Kimberly Seeger, CPLP, connects people with innovative solutions to
Learn Something Extra! She collaborates with Fortune 500 to
entrepreneurial organizations to design and deliver enthusiastic,
performance-driven solutions. Seeger served as president of the
ASTD Baton Rouge chapter and will facilitate a session in Denver at
the 2012 ASTD International Conference and Exposition. She also has
presented at the ASTD Chapter Leadership Conference, Virtual
Conference, and several chapter events as well as regional and
state SHRM conferences. Seeger holds an masters degree in human
resource education and workforce development from Louisiana State
University. Her undergraduate degree is in human resource
management and management information systems from Indiana
University of Pennsylvania. She is also the author of 111 Questions to Design Learning.
Q. How would you describe your project revenue and business
is about helping people
learn something extra. For the past 20 years, my business has
experienced an evolution with delivery methods; however the
foundation of helping people learn is applying what we know
about adult learning best practices.
Twenty years ago or so, my first official job at age 16 was as a
server at Kings Family Restaurant. After a few months, I was asked
to help open a new store and train the new servers. At that time, I
trained one person at a time by shadowing and coaching. We may have
been young, but we all had restaurant experiences.
As a technical software trainer for ExecuTrain when the world was
migrating from DOS to Windows, I facilitated workshops for dozens
of applications and hundreds of different instructor-led courses.
Our training team accelerated learning process included a book and
sometimes less than one hour of practice time. (I do not recommend
this!) We were successful at learning new applications quickly
because we were able to relate to similar features in other
programs. For example, saving a file in Lotus 1-2-3 and WP 5.1,
were different yet had the same purpose and result. Do you remember
Because of these experiences, the majority of my business portfolio
is designing, developing, and delivering technical skills.
Technical skills include software (custom and standard),
innovation, workflow processes, performance management, and lean or
Six Sigma leadership tools and processes. The past few years,
organizations are developing their internal capacity to deliver;
therefore I support their teams through the process. Most people
feel their learning challenges are unique to them and their
organization; however I have found that peoples experiences are
similar. We talk about the who, what, how, why, and when of their
challenge to make connections between the new and existing skills.
To complement acquiring technical skills, people also need support
and strategies for improving communication and growing leadership
competencies. Together, we will develop both technical and people
skills to create a confident and competent workforce.
Q. Do you have go-to techniques or processes that you have
found particularly helpful with your projects?
A. Absolutely! Every minute invested in planning
saves hours in implementation. We start with questions. Lots of
questions! [See Seegers book, 111 Questions to Design
Learning, for more on asking questions.] Before
creating ideas for solutions, we need to investigate needs and
evaluate desired outcomes. Most of the time we use a visual
storyboarding process to document input. For my logical and
sequential partners, we develop a spreadsheet with the ability
to sort and filter. Defining intentions or learning objectives
is the core of success. As we activate plans, we continue our
learning and apply improvements.
Throughout ongoing conversations, our focus is on the desired
impact. We continue to ask, what difference will this make to the
individual and organization?
Formal education and certification has provided me a foundation for
theories, tools, and processes. Some are complex and when utilized
are extremely meaningful. Typically, my partners and clients live
in a fast-paced world with multiple demands so they hire me to
simplify, translate, and recommend solutions that relate to their
learning challenge or opportunity.
The tools and processes I have found most useful are
SolutionPeoples Four Stage Innovation Process
(KnowBrainer and iKnowBrainer) helps with problem solving,
designing solutions, strategic planning, and creative thinking.
Everything DiSC assessments provide individuals a descriptive
language about behaviors and priorities for meaningful
conversations. Assessments are embedded into communication,
service, leadership, and technical learning solutions.
9 Elements to Design Learning
opens to PDF) is a process adapted from research-based theories
for designing learning. When all elements are incorporated into
a solution, we will improve learning transfer.
On the horizon are innovative virtual learning tools. I have been
facilitating synchronous virtual learning for several years. About
a year ago, I was subcontracted by a digital media company to
design an e-learning asynchronous project management software
solution for a global audience. I learned something extra about
development tools. There is tremendous opportunity with technology
to provide just-in-time mobile learning solutions.
Q. Do you have any advice for training professionals who
are thinking about expanding services to include technical
A. Advice is based on what you know now and what
you need to know or do to affect your current opportunity. I
welcome opportunities for conversation about learning. Remember, we
will start with questions!
Are you curious?
Do you enjoy experimenting and discovering on your own?
Can you simplify a process and explain it to others?
How could you collaborate with subject matter experts?
What experiences can you build on?
Additional information can be found on my website.