Monday Manufacturing Motivation – with Dr. Jaclyn Reed

Curt Anderson 0:01
Welcome to Manufacturing Monday motivation there, Damon Pistulka. How are you my friend?

Damon Pistulka 0:08
Awesome. Curt Anderson. I’m doing well today.

Curt Anderson 0:11
Yeah, look at look how handsome that guy is over there.

Damon Pistulka 0:16
Oh, I’d say the wrong way.

Curt Anderson 0:17
Broken exit strategy specialist Damon Pistulka. Here’s in the house from Seattle. Damon, did you survive all your work that you had to do around the house over the weekend?

Damon  0:24
Yes, yes. It’s a big planting weekend for us at our place. You know, we get all the flowers purchased. Right. And then over the next week or so we get them put in the ground. So

Curt Anderson 0:36
coming up at the Pistulka house.

Damon Pistulka 0:38
So what about you, Mr. Anderson? No, it was etail stop being the best kept secret helping manufacturers and ecommerce companies be found online in anywhere they need to be found.

Curt Anderson 0:50
Hey, you know, that’s all I did was I worked all weekend. You know, that’s all I did. Just trying to save lives. Save ecommerce. today. Hey, Damon, you know what I’d like to do next? What? I’m going to talk about this person over here. Yep. Dr. Jaclyn Reed this quick little intro to our friend who’s slightly under the weather today. Dr. Reed, happy Monday. How are you my friend?

Dr. Jaclyn Reed 1:13
I’m doing good. Use the horse.

Curt Anderson 1:18
For thank you for like, she can handle anything you know. So we’re going to take a deep dive. So guys, happy Monday. Thank God, it’s Monday. Welcome, everybody. And so man, we’re going to have a wonderful program here. We have a delight, we have Dr. Jaclyn Reed and she is she’s had a career as the chief learning officer. Our friend Gail would love this gal being Miss curiosity, the curiosity officer, well, we want to pair her with the Learning Officer. So Dr. Reed, let’s just share a little bit of your background, what’s going on in your world? And then we’re gonna go from there and take a deep dive on your superpowers.

Dr. Jaclyn Reed 1:52
Sure. So the long story short is I like to tell people my journey, I started out in technology actually doing technical support. And just to the nature of people asking the same question over and over and over again, I decided that I was going to train people. So I was working in a college. And I decided to book a training room. And I invited a whole bunch of people to come to my training course and from the room and I actually thought I knew what I was doing. And I got the bug. So I got the bug, which kind of like propelled my career. And I like to tell people, I made it to the top chief learning officer, I had that title for a very small blip of time, had a large team got to travel the world, said a lot of really cool stuff. But I never could pull myself away from the actual science behind building the content. So even when I had a team, when we had overflow, I would always take all those things on, because I loved getting my hands dirty and keeping my skills sharp. And in 2017, I was laid off and I decided at that point in time that I needed to take a step back, I was still trying to finish my doctorate, which I had started in 2010. And decided to focus on what I know, which is instructional design and really focus on being the best instructional designer I could be. And, you know, it led me here to where I am today. Where you know, I’m blessed with being able to work with some really great companies throughout my career. And I have exposure to a lot of really great topics. But the reason why I even mentioned my humble beginning is because I realized I had no clue what I was doing. And the more educated myself, the more I realized, I have no clue what I’m doing. And education itself is this big black hole of emptiness. And no matter how much you fill it up, you will never ever ever even like, cover like a fraction of like what is possible and all the possibilities that are out there. So hopefully, that gave you a little bit of a taste of like my my background.

Curt Anderson 3:48
Well, that’s awesome. So anybody out there we got John McLean. Oh, happy Monday, John, we got him. Today we mature Stuart. I’ll give a give a little shout out here. So we got a few people dropping hellos to us today here, Dr. Reed. So instructional design. So for if anybody’s out there, like Boy, that’s a little foreign concept to me just take a little deeper dive, what is instructional design?

Dr. Jaclyn Reed 4:09
So the easiest way to describe it is really taking content and presenting it in a way to help people learn and it could be adults, it could be children, you know, could be the gamut. It’s just the human experience. So really, like, you know, when a stakeholder right or a client comes and says, you know, we need a course on XYZ, and really pushing back and saying really, do you really need a course on XYZ? Tell me why. What are you expecting to happen when you have this magical course on XYZ and then making those things happen? Designing content from a, a end to beginning concept as in like, what are the behavioral changes you’re expecting to experience or see, you know, what is the real purpose behind content and the real purpose behind presenting training? So it’s really taking information and structuring it in a way that is really going to help people learn best and real Really making sure that the content is curated in a way that you are only presenting the facts and nothing additional.

Curt Anderson 5:06
That is really good. Yeah. Let’s do this here. Daymond you remember when I was when I was gonna get my PhD, but I misspelled PhD? So they turned me down? Do you remember that? That day? That was tough. That was so sorry for Yeah,

Unknown Speaker 5:20
I know, I’m still never too late. So

Curt Anderson 5:24
that’s a great point gaming, your mother went out and got her PhD? Yeah. So we have immense respect for anyone that pursues and obtain obtains and achieves their PhD. So Dr. Reed, I know you’re an amazing mother, you’re busy woman career, so on so forth, let’s take everybody through that path, that journey, the inspiration that had you pursue and successfully obtain your PhD, please?

Dr. Jaclyn Reed 5:47
Sure. So growing up, I had amazing parents, a really good strong family, really great work ethic. on the academic side, you know, we were I, on one of four girls, and we were expected to do well in school, but beyond that, you know, wasn’t really talked about that much. Not that it wasn’t encouraged. It’s just wasn’t something that, you know, my parents, like, my dad was born Puerto Rico, he came here when he was eight years old, came to New York and my mom, you know, she grew up in New York, and, you know, Spanish speaking. That was, you know, their, their first language, they both had to learn English later on in life. So, you know, academics, you know, it was important to the point of, like, let’s get you through grade school, let’s get you through high school, that sort of thing. But beyond that, you know, it was a dream, I guess. So, for me, the pursuit of a doctorate was really never a thought in my mind. But you know, like, when I got into the world of instructional design, again, it was just me realizing, and it really came from imposter syndrome, to be honest with you. Yeah, it was just this idea that you know, of not being enough to be honest with you, which is not a reason to go into a doctorate program, I will tell you that right now. So if you have that feeling, come talk to me, you know, we’re gonna have a good conversation. But um, it’s really just like, trying to uncover why there was like, for me that need for more knowledge. And I’ll never forget my first time working in a real company that actually practiced instructional design. We were talking about learning objectives, which I have, like a love hate relationship with. But I remember writing a learned learning objective, and I wrote, understand, blah, blah. And the woman that I was working with, she looked at me and she was like, you’re an instructional designer. And I’m like, yeah, and she’s like, we would never use understand, there is no way to really quantify that that’s not part of Bloom’s taxonomy. And that was like my first real like, slap on the hand, like, Whoa, there’s a science and an art. So what we do here, and then it really, that’s, that’s kind of, like propelled me to advance my my knowledge, and I pursued my master’s degree. And then after that, I was like, I’m gonna and while I was actually finishing my master’s degree, I started my doctorate degree. And I started in 2010. And I had a child. So I had an older son at that time. I then I had my my second son, so I was pregnant through a good portion of my coursework, and then what what they tell you this, but you don’t really listen, like when you go into these types of programs. The coursework is the easy work, it’s after that, when you’re on your own, when you don’t have that support. When you’re not expected to sit in a chair for three hours, Mondays and Wednesdays, where you have a teacher or a professor who’s looking for your work. That’s when it gets hard. And I breezed through my coursework, or, you know, like I said, I had my second child, I remember him being an infant and him being on my lap, and I’m sitting here writing my term papers and not a problem at all. It was the after where it’s okay, well, what are you talking about? What are you passionate about? What are you researching? And how does that tie into what your subject matter is? So my doctorate is in educational leadership. So when I started my program, I had an idea of what I wanted to research, but by the time I finished my program, it was almost irrelevant, which, you know, was really apparent in my data analysis. And in my chapter five of my, my dissertation, so, which is another thing that they don’t tell doctoral students that sometimes you don’t get the result that you expect, and you almost feel like this journey was for nothing. So I had a really great committee, and they kept telling me, you know, like, No, you know, like, sometimes when you have no results or not the expected result, that’s a result, and that’s very good. You know, like, everybody was very positive. But I was coming up to my 10 year mark. So they usually generally give you about 10 years to complete your doctorate because that’s like how taxing it is. And like, year after year, I knew like I had to get this thing finished. But in 2020, obviously, you know, when COVID hit, that was my 10 year and my advisor was like, What are we doing? Do we need an extension here? Are you leaving the program what’s going on? And you know, to be a little bit personal because I was told that my message, my message, I was going through the breakdown of my marriage at that point. And I was like, you know, COVID hit, we’re in quarantine.

You know, my marriage is not gonna make it and, you know, unfortunately, it was a casualty just like many marriages, you know, related to COVID and not directly related to COVID To be honest with you, but I was like something good has to come out of this year. And I don’t even know where I pulled it out of but I rallied and I went from getting my you know, my my proposal defended to finishing my research to getting my final you know, like my final sign off on everything. And I’ve I graduated in December of 2020. So I finally got it done. Awesome. Okay, thank you. It was really hard. Oh,

Curt Anderson 10:54
man. Okay couple a couple of comments here for your doctor read so I buddy curvy man Kirby’s in the house derby. Love your brother. So those conversations

Damon Pistulka 11:04
Oh, Kirby is on tomorrow. Kirby is on the faces of business cases of

Curt Anderson 11:07
business tomorrow. I think I’m Yeah. Later today. So yeah. And again, guys connect with definitely connect with Kirby. And Dr. Reed. We had a great conversation with Kurt man. We’re like getting teared up talking about Kirby’s dad on that show. Remember that Damon’s in here? Snia. is saying indefinitely. You want to connect? Say you wanted to connect her with Dr. Reed. So again, great conversation. Great. So I want to recap a couple things here, Dr. Reed, number one, first in your family to go to college. And not only do you go to college, you know, you absolutely crush it destroyed. It doesn’t matter how long it took you. And I love the word that you said, that might be my word for the year. Now. We’re like halfway through the year, you rallied, man, that was such a the way you shared that story. That was such a powerful comment. I rarely completed your PhD. So God bless you what an inspiration that is. All right, let’s keep the ball rolling here. Let’s take it another step further. So you’ve decided to take your superpower your passion, your expertise, and help others figure out this whole course, learning, so on so forth. Okay. I have a bunch of questions wrapped up around this, I’d like to start with do you see a common thread A common challenge with folks that you’re working with that you’re trying to help them break through? You’re smiling? So I’m assuming you have you see a common thread A common challenge that people when they’re trying to figure out this whole learning thing?

Dr. Jaclyn Reed 12:29
Yeah, so a lot of the times it’s, you know, people come and it you know, stakeholders, or clients or whatever, they come with this idea that learning is necessary training is necessary. Someone told them that they needed this course, because it’s going to solve all their problems. And you know, we’re gonna, it’s going to bring about world peace. And, you know, that’s not really the case. So, you know, part of me being in my field for so long is I now have the ability to push back and I’m going to question you, if you come to me, and you say, you need something, I’m like, really? Why? Tell me why. And we’re gonna sit down. And we’re gonna quantify the reasons because I think, you know, my focus is specifically more in the adult learning space. And you know, I don’t know about you guys, but I probably had to take security awareness training, like four times this year, code of conduct and all those other things. And like, no matter what you’re doing, I mean, even like, if, like, right now I am. I love school. So I’m pursuing my MBA because again, I need more knowledge. So I hadn’t. Yeah, exactly. So I had to complete those courses, again, as part of being a student at my school at Stony Brook. So you know, we don’t a lot of times, adults, and when we are presented with this requirement to take a course, and someone has not really thought it through. It’s very frustrating. And the many times it’s very insulting. So the common thread that I see is that this belief that we need this training, and not a lot of substance to back it up. And sometimes they’re right, right. Sometimes they’ll come to me and they’ll say, I need this training. They don’t have a lot of substance to back it up. But then through discovery, we realize, Oh, yes, you are correct, we do need the strength. So I’m not, you know, I’m not 100% going to push back immediately, I’m going to help the stakeholder, the client, whatever, worked through this and really decide and really uncover the reasons behind the training. And a lot of the times it’s because we are we’re trying to create some kind of behavior, train change, right? We’re trying to do something impactful, we’re trying to impact the bottom line, we’re trying to do something with pipeline, we’re trying to do something like even on them in the manufacturing space. You know, I have a client we worked on corrective corrective action, preventive action, procedures and protocols. And you know, that’s substantial, right? Like you’re we’re trying to stop the breakdown of our machine or people from getting hurt. Like sometimes those things are obvious, but sometimes they’re not obvious and my job is to push back because then I’m able to help you uncover the real reason behind why you might need the training. And if you don’t need the training, I’m going to tell you, No, this is a waste of time. And, you know, maybe there’s other alternatives, could we do a job aid? Can we do a reference guide, just to help you think outside the box and think differently? So that’s the first thing that I’m seeing trend wise. The second thing I’m seeing trend wise and you know, this cart, it’s a thorn in my side is this whole masterclass concept. It drives me bonkers. It drives you bonkers. So everybody has a master class. And you know, there’s a master class app, and they do a pretty decent job because they actually have usually they have like a job aid associated with it. And it makes the training or the learning or the content interactive. And you know, really, when you’re learning as an adult, you want that interactivity, you need the interactivity, you don’t you don’t want to be passively sitting here watching even though there is a lot of value in sometimes watching those videos from a passive passive perspective. But what’s really going to bring about that knowledge transfer is getting involved and really interacting it interacting with the content and really making that transition, you know, in your brain. So I would just be very cautious for all those entrepreneurs out there who are told that they need to have a class as part of their funnel or sales funnel. Just be very careful. There’s an art and a science. I’ll say that a million times to doing these things. Work with an instructional designer, there’s so many great ones out there. And they will help you they’ll help you create the best course possible. If that’s the avenue you want to go. They’re gonna help you create a really good one. Okay,

Curt Anderson 16:25
man, this is so good. So let’s Yeah, talk about so first off tough love by diet read. So a nice taste and she’s a little under the weather today. Daymond. Yeah, was on you know, not on all those nights

Damon Pistulka 16:40
on 100% and my real voice.

Unknown Speaker 16:42
But go ahead, Dave.

Damon Pistulka 16:46
So they have masterclasses to build master classes.

Dr. Jaclyn Reed 16:51
Probably is a master class that built the master class. I

Damon Pistulka 16:54
just like because I just laugh because everybody’s got a master class in this and how can they all be the master? Right? Oh, my goodness.

Dr. Jaclyn Reed 17:02
It’s a catchy concept. Or you know, like, it becomes a gimmick just like everything else.

Damon Pistulka 17:07
Yeah, exactly. Oh,

Curt Anderson 17:08
I would I would I love in our conversations and what you’re sharing with here with everybody in here’s what I Okay, man, we’re like digging deep. I know, you’re like, man, we’re in a red zone right now. Damon, like we’re taking it into the endzone here. So okay, let’s get this going. And that timewise just like just quality of content here. So Dr. Reed, if you guys are thinking about building on a course. And now when we see courses, like well, gee, so I have a course. Maybe our friend John had up Tessa, you know, maybe he’s going to do some demos. He has this amazing, incredible software product that he sells, maybe for our manufacturers, maybe they want to educate folks on better circuit boards, how to make a better circuit board how to do 3d printing. So maybe it’s helping to sell your product and what we love to say, boy, when you dedicate yourself to educating man, you’re going to be the best salesperson on the block. Right? So Dr. Reed, let’s take this, let’s let’s just really dig deep here. So what I’m hearing what you’ve shared is you have a superpower of pulling out that content and really challenging your clients to deliver the best course busser information. And again, it’s just not like the typical masterclass per se, it’s all sorts of different strategies that we’ve talked about, and especially with manufacturers, so can we go there? Let’s talk about like, what are some examples where manufacturers really need your service to help deliver powerful courses.

Dr. Jaclyn Reed 18:25
So I think that you touched on a bunch of it, it could be just how to use proprietary software, how to use actual equipment, you know, there’s so much value and just getting a phone and recording someone operating a piece of equipment. And I mean, that is valuable, and then putting that in everybody’s hands. And not overthinking things like it doesn’t have to be a formal course every single time, it can literally be a five minute video of someone showing how to operate a piece of equipment or or like from within manufacturing space, how to service a piece of equipment as an example. It could be anything, it could be, you know, some anything related to soft skills, you know, like maybe you’re seeing turnover within your organization or you know, within your company. And you’re realizing that you’re tracking that back to the interview process and not getting the right people through the door. Or you’re tracking that back to managers who were tapped on the shoulder and they were told, Hey, you’re really good at your job, you should be manager. I see that all the time. I think we said proprietary software, equipment, really any topics that you can think of I have done training and everything you can think of I’ve done training in, in the manufacturing space related to policies and procedures and protocols related to like specific things for a company and what their policies are all the way to how to be more curious in the workplace. And even I worked with a restaurant like a really big restaurant chain on a new release on like they had like, a new menu like new menu items. I mean, like you anything that you could think of like you know I thought in my career, so it’s not the challenge is that it’s not the subject matter, because anything can be content, and anything can be put into training. It’s the why behind it, it’s really focusing on why do you think you need this? Because if you don’t have that, why you’re not going to have that outcome. So a lot of times just asking yourself that question over and over and over again, why do I need this? What am I expecting to happen, you’re going to be able to develop something really amazing and impactful. Yeah,

Curt Anderson 20:33
and I love what you’re talking about here in you and I talked a little bit about, you know, say, this mass exodus of boomers that are going to be retiring, moving on, and they’re going to be taken with them tribal knowledge, Legacy information that they have 3040 years of experience. And now, you know, big labor shortage, sure, a little bit about, you know, some experience you’ve had, or why that could be such a powerful tool for manufacturers, to really, it has to be a cultural dedic, it needs to be dedicated, culturally, from the top that we’re going to educate our team and staff just you’re looking at some of the benefits that you’ve seen in that aspect.

Dr. Jaclyn Reed 21:06
So, you know, it really comes down to a culture of education within a company, because it’s not something you see regularly to be honest with you, especially when you say the baby boomer generation, because a lot of times you have situations where people, you know, if they’re leaving on their own, that’s one thing, but if they’re feeling like they’re being pushed out for a variety of reasons, that’s another thing. And what I’ve seen if that if there’s not not to not to make things go on that downward side, but let you know, let’s be realistic here. If the company or the organization has not embraced a culture of learning, and then you are seeing a mass exodus of people for whatever reason, and then you’re requiring them to give the tribal knowledge, you’re going to have a huge problem. So where I see that it works really well, is where that culture of learning is celebrated all the time. It’s not something Yeah, it is not something that all of a sudden, hey, we have 20 people retiring in December, we want everything that’s in your head, give it to so and so who’s going to take your job at 20% Your salary. That’s not how it works. How it works is we embrace learning, we, you know, we are all about learning, you know, that’s one of our values, that’s part of our mission statement. And because we are learning we have a knowledge sharing culture, where if I know how to do something, and you don’t, I want to share that with you, I’m not holding it or withholding it in order for me to keep my job. So that’s number one. And then number two, when you see cultures or organizations that embrace that culture, you’re going to find that learning happens in in a more informal way, which is beautiful, because that’s the learning that actually sticks, where somebody is struggling with something like as an example, I worked for a company totally out of my element, it was the same company that I got the slap on the hand about understanding. But I was like, I was, I was handling like equipment, you know, like printers and copiers, and I didn’t even own a screwdriver, you know, like it not that I’m saying girls can’t do because girls can do everything. I’m a single mom. So let me tell you, I have not read lots of them. But back then, I did not own a screwdriver again, like I knew how they worked. Of course, you know, I’m pretty smart. But, you know, that company had a culture of learning. So the first time I had to take apart a million dollar machine, you better believe that I had someone who was 30 years, my senior voluntarily come down to the lab and actually show me how to do that. Because he wasn’t afraid that I was taking his job. He knew that we needed to work together. And that was the culture of learning that was really forced within the company. So the point I’m trying to make is that in that type of company, learning happens in an informal way, where it’s just someone like, you know, looking over and saying, Hey, do you know how to do blah, blah, blah. Oftentimes, it doesn’t always get documented. And that’s the challenge. So I like to tell people, like if you are so lucky enough to work in this type of environment, and you have a moment, put everything into anything, it could be your notes on your phone, it could be in a PowerPoint, it could be in a Word document in a Google Doc, it doesn’t have to be beautiful. But get that knowledge out of your head for the good of your organization, and then hand it off to an instructional designer, because we don’t care what the stuff looks like when we get it, we do not care. All we you know, our job is to look through it and find the bits and pieces that make sense and build something for you. So get it out there in any kind of format you want. And you need structural designers. That’s what our jobs are. Our jobs are to go through all of the tons and tons and tons of content, tons of information and help you pull out the things that that actually are significant and are going to help your organization and make an impact.

Damon Pistulka 24:53
Wow, it’s it’s almost got to be two because I got a couple of things here. First of all, it’s almost got to be when you’re I’m on this trying to share the knowledge and given things to someone like you an instructional designer that I’m too close to the information. So I got all this, I get all this technical blah, blah, blah, blah, blah, all these details that may really not be relevant to the overall why? And I gotta, I gotta believe that you have to cut through a lot of that when

Dr. Jaclyn Reed 25:17
you’re all the time. I mean, that should be part of the job description, like, why am I on my team? So when I die, they’re gonna put that on there. I mean, oftentimes, it’s like, you know, we get everything in the kitchen sink. Which is there’s beauty in that, right? Because, you know, I’m the total opposite. So you know, I am a force thinker, right? I see the huge the force, right, I don’t ever get bogged down in the trees, and that sometimes that’s a benefit. And sometimes that’s a huge detriment for me, because I don’t see the details. And I’m, you know, like, that is one of my weaknesses, and one of my strengths, right. But that has gotten me trouble many, many times. But the good news, or the good thing about somebody like me, and the way I think is that I can often pick out, when you’re giving me too much stuff, when you’re going way too technical, when that becomes Oh, that’s not this course, that’s a like a course four or five levels down for someone who really wants to learn more about that particular area. I’m really good at that. And a lot of instructional designers are, we can really just like, immediately look at something and be like, Man, I don’t know, we don’t need that.

Damon Pistulka 26:23
Yeah. And then you talked about the culture of knowledge sharing. And I just want to just highlight that a little bit. Because, you know, truly successful businesses develop this, right? I just totally believe this, and you touched on it. Because when and you feel it, when you walk into some companies, it’s like, Hey, I don’t want to teach you because you might take my job or whatever the wrong, in my opinion, anyway, the wrong way to do it. But when you do have a culture of knowledge sharing, you really do get all boats rise with the tide. Right? And, and that you’re seeing that the retirement transfer as people are ready, they’re not doing it. Because you know, like you said, reducing wages, it’s really because it is time for them to retire. But they embrace their knowledge all the way through that process and what they can contribute. And, you know, when you’re in those organizations, when someone that comes in, that’s new, and this is just talking to somebody last week about this on the faces of business about how entry level turnover can kill your company. Yeah, and this culture of knowledge sharing is so important, because it’s a difference between you, uh, you touch on someone struggling, and that person just struggling and, and failing and leaving, or that person is struggling. And the senior person or someone that knows how to help them walking over and helping them, making sure they feel comfortable making sure that they they know what they’re doing, and really get satisfaction from being there. That little shift is a huge impact on these businesses when they do it. It’s just

Curt Anderson 28:05
so cool. It’s very, extremely powerful. And I look at them with like that with that turnover, where from the top, if there’s a commitment to learning, when that new person comes in, they feel welcomed, they feel appreciated. They feel and the thing is, and it seems like so obvious when you’re saying it, but creating that competent culture of success. Yeah, is when you need that new that new employee in. And I think Dr. Reid, what it comes down to and Sue and I’d like you to take a little further is creating that culture of trust. You know, if there’s a if there’s a trust is lacking, then I don’t you know, gee, I don’t want to teach Damon how to do this, or vice versa, or what have you. But you’ve shared, you have numerous numerous success stories. You know, you’ve talked about folks that you’ve worked with, who were either maybe retired, started a new career, decide to get into creating courses, they want to share all this wealth of knowledge, expertise, some other examples that you shared, you want to share a couple examples, just really I have powerful, rewarding situations that you’ve encountered with your sharing your superpowers here.

Dr. Jaclyn Reed 29:08
Yeah, so you know, trying to relate that to that, that culture of trust. You know, I had a, I had a gentleman that I worked with, and he was extremely successful. And he decided to retire. And he, I guess, retirement just didn’t sit well for him. So and he still had all of that within him, and all of that knowledge. So he decided to start sharing that knowledge with other organizations to help them rise, and to help them get better. So I think that when you know, and I believe 100%, that he came from one of those organizations that established that culture of trust, where knowledge was just part of their DNA so much that even after he left he still had this desire to share everything that was in himself, someone else. And that was just a beautiful thing. And I see that all the time where I work with, or I’ve worked with individuals who have shifted in their careers where they might have been long standing with one company or an organization or similar types of organizations. And then they decided to, like move on their own for a variety of reasons, but then they come to me because they have so much inside of them. And it’s not just knowledge, it’s just this passion and this commitment to helping people better themselves, like I have, I have this one woman who again, like, you know, she, she goes out and, and she teaches people how to be curious, and it is phenomenal, you know, where I’ve actually like, by helping her, or helping her develop her courses, I was like, you know, what, I actually pose a few times, you know, in my daily interactions, and I’m, like, you know, I should approach this differently, I really should ask questions about what’s happening here. So, you know, I definitely see a lot of that. And then I’ve also seen situations where you have people who do not come from that type of culture. And they are trying to curry like, really, I guess, calm that chaos within themselves. And using knowledge and, you know, content development as a way to try to bring that into their, their current company, so that they can actually say, you know, there is a benefit here, if we all sit down, and we share our knowledge. But that culture of trust is extremely important, because it can, it does beautiful things, it really does. And then it creates extends beyond the tenure of someone in the company, you know, when they leave the company, you know, whether or not you believe they’re still your ambassador, they are still your ambassador, if they have ever worked for you, and their name is showing up on their link, your your name is an organization is showing off in their LinkedIn, they are still your ambassador. And that’s an extremely important thing to keep in mind. And it starts right from the beginning. And it starts when they walk through the door. And you know, as soon as you walk through the door, how you are on boarded. And onboarding is a huge part of what instructional designers do. Where we actually create programs that, you know, I can’t say guarantee success, but But put a new employee in the best possible situation to help them succeed within the organization. And it starts with that element of trust. Because again, it’s all about knowledge sharing, and not being afraid that someone’s going to take your job because they know more than you. Yeah,

Curt Anderson 32:29
I know. I know. Oh, good, right there that. Yeah.

Damon Pistulka 32:32
And so many people, I mean, I look back at the mentors I had when I was in, in the companies where we had that and you look back so fondly on those people in the legacy that they left, it’s not like they left really left the company because all that knowledge that they shared with everyone else lived on within those people and, and hopefully for many generations of people in those companies, it’s really a way to leave that legacy.

Curt Anderson 32:58
A brand ambassador and like, yeah, never heard of it like that, that legacy can continue on that is so I just I went to a retirement party of two weekends ago. And it was just hundreds of people the love and the I was overwhelmed. I’d never seen anything like this. The true appreciation for this person. Were sometimes demon, you know, I hate to say, you know, like, you know, you go to something and you know, eat a piece cake and you’re out the door and like a what was named as America will say that about me. But that’s another story. But you know, but what I absolutely love, I just want to recap and I know, I know, you’re under the weather. Dr. Reid, thank you for joining us today. And I know we’re coming in time, but there was a there was so much that you covered right there, that brand ambassador, you know, creating that company culture of trust, celebrating learning, just those two words, guys, you know, like, you’re giving me like multiple aha moments, Damon, you know, think about you and your clients, you work with folks that are trying to, you know, exit the best that they can, you know, trying to help our clients, you know, create a culture of celebrating that learning is such a powerful twist. My My last question, Dr. Reed, passion, or expertise, passion or expertise, so to really deliver a powerful course. Can I have one over the other? Do I have to have both? What is if I had to have passion, or if I had to have expertise? What’s that look like? And when I say that to you,

Dr. Jaclyn Reed 34:25
so I think the passion can drive the desire for the expertise. And I’ve seen that time and time again, just for myself because, you know, I have been exposed like I said, throughout my career to so many different pieces of subject matter and I’m not an expert you know, like you learn through osmosis you really do so but you and this is like a thing like when when when organizations start working with instructional designers, and the beginning they don’t really see their value because they don’t understand how someone could come into a company or an organization and they know nothing about the company. And yet they can do something to help them. Our job is not to be experts, it’s not our job is to think objectively, and to learn about the audience as much as possible so that we can help you deliver a good product. So for me, that the passion that I haven’t signed myself to help my stakeholders, to the best of my ability, and to the best of their ability drives that desire to be an expert, and really more so an expert in my own field, because it is continuously evolving. Like, if you started asking me about theories, I would look at you like a deer in the headlights, because I don’t know, every day it changes. You know, I know that, you know, the tried and true usually works great, you know, mixed in with a little bit of Agile methodology. That’s how I practice because I like to, you know, iterate, iterate continuously and reiterate and things like that. But there are new theories out there every day. But I think in terms of delivering really good content, the passion behind understanding why you’re doing what you’re doing, and not because someone told you to do it, asking the right questions, so that you understand the purpose behind why you’re requiring people to sit in a room for X amount of minutes or watch your video, or take your course for an hour. Or even like, you know, read something that’s gonna take five minutes. Yeah, there has to be a purpose. So passion, number one, Trump’s expertise, because honestly, it’s like the whole, you know, like rich or smart, sort of like mentality, right? Like, if you’re smart, then you can always be rich, because there’s always out there, the money’s out there. There’s just an abundance of money and wealth, and there’s an abundance of knowledge. So it’s like that same principle. If I have that passion within myself, then I’m going to go and do whatever I need to do to become an expert so that I can deliver the best of whatever I’m presenting to someone.

Curt Anderson 36:57
Yeah, that’s my John Doug bug, lino. There was a big drop in like, right there by Dr. Reid. So he says passion greater than expertise. And then we have another great comment here. Celebrate learning, man, you just, yeah, you just delivered so many valuable golden nuggets here. Dr. Reed, I promise. My last question of the day Promise, Promise, Promise mazing. mom of two young sons, light of Your Life joy of your life. In a first and your family off to college, earn your PhD, you are just such an inspiration. Who is your inspiration? Who really behind the scenes, Rose you to the top? Who is driven your success? Who or what has driven your inspiration?

Dr. Jaclyn Reed 37:44
So I mean, definitely my parents, I mean, they have this amazing work ethic. And like, lino, you asked me today, you’re like, oh, you know, you’re not feeling good. Do you want to go back? You know, we can not do this today. You want to go back to bed? I’m like, well, that’s not what we do. We don’t do that. Not that I’m saying I don’t advocate for a resume, because everybody deserves it. Right? So you know, working on your term paper with a newborn on your lap. Probably not recommend

Curt Anderson 38:13
one hand and finishing your PhD. Yeah.

Dr. Jaclyn Reed 38:16
But hey, I mean, like, they really like embodied, you know, that work ethic just always work hard, and work smart. And then number two is my 15 year old son, he’s just, I mean, I love both of my kids. I have a nine year old and a 13. My fifth year, oh, my goodness, he is just, you know, he is an entrepreneur already at 15 He has a gumball machine, he has a podcast. And you know, he pushes me every day to you know, go beyond what I ever could possibly think that I’m capable of doing with you. So he really, you know, it’s been rough for us, you know, I’m not gonna lie. It’s been a rough year. Like, you know, things happening, you know, at home and the divorce and things like that. And he is just like, just the standard guy, and he’s gonna go out and do amazing, amazing things.

Curt Anderson 39:06
Well, both your boys are going to be rising stars and so Alright, we’re gonna wind down so Dr. Reid, we know we can find you here on LinkedIn, anything else that you want to share as fine as far as finding you any other last thoughts that you want to share with the crowd today?

Dr. Jaclyn Reed 39:20
I mean, reach out to any questions about instructional design, if you’re curious about what it is if you think that you know, you’re an instructional designer might help you get to the next level. You know, I’m happy to point you in the right direction, so feel free to reach out to me.

Curt Anderson 39:32
Absolutely. So man Damon was this just I’m gonna say this as complimentary as possible. This was a masterclass so yes, it was when you’re gonna win. There’s a good way to describe masterclass, this was it. This was on how to create a course. And guys, tons of golden nuggets here. Again, you know, and basically what you’re doing, Dr. Reed, it’s like, you know what I’m hearing it’s almost like you have a superpower of retracting that powerful information. It’s almost like you’re just a kid. Other journalism, journalists rather, and just pulling that information out, or whether it’s legacy information, creating that culture, maybe it’s how to run a machine, you know, how to how to do processes better. So on and so forth. So, tons of information here. Please, please, please. You want to connect with Dr. Jacqueline read? You have just you got a small taste of just how amazing she is. And just wait till she feels better man. Then she Yeah, you’re blown away now. Just wait till she’s 100% Right.

Dr. Jaclyn Reed 40:29
Thank you both. I appreciate it.

Curt Anderson 40:30
So guys, have an awesome killer. Phenomenal week. We have a Caribbean faces of business on tomorrow with six o’clock Eastern three o’clock Pacific. You have another faces of business on Thursday. And we have a great program back here on Friday. So if thanks, we’re gonna wish you a fantastic week. Dr. Reid hang out with us for one more second. And so have a phenomenal week guys.