Let's Be Diverse by Andrew Stoute

‍Episode Summary:

‍In this episode of Let's Be Diverse, host Andrew Stout interviews Dr. Carrie Graham about her journey from being a shy child who never fit traditional expectations to becoming an adult learning strategist who transforms workplace training. Dr. Graham shares her personal story of being the only person of color in many educational and professional settings, earning average grades despite working hard, and consistently experiencing ineffective training programs that left her watching the clock. Her frustration with poorly designed training experiences motivated her to develop better approaches to professional development plans that actually empower employees. The conversation explores common misconceptions about adult learning, including the over-reliance on AI and one-size-fits-all approaches. Dr. Graham emphasizes her ERA framework (Engagement, Retention, Application) and explains how adult learners bring rich life experiences that must be acknowledged and leveraged in training programs. She discusses the importance of customizing learning journeys for both individuals and organizations, sharing how her naturally quiet, listening-focused personality became a strength in developing training and development programs. The episode highlights the critical difference between reactive versus proactive approaches to training, with companies that seek help before crisis situations achieving better outcomes. Dr. Graham stresses the importance of understanding your audience deeply, asking thought-provoking questions, and creating training experiences that people can actually apply in their work, ultimately leading to better leadership qualities and organizational success.

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Listen Here > https://www.youtube.com/watch?v=CQO5ApCAZHk

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10 Key Points:

1. Personal experiences of struggle and not fitting in can become powerful motivators for creating better learning experiences
2. Adult learners bring rich life experiences that must be acknowledged and leveraged in training programs
3. Most training responsibility falls on the developer and facilitator, not the attendee
4. Over-reliance on AI and trendy hacks without understanding the audience leads to ineffective training
5. Adult learning requires different approaches than child education due to motivation and life experience differences
6. Customized learning journeys require deep listening and understanding of both individual and organizational needs
7. Companies that approach training proactively rather than reactively achieve significantly better outcomes
8. The ERA framework (Engagement, Retention, Application) provides a structured approach to effective training
9. Training programs should leverage natural strengths and encourage authentic facilitation styles
10. Effective training directly impacts revenue generation and business goals, making it a critical investment

10 Takeaways/Action Items:

1. Conduct deep listening sessions to understand learners' backgrounds, motivations, and experiences before designing training
2. Implement the ERA framework focusing on engagement, retention, and application in all training programs
3. Avoid over-reliance on AI and trendy training methods without understanding your specific audience
4. Create customized learning journeys that acknowledge and leverage adult learners' life experiences
5. Ask thought-provoking questions during training to encourage participation and deeper understanding
6. Approach training development proactively rather than waiting for crisis situations
7. Leverage natural strengths and authentic styles when facilitating training programs
8. Design training programs that directly connect to business goals and revenue generation
9. Create opportunities for learners with different experience levels to learn from each other
10. Focus on practical application and real-world implementation of training content

Key Insights:

‍Dr. Graham emphasizes that effective training and development must start with deep understanding of the learners' backgrounds, motivations, and life experiences, moving beyond demographic information to create truly customized learning journeys. She advocates for the ERA framework (Engagement, Retention, Application) as a comprehensive approach to professional development plans that empowers employees by acknowledging their rich experiences while providing practical skills they can immediately apply to achieve business goals.

Resources‍

Listen Here > https://www.youtube.com/watch?v=CQO5ApCAZHk

Read >  Impact of Microaggressions and Mentorship

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