David, I suggest that when you’re sufficiently engaged in your work, just info can be helpful if it facilitates reflection. That’s why, for instance, we go to relevant (to us) lectures at conferences. As for compliance training, info dump/knowledge test isn’t going to lead to any meaningful change (making the org more diverse, safe, etc). You need to have people doing things different, such as providing resources and practices to actively make teams diverse, or teaching skills about how to confront bullies or protect the victims. And, yes, scenarios where you apply knowledge are a part of that. And then it’s relatively easy to make compliance engaging. To me, LXD is about meaningful challenge, and that can be applied to anything you want to change. But it won’t be worth the effort if it’s just about CYA, which is a separate but important problem. Thanks for the questions!

Just musing here, but this goes to the larger question of how we make compliance training engaging and therefore effective. Does LXD apply to compliance training? If so, how?

I moved from traditional blogging to vlogging about 2 years ago and I have found it fun. I settled in on a format and script it our still so I would think this would be a great add to your messaging. Glad to share my lessons learned and here’s link to my “channel” (https://www.youtube.com/channel/UCJDdoJgjq52lga7SyUe2uJg/videos?view_as=subscriber). Have fun and enjoy! – bill