Neon Elephant Award 2024

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23rd December 2024

Neon Elephant Award Announcement

Dr. Will Thalheimer, Consultant, Researcher, Speaker at Work-Learning Research, announces the winners of the 2024 Neon Elephant Award, given this year to Mary C. Murphy and Julie Dirksen for their separate contributions to workplace learning and performance improvement.

Mary C. Murphy for her book, Cultures of Growth: How the New Science of Mindset Can Transform Individuals, Teams, and Organizations—and for her long-term research programs on mindset, equity, and work culture.
Julie Dirksen for her book, Talk to the Elephant: Design Learning for Behavior Change—and for her lifetime of work bringing research wisdom to light through her books, writing, and speaking.

Click here to learn more about the Neon Elephant Award…

 

2024 Award Winner – Mary C. Murphy

Mary C. Murphy is a trailblazing researcher whose work has profoundly reshaped our understanding of how growth mindsets function within teams and organizations. Her rigorous research and thought-provoking insights have illuminated pathways for fostering collaborative, resilient, and high-performing cultures across industries. Mary’s expertise has made her a leading voice on the dynamics of growth within collective settings, and her findings have been widely cited and celebrated.

Mary’s latest book, Cultures of Growth, is a landmark contribution to the field. It offers a clear and actionable framework for cultivating environments where individuals and teams not only achieve but thrive. Cultures of Growth has been praised for its depth and clarity, empowering leaders and learning professionals to create cultures that inspire innovation, psychological safety, and sustained excellence.

Mary’s career has been defined by her commitment to bridging the gap between academic research and practical application. Her pioneering studies have shed light on the mechanisms that drive team and organizational growth mindsets, offering critical insights for those looking to design interventions that enable success. Her influence extends far beyond her academic contributions; she has spoken to audiences across the globe, inspiring leaders and professionals to embrace the transformative power of growth-oriented cultures.

Among the many reasons Mary’s work will resonate strongly with learning and development professionals is her ability to distill complex ideas into actionable strategies. Cultures of Growth provides tools that workplace learning professionals can use to embed growth mindset principles into organizational practices, ensuring their work not only benefits individual learners but also fosters environments where teams can flourish.

As I read Cultures of Growth, I was struck by the clarity of Mary’s vision and her ability to see the implications of her research for so many fields, including ours. She has a unique talent for identifying ideas hidden in the research and bringing them to light in ways that spark innovation and change. Her work challenges us to rethink our approaches, enabling us to create cultures that prioritize learning, adaptability, and shared success.

Notable contributions from Mary C. Murphy:

Mary C. Murphy’s work exemplifies the spirit of the Neon Elephant Award: bold, innovative, and deeply impactful. It is a privilege to honor her transformative contributions, which are sure to influence learning and development for years to come.

 

2024 Award Winner – Julie Dirksen

I am thrilled to once again honor Julie Dirksen (previous winner in 2015), an extraordinary thought leader in the field of workplace learning, with the Neon Elephant Award for her latest groundbreaking contribution, her new book, Talk to the Elephant. Julie’s ability to distill complex behavioral science principles into practical, actionable strategies for learning professionals has made her an enduring influence in our field.

Julie is no stranger to this honor. Her first Neon Elephant Award recognized her seminal book, Design for How People Learn, which has become a cornerstone text for instructional designers and educators worldwide. With Talk to the Elephant, Julie once again raises the bar, providing profound insights into how to influence behavior in learning contexts by addressing the “elephant in the room”—the emotional and subconscious drivers that often dictate our actions.

Talk to the Elephant takes readers on an illuminating journey through the interplay of logic and emotion in decision-making and behavior change. It offers practical tools for creating learning experiences that resonate with the whole person—balancing cognitive strategies with a deep understanding of human emotions, motivations, and biases. From addressing resistance to change to fostering intrinsic motivation, Julie provides a roadmap for designing learning solutions that not only inform but transform.

Julie’s work stands out for its ability to bridge the gap between science and practice, offering both a robust theoretical foundation and actionable guidance. She has an unparalleled gift for making complex ideas accessible, engaging, and immediately useful. As with her previous work, Talk to the Elephant has already become an essential resource for learning and development professionals, earning widespread acclaim for its depth and applicability.

Julie Dirksen’s influence on the learning profession is profound and lasting. Her contributions continue to inspire us to think more deeply, design more intentionally, and impact learners more meaningfully. It is an absolute privilege to recognize her remarkable achievements once again.

Notable contributions from Julie Dirksen:

Julie Dirksen exemplifies the bold, innovative spirit of the Neon Elephant Award. Her work continues to shine a light on what is possible when science and creativity meet in the service of better learning. Congratulations, Julie, on this well-deserved recognition!

 

Click here to learn more about the Neon Elephant Award…

Book Review: Talk to the Elephant by Julie Dirksen

Julie Dirksen’s book, Talk to the Elephant: Design Learning for Behavior Change, has been available for a year. Don’t wait a day longer to get this book!

With warmth and an empathetic nod to our experience as architects of learning, Julie teaches us—role models for us—how to design learning to achieve behavior change.

Julie begins the book by telling us she’s an instructional designer, but she is so much more! A brilliant ID yes! But also, a keen observer of our craft and context. A voracious learner herself, having invested thousands of hours reading the works of researchers and other behavior-change experts, all the while talking to L&D practitioners to understand our needs.

The metaphor — “Talk to the Elephant” — is employed to inspire us to go beyond content and information and connect with our learners’ full humanity. As Julie shows, we cannot be fully effective by aiming to influence only the rational, intentional, conscious components of our fellow humans.

The book begins by highlighting the importance of systems. By describing how learners and their coworkers are embedded in complex environments, Julie nudges us to widen our gaze to learning factors beyond knowledge to other precursors of behavior.

Many illuminating frameworks and ideas are shared:

  • Stop blaming the learners. Great advice because blaming learners is simply not helpful to us nor to the success of our learning programs.
  • Behavior change requires a process, so we must design for the whole process (see page 29-31, also page 40).
  • We should consider how our learners—as employees in their work situations—will get performance feedback. We should realize that if feedback is not immediate, or is not individualized, or is not clear, that employees’ behavior may be difficult to shape and maintain (see pages 20-25).
  • The “change ladder” idea provides a list of reasons a person may not be able or willing to perform a behavior. So valuable, I’d like to call it the “Dirksen Change Ladder” (see page 35).
  • Communicating the benefits of our learning nuggets is critical, and more important than what we often do, which is to describe shallowly the “shoulds” and the “shalls.”
  • Motivation is a continuum, and we’ll get better results if we look to move our learners along that continuum from amotivation toward extrinsic motivation toward intrinsic regulation—as much as possible and where appropriate (see page 91).
  • Attitudes and beliefs are not specific enough to be the basis of a behavior-change intervention—we should focus on behaviors (see page 115). Julie offers a great question to use when talking with those who are asking us to build learning for them. “If I took a picture or video of someone demonstrating [that skill you’re asking us to train], what would I be filming?”

Reading Julie’s book, you’ll gain new insights and empathies that will help you design learning more effectively. The examples are excellent. Essential reading.

If I have one quibble with the book, it is the reliance on the COM-B model of behavior change. The model is too simple in its three-component version, too unclear in its six-component version, and too unwieldy with the full “Behaviour Change Wheel” configuration, which adds nine intervention functions and seven policy categories. Adding to the disconnect is that the COM-B model includes components that are not directly relevant to our focus on learning as L&D practitioners. Julie nicely focuses on parts of the model that are relevant to us, but a framework that tightly nudged our thinking and action would be even more practical.

Julie Dirksen has been the leading advocate in encouraging us—as learning-and-development professionals—to take more seriously the full spectrum of factors required for behavior change. With her excellent new book, Talk to the Elephant, you and I can develop practices and approaches to help us move from concepts to learning to performance improvement.

You can reach Julie or learn more about her work and workshops at https://usablelearning.com/.

You can get her book here (on Amazon in the US): https://amzn.to/48Loyoo, and at many other bookstores worldwide.

Book Review: Reverse Training Design by Mark Mrohs

Mark Mrohs’ new book, Reverse Training Design: Start at the End to Revolutionize Corporate Learning, is a worthy addition to the L&D bookshelf. With over 40 years designing and delivering corporate training, Mrohs brings wit, grit, experience, and the application of the learning sciences to the design and development process.

Mrohs’ main point is that we should begin with the end in mind—specifically to the work performance required of the learner—and work backward from there. He’s not the first to suggest this, but he adds important nuance by insisting that we begin early in outlining how we will evaluate the success of our programs. He tells us not to create our learning objectives until we first determine how we’ll assess the proficiency of our learners. This is excellent advice! As I’ve argued elsewhere, we need to first determine our evaluation objectives so that we free ourselves to think beyond the content of our courses—focusing instead on the work performance and the evaluation methods we will use as evidence for that performance.

 

There’s a lot to like in Reverse Training Design. Mark is a charming and highly credible guide. He writes well and offers numerous real-world examples. From the first pages you can tell he’s been there, done that, and has worked thoughtfully over many years to finetune his approach and learn from his experience.

He reminds us of many important science-of-learning findings and shows us how to incorporate them in our learning designs. While some design books are strong on process and weak on research, or vice versa, Mrohs brings it all together with a clear process structure buoyed by a strong research base.

A few quibbles. I wish Mark would have used another framework rather than Bloom’s Taxonomy, as it only tangentially aligns with real-world performance. Also, the term “learner-centric—even though relevant as defined in the book in comparison to “instructor-centric” practices—too often gets misconstrued in L&D to mean that we do what makes learners happy—and we know from the research that we humans, as learners, often have poor intuitions about learning.

Despite my fussiness, I really like the book! Mark reminds us regularly about important L&D practices and ideas. “Not doing training is okay.” “Retention is invisible. Retrieval makes it observable.” “Minimize cognitive load by design.” Mark also introduces some unique and intriguing ideas. One favorite is that he reminds us that when we evaluate, we can evaluate learners and their ability to perform, and we can also evaluate how well the organization enables transfer to work performance. Zinger! Transfer is not the sole responsibility of the learner.

Mark Mrohs’ Reverse Training Design is a great read and a great resource for learning professionals at every stage of their careers. Packaged with recommendations. Informed by research. Mrohs brings his hard-earned wisdom to life in a compelling, easy to follow narrative.

CEO’s Guide to Training, eLearning & Work — LinkedIn Chapters

Book Chapters Available on LinkedIn:

Will’s Mom Vouches for Him

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Neon Elephant Award 2023

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29th December 2023

Neon Elephant Award Announcement

Dr. Will Thalheimer, Consultant, Researcher, Speaker at Work-Learning Research, announces the winner of the 2023 Neon Elephant Award, given this year to Annie Murphy Paul for writing the book The Extended Mind: The Power of Thinking Outside the Brain—and for her lifetime of work bringing research wisdom to light through her books, journalism, writing, and speaking.

Click here to learn more about the Neon Elephant Award…

 

2023 Award Winner – Annie Murphy Paul

Annie Murphy Paul is an acclaimed science writer whose decades of tireless research-inspired writings have illuminated myriad influential concepts in human learning and cognition. Her work has appeared in the New York Times, the Boston Globe, Scientific American, Slate, Time magazine, and The Best American Science Writing, among many other publications. She is the author of The Extended Mind, which the Wall Street Journal lauded as “fascinating, sure-footed and wide-ranging.” Annie Murphy Paul is also the author of Origins, reviewed on the cover of The New York Times Book Review and selected by that publication as a “Notable Book,” and The Cult of Personality Testing, hailed by Malcolm Gladwell in the New Yorker as a “fascinating new book.” Currently, she is a fellow in New America’s Learning Sciences Exchange. She has also received the Spencer Education Reporting Fellowship and the Rosalyn Carter Mental Health Journalism Fellowship. Paul has spoken to audiences around the world about learning and cognition; her TED Talk has been viewed by more than 2.9 million people.

Her most recent book, The Extended Mind: The Power of Thinking Outside the Brain, is a luminous revelation and should be read by all learning and development professionals. I have read the book four times! Every time, I gain new ideas and conjure additional ways that we in L&D can make changes to improve the learning and performance of those we are charged to help—and improve our own work as well. She makes a very strong case that “thinking outside our brains” can bring significant improvements in our thinking and work performance.

There are a wealth of specifics in the book. Let me share just a few. She shows how Wall Street financial traders who are more adept at noticing their bodies’ signals make better decision about which stocks to buy and which to sell. The inference is that when decisions are wickedly complex—and our rationale minds fail to comprehend—many times our bodies can help us make better decisions. Gesturing helps us communicate and it helps us think more clearly ourselves. So much for presentation coaches who tell us to keep our hands at our sides! Larger computer screens help people perform better, partially by getting of the extraneous cognitive load of managing windows, but also because the larger screens let us use our hardwired human proficiency with location and place information. We can think better with other people, but we have to know how to do this to get maximum benefits. And so much more!

As I read Annie’s work I get a real sense that she is urging new futures into being. She discerns key ideas hidden in the research and brings them out into a world where they are not yet recognized. In her book, The Cult of Personality Testing, she critiqued the personality-testing industry and showed the damage that was being done in the worlds of education, business, government, and the judicial system. At the time of the original publication—in 2004—how many of us in L&D even thought to question the MBTI Myers-Briggs or DISC or any other of the ubiquitous and largely unproven personality tests we used in our training? I get the same sense reading The Extended Mind. Annie Murphy Paul is way ahead of us.

Notable contributions from Annie Murphy Paul:


With Gratitude

In her decades of work, Annie Murphy Paul has educated us about things we really need to know—information that can be utilized in our work and in our lives. She is said to read psychology journal articles for fun, but let’s not be fooled. Reading science is hard. Collating piles and piles of research from disparate paradigms is even harder. What is truly exceptional is weaving together constructs into meaningful whole cloth and making it resonate with the public. Annie Murphy Paul has a unique gift, one that we in learning-and-development should accept with gratitude. It is an honor to recognize Annie as this year’s winner of the Neon Elephant Award.

Click here to learn more about the Neon Elephant Award…

Neon Elephant Award 2022

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21st December 2022

Neon Elephant Award Announcement

Dr. Will Thalheimer, Principal at TiER1 Performance, Founder of Work-Learning Research, announces the winner of the 2022 Neon Elephant Award, given this year to Donald Clark, for writing the book, Learning Experience Design: How to Create Effective Learning that Works, and for his collation of the Greatest Minds on Learning (both in the podcast series with John Helmer and in Donald’s tireless work researching and curating critical ideas and thinkers in his Plan B blog).

Click here to learn more about the Neon Elephant Award…

 

2022 Award Winner – Donald Clark

Donald Clark is a successful entrepreneur, professor, researcher, author, blogger, and speaker. He is an internationally-renowned thinker in the field of learning-technology, having worked in EdTech for over 30 years; having been a leader in many successful learning-technology businesses (both as an executive and board member); and having written extensively on a wide range of topics related to learning and development—in books, articles, and his legendary blog. Relatively early in his career, Donald earned success as one of the original founders of Epic Group plc, a leading online learning company in the UK, an enterprise subsequently floated on the Stock Market in 1996 and sold in 2005. Since then, as Donald has described it, he has felt “free from the tyranny of employment,” using this privilege to the advantage of the learning field. Donald has becoming an advocate for research-based practices and intelligent uses of learning technologies. He has also founded, run, and supported learning-technology enterprises, which has further helped spread good learning practices.

Donald Clark’s most recent book—Learning Experience Design: How to Create Effective Learning that Works—stands above and apart from most writing on Learning Experience Design. It is fully and thoroughly inspired by the scientific research on learning and on real-world experience in using and developing learning technologies. Chapter after chapter it shares an inspiring introduction, a robust review of best practices, and a concise set of practical recommendations. Anyone practicing learning experience design should buy this book today—study it and apply it’s recommendations. Your learners and organizations will thank you. You will build wildly more effective learning!

Donald Clark’s compilations of our field’s best thinkers and ideas is legendary—or should be! Over many decades, he has tirelessly curated an almost endless treasure-trove of golden nuggets on many of the most important ideas in the learning field. This past year, he has brought these to a larger audience through his excellent collaboration with John Helmer, known most famously for his Learning Hack podcast. Donald Clark’s and John Helmer’s Great Minds on Learning webcast and podcast collaboration is fantastic. Donald’s written reviews provide us with an overview of the deep history of the learning field. Here is a blog post that lists many of Donald’s reviews of the great thinkers in our field.

Notable contributions from Donald Clark:


With Gratitude

In his decades of work, Donald Clark has been a tireless advocate for improvements and innovation in the field of learning-and-development and learning technology. He often refers to his work as “provocative,” and deserves admiration for (1) urging the learning field to embrace scientifically-informed practices, (2) urging us to be more forward looking in our embrace of learning technologies (particularly AI), and (3) being one of our field’s preeminent historians—reminding us of the rich and valuable work of researchers, writers, and practitioners from the past centuries to today. It is an honor to recognize Donald as this year’s winner of the Neon Elephant Award.

Click here to learn more about the Neon Elephant Award…

Neon Elephant Award 2021

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21st December 2021

Neon Elephant Award Announcement

Dr. Will Thalheimer, Principal at TiER1 Performance, Founder of Work-Learning Research, announces the winner of the 2021 Neon Elephant Award, given to two people this year, Clark Quinn and Patti Shank. Clark Quinn for writing the book, Learning Science for Instructional Designers. Patti Shank for writing the book Write Better Multiple-Choice Questions to Assess Learning—and for their many years translating learning research into practical recommendations.

Click here to learn more about the Neon Elephant Award…

2021 Award Winners – Clark Quinn and Patti Shank

Clark Quinn, PhD is an internationally-recognized consultant and thought-leader in learning science, learning technology and organizational learning. Clark holds a doctorate in Cognitive Psychology from the University of California at San Diego. Since 2001, Clark has been consulting, researching, writing, and speaking through his consulting practice, Quinnovation (website). Clark has been at the forefront of some of the most important trends in workplace learning, including his early advocacy for mobile learning, his work with the Internet Time Group advocating for a greater emphasis on workplace learning, and his many efforts to bring research-based wisdom to elearning design. With the publication of his new book, Clark again shows leadership—now in the cause of giving instructional designers a clear and highly-readable guide to the learning sciences.

Clark is the author of numerous books. The following are representative:

 

Patti Shank, PhD

Patti Shank, PhD, is an internationally-recognized learning analyst, writer, and translational researcher in the learning, performance, and talent space. Dr. Shank holds a doctorate in Educational Leadership and Innovation, Instructional Technology from the University of Colorado, Denver and a Masters degree in Education and Human Development from George Washington University. Since 1996, Patti has been consulting, researching, and writing through her consulting practice, Learning Peaks LLC (pattishank.com). As the best research-to-practice professionals tend to do, Patti has extensive experience as a practitioner, including roles such as training specialist, training supervisor, and manager of training and education. Patti has also played a critical role collaborating with the workplace learning’s most prominent trade associations—working, sometimes quixotically, to encourage the adoption of research-based wisdom for learning.

Patti is the author of numerous books, focusing not only on evidence-based practices, but also on online learning, elearning, and learning assessment. The following are her most recent books:


With Gratitude

In their decades of work, both Patti Shank and Clark Quinn have lived careers of heroic effort, perseverance, and passion. Their love for the learning-and-development field is deep and true. They don’t settle for half the truth, they don’t settle for half measures. But rather, they show their mettle even when they get pushback, even when times are tough, even when easier paths might call. It is an honor to recognize Patti and Clark as this year’s winners of the Neon Elephant Award.

 

Click here to learn more about the Neon Elephant Award…

Neon Elephant Award 2020

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21st December 2020

Neon Elephant Award Announcement

Dr. Will Thalheimer, President of Work-Learning Research, Inc., announces the winner of the 2020 Neon Elephant Award, given to Mirjam Neelen and Paul Kirschner for writing the book, Evidence-Informed Learning Design: Use Evidence to Create Training Which Improves Performance—and for their many years publishing their blog 3-Star Learning Experiences.

Click here to learn more about the Neon Elephant Award…

2020 Award Winners – Mirjam Neelen and Paul Kirschner

Mirjam Neelen is one of the world’s most accomplished research-to-practice practitioners in the workplace learning field. On the practical side, Mirjam has played many roles. As of this writing, she is the Head of Global Learning Design and Learning Sciences at Novartis. She has been a Learning Experience Design Lead at Accenture and at the Learnovate Centre in Dublin, an Instructional Designer at Google, and Instructional Design Lead at Houghton Mifflin Harcourt. Mirjam utilizes evidence-informed wisdom in her work and also partners with Paul A. Kirschner in the 3-Star Learning Experience blog to bring research and evidence-informed insights to the workplace learning field. Mirjam is a member of the Executive Advisory Board of The Learning Development Accelerator.

Paul A. Kirschner is Professor Emeritus at the Open University of the Netherlands and owner of kirschner-ED, an educational consulting practice. Paul is an internationally recognized expert in learning and educational research, with many classic studies to his name. He has served as President of the International Society for the Learning Sciences, is an AERA (American Education Research Association) Research Fellow (the first European to receive this honor). He has published several very successful books: Ten Steps to Complex Learning, Urban Myths about Learning and Education. More Urban Myths about Learning and Education, and this year he published How Learning Happens: Seminal Works in Educational Psychology and What They Mean in Practice with Carl Hendrick — as well as the book he and Mirjam are honored for here. Kirschner previously won the Neon Elephant Award in 2016 for the book Urban Myths about Learning and Education written with Pedro De Bruyckere and Casper D. Hulshof. Also, Paul’s co-author on the Ten-Steps book, Jeroen van Merriënboer, won the Neon-Elephant award in 2011.

Relevant Websites

Mirjam’s and Paul’s book, Evidence-Informed Learning Design was published only ten months ago, but has already swept the world as a book critical to learning architects and learning executives in their efforts to build the most effective learning designs. In my book review earlier this year I wrote, “Mirjam Neelen and Paul Kirschner have written a truly beautiful book—one that everyone in the workplace learning field should read, study, and keep close at hand. It’s a book of transformational value because it teaches us how to think about our jobs as practitioners in utilizing research-informed ideas to build maximally effective learning architectures.”

Mirjam Neelen and Paul Kirschner are the kind of research translators we should honor and emulate in the workplace learning field. They are unafraid in seeking the truth, passionate in sharing research- and evidence-informed wisdom, dogged in compiling research from scientific journals, and thoughtful in making research ideas accessible to practitioners in our field. It is an honor to recognize Mirjam and Paul as this year’s winners of the Neon Elephant Award.

 

Click here to learn more about the Neon Elephant Award…

20 Benefits of Learner Surveys

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Learner surveys are the most common method of measuring learning. I’ve been studying them for over a decade, ever since I learned of how they were deficient. Here, I will describe their benefits, but of course they must be well designed.

In 2016, I published a book on how to radically transform learner surveys into something useful. The title was Performance-Focused Smile Sheets: A Radical Rethinking of a Dangerous Art Form. 

In 2022, I published the book again in a second edition, after updating it considerably based on the knowledge I gained in consulting with organizations in their learning-evaluation efforts. The second edition is titled: Performance-Focused Learner Surveys: Using Distinctive Questioning to Get Actionable Data and Guide Learning Effectiveness (Second Edition). It’s available on Amazon and you can learn more by clicking here. (This is the US Amazon, it’s available worldwide).

In the first edition, I listed nine benefits of learner surveys, but I had only touched the surface. In the second edition I share 20 benefits. Here’s the list:

Supporting Learning Design Effectiveness

  1. Red-flagging training programs that are not sufficiently effective.
  2. Gathering ideas for ongoing updates and revisions of learning programs.
  3. Judging the strengths, weaknesses, and viability of program updates and pilots.
  4. Providing learning architects and trainers with feedback to aid their development.
  5. Judging the competence of learning architects and trainers.
  6. Judging the contributions to learning made by people outside of the learning team.
  7. Assessing the contributions of learning supports and organizational practices.

Supporting Learners in Learning and Application

  1. Helping learners reflect on and reinforce what they learned.
  2. Helping learners determine what (if anything) they plan to do with their learning.
  3. Nudging learners to greater learning and application efforts.

Nudging Action Through Stealth Messaging

  1. Guiding learning architects to create more effective learning by sharing survey questions before learning designs are finalized and sharing survey results after data is gathered.
  2. Guiding trainers to utilize more effective learning methods by sharing survey questions before learning designs are finalized and sharing survey results after data is gathered.
  3. Guiding organizational stakeholders to support learning efforts more effectively by sharing survey questions and survey results.
  4. Guiding organizational decision makers to better appreciate the complexity and depth of learning and development—helping the learning team to gain credibility and autonomy.

Supporting Relationships with Learners and Other Key Stakeholders

  1. Capturing learner satisfaction data to understand—and make decisions that relate to—the reputation of the learning intervention and/or the instructors.
  2. Upholding the spirit of common courtesy by giving learners a chance for feedback.
  3. Enabling learner frustrations to be vented—to limit damage from negative back-channel communications.

Maintaining Organizational Credibility

  1. Engaging in visibly credible efforts to assess learning effectiveness.
  2. Engaging in visibly credible efforts to utilize data to improve effectiveness.
  3. Reporting out data to demonstrate learning effectiveness.

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