Cut through the noise
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5/7/2018 What Makes Training Great?It isn’t easy to create effective learning events. If it were easy, there would be little need for instructional designers—everyone would build their own learning events. So, your Word of the Day is andragogy, which was popularized by Malcolm Knowles in The Adult Learner: A Neglected Species (Knowles 1984). What do you already know of andragogy? The term refers to the art and science of teaching adults, whose needs differ in many (but not all) ways from children’s. Pedagogy, by distinction, relates to instructing children. Here are six characteristics of adult learners that Knowles noted in his work:
Thank you for your active participation! Now, compare your list to these design actions:
Did you know that you can develop shorter trainings that deliver meaningful results? I walk you through proven strategies that show you exactly how to deliver better training than you’ve ever had… in HALF the time in Same Training, Half the Time. (Take a peek.) ©2018 Kimberly Devlin, All rights reserved
80 Comments
Jenn Pratt
6/20/2018 04:38:39 pm
I think when you can create activities or case studies that validate the point you are attempting to convey learners are much more receptive & retain the information.
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Kimberly Devlin
6/21/2018 12:15:32 pm
Yes, Jenn. You are giving an example of what I refer to as pulling from learners instead of pushing content onto them. Thank you!
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Stephanie Martinez
6/20/2018 04:43:13 pm
In our organization we use a blended learning approach, so we provide opportunity to read through process work instructions and then perform on the job practice samples with the guidance of a trainer. One thing we should take into consideration more is the participant pain points and providing better opportunities to reduce them.
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Kimberly Devlin
6/21/2018 12:17:37 pm
Identifying and minimizing those pain points is worth every ounce of effort you expend on it, Stephanie! How better to gain learners' interest and focus than by helping them reduce what causes them grief?
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Mandy P
1/17/2019 11:42:54 am
In my experience, our new team members retain the information much better when we go over it in the book or through a power point and then directly follow that with hands on practice. I like to teach them the steps to process the item and then have them get on their computer and practice actually processing the items they just learned about. Instant gratification seems to help concrete the information to memory.
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Kimberly Devlin
1/17/2019 03:08:50 pm
Hands on practice is hard to beat! Thanks for sharing Mandy.
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Christine Dlugosz
3/11/2019 11:31:12 am
The training I conduct is primarily product knowledge and technical training of our core system. Therefore, I aim to include a combination of book work, discussion, hands-on and review or practice time.
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Kimberly Devlin
3/11/2019 03:33:37 pm
Core systems absolutely require proficiency, making your practical application components and their feedback essential! Your comment is appreciated.
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Blayre McCrum
3/14/2019 08:29:26 am
I think these are excellent tools that most people over look when teaching adults. Generally when teaching adults, we're doing so with a specific purpose in mind so the more they retain and take back with them to use the better.
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Kimberly Devlin
3/14/2019 01:47:09 pm
They can be easy to lose sight of, Blayre, especially in time-pressed, deadline-driven environments. Ironically, they are the very things that -- when acted upon -- enable us to produce effective learning events more quickly. Thanks for your comment.
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Shane Householder
3/14/2019 12:15:36 pm
Great read and a good reminder of things to focus on. It can be easy to lose sight of these things in our day-to-day tasks.
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Kimberly Devlin
3/14/2019 01:44:44 pm
Shane, don't laugh... but this is one of the reasons I reread my own books!
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Stew Souders
3/14/2019 06:37:16 pm
Very neat! We introduce our new facilitators to “andragogy” and Malcolm Knowles during in-house train the trainer courses. Also, Sharon Bowman’s “Six Trumps”. Organizationally we are hard at, moving from the old teacher centered approaches to learner centered instruction. Also, we are firm believers in, Madeline Hunter’s Instructional Theory Into Practice (ITIP) teaching model. Thank you for sharing!
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Kimberly Devlin
3/15/2019 10:20:16 am
You are welcome, Stew. And, thank you for sharing your additional related resources. I learned with Sharon many years ago and value all I learned from her!
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Victoria Lee
3/15/2019 10:09:16 am
I agree with Shane - a great reminder of what to focus on. I especially enjoyed reading the list of design practices! I have commonly used the Adult Learning Principles, as well as other learning ideologies like VARK, as a guide to creating effective curriculum; however, having a detailed list of tangible processes to follow to apply the theories to actual training is helpful. Thank you for sharing!
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Kimberly Devlin
3/15/2019 10:23:17 am
Thank you Victoria -- for your comment AND echoing Shane's. The book this excerpt is taken from (Same Training, Half the Time) includes numerous examples and specific strategies to put the principles into action!
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Erika Frahm
3/15/2019 12:31:54 pm
Love this! We follow the 70/20/10 principle that most substantive development happens when we apply a skill to our current job. To support this experiential learning piece, we often have learners use their work scenarios as case studies in class.
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Kimberly Devlin
3/15/2019 12:43:52 pm
Erika - practical application! Thanks for sharing.
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Hector Benitez
7/19/2019 11:49:50 am
Erika - Where do you work? We have something similar too where I am, but it very much feels like it is not consistently embraced across the organization. It is nice to hear that others are doing similar models for development objectives.
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Kelsey McLachlan
3/15/2019 04:44:59 pm
In our trainings, we always like to consider the "Why," so I love the first point you make here. Every activity, PowerPoint slide, topic order, etc. is met with the question "Why?" I think this helps provide a meaningful and intentional environment and really shows the thought behind every word and activity.
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Kimberly Devlin
3/16/2019 11:26:51 am
Fantastic scrutiny, Kelsey. If there isn't an answer to "why?" (or a good one) a bright light shines on the questionability of something's value.
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Kari MacDonald
3/18/2019 12:47:36 pm
These are great reminders and I will revisit this list when designing training. I'm pretty new to this role so it's a good resource to refer to.
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Kimberly Devlin
3/20/2019 05:07:10 pm
Bookmark it Kari! And please explore the site -- there are many resources you can put to use in your new role.
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Amaris Jackson
3/18/2019 12:49:24 pm
Currently in my training we are incorporating different scenarios/activities to reinforce the training and to provide a deeper understanding of the content they are being trained on.
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Kimberly Devlin
3/20/2019 05:08:33 pm
Scenario-based learning is powerful, especially when the situations are specifically relevant to the learner group! Keep it up Amaris.
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Bryan Johnson
3/18/2019 01:58:26 pm
I am currently working on two documents that give information needed for very specific tasks to be carried out by employees. Failure to perform the tasks correctly could have safety implications for the public and employees. I mention this because I like how the context provides the focus for the reader by adding an element of immediacy and risk to the need to know the information.
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Kimberly Devlin
3/20/2019 05:09:35 pm
It sounds like high-stakes work Bryan. Thank you for sharing.
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Gianna Goodman
3/18/2019 05:32:53 pm
Recently attended the ATD Training Certificate Program and experienced directly many examples of how to engage adult learners with discussions/activities - already built into the design of the course. Great opportunity to see it first hand and realize the importance of establishing as part of the design/development.
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Kimberly Devlin
3/20/2019 05:10:32 pm
Why, thank you, Gianna! Nice to know you were looking for it and found it in my delivery.
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Sue Rubish
3/18/2019 07:58:20 pm
Being that I am new to the world of curriculum developing, I appreciate all of your comments, feedback and resources. This segment is very helpful to me. Thanks for sharing.
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Kimberly Devlin
3/20/2019 05:12:12 pm
Sue, the content of this post - and the book it is from in fact - are foundational to effective instructional design. I am pleased ours paths are crossing early in your entry to the field.
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Amanda Rudy
3/19/2019 10:21:32 am
We are currently working hard to incorporate more of these principles you mention in our systems/ technical driven training. Brining more scenarios, case studies, and the why will provide valuable learning environment and more engaged learners!
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Kimberly Devlin
3/20/2019 05:13:13 pm
YES, Amanda! Determine the why, establish the why, and then focus on building competency around how!
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3/19/2019 07:12:06 pm
Thank you again for another very good article. I have started using these concepts in the training that I am developing.
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Kimberly Devlin
3/20/2019 05:14:39 pm
You are welcome, Joe -- and thank you too!
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Stephanie Rourke
7/15/2019 03:04:49 pm
We struggle with more activities and less lecture. We have recently been incorporating online videos, case study type of exercises, teach backs, and a website called kahoot that allows us to create trivia-like questions for a bit of class competition.
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Kimberly Devlin
7/16/2019 09:39:16 am
You are not alone, Stephanie. When you swap one-for-one (lecture for engaging exercise that is relevant and appropriate to the content and desired learning outcome), climbing the mountain feels more like conquering mole hills one by one!
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Alba Pazmino
7/17/2019 09:57:59 am
Thank you!! I screenshot the question to keep handy and review. So much to intake and to process and all of it is grear. Thnku for sharing the knowledge!!
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Kimberly Devlin
7/18/2019 11:40:38 am
Alba - Knowing where you are in your learning journey, I share that this information--as well as strategies for implementing it--are all in Same Training, Half the Time. Reading it would complement the learning you are currently engaged in. You can check it out here: https://www.kimberlydevlin.com/same-training-half-the-time.html
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Kristen R
7/18/2019 10:41:47 am
I think providing an opportunity to practice new skills is the most valuable part of any training session. Adults don’t need an extensive lesson on why something is a best practice. Give an overview and provide articles if they want to read them on their own time. When learners can practice what they have learned, they take ownership of their learning and it definitely drives home the idea of “this will be useful to me as soon as I return to the office.”
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Kimberly Devlin
7/18/2019 11:41:25 am
Well said Kristen!
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Sarah Nelson
7/18/2019 10:55:28 am
I don't always offer opportunities for debriefing, usually due to time constraints. I can see how that is an important part of the learning process, so I'll be congnizant of building that time in going forward.
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Kimberly Devlin
7/18/2019 11:43:29 am
THANK YOU and PLEASE do.... Debriefs are where the lessons gel and become "learning"! They are CRUCIAL to the learning process. When time is tight -- curtail the "talking" and protect the debriefs!
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Filip Kmita
7/21/2019 06:44:21 am
I became an instructional designer exactly five months ago. I've been designing mostly instructor-led technical training, it can be difficult to apply some of these rules to this kind of content. There are habits and cemented expectations in place when it comes to presenting such content, but hey, here we are to show others how they can and should learn, so I'm looking forward to the challenge.
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Kimberly Devlin
7/22/2019 05:48:31 pm
Welcome to a WONDERFUL role Filip! Please don't be constrained by limiting beliefs ...while I can fully appreciate that the connections may not be readily apparent initially, please know they do exist. Will you keep an open mind and look for how the six characteristics DO apply to your LEARNERS -- so that you can find ways to honor them in you course designs on a topic that just happens to be technical training? :-)
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7/21/2019 05:47:23 pm
Nice points.
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Kimberly Devlin
7/22/2019 05:42:33 pm
Jeff -
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Karen Jirik
7/22/2019 09:00:11 am
The one statement that resonates most with me is, adults open up to learning when they think that the learning will help them with real problems. If you develop case studies to address real situations meaningful to the work they do, the learner draws upon their experience and the dialog among the breakout teams is enriched.
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Kimberly Devlin
7/22/2019 05:28:24 pm
Karen -
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Erica Terrell
7/22/2019 10:34:28 am
The 6 points of adult learners made me realize that I didn't know what adults motivations were. Being that I'm a millennial - what drives me is different than what may drive them to learn. I will be paying more attention that moving forward.
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Kimberly Devlin
7/22/2019 05:26:04 pm
You are fighting the 'good fight' Erica to push for practicality in your learning events. When you bring theory alive with practical application, you unlock the potential for learning, retention, and transfer of learning!
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Amma Napier
9/16/2019 09:43:06 am
Great reminder that we need to tailor training to the learner. When designing training with other people it is one of the most difficult lessons for them to learn; adults do not want to be lectured to nor are they about to transform themselves into sponges because you think the materials are presented well.
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Kimberly Devlin
9/21/2019 05:26:42 pm
How true!
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Rebecca
9/16/2019 03:43:25 pm
Context is everything. Our staff wants to know right away if the training is going to be worth their time. Otherwise, they tune out, check their email on their phones, etc.. Connecting the training to their jobs is essential to get that buy-in. If we don't answer "What's in it for me?" when we begin training, we lose the learners before we start.
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Kimberly Devlin
9/21/2019 05:29:11 pm
Don't we all want to know our time will be well invested! It seems so obvious, and yet is often overlooked... Thanks Rebecca.
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Joseph Medina
5/11/2020 04:45:22 pm
I used to give my self a hard time for asking questions about why I must learn something I didn't fully understand. I finally figured out that adults MUST know the why before they can fully commit. I am careful not to invest myself into anything I don't understand. If I must reserve the brain power to learn something I must at least understand how it applies to me and when the benefit of learning it comes into play.
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Grace Torres
5/13/2020 06:17:50 pm
Both you and the atrticle articulate this so well and it rings true for me as well. The why isn't a nice to have, its a must. There for taking the time to lay out the why for our learners isnt a nice to have, its a must.
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6/1/2020 07:12:29 am
Awesome list. I am a fan of case studies transferred to practical use. It reinforces the importance of cutting to the chase and applying actionable strategies on Day 1.
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Veronica Clemons
6/1/2020 10:57:25 am
I want to increase the concept of allowing the learner to experiment more in something above their level (not so much of meeting them where they are but coming off the block in an advanced mode; after-all, we are in leadership development and want the learner to immediately experience those ah-ha moments and leave the training craving more.
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With adult learning principles in mind, other ways you can make training great is by keeping the learner experience in mind. What is the flow of the training like? Are you diversifying the interaction and activities when you can and where it makes sense? How is the design or look and feel of the training? Is it visually pleasing? Can background music add to the mood? Are your participants hungry, thirsty, or need a break?
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Jennifer Benbow
6/1/2020 01:36:55 pm
For Adult Learner, they want to know what's in it for them.
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Dana Thomas
6/1/2020 05:09:32 pm
In addition to ensuring content is immediately applicable I think it's important to set the framework for them to follow after the training event in order to ensure they immediately apply it. This may also require engagement of their line manager.
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Kayla Hubbell
6/2/2020 04:32:36 pm
Dana, I completely agree. Without a framework for how to apply it, learners often go back to work and fall back into their past behaviors which leads to the "Paid Vacation Model" that Kimberly refers to.
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Jennifer
6/2/2020 03:50:39 pm
You already mentioned -- we know what is best practice but often don't have the time, energy, resources to execute best practices.
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6/4/2020 08:44:38 am
Case studies seem to have the best results in training because it offers the real world impact of good or poor decision making. I'm also intrigued by gamification in training and want to use that more often.
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Pam Mika
6/4/2020 03:03:14 pm
I love these comments - I think for me, it is about tapping into their concept of self more. I run a 12 month industry expertise course - Quarters 1-3 are virtual and the 4th kicks off with an F2F event - I need to move things around to create more interaction among the participants so they are not on the journey alone but have groups that support them. We need to be able to give them options and value their internal motivation better so we don't have to chase and follow up with participants to get them to complete assignments.
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Rachelle McGowan
8/21/2020 07:07:12 am
I like this and often use some of these in my job. Meaning I try to teach adult learning skills because everyone learns a little different and being able to realize that and teach from different angles i believe to be very important. The one place I struggle is coming up with activities within my training to better engage my audience.
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Kimberly Devlin
8/21/2020 09:39:29 am
Ask yourself this: what actions (by the learners) will lead them to discover for themselves that which I 'want' to tell them....?
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Ashlyn
8/26/2020 04:02:12 pm
These unique needs of adult learners are so interesting! I wonder if the current shift to fully virtual/socially distant learning environments will require additional design actions to be as effective as traditional in-class instruction. While virtual training is not new and certainly can be successful, there are those who (in normal circumstances) would strongly prefer a classroom environment, and it could be challenging to fully engage them.
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Kimberly Devlin
8/31/2020 08:55:13 pm
You pose a question I am confident many are asking Ashlyn. In my experience, leading and designing active and engaging VILT sessions for the past six years, while the learners' needs are managed differently in VILT than in f2f, the foundations of effective training remaining consistent. What MAY be shifting, is how many hours people are spending connected virtually, thus affecting their "staying power" during online learning. As correct as you are that some would prefer a f2f environment, there are others that choose VILT given the option! Which is the beauty of multiple choices.
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Aneisa
8/31/2020 02:57:55 pm
Very good information about training. I will definitely keep this in mind when I design training.
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Kimberly Devlin
8/31/2020 08:48:18 pm
Please do!
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Karen L. Coburn
9/2/2020 09:35:19 pm
I love placing time for brainstorming and role play (or role play of case studies) into my sessions. In my current role I'm having difficulty convincing team members these are important elements for learners. They like the lecture method and it makes me crazy.
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Kimberly Devlin
9/4/2020 08:53:41 am
Karen - Have you tried working them in "like vegetables"? What I mean is slipping into "unnoticed"...instead of calling out that the group will now brainstorm, simply ask for the group's ideas and chart them. Instead of jumping into full role plays, do some "demonstrations with a volunteer" then invite another to take your place... These are ideas to shift the needle. Small steps in the right direction may not receive as much push back.
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Ginny Bennett
9/2/2020 11:57:40 pm
I felt very validated when reading this post and actually sent a message to my boss telling him about it. The design actions listed are exactly the principles we used to redesign our new hire training curriculum. It has been a slow process, with periodic modifications, but we finally have a training course that works very well. One area of focus will be to offer our agents more opportunities to experiment.
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Kimberly Devlin
9/4/2020 08:54:17 am
Kudos Ginny!
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Justin Sochacki
9/3/2020 04:57:13 am
Very helpful list that would be helpful to discuss with SMEs. We have a very decentralized organization where many 'training offerings' have emerged from the field and been led by SMEs that are very passionate about their content, but may not have incorporated these considerations into development.
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Kimberly Devlin
9/4/2020 08:54:43 am
Great idea Justin!
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Mike Bradshaw
1/7/2022 10:53:53 am
Some of these are great, others I’m not sure how to apply. I teach mostly software apps for new hires. Many have never used these so I try to tie those to something that they might have done in other aircraft producing companies. This is very good information.
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Kimberly Devlin
1/20/2022 05:27:07 pm
Mike, which are you have a harder time seeing how to apply?
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