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Tag: training

  • Prince William Co. gets $350K grant to help recruit, retain aspiring teachers – WTOP News

    Prince William Co. gets $350K grant to help recruit, retain aspiring teachers – WTOP News

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    Virginia’s Department of Education announced over $1.5 million in “Grow Your Own” grants, created to fund apprenticeship programs that help school divisions recruit and retain teachers.

    Prince William County Public Schools Superintendent LaTanya McDade said the new funding will allow the county to pay for up to 25 apprentices. (WTOP/Scott Gelman)

    After nine years of working as a teaching assistant in a special education classroom, Imani Gray decided it was time to work toward becoming a teacher herself.

    It’s something she always knew she wanted to pursue, but the cost of getting a degree and licensing proved to be a barrier. But then she learned more about a Prince William County partnership with the Virginia Commonwealth University that covers tuition and pays educators to work in a classroom while they finish their coursework. It also pairs aspiring teachers with mentors to help them with day-to-day tasks.

    Anticipating that many aspiring teachers face similar barriers to becoming educators, Virginia’s Department of Education announced over $1.5 million in “Grow Your Own” grants, created to fund apprenticeship programs that help school divisions recruit and retain teachers.

    Prince William County, the state’s second-largest school division, received $350,000 from the state to help pay for its partnership with VCU. The funding, Superintendent LaTanya McDade said, will allow the county to pay for up to 25 apprentices.

    “We’re losing a whole generation of future teachers by not thinking differently,” State Superintendent Lisa Coons said Wednesday, after announcing the grant funding at Leesylvania Elementary School in Woodbridge. “This program and the grant funding allow a low-cost [or] no-cost way to become a teacher, and be honored while doing that.”

    In Prince William County, the partnership with VCU offers undergraduates who already have an associate degree the chance to get their bachelor’s degree paid for while they work in a county school. They get paid to work in the school division during the week, according to Shelby Elliott, admin coordinator for human resources with the school district.

    The students train with a teacher-mentor during the two years of the program, and once they’re finished, they get jobs in county schools that are hard to staff, Elliott said. As part of the program, the teachers stay with Prince William County schools for three years after they’re finished.

    The grant, Elliott said, is helping fund the program for the 18 apprentices that started the program in January. The school division is also recruiting a new cohort of aspiring teachers to start the program in May.

    “This is how every teacher should be trained,” Elliott said. “It serves as a recruitment and a retention [tool]. But, for me, the most important thing is that we’re putting quality educators in front of our students.”

    Since starting the program, Gray, who works at Leesylvania, has been involved in team meetings and crafting lesson plans, among other things. It’s a helpful partnership in the midst of a national teacher shortage.

    “It’s very important that the students see that there is someone who is caring about them enough to come to work every day to teach them,” Gray said.

    Alondra Sorto, another teaching resident at Leesylvania, used to be a substitute. She’s at the school four days each week, working with students one-on-one and supporting them in small group settings.

    “It’s a great opportunity for me,” Sorto said.

    Her mentor, third grade teacher Monica Clabeaux, said she was inspired to work with future educators because of the influence her mentors had on her.

    “This is really beneficial, especially for our need of teachers right now, and strong teachers in the classroom,” Clabeaux said. “This program would build stronger teachers, because they will have two years of experience under their belt before they accept a position.”

    Coons, the state superintendent, said initiatives such as the one in Prince William modernize the approach to recruiting teachers.

    “We’re seeing a national teacher shortage, but there are ways that we are really impacting that and doing things differently that will sustain us for the future,” Coons said.

    Babur Lateef, chairman of Prince William County’s school board, said Coons’ visit “represents a significant step in advancing our mission to provide high-quality education for all students.”

    Other school districts, including Chesterfield, Dinwiddie, Essex, Henrico, Petersburg City, Prince George County, Surry County, and Waynesboro Public Schools, are also receiving some of the grant funding.

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    © 2024 WTOP. All Rights Reserved. This website is not intended for users located within the European Economic Area.

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    Scott Gelman

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  • Best of 2021: Supermom In Training: 5 Responses to your child saying “I’m bored”

    Best of 2021: Supermom In Training: 5 Responses to your child saying “I’m bored”

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    How many times have you heard your child say, “I’m bored”? OK, not you saying it in your head… your child whining it while they pick at a thread on their shirt. This said kid is also probably surrounded with toys, books, games and more (ahhh, to be bored like a kid!). So, here are 5 responses to your child saying “I’m bored”.

    “Figure it out.” I mean, seriously – when did we become responsible for entertaining our kids 24/7?! Truth is, when your kids are bored, it’s pretty amazing how creative they will get to find their own ways of keeping busy. Just keep an eye on them – the mischievous ones might get into trouble.

    “Go outside.” I really don’t think kids spend as much time outdoors as we did as kids (I remember practically living outside from sun up to sun down). We’ve all got the gear for winter or summer play, so send them out for some fresh air.

    “Make something.” In our house we call it a “craft challenge” where we rummage through the recycling bin, or pull out random craft supplies, and we challenge each other to create something. It’s quite cool to see what your kids come up with.

    “Read something.” We have a very accessible well-stocked bookshelf that the bean keeps very organized to make book-finding easy. We also subscribe to a number of magazines, and I have other “books” around like word searches and hidden pictures.

    “Do something for someone else.” Whether it’s helping mom and dad with a household to-do, writing a letter to a long-distance family member, shoveling the neighbour’s walkway, there’s always a way to help someone else (and keep your child occupied too).

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  • Thinking of running the Broad Street Run for the first time? Or trying to notch a personal best? Experts offer advice

    Thinking of running the Broad Street Run for the first time? Or trying to notch a personal best? Experts offer advice

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    Snagging a bib for the Broad Street Run – one of the largest and liveliest 10-milers in the country – requires some luck. But avoiding injury and running a personal best calls for careful planning.

    Philadelphia officials expect approximately 40,000 people to race in this year’s Independence Blue Cross Broad Street Run, starting at 7:30 a.m. on Sunday, May 5. Registration opened Thursday morning and closes at 11:59 p.m. on Friday, Feb. 15.

    Registered runners will get bibs for the race through a lottery system, with notification the week of Feb. 19. Individuals or teams also may run on behalf of a charity.

    Revelers, bands and occasional mummers cheer runners along the race course that stretches from Somerville Avenue and Broad Street down to the Navy Yard. Broad Street is a fast course, according to veteran racers. Still, runners need to follow a training plan to avoid injuries and improve racing times.

    The first step for new runners is to find comfortable shoes, said Ross Martinson, co-owner of the four Philadelphia Runner stores.

    “You don’t want the shoes to be what stops you from going for a run,” he said. “Try on multiple pairs.”

    Then comes finding the motivation to run. Having a partner or a group to head out with often helps.

    Philadelphia Runner offers a training program for beginning and intermediate runners with Wednesday evening and Saturday morning group runs staring in mid-February. People can sign up here or through the store’s web site.

    “You may not want to go for a run, but you always feel great that you did,” Martinson said, adding that “every kind of exercise counts … If you like lifting weights, keep doing that and add in some runs.”

    Megan Williams, a Philadelphia native and veteran racer who has run Broad Street more times than she can recall, said novices should start training several months in advance, using a four week “build” cycle. Run three to four times a week, making one of the runs a longer run.

    “I always find that after I hit City Hall, I am in a bit of a dead zone,” Williams said, referencing the 6-mile mark. “The downhills are over and there is still a lot of real estate left to race.”

    Experienced runners trying to improve their Broad Street times should choose workouts that blend tempo and speed, Williams said. She favors “The Michigan,” detailed by Outside.

    “Remember, it is OK to walk,” Williams said, but only until you recover. Then pick up your pace again.

    To avoid injuries while training, it’s best to gradually adjust the intensity, frequency and duration of the running in order to accommodate pain, said Dr. Arthur R. Bartolozzi, director of sports medicine at Jefferson Health’s 3B Orthopaedics.

    Seventy percent of runners have some kind of knee pain, the most common being “runner’s knee,” patellofemoral pain related to the knee cap often due to core muscle weakness or quadriceps weakness, said Bartolozzi – also a former team physician for the Eagles and the Flyers.

    Shin splints occur from excessive stress on the muscle attached to the inner side of the shin bone, sometimes leading to more serious stress fractures. Running also can aggravate previously existing arthritis of the hip, knee or foot, Bartolozzi said.

    One way to avoid such injuries is to make sure your running shoes are not worn out. Also, “most foot problems can be managed with over-the-counter foot supports,” Bartolozzi said.

    “The key is to pay attention to your body,” Bartolozzi said. “Most people who are avid runners know what comfortable pain is. But anything that lasts for more than an hour, or keeps you awake at night, that’s not normal pain.”

    Neither is sharp pain or incapacitating pain – signals that runners should halt training. Cross-training is an effective way to prevent overuse injuries by providing a “better platform of stability,” Bartolozzi said.

    Broad Street is “very much a local run,” Martinson said. “It’s amazing that 40,000 people run it, and it feels like everybody is from Philly” – or nearby. “It’s long enough that it’s a great goal and challenging without killing yourself,” Martinson said.

    “I really love this race,” Williams said. “You get to run on streets that are never open. You literally run a cross-section of the city.”

    To stay warm while getting to the race and waiting for the start, runners should wear a layer of clothes they’re willing to discard. The city collects cast-offs for donation.

    The race website has answers to other frequently asked questions about the race and information about how to register.

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    Courtenay Harris Bond

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  • Crew rescued after Navy helicopter crashes into San Diego Bay

    Crew rescued after Navy helicopter crashes into San Diego Bay

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    A U.S. Navy helicopter crashed into San Diego Bay off the coast of Coronado on Thursday evening, according to federal officials.

    The MH-60R Sea Hawk helicopter from Helicopter Maritime Strike squadron entered the water while conducting training around 6:40 p.m., said Navy Cmdr. Beth Teach.

    A safety boat was on location and, with assistance from Federal Fire Department San Diego, all six crew members were pulled from the water and taken to shore. The crew members survived and were undergoing medical evaluation, Teach said.

    The helicopter had been stationed at Naval Air Station North Island, Teach said.

    Another helicopter from the U.S. Coast Guard was sent out to help at the scene, Coast Guard Petty Officer Adam Stanton said.

    The cause of the crash is under investigation.

    No further details were immediately available.

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    Caleb Lunetta

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  • Want to Boost Your Company's Growth? Upskill Your Workforce. Here's How. | Entrepreneur

    Want to Boost Your Company's Growth? Upskill Your Workforce. Here's How. | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    For businesses to grow, so must their employees’ skills. That’s why so many organizations seek to create structured learning opportunities for their leaders and team members. A survey from UNICON, a consortium for university-based executive education, found that after shrinking early in the pandemic, the executive education market grew 34% between 2021 and 2022.

    After many years of working on leadership development initiatives at Babson College, Harvard Business School and Worcester Polytechnic Institute, I have experienced the value and impact of corporate training in organizations. It can help companies in crises respond to market threats and push well-established companies to think more creatively. 

    Here are three tips for how your organization can take full advantage of corporate training and executive education.

    Related: Online Training For Employees Is Consistent and Will Save You Cash

    Tip #1: Don’t just teach executives — instead, deploy a cascading approach 

    “Executive” education’s name concedes what most programs focus on: a small group of senior leaders. Because executive education programs have finite faculty and corporate clients have limited time and resources, many engagements end up being overly narrow.

    The value of education doesn’t come only from new concepts participants are taught. It relies heavily on network effects. Benefits really start to kick in when many people know about and can collectively implement the tools they have just learned. Otherwise, it’s like there’s a great show on television that only a few people at an organization watch. The rest of the team may catch snippets of what’s going on, but important plot points and key ideas get lost.

    Corporate training should strive to reach as many people in an organization as possible. That doesn’t mean spending the same amount of time with each group or talking about the same things. Training programs should be customized for a company’s business model as well as the different needs of groups of employees.

    In one recent program with a large company, we started with intense sessions for a senior leadership team of 11 people. After receiving buy-in from top executives, we moved on to a modified program for 70 vice presidents. Then 300 directors. Then thousands of associates. This cascading approach to education ensured everyone in the organization was on the same page and we were maximizing the network effects of learning.

    Don’t restrict executive education to executives. Employees learn best and organizations perform best when everyone shares an understanding of new skills and ways of thinking.

    Related: If You Want to Remain Competitive, You Need to Overhaul Your Workplace Training. Here’s How.

    Tip #2: Offer ongoing resources 

    Conducting a one-off training is like going for a run. It’s a challenge that’s good for you and leaves you feeling energized, even if it first feels like a distraction from the things you really need to get done. But just as the benefits of exercise accrue when you make movement a habit, the positive effects of education amplify when learning is a repeated process.

    Too often, corporate training is treated like a one-time miracle cure rather than an ongoing regimen. Part of the difficulty is limited time. Everyone is busy. It’s hard enough to gather a group of employees for an internal meeting, much less a dedicated professional development event. But we must make time for things that are really important, and training is one of those. Learning is mission-critical, not a fringe to-do item.

    One solution you can embrace is online learning, which enables flexibility and the opportunity to keep employees engaged between bigger, in-person sessions. Concepts from previous sessions can be reinforced, and new lessons can be distributed instantaneously. As part of your training program, consider distributing on-demand resources that can be accessed at any time.

    Tip #3: Emphasize long-term skills

    Every company has a proactive mission that it pursues as markets shift and new technologies emerge. Organizations must lean into change, not shy away from it. There’s a difference, however, between embracing a transformative moment and being swept along by a trend.

    For example, rushing into training on generative AI without a firm sense of what problems you’re trying to solve is like swinging a bat without a piñata in sight. As with any other disruption a company faces, AI remains an important part of the conversation. But ultimately, education on new trends must be paired with flexible frameworks that apply to multiple situations, as well as higher level analysis of a company’s problems and goals.

    As you provide opportunities for employees to learn, make sure you’re not being overly swayed by the flavor of the day. Remember there’s a reason education often focuses on big-picture skills that outlast any one trend.

    Related: 5 Ways to Develop Leaders Within Your Own Ranks

    The importance of professional development

    Professional development can do so much for employees and organizations. It can equip teams with basic skills and strategic frameworks. It can empower workers to solve existing problems and pivot when new ones arise. It can pave the path for a company to stave off stagnation and embrace innovation.

    To secure these wins, corporate training needs to span across the organization. It needs to be consistent. And it needs to combine attention to short-term developments with emphasis on the long-term mission.

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    Stephen Flavin

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  • Tips for Streamlining Wholesale Purchasing for Cannabis Dispensaries and Retail Operations – Cannabis Business Executive – Cannabis and Marijuana industry news

    Tips for Streamlining Wholesale Purchasing for Cannabis Dispensaries and Retail Operations – Cannabis Business Executive – Cannabis and Marijuana industry news

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    Tips for Streamlining Wholesale Purchasing for Cannabis Dispensaries and Retail Operations – Cannabis Business Executive – Cannabis and Marijuana industry news





























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    Claudia Post

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  • In wake of UNLV, how California colleges gird against active shooters

    In wake of UNLV, how California colleges gird against active shooters

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    As another mass shooting traumatizes a college campus — this time the University of Nevada, Las Vegas — California universities have developed a set of tools, including video trainings, text alerts and enhanced door locks, to protect their students, faculty and staff.

    The UNLV shooting that left three dead and one injured comes as all University of California campuses are currently providing “refresher training” on active shooter situations for communities and first responders — a task made more urgent Wednesday, said UC Davis Police Chief Joe Farrow, coordinator of the UC Council of Police Chiefs.

    He said requests for campus trainings have escalated in recent weeks due to rising tensions over the Israel-Hamas war, which has triggered multiple rallies and reports of vandalism, violence, harassment and threats on both sides.

    Now, he said, campus security needs to be alert for any incidents that might be inspired by the violence at UNLV.

    “I’m not sure about copycat acts, but there are probably some people who look at that and think that’s the solution to their problems,” he said.

    “Our hearts and prayers go out to UNLV. They have just suffered every community’s greatest nightmare,” he said. “First responders across America train constantly to prevent and respond to these horrific incidents. We are all saddened by yet another senseless act.”

    The UNLV shooting took place about noon Wednesday a few miles from the Las Vegas Strip.

    It was the latest of at least nine other mass shootings at or near college campuses in the last 15 years — including one at Michigan State University in February, where the gunman killed three students and injured five others, and Morgan State University during homecoming week in October, which injured five people.

    Preparing for an active shooter at colleges has been a regular part of safety planning for nearly two decades in California — home to the nation’s largest systems of public higher education and a state that has experienced its share of campus tragedies.

    In 2016, a UCLA professor was fatally shot in his office by a former doctoral student. In 2014, a man killed six UC Santa Barbara students in the nearby town of Isla Vista and wounded 14 others before shooting himself in the head at the wheel of a BMW. In 2013, a gunman killed five people and injured three others in a shooting rampage that ended at Santa Monica College. At Cal State Fullerton in 1976, seven people were killed by a custodian who stormed the library.

    In one common protocol at colleges, UNLV students said they received emergency messages from the university at 11:51 a.m. Jason Whipple Kelly, a second-year law school student at UNLV, was walking onto campus to take a final exam when he saw the text:

    “University Police responding to report of shots fire in BEH evacuate to safe area, RUN-HIDE-FIGHT.” He soon heard sirens and he saw police run onto campus. “I was walking to the law school, got the text and turned around and ran back to the car,” he said.

    He praised the university communication, saying updates and instructions were sent out every couple of minutes.

    Another law student, Carlos Eduardo Espina, said in the midst of the emergency, some students were confused by the messaging about the shooter’s location, leading them to believe there was a second shooter on campus.

    The 10-campus UC and 23-campus California State University systems generally share the same practices for responding to active shooters. UC offers a list of resources on how to handle active shooters, including online classes, instructional pocket cards and video trainings by the FBI and other federal agencies.

    The UC website advised students to keep three key words in mind: Run, hide, fight.”

    UC campuses have worked to improve safety by upgrading technology, enhancing training and adding unarmed security officers, mental health professionals and other resources to supplement their sworn police forces, Farrow said.

    Here is more about how California’s colleges prepare for that possibility.

    What are colleges required to do to protect students?

    Under the Clery Act, a federal law enacted in 1990 and expanded since then, each time a school is notified of a campus crime, an official must review the crime and decide if it represents a “serious or ongoing” threat. All higher-education institutions — public and private — that receive money for federal student aid programs are required by law to follow the Clery Act.

    If the threat is deemed serious or ongoing, the school must issue a timely warning to the entire campus.

    Colleges and universities must also establish and put into effect emergency responses and notification systems. They must inform the school community about any “significant emergency or dangerous situations involving an immediate threat to the health or safety of students or employees on the campus.” That includes shootings, fires, earthquakes and crimes of sexual violence.

    Campus police agencies are required to have a rapid response plan for mass shootings, said Melinda Latas, director of campus safety compliance for CSU. Those plans, which are posted to school websites, detail how authorities manage the first response in a shooting and how campuses must train for them.

    The federal law was named for Jeanne Clery, a first-year student at Lehigh University in Pennsylvania, who in 1986 was sexually assaulted and killed in her dorm room by another student she did not know.

    What does training look like?

    Training is critically important, for both security officers and the wider community, campus security experts said.

    Cal State Fullerton holds an active shooter drill every two years in specific locations on campus, such as a parking structure or the student union, Police Capt. Scot Willey said. The university trains about 200 students on run, hide, fight procedures. During one drill, Willey said, a police officer is dressed in a padded suit while carrying a rubber rifle. Students are taught where to run and locations that are good for hiding. They’re also taught to use items around them — staplers, laptops, iPads — to fend off an attacker if there are no other options.

    At UC Davis, students are given training on active shooter situations during required orientations; the workshops are also available to all campus members.

    Students are taught to silence their cellphones, although it helps officers when people message about what is happening in their part of campus, as first responders are sometimes “going in blind,” Farrow said.

    What security challenges do open campuses present?

    Unlike K-12 schools, public college campuses are not gated, with access open to anyone.

    “You don’t know everybody that comes on your campus,” Farrow said. “That’s the disadvantage that you have, and that’s what they experienced in Michigan State.”

    When police receive the first reports of a shooter on campus, the protocols are generally consistent across universities, Farrow said. The dispatchers write up a notification that an active shooter is present, giving a location if known, and urge people to leave the area or shelter in place. This is automatically sent to the entire campus community and to parents and families who have signed up for such notifications, Farrow said.

    How has the technology evolved?

    Improvements to technology, including enhanced door-locking systems and closed-circuit cameras that help authorities identify potential shooters, have helped campuses to be better prepared.

    Notification systems that allow campuses to send out mass alerts are mandatory for all higher-education institutions, said John Ojeisekhoba, president of the International Assn. of Campus Law Enforcement Administrators.

    At Cal State Fullerton, police can consult hundreds of surveillance cameras throughout the campus, Willey said. The school can blast “shelter in place” warnings over indoor and outdoor speakers, along with sending email and text alerts.

    “Text is the most efficient thing that we can use and probably the quickest way that we can communicate with our community,” he said.

    Under UC Davis Chancellor Gary May, the campus has launched a $32-million, seven-year plan to enhance security with such technology as an automatic door-locking system, allowing officials to close all buildings simultaneously rather than having to use individual keys.

    UC Davis also has added a sophisticated camera system that monitors public access. Other U.S. campuses have invested in “shot spotter” devices that detect gunshots and quickly identify where they are coming from, Farrow said.

    UC Davis has increased unarmed security officers on its safety staff. The officers help patrol the campus, check building locks and escort students to classes and dorms when requested; some are trained to take down crime reports.

    Similar steps are being taken throughout the UC system as President Michael V. Drake has led efforts to reshape campus safety practices by supplementing the traditional reliance on sworn police officers.

    “One thing all chancellors say is that we have to keep these open campuses as safe as we can,” Farrow said.

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    Teresa Watanabe, Debbie Truong, Angie Orellana Hernandez, Richard Winton

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  • AARDVARK Tactical Founder Interviews Dr. Kelly Starrett on The Debrief Podcast

    AARDVARK Tactical Founder Interviews Dr. Kelly Starrett on The Debrief Podcast

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    For the penultimate episode of Season 2 of The Debrief with Jon Becker, Jon spoke with Dr. Kelly Starrett about becoming a tactical athlete and optimizing your physical capabilities. Kelly also shared his guidance on achieving high levels of physical performance during operations, preventing injury, training for longevity, and creating a culture of performance within a team. 

    Kelly is a world-renowned physical therapist, a strength and conditioning coach to Olympic and World Champion athletes, a 3x best-selling author, a speaker, and a two-time national kayaking champion. Kelly and his wife and partner Juliet launched one of the first CrossFit gyms in 2005, created the website Mobility WOD, and created the highly praised fitness blog and podcast called “The Ready State.” In addition to sharing his expertise with countless professional sports teams, Kelly has also worked with Tier 1 and Tier 2 units and numerous high-profile military and law enforcement tactical units.

    This episode features a valuable discussion with one of the foremost experts in strength and conditioning who also has a genuine passion for supporting first responders. With one episode remaining in the season, the finale will feature a Delta Norge team member who was part of the response to the July 22, 2011, terrorist attacks in Oslo. 

    Looking ahead to Season 3 of The Debrief, new episodes will launch in January 2024. Based on listener feedback, the new season will include a return of video podcasts. While some episodes will remain audio-only to respect the privacy of some guests, The Debrief team has been hard at work developing an all-new studio to support the listener-requested return to video podcasts. Stay tuned for more details, including the official launch date and podcast guests in the coming weeks. 

    You can find the full episode at: https://youtu.be/b6EWva2hr1U?feature=shared

    About The Debrief: The Debrief with Jon Becker is the no-holds-barred conversational podcast on the leadership principles of some of the most elite tactical units in the world. After four decades spent working in tandem with some of the world’s top law enforcement and military units, Jon is sharing stories from some of these amazing team leaders – in the hope that it will make us all better leaders, thinkers, and people. 

    About AARDVARK: Founded in 1987, AARDVARK is a leading distributor and system integrator specializing in the protection of tactical operators from local, state, federal, and military units. AARDVARK is headquartered in La Verne, CA.

    About Dr. Kelly Starrett: Kelly is a doctor of physical therapy and is the co-author of the New York Times bestsellers “Becoming a Supple Leopard,” “Ready to Run,” and “Built to Move.” He also co-authored the Wall Street Journal bestseller “Deskbound.” Kelly consults with athletes and coaches from the NFL, NBA, NHL, and MLB the US Olympic Team and CrossFit, Premier Football and Rugby Teams, works with elite Army, Navy, Air Force, Marines, and Coast Guard forces, and consults with corporations on employee health and well-being. He believes that every human being should know how to move and be able to perform basic maintenance on themselves.

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    Source: AARDVARK Tactical

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  • Two teachers at public charter school placed on leave over “lesson on the genocide in Palestine”

    Two teachers at public charter school placed on leave over “lesson on the genocide in Palestine”

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    Two first-grade teachers at a public charter school located at a Los Angeles-area Jewish synagogue were placed on leave this week over statements about Israel and Gaza they allegedly shared in the classroom and on social media, according to synagogue and school officials.

    On Friday, Senior Rabbi Brian Schuldenfrei told KTLA that one of the teachers at Citizens of the World Charter School, which leases classroom space at Adat Ari El Synagogue in Valley Village, described on social media about teaching “a lesson on the genocide in Palestine” to first-graders.

    According to a copy of the post provided to The Times by a representative of the charter school, the teacher wrote on Instagram that they “did a lesson on the genocide in Palestine today w my first graders…” In a separate post, the teacher said that “my fav was a kid who was like “What if they just give the land back to Palestine and find somewhere else to live?”

    The school said the second teacher also posted about the lesson.

    In a statement, Citizens of the World L.A. executive director Melissa Kaplan said the personal social media posts “raised significant concerns, fear, anger, and harm for many” in the charter school and synagogue community, and that the school will coordinate with the Anti-Defamation League on training for school staff.

    The school is investigating the exact content of the lesson, a school representative said Saturday. If the teachers are reinstated, they will not return to the Valley Village campus, the representative said.

    Neither of the teachers could be reached for comment Saturday.

    In addition, the charter school’s principal will be taking a two-week leave of absence to focus on “sensitivity training,” the school said in a statement. In a statement, the principal apologized for “insensitive questions” she directed to the rabbi about when the synagogue would remove Israeli flags hanging in the courtyard.

    The flags have been on display in the courtyard ever since Hamas militants launched an ambush from Gaza on southern Israel on Oct. 7, leaving 1,200 Israelis dead with another 240 taken hostage. In the weeks since, as Israel launched its offensive, more than 11,000 people have been killed in Gaza, according to the Palestinian Health Ministry.

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    Samantha Masunaga

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  • How to Do an Inverted Row (Bodyweight Rows): Ultimate Guide

    How to Do an Inverted Row (Bodyweight Rows): Ultimate Guide

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    The Inverted Bodyweight Row is one of the BEST, simple, most effective exercises you can do for your “pull” muscles.

    If you’re trying to get to your first pull-up (or even if you are already doing pull-ups), it’s a must. 

    That’s why we program them in when designing workouts for our Online Coaching Clients.

    Today, I’ll explain exactly why (almost like you were in our program).



    As part of our Strength 101 series, this guide will cover everything you need to know about this awesome exercise:

    Let’s do this thing!

    What is an Inverted Bodyweight Row?

    If you have gymnastic rings you can do an inverted bodyweight row like Staci here.

    You’ve probably heard of the regular barbell row. You pick up a barbell, bend over at the waist (keeping your back straight), and pull the weight up towards your chest.

    It looks something like this:

    With proper form, there's nothing dangerous about the bent-over row.

    This can be a great exercise, but improper form could cause complications or you might not have access to a barbell and plates.

    Luckily, the bodyweight row (or inverted row) takes care of all of that.

    Alternate between an overheand and underhand bodyweight row.

    By the way, I’ll be using “bodyweight row” and “inverted row” interchangeably in this article.[1]

    To-may-to, To-mah-to.[2]

    When doing this movement, you only need a bar to lean back from and your body weight. There’s also no extra stress on your back, like with a traditional barbell row.

    As an added bonus, you get a decent core workout too.

    I know, that’s worth celebrating…

    These final fantasy characters think bodyweight rows are great.

    Think of it like this: “bench press” is to “pushing” as “inverted row” is to “pulling.”

    Balance FTW!

    Why the inverted bodyweight row is so great: 

    I’m a huge fan of compound exercises (like the squat and deadlift, pull-ups and push-ups), and I’m also a huge fan of exercises that don’t require expensive machines or lots of extra bells and whistles.

    An inverted row works all of your pull muscles:

    • All of your back muscles
    • Your biceps
    • Your forearms
    • Your grip
    • All the stabilizer muscles in between that make those muscles work together.

    If you’ve been doing bench presses regularly, start doing an equal amount of work with your pull muscles to stay in balance and away from injury.

    Oh, and if you want to eventually be able to do pull-ups THIS is the exercise you need to add to your routine until you can do a full pull-up.

    When we created our pull-up adventure in Nerd Fitness Journey, we started off by teaching rows. If you want, you can try the app right now (for free):

    How To Do An Inverted Bodyweight Row

    Add bodyweight rows to your workouts

    Let’s start with the people who have access to a gym (see a no-gym variation here): 

    How to do an inverted row or bodyweight row:

    1. Set the bar (or your rings) around waist height. The lower the bar, the more difficult the movement becomes.
    2. Position yourself under the bar lying face up. Lie on the floor underneath the bar (which should be set just above where you can reach from the ground).
    3. Grab the bar with an overhand grip, slightly wider than shoulder-width (palms facing AWAY from you).
    4. Contract your abs and butt, and keep your body in a completely straight line. Your ears, shoulders, hips legs, and feet should all be in a straight line (like you’re doing a plank).
    5. Pull yourself up to the bar until your chest touches the bar.
    6. Lower yourself back down with proper form.

    If this movement is TOO difficult, nbd, we just need to back up a few steps.

    Set the bar higher so that when you lean back, your body isn’t down on the ground; maybe it’s only at a 45-degree angle.

    We’ll walk you through a row progression right here.

    Here’s Staci again demonstrating it at a higher angle:

    Start with inclined inverted rows for your pull-up workout. Then drop lower for more required effort.

    By setting the bar higher, it takes more of your body’s weight out of the equation.

    As you get stronger (and/or lose weight), you’ll be able to drop the bar until you’re parallel when pulling yourself up.

    I grabbed a video of Senior Coach Staci from Team NF demonstrating a bodyweight row with gymnastic rings, but the instruction you’ll get in the video will really be helpful too.

    How to do a bodyweight row (with video explanation):

    To keep proper form when doing an inverted bodyweight row:

    • Don’t let your butt sag (squeeze your buttcheeks, flex your stomach, and keep your body rigid from head to toe).
    • Don’t flail your elbows. Grab the bar with your hands a little closer than you would if you were doing a bench press, and keep your elbows at that angle from your body.
    • Pull the bar towards the middle of your chest. Don’t pull the bar up towards your throat, or down towards your belly button. Right in the middle!
    • Keep your abs tight. Keep your abs tight throughout the whole routine. Your body should be a straight line the whole time, and the only thing moving is your arms.
    • Pull your shoulder blades down and back towards each other through the movementDon’t shrug your shoulders. Imagine you’re trying to pinch a pencil between your shoulder blades to keep it from falling!
    • GO all the way. Don’t half-ass it. Lower yourself until your arms are completely extended, and raise yourself until your chest touches the bar.



    How to Progress with Inverted Bodyweight Rows (6 Variations)

    Let’s provide a blueprint on how you can level up your inverted bodyweight rows.

    #1) Doorway Rows

    At first, just start doing some rows in your doorway:

    This will help you start training your “pull” muscles.

    #2) Towel Rows

    Still utilizing your doorway, you can use a towel to lean back even further to increase the challenge here:

    A towel can help you do a bodyweight row, as shown here.

    Coach Jim walks you through setting up your towel row in this video, “No chin-up bar?? No problem!

    Check out our Guide for Pull-up Alternatives for more.

    #3) Inverted Row (High)

    Next, try doing an inverted row, but set the bar high so it’s easier to perform:

    Start with inclined inverted rows for your pull-up workout. Then drop lower for more required effort.

    #4) Inverted Row (Low)

    Once your inverted rows become easy, lower the bar to increase the challenge:

    Add bodyweight rows to your workouts

    #5) Elevated Inverted Row 

    If you place your feet in the air, you’ll make this exercise even tougher:

    Raising your feet will make rows more challenging.

    #6) Inverted Row (Weighted)

    If you really want to up the difficulty of your inverted rows, try doing it with a little bit of weight attached to you:

    Steve doing a weighted row

    When Should I Do Inverted Bodyweight Rows?

    Inverted rows are a great exercise to work on doing your first pull-up.

    If you are building your own workout plan, you can mix in bodyweight rows wherever you normally do your pull exercises (pull-ups, pull-downs, rows, etc.).

    When I go into a gym, my time is extremely limited, and I’m working towards developing strength.

    Here’s a sample two-day split for me:

    Both days work my full body, I can do a full routine in less than 40 minutes, and I’m building strength.

    • If you can’t do dips on Day 1, you can do push-ups.
    • If you can’t do pull-ups on day 2, you can substitute assisted pull-ups.

    Staci using a band for an assisted pull-up, a great exercise for a bodyweight circuit.

    On the rows, aim for 3 sets of 10. We cover this in our “sets and reps” article, but you can never go wrong with 3 sets of 10!

    If you can’t do that, do 3 sets to however many reps you can do, and build your way up to 3 sets of 10.

    Once you can do that, put your feet up on a chair, throw some weights in a backpack, put it on reverse (so the bag is hanging in front of you), and then do the rows.

    You got this!

    Overwhelmed? I personally know how that feels. It can be scary embarking on a strength training practice for the first time.

    Are you doing your moves correctly? Should you be lifting more weight or less? What do you eat to reach your goals?

    We created the Nerd Fitness Coaching program to tackle these questions directly. Your own coach will get to know you, build a program based on your experience and goals, and check your form on each movement (via video):



    How to Do Inverted Bodyweight Rows at Home

    Just because you don’t have access to a gym doesn’t mean you can’t work out your back, you just need to get VERY creative.  

    Here’s how you can do Inverted Bodyweight Rows at Home:

    PATH ONE: Use your kitchen table. Or your desk. Be very careful with this one.

    Lie underneath your table so your head and shoulder are sticking out above it.

    Grab the table edge with an overhand grip, and pull yourself up (just like it’s explained above).

    Warning, don’t pull the table over with you, and make sure you don’t break the thing!

    PATH TWO: Get a really thick wooden dowel or pipe, something strong enough to support your weight. Lie it across two of your kitchen chairs, and then lie down underneath it.

    This gif shows Jim doing a row on chairs

    Make sure it’s sturdy, and the bar isn’t going to break/move on ya, and pull yourself up.

    Don’t forget, you want to stay in balance.

    If you don’t have a pull-up bar and gymnastic rings, find a way to do some bodyweight rows whether it’s between two chairs or under a table.

    You’re smart, get creative!

    This should allow you to start mixing in bodyweight rows into your Strength Training Routine!

    Any more questions about the inverted bodyweight row?

    Leave em below!

    -Steve

    PS: Our new app Nerd Fitness Journey will walk you through doing simple rows, all the way up to a full pull-up! Instead of worrying about what to do next, simply follow the workouts built into the app!

    PPS: Be sure to check out the rest of the Strength Training 101 series:

    You can also get the guide free when you sign up in the box below and join the Rebellion!

    ###

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    Steve Kamb

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  • 3 Ways to Upskill Your Team with Continuous Training | Entrepreneur

    3 Ways to Upskill Your Team with Continuous Training | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    There are many tried-and-true formulas for business success, but a strong staff of skilled workers is the foundation of every successful business. That’s why one of the most difficult issues for any business owner is employee turnover. The most recent Work Institute study found that employee turnover cost businesses over $700 billion in 2021. There’s a heavy price to be paid for every lost employee, but what can business leaders do to avoid dealing with the pitfalls of losing their strongest team members?

    When it really comes down to it, no good employee wants to remain at a job that stagnates their growth. According to a recent Gartner study, 82% of employees want their organizations to view them as people with individual goals and aspirations. LinkedIn’s Workforce Learning Report also states that 93% of employees would stay at a company longer if it invested in their careers. The clear winners are those businesses that find a way to keep their employees engaged. Employees who regularly get opportunities to learn, develop and advance their skills are more likely to stay with a company. When you invest in your team, you invest in both your company’s future and their future as professionals.

    That said, having an average training program for employees is not enough. Business owners should seek to optimize these programs to the fullest. In my experience, there are three key areas leaders should focus on when optimizing a continuous training program for their workers.

    Related: Why Small Businesses Need to Prioritize Continuous Learning

    1. Ensure your team is technically certified

    Technical certification is the foundation of all employee training. Every new employee should be properly certified in all the areas related to their responsibilities. Without technical expertise, the leaks in productivity will spill over and lead to a lack of efficiency and lost time. To truly excel as a thriving entity, everyone on your team must be a technical expert in their respective areas.

    Certification is an ongoing process. As new technologies will continuously enter and disrupt your industry, you must keep up-to-date with the latest tools and software that your competitors are leveraging and update your training standards when necessary. This is where you, as a leader, must make important distinctions between the trends that come and go and the technologies that will change the shape of your field for the foreseeable future.

    Since day one as president of my company, we have required ongoing skill certifications and competencies of our entire team, from entry-level ticket routers and customer support architects to account managers and engineers. We also require continued education and up-to-date certifications for any customer-facing technical personnel. This has been vital in providing a leg up over our competitors, but also gives our workers the confidence in their knowledge and abilities to deliver the best results possible.

    Related: 6 Ways to Keep Your Employees Learning At Work

    2. Don’t overlook the importance of soft skills

    Your employees can have all the technical expertise in the world, but if they can’t communicate with clients, customers or each other, those earned skills won’t translate into business success. That’s where soft skills come into play. Business success requires an understanding of people and human interaction, whether interpersonal communication between internal teams or the ability to communicate with customers to make them feel heard and understood.

    The good news about investing in soft skills such as communication, leadership, teamwork, emotional intelligence and problem-solving is that your employees don’t need to be experts in these areas to ensure these skills translate to professional success. There is a baseline requirement of competency necessary for each employee to thrive, and then it becomes an ongoing process of lifelong learning to improve these skills over time.

    Soft skill training is adaptable. While every employee should be required to undergo necessary training, some employees may naturally be suited to certain skills while needing extra training in others. For example, your new hire might excel in one-on-one settings with customers but struggle with leadership roles. It makes sense to tailor this employee’s training to ensure you fill in the gaps.

    3. Invest in outside-the-box skills that give your employees an edge

    Let’s face it: any company that isn’t investing in expanding its technical skills and soft skills is not a worthy competitor, so let’s assume the top companies in your industry are checking the previous two boxes. To get an edge on them, you have to arm your employees with niche skills that give your business a unique advantage.

    For example, we’ve seen a lot of advancement in generative AI over the previous year. Those companies that are training their staff to utilize generative AI to boost their output and improve their workflows are the ones that can potentially come out ahead in the long run because they benefit from the combined productivity of a skilled workforce and technological efficiency.

    Perhaps there is an up-and-coming software that can potentially do wonders in saving your employees time to turn around items. Maybe you’re a healthcare company, and there’s new research in your field about how to best optimize patient health outcomes that aren’t yet being leveraged — which allows you to come out ahead by training your clinicians accordingly. You will separate your business from the pack by consistently investing in building niche skills for your staff.

    Identify the blind spots in your training program and adjust accordingly

    While most businesses have an employee training program, many miss the mark regarding one of these three key areas. Employee development is a continuous effort that needs to constantly be adjusted through different coaching strategies, training programs and leadership mentoring. Those businesses that don’t invest in their employees will get left behind, so you must prioritize the workers who keep the ship running, and your business will flourish.

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    Julian Hamood

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  • Austin Pets Alive! | APA! Gives Behavior Dogs a Second Lease on Life:…

    Austin Pets Alive! | APA! Gives Behavior Dogs a Second Lease on Life:…

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    Jun 30, 2023

    Austin Pets Alive! (APA!) fosters perform a vital role for all of the animals, but especially help improve the lives of dogs with behavioral challenges. During the dog’s time in a foster home, the foster can observe behavior, take notes and implement training and behavior modifications under the guidance of APA!’s Dog Behavior Program team to help these pets find adoptive homes.

    Finding an adoptive home other than hers didn’t quite work out for APA! volunteer, turned foster, Alexandra Bobbitt, who experienced “failing in love.” Her foster, Girly, was already in her adoptive home the moment she stepped into Bobbitt’s world.

    “I first met Girly at APA! when I brought my dog Bela, short for Beleza, to meet potential foster dogs. Several people mentioned Bela resembled Girly. Everyone talked about how lovable Girly was,” Bobbitt said.

    She was intrigued immediately and visited Girly in the kennel. “As soon as I laid eyes on her sweet face, and saw how much she looked like Bela, I felt compelled to foster her!”

    It soon became very apparent that the two pups created a loving duo that were stronger together than apart. “When you find a dog that fits with you, it’s difficult to let them go. Both Bela and Girly were like that. I couldn’t bear to part with (either of) them.”

    The journey wasn’t easy for the three of them at first, but fortunately Bobbitt had the ongoing support of APA!’s Dog Behavior Team. Girly, for example, struggled with “stranger danger” and behavior issues while on the leash, which stems from her anxiety. If left unaddressed, the behavior could escalate to defensiveness.

    “To address this, the APA! Dog Behavior Team introduced us to various training techniques and with the team’s continued support and supervision Girly has made significant progress,” she said.

    One of those techniques is something called B.A.T., or Behavior Adjustment Training. This is often used by the APA! Behavior team as an alternative for the typical “leash reactivity training,” especially if the dog requires a greater threshold due to fear and anxiety.

    “Now, friends can come over and within seconds she becomes their best friend,” Bobbitt said. “She has also become calmer on the leash.”

    Since adding Girly to her home with Bela, Bobbitt continues fostering other pups to help them find their adoptive homes. There’s been Georgie, Chilli, Cruzito and most recently Cash who is currently still in APA!’s care. “Seeing the overwhelming number of overcrowded shelters across the country broke my heart, and I wanted to help in some way, so I decided to make a difference by fostering another pup and giving another deserving dog a chance.”

    While Cash was in Bobbitt’s home as a temporary foster, the detailed observations she took while fostering him helps APA!’s Dog Behavior Program appropriately adjust his customized training program that focuses on offering him and his future person tools to lessen, adjust or all together remove any undesirable behaviors. Giving Cash this guidance helps make him that much more noticeable to potential adopters and will support his success in a future foster or adoptive home.

    In the shelter, Cash has displayed a bit of separation or storm anxiety, but given space and decompression in her home, Bobbitt noticed that he no longer exhibited those anxieties! The behavior team can use those observations to help Cash’s future adoptive or foster home recreate that same relaxed behavior. He also has some trouble with his leash skills and in particular, becoming a bit reactive when on leash. With the behavior team’s guidance, patience and trial and error, Bobbitt and Cash found a method that works for Cash — always having a trusty toy handy (or in Cash’s mouth!) when on walks.

    “Cash just wants to be a person’s best friend. He may be a bit hesitant on walks, but with consistency, I can tell he will gain confidence and become more comfortable, “she said. “Within just two weeks, he showed noticeable improvement.”

    The APA! Dog Behavior team works closely with adopters and fosters alike to ensure that both people and pets are able to communicate, working together to find solutions. APA! intakes the animals that are at risk of euthanasia; when a dog becomes at risk at another shelter due to behavioral struggles, our team steps in. By taking some time to understand a dog’s behaviors, we can introduce tools and techniques that offer a harmonious life to both the dog and his or her future loving home.

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  • Tappdin Beta Launch: Empowering Personal Growth and Connecting Professionals in a Global Marketplace

    Tappdin Beta Launch: Empowering Personal Growth and Connecting Professionals in a Global Marketplace

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    In a world where the pursuit of excellence knows no boundaries, Tappdin aims to bridge the gap between individuals seeking to elevate their abilities and those with the expertise to guide them towards success. Tappdin is an innovative open marketplace for training and mentoring aiming to revolutionize the way individuals connect with the intention of elevating or learning their skills across various disciplines. Their mission is to create a marketplace that offers limitless opportunities for personal and professional growth, bringing together athletes, professionals, and enthusiasts in a subscription-free, on-demand booking platform.

    Tappdin’s platform creates a built in business for those who have dedicated their lives to a discipline looking continue to pursue their passion, pass along their skills, and monetize their ability. It provides them with a platform to become mentors, tutors, or trainers, extending their impact beyond their competitive or professional careers.

    Tappdin is not limited to athletics; Musicians, artists, chefs, and professionals from any field can utilize the platform to offer their expertise, personalized training or mentoring sessions where there is demand. Users can find their inner Billy Joel from a local piano teacher, learn to cook like Bourdain from a renowned chef, or tap into their inner Picasso with a talented local artist. The platform opens doors to learning anything. Speak new languages, excel in core subjects, and discover new skills that can propel you to new heights.

    “At Tappdin, our goal is to empower individuals to unlock their full potential,” said Co-Founders Elena Nasello and Richard Duncan. “We believe that everyone deserves the opportunity to connect with professionals who can guide them on their journey. Whether you’re an aspiring athlete, a creative soul, or someone seeking personal growth, Tappdin offers a limitless platform to learn, grow, and excel. We also want to create the opportunity for those that wish to pass on their knowledge and expertise in a way that streamlines the process of running a business, connecting with clients, processing payments and marketing their talents.”

    Tappdin not only benefits users seeking personal development but also provides professionals with an avenue to start their own businesses and be their own bosses. By leveraging the platform to monetize their expertise, professionals can market their skills and connect with a global audience of motivated learners.

    As Tappdin continues to expand its global reach, the platform is committed to fostering an inclusive and supportive community that encourages collaboration and knowledge-sharing. It creates an environment where individuals from different backgrounds and skill sets can come together, inspiring each other and unlocking their true potential.

    Tappdin is available now for individuals looking to connect with professionals and embark on a journey of personal growth. Join the community today by visiting www.tappdin.com and explore the vast range of opportunities waiting to be unlocked.

    Are you ready to get Tappdin to endless possibilities?

    Source: Tappdin LLC

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  • Austin Pets Alive! | How APA! Gives Behavior Dogs a Second Lease on…

    Austin Pets Alive! | How APA! Gives Behavior Dogs a Second Lease on…

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    Jun 15, 2023

    Dogs are social animals. Typically they love the company of other dogs, are comfortable around people, adapt readily to various situations and eagerly await at the door to welcome us home.

    These social skills are learned and dogs benefit from practicing them. Unlike people, pups only have body language and barking to communicate how they are feeling and misreading these cues can lead to serious misunderstandings of what the animal is trying to tell us, often resulting in pups being deemed “Behavior Dogs.”

    Austin Pets Alive! Is leading the charge to save this vulnerable subset of the shelter population from euthanasia by providing behavioral modification training, dog socialization playgroups, and adoption follow-up services to help place these pups in loving homes.

    Understanding a dog’s body language is paramount to supporting their behaviors — whether, correcting a behavior, enhancing a behavior or simply letting the dog know that you’re on their side. Reading these behavioral cues are critical to understanding a pet’s needs and in the shelter environment, can be the difference between life and death.

    Ruthie is a great example of a life saved thanks to APA!’s Behavior team taking a moment to read between the lines. The 5-year-old black mouth cur mix, originally came to APA! as a puppy, ill with parvovirus. She was treated and adopted, but four years later she was returned to APA! due to some developed behavioral quirks such as displaying some pretty severe separation anxiety and resource guarding.

    That’s when former Dog Behavior Team member and current APA! Data Engineer, Ellis Avallone took her on as their “special project.” Initially, staff members had trouble determining if Ruthie was showing signs of aggression. She can be a tough “read” in her kennel — throwing “very large and jarring tantrums. She is a big dog with a big bark,” Ellis recalls “She doesn’t have a bite history (but when she doesn’t get what she wants), she’ll bark, show teeth, and lunge.”

    Putting their dog language know how to use, Ellis leaned in to “hear” what Ruthie was trying to communicate.“The biggest misunderstanding about her behavior is that she isn’t trying to hurt anyone when she throws her tantrums. She’s just upset and doesn’t know how to express it.” Taking Ruthie to their home for a sleepover allowed Ruthie’s BFF the opportunity to get a better understanding of exactly what her separation anxiety looked like. While working on separation anxiety can be a bit difficult while a dog is in shelter, this first hand experience allows our team the ability to have more productive and knowledgeable conversations with future fosters or potential adopters on what to expect and ways they can begin addressing the behavior.

    With the support of the dog behavior team, APA!’s Flight Path Program, a program that utilizes volunteers to support a pet’s mental wellness and behavioral progress, and Ellis’ faithful friendship, Ruthie continues to show great improvement, such as a displaying reduced resource guarding. She primarily guards “high-value” treats such as bully sticks or peanut butter. Ellis has worked to lessen this behavior of Ruthie’s with a specialized feeding program in which Ruthie is receiving positive reinforcement as food is being tossed to her bowl and conditioned to feel calm built through respectful trust.

    “Being friends with Ruthie has been the best part of working and volunteering at APA!. I love how excited she gets when she sees me and how she instantly turns into a wiggle machine when we leave for campus field trips. If you need a dog to pick up on emotions, she’s your girl.”

    Our staff is keenly aware that each dog is an individual and that some pups may not be ready for placement initially but through training, behavior modification, and taking the time to understand what an animal is communicating, we can help a misunderstood dog like Ruthie, realize their full potential!

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  • Austin Pets Alive! | APA! Gives Behavior Dogs a Second Lease on Life:…

    Austin Pets Alive! | APA! Gives Behavior Dogs a Second Lease on Life:…

    [ad_1]

    Jun 15, 2023

    Dogs are social animals. Typically they love the company of other dogs, are comfortable around people, adapt readily to various situations and eagerly await at the door to welcome us home.

    These social skills are learned and dogs benefit from practicing them. Unlike people, pups only have body language and barking to communicate how they are feeling and misreading these cues can lead to serious misunderstandings of what the animal is trying to tell us, often resulting in pups being deemed “Behavior Dogs.”

    Austin Pets Alive! Is leading the charge to save this vulnerable subset of the shelter population from euthanasia by providing behavioral modification training, dog socialization playgroups, and adoption follow-up services to help place these pups in loving homes.

    Understanding a dog’s body language is paramount to supporting their behaviors — whether, correcting a behavior, enhancing a behavior or simply letting the dog know that you’re on their side. Reading these behavioral cues are critical to understanding a pet’s needs and in the shelter environment, can be the difference between life and death.

    Ruthie is a great example of a life saved thanks to APA!’s Behavior team taking a moment to read between the lines. The 5-year-old black mouth cur mix, originally came to APA! as a puppy, ill with parvovirus. She was treated and adopted, but four years later she was returned to APA! due to some developed behavioral quirks such as displaying some pretty severe separation anxiety and resource guarding.

    That’s when former Dog Behavior Team member and current APA! Data Engineer, Ellis Avallone took her on as their “special project.” Initially, staff members had trouble determining if Ruthie was showing signs of aggression. She can be a tough “read” in her kennel — throwing “very large and jarring tantrums. She is a big dog with a big bark,” Ellis recalls “She doesn’t have a bite history (but when she doesn’t get what she wants), she’ll bark, show teeth, and lunge.”

    Putting their dog language know how to use, Ellis leaned in to “hear” what Ruthie was trying to communicate.“The biggest misunderstanding about her behavior is that she isn’t trying to hurt anyone when she throws her tantrums. She’s just upset and doesn’t know how to express it.” Taking Ruthie to their home for a sleepover allowed Ruthie’s BFF the opportunity to get a better understanding of exactly what her separation anxiety looked like. While working on separation anxiety can be a bit difficult while a dog is in shelter, this first hand experience allows our team the ability to have more productive and knowledgeable conversations with future fosters or potential adopters on what to expect and ways they can begin addressing the behavior.

    With the support of the dog behavior team, APA!’s Flight Path Program, a program that utilizes volunteers to support a pet’s mental wellness and behavioral progress, and Ellis’ faithful friendship, Ruthie continues to show great improvement, such as a displaying reduced resource guarding. She primarily guards “high-value” treats such as bully sticks or peanut butter. Ellis has worked to lessen this behavior of Ruthie’s with a specialized feeding program in which Ruthie is receiving positive reinforcement as food is being tossed to her bowl and conditioned to feel calm built through respectful trust.

    “Being friends with Ruthie has been the best part of working and volunteering at APA!. I love how excited she gets when she sees me and how she instantly turns into a wiggle machine when we leave for campus field trips. If you need a dog to pick up on emotions, she’s your girl.”

    Our staff is keenly aware that each dog is an individual and that some pups may not be ready for placement initially but through training, behavior modification, and taking the time to understand what an animal is communicating, we can help a misunderstood dog like Ruthie, realize their full potential!

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    Source link

  • How Leveraging External Trainers Can Advance Your Companies Growth and Talent Optimization | Entrepreneur

    How Leveraging External Trainers Can Advance Your Companies Growth and Talent Optimization | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    The ongoing training and development of today’s workforce will play a crucial role in organizational growth, innovation and sustainability. LinkedIn Learning’s 2023 Workplace Learning report, Building an Agile Future, found that the C-suite’s top priority is motivating and engaging employees. Since it’s anticipated by the 2021 World Economic Forum Report that all employees around the world will need to be reskilled by 2025 and by 2030, more than 85 million jobs are anticipated to go unfilled because there aren’t enough skilled people to take them, organizations have to make talent development a key priority agenda. Investments made today by business leaders in their workforce will save millions in the future.

    In addition to turning staff into organizational superstars, today, learning and development (L&D) teams, must find ways to enhance employee engagement in flexible work environments, create learning experiences that can serve as a recruitment tool, and move beyond knowledge transfer to truly expanding capabilities and shifting organizational culture. That’s a tall (and expensive) order for any well-staffed L&D department, and even more of a challenge when there’s a knowledge gap in your current L&D team or when you don’t have one at all.

    To meet the current and growing demands to create learning programs that drive results, organizations must spend considerable revenue creating and ensuring their L&D departments are appropriately staffed. However, external trainers can save money by negating the cost of hiring and training new staff and utilizing external trainers can drive considerable behavioral changes necessary to see a lasting impact on learning outcomes. Here are three reasons why.

    1. Expertise and experience

    External trainers bring a wealth of expertise and experience to the table, which organizations can instantly access. According to a Training Industry, Inc. report, 87% of organizations using external trainers say they do so to access specialized expertise and knowledge. “External trainers can provide a fresh perspective and expertise that might not be available internally. They can help organizations stay current and competitive.” External trainers and consultants have worked with various organizations and have experience with what works and what doesn’t. Because of their real-world experience, they can offer valuable insights and advice on the most effective training methods and strategies in the volatile, complex, and ambiguous environment organizations are currently navigating. Their experience rolling out leadership development initiatives, as both a trainer and experienced leaders themselves, makes it easy to identify areas for improvement that they may have overlooked. By leveraging the expertise and experience of external trainers, organizations can save money, as much as 30%, and by avoiding costly mistakes and implementing best practices. A Society for Human Resource Management study found that 72% of organizations say that using external trainers and consultants helps them stay competitive.

    Related: How Business Leaders Can Keep Employees Engaged

    2. Customized training programs

    There are five must-have elements in creating a leadership development program that drives results: customizable, measurable, integrated, applicable and experiential. Customized training helps the company’s workforce perform more effectively and efficiently, which leads to better results. To advance innovation, research by McKinsey urges L&D to stop creating one-off training that checks the box but doesn’t effect long-term change, but rather “invest in leadership-development experiences that are emotional, sensory, and create aha moments.” Learning experiences that are immersive and engaging are remembered more clearly and for a longer time. Human behaviors aren’t easily shifted overnight, and tailored training programs, customized to fit the organization’s unique requirements and goals, make employees more likely to retain and apply the information they learn in their work, resulting in better performance and increased productivity. Utilizing external trainers in this regard can also help break up groupthink and stagnation, dramatically affecting company culture and innovation. Personalized learning is no longer just a buzzword in L&D. It’s essential to how adults learn, engage today’s workforce and drive business outcomes.

    3. Accountability and follow-up

    External trainers provide accountability and follow-up to ensure practical training drives behavioral change. In Brandon Hall Group’s Transforming Learning for the Future of Work study, the number three challenge facing L&D teams is that “they don’t know how to measure learning well enough to ensure the future skills development needed will be achieved.” To create these on-demand learning experiences in response to the changing landscape in the workplace, L&D departments can find themselves cramming too much information into a single training session. There needs to be more time to engage in effective follow-up to reinforce the learning and ensure it is applied consistently, which can be problematic if there’s a lack of staff or expertise within L&D teams. Accountability and follow-up ensure any training initiatives are not just one-time events but an ongoing learning and developmental process that leads to real behavioral change. Training strategies must be built around opportunities with time to practice newly learned skills and less time introducing new concepts. External trainers are equipped to build accountability mechanisms necessary to reinforce the learning content, making it a part of leaders’ day-to-day work, as well as track their ongoing progress because they’re not being pulled in multiple directions or by numerous priorities. By providing sustainable accountability and follow-up, external trainers can again help organizations save money by ensuring that the training is practical and retained leading to desired outcomes and results. According to research by Deloitte,” organizations with strong learning cultures are better equipped to handle change, stay competitive, and drive innovation.”

    Related: 12 Ways You Can Immediately Start To Motivate Your Employees

    Cost of delay

    The Ken Blanchard Companies surveyed over 700 leadership, learning, and talent development professionals to discover how they deal with changes in the work environment and what they are doing from an HR and L&D perspective. They found that 79% of respondents think it will be harder to retain their best people in 2023 due to limited budgets and a lack of resources to develop good content. Bringing on external trainers will help avoid missed opportunities and lost revenue.

    A delay in implementing key training initiatives can increase manager and employee frustration, and decrease retention and productivity which can significantly impact an organization’s bottom line. You also run the risk of employees continually reinforcing bad habits or incorrect techniques that will cost more time, effort, and money to undo. Not to mention what organizations stand to lose in potential business or market share due to a lack of skilled essential employees. According to Korn Ferry, the cost of delay, if left unchecked, could cost about $8.5 trillion in unrealized annual revenue.

    Learning cultures are essential for the modern organization. In fact, since 2022, 72% of organizations have made learning and development a strategic and critical function. Investing in L&D empowers employees, improves retention, changes culture, unlocks innovation and significantly impacts the bottom line. By leveraging the expertise of external trainers, their ability to customize programming, provide accountability and follow-up, and drive real behavioral change, L&D can meet their current and future employee skill development needs in real-time by making an investment that will not only save them time and money but will ensure a viable workforce for the future.

    Conclusion

    What areas of expertise are you lacking internally on your learning and development teams, and how can external trainers help fill these gaps? What potential costs and missed opportunities have your organization already experienced by delaying training and development initiatives? How can you better prioritize your training and development budget to ensure you invest in the support needed to deliver on any mandated initiatives? Are you prepared for the massive upskilling and reskilling needs within your organization? These are just a few questions that may indicate it’s time to invest in external trainers.

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    Dr. Carol Parker Walsh

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  • CYRIN Now Offers Certification

    CYRIN Now Offers Certification

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    CYRIN, a virtual cybersecurity training platform from Architecture Technology Corporation, now has certification available on three courses taught by world-renowned cyber expert Kevin Cardwell. 

    CYRIN’s Fundamentals of Cybersecurity Series takes you from beginning to advanced cyber defense techniques over the course of three, 40-hour, self-paced courses. Each course includes over a dozen interactive labs and activities.

    CYRIN Certification is available for each course in this series. 

    Courses start with Cyber Security Skills Foundation and move to Essential Defense Tactics – a solid core program that enhances and advances your skills gained in the Foundation course. Certification finishes with Advanced Defense, where you learn advanced methods of defense that bring you closer to establishing security best practices and methodologies that can be applied in any environment.

    Full courses include videos, background materials, quizzes, and multiple interactive CYRIN labs to enhance your learning experience. Courses are self-paced and taught by Kevin Cardwell. The CYRIN platform allows you to pause and come back to the course at any time within your subscription period.

     WHAT DO I GET WHEN I AM CERTIFIED?

    • A digital badge that can be exported to Badgr for use on LinkedIn and other sites.
    • A printable certificate of successful completion, including the number of CPEs earned.
    • A badge icon you can include in your e-mail signature, resume, and social media pages.

    HOW DO I EARN A CYRIN CERTIFICATION?

    • Complete all the prerequisites for the certification course.
    • Successfully complete the certification course; successful completion requires a passing score in all labs and quizzes that are part of the course.

    WHY CYRIN CERTIFICATION?

    CYRIN certifications validate your skills, enhance your credentials, and increase your marketability. These courses allow you to expand or refresh your cybersecurity skills or begin a new career in cybersecurity. 

    CYRIN provides a number of benefits

    CYRIN improves upon existing cyber range systems with four central innovations:

    (1) It provides a fully interactive, independent online exercise interface for each student.

    (2) It’s always available and accessible from anywhere with no special software required.

    (3) It’s able to monitor student progress against learning objectives within practical exercises and

    (4)  It’s virtual “hands-on” training, so students learn by doing. It resides in the cloud and requires no physical classroom, which saves time and money.

    For more information, visit CYRINtry a free lab, sign up for a demonstration, or call  (800) 850-2170.

    The Team

    ATC-NY, based in Ithaca, NY, is the Cybersecurity division of Architecture Technology Corporation, and is responsible for CYRIN development. They work with numerous commercial, educational and government agencies, including the Department of Defense, who helped support the effort to develop CYRIN.

    About Architecture Technology Corporation

    Architecture Technology Corporation (ATCorp) is headquartered in Eden Prairie, MN. ATCorp specializes in advanced research and software-intensive solutions for complex problems in Information Security, Cybersecurity, Enterprise-Scale Network Computing, AI, and Machine Learning. To read more about their products and services, visit ATCorp at https://www.atcorp.com.

    Source: ATCorp

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  • To Stay Competitive, You Must Overhaul Your Workplace Training | Entrepreneur

    To Stay Competitive, You Must Overhaul Your Workplace Training | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Referring to an uncertain business climate, investor Warren Buffett said, “Only when the tide goes out do you discover who’s been swimming naked.” Buffett was talking about insurers and risk exposure, but he might as well have been talking about e-learning and training in the business world.

    Old-school learning management systems (LMSs) are by now familiar, but often hard to use and unrewarding; they may not close skill gaps, which places businesses at a competitive or economic disadvantage. When the “tide goes out,” leaving organizations scrambling for an edge, training shortcomings loom larger still.

    For those open to a little disruption, though, there’s a roadmap for minimizing those shortcomings.

    Related: Workplace Learning Is Broken. These 5 Steps Tell You How to Fix It.

    How is the tide going out?

    Let me count the ways. Higher interest rates and bank failures stoke economic worry. In a season of widespread layoffs — which are already rippling through the tech sector — employee training is a typical casualty.

    At the same time, ironically, there is a well-documented skills gap troubling many business sectors — increasing the incidence of job requirements evolving beyond peoples’ competencies. The World Economic Forum and PwC warn that more than half the world’s workers will need to learn new technologies by 2025. But only 34% of employees see employers as doing enough to support new skills development.

    It’s time to disrupt training as we know it

    Why the dismal score? Even when a company invests dutifully in learning and development, if the delivery platform is venerable (or just value-engineered), it might merely disgorge analog or linear media. If it’s old enough, it doesn’t respond to individual learner agendas; it’s like broadcast radio in a personal-playlist world. When training systems yank employees away from important tasks, then dispense one-size-fits-all content that might seem irrelevant or tedious, their use might occur only under duress — despite the clear business case for embracing perpetual upskilling.

    There are solid, ROI-tied reasons for evolving to more effective training.

    Related: How to Evaluate if Your Corporate Training Is Working

    Here’s how to start

    Start by stopping something, if your organization’s still doing it: Stop viewing workers and their ongoing development as a cost sink. Start counting them and programs to address their skill gaps as productivity and profit centers.

    “Executives don’t see the full value of investing in the workforce for the long run,” said Thomas Kolchan at MIT’s Sloan School of Management in a Deloitte article, although it means “being able to drive productivity improvements by having good jobs that pay good wages and having workers who are well-trained ahead of any investments in technology so that they can add value.”

    But there are plenty of credible metrics to quantify the ROI of good workplace training.

    If this adds up to a sea change at your organization, it’s time. But a revised top-to-bottom view of employee value demands executive buy-in, and getting it means emphasizing the business case for better training.

    “Leaders expect you to leverage the [training] investment … to improve the organization’s overall performance,” warned workplace performance expert Ajay Pangarkar. “Essentially, the learning employees acquire through the infrastructure must demonstrate improving business performance that will indirectly lead to positive financial results.”

    There are two straightforward ways to connect those dots.

    One is to emphasize personalized competency-based learning — a training framework that focuses on outcomes, real-world performance, and the employee’s demonstration of mastery. An AI-enhanced intelligent learning platform can do more than serve up individualized, relevant coursework one learner at a time. It can automate performance measurement for each learner. That’s a whole generation better than dispensing one-size-fits-all videos or slide decks. New-generation solutions can fulfill a mentoring role — responding to individual learning styles, even format preferences.

    The second way to connect learning culture with business performance is to realize that an organization is better equipped to assemble mission-focused dream teams from within. It may be reflex behavior to recruit specialized talent from outside, but it’s also time-consuming and expensive — and even people with ideal credentials can be rough cultural fits. Modern competency-based learning systems make it easier to optimize people in your own ranks. The organization’s institutional memory improves; strides in productivity result.

    4 additional clear wins

    What else can happen as organizations embrace modern, personalized learning platforms?

    1. They’ll win more rounds in the talent wars. When workers are hired from the outside, they appreciate a training system that listens, adjusts and mentors.
    2. More people retain more skills. A dividend of catering to individual learning styles.
    3. Talent stays longer. Less churn, disaffection, “quiet quitting” or burnout.
    4. The table is set for greater innovation. A better-skilled business is naturally better at solving marketplace challenges, which come thick and fast these days.

    For all these reasons, pivoting away from special-occasion or emergency learning — and toward embedding training in the regular rhythm of the workplace — helps build cohesive internal work culture, even (perhaps especially) among remote workers, which matters all the more in tumultuous economic times.

    Related: 4 Big Benefits of Improved Employee Training

    Be ready for that ebb tide

    A global slowdown, isolated or undertrained workers, talent wars, widening skill gaps — they’re either possible in the near future or already causing grief. Companies facing such uncertainties will perform better when they’re willing to disrupt old workplace training norms and elevate a perpetual skill-honing and intelligent learning culture. Classifying these things and the technologies that support them as productivity boosters, not drags on the enterprise, is essential to motivating the future digital workforce.

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    Graham Glass

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  • How to Be a Better Business Negotiator, According to This Former FBI Hostage Negotiator | Entrepreneur

    How to Be a Better Business Negotiator, According to This Former FBI Hostage Negotiator | Entrepreneur

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    Chip Massey does not sound like an FBI hostage negotiator.

    He is warm. Friendly. Easy with a laugh. The exact opposite of the grizzled, crime-fighting stereotype. And that, he says, is an asset — because when you negotiate anything, even in business, your first goal must be to build rapport.

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    Jason Feifer

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  • The Power of Franchisee Training Videos | Entrepreneur

    The Power of Franchisee Training Videos | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Franchisors love to tout the training and support offered to franchisees in their system, which is designed to provide an education on the ownership and operation of their respective brands. It’s vital to communicate the instructions that make up the corporate training process, as the majority of franchise concepts make the valid claim that prior industry experience isn’t necessary to run the business models. But when job safety and accident prevention are often key components, you simply can’t underestimate the value and importance of training new franchisees.

    This is why some franchisors go all out during the onboarding phase. Many have developed elaborate programs, billed as “[insert brand here] University,” that provide countless hours of classroom and on-the-job training sessions. But are these dry, classroom-style sessions truly the most effective – and cost-efficient – way to reach new franchisees?

    In search of a better and more cost-effective solution to training new franchisees, should brands consider transitioning their valuable resources and money elsewhere? Below makes the case for using video as the primary medium.

    Related: 4 Big Benefits of Improved Employee Training

    What’s at stake

    Training new franchisees on operating a business model where they often have no prior experience requires a serious and sober approach, especially if new owners plan to handle the day-to-day operations. For instance, you can’t expect a former CPA to run a pest-control franchise without first communicating the associated risks and hazards that come with handling dangerous and harmful pesticides and chemicals. Just the same, a successful medical device sales executive has no business operating a chainsaw at great heights soon after purchasing a tree-trimming franchise. In both of these cases, communicating the associated workplace risks is every bit as important as teaching new franchisees how to acquire new customers and manage online ad campaigns.

    The value propositions of video

    What franchisors should value more than any other aspect of the training process is engagement. And securing the right level of engagement requires a training program that’s interesting, informative and even appealing. If franchisees find the instruction to be entertaining and enjoyable, they’re much more likely to retain the knowledge you’re trying to communicate. Forrester Research has conducted studies that reveal employees are 75% more likely to watch a video than read documents, web articles or emails. And thanks to the repetition and sharing that videos allow, retention rates rise, increasing trainees’ ability to remember details and concepts.

    One study, undertaken by the SAVO Group, found that — in the absence of video learning — employees were unable to retain as much as 65% of the material presented. Instructional video also allows for consistent messaging, meaning the information franchisors need to convey is absorbed equally by viewers. Lastly, the use of video — an effective, portable and engaging medium — also comes with metrics, allowing franchisors to track views, sharing, comments and even downloads. Why the discrepancies in effectiveness? Most experts attribute this to a theory known as The Cone of Experience, which holds that individuals can recall up to 50% of what is presented to them. If that sounds discouraging, the recall rate is 30% for what they see, 20% for what they hear and only 10% for what they’ve read.

    Related: How to Scale Your Training with Video and Learning Management Systems

    Is eLearning a thing?

    The sudden onset of the global pandemic brought radical changes to many industries and business channels that needed to adapt quickly to the public health threat. Education, with its pivot to online, or eLearning, offers one of the strongest examples. But is eLearning a thing? Video-based instruction and visual learning entered the mainstream almost overnight, and the results have been intriguing.

    Businesses and organizations are in near-total agreement that videos help them train their employees better and faster, and they plan to continue using the medium as part of their overall digital learning strategy. The flexibility that comes with video instruction has proven invaluable. Through video learning, users have the ability to pause, rewind and even rewatch content — giving the viewer full control over learning and comprehension of the proposed subject matter.

    How video saves time, money and resources

    The current training programs and onboarding platforms offered by many franchisors require the repetition of expenses in time, money and resources. It’s a time-consuming process, but transitioning to video could eliminate a majority of repetitive fixed costs. There are no scheduling conflicts or plane tickets to secure for instructors or franchise trainees. There are no venues to book, rooms to reserve or meals to cater. In fact, with the simplicity that comes from video training, trainees can absorb the required instruction whenever and wherever they choose — including the comfort of their own homes.

    As industries across the spectrum continue their rapid transformation to an all-digital world, the portability, engagement and effectiveness of video will play a central role in the comprehension of valuable information. The world of franchising is particularly suited to take advantage of the benefits that video production offers, and they go well beyond training programs. Many leading brands, as well as several upstart and emerging concepts, are already reaping the benefits of integrating video into their platforms. Video has become an effective tool for franchise development, recruitment, training, sales, customer acquisition and even ongoing support. Those that have invested in high-quality, brand-specific content for numerous franchise programs and initiatives will continue to reap the whirlwind of success associated with a powerful and consistent medium — video production.

    Related: How to Create A Video-Based Employee Onboarding Program To Maximize New Hire Productivity

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    Trevor Rappleye

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