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  • Thursday, January 09, 2020 3:24 PM | Anonymous

    by Todd Davis 

    Todd Davis is FranklinCovey’s Chief People Officer and the author and co-author, respectively, of The Wall Street Journal bestsellers Get Better: 15 Proven Practices to Build Effective Relationships at Work and Everyone Deserves a Great Manager: The 6 Critical Practices for Leading a Team

    Imagine you are at the airport waiting to board a plane. Your group number is finally called. You walk down the jetway and go into the plane (pass first class because you never get upgraded), back to row 46 in coach. You hoist your carryon luggage into the overhead bin, sit down in your seat, buckle your seatbelt, and lean back and think “Finally, I can relax for a few minutes.”

    As the plane taxis out onto the runway, a voice comes over the speaker system and says “Thanks for flying with us today. I will be your pilot, and while I don’t have any actual pilot training, I do have an interest in flying and so we’ll just learn as we go. Welcome to GOOD LUCK AIRLINES!”

    Hearing this, what is your first inclination? You’ve got to get off that plane…right? 

    In a recent Harvard Business Review article it was noted that on average, people are put into their first management role around age 30 and yet don’t receive any type of management training until around age 42……if ever! So that’s basically 12 years of “Welcome to Good Luck Leadership.”

    More often than not, those placed in a leadership role are put there because they were a superstar in their old role. And yet, the skills that made them so successful as an individual contributor are not what they need to be the great manager their team deserves.

    In The Wall Street Journal’s bestselling book, Everyone Deserves a Great Manager – The 6 Critical Practices for Leading a Team, we have identified the fundamental yet vital skills that anyone in a management or leadership role needs to be using.

    These six practices make all the difference between having at team who excels and is passionate about the work they are doing to those who just show up until something better comes along.

    The six critical practices are:

    1 – Develop a Leaders Mindset. Do you want to be a great leader, or do you want your team led by a great leader? Think about that as it is a subtle but critical difference. If I wake up in the morning thinking “I want to be a great leader”, I’m probably going to do a lot of really good things that day. But if I wake up in the morning thinking “I want my team led by a great leader”, then the focus is on them, the team! “What does Matt need to reach his full potential?” How can I help Madison really knock it out of the park with the project she’s working on?” Having the mindset of a leader is foundational and makes all the difference in how you approach everything in your management role.

    2 – Hold Regular 1-on-1s. While this may seem obvious, I am amazed at how many people in management roles don’t meet on a regular basis with their team members. The most important thing a leader can do is create the circumstances for employee engagement. The more engaged an employee is, the more productive they are. An effective 1-on-1 is the optimal time for really understanding what’s important to the employee. What’s working for them and what’s not working? What would they like to do next? This regular meeting (weekly, bi-weekly, or even just once a month) can make all the difference of whether or not an employee feels truly valued.

    3 – Set Up Your Team to Get Results. Do you know the top three goals of your organization? Does your team? Setting up your team to get results is all about alignment. Alignment that as a leader you can make happen. WHY is our organization focused on whatever it is we do? WHAT role does our team play in that purpose and goal? And HOW should our team go about accomplishing that? Leaders who help their teams understand these three questions, WHY, WHAT, and HOW, are well on their way to helping their team get stellar results.

    4 – Create a Culture of Feedback. “Hey Joe, have you got a minute? I’ve got some feedback for you!” And Joe is thinking, “Great, what have I done now?” Feedback is meant to help nourish, sustain, and support people, not stress them out or tear them down. Creating a culture where giving AND RECEIVING reinforcing and/or redirecting feedback is a regular occurrence can truly help a team perform at their very best. And don’t forget the receiving part. Great leaders proactively seek out ways they, as the leader, can improve.

    5 – Lead Your Team Through Change. We’ve all learned the one thing we can count on is change. And great leaders understand that leading your team through change doesn’t mean you shield them from it, you have all the answers, or you join them in their protests against it. Great leaders take the time to understand the reasons for the change so that they can get on board with it and then help their team navigate through the various stages of change, coaching and encouraging them along the way.

    6 – Manage Your Time and Energy. It is predicted that within 20 years, 40% of jobs currently performed by human beings will be replaced by artificial intelligence. We owe it to ourselves and to those we lead to stay relevant, continually investing in ourselves so that we can add value and make significant contributions. Certainly, that starts with taking care of ourselves physically, eating right and getting enough exercise. Not burning out. And it also means we are continually learning and investing in our minds. What the leader values (and models) gets valued.

    Just as we all deserve a trained, skilled, competent pilot to get us safely from point A to point B, everyone deserves a great manager to lead them in the important work they do every day. Implementing these six practices will do just that.  

    For more information on how to become the leader that everyone on your team deserves, please download our guide: http://pages.franklincovey.com/crucial-insights-first-level-leaders-guide-pr.html

  • Tuesday, December 10, 2019 11:20 AM | Anonymous

    Emotional intelligence (EQ) is a relevant skill for all talent development professionals and leaders, regardless of industry. This month, Utah ATD Chapter Sponsor, Accel5, shared a book summary from Travis Bradberry's, "6 Hallmarks of a High EQ Leader." 

    According to Travis Bradberry, what are the "6 Hallmarks of a High EQ Leader?"

    1. You're curious about people.
    2. You embrace change. 
    3. You know your strengths and weaknesses.
    4. You're a good judge of character. 
    5. You're difficult to offend.
    6. You let go of mistakes. 

    Watch the full video summary here

    About Accel5

    Accel5 is a microlearning solution for employees looking to improve critical soft skills like leadership, teamwork, communication, innovation and many others. It offers best practices from world-class business authors and executives in three formats: videos, summaries of business books and articles. The content is concise and actionable, making it an ideal solution for busy professionals.

  • Tuesday, November 12, 2019 8:45 AM | Anonymous

    As talent development professionals, we share a desire to make an impact by helping people grow in their careers and at our companies. We are constantly preparing and adapting to what people need to be successful, which is why it is critical that we understand our different audiences.

    This month, Lindsay Bragg, a content marketing manager at InsideOut Development was willing to share research with our Utah ATD Chapter about the next generation to hit the workforce: Generation Z.

    3 Traits of Generation Z—Backed By Research

    Who is classified as Generation Z?

    Generation Z—AKA Post-Millennials, AKA Gen Z, AKA the iGeneration, AKA the Digital-Native Generation—typically contains those born between 1996-2010. Gen Z started entering the workforce in 2017, so it’s already past time to start thinking about how to accommodate this new generation.

    Why should we be paying attention?

    Research shows that Gen Z will make up almost a quarter of the global workforce by 2020, making them the fastest-growing generation in the workforce. The internet, smart phones, September 11th, the Great Recession, and equality movements have all shaped the Gen Z viewpoint. They see and react to the world differently and have developed some unique attributes. Once organizations understand the events that influence Gen Z’s worldview, they are better equipped to empathize with the priorities many members of Gen Z share.

    What can your expert research tell us?

    We surveyed more than 1,000 members of Generation Z (Gen Z for short) to get their thoughts and expectations for a workplace and researched hundreds of articles to compile an Ultimate Guide to Gen Z in the Workplace.

    Here are 3 key traits we discovered about Generation Z:

    1.     Gen Z are socially responsible.

    Gen Z’s familiarity with diversity and the fight for fairness pressures them to drive society forward, making them one of the most stressed generations yet.

    2.     Gen Z are well-educated

    It is estimated that by 2020, two-thirds of all U.S. jobs will require education beyond a high school diploma.

    We asked Gen Z if they felt a need to gain additional education to combat this trend. We found that nearly 70 percent believe they need at least a bachelor’s degree in order to maintain a comfortable lifestyle. Nearly 80 percent fear they won’t be able to get their dream job without at least a bachelor’s degree.

    3.     Gen Z are entrepreneurs.

    Gen Zers anticipate being just as likely to work for multiple companies throughout their career as Millennials, but they are much more entrepreneurially-minded.

    In the Huffington Post, TEDx speaker and organizational development consultant Crystal Kadakia wrote, “72 percent of high school students want to start their own business someday. 61 percent expect to start a business right out of college.” This means that Gen Zers are 55 percent more likely to want to start a business than their Millennial counterparts. Kadakia continued, “little do employers know, but Corporate America is quickly becoming the ‘backup’ option—what do to if all else fails.”

    What do you want talent development professionals to take away from your research?

    As much as we talk about “generations” and all the ways each new generation will revolutionize the workplace, the changes we need to make to accommodate them don’t really need to be all that drastic. As we analyzed our research, we boiled Gen Z’s workplace needs into 4 places to start—and they aren’t all that shocking.

    1.     Gen Zers want feedback and open communication.

    2.     Gen Zers want a good relationship with their boss

    3.     Gen Zers want a safe place for failure.

    4.     Gen Zers want help building confidence.

    Adapting your workplace and your managers’ leadership techniques to accommodate these four Gen Z workplace wants will ensure your workplace is ready to recruit, retain, and magnify the talented individuals of Generation Z—and any generation for that matter.

  • Tuesday, October 01, 2019 9:00 AM | Anonymous

    by Shannon Herrera, Senior Instructional Designer

    We often think about learning as what happens in the classroom, through e-learning, or with tangible just-in-time resources available on the job. However, we don’t always consider the social aspects of learning on the job—particularly mentoring. A good mentoring program can help employees become productive quicker, but more importantly, it can help individuals feel supported and cared for in their jobs. According to research conducted by the Association for Talent Development, mentoring programs can impact things like engagement, retention, growth, relationships, and collaboration. When I look back at my career, official or unofficial mentors were typically the difference between feeling supported in a job or feeling like I was floundering. These mentors are the people who, years later, I still consider my friends.

    The biggest role a mentor can play for their mentee is an ear to listen and someone to throw around ideas with. A strong mentor can be key to helping new employees find their place in a company and feel like they have a voice. 

    Here are some tips to keep in mind while creating a mentoring program:

    1. Know employees as individuals. Understanding your employees will help you establish a tailored program that works.

    2. Know your mentors. Not everyone is a natural mentor, but most people can be taught the skills to mentor. Consider implementing a mentoring schedule that has key items to go over, giving your mentors guidelines and goals. In some cases, a “mentor-the-mentor” program may help those who are interested in mentoring but may not have the leadership skills.

    3. What behaviors are you aiming for? Mentors are supposed to guide mentees but having some set behaviors for mentors to focus on can help them lead mentees to be more successful in their role.

    4. Respect the relationship. Unlike other relationships at a company, the mentor/mentee relationship should be considered sacred and confidential. Unless there is a significant issue that the mentor feels they must address with management, conversations should be kept private.

    “Show me a successful individual and I’ll show you someone who had real positive influences in his or her life. I don’t care what you do for a living—if you do it well I’m sure there was someone cheering you on or showing the way. A mentor.” 

    — Denzel Washington

  • Tuesday, September 03, 2019 12:13 PM | Anonymous

    September Spotlight

    by Lisa Jastremsky, Past Utah ATD Chapter President, CPLP, PHR, SHRM-CP

    Lisa’s Journey to CPLP

    “You down with CPLP? Yeah you know me!

    When I was a kid, I wanted to be a rapper, as I loved to memorize lyrics of songs. I liked to rap songs as fast as I could. Then, I found I could write my own lyrics and that sparked my creativity. I know now that I was not meant to be a rapper. Today, I am a training and development professional. The talent development field may not be as glamorous as the music industry, but it does fuel the same things that motivated me as a kid. Learning and creativity are my biggest drivers and motivators in life, and I’m glad I discovered it early in life.  

    As I continued to enjoy my work in the field, I found a need to enhance my skill set, which is when I stumbled upon ATD and started attending meetings. It’s in those meetings that I discovered the CPLP (Certified Professional in Learning and Performance) credential. This really caught my attention and I had to do it. That was more than five years ago, and there is not a day that goes by that I’m not happy I did it and feel proud about my accomplishment. This credential was a challenge, and that’s how I know I grew as an individual from achieving it.”

    CPLP Testimonials

    "Here are what some fellow homies in the training game have to say about the credential."

    "For about five years I was interested in the CPLP certification yet felt overwhelmed with the idea of the studying without a study group and time was limited for me. When I saw the APTD come available, I knew this was my time to commit and take that leap. I now feel as if the pursuit of my CPLP is achievable therefore I have set my sights on that as a next step.”

    —Yolanda Brown, APTD

    “I was fortunate to be in one of the first cohorts for the CPLP certification way back in 2008! I've re-certified every three years since and am currently certified through November 2020. The certification opened a number of professional opportunities for me that have expanded my horizons and provided deeper immersion into the Workplace Learning and Performance industry. In the last 12 years I have been contacted by half a dozen learning and development teams through the ATD Job Bank (seeking CPLPs) who have been seeking instructional design consulting expertise on many exciting initiatives. It's been great to make new connections as I've worked with them to create behavior-changing learning experiences. Over the last couple of years, I've had the experience of working with ATD CI (Certification Institute) on new certification assessments for the international learning community, and it's been amazing to rub shoulders with other CPLPs as we've collaborated to craft new and innovative tools! I also love the social connections in several online groups that have resulted in new friends and different ways of thinking.”

    —Richard Vass, CPLP  

    Helpful CPLP Tips and Resources

    “Since I earned my CPLP credential there has been a lot of changes, such as the way the CPLP requirements have changed and they have launched the entry certificate the APTD, which is a steppingstone to reach the CPLP. 

    This year ATD announced that they plan to, once again, change the criteria for earning the CPLP. This year’s cohorts will be the last ones to be considered under the current certificate requirements. So, if you have been thinking about earning yours, I would recommend looking into it now. 
    Here are some links to the current information on CPLP and APTD testing and prep: 

    Also, the Utah ATD Chapter partners with the Rocky Mountain Chapter based in Denver, that provides a virtual study group. As a sister chapter, our members can sign up for the same $50 fee offered to their chapter members.  Please see the information here: Please visit the page to register: https://www.atdrmc.org/CPLP-Study-Group. The fee will be $50.

    So now you know what’s up with the current credential process, there is no reason why you shouldn’t go out there and do what I know so many of you are motivated by, and that is to keep on learning.”

  • Monday, July 01, 2019 7:19 PM | Anonymous


    My name is Jason Sturges, and I have the pleasure of serving the talent development community, here in the great state of Utah, as President-Elect of the Utah ATD Chapter.  There are many hands that help run a smooth chapter, and the role of the President-Elect is to support the President in strategic planning & innovation, all things chapter operations, and all collaborations & partnerships.  In terms of short introductions, I have been in the talent development industry for 15 years – having worked for franchising, biotech, non-profit/associations, and academia – and this is my 5th year on the Utah ATD Board of Directors.  I have a personal mission statement of “using what I have to make the lives others better,” so when it comes to the areas of expertise that I like to focus on, they include management, leadership and organizational development; trainer development; and orientation & onboarding (my master’s thesis topic). 

    The majority of my experience has been working for organizations here in Utah.  But prior to my return in 2018, I had the opportunity to work for four years at ATD National – back east, out in the northern Virginia/DC area – as a senior instructional design project manager in their Education department.  You might be familiar with that group, as they develop and deliver the Certificate, Masters and Essentials classes popular among many ATD members worldwide.  The reason I bring this up is because, during my time at ATD National, I learned that many people don’t know the resources available to them when they join a professional group like ATD.

    With that said, having been on the inside at ATD National, I could easily present you a laundry list – longer than necessary for this newsletter – of items to look into; with a worry that it would come off only as a blatant sales pitch for ATD.  So, I don’t want to do that.  But what I would like to do is focus on three overarching resources – content, connection and certification – that you can follow-up on and I hope brings you value.

    CONTENT.  ATD National is an amazing, and continuous, content curation machine.  Their team works tirelessly to bring to market new information on 14 different topics relevant to talent development professions, covering over 8 different roles in the industry, and even some deep dives into specific niche sub-industries (like health care and government, etc).  Whether you are looking for a class, a book, a topical/current magazine article, a new research/trend report, a webinar series, some speakers for your next event, or even some industry data and best practices – you can find all of it and more through ATD National.  And though there’s no such thing as a free lunch – depending on your membership status – a lot of the content can be found for low- or no-cost.  

    CONNECTION.  Though I very much appreciate (and utilize) the content wing of ATD National, one of the resources that I truly love the most is their dedication to connection … or we could even say community.  I am a firm believer that you can only learn so much from “things” – but that you can accelerate your learning and development when you partner with someone else (formally or informally).  If you have ever been to an ATD conference, you know what a great job they do in bringing together people from all over the globe to share thought leadership and best practices.  (And if you haven’t been, then we need to see how we can get you to it next year – as it’s in our backyard of Denver!). Additionally, the infrastructure they’ve setup for local chapters (nationally and internationally) is another great resource they offer us – giving us leadership development opportunities along with a large network to reach out to for support, feedback, collaboration, brainstorming, other assorted resources, and more!  

    CERTIFICATION.  The final asset that I think is a great resource from ATD National is their certification institute.  ATDCI is the managing body for both the CPLP and APTD credentials.  I held off from seeking certification, for many years, thinking that a master’s degree in adult education would be sufficient.  And though my academic training was amazing, and has done great things for me professionally, pursuing (and achieving) my CPLP was transformational.  Reviewing the Learning System (aka ‘body of knowledge’) that they recommend you study, along with the study guides, study tools, and practice tests were a great assessment of all of my graduate school content.  And the final tests and projects were great ‘refining fires’ that proved I had what it took to be recognized as a professional.  The CPLP & APTD programs are great tools to help us in talent development more easily get a seat at that proverbial table, by having an outside group validate our skillset and require us to maintain it over time.

    As I mentioned earlier, I have a mission to “use what I have to make the lives of others better,” so I get really excited (aka lengthy) when talking about resources.  Those that work with me, or have collaborated with me in the past, know that I have a “small library” when it comes to the topics I am passionate about.  (I may or may not have moved 30 boxes of books to and from DC!)  With that said, before I go too long in this piece, I will bring it to a close here.  I am always happy, willing and excited to “talk training” with anyone, so please feel free to reach out.  Connect with me on LinkedIn, drop me a line through the chapter at presidentelect@utahatd.org or you can learn more about what I have done and what I am doing at www.jasondsturges.com.

    Thank you for all that you do to develop the talent – and develop those that develop talent – in your organizations.  All of us continuing to do that every day, will most certainly – as the ATD vision states – “create a world that works better.”



    President-Elect, ATD Utah Board of Directors,

    Employee Development & Engagement Manager, BioFire Diagnostics

  • Saturday, June 01, 2019 4:53 PM | Anonymous

    Four Key Takeaways from the ATD National ICE Conference

    I was looking forward to attending this year's ATD National Conference, and once again, I was not disappointed. I always leave full of new ideas for how to improve my training skills, ready to implement innovative solutions to our training problems, and excited about great new friendships. One thing I learned from attending previous conferences is to prepare beforehand and arrive with a plan for which sessions to attend. There are so many choices, so it’s easy to get overwhelmed if you are not focused.

    My Main Takeaways from the 2019 Conference

    1. Sharing quality time with other Utah Chapter members. Thank you to all event sponsors!

    2. Chapter Sessions

    My three favorite sessions were…

    “Solutions to Help with Member Engagement” (Chapter Leader Day)

    This session focused on…

    • Focusing on what matters most to members
    • Building a relationship of trust
    • Maintaining a well-informed website
    • Setting clear chapter goals
    • Providing meaningful content at monthly events

    “Organizational Culture”

    This session focused on…

    • How to recognize problems
    • How to conduct a gap analysis
    • How to develop a leadership brand

    “Time Management” (Becoming Your Best Global Leadership)

    This session focused on the following equation: Mindset + Skills = Becoming Your Best

    “Good, Better, Best
     Never let it rest 
    'Til the Good is better
    and the Better is best."

    3. Keynote Speakers

    All three keynote speakers were wonderful—especially Oprah. During her talk, she talked about clearing our minds and waiting until we are ready to do what we have to do. In other words: Be patient. Another great insight was when she said, "Live in the moment so that you can make the next right decision." This touched me personally as I am dealing with some challenges of my own.

    4. Leadership sessions

    During these sessions, I strengthened my knowledge and skills to prepare our future leaders.

    Overall, I loved the conference. The speakers were outstanding and the sessions were full of useful information. After attending the conference, I feel equipped to find solutions to our organization's challenges. I encourage anyone to attend this conference in the future (and be sure to wear comfortable shoes).

  • Monday, May 06, 2019 4:10 PM | Anonymous

    Utah Chapter President, Elias Adams, shares his strategies for Continuous Growth.

    The Importance of Continuous Growth

    "Growth is an important part of human development. If we are not growing our knowledge, skills, or abilities, we move backwards. If we find ourselves idle and not investing in growth opportunities, we become stagnant. If our growth is delayed or stunted, then others will pass us up."

    Insights and Strategies 

    "I’ve tried to apply the principle of continuous growth in all aspects of my life. There have been times when I capitalized on growth opportunities, and other times when I haven’t. Often, we have to move outside of our comfort zone to grow. Personally, I find that continuous focus on personal and professional growth can be challenging and demanding. Two strategies that help me to improve are…

    1. Surround myself with people who excel in specific areas. These great people turn into my mentors— people I admire and want to learn from. I absorb what mentors teach and how they respond in certain situations. 
    2. Spend time with people who lift me up rather than tear me down. This impacts my confidence and belief in what I can achieve. If I surround myself with people who are pessimistic or who put me or others down, I see a decline in my positive self-talk and ability to grow."

    My goal is to be a little better today than I was yesterday. I want to be a better learning and development leader, employee, husband, and father. There are certainly days where I do not achieve my goal, but at the end of the day, I have to remind myself that tomorrow is another day, and that’s something I have control over."

    Key Takeaways

    What are you doing for your continuous growth?

    Who are your mentors?

    In what situations and interactions do you feel more confident in your ability to achieve?

  • Thursday, March 28, 2019 10:00 AM | Emma Hartsfield (Administrator)

    Throughout my professional life, a hot topic has been how to get people more interested in training. Even when I did marketing for a software company, customer training was a key aspect of our marketing strategy. The more people know about a product, the more they will use it.

    All good marketing starts off with the four basic principles: product, price, place, and promotion. While the number of “basic principles of marketing” is up for debate, these four are very solid. The underlying assumption of the four, is that you are centering it around the people you serve (or want to serve).

    So, before you even start developing your training content, you need to think deeply about the people it is for (your target audience). What are their demographics, psychographics, and why should they care about your training?


    Your training is your product, whether you charge for it or it is part of an employee development program. Keeping your target audience in mind, you need to consider the name, packaging, and different uses of your training.

    Make sure there is a well-defined benefit for the learner whether it is promotion opportunities, saving the company money, safety, etc. This will help keep you on task and give the learners a reason to pay attention.

    Is your audience open to humor? If so, make sure you sprinkle it appropriately throughout your training to keep them awake. As an added benefit, according to ATD, “When people smile and laugh at work, it increases employee engagement, retention, and likability.”

    The packaging of your training should give the learners confidence in the content. A clean and modern design can give your content laser focus and keep the learners’ interest. Have you come across a website that was designed just five years ago? How quickly did you lose confidence in the company that website was representing?


    The price of taking your learning content can be money or time, this commitment needs to correlate with the benefit. Don’t make people sit through a 60-minute web-based training that offers them no perceived benefit. This falls into the “check-the-box” training category, and you don’t want to be that person. Instead, be concise and keep tying the learning opportunity to a real benefit.


    The concept of place refers to the distribution channels of your training. Where will people take the training or access the learning content? This is a critical time to consider the learners’ education, skill level, and culture.

    Is the classroom, mobile, or desktop the preferred method of consumption? Are they tech-savvy millennials who like using voice, visual, or location to search? Or are they already too tied to their phone and you need them to interact IRL (in real life)? Consider how you can enhance the delivery of training to spark their interest and really make a difference.


    Having a really great promotion strategy could make the difference between a sub-par completion rate and an excellent one. Promotional tactics determine how you will tell people about your training. Possible venues are email, social media, website, or word-of-mouth promotion.

    According to the LinkedIn Learning report, talent development only spends 15% of their time promoting employee engagement with learning and 65% of talent developers use email marketing to promote learning.

    The reason why email marketing to promote learning works, is because email marketers spend a lot of time thinking about the perfect subject line, greeting, opening line, and call to action to get the most opens and clicks. Using email marketing best practices to promote your learning can get more people engaged with your content.

    To really make an impact, use emotion in your promotional materials. People are bombarded with emails and advertisements and you need to make sure your message resonates with your users.

    According to Adam Morgan, Adobe Creative Director “When locking in a memory, emotions are critical. In neuroscience, there’s another expression, ‘Neurons that fire together, wire together.’ In other words, the more activity you have in a certain pathway, the more it becomes plastic…the best way to earn and hold customer attention is with a unique idea that’s emotional.”


    As a marketing professional, I am always thinking about the best way to grab the right people’s attention at the right time. Using these principles in training will help you develop training that makes a real impact with greater completion rates. Which of these tactics do you use or plan to use in the future?

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