The Learning Journey
The Learning Journey
The Transformative CL&D Strategies Journey with Todd Amrhein
Featuring: Todd Amrhein award-winning Director of Global Training, Learning and Development, Marketing, and Sales
BIO: Todd is a results-driven, award-winning Director of Global Training, Learning and Development, Marketing, and Sales in the biotechnology and pharmaceutical industry. He has been a part of 60 global product launches and has a proven track record of success, bringing a wealth of expertise and experience to our discussion today. He has successfully partnered across departmental and international lines, working with domestic and international stakeholders, distributors, and vendors. His specialties include creating training departments, product launches, content creation, adult learning principles, sales leadership and management, marketing strategies, and leadership.
Description: This episode explores the latest trends in training and CL&D (Commercial Learning and Development). With insights from Todd's extensive experience, listeners will learn effective strategies for creating impactful training programs, developing teams in specialized therapeutic areas, fostering collaboration and partnership, driving engagement and performance in sales teams, aligning training and marketing efforts, and embracing emerging technologies like AI and virtual reality in corporate learning. Get ready to gain valuable knowledge that can revolutionize your approach to training and learning.
What you will learn:
1) Align with all stakeholders: Involving everyone and incorporating their suggestions and perspectives can lead to comprehensive training programs beyond expectations.
2) Tap into team expertise: In complex therapeutic areas, involving experienced team members as mentors and promoting best practice sharing among employees can enhance knowledge and skills development.
3) Foster collaboration and communication: Alignment between training, marketing, and sales teams creates a cohesive customer experience and drives commercial success. Emphasizing the 3 Cs (collaboration, coordination, and communication) can strengthen organizational learning culture.
SHOW NOTES:
Guest LinkedIn: Todd Amrhein
Insights into Parth’s and Todd’s LTEN Tech Demo Session
Life Sciences Trainers and Educators Network LTEN’s 6Ds Course Information
Industry Insights: Bending the Spoon Blog
Keep up to date on Social Media: Twitter & LinkedIn
Welcome back to The Learning Journey podcast. I am your host, Christina Beier. Our guest is set to take us on a transformative exploration of the ever-evolving landscape. Get ready for an enlightening discussion that will uncover the latest trends and insights in c and d training. From leveraging technology to creating engaging learning experiences, we'll provide actionable strategies that can empower individuals and organizations to thrive From aligning training programs with business objectives to driving revenue growth through effective learning, our guest expertise will inspire you to take your organization's learning and development to new heights. Today our guest is a results driven award-winning director of global training, learning and development, marketing and sales in the biotechnology and pharmaceutical industry. He's been a part of 60 global product launches and has a proven track record of success, bringing a wealth of expertise and experience to our discussion today, has successfully partnered across departmental and. International lines working with domestic and international stakeholders, distributors and vendors. His specialties include creating training departments, product launches, content creation, adult learning principles, sales, leadership and management. Marketing strategies and leadership. I am getting so excited. Okay. With an exceptional communication and leadership skills, our guest insights will undoubtedly provide invaluable inspiration. Get ready to gain valuable knowledge. Get your pen and paper ready because the strategies and approaches that you are going to hear about today will absolutely revolutionize your training and learning. Our guest today is Todd Rein. Todd, welcome to the show.
Todd:thank you so much. I appreciate it. I'm glad to be here
Kristina:your expertise is just mind blowing. So it's amazing to have you on the podcast today. We always begin each episode by asking our guests why they're so passionate about assisting people and the industry in finding and excelling in their journey. So, Todd, tell us your why.
Todd:So thank you for asking that. First and foremost, my passion focuses on the patients, making sure patients get better, they stay healthier, they live longer, or are perhaps even cured with, some medicines is always at the forefront of my thoughts. How I do that is by training the frontline employees who talk to the patient's healthcare team, the doctors, the nurses, physicians' assistants. By training that cross-functional commercial employees in the disease states, the patient journey and the therapeutic options, they're better able to dialogue with HCPs who are then better equipped to treat the patients effectively. So when I'm in a training session and I see the light bulbs go on and the learners understand and start connecting the dots, that's when I know I have succeeded in that.
Kristina:I love that. we've had a couple guests on the podcast and we talk a lot about that, is rep enablement because they are the ones, like you said, that go out and speak with these HCPs. they educate on the products and it's just, it's so important and I think that for me and I, we just came off L 10, training and coaching is ever coming to the forefront, so it's getting so exciting. But also there's so much information. So I'm really happy that you're gonna be able to break a lot of this stuff down for our listeners today. coming again off L 10, you did a demo workshop with our ceo, Ana, and for anyone who was at L 10 listening, or if you weren't, can you just tell the listeners why it was so important for you to take part in that?
Todd:for me, helping path present at L 10, for me, it was about partnerships and solutions. So having great partners is just as important, with agencies, the vendors and the agencies as we call it, as it is with internal stakeholders. Within your organization and those cross-functional partners. So when pharma and biotech trainers truly partner with the agencies like acto, they open up doors to solving our problems and help come up with solutions. So that's true partnership. The ACTO team and the ACTO app does exactly that. They solve many of our training needs and one simple solution. I've used the ACTO app for years now, so the company and the app have been incredibly dynamic over the years. The way I was telling Par, it's like Apple. It's like Acto is like Apple. They see a customer's problems. They come up with solutions and they incorporate those solutions into the app, and the app evolves and grows. So presenting with Par at L 10, that was my way of giving back to that partnership.
Kristina:Ugh. That's amazing. and I do love that because that's something that, we're working with you, we're working with all of the people, with our partners, with, our pharmaceutical customers that are using acto. So that just, that makes me so happy. And I just listened to it. I wasn't able to be there, but it was fantastic. And we're growing in leaps and bounds. So kinda with that in mind, actually, You've got so much extensive experience in, commercial learning and development, particularly, with biotech and in the pharmaceutical industry. So what would you say are some key strategies that you've found that are really effective to create and implement and impactful training programs?
Todd:So there are, quite a few strategies which will help trainers and those in the learning and development world be successful now. First and most importantly, is recognizing and utilizing all the knowledge and wisdom that you're surrounded by. So every person and every team has different experiences and different points of views. So know those points of views. Talk to as many stakeholders as you can, adjust your plans to incorporate their suggestions and what you believe to be the critical success factors. Then once you adjust those plans, represent those plans back to your stakeholders. Do it often if you need to. By involving everybody, you will have a comprehensive training program and beyond your wildest dreams, in essence, align with all of your stakeholders. Also, I'd say be able to communicate the benefits of the training plan and the approach, be able to generate excitement for your plan. It lists project champions if you need to, those who have been involved in helping you create the plan, they will be able to help you sell the program before the implementation. make sure to involve them in the presenting on stage and in workshops, and then you can incorporate them in post-training, pull through as well, along the same line of involving everyone. utilize best practice sharing in many of her workshops as possible. Provide opportunities for employees to learn from each other. they come to your training with such an abundance and variety of experience, way beyond that of our own. So utilize that, document it and incorporate it into your sequential follow up trainings. Finally, align everything you do to senior leadership's business goals. Obtain those business goals, clarify the business goals. Then write out what the learning objectives tied to the behavioral changes, which leadership wants, the behavioral changes should be mutually agreed upon, and they should also be measurable. That's very important. there is a methodology for designing, implementing, and measuring the impact of your training and if you don't know how to do so, or, or any particular methodology, I highly recommend enrolling a one of L 10 s offered courses called the Six Ds. It's taught by Roy Pollock and his colleagues, and it will take you to the next level in your training. Okay.
Kristina:All right. I'll put all of that information in the show notes, guys, I think that's the one thing that I love is that we're all sort of. Trying to figure all of this out together, especially coming out new hybrid world, And you know, I've been working with pharmaceutical companies for over a decade and finally I think we're at the precipice of like, it is broke and we do need to fix it. You know what I mean? So I think with all the training and the coaching and everything that you're talking about, this is all, it's new and it's exciting. So your specialty includes working in quite a few rare diseases recently, such as H A T T R, as well as Hepatitis and H I V. So especially for these rare diseases. Talk to the listeners and tell them how you approach training and development teams in these complex and specialized therapeutic areas to ensure that they have the necessary knowledge and skills to excel.
Todd:Well, I refer back to everything I just mentioned about getting everyone involved. The people you work with have so much talent and so much experience. Tap into that and utilize it, especially in rare diseases and specialty therapeutic areas, they're so intricate and complicated that comprehending everything we need to know in order to succeed is difficult. Just as it takes a team of doctors, nurses, PAs, staff, caregivers, and the patient to carry the patient through their journey. It also takes a team on our side. I can't stress enough. The benefits of involving everyone, creating best practices, sharing is critical to your success. For example, when I was at Gilead, we had to train employees who had decades of hepatitis C experience alongside those who had no experience at all. So one of our strategies was to use the experienced H hcv, that's hepatitis C, team as mentors during the live training to bring everyone else up to speed. We prepared the experienced team in advance. we asked for their leadership among their peers, and we put them on a panel discussion all to great success.
Kristina:that is music to my ears because I always say as much as you love role playing as I was, spent many years as a sales rep as well. I think that is so huge cuz I always felt like I learned. So much more from my peers, the way that they responded to things, the way that they viewed things. So I think that's a fantastic best practice So going. Back into the learning journey. I mean, you keep saying this involving the stakeholders, so there's a lot of collaboration and partnership. So for people that might be a bit new to, could you give some examples of cross-departmental and international collaboration that you were able to put in place to really improve training in sales?
Todd:Yeah, collaboration and partnership is key. It's so critical and crucial to your success, and that goes in all directions with all departments, and it includes great agencies we all work with, for example, in recent international launches in Europe and Brazil, I worked with our fantastic US commercial sales training teams. Folks like Nicole, Dana, Mo, and Charlie, and also Frank and Global Medical Affairs training to obtain all of their great already existing training materials in order to internationalize, localize, and translate those materials for XUS launches, launches outside the United States. It takes a lot of effort, a lot of time, and a lot of coordination. But it's a lot of fun too, and it's so much easier when you work with great teams like those at Ad Med who created the US training materials and Omnitech Medical, who translates those materials. these are two of the top agencies of choice for pharma and biotech trainers In this case, ADED had created robust and impactful modules for the US training team. They were able to transfer those modules over to Omnitech medical team, who then localized them to the European and Brazilian markets and labels. Took them through country specific PRC for approval and then translated them. Now once translated by Omnitech and PRC approved this great localized content can then be uploaded to the ACTO platform in multiple languages. Is in order to make sure training is engaging, customized, impactful, and also, like I said earlier, measurable, that's international collaboration at its final.
Kristina:I almost have no words. That is impressive. you know, you make it sound so easy. were there any sort of barriers or was it just like having that collaboration, communication, made it work?
Todd:it can always be a little difficult getting agencies to work together. But again, when you have great agencies, it's swift and easy.
Kristina:Wow. that's so awesome. it's like, you know, I'm hearing like we don't have to reinvent the wheel. we can work with our agencies, we can work together and have that, that, that content that is very standard even on an international level. so I hope that more people are looking at their partnerships like that. So with that in mind, talk to us a little bit about how you foster high engagement. You know, we've talked a lot about rep enablement and the stakeholders best practices. So what are your insights for the, high engagement, exceptional performance from your sales teams? what are you doing to inspire them, educate them, give us all of the insights.
Todd:Sure, sure. I can think of this question and answering this question from two perspectives. One from the training perspective, and two from the sales, leadership and management perspective. So both can be accomplished with the assistance of the ACTO platform. So utilizing the platform trainers can make the training so much more engaging and also individualized to the different functions as well. Learners can learn through multiple media, such as modules and videos, but also microburst post out knowledge retention courses and questions which increase engagement through, uh, leaderboards. Those are always exciting people love competition. It fuels the fire of engagement. So behind the scenes with the app though, the trainers and the sales managers have access to an abundance of analytics and reports which help them understand the value of training. Where the strengths and weaknesses are, and therefore how to pivot in the next training, how to fill those consequential gaps. So the ACTO platform, when utilized fully by trainers and sales management, provides that invaluable pull through on the tail end of training events. This ensures that training is not a one-time event, but a continuous learning journey and therefore impactful, career development for the employee. So that's the trainer's perspective, but what about the sales leadership, perspective sales managers? So I foster a high engagement and performance by honoring and respecting each person on the team. That means who they are as humans, husbands, wives, mothers, fathers, colleagues cetera. When you hire the right people, you hire them for the great experience they bring to the table. now that you have hired them with the experience they have, Last thing you wanna do is micromanage and belittle them, right? So let them spread their wings and fly, and you will see business performance soar. That's about engagement. as Wendy Heckman always likes to say, leadership empathy is an imperative to business success. Wendy and Lura, Kates leadership and management guidance single-handedly got our organization through the pandemic and managing our teams during a time of massive flux change and angst. She guided us through a lot, including what she refers to as the three critical success factors of high performing teams. Which she refers to as the three Cs. Collaboration, coordination, and communication. So this was done all in collaboration, in alignment with Jim Dion and Mike Coney and the great sales training team at Axia.
Kristina:three Cs. Collaboration, coordination, and communication. I like that you said too, the training is not a one and done a lot of times. Like we were just speaking, you know, With our last podcast with Mira from Kaleo, talking about pull through and seems to be something that is forgotten a lot, right? Where it's like you've got all of the pre-work working at the event and then well, what's going after? And I love that you said leaderboards and I want you to sort of give your way in. So last year I was at L 10 and there was a whole thing on gamification leaderboards. So in your opinion, does the leaderboard need a tangible prize or is the leaderboard enough just to be on it? What do you think?
Todd:Well, everybody always wants a prize, but for me, the leaderboard. It can quite often be enough. Oftentimes companies are strapped for cash or strapped for not being able to buy the prizes. And sometimes I've been in a situation where the reps say, what are we fighting for? What are we playing for? What's the prize? And I'm like, you're fighting and playing for pride and that's when you don't have anything. and surely they'll, they're gonna compete as soon as they see that leaderboard, they're gonna compete, to their heart's content. But however, having said that, if you can give them a prize, maybe a day off or a$500 gift certificate or a flat screen tv, yeah, that might even harder.
Kristina:Absolutely. I was a sales rep before a lot of the technology, so the only thing we had was like the President's Club at the end of the year, but you were always like, okay, where am I?
Todd:and it could even be recognition on stage. So you do a competition, you have the leaderboard at the next national sales meeting or poa. You recognize'em on stage and then the following. training that you'll have where you'll have a leaderboard. They know they're gonna get recognized on stage, so that works too.
Kristina:Oh, yes, who doesn't want that? and it's great too, cause I think we talk a lot about, um, like different ways to. grow professionally. So it's, that's, I would say, even too, that recognition is great for the resume. It's great on LinkedIn, to have your manager sort of write that recommendation or write that because you came in first. So, yeah, I think there's a lot you can do So your expertise, and I love this cuz when I was researching a little bit about you and diving into your LinkedIn, I love that you have a holistic view of everything Because your expertise also extends to marketing, brand, strategy, development, positioning, messaging, all of that amazing stuff that you need. So how do you ensure the alignment between training and marketing efforts so that you know, you're going back to what you said, you're creating that cohesive customer experience that's essential to drive commercial success.
Todd:So it takes a lot of effort to have marketing training and the sales teams all aligned. We all know that, right? It takes good people quality, effort, and also a push from senior leadership to create a culture of alignment. So all too often, the training team, and thus the trainers are viewed as the team that serves marketing and sales. I'm very thankful to have been part of three great teams at. Daichi, Sangio, Gilead, and Axia. It was training. Either had a seat at the table or was even, in fact, the table.
Kristina:Nice.
Todd:Nowhere was this better done than at Daichi. Sangio where John sh, Phil Sigler and John Deta on the training side, along with card Shukla and marketing and Linda Garrido and market research coordinated efforts to make sure trainers were truly on the marketing and market research teams. If marketing went to market research, So did the content trainers. If the marketing team had a meeting, the content trainers were there.
Kristina:Wow.
Todd:It was alignment at its very best. When you are that aligned, everything after falls into place. Training teams need to attend market research whenever possible and not just hear it from the marketing team, nor get their orders consequentially from the marketing team after an event. If you were there from the get-go, you won't need to take their orders. you already know what needs to be done. so as a trainer, attend all marketing meetings, provide value to the marketing and sales teams. From the marketing side. If you are in the marketing department, it's crucial that you invite your trainers to market research, strategy meetings, war games, everything you can. If not, you will have a large disconnect, which you don't want. Remember the three C's? Collaboration, coordination, and communication.
Kristina:Oh, and then if you're sitting there and I'm, I'm just thinking too of some of the people that I've chatted with, What would you offer as the best advice? If you're sitting there going, we do not have this, collaboration, coordination, and communication. Is there a way to sort of, for those marketing folks, the training folks to say, Hey, listen, I listened to this podcast. I need to be in these meetings. So how would you sort of, if they're not doing this, what would be step one to start changing they're doing?
Todd:Well, you know, one of the things I mentioned, which was key that the trainer can do on their part, and I think your question is coming from the trainer, what can a, new or, not so new trainer do, and provide value. Show your worth, show your value, in some kind of business actions to the marketing team. also networking. Always be networking. A b n always be networking. They say abc always be closing. Always be networking. I never knew how to network until I got to Gilead and my manager, Gwen Whitney, who hired me, just took me by the shoulder and just took me around the entire office, networked me with everybody. Taught me how to network. you have to be taught. It's so Monday through Thursday, I was at Gilead probably for six years, Monday through Thursday when I worked on the Foster City campus. I had a, a lunch with a colleague every single day except Friday. And it was lunch with a purpose. And oftentimes I thought, well, I'm meeting with this purpose cuz I need to eventually get something from them. Finance, for example, or marketing. and here you're talking about marketing. So marketing teams can be quite big. You might have 20 people on a marketing team if you're in a small organization, maybe just five or so. Always have lunches with them. People wanna work with those that they know better and they enjoy working with. So the lunches are important. The networking have meetings. you can take the ball and run with it as the trainer, so you can create your own. force within, but it has to happen that collaboration, coordination, and communication
Kristina:Oh, that is fantastic advice, and I don't know about you listeners. I was sort of writing it down. I should probably do that because I don't do that. Internally. and then so anyone listening, if I contact you to be on the Learning Journey podcast, that's networking. So just saying you should probably agree to be on the podcast, I've been at Active for a year and a half and I'm kind of like getting nervous to say like, I don't know if I'd be able to ask someone to sort of have a lunch with a purpose. but like you said, it's so important to do that and it's. It's worth it. So if you're like me, let's just all take that leap and accept the challenge of trying to always be networking ABN
Todd:Always be networking.
Kristina:amazing. So, you know, I had done an article for L 10 about learning in the flow of work, and I think that, Jimmy at our work is always talking about creating, and fostering a culture of continuous learning. I wanna say, I feel like it's new, but I don't think it's new. So let's get your thoughts, strategies, and approaches on what is the most effective thing you can do to create, to foster a culture of continuous learning within an organization, but also maybe throw in the Simon Sinek, why are we doing this?
Todd:The with them, right? What's in it for me? That's what we say, the whiff them. Have you heard that
Kristina:No, I love that though. The, with them.
Todd:With them. What's in it for me as a trainer, you always have to communicate and train the wif em what's in it for me. And that's the core of training. You can't just do training for training's sake, right? You have to train them on what's gonna impact their business. But you have to communicate that. So for that, I would like to quote Jack Welsh. He's the former c e O of GE who stated, no company, small or large can win over the long run. Without energized employees who believe in the mission and understand how to achieve it. So you have to have leaders from the bottom to the top, able to communicate the mission and the vision to their employees, but they also need to communicate clearly how to succeed. That's not often done. It's easy breezy to manage an employee out of your organization, but those that do that are poor managers and not great leaders. And they're not really good humans nor communicators. It takes a lot of effort and care to succeed in this. The good thing is that it comes natural to good leaders who focus on their employees and not on themselves. It's says, the adage says, no one cares how much you know until they know how much you care. Show your team you care. Also, be competent and capable. Be humble. And when you as a leader or the trainer can communicate the impact and the why, employees will fly, they'll succeed. A good example of this, as well as thinking outside of the box is when I was at Axia and during the pandemic, we wanted to keep employees in engaged. We wanted them, business focused, and we also wanted them to have work-life balance. So we allowed all employees to expense an annual membership to masterclass.
Kristina:Yes.
Todd:We,
Kristina:Love that.
Todd:We had, we, we had criteria, though you had to complete six courses in the first six months. Three had to be business related and agreed upon with your manager. The other three had to be non-business related and would add to the quality of life. So my employees took cooking classes and any various variety of courses. we all seem to love the cooking classes. It really engaged all of us and it showed that the company cared about us continuous learning no matter what. The topic creates, happy, loyal, engaged employees.
Kristina:Oh, so I did, I also did that just as like a, Trying to, keep engaged during the pandemic. Anna Wintour's, did you take Anna Wintour's class? Sh
Todd:I did not.
Kristina:I, there's just no, it was groundbreaking.
Todd:do you know Dave David Saris? Amy Saris and David Saris. He wrote a lot of books. He's such a comedian, so I've, watched his entire course on storytelling.
Kristina:Yes. Yes.
Todd:is just so interesting if you want to be become a, you know what, sales is all about storytelling, but so is human interaction and communication. You wanna increase your communication skills and just wow people and leave a memorable experience. Watch the David Ssars course on masterclass.
Kristina:Oh, I'll have to check that one out.
Todd:Yes.
Kristina:That is amazing that you were able to offer masterclass. I think that I, in my previous organization we had LinkedIn learning, and I forget what it was before that, but we'd had it before. It was LinkedIn learning and it is nice when you can say, I, again, grow professionally, but have the opportunity to, grow and share something that you're passionate about. Cuz you know it's, that's a lot of icebreaker stuff too sometimes when you're looking to open up a conversation. And so these are sort of, again, things that. People can really relate to that. Put on the leaderboard, offer it. And I love that because rep engagement, I mean I like that you said the micromanaging and just sort of, not treating them as a human, you know, knowing that they're just more than, the nine to five But I think that In the great resignation would go far to keep employees engaged. Okay, so before we go, I love sort of asking the futuristic questions. like you said, you were just at L 10 and when I was there, they talk a lot about emerging technologies and especially ai. I think they had like a chat C b T thing. So I wanted to kind of get your perspective on how you see emerging technologies, especially AI and virtual reality. Really shaping this future of corporate learning. And I would even throw in, adult learning because again, it's different than just what we were used to as younger folks
Todd:Yeah. it's interesting. Like I said, at L 10 and atd, I had the chance to attend both, and both of them had presentations and seminars on ai. and let me tell you, it was standing room only if a room fit a hundred people for an AI presentation. There were 500 people outside the door. and everybody just trying to listen in it, it is not going away. It is the topic. It is going to change our future, but I, I do like a quote that I've seen several times and I highly believe it. it's AI won't take away your job, but someone who knows AI will. So we, we have. To learn as much as we can about artificial intelligence collectively, we as a society need to decide where we will go or stop with ai. I was just, uh, in Phoenix for L 10 and I don't know if you know this, but, Waymo. Waymo is an app like Uber and Lyft and Waymo is doing an experiment in Phoenix and Seattle or San Francisco, I can't remember, driverless vehicles. my friend lives in Phoenix and he goes, I'm gonna call the Waymo and it's a driverless vehicle, no one at the wheel and they make their friends who are visiting Phoenix. Get in the car and I documented the whole thing. and all my friends were just absolutely freaking out, So I downloaded Waymo and. The next day I wanted to take Waymo, but it said I had 12 minutes to wait and I needed to meet my friend in, in like seven minutes. So I said, let me cancel this ride and take an Uber. And the lady arrived and she picked me up and we just had a really nice human discussion, And I asked her about Waymo. she said, well, it's, concerning. this is my only monetary income, and if in a few years every car becomes driverless, I won't have an income in my retirement. So we as a society, we can make that decision it is gonna be a fascinating journey I had for sure. AI will have its limitations with the life science industry. For example, if you type in company proprietary information in chat, G B T. It's no longer private and it becomes public. Utilizing that and typing in, create a slide presentation on our soon to be launched. Pharma product becomes public and there are gonna be restrictions on that. Definitely limitations. So we will see AI in the near term, at least, stay within the confines of agency, created AI content. So for example, med, they made a presentation at L 10 as well. they will utilize their proprietary in-house artificial intelligence in order to create PRC approved content, which will then be housed internally within the Apto platform, for example. But it's all internalized,
Kristina:That is wild. It's so amazing. And I mean it's, kind of goes back to the beginning and I, I did see a meme, I think on LinkedIn about this, like, AI won't take your job away, but someone who knows AI will and I do love that. And I think, like you said, we're just. In that precipice of like figuring out how to actually use it to do all the things that we want it to do. Stay within guidelines. Cuz if there is ever been an industry that has a ton of red tape and guidelines, it is for good reason the pharmaceutical life sciences industry. I think that's gonna add a whole. Interesting layer in the next couple years, but before we go, I'm just gonna throw it out there. This has been amazing and I've learned so much just even sitting here writing down my notes. Are there any other insights, advice that you wanna leave, the listeners with?
Todd:Oh, I don't know. I think we've covered it all. I just wanted to say I heard that about, about, so you'll think you must be Canadian. So
Kristina:See, and I didn't think, I had, didn't think had the Canadian accent, but yeah, I'm, across the river from the capitol.
Todd:It's just that one word. I, you know, I say like, if, if there's, the summary of this podcast is if you have a product launch, a global product launch, a national sales meeting, any kind of training content, it's just. Collaborating, communicating and coordinating. just socializing everything you do over communicating with all of your internal and external stakeholders and making sure you are not the only creator, involve them, make them the content creators. Imagine when you come time to that moment when you have your post-training survey on how impactful training was and all the respondents. Will recommend one out of five, five being the best, and make comments. Imagine if they've all been a part of the content creation. You're gonna get a heck of a lot more fives than you will fours and threes, because they've created it with you and no one's gonna criticize what they've created.
Kristina:that's just perfect. so well thank you so much again, Todd. I'll have all the links guys to, to everything we've mentioned and, I just wanna really wanna thank you for taking the time to be on the Learning Dream Podcast today.
Todd:Thank you so much. Thanks for having me.
Kristina:Absolutely. Well, you've been listening to the Learning Journey podcast. Make sure to subscribe so you don't miss any of our exciting episodes. Check out actor.com/insights page for all our up-to-date content, including news blogs, articles, and of course our podcasts.
