I thought talking to AI was pretty straightforward. You ask a question, you get an answer. Simple, right?

What if we used AI not only to deliver insights but to challenge C-suites to ask: Is training really the answer?

Suppose you’ve ever been drawn to a leader simply because they had “that thing”…

Does a charismatic pep talk really move the performance needle?

When talking about leadership, motivation, and organizational culture, it’s easy to fall into the trap of “more is always better”.

Gather any group of people together for long enough, and eventually, consensus becomes the goal. There is something reassuring about agreement.

Saying "communication is key" is really just the tip of the iceberg. 

How do I know if this training actually worked?

Step inside any virtual classroom and you will find children, teens, parents, job seekers, and curious adults side by side, all benefiting from one of the richest open educational resources around.

My experience was the epitome of terribly executed situated learning.

Curation and maintenance are crucial. Learners must be confident and trust the training, especially in fast moving industries.

I view AI as pivotal in creating personalized learning programs tailored to individual students.

The connection between Maslow and Drucker becomes clear when we look at how organizations often treat training like a universal hammer.

“Doing things right” vis a vis “Doing the right things”.

Maslow’s Hammer isn’t just a catchy phrase. It’s a cognitive bias, a built-in flaw in our thinking.

The opportunity to work and communicate with people outside of my silo not only offers new perspectives regarding the project but also helps me find out what I don’t know or what questions I should ask.

I recently was tasked with building an eLearning module from scratch on a new platform based on a design brief.

My unique circumstance instilled in me that learning by doing goes a long way in retaining new knowledge.

I found it surprising that only 70% of students with a disability report it. Many of these disabilities are “invisible”.

I would define visual literacy as the skill set that enables the creation, analysis, interpretation, and evaluation of visual information. It incorporates the ability that allows individuals to to effectively understand, use, and communicate through visual media.