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Beth 00:01
I do think that people learn very well with the hands-on learning, and it just engages them and it brings them and really draws them into that learning experience to where they can kind of make it their own.

JoDee 00:16
Welcome to The JoyPowered® Workspace Podcast, where we help HR and business leaders embrace joy in the workplace. I’m JoDee Curtis, owner of Purple Ink, an HR consulting and talent development firm, and with me is my friend and co-host, Susan White, owner of Susan Tinder White Consulting, also an HR consulting practice. She’s also a senior executive collaborator with Purple Ink.

JoDee 00:50
Our topic today is experiential and active learning. In recent years, the landscape of education has undergone a transformative shift, driven by the advent of eLearning and the increasing emphasis on active learning methodologies. eLearning, characterized by the use of digital platforms and technologies to facilitate both remote and online education, has gained immense popularity. The flexibility and accessibility it offers have made education more inclusive, enabling learners from diverse backgrounds to access quality educational resources. And platforms like Coursera, Udemy, and Khan Academy have revolutionized the way we perceive education, offering courses that cater to a wide range of interests and professional needs.

Susan 01:56
JoDee, I’ve got to tell you that when there’s something I want to learn, I go out to LinkedIn Learning using my library card, because so many libraries across the country give you, if you’re a member, free access to all those courses. I love the courses. I always walk away learning something. So I couldn’t agree more, and I’m very excited we’re talking about this today.

JoDee 02:14
Well, I just learned something because I didn’t know I could use my library card for that.

Susan 02:20
Yes, yeah, it’s terrific.

JoDee 02:22
Wow. Well, thank you for sharing. Look at me learning already.

Susan 02:28
That’s wonderful.

JoDee 02:30
Now, active learning has also emerged as an approach that prioritizes engagement, and participation techniques such as group discussions, problem-solving activities, and hands-on projects are at the forefront of this methodology. And the benefits of active learning are multiple, including improved critical thinking skills, better retention of information, and heightened motivation. Active learning, of course, has been around for a while. We’ve been using it at Purple Ink for a long time, but the power of the combination of eLearning with active learning has made it so much more popular. I know we’re always looking at our courses to see how can we make them more active all the time. In addition, the use of data analytics and eLearning platforms allows for more personalization of learning experiences, catering to the unique needs and preferences of each learner. As we move forward, it is evident that the combination of eLearning and active learning will continue to shape the future of learning, making it more interactive, inclusive, and effective.

Susan 03:57
You know, I — both you and I, JoDee, are instructors for SHRM, the Society of Human Resource Management. And one of the classes that I think is really terrific — I think they’re all really good, but I don’t know if you’ve taught the SHRM Essentials of Human Resources.

JoDee 04:12
Yeah.

Susan 04:13
Well, what they do… Yeah, so you have an active live — what you call a live class, because you’re in real time — going through content, having discussions, having learning sessions, and simultaneously, they have a whole curriculum on eLearning on the same topics, and you’re able to kind of go back and forth. You, as this participant, can go through the online course, go back and watch videos that we might have talked about in class, and then you could take assessments all the way through to make sure that you’re, you know, gaining the knowledge. Anyway, I think it’s really powerful, as you said, to combine both active learning with eLearning. Can really, I think, hit the mark.

JoDee 04:52
Right. Right. So we’ve invited a guest today to help us share more information on this topic. Beth Haggenjos is an award-winning instructional designer, learning experience designer and management consultant. She has a master’s degree in adult education with a focus on experiential learning. Beth specializes in design and development to deliver eLearning and instructor-led training. She is well known for implementing active learning into her practices and teachers — and teaches instructors how to flip the classroom to engage learners.

Susan 05:40
Beth, we are so glad that you’re here. I’ve got a question for you. How would you define experiential learning, and why do you believe it’s crucial for organizations aiming to enhance their training programs?

Beth 05:53
Yeah, that is definitely a good question. I’m very passionate about experiential learning, enough that I actually wrote quite a bit about it in my graduate program, and I ended up writing some of my final thesis particularly on that topic. So to me, experiential learning is definitely important. I define it as in having more hands-on learning and actually experience, like, having experience and learning through experience. As far as it being crucial for organizations, definitely is. You can increase engagement with your employees there at your company. You can also have better retention over time through experiential learning. Those are two of the top things I definitely suggest on that particular topic.

JoDee 06:39
Yeah, yeah, makes sense. And can you tell us also about active learning and how it can be effectively implemented across different organizations?

Beth 06:51
Yeah, so active learning is that hands-on learning piece and putting practice into, like, like, actively practicing it. So for example, you might have a learning experience to where you’re trying to train employees on something very specific, and instead of lecturing to them and just talking to them about it, doing more of, like, case studies and actually having them apply the knowledge that they’re learning, is what I definitely recommend.

JoDee 07:20
Yeah, I think our attention spans are so much shorter now, really, that lecturing is just not… doesn’t work for anyone. Don’t you think?

Beth 07:32
Yeah, I agree. I do think that people learn very well with the hands-on learning, and it just engages them and it brings them and really draws them into that learning experience to where they can kind of make it their own. And I think that that brings it to where they, they come to just a whole different level of learning. For certain.

Susan 07:51
Yeah, I find that when I’m leading a training class that if I’m talking too much, I’m boring myself. I can only imagine that if my lecturing bores me, it’s gonna bore them, right? Can you give us an example, maybe a successful eLearning practice or case study or technique, or just something that our listeners can understand, maybe we should try this with the group?

Beth 08:17
Yeah. So I’ve had multiple, multiple experiences with eLearning, but one in particular that I think of… so I’ve worked with a group that they were a software company, and they were trying to deliver training, and we were trying to figure out what we were going to do, because they had time clocks all over the globe, but they only had two locations that actually had the time clock. So one of the things I did for that particular group is I created online simulations to where we were taking screenshots of that particular unit, and they could then train employees all over the globe, which was a unique way to do it. But it was also interactive, so it provided them a safe learning environment, so that way they can just practice anytime that they wanted to.

JoDee 09:00
Nice. Love it. And Beth, we’re talking about these techniques and different ways for other people to stay up to date on new learnings. How do you stay up to date with the latest educational technologies, and how do you advise other organizations and which technologies they should adopt as well?

Beth 09:25
Yeah, there is so much going on right now in this era that we’re going through with AI. I think for myself, like, I have an innate curiosity, and I’m constantly reading. So a lot of times I’m skimming headlines, grabbing things that are kind of, that pique my interest. But I think the main thing is, is just be curious and get out there. Read, read, read, if you can. If you don’t like to do that, watch videos. Because, you know, we’re all different types of learners, and there’s all sorts of different ways that you can do that. So those are a couple ways I would definitely recommend engaging to learn more.

JoDee 10:00
Yeah. Nice, good advice.

Susan 10:03
So what trends do you see, Beth, shaping the future of instructional design, eLearning, management consulting, and how should organizations our listeners prepare for these changes?

Beth 10:15
Yeah, so it’s not hard to know that AI is rocking the world of our industries right now, and it’s not just the ones that we’re in here, but it’s just all over. And so I would say that as far as, you know, looking at the future trends, that’s gonna be a huge one. You know, there’s a lot of people having had a background in just, like, Career Services. I’ve had people that are like, “oh, you know, jobs are gonna get replaced,” and it’s like, not necessarily, you know, the people who learn how to use these tools, those are going to be the ones that I think are going to come out in the forefront of things in the long run. And that’s where it’s important to focus on that. Also, too, some of the trends, I think we’re going to see a lot more gamification that kind of leads to that hands-on experience to where people, they’re looking for that engaging piece, for that learning just because it fits our learning style. There’s, you know, personal learning paths. I think that that’s going to be a way of the future, just things that are more customized, that’s going to be definite in the future.

JoDee 11:17
Yes, I’m actually taking a course right now through SHRM on AI and HR, and my instructor in that course too was addressing the question that so many people have about, “will I be replaced?” and his answer to that was maybe some of our mundane tasks will be replaced.

Beth 11:44
Yeah.

JoDee 11:45
And allowing us to work at a higher level, right? Not that our jobs are going away, but that we get to do more of the fun stuff in our some roles, I think.

Beth 11:57
Yeah, I definitely agree with that.

JoDee 12:00
Yeah.

Susan 12:00
I like that thinking.

JoDee 12:02
Yeah. And Beth, if our — if our listeners are interested in contacting you to learn more, what is the best way to reach out to you?

Beth 12:13
They can either find me through my website, which is careerslice.com, and also just reaching out through LinkedIn. Also don’t be afraid to reach or reach out here to JoDee. I just became a collaborator with Purple Ink this past year, and so, you know, little plug in for them, I’ve definitely enjoyed their partnership, and we would be happy to work with you.

JoDee 12:35
Yes, great.

Susan 12:37
Oh, wonderful. Well, we can’t let you go Beth until you answer a JoyPowered® question. What is one small step or change that you’ve made during your career that boosted your joy at work?

Beth 12:48
I think the biggest thing is, like, I am a people person. So definitely, like, communication and collaboration are huge, whether it be in person or in an online environment, but just, you know, engaging others, that’s probably the biggest thing that’s brought me joy in my career.

Susan 13:06
Okay, well, thank you for engaging with us today in person.

JoDee 13:11
That’s right. Alright, thank you, Beth.

Beth 13:14
Thank you.

Susan 13:15
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Susan 14:25
JoDee, it’s time for our listener question. The following question came from one of our listeners to one of our prior episodes. How do you tell an employer if you do not feel safe and you are newly diagnosed with being neurodivergent?

JoDee 14:41
Well, the part about if you do not feel safe is a tough one, right? I mean, I want to say that I want you to be as honest as possible. And I think there’s so much… people are so much more open and really so much more educated on those topics now than ever before. I mean, if someone had told me 10 years ago or so that they were neurodivergent, first of all, I wouldn’t have known what it meant, and second of all, I might have been scared about what kind of employee was on my team and how they might work. But I think to some extent there, in order to get what you’re looking for, that you have to be honest, but also to be clear as to why you are sharing this information. So in other words, are you asking for an accommodation under the ADA? Are you asking for a different style of learning? Are you asking for remote work? What… What is your point in sharing this information? And I hope it’s to work better with that individual, right? That maybe you’re not on the same page, or they’re asking you for things in the moment that are difficult for you to respond to or work through. So be clear about what those issues are and what you’re asking for. And you might also listen to our podcast number 194 in May of 2024 called “How Neurodiversity Impacts Productivity, Culture and Retention.” We had guests Jeff Gibbard and Sarah Ohanesian on for that one that I think might be helpful, as well.

Susan 16:48
You know, I would also offer up if you happen to watch the TV show Survivor, and like, who in America doesn’t watch it sometimes, right? Well, the current season — and now we are in spring of 2025 — one of the contestants is neurodivergent and, like, one of her first days on her tribe, she took aside a man, a fellow contestant, and wanted to share with him. She said, I want to confide in at least one person that I’m neurodivergent, and I want you to know there’s going to be times where I’m going to get so focused on something, I’m not going to be paying attention and I don’t… I could use your help in giving me some kind of a sign if it appears I’m being rude or I’m not cuing in to what’s happening around me. It was the most beautiful way that she explained what, how it manifests itself for her and this other contestant, oh, man, I hope he wins. I’m — either one of them. I was just so moved by the whole thing. He was like, “What can I do to help?” And then he, she actually gave him really tangible things about, you know, if you hold my hands, if I start to get really worked up over something, holding my hands works for me, and that gets me grounded. Anyway, if you like Survivor, I can’t remember what season it is, like, maybe 4,083, I don’t know, but spring of 2025. I think it was very insightful. So.

JoDee 18:03
Oh, I love that. And I think I love the specificity that she mentioned about what might you see me doing, and how can you help me get through it. That’s the type of thing I’m asking about, about being honest about what, what are your… the situation, and what are your needs in it? So. Very nice.

JoDee 18:28
It’s time for in the news. Per a January 2025 Gallup report, employee engagement in the US fell to its lowest level in a decade in 2024 with only 31% of employees engaged. This number matches the figure last seen in 2014. It peaked during COVID in 2020 at 36%. So let’s take a look. Why did it decline, and what were those issues? The biggest declines among Gallup’s 12 elements of engagement were in number one, clarity of expectations. Just 46% of employees clearly know what is expected of them at work, which was down 10 points from a high of 56% in March of 2020.

Susan 19:29
Wow. Feeling someone at work cares about them as a person went down, as well. Currently, 39% of employees feel strongly that someone cares about them in the workplace, which is a drop from 47% in March of 2020.

JoDee 19:45
And the third one is someone encouraging their development. Only 30% strongly agree that someone at work encourages their development. This was down 6 percentage points from 36% in March of 2020. I think although it was sad news to see it drop to its lowest level, I think the good news is that we can fix these, right? Be clear with people what our expectations are. Show people that we care about them as a person. We don’t have to be their best friend, but we can check in on them and make sure they are doing okay and also encouraging their development. Regardless of your budget, there are… we can positively encourage people to develop. So.

Susan 20:44
I totally agree. JoDee, I want you to know I care about you, and if you need any help developing, I have got your back.

JoDee 20:52
And I care about you too, as well.

JoDee 20:57
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Susan 21:52
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