The one constant in the universe is change. Or so the great philosophers say.

Given the possibility that this is true, it makes sense for all of us to be better prepared to acknowledge the inevitable nature of change, prepare for it, and learn to benefit from it when possible.

To help us wrap our heads around this, we touched base with L&D guru and change agent Arun Pradhan (you may remember our earlier discussion with Arun on lifelong learning and learning agility). A million thanks to Arun for sharing his thoughts with us on change.

As for you, you’ve got two choices–watch a recording of the video discussion immediately below, or scroll down further to read a transcript. Either way, we hope you enjoy this.

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Not that long ago, we wrote a blog article about learning myths, and in that article, we promised we’d cycle  back and write another on evidence-based training practices. This is the fulfillment of that earlier promise–an article on evidence-based training. (Note that in addition, you might want to check out this free, recorded webinar on evidence-based training and learning myths and this discussion about learning maximizers and learning myths with Dr. Will Thalheimer).

We’ll give you an introduction to evidence-based training in this article, explaining:

• What evidence-based training is
• Why we believe you should use evidence-based training methods
• What are some evidence-based training methods
• Where you can learn more about evidence-based training

Along the way, we’ll also link you to some other articles and interviews we’ve already done on evidence-based training practices, including interviews with some of the learning researchers out there.

We hope you’ll enjoy this and invite any questions.

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Our friends at RedVector once again had Jeff Dalto of Convergence Training over at their webinar series, this time for a discussion of evidence-based training methods and learning myths. We’ve got a recording of the webinar below for ya.

Kasey of RedVector and Jeff discuss the following in the evidence-based training webinar:

• What is evidence-based training
• How people process information
• The difference between training delivery methods and instructional methods
• Blended learning solutions
• Evidence-based training practices (a partial list)
• Learning myths
• Where to learn more

We’ve got the recorded webinar for you below. It clocks in at about an hour and eight minutes. Please enjoy it, let us know if you have questions, and please leave suggestions for future webinar topics if you have any.

Also, feel free to check out the previous webinars in this ongoing series, which have dealt with:

• Intro to New Safety
• Effective Safety Training

And now, with no further ado, our recent evidence-based training practices webinar, below.

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We always enjoy an opportunity to talk about learning and developing materials to help people learn. And we always enjoy the opportunity to talk about using storytelling and scenarios to do that. And of course we always enjoy talking with our friend Anna Sabramowicz, an elearning developer who excels at all of this and who generously and freely shares advice and tips on doing this stuff and doing this well.

You may recall we’ve spoken with Anna about scenarios, stories, and training in the past. She’s been nice enough to “stop by” for a chat again, and we’ve included a transcription of that conversation below. We hope you enjoy the conversation and we thank Anna for time and experience.

Also, know that this discussion with Anna, in which Jeff Dalto interviewed Anna, was part of a longer discussion that begin with Anna interviewing Jeff.  You can click here to see that earlier discussion at Anna’s YouTube channel.  Thanks to Anna for that.

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You’re probably familiar with the concept of an urban myth. And perhaps you’re familiar with the Mythbusters TV show, which often takes a look at urban myths and other things people believe might be true and puts them to the credibility test. (Before you go on, feel free to check out this fun list of the “Top Ten Urban Legends” if you’re so inclined.)

In the same way, you’d probably be willing to agree that many professions and fields of study have their own version of urban myths that people new to the field–or even those who have studied, practiced, and worked in the field for a long time–believe even though there’s no evidence to back the idea up or in fact there’s evidence that disproves it. (For example, we’re going back a bit here, but you may be familiar with the idea that the body has four different “humors” that govern our health and behavior).

Well, the sad fact is that the training/learning and development worlds aren’t immune to these kind of urban myths embedded into their own professional beliefs and practices, either. In fact, many people have mistaken ideas about what training methods are truly effective and which ones are just–well, bunk or even marketing hype.

In this article, we’re going to debunk a few of the most common learning myths for you, as well as point you toward some resources where you can learn more. In a future article, we’ll write about some solid, evidence-based training methods that DO improve learning. So watch out for that companion piece to this article. And you may also want to quickly review how people learn, since the way we learn is a big reason why some training methods help us learn and some training methods don’t.

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Why would you want your workplace to be a learning organization? Because learning is the key to your future success, and being a learning organization gives your company a better chance at continued or new success.

(Side note here: Check out our What Is a Learning Organization? article and Becoming a Learning Organization recorded webinar with Michelle Ockers to learn more about learning organizations). 

Amy Edmonson is one of the acknowledged gurus of learning organization theory, and in fact she contributed to the very well-known Harvard Business Review article Is Yours a Learning Organization? More recently,  she’s focused in on one key aspect of learning organizations. In fact, you could call it a bit of a pre-requisite. And that’s what Edmonson and others call psychological safety.

It’s Edmonson’s claim, and a claim she backs up well with data in her book The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth, that you can’t truly have a learning organization unless you’ve first got psychological safety.

We’ll give you an introduction to psychological safety and Edmonson’s thoughts on it, including how psychological safety contributes to learning, growth, and even innovation at an organization, in this article.

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