Learning Rebels Podcast

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

It all started with the BIG question on the table.
How do we keep creating “champagne learning” when we’re working with a tap-water budget?
 
On this episode of the our Coffee Chat, the topic was all about getting scrappy, smart, and a little bit creative with the tools we already have. It’s that time of year when budgets tighten, priorities shift, and somehow the expectation still remains to deliver polished, high-impact learning. The challenge? Making it sparkle without spending a fortune.
 
The group shared clever ways to stretch every dollar—using project management tools like Smartsheet, Trello, or Asana for learning paths and workflows. Others found creative substitutes for full-blown LMS platforms by using SharePoint, Confluence, or even Google Sites to organize and deliver learning content. It was proof that innovation often comes from limitation.
 
We also explored design tools that do more than their job description. Canva and Vengage stood out for creating beautiful workbooks, infographics, and learning assets, while newer AI tools like Notebook LM and Napkin AI opened doors for curation, quick visuals, and even podcast-style learning recaps. When paired smartly, free and low-cost tools like these can create the illusion of a big-budget experience.
 
The conversation wrapped with a simple reminder—great learning design isn’t about price tags, it’s about creativity and resourcefulness. Whether you’re repurposing tools, experimenting with AI, or reimagining what “good” looks like, the goal is the same: to make learning feel valuable, no matter the budget.
 
Stay curious!
-Shannon
 
Video
 
Transcript
 
Transcript Summary
 
Chatbox
 
Resources
 
Notebook LM Overview
 
Cost-Effective Training: Leveraging Free Tools And Resources
 
From AI to Interactivity: What’s New (and Next) in Canva
 
Figjam: A collaborative online whiteboard that helps teams brainstorm, map out ideas, and create training workflows in real-time.
 
7 Taps: A mobile-first microlearning platform that lets you quickly create short, engaging learning modules with no design skills required.
 
Napkin.AI: An AI-powered tool that helps visualize and map out complex ideas or concepts into simple diagrams and knowledge graphs.
 
Manifestly: A checklist and workflow automation tool that helps streamline recurring training processes and improve accountability.
 
Camtasia: A powerful screen recording and video editing software ideal for creating polished instructional videos and tutorials.
 
Genially: A versatile tool for creating interactive presentations, infographics, and training materials with built-in gamification.
 
H5P: An open-source tool that enables you to create interactive learning content—like quizzes, presentations, and videos—directly in your LMS or website.
 
Slidemodel: Offers professional PowerPoint templates that help educators and trainers quickly build visually appealing slide decks.
 
Screencastify: A browser-based screen recorder that allows you to create quick, shareable video tutorials directly from Chrome.
 
Vyond: A user-friendly platform for creating animated training videos that explain concepts clearly and boost learner engagement.
 
Wellsaid:  Uses AI voice technology to turn text into realistic voiceovers, perfect for narrating training videos and eLearning content.
 
Envato: A marketplace offering templates, graphics, and stock assets to enhance the visual design of training materials.
 
Amazon Polly: Converts text to lifelike speech using AI, allowing you to add natural-sounding voiceovers to training content.
 
Intellum: A comprehensive learning management platform that supports scalable employee, customer, and partner education programs.
 
Books
 
Instructional Design on a Shoestring by Brian Washburn
 
Trends and Issues in Instructional Design and Technology by Robert A. Reiser, Alison A. Carr-Chellman, and John V. Dempsey
 
50 Ways to Speed Up Instructional Design with AI (Training with AI) by Steve Rosenbaum
 
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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 L&D visible in our organizations—and actually get recognized for the value we bring?
It quickly became clear this touches a nerve for all of us. We hesitate to promote ourselves because it feels too "salesy," like we're used car salesmen. But here's the truth—if we don't advocate for our work, no one else will. And we've all been there: when something goes wrong, training gets blamed. When it goes right? Crickets.
The conversation turned to building a real department brand. Some in the group already have mission statements and logos in place, while others are starting from scratch or rebuilding after restructures. But a mission statement can't just sit on a wall—it needs to show up everywhere, from first slides to intranet pages, so people know what you stand for. We also tackled the vocabulary trap. Talking about "blended learning" doesn't land the way "reducing lost-time injuries" or "getting people back to work faster" does. Listen to what metrics matter to leaders, then connect your work to those outcomes in their language.
Here's the reality: you already have a brand whether you're managing it or not. Right now it might be "the tick-a-box people" or "the PowerPoint people." Changing that perception takes intentional action—sharing relevant articles with stakeholders, asking to give five-minute updates in meetings, contributing to projects outside L&D. And the biggest piece? You have to ask for visibility. Ask what people say about L&D when you're not in the room. Because no amount of branding fixes a disconnect if you're not part of the conversation.
So what's one step you can take this week to make your L&D work more visible?
Stay curious! -Shannon
 
Video
Chatbox
 
Transcript
Transcript Summary
Resources
 
Be Seen Branding Action Sheet
 
VA L&D Site
 
Crafting Your Brand Workbook
 
Job Opportunity: Entry Level Instructional Designer Role at the University of Arizona
 
Jason’s Spotify Playlist after his prom chaperone experience!
 
If you found value in this week’s coffee chat, please take a minute to leave a Google Review. Your feedback helps others discover our events and keeps the Coffee Chats brewing (will include in email as well).
 
Books
 
The Complete SEO Guide: Boost Your Online Business Visibility with SEO by Andrea Bensaid
 
Value Proposition Design: How to Create Products and Services Customers Want by Alexander Asterwalder
 
Internal Branding: Growing Your Brand from Within By Jerome Joseph
 
Upskill, Reskill, Thrive: Optimizing Learning and Development in the Workplace by James McKenna
The Learning and Development Book: Change the way you think about L&D by Tricia Emerson and Mary Stewart
 
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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 do KPIs really mean for learning and development—and how do we connect to them in a way that makes sense?
 
It quickly became clear that KPI's stir up mixed feelings: exciting for some, confusing or even intimidating for others. Some departments track them obsessively, while others barely mention them. And yet, whether in higher ed, nonprofits, or corporate spaces, KPIs are always there in the background—tied to growth, efficiency, donations, or retention.
 
The conversation turned to how L&D can play a role. Instead of talking about “alignment” in vague terms, we unpacked what it looks like in practice. Training that speeds up the sales funnel, leadership programs that reduce turnover, onboarding that improves retention—all are ways to show impact in terms the business already values. Along the way, we explored the difference between lagging indicators (like employees leaving) and leading ones (like manager behaviors that influence retention).
 
We also shared the challenge of shifting the dialogue. Too often, L&D is expected to deliver courses without asking how they tie to business outcomes. But when we reframe objectives as performance outcomes—“reduce manual processing time by 20%” instead of “complete data entry tasks”—we position ourselves as partners who impact KPIs, not just order takers.
 
KPIs may not always be easy to find, but they’re out there in budgets, reports, and conversations with stakeholders. The more we connect our work to those measures, the stronger our seat at the table becomes.
 
So what KPI in your organization could you start asking about today?
 
Stay curious!
-Shannon
 
Video
 
Transcript
 
Transcript Summary
 
Chatbox
 
Resources
 
From Urbie Delgado on KPI:
 
 
Technique        
Is it a KPI?
Why it is     
Why it isn’t
Before/After Snapshots
KPI-ish 
Shows change over time
More narrative than numeric
 
Behavior Change in the Wild 
KPI-lite
Tracks real-world actions 
Qualitative, not quantified
 
Small Wins, Big Echoes
KPI by anecdote
Ties learning to outcomes
Not tracked systematically
 
Peer Recognition/Adoption
Shadow KPI 
Indicates influence and trust 
Too soft for traditional metrics
 
Performance Drift Reversal
Covert KPI
Links to process improvement
Used case-by-case
 
Stakeholder Testimonials
Relational KPI
Shows business partner buy-in
Subjective and anecdotal
 
 
Learning Changemakers Tool 7: Improving Impact pdf
 
Kevin Yates Detective Kit
 
Substack on Execution, by Larry Bossidy & Ram Charan by Evan Samek
 
Learning Rebels Blog: Connecting The Dots: From Skills Gaps To Business Outcomes
 
Books
 
Measurement Demystified: Creating Your L&D Measurement, Analytics, and Reporting Strategy by David Vance and Peggy Parskey
 
Measurement and Evaluation on a Shoestring by Alaina Szlachta
 
A Guide to the Business Analysis Body of Knowledge by Liba
 
Execution: The Discipline of Getting Things Done by Ram Charan and Larry Bossidy
 
Data Analytics and KPIs for Project Success by Moira Alexander
 
Developing Meaningful Key Performance Indicators by Clive Keyte
 
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Gain more valuable resources to build your skills! Learn more here.
 
Join the conversation 
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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 work with subject matter experts in ways that build trust instead of tension?
 
Our Coffee Chat crew shared the full range of experiences—from relationships that clicked instantly to projects that felt like pulling teeth. We talked about SMEs who deliver 30-page data dumps, professors who think semester-long lectures are “online training,” and peers who guard information a little too closely. At the same time, there were stories of SMEs who leaned on trust, empathy, and shared understanding to make the process smoother for everyone.
 
The common thread running through it all was the reminder that SMEs are people first, experts second. We set expectations, try and understand their pressures, and meet them where they are. That might mean starting with a kickoff chat to build rapport, distilling walls of content into manageable pieces, or even using AI tools to simplify technical jargon. The goal isn’t to win a battle—it’s to collaborate, filter, and ultimately help them focus on what learners really need.
 
Every SME relationship looks a little different. Sometimes it’s the long game of building trust over years, and sometimes it’s about making the most of a 30-minute hallway chat. So how do we keep refining our approach to make the process easier for them—and in turn, for ourselves?
 
Stay curious!
-Shannon
 
Video
 
Chatbox
 
Transcript
 
Transcript Summary
 
Resources
 
Agile-Like Methodology 
 
Subject Matter Expert Collaboration Checklist
 
Presentation for Team Transition to LLAMA 
 
ATD’s TD at Work Guide
 
Wednesday Boosts Sign Ups
 
Books
 
Understanding and Working with Subject Matter Experts by Dean Reed
 
The Guide to Working with Subject Matter Experts (SMEs) by Michele Medved
 
Working with Smes: A Guide to Gathering and Organizing Content from Subject Matter Experts by Peggy Salvatore

It all started with the BIG question on the table.
 
How do we build genuine professional connections without falling into the trap of sales pitches, awkward small talk, or ghosted messages?
 
Our Coffee Chat crew shared the familiar pain of trying to connect online or at events, only to be met with instant “buy my service” pitches, one-sided conversations, or radio silence. Networking, we agreed, works best when it’s rooted in authenticity—and when we remember it’s a two-way street.
 
Some of us find value in starting with our “why”—being clear on the purpose of a connection before reaching out. That might mean seeking fresh insights, industry peers, or people with complementary skills. We also talked about keeping things human: practicing open-ended questions, finding common ground before hitting “connect,” and remembering that a little curiosity goes a long way.
 
Tips from the group ranged from LinkedIn “research” before events to offering introductions for others, using industry groups beyond L&D, and finding opportunities in unexpected places—like chatting with someone at the grocery store. And when networking online, consistency matters: engaging with posts, sharing resources, and contributing your own perspective builds trust over time.
 
At its best, networking isn’t about chasing opportunities, but instead about building relationships and sharing value. So what’s one step you can take this week to make your network stronger, more authentic, and maybe even more fun?
 
Stay curious!
-Shannon
 
Video
 
Chatbox
 
Transcript
 
Transcript Summary
 
Resources
 
The 2 Hour Job Search by Steve Dalton
 
Structural Building Components Association
 
Icebreaker Questions for Networking
 
Virtual Networking Planner
 
 
Books
 
The Go Giver by Bo Burg and John David Mann
 
20-Minute Networking Meeting by Marcia Ballinger and Nathan Perez
 
The Introvert’s Edge to Networking: Work the Room. Leverage Social Media. Develop Powerful Connections by Matthew Pollard
 
The Power Of Networking: Strategies for Career Excellence, Job Development, and Building Greater Triumphs in Your Work by Michael Morgan
 
 
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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 stay productive when distractions are everywhere?
 
This Coffee Chat dug into the reality we all face—trying to get meaningful work done while notifications ping, tabs multiply, and our focus drifts to anything but the task at hand. Productivity isn’t just about checking boxes; it’s about managing our time, energy, and environment in a way that works for us.
 
Many of us shared the tactics that keep us on track—color-coded calendars, Kanban boards, playlists that trigger focus, and even apps like Forest to gamify staying off our phones. Our Coffee Chat crew also explored the difference between distractions (the things that pull you away) and diversions (the things you wander into), and why each one needs its own strategy.
 
We set time aside, try and understand our own work patterns, and meet productivity where it fits into our lives. That might mean tackling the toughest task first, stacking creative work during high-energy hours, or giving ourselves grace when the day doesn’t go as planned. Because in the end, productivity isn’t about doing more—it’s about doing what matters most, better.
 
So what’s one small change you could make to protect your focus this week?
 
Stay curious!
-Shannon
 
Resources:
Video
 
Transcript
 
Transcript Summary
 
Chatbox
 
Resources
 
Goblin Tools
 
Jason Lewis’ Mind Amend YouTube Channel
 
LoFi Focused Playlist
 
Office Desk Accessories 2pcs Multifunction Computer Monitor Memo Board
 
Elgato Stream Deck
 
Andrew’s Kanban Board
 
Smartsheet
 
Learning Rebels’ Blog post: Mindset First, Tools Second: Building Your Productivity Foundation
 
Personal Work Audit
 
Books
 
Do Something That Matters Journal Hardcover by Michael Bungay Stanier
 
Purposeful Productivity: Multiply Your Time and Your Happiness by Tanya Dalton
 
Slow Productivity: The Lost Art of Accomplishment Without Burnout by Cal Newport
 
Dopamine Detox: A Short Guide to Remove Distractions and Get Your Brain to Do Hard Things by Thibaut Meurisse
 
 
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