Learning Rebels Podcast

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
 

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
 
 

It all started with the BIG question on the table.
 
When those subject matter experts drive you bananas, what do you do about it?
 
This Coffee Chat got real about the messy, human side of working with subject matter experts. We opened by asking the group about their main struggles, and the honesty flowed immediately: "Can't I just do it all myself?" One person pointed out that whether or not the SME was voluntold matters—being your subject matter expert isn't their day job, and we may very well be a disruption in their life, not a welcome addition. The relationship dynamic shifts depending on whether they feel grateful for the support or resentful of the extra work.
 
We dug into the ghosting problem—the SME who doesn't answer emails, skips meetings, and leaves you high and dry. The group's advice ranged from practical to hilarious: escalate to whoever nominated them, but only after genuine effort; "stalk them on Teams" with friendly persistence; bring snacks (never underestimate a Starbucks gift card); or simply state the facts plainly—here's the deadline, here's the risk to the project if we don't get your input. One participant made a sharp point: sometimes the ghosting isn't laziness, it's fear of judgment or imposter syndrome. Understanding the "why" changes how you approach the "what now."
 
The over-sharer got equal airtime—the SME who wants to dump a 100-page document with everything they know. The fix? Ask the right question: what does a new hire actually need to know on day one, five, and thirty? Several people are now using AI to synthesize massive information dumps and spot the gaps, though with a clear caution about redacting sensitive company data first. And when you're not sure if you've captured the right content, bring in a second or third perspective—not to undercut the SME, but to build consensus and credibility. As one participant put it, getting multiple voices to align makes the final product look more collaborative and trustworthy.
 
The conversation turned to building real trust with SMEs over time. Make them the star—record their stories, use their voice for narration, credit their contributions by name. Give them ownership over small pieces so they feel invested. Written appreciation that can go into a performance review carries real weight, and yes, food works too (never underestimate a $5 Starbucks card). The throughline: nurture the relationship before you need something, not just when you're in crisis mode.
 
The takeaway? Subject matter experts aren't the enemy—they're human, stretched thin, and often doing their best with information overload of their own. Get specific about what you need and when you need it. Be a shape-shifter depending on who you're talking to. And remember that clear, kind communication beats vague niceties every time—"at your earliest convenience" means nothing when you actually need an answer today.
 
So how are you building trust with your subject matter experts this week?
 
Stay curious!
-Shannon
 
Video
VimeoCoffee Chat: My SME is Driving Me Bananas!
 
 
Transcript Summary
Learningrebelslearningrebels.com/wp-content/uploads/20...
 
 
Transcript:
OtterOtter Voice Meeting Notes
 
 
Chat Box:
Learningrebelslearningrebels.com/wp-content/uploads/20...
 
 
Resources:
Learning Rebels Blog: 6 Tactics to Successfully Work With Subject Matter Experts
Learningrebels6 Tactics to Successfully Work with Subject Matter Experts - Learning Rebels Shannon Tipton
 
Leaning Rebels PDF: The SME Situation Guide - Say This, Not That
Learningrebelslearningrebels.com/wp-content/uploads/20...
 
Books:
Valued: The Six Coaching Habits That Turn SME Into Enthusiastic Talent Developers
AAmazon.com: Valued: The Six Coaching Habits That Turn Subject Matter Experts Into Enthusiastic Talent Developers eBook : Dickerson, Matthew, Toomer, Jerry: Kindle Store
 
The Accidental Instructional Designer by Cammy Bean
AThe Accidental Instructional Designer, 2nd Edition: Learning Design for the Digital Age: Bean, Cammy: 9781953946591: 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
 
Crucial Conversations by Kerry Patterson and co-authors
ACrucial Conversations: Tools for Talking When Stakes are High, Third Edition: Grenny: 9781260474183: 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
 
 

It all started with the BIG question on the table.
 
How can we solve today's problems with yesterday's solutions? Spoiler: we can't.
 
This Coffee Chat dug into creative problem-solving—why we get stuck using the same tired approaches for every challenge, and how to break out of the rut. We opened up the conversation by asking the group what techniques they use when tackling common problems, especially the classic "difficult subject matter expert" scenario. One participant shared how tools like MURAL or Miro help unlock people who are reluctant to share ideas—giving them a first draft to react to takes the pressure off, because people often don't know what they want until they see something and can say yes or no.
 
The group explored some powerful reframing techniques. Instead of jumping straight to solutions, one person talked about circling back to the actual problem first—what's really going on, what's the end goal, does this actually change performance? Another shared a favorite twist: instead of asking how to succeed, ask "What would we need to do for this to fail?" Flip the script, list out the failure points, then tackle them one by one. It forces the brain to think differently because we're wired to think in terms of wins, not failures.
 
AI came up as both a tool and a tension point. One participant uses AI to extract information for user guides but wrestles with a real dilemma: if she teaches her end users how to use AI, does that make her role obsolete? Another shared a genuinely fun technique—prompting AI to create two personas (a subject matter expert and an L&D person) and letting them debate a problem out loud, landing on a solution with real constraints like budget. It's worth experimenting with as a facilitation tool, not just a personal productivity hack.
 
We spent time in Liberating Structures, a free resource packed with facilitation techniques for group problem-solving—One-Two-Four-All for building ideas from individual to pairs to foursomes, Purpose-to-Practice for kickoff meetings, and drawing exercises for people who struggle to express themselves in words. The group also talked honestly about what makes creative problem-solving fail in a virtual setting: nobody talks, people are multitasking, or you're trying to force an in-person activity into a virtual box. The fix? Post instructions directly in breakout rooms, seed the conversation with a planted question, and actually show up in the room instead of grabbing coffee while people work.
 
The takeaway? We're all creative—we just don't always see it in ourselves. Whether it's flip charts, sticky notes, PowerPoint slides repurposed as mind maps, or AI as a thinking partner, the tools matter less than giving people permission to think differently. Start small. Try one technique. See what happens.
 
So what's the one creative problem-solving technique you're going to try this week?
 
Stay curious!
-Shannon
 
Video
VimeoCoffee Chat: My SME is Driving Me Bananas!
 
 
Transcript Summary
Learningrebelslearningrebels.com/wp-content/uploads/20...
 
 
Transcript:
OtterOtter Voice Meeting Notes
 
 
Chat Box:
Learningrebelslearningrebels.com/wp-content/uploads/20...
 
 
Resources:
Learning Rebels Blog: 6 Tactics to Successfully Work With Subject Matter Experts
Learningrebels6 Tactics to Successfully Work with Subject Matter Experts - Learning Rebels Shannon Tipton
 
Leaning Rebels PDF: The SME Situation Guide - Say This, Not That
Learningrebelslearningrebels.com/wp-content/uploads/20...
 
Books:
Valued: The Six Coaching Habits That Turn SME Into Enthusiastic Talent Developers
AAmazon.com: Valued: The Six Coaching Habits That Turn Subject Matter Experts Into Enthusiastic Talent Developers eBook : Dickerson, Matthew, Toomer, Jerry: Kindle Store
 
The Accidental Instructional Designer by Cammy Bean
AThe Accidental Instructional Designer, 2nd Edition: Learning Design for the Digital Age: Bean, Cammy: 9781953946591: 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
 
Crucial Conversations by Kerry Patterson and co-authors
ACrucial Conversations: Tools for Talking When Stakes are High, Third Edition: Grenny: 9781260474183: 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
 
 

It all started with the BIG question on the table.
 
How do we network like actual humans instead of robots collecting contacts?
 
This Coffee Chat tackled the awkwardness, fear, and internal dialogue that makes networking feel like pulling teeth. We kicked off identifying the barriers—introversion, social anxiety, imposter syndrome, fear of rejection, and that nagging voice asking "What can I possibly offer these grown-up professionals?" One person admitted they reach out, start a conversation, then it fizzles into silence. Another said networking events make them feel like a kid at a classroom birthday party who wasn't invited. The room nodded hard.
 
The conversation turned to practical strategies. Show up first—liking posts is the baby step, but commenting is where you stretch. Share what you found valuable and tag people you trust. Ask relatable questions. Look for opportunities to give, not take. One person shared their approach: go to conferences during peak lunch times so you're forced to sit with strangers, read their badges for conversation starters, and ask why they came to that session. Another admitted they despise networking but power through by listening for moments to jump in.
 
We explored tools and mindset shifts. Use HiHello to swap contact info at conferences instead of collecting business cards nobody carries anymore. LinkedIn's algorithm recently changed—it now feeds you content based on your expertise, so post about what you want to see more of. Hit the notification bell on profiles of people you want to stay connected with. And stop treating networking like something you only do when job searching—that's not authentic, and people can tell.
 
The group talked about starting from a place of giving. Share someone else's gold nuggets, not just your own. Repost articles that resonated with you and tag people in the conversation. Offer shout-outs. Help someone. Take the focus off yourself by making it about what you can contribute. And remember—most people want you to reach out. That barrier you're imagining? It's in your head.
 
The takeaway? Networking isn't about being perfect or having all the answers. It's about showing up, being yourself, and connecting with people in spaces that feel comfortable. Start small. Build the habit. Reflect on what worked and what held you back. And stop telling yourself you're not good enough—because you are.
 
So what's your first right step this week?
 
Stay curious! -Shannon
 
Video
VimeoCoffee Chat: Networking Like A Human
 
Transcript Summary
Learningrebelslearningrebels.com/wp-content/uploads/2026/03/3_27-Coffee-Chat_-Networking-Like-A-Human-Transcript-Summary.pdf
 
Transcript:
OtterOtter Voice Meeting Notes
 
Chat Box:
Learningrebelslearningrebels.com/wp-content/uploads/2026/03/3_27-Coffee-Chat_-Networking-Like-A-Human-Chat.pdf
 
 
 
 
Resources:
Learning Rebels Virtual Networking Planner 2026
Learningrebelslearningrebels.com/wp-content/uploads/2026/02/Virtual-Networking-Planner-2026-revised.pdf
 
HBR: Loneliness is Reshaping the Workplace: HbrLoneliness Is Reshaping Your Workplace
 
Hi Hello App
www.hihello.com
 
Books:
Never Eat Alone by Keith Ferrrazzi
AAmazon.com: Never Eat Alone, Expanded and Updated: And Other Secrets to Success, One Relationship at a Time: 8601411271779: Ferrazzi, Keith, Raz, Tahl: Books
 
How to Win Friends and Influence People by Dale Carnegie
AAmazon.com: How to Win Friends and Influence People: 9780671027032: Carnegie, Dale: Books
 
The Laws of Connection by David Robson
AThe Laws of Connection: The Scientific Secrets of Building a Strong Social Network: Robson, David: 9781639366484: Amazon.com: Books
 
Relationships at Work by Rachel B. Simon
ARelationships at Work: How to Authentically Network within Your Company: Rachel B. Simon: 9781637555378: Amazon.com: Books
 
The Introvert's Edge to Networking
AmznAmazon.com: The Introvert’s Edge to Networking: Work the Room. Leverage Social Media. Develop Powerful Connections (The Introvert’s Edge Series) eBook : Pollard, Matthew, Blount, Jeb, Lewis, Derek: Kindle Store
 
Be part of the Community.
Gain more valuable resources to build your skills! Learn more here.
 
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
 
 

It all started with the BIG question on the table.
 
What's the one skill you want to go deeper on this year—and how are you going to get there?
 
This Coffee Chat was about moving from broad knowledge to deep expertise. We kicked off with a quick level set: participants named skills they wanted to build—AI, gamification, executive presence, communication, writing learning objectives, digital acumen. But wanting to go deeper and actually doing it are two different things. One person said they're already consuming the next thing they won't implement. The group nodded hard—it's exactly what our learners go through with our content.
 
The conversation turned to barriers and breakthroughs. Someone shared their journey building executive presence through reading, observing people who model it, and creating a mental model of what success looks like. Another talked about using AI to develop exam questions and building tools that rejuvenate weak test items. Someone admitted they hate choosing tools because the learning curve feels endless, so they refuse to choose at all. The reality? We're all struggling to bridge training to implementation—even though that's literally what we do for a living.
 
We explored practical tools for going deep. ChatGPT can act as your instructor—upload a report, ask it to quiz you over coffee, and get feedback without judgment. Toby helps manage tab addiction by organizing articles for review so you don't lose track of what you want to learn. NotebookLM became the star of the show—upload sources, generate flashcards, create audio overviews you can listen to on your commute, or interrupt the podcast to ask questions. One participant realized the exploration is endless, which is both exciting and paralyzing.
 
The group talked about structuring learning time. Set a 30-minute timer. Focus on one Articulate skill. Stop when the alarm goes off. Listen to audio files during lunch. Quiz yourself in the grocery store line. Use AI to figure out where to start—ask it what a future-facing L&D leader would prioritize. The key is treating yourself like you're back in school, but on your terms.
 
The takeaway? The job market is shifting. AI can do some of what we used to do. We need deeper functional knowledge in areas AI can't replicate—strategy, gamification, executive presence, creative problem-solving. Know what you're good at as a human, as an L&D professional, and then pick one thing to go deep on. Follow that T-shaped path down.
 
So what's your one thing?
 
Stay curious! -Shannon
 
Video
 
Transcript Summary
 
Transcript
 
Chat Box
 
 
Resources:
NotebookLM
 
Microsoft Copilot
 
Articulate Storyline
Toby
LinkedIn Learning
Books:
The Coaching Habit — by Michael Bungay Stanier
 
Write Better Multiple-Choice Questions to Measure Learning — by Patti Shank
 
The One Thing —   Authors: Gary Keller and Jay Papasan
.
Radical Candor — by Kim Scott
 
Be part of the Community.
Gain more valuable resources to build your skills! Learn more here.
 
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

It all started with the BIG question on the table.
How do we actually build a habit of learning—for ourselves?
 
This Coffee Chat tackled a challenge we all share: making time for our own growth when everything else feels more urgent. We kicked off identifying the barriers—time, distractions, guilt, and too many deadlines. Someone admitted they schedule learning time, then say yes when someone else's issues come up. Another confessed they're consistent at letting themselves down. The group nodded hard at the reality: we hoard articles, bookmark everything, and tell ourselves we'll get to it later. Later never comes.
 
The conversation shifted to practical solutions. One participant blocks lunch on their calendar every day (and tells their boss "it's not just lunch") to watch webinars and share takeaways with the team. Another uses Asana to forward emails directly into task lists so learning doesn't get buried. Someone shared a 30-day behavior change cohort where they committed to just five minutes of reading daily—and gave themselves a nine out of ten for sticking with it. The key? Making it easy to do the next right thing.
 
We explored workflow integration instead of breaking ourselves out of the day. Listen to a podcast on your commute. Read an article in the doctor's waiting room. Replace mindless scrolling with something brain-nourishing. One person shared a standard work spreadsheet to track daily, weekly, and monthly learning habits. Another talked about breaking goals into 5% of your work week—just two hours across five days. When you frame it that way, it's a no-brainer.
 
The group also talked about curating versus hoarding. Taking pictures of articles and saving them to Apple Notes. Pinning emails in Outlook. Creating project folders in ChatGPT. Organizing materials so you can actually find them again. And recognizing that clarity matters more than motivation—knowing what you want to learn and making the first step easy.
 
The takeaway? We need to stop making learning so heavy. It doesn't have to be an hour-long commitment. It can be five minutes. It can be part of your existing routine. And most importantly—you're worth 5% of your work week to sharpen your saw.
 
So what's one small step you can take to build your learning habit today?
 
Stay curious! -Shannon
 
Video
 
Transcript Summary
 
Transcript
 
Chat Box
 
Resources:
Notebook LM
Training Magazine Network
Trello 
Asana 
Pomodoro Technique
Getting Things Done (GTD) Crucial Learning 
Shannon’s LinkedIn Post 
SHA Leader Standard Work Template
Daily Learning Habit Checklist 
 
Books:
Atomic Habits
Full Focus Planner
Getting Things Done: The Art of Stress Free Productivity
Essentialism: The Disciplined Pursuit of Less
 
Be part of the Community.
Gain more valuable resources to build your skills! Learn more here.
 
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
 

It all started with the BIG question on the table.
What skills did we need in 2025 that we didn't see coming—and what does that mean for our careers?
 
This Coffee Chat was all about looking in the rearview mirror at the year behind us and thinking forward to what skills matter now. We kicked off with the big one: prompt engineering. Would we have known in January 2025 that mastering AI prompts would become critical? Some of us saw the signals, but most of us didn't jump on it fast enough. The question became: how do we get better at spotting trends before they pass us by?
 
The conversation turned to staying informed and developing a radar for what's next. Reading widely—Wall Street Journal, Harvard Business Review, industry newsletters—and practicing pattern recognition helps you see what's coming down the hall. One participant carved out intentional innovation time each week to stay ahead of trends. Another pointed out that AI isn't just a tool—it's part of the workflow now. Prompt engineering, understanding AI agents versus simple prompts, and knowing which AI tool fits which task all became essential skills this year.
 
We explored creativity, storytelling, and binge-worthy learning. One participant asked: what if we designed learning people actually wanted to come back to, like a Netflix series? The group talked about framing content around compelling narratives, using humor and relatability (even corny stuff works if it's memorable), and building playlists instead of learning paths. Old-school techniques came back up too—process mapping, branching scenarios, empathy mapping, and the lost art of asking the right questions. Not "What problem are you solving?" but "What happened that brought you to my office today?"
 
We also tackled content curation with purpose. Throwing an entire library at people doesn't work. Instead, we need to help learners build targeted playlists—whether it's curated courses, YouTube videos, or internal resources—that actually match what they need. And we talked about dusting off skills like questioning, critical thinking, and creative problem solving. These aren't nice-to-haves anymore. They're essential.
 
The takeaway? The skills we need keep shifting faster than ever. Staying curious, staying informed, and staying flexible isn't optional—it's how we keep up.
 
So what skill are you sharpening as we head into 2026?
 
Stay curious! -Shannon
 
Video
 
Transcript
 
Transcript Summary
 
Chat Box
 
Other Resources:
 
Don’t forget!
 
Pass the Cranberry Sauce
 
Q1 Coffee Chat Schedule
 
Coffee Chat Schedule
 
Blog Posts:
 
Order taker to STRATEGIC Business Partner (2025)
 
Five skills L&D professionals couldn't ignore
 
6 must-have skills for 2025
 
Ditch Engagement! Create Learning People Can’t Ignore
 
Why Everyday Development is Crucial to Closing the Skills Gap
 
Podcasts:
 
Harvard’s Taylor Swift Course What You’re Really Learning
 
Examples:
 
When HR Goes Too Hard
 
Destinos: An Introduction to Spanish - Annenberg Learner
 
Webinar:
 
Creating Training Videos That Stick: Small Changes for Improved Outcomes 
 
LinkedIn Posts
 
LinkedIn post on Microsoft by Dylan Tokar
 
Building Your Radar: How to Spot Signals and Make Sense of Change by Al Dea 
 
Dear Leadership, We Need to Talk Not Activity by Shannon Tipton
 
 
Books:
 
The CEO's Guide to Training, eLearning & Work: Empowering Learning for a Competitive Advantage by Will Thalheimer
 
Think Like a Marketer, Train Like an L&D Pro: Strategies to Ignite Learning by Bianca Baumann and Mike Taylor
 
Made to Stick: Why Some Ideas Survive and Others Die by Chip and Dan Heath
 
The Accidental Instructional Designer by Cammy Bean
 
Practical Empathy by Indi Young
 
Be part of the Community.
Gain more valuable resources to build your skills! Learn more here.
 
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