Conrad Gottfredson
Chief Learning Strategist, APPLY Synergies
Conrad Gottfredson, the chief learning strategist at APPLY Synergies, has deep experience in organizational learning, collaborative development, knowledge management, online learning, performance support, and instructional design and development. Conrad is the original developer of the Learning at the Five Moments of Need framework now in use around the world. He has worked with many of the world’s largest organizations, helping them attain higher levels of learning agility. Conrad’s experience includes the design and deployment of large-scale knowledge management and performance support systems within multinational corporations. In 2014 Conrad was awarded the Guild Master Award for his accomplishments and contributions to the eLearning community. He holds a PhD in instructional psychology and technology.
Latest from Conrad Gottfredson
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Microlearning is a Sheep in Wolf’s Clothing
Although microlearning and workflow learning are key members of the learning and job performance ecosystem, they aren’t the same.
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The Power of Performance: A Thought-Provoking Panel Discussion
As organizations navigate an ever-evolving workplace, theability to cultivate a high-performing workforce has become mission-critical.In this insightful panel discussion, our experts will share their hard-woninsights on bridging the gap between learning and on-the-job performance. Gainactionable strategies for designing training that delivers measurable businessimpact, leveraging performance support tools, and fostering a culture ofcontinuous learning. Explore the latest trends shaping the L&D landscapeand uncover solutions to optimize workplace performance. Leave this session armed with the knowledge and inspirationto transform your L&D function into a performance powerhouse. Don’t missthis opportunity to learn from the best and position your organization forsuccess.
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From Training Metrics to Business Results: Key Strategies for L&D
First, we will explore why connecting conventional trainingmetrics with tangible business results has historically been challenging. After,we will examine five areas of impact that should guide every L&D decision:amplifying the productivity of new hires, enabling and sustaining effective jobperformance, accelerating ongoing growth, adapting at the speed of change, and reducingoperational risk. Finally, the session provides practical guidelines formeasuring and reporting results in each area, supported by detailed data examples. In this session, you will learn:
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Nurturing a Culture of Continuous Learning: A Guild Master Panel
The concept of building a “culture of learning” is discussedoften in learning and development circles. It’s fairly easy to recognize anorganization that has a strong learning culture, but it’s considerably morechallenging to build such a culture yourself. In our closing session of the Learning Leaders Online Forum,we have invited three Guild Masters for a conversation examining how to supportand improve the culture of learning in our organizations. You will examine thefactors that most shape an organization’s learning culture, and the associatedforces that most directly influence those factors. You will examine commonchallenges that exist in pushing your learning culture forward, and…
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Developing Leaders in the Workflow
Senior executives spend just three percent of their workdaythinking about the future—that’s a mere 14 minutes per day pondering theenvironment where they compete. The future is crucial to an organization’ssuccess, but day-to-day activities are a time suck. In this session you will explore how embedding the tacticalwork of leaders into the workflow enables us to help leaders operationalizethis work and free up time for actual thinking and leading. By joining us forthis session you will discover how to get time back each day to “lead”, bothfor yourself as a leader and for the organizational leaders you support.
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Performing at the Speed of Change: Workflow Learning in a Pandemic
Learn (and apply) the six reasons why workflow learning the key to helping an organization perform at the speed of change, especially during a pandemic.
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Harnessing the Mobile Storm: The Power and Potential of Mobile Learning
This complimentary white paper paints a colorful picture of the power and potential of the mobile storm that is reaching the shores of most learning and development groups.
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Performance Support Improves Business Outcomes
In enterprises that are implementing talent management and talent development strategies, especially talent marketplace strategies, performance support offers several key advantages. Learn about them, and your vital interest in the benefits, here.
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It’s Performance That Matters
The performance zone has never been more challenging. Change continuously disrupts it; threats or opportunities seemingly come out of nowhere. The ability to correctly anticipate change will make or break it. The job performance of employees is what fundamentally matters. Here are the five strategic areas where the learning organization must focus to enable that performance.
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Big Data and Performance Support
Big data legitimately receives a lot of attention today for the important insights it can provide to executives as they make decisions. But by itself big data is not enough to create improved performance. What is needed is learning agility, and the key part played by performance support. Here is a guide to developing an integrated learning and performance support strategy.