growth plan for my employer’s global org.
  2. Implementation of’s Sales & Marketing Cloud, Service Cloud, and Lightning apps globally. Here, my team and I are responsible for training the global users, including users that are not used to receiving training (that’s for another post!).

An important distinction was made early in the webinar between digital literacy and digital fluency. Literacy is having the skill set and knowing how to use the tool. Fluency is going beyond the skill set and how-to to knowing the right time to use it, the why use it, and having expectations for outcomes when using the tool. This spoke to me because I think some areas of our business think using a smartphone or tablet is enough. But we need to raise that the why and expectations which ties in with critical thinking, responsibility, and inclusion–all topics mentioned throughout the webinar.

Honor who you are as a business & use technology that enhances that image. Find what makes sense for your culture and what customers like about you.

A key point is that digital fluency needs to be embedded throughout the business units. It can’t be seen as an IT thing. There must be folks in all business units who are savvy and helping to formally and informally move the org forward. This includes the secret work methods…like using Slack or a non-IT provided communication channel. Who is doing this? Why? And how can the rest of the org benefit?

What does a service org (my business unit for project #1) look like in a digital world? This is an unanswered question from the webinar and exactly what we are seeking to do. I hope to find an answer to this question in the coming months and share what we learn.

Ideas from the panel:

  • Do away with old habits and terms. No more “conference call,” instead use “web meeting.”
  • L&D should be enablers of learning, not managers of learning.
  • Build critical thinking skills so workforce can make a good decision with the digital tools and data available.
  • Find the hidden social platforms and leverage.
  • Curate expertise.
  • Stop teaching people how to use the software. We are in an app mindset world where apps are installed and used daily without training. People forage and figure it out. Also, if you make software, get your developers to design for UX and not collecting data on the users.
  • Rethink your L&D content…what is static content, what can push/pul, what are you trying to accomplish? What are you doing today and where do you see it in 10 years?
  • Drive conversations and enable learning.


As a related note, I started the upskilling project by calling it reskilling. That’s a term used in the industry and in this webinar. However, I switched to upskilling as I feel that makes more sense for where we want to take the workforce. The webinar points out that org’s use reskilling for hard skill (usually). The project I am working on is about customer skills, critical thinking, and digital fluency. Our workforce is already great! We just want them to grow to the next level of awesomeness.


Prep for #LScon…writing a book in @articulate Rise?


I am speaking at Learning Solutions conference next month. Which means that it is time to put the meat on the bones and polish by preso! The topic is mobile instructional design tips. I felt like I needed to do my shared content in a mobile authoring tool. However, folks still like PowerPoints when attending sessions. I thought about using Canva, or Rise.

I started by completing a PowerPoint using the LScon template. However, I quickly switched to Articulate Rise. Ohmigoodnesssssssssssssssssss!

I adore Rise. I think I’ve started writing a book using it. Is that a thing? Is that okay? I’m totally wondering. It feels so natural. Being able to add pages and sections wherever, even in the middle of content, is so helpful for me. I can organize and reorganize easily as I write. If I think of something, I can add it! This feels like agile authoring. Is that a thing?

Join me!
SDD104 Design Tips for Developing Mobile Training
1:00 PM – 1:45 PM Tuesday, March 27

Show your work: Chinese New Year edu

Part of my extracurricular activity at work is leading the diversity & inclusion (D&I) council for Las Vegas. This is the first year so I am laying the foundation and building the framework with 7 fabulous coworkers. It is global initiative so extra pressure and attention.

We did an event for Martin Luther King Day. We watch the full Dream speech and had inspiring posters and Black History Month flash cards. This event was just that–an event. We did not feel the need to educate the employees on the meaning of the day.

Next up is Chinese New Year. I felt this event, while sounding self-explanatory, needed education. I wanted to capture the significance and traditions of the day. I wanted to move people beyond eating Chinese food in late January to mid-February.

I started with the Google! The same way you learn anything anymore. I found numerous sites but China Highlights was the most helpful. I made a storyboard. Well kinda. I’ve been doing this a long time and my brain stews over content and starts visualizing. Particularly when I am also the media developer. Below is my “storyboard.: 20180122_134901

DI CharacterI created a custom character in GoAnimate. Next up is Holi and I will need to make another module to explain that. I wanted D&I to have their own multi-cultural person who carries through all the educational modules. I haven’t thought of a name for her yet. She will not also be wearing red and purple…those are for Year of the Dog!

Next up, I converted the “storyboard” to a 1-minute and 53-second video where she presented the meaning and traditions. It took me about 2.5 hours to get to first draft stage. I incorporated a lot of props that I made from stock from Storyblocks (we have a subscription) in office and home settings. Check out the current draft on GoAnimate (while the link works)!

Gong Hay Fat Choy (Happy New Year in Cantonese)



I read JD Dillon’s post on 2018 resolutions for L&D folk. I can’t even begin to say enough AMENS to two items in particular.

JD’s #4: Strategic lunches. YESSSSSSSSSS! I always mean to do this. I routinely miss. I have so many peers that I need to spend more time with building a network. Why don’t I do this? 5 whys analysis:

  1. Too busy. Overwhelmed.
  2. I have too many allergies.
  3. I prefer to work through lunch.
  4. I fail to plan such meetings.
  5. What would I talk about?

I set an intention to meet/lunch with 2 peers by end of MQ.


JD’s #5: Spend time with Operations. THIS! This! It has been on my to-do list for a year. With the launch of Behaviors, I have the perfect reason to do this. I just need to make time and pick someone to hang out with.

I set an intention to do practice Behaviors on a new hire by end of April 2017.

There. I have the start of a plan.

Webinar on Omni-Channel

Reflection on Tackling the Omni-channel Training Approach at One of the Worlds Largest Supermarkets, Carrefour webinar.

I was intrigued by “omni-channel” in the title of this webinar. I thought, what does that mean??? The webinar was presented by Brandon Hall, whose webinar I tend to enjoy. They go deeper into the topic and present a more thorough–often research-based–view. I find many webinars skim the surface.

I was pleased to learn that the impressive omni-channel refers to multiple delivery methods. Specifically for Carrefour, ILT, mobile JIT, and informal learning. We totally do all these! We are omni-channel! It’s about meeting the customer (learner) where they need and via the experience (media) that fits the job. Job being both the learner’s work and the training’s purpose.

Perhaps my biggest takeaway was that Carrefour (an international grocery chain based in France) saw creating digital literacy among their employees as one of their responsibilities. This is a very different mindset from my USA experience of here are the new tools, adapt or die. Work has a new mobile service management tool coming to technicians across the world late 2018. This mission of Carrefour’s is making me craft a different, more supportive approach to the rollout. North American technicians are already using a mobile app so for them, the change delta is smaller. For RoW (rest of world), they are moving from emails, laptops, and paper–making the change delta large! We need to do a better job of supporting RoW.

The presenter also mentioned how they make their trainers change agents and make sure they are savvy first. I need to do that differently too next time. In general, I think we could ramp up communication and time focused on our customers (the learners). Time gets the best of us. Suddenly, without trying, team members have been traveling and training and don’t know about the latest whatever.

I felt energized by this webinar! It helped me out with another project that I will outline in a future post.