continuing education unit

Teaching and Learning

Posted on 07.20.17

Recently, an acquaintance phoned me at about 9 am on a Wednesday. While I’m not 100% sure why, she asked if she had awoken me out of bed. I’m assuming that because I work from home, she made a leap of judgement that I don’t really work and I get to sleep in every day.

The truth is that I’m usually working by 6:30 am and I often work past 9:30 pm. Like others who have home offices, my breaks might include throwing a load of laundry into the washer or going running, but my work is equally intense. In fact, I plan to continue teaching at the university and college level until I am too old or infirm to continue.

Teaching can be done from home for any online class. A professor could ostensibly wear pajamas and slippers as office dwellers and offhand acquaintances might assume. In my case, I shower and dress daily and when I make the short commute from the kitchen to my office, I enter my office with the same dedication to work as anyone else. In this way, I can maintain a high commitment to education of students, colleagues, and clients. I am as dedicated to being a good teacher as I am to being a good learner.

Teaching as Lifelong Learning

Teaching is the ultimate zenith in knowledge. Not only do we have to understand a subject with both breadth and depth, we also have to be able to make the topic engaging enough for heterogeneous groups of students to find interest in the topic even for required, foundational classes. Being able to restate learnings in a new way or apply knowledge to a new situation is what makes education successful – from both the teacher’s perspective and the student’s viewpoint.

What many students don’t realize is that teachers learn from them as well. Every term, I find that there are new or unusual interpretations of homework assignments. What seemed to be a clear cut question to the course designer can elicit a wide range of responses. In some cases, the responses are so far off that the learning materials and homework assignments need redesigning to meet the course objectives.

Planning Learning

Learning events have to be as carefully planned as any college course. First, the organization’s objectives need to be considered in full. For a college or university course, the learning objectives typically align with a certificate or degree program, and are often specified by various accreditation bodies. In corporate learning, our objectives must match a desired business outcome. If a company wishes to improve its success with new product launches or increase communications among virtual team members, the learning event must include these results as success measures.

Key to a successful learning event or course includes application of the new knowledge or skill in the workplace. Simply going to a class and having absorbed information is insufficient to demonstrate transfer of knowledge. An important measure of success, then, tracks the student beyond the classroom to ensure that s/he is applying the skill in the real world. Firms can measure the implementation of new skills via professional certifications and management surveys to determine that the learning event met corporate objectives. Colleges and universities measure success by job placement and feedback from employees.

Education Delivery

While I get up every day, shower, and get dressed in real clothes before going to my office, learners today are cramming skills development into ever smaller parcels of time. A student very well may be wearing his or her pajamas while watching an online lesson or be listening to a podcast during the daily commute.

Online knowledge delivery has changed how we learn. Indeed, our attention spans as a whole have dropped precipitously. Most of us remain engaged for less than 10 minutes. So, education delivery must meet these parameters and still impart a new skill or behavior within each lesson. All of our online courses at Simple-PDH.com include short videos or podcasts that can be consumed in brief intervals of time, yet each lesson delivers an important topic necessary to gain and maintain professional certification.

Knowledge Checks

Perhaps more important for professional certification and corporate training is a knowledge check that learning new skills has occurred. Again, the measurement of knowledge transfer should be part of the organizational planning effort. In the case of university students and candidates for professional credentials, knowledge checks include practice exams leading to the final, formal exam administered by the appropriate credentialing body (PMI, PDMA, or ASEM, for example).

Practice quizzes offer a risk-free environment to learners to hone their test-taking skills as well as verifying their knowledge base. CAPM and PMP practice tests help to solidify the sometimes peculiar wording used by PMI that is not as common in an industrial project setting. New Product Development Professional (NPDP) practice tests help to bring higher order strategic processes into focus with objective, application-oriented questions.

Teaching and Learning

We must all be committed to lifelong learning – whether we are working from a traditional office, a home office, or a student wearing pajamas! Teaching is the ultimate demonstration of lifelong learning. Both university and corporate learning event should start with extensive planning to ensure that course objectives, goals, and measures align with the desired business outcomes (e.g. job placement or improved results).

As students today, we demand on-the-go knowledge delivery. Online courses deliver content that is engaging and brief. Follow-up practice tests are recommended for those seeking professional certification. And, yes, you can learn and teach while you are at work or at home!

Contact me at [email protected] or 281-280-8717 to enroll in a free NPDP overview course or any of our newly scheduled PMP, Scrum, or NPDP workshops in Houston as well as our online PDH courses. At Simple-PDH.com where we want to help you gain and maintain your professional certifications. You can study, learn, and earn – it’s simple!

Study. Learn. Earn. Simple.

A division of Global NP Solutions, LLC

Components of Learning

Posted on 12.01.16

Learning is a lifelong activity. An article in the newspaper relays information from recent studies documenting links between physical exercise, learning, and mental health in the elderly. Lifelong learning bridges our knowledge and experience from the vast array of times and events in our lives. Learning prepares us for the next step in our careers and in our lives.

For learning to be effective, it must contain and deliver three aspects: content, access, and technology. Professionals who gain certifications and credentials master these three perspectives of learning. To maintain a professional certification, learning again engages through these three arenas so the candidate can earn PDHs or CEUs (professional development hours or continuing education units).

Content

You’ve probably heard that the volume of information and data doubles at an astounding rate – faster than ever in the history of mankind. In just two years, they say, the amount of information ever created doubled from the beginning of time. Consequently, for a busy professional, knowing where to find information, that is meaningful knowledge, can be a challenge. Studies also show that knowledge retention decline precipitously if the information is not delivered when and how it is needed.

Today, anyone learning a new skill or refreshing basic competencies expects compelling content. That content should be delivered so learners engage as many of their senses as possible. This includes seeing (reading, viewing video), hearing (podcasts), and touching (writing, sketching). As more senses are involved in the learning activity, the retention will increase.

All of our online courses at Simple-PDH.com include lessons to engage these different learning styles, such as reading, watching videos, listening to podcasts, and taking quizzes. Online learning can be supplemented by face-to-face workshops where professional have opportunities to practice their skills in a non-threatening environment. Often, busy professionals cannot find time during a typical workday to test new management theories. An offsite training course provides the chance to apply knowledge in a risk-free environment with other like-minded individuals.

Access

Online learning has huge benefits for students and professionals. Content is available 24/7 and is accessible in whatever format a candidate needs. Learners can switch from a laptop to a cell phone and then to a tablet to complete an online learning module. Having lessons available on digital devices, like smartphones, offers a quick reference in the field as well; thus supporting learning when and where knowledge is needed.

Maintaining professional certification is simple when the information is broken into small chunks. A lot of people are too busy to book two hours per period for continuing education. But, these same people can fill 10 minutes of waiting time with learning. Online PDH courses break the content into small tasks on lessons, typically less than three (3) minutes each.

For candidates that require a deep dive into a new topic, labs and workshops offer access to knowledge and experiences shared in a classroom setting. Peer-to-peer knowledge sharing, known as “social learning,” is an effective way to increase knowledge retention. We remember the stories we hear and share in the classroom.

Technology

Finally, learning has been irrevocably changed by technology. Just 20 years ago, when I was in college, the professor wrote on a chalkboard and students took laborious notes in spiral binders. Advanced technology at the time included overhead projectors.

Today, technology assists learning in many ways. As indicated above, online learning delivers content to a candidate on his/her mobile device, transferring seamlessly between computer and classroom. Technology allows us to access the different learning modalities – seeing, hearing, and touch – in order to improve knowledge retention.

Yet, technology can be a hindrance to learning. We are easily distracted by ads and instant messaging while viewing internet content of any kind. Our attention spans have shrunk as we expect to be entertained and we quickly make that decision within a couple of seconds of loading a new web page. Consequently, technology can assist learning but it is not learning in and of itself.

Learning Components

If you want to learn a new capability or refresh an existing skill, you must consider three components to increase your knowledge. First, the content must engage as many senses as possible. Many subject matter experts possess great knowledge and experience in their trade but cannot adequately translate that information. Candidates for professional certification should look for courses (online or face-to-face) that provide opportunities to see, hear, and interact with learning materials. Particularly important to earning and maintaining professional credentials is an opportunity to practice the new skills.

Next, knowledge must be accessible. At Simple-PDH, our online course materials are available on your laptop or mobile device. Our classroom workshops provide reference material to check when you are back in the office facing a new situation. And, we are available to answer questions and share our experiences from the School of Hard Knocks.

Finally, technology can enhance the learning experience but it is not a substitute for well-built lessons. Our knowledge base is supplemented by carefully selected videos and podcasts to encourage multi-modal learner engagement. While our online courses rely on technology as a primary means of delivering information, our labs and workshops still ask you to use pen and paper, role-playing, and active discussion among other simple exercises to cement new concepts into your behaviors as a manager.

Lifelong learning is an adventure. We need to continue to learn to preserve our mental health as we age and to be successful on the job right now. Learning new skills presents challenges to advance our careers and professional performance. At Simple-PDH, learning is convenient and affordable. It’s simple to study, learn, and earn!

information on project management certification. At Simple-PDH.com, we want to make it convenient and affordable for you to study, learn, and earn your professional certification.

Study. Learn. Earn. Simple.

© Simple-PDH.com

by Global NP Solutions, LLC

Leadership in Learning

Posted on 08.25.16

I am huge believer in the strength of lifelong learning. Learning allows us to connect with the new ideas born into the world on a daily basis and learning allows us to stretch our imaginations beyond any known boundary. Without lifelong learning, our brains and bodies stagnate. We will rot away in the muck of sameness and predictability.

Organizations need learning as much as do individuals. There are new theories to test that may (or may not) improve productivity and efficiency. Learning new ways to execute projects can save resources and motivate the workforce, for example. Like individual learning, organizational learning must be a continuous passion. However, organizational learning must be exemplified by leaders.

Leadership

Leaders are very different than managers. Most of us are familiar with the old adage that “managers manage things and leaders lead people.” Yes, that’s true. Yet leadership is more than directing the people on a team. Leadership involves inspiring others to achieve greatness. It involves helping your team members to stretch beyond their capabilities to create bigger and better solutions to age-old problems. Leadership demonstrates a vision and the pathway to reach faraway goals.

Leaders don’t just dream about a different future. They also put in place mechanisms and tools to build that exact future. A leader doesn’t have the technical solutions in his or her back pocket but he or she can encourage and motivate the team to find designs and to develop solutions that create a better world for all of us. Leaders inspire, motivate, and encourage even when the chips are down.

Leading by Example

Leaders are just managers if they don’t have natural followers. Often, leaders can be compared to managers by their actions. A manager dictates work by command and control. She will tell her team members what to do and check to see if it gets done.

Leaders, on the other hand, will stand beside the team member to learn the task and to identify a solution. He is not afraid to get his hands dirty seeking a better way. Leading by example is a fundamental characteristic of successful and inspiring leaders.

Leading by example includes lifelong learning. Leaders that read and share new information, concepts, and theories demonstrate that learning is important. Team members will follow that example and also read to share new information, concepts, and theories that they encounter. Shared experiences are a key to successful team growth as the team members collectively find new solutions to project problems or technical challenges.

Learning Together

Leaders also demonstrate a commitment to lifelong learning through continued professional development. In today’s busy world, many careers demand that workers hit the ground running when they are hired for a new job. Professional certifications like Project Management Professional (PMP®), New Product Development Professional (NPDP), Scrum Master (SCM™), and Professional Engineering Manager (PEM) also demonstrate a commitment to lifelong learning. Professional certification demonstrates education, experience, and subject matter knowledge exemplifying technical and market leadership. Many jobs today require applicants to hold such professional credentials to validate their skills and capabilities as well as to demonstrate the candidate’s leadership competencies.

Teams can learn together to expand their skills in these fields. PMP exam prep training and Scrum Master training are great classes for teams to take together to learn a common vocabulary and approach to problem-solving. Simple-PDH.com offers a company discount for PMP Boot Camps, next scheduled for 26-30 September 2016 in Houston, Texas. You’ll earn 35 professional development hours (PDH) in this course as well as be prepared to pass the PMP exam on the first try!

NPDP training is also well suited for innovation teams. The course presents a common framework and best practices for teams engaged in radical innovation and applied R&D. Our next NPDP face-to-face class is scheduled for 12 & 13 October 2016 in Houston, Texas. You’ll earn 16 PDHs during this intense learning workshop.

Leadership in Learning

Leaders exemplify the behaviors they want their teams to demonstrate. Lifelong learning is foundational to long-term organizational success. Great leaders not only encourage and share learning with their teams, they also practice lifelong learning through professional development. For more information on gaining and maintaining professional certifications, please contact us at [email protected] or by phone at +1-281-280-8717.

Study. Learn. Earn. Simple.

Simple-PDH.com

by Global NP Solutions, LLC

Equalize and Edit in Learning

Posted on 07.14.16

Learning is a lifelong activity. Almost daily, we read about studies demonstrating that continuous learning helps to defy the effects of aging. Learning increases socialization and creates motivation.

Project and product managers use lessons learned reviews and post-launch reviews to learn about the success of implementing a new project or product. Agile leaders conduct frequent retrospectives to learn about activities in a recent sprint in order to improve the next phase of project execution.

Likewise, we learn about our skills and effectiveness as employees, managers, and suppliers with performance feedback. In all of these situations, the commonality is that in order to improve we must continue learning – learning technical skills and leadership in execution. We also must learn to improve our performance and behaviors in teams and other organizational structures.

A Learning Model

In a two-phase learning model, we must equalize desired behaviors and edit the less desired behaviors. This learning model aligns with well-known performance science, such as B.F. Skinner’s operant conditioning theory.

Operant Conditioning Theory

Skinner’s operant conditioning theory states that a behavior that is rewarded will be repeated, and behaviors that are not rewarded will be extinguished. Behaviors that are punished will result in a negative, fragmented response.

As managers, we want to encourage continuous and lifelong learning among ourselves and our staff. Thus, we will reward positive, team-oriented behaviors and attempts at skill-building by employees. Rewards vary from simple, positive feedback (saying “thank you”) to monetary awards for successful new product launches, for example.

Many managers struggle to provide employee feedback on projects when a negative behavior has been exhibited. Jimmy, for instance, promises to deliver new data at each team meeting. Yet, when the next meeting rolls around, Jimmy delivers a list of excuses and no data.

Since Skinner’s operant conditioning theory informs the manager that punishment or scolding would result in a fragmented, negative response, what can Jimmy’s manager do? How can the team learn from this to improve their own behaviors and to increase cross-functional integration as a team?

Margaret, on the other hand, has prepared a mini-report detailing her contributions to the project since the last team meeting. She also volunteered to help Roger with some extra tasks as she waited for work in progress to clear the queue and advance to her workstation for analysis.

Equalize

In the two-phase learning model, a manager will strive to equalize tasks and skills among team members. In addition, s/he will provide feedback to top performers (like Margaret) to keep on doing what they’re doing. Future performance should equal past performance.

Most control mechanisms function in the same way. If the automatic cruise control in the car senses the speed is set to be maintained at 60 miles per hour (mph), there is no change in the output if the car continues along at 60 mph. Performance is as expected, so keep on doing what you’re doing.

Edit

On the other hand, if the vehicle begins to climb a hill, it will be difficult for the cruise control to maintain 60 mph without an adjustment. The control mechanism sends a signal requiring a slight increase in power so that the car can maintain 60 mph in the more difficult and changing environment (climbing a hill).

Jimmy’s manager also must encourage him to edit his behavior. Overall, Jimmy is a good employee – he would not have been hired unless his technical skills were highly appreciated. His values align with the purpose and mission of the firm and he possesses deep knowledge of the firm’s technology.

Effective managers are coaches that encourage small tweaks in performance to improve the overall output of the team. Instead of waiting for the weekly staff meeting for status updates, Jimmy’s manager begins checking on the data on a daily basis. By making a small change in his/her own behavior, the employee’s performance improves as well and Jimmy, for instance, can begin meeting promised deadlines.

This second step in the two-phase learning model is called “edit” because we are seeking slight moderation instead of radical change. Small steps can create large outcomes in team performance, just as the placement of a comma can make a huge difference in the meaning of a sentence.

Learning Model Applied

Most of us have worked hard to earn professional certifications to demonstrate our skill sets. Yet, over time, some areas of professional certification get rusty without use. Moreover, new trends and emerging theories evolve to help us become even more effective project, product, and engineering managers.

One way to refresh basic skills and to learn new ones is by gaining Professional Development Hours (PDH). At Simple PDH, we offer affordable and convenient online courses to help you gain professional certifications, such as Project Management Professional, New Product Development Professional, Scrum Master Certified, and Professional Engineering Manager. We also offer PDH courses, such as the popular Disruptive Innovation course, to help you maintain your certifications. It’s simple to study, learn, and earn.

For more information on online or customized face-to-face courses, please phone us a 281-280-8717 or email us at [email protected]

Study. Learn. Earn. Simple.

A division of Global NP Solutions, LLC

Continuing Professional Development

Posted on 06.23.16

Continuous lifelong learning is critical to survival in any profession in the 21^st century. Product development practitioners, project managers, and engineering managers must adopt new practices in their fields and continue to learn in order to remain relevant as professionals.

What is a Professional?

Professions are typically distinguished form the trades. Knowledge workers are professionals, primarily using their expertise to accomplish work activities or to add value to a company’s products and services. Professionals conduct work with their brains while trades conduct work with their hands. Both work together to solve a variety of problems.

Professionals are also separated from the practice of amateurs. For instance, I enjoy bicycling but I am not a professional cyclist. I am an amateur and do not make my living from the sport. A professional cyclist competes to earn his or her living.

Professionals also demonstrate specific characteristics and attributes that differentiate themselves and their work from that of amateurs. Most professionals in engineering and management have gone through many years of detailed education and training. Objective intellectual analysis is obtained through college degree programs, for example; although on-the-job training is often required to supplement the theoretical basis gained in school.

Furthermore, professionals typically have expertise and depth of knowledge in specific skill areas. In particular, I am a professional chemical engineer having certain skills to design a catalytic reactor, while I lack the skills of architecture to design a grand hotel.

The public judges professionals with respect to our protection of safety, health, and the environment. Professionals are regulated by state boards and by trade associations that embody a given code of ethics for practitioners of the profession.

Continuing Education is Professional

Most certifying bodies require a commitment to continuing educations to demonstrate professionalism. Because engineers and managers are tasked with protecting the public safety through our work, we must understand changes in the knowledge base and emerging tools or techniques to improve the quality of our work. Keeping up with the latest learnings and knowledge in a field is required for engineering code of ethics. It’s also smart business!

Imagine that a new business process, like design thinking, has been introduced to product, project, and engineering managers. This methodology shortens new product development life cycles, enhances product usability for customers, and improves profitability for the firm. While it might be legal, and probably is even ethical, it is not advisable to ignore business opportunities. The only way engineers and managers learn about these new tools is through continuous professional development.

Continuous Professional Development

Many licensing bodies require continuing professional development in order to maintain certification. Most state licensing boards in the United States require some form of continuing education in order that an engineer maintain his/her license to practice. PDMA (Product Development and Management Association) requires NPDPs (New Product Development Professionals) learn emerging practices to maintain their certification as does ASEM (American Society of Engineering Management) for PEMs (Professional Engineering Managers). PMI™ (Project Management Institute) has even designated three key areas for continuing professional development for PMPs™ (Project Management Professionals):

Business and strategic management,
Technical project management, and
Leadership.

How Do You Earn Professional Development Credits?

Most certifying bodies require a large number of hours dedicated each year to maintaining certification for professional licenses. PDMA, PMI, and ASEM require about 15 to 20 hours per year of continuing education. For most busy professionals, that’s hard to do. It is expensive to attend conferences and you often feel like you’ve fallen further behind than ever when you return to the office after a conference.

At Simple PDH, we’ve made it simple to retain your hard-earned professional certifications. You study, learn, and earn professional development hours (PDH) on line. It’s simple and affordable. We are adding new courses all the time based on fundamental skill building for product, project, and engineering managers as well as courses that demonstrate emerging trends that you need to know about now! Check out our popular Disruptive Innovation training course, for example, and earn 1 PDH toward you NPDP, PMP, or PEM renewal. It’s simple!

Study. Earn. Learn. Simple. If you have questions about existing or upcoming PDH courses, please contact us at [email protected] or by phone at 281-280-8717. We also offer PMP boot camps and a 2-day NPDP workshop as well as a variety of online prep courses so you can earn your certification quickly and easily.

Study. Learn. Earn. Simple.

A division of Global NP Solutions, LLC

Certification vs. College

Posted on 06.09.16

The news story told of a 300% increase in college tuition over the past five years. Former students explained their fear of deep debt from college loans hanging over their heads as they move forward in life. Parents, in the story, told of cashing in retirement savings to fund their child’s college education.

Every day we encounter these gloom and doom stories about the rising costs of college education partnered with joblessness and underemployment. The dream, we are taught, is to get a college degree and it will automatically open the doors to a high-paying job.

Another Way

Employers hire for several reasons. An ideal candidate should:

Fit the company’s culture,
Support the firm’s values and purpose,
Be loyal and trustworthy,
Demonstrate skills and capabilities, and
Commit to lifelong learning.

Most jobs today rely on knowledge workers who must stay current in their field. Top management requires flexible, fast, and adaptable employees for long-term success.

Employers may be initially screening job applicants for college degrees, but because of the nature of today’s fast-paced, globally competitive work, employers also need staff to hit the ground running. Hiring is done for specific skill sets so team members can fill a capabilities gap at the firm. Often, work experience is what differentiates job applicants.

Even more so, professional certifications differentiate potential employees. Professional certification demonstrates education, experience, and aptitude within a given field of study. For example, New Product Development Professional (NPDP) certification demonstrates knowledge and experience in strategy, portfolio management, life cycle management, new product development (NPD) processes, tools and metrics, teams and organization, and market research. Project Management Professional (PMP^®) certification affirms capabilities in initiating, planning, executing, monitoring and controlling, and closing projects bounded by constraints in scope, schedule, and budget.

Promotion of managers in engineering roles is assisted by Professional Engineering Manager (PEM) certification demonstrating skills ranging for management, organizing, and people to operations, supply chain, and regulatory compliance.

The Value of Professional Certification

Professional certifications have several advantages are advanced college degrees:

Less expensive;
Depth of (vs. generalized) topic knowledge;
Rigorous, standardized testing;
Demonstrated work experience; and
Commitment to continued professional development.

Most certification programs cost less than 0.5% of an advanced college degree (assuming about US$50,000 for a degree). While a college degree prepares a graduate for any number of potential jobs and industrial fields, professional certification is focused: new product development, project management, or technical engineering management. Unlike colleges and universities which have a wide range of instruction and course requirements to graduate, professional certification use the same, standardized test around the world. The measuring stick is easy to understand.

Finally, the most rigorous professional certifications require a validated work history to show experience in the field. Hand-son experience is exactly what employers are hiring for today and licensure as an NPDP, PMP, or PEM demonstrates knowledge and experience.

Continued Professional Development

The world is changing fast. New theories, tools, and techniques are emerging almost daily. To maintain professionalism, a person must keep up with emerging trends, new practices, and improved problem-solving methods. Continued professional development includes earning professional development hours (PDH) or continuing education units (CEU) required by certifying bodies such as the Product Development and Management Association (PDMA), Project Management Institute (PMI®), and the American Society of Engineering Management (ASEM). PDHs validate lifelong learning. Employers benefit by having an educated, adaptable, and highly-trained workforce that is engaged in their careers.

PDHs are easy to earn at Simple-PDH.com. We provide a combination of narrative, video, and audio files with downloadable study guides for you to study. All PDH courses include a practice test for candidates to validate and learn the material whether it is a basic refresher training or new, emerging topic. You can take the practice test as many times as you want. Finally, prepared by the learning materials and practice quiz, you earn your PDH credits by passing a final quiz. It’s simple!

NPDPs and PMPs requires 60 PDHs every three (3) years, and PEMs require 45 PDHs every three (3) years. To learn more, try our popular Disruptive Innovation training course and earn 1 PDH toward you NPDP, PMP, or PEM renewal.

Study. Earn. Learn. Simple. New courses are being added for PEM, PMP, and NPDP professional development every month, so check back often! If you have questions about existing or upcoming PDH courses, please contact us at [email protected] or by phone at 281-280-8717.

Study. Learn. Earn. Simple.

A division of Global NP Solutions, LLC

Accountability in Learning

Posted on 05.26.16

Most corporations have a learning program in place to help employees first gain, and then improve, the skills necessary to accomplish their jobs. Technical training is no exception and most companies need their staff to remain at their peak performance in order to design, develop, and sell new products; improve engineering and manufacturing processes; and to effectively manage projects. But, how do you ensure that time spent in technical training is worthwhile?

Often technical training occurs at conferences of national trade associations. Despite the depth and breadth of topics presented by university students at national conferences, can your staff actually apply these learnings directly to work problems? In addition, conferences tend to be expensive, requiring travel, hotels, and meals. Attendees spend half their time doing email to address problems back home while at a conference anyway.

In essence, corporate learning and training development officers must ask how they can attain accountability in training. How can expected outcomes be measured for a training event? What are the right training events for a firm’s staff to attend? How can limited training budget and time be optimized?

Online Learning

One of the best options today is to use online learning platforms for technical training. Online learning has the benefit of being delivered at the right time in the right place. Transfer of new skill sets to the work environment is easy – the training is delivered to the place where the skills will be used!

Online learning does not take staff away from the office for several days at a time as do large conferences. Instead, employees can take courses in short time frames while still managing day-to-day work at the same time they are maintaining existing skills and growing new talents. Most staff recall only one or two presentations from a week-long conference. You can target and select the one or two hours of defined training in advance from an online learning portal.

In addition, online training tends to be far less expensive than attending a conference. Most courses providing one professional development hour (PDH) at Simple PDH start at just US$29.95. Compare this price to unfocused conference topics in exotic locations where attendance fees start at over $1500!

Measured Outcomes

Few staff return from a conference with solid implementation plans of new skills or solutions to company problems. Even fewer employees can clearly articulate what they have learned at a conference. Most companies do not benefit across department or functional lines to learn from a single employee attending a conference. Technical knowledge becomes tacit knowledge – residing within the brain of just one individual. Clearly, this is not cost efficient for the organization.

Furthermore, managers and training professional cannot measure learning outcomes of conferences to support an employee’s development. Like all business functions, learning outcomes should be measured to determine effectiveness of the development effort.

Online learning offers an easy solution to measuring learning performance outcomes. All of our training courses at Simple PDH clearly explain the purpose and outcome of the training course before you purchase the learning module. Each course comes with a final test that characterizes key learning items for the course. Learning is measured by a passing score (typically 70% or greater) on the final test. Candidates can download or print their completion certificate and related course materials for later reference.

Shared Knowledge

Courses at Simple PDH also include tip sheets, notes, and practice tests. Many courses include self-assessments to measure organizational performance overall. For example, one of our newest courses, Disruptive innovation, includes a corporate self-assessment to benchmark your performance in radical innovation against activities of those firms that are effectively introducing unique new products and business models.

Candidates that engage in online learning can immediately share their new knowledge with colleagues. Skills gained in a one or two hour online training course can be transferred to a practical application the same day! With a corporate subscription (coming soon), employees can take the same training course – at their convenience – and build a common framework of technical knowledge.

Try Online Learning Now

Learning must be accountable in order for organizations to recognize the benefit of training investments. Technical training must be measurable and immediately applicable. Training today must also be cost effective and delivered under tight scheduling time frames to be value-added.

Online learning offers companies an effective way to deliver technical training in new product development, project management, and engineering leadership. Online training classes offer accountability of results matched to training and development plans. Learning is immediately applicable to solving current business problems since training is delivered on-demand, on-site, and on-time. Moreover, online training is affordable and convenient.

NPDPs and PMPs requires 60 PDHs every three (3) years, and PEMs require 45 PDHs every three (3) years. Online training is a quick, easy, and affordable way to gain practical knowledge to translate emerging practices into actionable results. Use code SPE2016 before 31 May 2016 to save 50% on Disruptive Innovation training and earn 1 PDH toward you NPDP, PMP, or PEM renewal.

Study. Learn. Earn. Simple.

A division of Global NP Solutions, LLC

Learning is Curiosity

Posted on 04.28.16

Even though “curiosity killed the cat,” continuous, lifelong learning depends on curiosity. Curiosity give

Chinese girl with thought bubble in classroom

s us the motivation to learn how something works, how we can better ourselves, and how we can improve the world around us. Learning has a prerequisite of curiosity!

In addition to curiosity, we must also be vulnerable in order to learn. Vulnerability creates a mentally “open” state that allows us to absorb new ideas, new concepts, and new ways to solve problems. Being vulnerable is not taking undue risk; instead, being vulnerable is being open without judgement.

Learning Methods

Children often learn through curiosity. Their learning is typically hands-on. Toddlers will touch and feel objects

while teachers and parents repeat the names of those same items. A red block. A blue ball. Early learning focuses on identification.

As we mature, we begin to recognize written language that identifies the objects we have learned to describe verbally. The written word allows us to gain context and meaning when we are not directly presented with the object. The red block sits to the right of the blue ball.

Moreover, as we continue to learn new ideas and concepts as children and young adults, we find that that the written word itself can present new discoveries. We can read about distant places and foreign lands, wild animals, and famous people who have lived before us. The written word takes us to magical places and teaches us life lessons (e.g. The Chronicles of Narnia).

While the written word paints a picture of dreams and wishes, it can also provide learning for our practical needs. Reading is considered one of the most common hobbies of successful business executives. Engaging in reading allows us to learn new concepts that have been tested in other situations. Curiosity allows us to investigate these new ideas and vulnerability gives us permission to test a new theory in our industry.

Continuous Learning

To continue to grow as professionals, we must embrace lifelong learning. Many of us have demonstrated learning through the attainment of professional credentials like NPDP (New Product Development Professional), PMP® (Project Management Professional), and PEM (Professional Engineering Manager). These certifications demonstrate education, experience, and knowledge in a given field of practice.

A hallmark of certification is the commitment to continuous learning. NPDP and PMP certification require 60 professional development hours (PDH) every three years. Likewise, the PEM certification requires 45 PDHs of continuing education every three years.

Some certified individuals find it a challenge to meet these requirements. At Simple-PDH, we understand how busy the life of a product, project, or engineering manager is. We want to make learning easy and presented in a way to stimulate your curiosity. Our PDH courses are simple, affordable, and fully on-line. Your simple study the material presented in bite-sized chunks (written word, video, and audio). You learn the basics of master theories and emerging topics in product, project, and engineering management. Upon completion of a short quiz (usually 10 questions for each PDH), you earn PDH(s). Simple!

Curiosity and Vulnerability

professional development in arrows If you are curious as to how on-line learning works, please check out a FREE course. Learn more about NPDP certification by clicking here to register at no cost.

If you feel that your firm is vulnerable to innovation threats, check out our popular course offering PDHs to NPDPs, PMPs, and PEMS. Click on Registration in the upper right corner at www.Simple-PDH.com, then enroll in either of the Disruptive Innovation or NPDP Certification courses (see Courses in the top menu). Use coupon code SPE2016 through 31 May 2016 for a 50% discount. Disruptive innovation is a learning theory itself and requires an innovation team as well as senior management to embrace curiosity and vulnerability to succeed.

New courses are being added for PEM, PMP, and NPDP professional development every month, so check back often! If you have questions about existing or upcoming PDH courses, please contact us at [email protected] or by phone at 281-280-8717.

Study. Learn. Earn. Simple.

A division of Global NP Solutions, LLC

The 3A’s of Professional Development

Posted on 03.31.16

Most professionals today are swamped. We attend meetings, manage email, and do the work of our projects. However, most professionals also maintain an obligation to continuous learning within our chosen professional field. In fact, many of us are required to demonstrate continued education in order to maintain our professional credentials.

For example, PDMA (Product Development and Management Association) and PMI® (Project Management Institute) both require renewal of certifications every three (3) years showing 60 professional development hours (PDHs). PMI specifies that of these PDHs, at least eight (8) hours must be attained in each of business and strategic management, leadership, and technical project management. ASEM (American Society of Engineering Managers) requires 45 PDHs every three (3) years to maintain the Professional Engineering Manager (PEM) certification.

In a working world short on time, how can professionals get the job done and maintain their credentials? That’s where the 3A’s of professional development come in:

Accessible,
Available, and
Affordable

Accessible

One option for New Product Development Professionals (NPDP), Project Management Professionals (PMP®), and PEMs is to earn continuing educations units (CEU) online. Online learning is accessible wherever there is an internet connection. At Simple PDH, we make PDH courses accessible through a variety of formats.

First, courses include documentation and video/audio to make learning easy. Students can download articles to read at their leisure or proceed through the course at one sitting. Most PDH courses are designed for completion within just one or two hours.

Next, practice tests are available for users to test their knowledge on the topic before, during, and after studying course materials. Practice tests help you prepare for the final exam. Continuing education credits are awarded after the candidate achieves a passing score on the final test.

Finally, candidates can take the final exams as many times as necessary during the course registration period (typically 60 days). Once a user obtains a passing score (typically 70%), s/he can download and print the completion certificate clearly indicating the course title, date, and number of PDHs earned.

Available

While we are just getting started in 2016, a wide variety of professional topics for PDH courses are coming available at Simple PDH. Professional credential holders should routinely review foundational concepts as well as emerging topics.

For example, NPDPs should be well-versed in strategy and portfolio management. PMPs must understand the triple constraint and earned value management. (Our newest course, launching in April 2016, covers Project Cost Estimating, the triple constraint, and earned value management.) Likewise, PEMs should be familiar with organizational design and quality systems. Yet, all professionals benefit from emerging knowledge in the fields of open innovation and design thinking, for example. (Look for courses on these topics later in 2016.)

Affordable

A big drag on maintaining a professional credential is the cost. Most certifying bodies require a certification renewal fee in addition to demonstration of continued professional development. Many of us cannot afford the time or money to attend large, multi-day conferences just to earn a few PDHs. In other cases, even attending a full conference does not meet the minimum required PDHs for renewal of a professional credential.

Online learning is simple and affordable. Most one-hour courses cost less than a meal at a local restaurant. In addition, annual memberships offer discounted course rates in which you can bundle your own select group of courses to save more. Corporate memberships are coming soon!

The 3A’s of Professional Development

You have worked hard to attain a professional certification like NPDP, PMP, and PEM. It is our belief at Simple PDH that maintaining your certification should be accessible, available, and affordable. With online courses you can study, learn, and earn your PDHs simply!

Try It Now!

To find out how easy it is to study, learn, and earn PDHs at Simple-PDH, join the Disruptive Innovation course now and earn 1 PDH for NPDP, PMP, or PEM renewal. If you’re not 100% sure of how online training works, please take an introductory course for FREE! Learn more about NPDP certification by clicking here to register at no cost. Or click on Registration in the upper right corner at www.Simple-PDH.com, then enroll in either of the Disruptive Innovation or NPDP Certification courses (see Courses in the top menu).

Study. Learn. Earn. Simple.

A division of Global NP Solutions, LLC

How Learning is Different Today

Posted on 03.17.16

Not so many years ago, education occurred in a classroom. Teachers prescribed textbooks for students to read and then lectured on the textbook as students diligently took notes. Homework assignments were written on notebook paper and duly graded with a red pen.

Learning is very much different today and is continually evolving to take advantage of changing lifestyles. For example, classroom education is declining among adults as more efficient methods of delivering education are available. Of course, technology plays a large part in this evolution of learning.

Technology in Learning

Today we carry a computer in our pocket. Smartphones give access to encyclopedic knowledge as well as “how to” and trivia. It is not impractical to view a YouTube video to learn woodworking skills as you step-by-step build new garden furniture.

Unfortunately, because of the availability of information, most people have lower retention rates. This is really the gap between knowledge and information. Watching a woodworking video gives me information on the skill to use a router but until I actually hold the router in my hands and apply it to a piece of wood, I do not have knowledge.

Professional Knowledge

Because learning is so different today and the required skills to be proficient at a job are growing, professional certifications are increasing. Certification demonstrates knowledge (not just information), skills, and experience in a chosen field of study. In many cases, professional certification is required for jobs above and beyond college degrees.

It is important to note that professional certifications are awarded based on demonstration of skills, knowledge, and experience. New Product Development Professionals (NPDP), for example, require skills in new product development and innovation demonstrated by an educational requirement (high school diploma or bachelor’s degree), experience in the field (five or more years of product development experience), and a passing score on a certification exam. Certification exams validate basic knowledge in the field of expertise. Project Management Professionals (PMP®) and Professional Engineering Managers (PEM) must meet similar requirements in certification.

Continued Education

A key criteria for professional certification is the continuing education requirement. Continued learning validates experience and skills in the field of study and encourages professionals to maintain knowledge of best practices and emerging trends. Most professional certification programs require continuing education.

Certification	# Professional Development Hours (PDH)	Renewal Period
NPDP	60	3 years
PMP*	60	3 years
PEM	45	3 years

*Includes 24 hours in Business Strategy, Technical Project Management, and Leadership

Earning Professional Development Hours (PDH)

Because learning is different today, so is maintaining a professional credential. In the past, certificate holders needed to attend expensive conferences out of town and away from the office. Many of the topics presented at a conference are not applicable to your business or background.

Today, learning is different. Online courses are short and affordable. You can select the topics that interest you. Instead of listening to someone drone on for hours in a lecture, online courses are interactive, engaging, and at your own pace. A typical course at Simple-PDH will offer learning with a downloadable article to read, various audio and video components, and a practice test. Final exams allow participants to download and print a certificate for their records to demonstrate earned PDHs to maintain certification.

Simple-PDH

Learning is different today. It is much more engaging, simple, and affordable. While many careers today require professional certification for advancement, we know that it is hard to maintain these credentials. At Simple-PDH, online courses make it easy to study, learn, and earn continuing education credits for your professional certification. It’s simple!

Try It Now!

Study. Learn. Earn. Simple.

A division of Global NP Solutions, LLC