Summer of Stories by Gabrielle Gweneth

‍Episode Summary:

‍In this episode of Summer of Stories, host Gabrielle Gwyneth interviews Dr. Carrie Graham about her journey as a trailblazer in adult learning theory and training development. Dr. Graham shares the story of how she went bungee jumping in Australia (despite it not being on her bucket list) to encourage basketball players to take the leap, illustrating her philosophy of never asking clients to do something she wouldn't do herself. The conversation explores her transition from healthcare to education to consulting, driven by frustration with ineffective training programs she experienced as both participant and educator. Dr. Graham discusses her experience as often being the only person of color in professional settings, including her PhD program, and how this shaped her internal dialogue and approach to navigating corporate environments. She explains how adult learning theory, originally developed by Malcolm Knowles, applies differently to diverse communities and requires understanding end users beyond demographics. The discussion covers her three core elements of effective learning: engagement (getting attention and helping people connect with material), retention (ensuring they remember what they've learned), and application (providing opportunities to practice and apply skills). Dr. Graham emphasizes that effective training development requires extensive conversations about end users rather than focusing solely on content creation. She shares how her faith supports her business decisions and risk-taking, and discusses the financial and reputational risks organizations face when they don't invest properly in strategic training development. The episode concludes with insights about AI's role in adult learning and the irreplaceable value of understanding organizational culture and individual learner needs.

‍

Listen Here > https://www.youtube.com/live/uklji0_V70U?si=GdZ0YEl_KxfCw519

‍

10 Key Points:

1. Effective training requires leaders willing to go first and model vulnerability and risk-taking for their teams
2. Understanding end users as people (not just demographics) must be the foundation of all training development
3. Adult learning theory applies differently across diverse communities and requires cultural sensitivity in application
4. The three core elements of effective learning are engagement, retention, and application in that specific order
5. Being the only person of color in professional settings creates internal dialogue challenges that require intentional navigation
6. Faith can provide validation and confidence needed for business risk-taking and decision-making
7. Organizations risk significant financial losses and reputation damage when training programs are ineffective
8. Extensive upfront conversations about end users are more valuable than focusing solely on content creation
9. AI has potential in information gathering but cannot replace intimate knowledge of organizational culture and individual needs
10. Personal growth and professional development require honest self-assessment and willingness to be uncomfortable

10 Takeaways/Action Items:

1. Model the behavior and risk-taking you want to see from your team or clients before asking them to do it
2. Spend significant time (potentially multiple sessions) understanding who your end users are as people and learners
3. Move beyond demographic information to understand cultural, social, and individual factors affecting learning
4. Design training programs that prioritize engagement first, then retention, then practical application opportunities
5. Create safe spaces for learning by being willing to share vulnerabilities and personal experiences
6. Develop strategies for navigating professional environments where you may be the only person of your background
7. Use faith or core beliefs as anchors for making bold business decisions and taking calculated risks
8. Assess the true costs of ineffective training including financial losses, reputation damage, and employee retention
9. Resist over-relying on AI for training development without incorporating deep understanding of organizational culture
10. Approach learning and development as an adventure with opportunities to explore and grow continuously

Key Insights:

‍Dr. Graham emphasizes that effective training development must begin with extensive understanding of end users as complete human beings rather than just demographic categories, requiring cultural sensitivity and recognition that adult learning theory applies differently across diverse communities. She advocates for leaders who are willing to go first in demonstrating vulnerability and risk-taking, understanding that love and care for clients or employees must be central to creating meaningful learning experiences that achieve true engagement, retention, and practical application.

‍

Resources‍

Listen Here > https://www.youtube.com/live/uklji0_V70U?si=GdZ0YEl_KxfCw519

Read >  Helping people use new skills instead of old ineffective skills

Subscribe > C.A.L.M. Email for weekly industry insights

‍