Learning Rebels Podcast

It all started with the BIG question on the table. 
How do cognitive biases sneak into our learning designs—and what can we do about it?
 
It quickly became clear this conversation was going to hit close to home. We all fall into these traps—affinity bias, confirmation bias, halo effect, availability heuristic, and the Dunning-Kruger effect. It's not about shame; it's about recognizing that our brains have built-in shortcuts that sometimes help us and sometimes lead us astray.
 
The group shared real examples. One person caught themselves gravitating toward job candidates they liked rather than those with the best portfolios. Another realized they'd been making assumptions about learner personas based on who they wanted the audience to be, not who it actually was. We talked about how personality assessments like DISC can create bias, putting people in boxes and giving them excuses for behavior. And we explored the "squeaky wheel" problem—when one loud voice convincing us "everybody" needs something turns out to be just that one person.
 
The conversation turned practical. How do we catch ourselves? Listen for trigger words like "everyone," "always," and "never." Add a bias checkpoint to your needs analysis process. Share your assumptions with colleagues as accountability partners. One suggestion that landed: upload your training needs analysis into AI and ask it what you missed or overstated—an unbiased second look can reveal blind spots you didn't even know were there.
 
The takeaway wasn't about fixing ourselves overnight. It's about awareness. Recognizing when you're walking that worn path and choosing to step out of the trench. Starting with yourself before trying to point out biases in others. And when you see it happening in stakeholder meetings, using the gentle nudge: "I've heard that too—help me understand who 'everyone' is in your world."
So what bias are you going to watch for in your next stakeholder meeting?
Stay curious! 
-Shannon
 
Video
 
Transcript
 
Transcript Summary
 
Chatbox
 
Resources
 
Cognitive Bias Quiz
 
5 Cognitive Biases Sabotaging Your Learning Programs
 
Explaining the Dunning-Kruger Effect
 
Unmasking the Mind: 11 Cognitive Biases That Can Derail Workplace Decisions (and How to Overcome Them)
 
The Cognitive Bias Checker
 
Books
 
Cognitive Biases - A Brief Overview of Over 160 Cognitive Biases: + Bonus Chapter: Algorithmic Bias by Murat Durmus
 
Mental Models: Learn How to Improve Decision Making, Problem Solving, Develop Better Strategic Thinking and Reasoning Ability to Avoid Cognitive Biases by Joe Silva
 
The Critical Mind: Enhance Your Problem Solving, Questioning, Observing, and Evaluating Skills (Cognitive Development Book 2) by Zoe McKey
 
How Our Brains Betray Us by Magnus McDaniels
 
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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 set goals that truly align with our personal and professional aspirations while making the process motivating, realistic, and actionable?
This Coffee Chat was all about rethinking how we approach goal setting. Forget the old SMART goals you’ve heard about a thousand times—this conversation was focused on making goals meaningful, personal, and, most importantly, doable.
We talked about the problem with framing goals in a negative light. How often do we say, “I need to stop doing this” or “I should do that”? We instead tried to ask “What’s the positive motivation behind my goal?”
We also had some fun with numbers! By calculating the weekends left in our lives (yes, weekends), we got a new perspective on time and how to prioritize what matters most. It’s not about how many years you have left, but about how you’re using the time you’ve got.
There was a great moment when someone shared their experience with imposter syndrome. But remember, Identifying barriers upfront—like fear or complexity—is the first step to overcoming them.
This chat was full of “aha” moments and practical ideas, but what stuck with me most was this: Goal setting isn’t just about planning. It’s about believing in the process, breaking things down, and being kind to yourself along the way.
So, what are your big, hairy, audacious goals? What’s stopping you? Let’s keep the conversation going!
Stay Curious! 
~Shannon
 
 
 
Resources:
Video
 
Transcript
 
Transcript Summary
 
Chatbox
 
Resources
 
BHAG Big Rock Goal Setting Planner
 
Books
 
SMARTER Goals: A Better & Smarter Approach To Setting & Achieving Goals by Tal Gur
 
The Efficient Path to Success - A Practical Guide to Achieving Your Goals by Nelson JR
 
Start Poorly: Sidestepping Perfection to Reach Your Goals by Justin Grifford
 
Goal Setting: Forget SMART Goals Try SMARTER Goals by Martin Formato
 
 
 
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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 does burnout really look like, and how do we bring ourselves back from it without treating rest like another item on the to-do list?
 
This Coffee Chat opened with an honest acknowledgment that many of us are feeling stretched thin. Between back-to-school schedules, heavy workloads, shifting priorities, and the general pace of life, it has been catching up with people. Special guest Chris Coladonato joined us to talk about rest as a strategy rather than something you squeeze in when everything else falls apart. What stood out early on was the reminder that burnout is not always obvious. Sometimes you only recognize it when you finally stop.
 
The conversation was filled with relatable moments. People shared the signs they notice in themselves, like irritability, lack of motivation, mistakes that seem to pile up, or the feeling of being backed into a corner. Others admitted they do not realize they are burned out until something forces them to pause. Chris encouraged us to look for these cues sooner and to view rest as a practice that happens throughout the day rather than a reward you earn at the very end of a long stretch. Even small breaks create a reset, whether it is stepping outside, stretching, listening to the birds, or taking a minute to breathe without checking email.
 
There was also an honest look at the guilt so many of us feel when we take a break. A lot of that pressure comes from old beliefs, workplace culture, or past expectations about what “busy” is supposed to mean. We were reminded that we often put as much pressure on ourselves as anyone else does. Choosing rest is choosing yourself, and that choice matters. People shared creative ways they weave in restorative moments, such as using Notion boards to track energy levels, taking tiny walks, using music, doodling, or keeping a calming activity nearby so it is easy to reach for during short pockets of time.
 
As the chat wrapped up, the takeaway was simple. Burnout does not disappear through one long weekend or a single deep breath. It shifts when we build small practices that support us throughout the day. It shifts when we notice our signals and respond with care. And it shifts when we stop viewing rest as laziness and start treating it as maintenance for being human.
 
Stay curious!
-Shannon
 
Video
 
Transcript
 
Chatbox
 
Transcript Summary
 
Resources
 
Zentangle
 
Sacred Rest Book Club
 
Recharge-Renew-Refocus Your Toolkit
 
Books
 
Burnout Recovery: 15 techniques to overcome chronic stress, regain control, restore your energy and your focus by Amber Pierce
 
Burnout Recovery Breakthrough: A Compassionate Guide to Manage Stress Overload and Build Unshakable Mental Resilience to Reclaim your Happiness by Laurie Grist
 
I'm So Effing Tired: A Proven Plan to Beat Burnout, Boost Your Energy, and Reclaim Your Life by Amy Shah
 
The Burnout Solution: 7 Steps from Exhausted to Extraordinary by Sharon Grossman
 
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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 if learning and development professionals thought more like anthropologists?
 
This Coffee Chat explored what it means to study the culture of our organizations instead of simply observing it from a distance. How do we uncover the stories, rituals, and behaviors that shape it?
 
We began by exploring the idea of acting as storytellers. We already curate knowledge and connect people to resources, but what if we also helped uncover the stories that show who we are as a company? Culture does not live in a PowerPoint slide about values. It lives in the moments people share, the choices they make, and even the quiet in between.
 
Several participants reflected on how remote and hybrid work have changed the way we see culture. Without breakroom chatter or hallway check-ins, those unspoken stories are harder to find. Some suggested new ways to listen, like forming engagement committees, or simply asking questions that reveal what is really happening behind the scenes. Others noted that listening also means noticing what is not being said and understanding why.
 
We shared examples of how learning can reflect culture instead of sitting apart from it. That might mean weaving company values into course content, highlighting real stories from employees, or recognizing behaviors that model the culture we want to build. When culture shows up in learning, it starts to feel real.
 
Toward the end, the conversation turned practical. How do we help culture grow when budgets are tight and influence feels limited? The group offered creative, low-cost ways to build connection, such as virtual movie clubs, “Be Kind” chats on Teams, cross-department highlights, and even therapy dog visits at the office. Small, human moments like these help people feel part of something bigger, and that is where culture thrives.
 
Being a workplace anthropologist is not about changing the company overnight. It is about paying attention, capturing stories, and creating spaces where people can connect and be seen. That is how we keep the heart of an organization beating strong.
 
Stay curious!
-Shannon
 
Video
 
Transcript
 
Transcript Summary
 
Chatbox
 
Resources
 
Workplace Redux: An Anthropological Approach to Today’s Workplace Design by
Melissa Fisher and Hana Kassem
 
How to Replicate Water Cooler Conversations in Hybrid & Remote Workplaces by Matthew Reeves
 
What Is Employee Wellbeing? And Why Does It Matter?
 
Books
 
Your Wellbeing Blueprint: Feeling Good And Doing Well At Work by Michelle L McQuaid and Dr Peggy L Kern
 
The Pandemic Workplace: How We Learned to Be Citizens in the Office by Ilana Gershon
 
Beyond the Workplace Zoo by Nigel Oseland
 
Cultural Sensitivity Training: Developing the Basis for Effective Intercultural Communication by Susann Kowalski
 
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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.
Have we lost our edge when it comes to presentation skills?
 
This Coffee Chat centered on something many of us have noticed. With so much attention going to AI tools and digital platforms, it is easy to forget that connection and presence are still at the heart of great facilitation. Participants shared strategies they use to spark engagement, like starting with a playful question, calling people by name as they join, or choosing icebreakers that help everyone warm up without feeling awkward.
 
We also talked about what keeps a session lively once it begins. Simple tools like chat prompts, polls, and annotation help, but small human gestures often matter more. Reading the room, noticing who is quiet, acknowledging comments in real time, and keeping your tone approachable can turn a presentation into a conversation. A few trainer red flags came up too, like saving questions for the very end or reading directly from the slides.
 
The group shared ideas for keeping presentations fresh. Changing visuals to maintain energy, using a co host to help with tech, and keeping each slide focused on a single idea were all crowd favorites. We also laughed about what happens when things go wrong, whether the poll freezes or the audio drops. Great presenters stay calm, improvise, and keep the room connected through those moments.
 
In the end, presentation skills are not about performance. They are about building trust, showing care, and making people feel included. Technology can support that work, but it cannot replace the human element that makes learning come alive.
 
Stay curious!
-Shannon
 
Video
 
Transcript
 
Transcript Summary
 
Chatbox
 
Resources
 
Presentation Skills Self Assessment
 
250 Conversation Topics
 
Woodstock 1969 Playlist
 
The Learning Rebels’ 22 Tips To Level-Up Your Virtual Learning Game
 
How to Present Survey Results in PowerPoint
 
Bingo in the classroom: A fun & educational tool
 
Books
 
Presentation Skills 201: How to Take It to the Next Level as a Confident, Engaging Presenter by William Steele
 
The Confident Presenter: Ditch Your Fear of Public Speaking and Embrace the Stage by Ryan Millar
 
Think Faster, Talk Smarter: How to Speak Successfully When You're Put on the Spot by Matt Abrahams
 
Develop Your Presentation Skills: How to Inspire and Inform with Clarity and Confidence by Theo Theobald
 
DataStory: Explain Data and Inspire Action Through Story by Nancy Duarte
 
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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 write learning materials that people actually want to read?
 
This Coffee Chat focused on the art and challenge of writing for learning. Whether it’s job aids, workbooks, or PowerPoint slides, the struggle is the same: keeping things clear, concise, and human. The discussion centered on how to cut through the noise, remove the fluff, and make content easy to digest without oversimplifying it.
 
The group shared ideas about finding the right balance between too much and not enough. Some of us worry about losing meaning when we simplify, while others admit to writing a novel for a ten-minute course. Hemingway’s famous advice to “keep it short and use simple words” came up more than once. The goal is not to strip the story away but to make sure every word earns its place.
 
We also explored design choices that make written content more engaging. White space, larger fonts, and shorter paragraphs keep readers focused and reduce visual fatigue. For learners who are neurodiverse or have visual limitations, those same choices make a huge difference. Clean layouts, chunked information, and thoughtful formatting improve accessibility and make the learning experience better for everyone.
 
Before long, the talk shifted to tone and audience. Good writing starts with knowing who you are talking to. Not every learner reads the same way, and not every message needs the same level of context. Sometimes people are not looking for a history lesson; they just need to know how to do the thing.
 
In the end, great writing for learning is about empathy. When we focus on what learners need to understand instead of what we want to explain, everything becomes clearer.
 
Stay curious!
-Shannon
 
Video
 
Chatbox
 
Transcript
 
Transcript Summary
 
Resources
 
What Hemingway Teaches Us About Instructional Writing
 
Bright Carbon monthly webinars
 
Books
 
The Design of Everyday Things by Don Norman
 
Design for How People Learn (Voices That Matter) by Julie Dirksen
 
Write Like Hemingway: Find Your Voice, Discover Your Style Using the 10 Rules That Guided A Nobel Laureate by Ed Gleason
 
Instructional Story Design: Develop Stories That Train by Rance Greene
 
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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 partner with middle managers instead of clashing with them?
 
This Coffee Chat dove into one of the most complicated roles in any organization. Middle managers sit at the crossroads of leadership expectations, daily operations, and learning initiatives. They can be your biggest ally or your biggest barrier, often depending on how well they understand their role in supporting development.
 
The chat quickly turned to some all-too-familiar struggles. Managers who block progress, expect new hires to be experts, or try to run training their own way. Others just don’t think helping their teams learn is part of the gig. And honestly, most are pulled in so many directions that learning ends up taking a back seat.
 
We talked about what it looks like to shift that relationship from tension to partnership. It starts with inviting managers into the process early, giving them visibility into what’s coming, involving them in decisions, and offering easy-to-use tools that help them lead conversations about learning. One participant shared a “leader-led learning” model that made managers the heroes by equipping them with resources to guide discussions with their teams.
 
Sometimes we toss training over the fence and expect managers to run with it, even though no one’s ever taught them how. When we bring them in, let them learn alongside their teams, and show how it connects to their own goals, the tension starts to ease. Suddenly, learning feels like something they want to be part of, not just another box to check.
 
In the end, middle managers are not the enemy. They’re just caught in the middle. The more we treat them as partners rather than obstacles, the stronger our learning cultures become.
 
Stay curious!
-Shannon
 
Video
 
Transcript
 
Transcript Summary
 
Chatbox
 
Resources
 
Learning Rebels’ CTRL + ALT + BUILD: The Microlearning Lab for Modern L&D Workshop
 
The Power Hour Tool
 
Leader Led Learning Series
 
20 Ways Managers Can Create a Culture of Continuous Learning
 
How to Involve Managers in Learning Programs3 Actionable Steps For Managers to Cultivate a Learning Culture
 
How To Create a Learning Culture: 18 Best Practices
 
Leaders' Critical Role in Building a Learning Culture
 
Books
 
Power to the Middle: Why Managers Hold the Keys to the Future of Work by Bill Schaninger, Bryan Hancock, and Emily Field
 
Caught in the Middle: 5 Crucial Insights into Mastering Middle Management by Maria Simpson
 
Leading Change from the Middle: A Practical Guide to Building Extraordinary Capabilities by Jackson Nickerson
 
The Middle Management Challenge: Moving from Crisis to Empowerment by Alan L. Frohman and Leonard W. Johnson
 
 
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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 make learning environments feel safe for everyone who walks through the (virtual or physical) door?
 
This Coffee Chat explored the heart of psychological safety—what it really looks like in classrooms, workshops, and training sessions. We opened with five common mistakes that unintentionally chip away at that sense of safety: assuming hierarchy disappears, mistaking compliance for engagement, treating all mistakes the same way, ignoring social dynamics, and underestimating the learning environment itself. Each point sparked stories, strategies, and honest reflections from the group.
 
We talked about how hierarchies can quietly shape participation. Managers and employees in the same breakout room, long-tenured voices dominating newer ones, or facilitators unintentionally reinforcing authority can all influence who speaks up. Small shifts can make a big difference, like randomizing groups, normalizing dissent, and inviting learners to question the content openly.
 
The discussion also turned to design choices and facilitation techniques that foster safety and inclusion. It’s about creating spaces where people can engage comfortably through low-pressure icebreakers, time to think before sharing, or reflection moments that don’t force conversation.
 
Physical and digital cues such as fidget toys, flexible seating, and optional camera use can help signal that comfort matters. Just as important is the facilitator’s approach; tone, timing, and phrasing can either open the door to honest dialogue or quietly close it. A quiet room is not always an engaged one, and sometimes it’s simply a nervous one.
 
Building psychological safety takes care, self-awareness, and consistency. The good news? It starts with small, intentional choices that tell learners, “You belong here.”
 
Stay curious!
-Shannon
 
Video
 
Transcript
 
Transcript Summary
 
Chatbox
 
Resources
 
5 Psychological Safety Mistakes That Kill Learning (And How To Fix Them)
 
How to Foster Psychological Safety on Your Teams
 
Promoting Psychological Safety Toolkit
 
Books
 
Safe Spaces, Strong Minds: Nurturing Mental Wellness In Educational Environments by Leanndra Yates
 
Safe Spaces, Brave Spaces: Diversity and Free Expression in Education by John Palfrey
 
Safe Spaces by Lisa McAdams
 
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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