Training Industry Blog

Most people of a limited view of the possibilities of a 3D virtual immersive environment. They don’t understand all the benefits such an environment has to offer to an organization or the many application. Often they think of just a virtual classroom with virtual seats and virtual PowerPoint. They consider it a simple replacement for a 2D webinar. The fact is that VIEs offer much more than simply a replacement for 2D virtual classrooms.

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Seattle is more than the Pacific Northwest’s shining star, it’s a gateway city that daily launches and receives people and goods from Alaska, Canada and all around the Pacific Rim. Such a diverse city with such diverse traffic deserves a diverse group of people empowered to keep the gateways running safely. At the Port of Seattle, controlling and maintaining airports, harbors and marinas is a team effort bringing together the talents of 1,600 very different people.

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Those that know me understand that I love the freshness of change. Especially when change involves new ideas. I was thinking the other day about how we write our blogs and how we struggle with the too much/too little balance. It came to me that maybe we should have something that can nest inside a blog that can flexibly accommodate the big and small without having to worry about right sizing. Tada… the birth of the GLOP (Got to Love Our Passions) and as the pneumonic suggest a solution alternative for the social media challenged. In the spirit of the GLOP this will be kept brief and we will roll on to some GLOP topics pertinent to outsourcing.

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There are many misconceptions about training outsourcing. When should we outsource, when should we not? In a previous blog, I discussed the reasons why companies are choosing outsourcing as a viable sourcing strategy for training services. But I’m finding many people still view it as an either/or decision - either we outsource or we don’t. I’ve said it many times, “all training organizations outsource some part of their training activities”. So the better question is, “what outsourcing strategy should I use?"

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There are environments where mentoring is valuable, and there are places where it’s critical. The 59 campuses of Trilogy Health Care are definitely among the latter places, with a mission to provide long-term care fueled by compassion, knowledge and skill. David Hare is in charge of training in the Trilogy culture, and he’s created a network of mentors to keep caring – and hope – alive.

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I have already been a strong advocate for the little guy. Maybe it’s my small town upbringing in rural New Hampshire or possibly it’s the continual injustice that I see happening regularly. Almost every newsletter, monthly report or research study highlights something about the Tier 1 big guys. I suspect that some of their recognition is fueled by their ability to pay for exposure.

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In our quest for uniformity we are drawn to categorizing things. People, social groups and even work gets tied into neat little bundles to simplify our lives and reduce the number of things we must contend with. As is so often the case our bundling process causes us to go to the other extreme by developing gross/broad conclusions. We further substantiate our conclusions using statistics that are apt to be assembled across a varied mass of further amalgamated elements.

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My previous blog entry discussed my concerns about whether the “Millennial” generation (people ages 18 to 29) has the ability to understand and implement good financial practices—either at home or in the workplace—based on the social trends observed by the University of Michigan and others. I’m going to continue down this path, as the University of Michigan Institute for Social Research has uncovered another social trend that in my view, is related to my previous observations about the Millennial’s financial practices, and that will affect how we teach finance in the workplace.

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