Learning! Champions embrace hard work, dedication and creative thinking.
The 2018 Learning! Champion Award honors individuals for exceptional contributions to the learning industry. Elearning! Magazine names 17 professionals across six categories for 2018.
“Thought-Leaders” are industry experts always willing to share their expertise and are dedicated to bettering their communities and industries. “High Performers” have gone above and beyond, usually in a relatively short time frame to implement new learning techniques in their organizations. “Trail Blazers” forge new processes and procedures in uncharted areas to elevate learning and technology successes.
“Innovators” are technologists or problem solvers who often bring these solutions to market for others to share. “Creative Consultants” have the ability to create solutions to learning problems that scale beyond the current challenge.
“Rookies of the Year” are new to their role or industry and have surpassed performance expectations and are on their way to a successful career in learning.
The 2018 Learning! Champions are…
1. Sae Schatz, Ph.D Director, Advanced Distributed Learning Initiative, Department of Defense
Sae Schatz, Ph.D. serves as the Director of the Advanced Distributed Learning (ADL Initiative), a research and development program under the Deputy Assistant Secretary of Defense for Force Education and Training. In the role of Director, Sae leads the ADL in thought-leadership, facilitating learning for our nation’s Warfighters, government agencies, and beyond. Through research, development and collaboration, ADL is working on next generation strategies, best practices, and innovations to advance the way we learn.
Sae also supports ADL’s mission to develop and advocate open source software, tools, and specifications; as well as create and accelerate the establishment and utilization of technology-driven learning standards that prepare and enable our nation’s learners, both military and civilian. Innovative learning technologies impact our learners by enabling them to be more mentally agile, expanding their capacity to develop sophisticated competencies and skills, and enabling them to thrive in the most complex situations.
In the last few years, Sae led the authorship and execution of the Marine Corps’ Making Good Instructor Great project and accompanying instructor tool kit. She also acted as chief scientist for the award-winning Border Hunter research effort (sponsored by Joint Forces Command) and, later, for the Joint Staff’s blended learning – training initiative. Sae is passionate about human–systems integration and, in general, about emphasizing human-centered approaches in research, develop- ment, education, and training.
Before joining ADL, Sae worked as the Chief Scientist for a small defense contractor as well as a professional development consultant, and prior to that, she was an Assistant Professor at the University of Central Florida’s Institute for Simulation and Training.
Dr. Schatz received her Ph.D. in Modeling and Simulation from the University of Central Florida. She served on the UCF faculty from 2006–2011 (teaching courses in human-systems integration, visual and web design, and web development) and continues to support the Modeling and Simulation graduate program as an occasional adjunct instructor. http://www.linkedin.com/in/saeschatz
2. Anthony Gagliardo, Head of HR, Training & Development, NASA’s Jet Propulsion Laboratory
Dare Mighty Things
Anthony is committed to supporting the technical training and professional needs of the men and woman of NASA and California Institute of Technology in their quest to DARE MIGHTY THINGS. JPL’s office of Technical Training and development is comprised of industry leading learning professionals focused on enabling the knowledge that propels those who accomplish the impossible.
In 2017, Anthony reinvented learning at JPL transitioning it from an event-based training model to a collaborative open learning ecosystem. With the world’s top experts in jet propulsion to tap, knowledge exchange was a top priority. Anthony lead the transition by creating a learning ecosystem that tapped expertise internal and external to JPL. Learn more about this program on page 25.
Prior to joining JPL, Anthony served the Federal Aviation Administration as Director of Technical Training where he guided efforts to modernize and transform training for the FAA’s 20,000 air traffic controllers and 6,000 technicians. He also served in the U.S. Air Force for 10 years as a flight engineer instructor.
Anthony has published numerous articles in the field of technical training and corporate transformation. He has earned a Master’s Degree in Management and Public Administration from American Public University and a Bachelor of Arts in Management from APU. He also holds FAA certifications as a Pilot, Right Engineer and Aircraft Maintenance Technician.
3. Ryan Waltrip, Ph.D Director of Online Programming, William & Mary University
Agent of Strategic, Institutional Transformation and Instructional Innovation
In just five years as a Director of Online Learning, Ryan Baltrip has demonstrated exceptional distance education leadership and transformed two different institutions’ approach to online learning. In his first Director role, Ryan served a private institution primarily focused on professional, graduate education that also offered undergraduate programs. When he first stepped into the position, the school’s online offerings were extremely poor quality. Online courses were little more than correspondence classes. Yet through four years of driven and dedicated work, Ryan changed online learning at this institution and developed it into a recognized leader in online graduate theological education. He built a team that would grow annual revenue from $1.7 million to over $7million. The overall satisfaction ratings and quality of the programs increased. Ryan also developed holistic course, instructor, and program evaluation tools that were used to improve effectiveness.
After four years of success, Ryan transitioned to a new challenge – being the Director of Online Programming at William and Mary. His leadership has expanded undergraduate offerings that generated half-million in new revenue and fostered improved student satisfaction ratings with online learning in 14 of 15 measured categories. He worked collaboratively with schools of law, business, education, and arts & sciences to develop new online initiatives in each; helped develop the law school’s first online program; and assisted the School of Education’s strategic plans to expand online. He has provided the strategic direction that revamped existing e-learning workshops into the current E[x]ploring Learning Design program that generates a teaching and learning commendation for faculty and helped the second oldest college in the country to see online learning not as a threat but as an opportunity. Ryan’s leadership has been a vital catalyst in transforming a historical, highly ranked institution and helping it to offer high-quality online learning that matches its brand expectation.
Ryan holds a B.A. in Theology, Ph.D. in Higher Education Administration and is completing post doctorate studies in Business.
4. Kristen Davidson, VP of Organizational Development, Consumers Credit Union (Consumers CU)
Kristen has A Passion for Engaging Employees and Fostering Their Growth
As Vice President of OD, Kristen supports the learning needs of 300+ employees at 19 offices in southwest Michigan. She is responsible for scoping, developing, and delivering training programs for employees, utilizing blended learning. She is a highly motivated, self-driven team leader with expertise in process improvement, change and transitional management, performance metrics, and reporting. She understands the importance of mentoring and has implemented a formal mentoring program at Consumers CU. She works closely with mortgage sales and operations to ensure training needs are met through various trainings supporting other departments.
Kristen’s impact can be seen in many ways throughout the organization. From the 69 people who have taken Kristen’s Leadership 101 curriculum, 74% have since been promoted with 35% promoted to a manager or supervisor role. After 101, people wanted more opportunity to grow and develop. From there Leadership 201 and 301 were created. These focused on developing further leadership qualities. Leadership 201 is geared toward employees who are looking for the next level in developing coaching or management skills. While 101 may qualify you for a position as a Team Lead or Mentor, 201 will develop skills suited for an assistant manager, like recruiting, credit union financials, and strategic thinking. Leadership 301 is designed to hone the skills of someone who currently leads or will soon be leading a team of people. This class gives participants the chance to connect with the CEO and dig deep into the Integrity Coaching process.
When it comes to employee engagement, Consumers CU stands out from its competitors in the marketplace and Kristen is a huge contributor to that. Another initiative of hers, the Performance GPS, has taken our employee engagement levels up 15 basis points, from 4.34 to 4.48 as assessed by our annual Employee Engagement Survey! Comparatively, the credit union average is a 3.96. The Performance GPS revolutionized the way performance appraisals were done credit union-wide.
Kristen has earned many honors including HR Professional of the Year from CUNA, Program of the Year and Best Results Finalist. https://www.linkedin.com/in/davidsonkristen
5. Ciara Daume, Instructional Design Manager, Heartland Dental
Leading Training Transformation at Heartland Dental
Ciara leads online learning at Heartland Dental, founded in 1997. The organization’s mission is to “support dentists and their teams as they deliver the highest quality dental care and experiences to the communities they serve while providing exceptional careers and creating value for our stakeholders.”
With their network of over 800 dental practices, 1,200 supported doctors, 10,000 team members, and a presence in 34 states (and growing), Heartland Dental has become the nation’s largest dental support organization. Their support services include HR, marketing, supplies, accounting, payroll, patient support, IT, and more.
Under Ciara’s direction, Heartland Dental transformed their fully in-person training program and made it digital while expanding training opportunities at a cost savings, ($18.5 million to be exact), all while growing their business at an impressive rate. This program compliments Heartland Dental’s 5-year Mastery Program. Upon completion graduates can earn a Fellowship to the Academy of Dentistry along with an award of $250,000. Only seven percent of dentists hold this honor.
6. Andrea Strong, Manager of Instructional Design, SkillPath
Talented Instructional Designer Creates 1,200-Plus Custom Learning Programs Annually
Working fast, furious and full of smarts, you’ll find Andrea Strong, a dedicated Manager of Instructional Design. For six years, Andrea has led a team of six talented instructional designers, pushing them to deliver quality content and quickly. Andrea is known for meeting lightning-fast deadlines and going above and beyond for clients, employers in all industries and all countries with varying degrees of wants and needs in learning and development.
In 2017 alone, Andrea and her team designed 1,220 learning programs for public and private companies, federal agencies, medical centers and more. Andrea is a fierce proponent of education and lifelong learning, evidenced by her 20-plus years of tenure in designing, training, deploying and leading learning solutions and her own multiple degrees. Andrea specializes in executive leadership, assessment, education and government business relations – and making learning sing for thousands of learners.
Under Andrea’s leadership, SkillPath has provided training to professionals at 997 of the Fortune 1000, 15 branches of the federal government and four branches of the U.S. military, including work on 226 military bases. Andrea and her team have also trained staff at the headquarters of all four major sports leagues – the NFL, NBA, MLB and NHL.
Andrea’s intense and extensive work for Komatsu has led to additional opportunities (and more than half a million dollars in revenue) to create learning programs within the global company.
“Andrea Strong’s contributions and the thousands of learners she helps each year is staggering,” said SkillPath President and CEO Cam Bishop. “She is bright, talented and extremely determined to create the very best content, curriculum and custom learning programs for our clients, who benefit immensely from her more than two decades of industry experience.”
Andrea has a Master’s degrees in Public Administration and Education from Park University (1997-1999) and Bachelor of Arts in Political Science and Public Communication and Speech from William Jewell College (1993-1997). https://www.linkedin.com/in/andrea-strong-6ba81
7. Matt Chambers, Learning Specialist III, California Coast Credit Union
Matt Chambers Creates Unforgettable Learning Videos in Record Time
Matt Chambers is an astute, prolific learning and visual design professional who creates advertising-agency quality live and animated videos. His other talents include classroom facilitation, experiential activity design, service measurement, lean process improvement, and knowledge management/Intranet design.
In a span of five months, Matt Chambers created three (3) memorable, inventive, and emotive visual learning videos.He has a film director’s sense of setup and framing, a digital artist’s sense of how to create emotional impact, and a digital designer’s understanding of the tools of the trade.He also has great insights into music selection to create a full cinematic effect.While Matt had previous experience in graphic design and video creation, he had not used many of the effects and animation software tools deployed in the crafting of these projects.
To achieve the delivery of three (3) professional quality, highly engaging videos in five months exceeds the production schedule of visual professionals with more years of experience. Additionally, Matt wrote the scripts, narrated the voice-overs, and incorporated ambient music, providing deliverables that are inspiring, educational, and impactful to many different audiences. He has proven himself to be an innovator and trail-blazer.
Two live videos with effects were created for the organization’s Board of Directors planning retreat and will now be used in the company’s new hire orientation and on the public web site to help recruit new employees and interest prospective credit union members in a profile of what the credit union represents. This placement is the first time the company has ever used in-house videos on the public web site.
The third deliverable, an animated video, was created to launch a corporate initiative in using behavioral competencies (referred to as “superpowers”). This video is essential to the company, tying into the Employer Brand, Member Experience Story, and updated standards as a high-performance organization. This video is being used in company-wide communications and training, as well as in new hire orientation and in management development (e.g. writing performance reviews). The concepts are vital for the company, driving recruitment and coaching practices, while communicating key messages about the organization’s culture.
As an individual, Matt is humble, creative, insightful, and committed to life-long learning. At 30 years old, he is a powerhouse who will make larger contributions to the learning community as his career progresses. He earned his BA from San Diego State University in Teacher Education, and has been working in learning and visual/graphic design for the past 10 years. Matt is a senior learning specialist at California Coast Credit Union in San Diego, CA. https://www.linkedin.com/in/mattcbusiness/
8. Kim Mabon, CEO, Creative By Design
Where Creativity is Born
Kim Mabon launched Creative by Design in 2011 after honing her design skills in advertising and marketing for large lifestyle and business publishers: Creative Age, Advanstar, Questex and B2B Media Company. Since 1995, Kim has earned over 60 Maggie Awards in partnership with her publishers. As Creative Director of Elearning! Media Group, Kim has collected 24 pub- lishing awards for Best Cover, Best Trade Magazine, Best Media Kit, among others.
“Kim has the unique ability to take verbal and written words and convert to living color that captures the attention of the audience. And, she does it every day,” shared Catherine Upton, Group Publisher, Elearning! Media Group.
Her skills don’t end in publishing. Kim invests her talents in many volunteer efforts including: Creative Director, My Father’s House Church; Executive Board Director, Corona Chamber of Commerce and Secretary, STARS Network.
Kim is the author of the 5&5 of Advertising program which teaches business owners the top 5 mistakes and 5 essentials of advertising. She has presented in front of audiences both large and small including The Black Chamber of Commerce, Corona Chamber of Commerce, TEAM Referral Network’s Big Event, SCORE, Inland Empire Woman’s Business Center and many more.
Kim holds an Associate Degree in Graphic Design as well as numerous design, software, publishing certifications. https://www.linkedin.com/in/cbdgraphics/
9. Alexandra Manolis, Client Success Manager, BizLibrary
Creating Partnerships that Last through a Consultative Approach
Over the past two and a half years, Alexandra has been instrumental for the Client Success Team at BizLibrary. In her role as a Client Success Consultant, she worked with over 80 clients on their learning and development program. Many of these clients have received industry awards such as Learning! 100, Learning Top 125, Emerging Training Leaders, and LEAD. Addition- ally, through her work she has helped her clients achieve tremendous results.
Alexandra’s work with her 80 clients is a great contribution to the learning industry. Through her consultation, many clients have gone on to present at various conferences, published articles, and made great strides in their training programs. She has presented at conferences on a variety of topics such as launching a new program, marketing a training program, and setting goals. Her clients credit her and her partnership as a reason for their success.
Through her partnership, Alexandra has helped her clients see great results. Go Solution worked with her to create a program that helped them improve close rates by 7%, and FedBid improved their technical and soft skills through their work, just to name a few. Additionally, the internal impact she has had on the team helped to improve the team of 8 consultants. Each week, she provides best practices and strategy to consultants to improve their work with clients.
Alexandra earned a B.A. in Business and a M.B.A in Human Resource Management. https://www.linkedin.com/in/Alexandramanolis/
10. Nancy Saks, Director, Learning Center for Learning & Innovation (CFLI), Scripps Health
Nancy leads the award-winning Simulation Center for Collaborative Medicine at Scripps Health, a seven-time Learning! 100 award-winner. At the center, teams are trained using live simulations and robotic patients for on-boarding, certification and general practice.
“The use of simulated scenarios has increased in clinical pre-licensure education programs,” shared Nancy. “New graduates come to Scripps expecting to participate in simulation exercises. Now we can build on their training and help them become experts with the equipment they will find in their work areas.”
Nancy joined the leadership team at Scripps Mercy Hospital in 2007 with over 25 years of experience in healthcare and higher education as clinician, faculty, and administrator. Now a part of the Scripps Center for Learning and Innovation, she currently manages education and training activities across the Scripps system for staff, volunteers, and students.
Committed to lifelong learning, Nancy achieved a B.S.N. from DeSales University and Master’s and Doctoral degrees in nursing from the University of San Diego.
11. Jordan Wilcosky, Employee Development Supervisor, Garney Construction
Employee Development for Employee-Owners
From day one, Jordan has been innovative in her approach to training. With Garney Construction being an employee-owned (ESOP) company, Jordan had to ensure that any training plans/approaches provided maximum value to the employee-owners, as all money and time spent on training was time not spent contributing to the ESOP. Keeping this challenge in mind, Jordan was, and continues to be, forward-thinking in program implementation, as well as continues to be proactive with training and serving as the learning and development subject matter expert for the entire organization.
After joining Garney Construction, Jordan had employee-owners express that the training Garney provided in classroom sessions was not relevant to their roles. Additionally, it was expressed that training was not timely. In some cases, information given was provided too late for implementation. On the other hand, some expressed they had forgotten what they were taught at sessions when it came time to implement. With this feedback, Jordan determined they needed a solution that is multifaceted, allowing employee-owners to access training that is relevant to their role, when they need it. She began to implement a new program, Garney’s first online university.
After deciding to launch an online university, Jordan had three initial goals for the program:
- Create excitement within Garney’s employee-owners via a strategic marketing plan that began one month prior to going live and ramped up in frequency and intensity as the go-live date neared.
- Average one course completion per user, per month after product launch.
- Gain buy-in and support from the Officer Team (executive team).
After the initial launch, ongoing goals were made to continue to improve the skills of employee-owners, as well as have a positive impact on the learning culture.
Garney has consistently reached (or exceeded) their initial utilization goal by averaging one course per user, per month, so last year. So, Jordan began calculating the percentage of employee-owners who were completing the Garney University monthly course assignment. She found that while course completion numbers were high, the number of people completing the assignment each month could be improved. In 2016, they averaged 62% completion. By January 2018, Garney averaged 79% assignment completion. In a year, participation increased 15% while adding 50 new learners.
This initiative has earned many honors including Program of the Year and Best Use of Technology. https://www.linkedin.com/in/jordanwilcosky
12. Cris Hatcher, Director of Training and Development, Watco Companies
Inspiring Others through Relationship, Dedication, and Service
Since joining Watco, and the Watco University Team, Cris has taken a hands-on approach of building relationships, listening to understand what customers need, and offering ideas or possible solutions to the needs of his customers as the core of developing initiatives related to learning and development.
Cris focuses on providing initiatives that spark an ongoing interest in continued learning by providing initiatives that meet the needs of multiple people at the same time, but also caters to specific learners, so they can get both what they need and want. Additionally, Cris maintains a direct connection to the Watco Customer First! Safety Always Foundation Principles of Watco which are: (1) Value Our Customers, (2), Value our People, (3) Safely Improve Every day.
A new online system, Watco U Online (WUO) was launched under Cris in 2015. Since its launch, Watco U Online has seen con- stant growth in the use of the system, and now supplements instructor led training initiatives, and many other initiatives. WUO offers a proactive approach to working safer for our Customers through consistent weekly training. It also sparks engagement from the top down to the frontline at our locations as managers complete the training, and then pass on what they learned to the team members they serve by teaching them. These programs have forged working relationships among several different divisions of Watco. They have further led to other groups recognizing the ability to use Watco University as a business partner, which leads to continuous value being added as new programs are created and added
Watco University has impacted the business. Over the last two years there has been a reduction in turnover at Watco. Watco ended 2014 with a turnover rate of 35% with an estimated turnover cost of $14 million. In 2015, they reduced turnover by 7% to 28% and reduced the financial impact to $11 million, which translates to a $3 million savings. In 2016, Watco reduced turnover rate by another 6% to 22% and reduced the financial impact $9.3 million which relates to $5 million in savings since 2014.
In 2014, Watco did not have any online training. In 2015, they had 2,008 online completions after launching. In 2016, it improved to 4,704 completion. And, in 2017, online completions grew to 11,679, almost tripling 2016. This is over a 581% increase over 2015.
“This is a great return on Watco’s investment,” says Chris. When you provide a resource and show team members how it can help them, it gives them the chance to grow. You get some much more value.” https://www.linkedin.com/in/crishatcher/
13. Andrea Jones, Director of Organizational Development, Comer Holdings
Creating a Culture of Learning and Excellence from the Ground Up
As a team of one, Andrea Jones has taken Comer Holdings/IMA from having non-existent training culture to an environment that embraces and craves new learning opportunities. After a much-needed analysis of their employee culture and engagement, Andrea created marketing and training engagement campaigns to take learning beyond compliance and engage every member of the organization, from hourly employees to senior leaders. With her creative, blended training program, Andrea has helped to take learning from a “nice to have” to an essential part of the organization’s culture and ongoing commitment to employees.
Andrea has implemented and incorporated several initiatives as the sole learning and development professional. These initiatives include:
- Incorporating ethics/harassment training starting in 2012.
- Conducting a training needs analysis for IMA, followed by aligning their HR goals to the company needs in areas of finance, operations, and leadership.
- Developing campaigns to continually increase the level of leadership engagement, including developing graphical aids such as word clouds, timelines, and creating a voice for learning and development.
- Building recognition programs and marketing strategies to create excitement and increase LMS usage to achieve organizational goals. Examples include producing a training newsletter, ongoing email blasts, seasonal contests, a publishing a “honors list.”
- Building custom certifications for IMA/Comer that incorporate both off-the-shelf and custom content.
- Coordinating with the HR team at IMA to ensure alignment and develop best practices/strategies for
Notable results of these training programs have included a reduction in harassment incidents, greater collaboration in management across locations, a 15% reduction in IMA’s turnover rate, and a culture shift from low morale to one of excitement and appreciation for the company’s investment in its employees’ development. Plus, people are proactively asking for training. Plant managers are requesting training for not only themselves, but also their employees to enrich the workforce. https://www.linkedin.com/in/andrea-jones-33434295/
ROOKIE OF THE YEAR
14. Mary Feierabend, Talent Development Program Leader, MarksNelson LLC
Solving Business Challenges with Development and Fun
The rapid pace of change, competition for talent and continuing education requirements for accountants are pressures
MarksNelson faces every day. With only 11 months of experience as Talent Leader, Mary had to construct a strategy to combat these challenges.
In Jan 2017, Mary launched MarksNelson’s talent development program called MarkNelson University. At its foundation is a competency framework Mary assisted in creating that ensures skill mastery and promotion readiness. The competencies are tied directly to the firm’s mission and core values and are formatted into Success Profiles for each position. The profiles help employee’s answer the question “when am I ready to be promoted?”
Mary used the profiles to create learning tracks for each position that help to teach the skills needed by employees to be successful in their careers. Other tools in MarksNelson University include a career coach program and a voluntary mentor program. Mary promotes a culture of learning through creative and innovative programs. She created an Excel Ninja certification to raise Excel knowledge among the staff, a virtual scavenger hunt to educate staff on the tools available through MarksNelson University, used Kahoot (a free game-based learning platform) to engage staff in learning, and markets her learning program regularly. She makes sure to take advantage of all free resources and shares various how-to guides, competency guides, and articles with the staff. https://www.linkedin.com/in/mary-fei-erabend-83835197/
15. Russel Sarder, CEO, NetCom Learning & Sarder TV
Russell is known as the CEO of Learning. Sarder’s portfolio includes the production of learning media, an educational channel, award-winning learning software and cloud learning companies. Sarder owes much of his success to his passion for becoming a lifelong learner.
Under his leadership, NetCom Learning – a managed learning services, training, and talent development company – has become a multimillion-dollar business. Among many awards, Inc 5000 Magazine listed NetCom Learning three time as one of the fastest growing private companies in the USA. NetCom Learning has also been recognized by Microsoft as Learning Partner of the Year and has been rewarded four times as Top 20 IT Training Company by Training Industry.
He shares his expertise in his books and speaking. Sarder is the author of, “Learning: Steps to Becoming a Passionate Lifelong Learner” and “Effective Learning Methods: How to Develop the Most Effective Learning Method.” He has been featured in Yahoo Finance, CNBC, Daily News and the New York Times. Sarder is also a business practitioner and mentor for MBA students and alumni at Columbia University. Sarder was named Top Ten Asian American Business Awards and 50 Outstanding Asian Americans in Businesses. https://www.linkedin.com/in/russellsarder/
16. Angela Dawson, Training and Development Specialist, Event Network
Guest Experience & Culture is Job One
Angela oversees training for store team members. She develops and maintains curriculum for many training programs including the “1-2-3-Floor!” program (onboarding), succession planning, lunch and learns, peer to peer program, and “Momentum” (elective training incentive program). She also works on marketing and communication for training, launching a marketing initiative called “Third Space.” She supports approximately 500 store facing team members throughout the United States with training and training support for the entire organization, which is approximately 1000 to 1500 team members.
To drum up interest and participation in training, Angela creates many catch ad campaigns to promote training. She is extremely innovative in her themes, making sure they are always timely – relating to the season, world events, and company events. Some examples include marketing around the Olympic Games and being “hungry” for learning (Snickers spin off). She enlisted the help of other team members to go beyond typical flyers and create interactive campaigns to show on TV screens throughout locations.
With the “1-2-3-Floor!” program, she created a new onboarding program with the goal to extend and elevate the guest experience at their partners’ attractions to achieve their maximum retail potential. The name “1-2-3-Foor!” is the goal of the program; new employees are trained and working on the floor on the 4th day of employment. This allows employees to spend 3 days fully immersed in the company culture and training before stepping onto the floor, ensuring they are fully prepared for the job at hand. This program increased revenue, decreased turnover, increased productivity and speed to competency. Angela faced many challenges in creating this program, including a multi-generational workforce and a dispersed workforce. She was able to overcome these challenges with ease and grace.
During Angela’s tenue, Event Network has been named a Learning! 100 and a Top 125. Angela has won numerous program awards. She also holds a Bachelor’s degree in Communications from Xavier University and a Master’s degree in Organizational Communications from DePaul University. https://www.linkedin.com/in/angela-dawson-579a0512/
17. Dr. Nurkhamimi Zainuddin, Deputy Director, Centre for Global Open Access Learning & Lecturer, Universiti Sains Islam Malaysia.
Nurkhamimi is Deputy Director at Centre for Global Open Access Learning, Immersive Technology and Quality Assurance (GOAL-ITQAN) and staff at the Faculty of Major Languages, Universiti Sains Islam Malaysia (USIM). His research focus is on Teaching Arabic as a Second Language and Technology Enhanced Pedagogy. Nurkhamimi is actively involved in research on open and flexible learning. He coined the phrase for FLOOC (Foreign Language Open Online Course) by adapting the concept of “Learning Buffet”. He has developed e-learning courses and Online Education Resources for life-long learning. Students from all over the world have benefited from his MOOC and OER.
Nurkhamimi believes, ”teachers will not be replaced by technology, but teachers who do not use technology will be replaced by those who do.” Nurkhamimi holds a Ph.D. from International Islamic University Malaysia; is a member of The Malaysian e-Learning Council for Public Universities (MEIPTA) and editor of International Young Scholar Journals of Language, Video Journal of Innovative Pedagogies, Malaysian Journal of Educational Technology and Journal of Technology and Information Education. https://www.linkedin.com/in/nurkhamimi-zainuddin-63398539/