166: The Future Isn’t Flashier—It’s Smarter: Christy Tucker on Building Learning That Sticks

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Hey friends, and welcome back to
another incredible episode of

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Add Up LND.
I'm your host, Holly Owens, and

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today I'm beyond excited because
we have a returning guest who is

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basically a legend in the LND
world.

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Christy Tucker is back on the
mic.

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If you're not already following
her on LinkedIn or reading her

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blog, what are you doing?
Christy brings deep insight,

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clarity, and a whole lot of real
talk when it comes to

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instructional design,
freelancing, and all things

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scenario based learning.
In this episode, we nerd out

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hard on what it makes what it
makes good learning stick,

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especially branching scenarios,
simulations, and how to actually

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apply these tools in the real
world.

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Plus, we dive into how AI has
evolved in our workflows over

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the last year, the ethical
nuances around image generation,

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and where this technology might
take our field next.

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So buckle up, this is one of
those jam packed conversations

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that's going to get your wheels
turned.

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Let's dive in with Christy
Tucker.

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Hi, we're ispring, an
international team of e-learning

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enthusiasts who help more than
60,000 clients across the globe

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succeed with better online
learning.

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Our two flagship solutions are
ispring Suite and ispring Learn

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LMS.
Ispring Suite is an intuitive,

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all in one authoring tool for
creating engaging e-learning

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content, and ispringlearn is an
innovative online training

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platform for onboarding,
upskilling, and certifying your

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teams.
We also provide tons of free

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resources for aspiring and
experienced e-learning

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professionals, conduct weekly
webinars with top industry

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experts, and organize annual
e-learning conferences,

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challenges, and championships.
We'd be happy to get to know you

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and pick a solution that fits
your needs best.

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Go to www.icepringsolutions.com
to learn more about us, download

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our resources, and connect.
Hello everyone, and welcome to

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another amazing episode of Add
Up L&D.

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I'm super pumped today because
we have a returning guest and

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you're going to love her.
If you don't already love her,

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follow around LinkedIn and all
of her great resources and tips.

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Christy Tucker is here.
Welcome to the show, Christy.

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Welcome back to the show,
Christy.

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It's so good to have a chance to
chat with you again, Holly.

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We had so much fun last time.
We did and I'm, I'm looking

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forward to asking that question
we were talking about earlier

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cuz it's, we kind of had, it was
a timely episode.

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The last episode it was.
But but before we dive into all

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that, for those who don't know
you, and they should know you

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out on the LinkedIn space
especially, tell us about your

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journey into L&D, what you do
like, what's your area of

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expertise, all the different
things you've been up to and how

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you've grown into this area that
you're in now.

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Yeah, so my career has always
been about helping people learn

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in one way or another.
So I've been helping people

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learn for over 20 years.
I started as AK12 music band

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teacher.
Like most of us, not a band.

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Teacher many of us started as
AK12 teacher.

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That's that's where I started
to.

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And then I switched to corporate
software training back when lots

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of businesses had computer labs
where you would go in person and

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sit in a computer room and have
a person stand up in the front

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of the room and teach you how to
use Microsoft Office.

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Yeah, I did that job.
It is why I know all sorts of

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obscure, you know, Microsoft
Office, Microsoft Excel

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shortcuts and.
Things we're gonna have to get

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like a random fact in the
episode about Microsoft

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something.
I know we, we, we did.

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So I did all of that, like the
train people how to use train

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people how to use Office and
Microsoft Project and Access and

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a little bit of relational
relational database design.

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And that was fun.
But I missed the creating the

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curriculum side of things from
teaching.

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I'd been like teaching out of
books that other people were

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writing up and I that was fine,
but, and I liked working with

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adult learners, but I missed the
writing side of things.

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And so I did the research of
like, well, what's, what's a job

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where I do that and found
instructional design and then

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spent a long time applying for
jobs before I got the first

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instructional design job.
But I have now been working in

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instructional design for over 20
years and so.

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It goes by fast, doesn't it?
Yeah, I've done.

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I did started out as work for an
online university initially, but

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I've done kind of both higher Ed
and workplace training things.

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I've worked with nonprofits and
government agencies, everything

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from cities up to federal
government agencies.

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I've done lots of things with
associations and professional

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development for people through
associations.

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And I started my own business in
2011.

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So I've been now working for
myself for more than 10 years.

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I am a terrible yes man.
And so I'm not actually very

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good working for a boss.
It's much better when I'm the

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external consultant and then I
get to tell people like, yeah,

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this is a dumb way to do things.
I mean I'm I'm usually better,

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more diplomatic.
But we have a, we have, we have

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a much better way that you can.
Right, right.

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It's always, it's always, it's
always on the like, well, you

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know, I can see where you're
going with this.

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But given the goal that you've
said that you had, do you think

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that would you be open to
considering another approach?

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Yeah, So like people.
There you go.

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Like the way that you did it is
dumb.

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Yeah.
But it is sometimes it is like

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you have to be pretty blunt,
like this is not going to work.

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It is really not going.
To work and also sometimes it is

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the I've made my recommendation,
but ultimately you're the

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customer and if you choose to go
ahead with this, like understand

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that you know you're taking
responsibility for the outcomes.

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That's going to be your the
You're responsible for the

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consequences of what happens.
And it is these Sometimes you

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let clients have the natural
consequences of their decisions.

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Yeah.
And sometimes that also is your

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job as a consultant.
So I've been doing that these

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days, I specialize particularly
in scenario based learning and

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branching scenarios.
I've been blogging.

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I'll hit, let's see.
I'm, I'm, I'm not, I'm not at

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the 20 years on blogging, but
it's been a long time and I do

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right in my blog about scenario
based learning and a lot about

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AI images and, and using AI
these days too.

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So those are sort of the things
that I'm known for.

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Yeah.
So you know, for the audience

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that doesn't know, you're
definitely an expert in the

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scenario based learning as
you're saying.

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So tell them what that actually
is.

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Now we have some, we definitely
have a majority of our audiences

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transitioning teachers like
ourselves.

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So they might not understand,
you know the IDs and that are

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listening, they definitely have
an idea.

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But what is scenario based
learning?

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And you know, I think I actually
wouldn't necessarily seem that

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everybody who's an instruction
designer does.

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Yeah, that's true.
Because we are so terrible in

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this field about having
consistent terminology, scenario

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based learning is not maybe
quite as bad as like micro

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learning in terms of David Kelly
once said that there are no

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definitions of micro learning,
there are just opinions, some of

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which are labeled as
definitions.

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Is that the same for scenario?
Based and scenario based

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learning has there is some of
that too of the I will say I

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tend, I personally tend to be
pretty broad in my definition of

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scenario based learning that I
do tend to think that any sort

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of learning that is using
scenarios as part of the

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training, as part of the
learning experience can go under

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that broad umbrella of scenario
based learning.

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Branching scenarios are one form
of that, and they tend to be the

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one that people think of, but I
would actually put that as a

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smaller subset within a broader.
That's the one, I think.

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Of right So branching scenarios
are essentially like the choose

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your own adventure story for
training so it is that you have

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a situation you have a couple of
choices you make a choice and

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then what happens next is
different depending on what your

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choice is and so it branches out
into multiple different paths

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and there are multiple different
endings positive and negative

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and you get different results
you see the consequences of your

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decisions and I love.
Before you're actually doing it

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in real life.
Right before.

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You're which is important.
Right, right.

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And so it's a key thing for when
you've got things like the soft

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skills, when you've got
communication skills, when

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you've got strategic skills,
when you've got things where

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there's Gray area and where
you're working on practicing

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decision making.
Branching scenarios are one of

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the most effective ways to train
that.

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One thing that we fail a lot in,
in workplace training in

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particular, and and also in
education is giving people

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enough practice with feedback,
doing the actual thing.

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And the closer you can get the
practice to look like the real

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skill the people need to do, the
better off it is.

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And so even though in a
branching scenario you might

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have just text or maybe you have
text and static images, you can

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still make it cognitively more
similar to the kinds of skills

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that people need to practice.
You can have them practice

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decision making, which is key
for a whole lot of different

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things.
So you know, if it's something

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procedural where you just follow
the same steps every time and

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it's exactly the same every time
you do it.

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And if you give five different
people the thing, you're going

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to get the same results all five
times as long as they follow the

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procedure.
Don't use a brand new scenario

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for that.
It's overkill.

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It's dumb, you'll waste your
time.

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But well said.
Right like now, maybe you need a

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little.
Maybe you do need some sort of

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simulation of the process, like
there's.

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Yeah, I was gonna ask cuz that's
one of the things we use a lot

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at Amazon as simulations in.
Privacy in a simulation that

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walks you through.
But if it is, if it is just if

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it is something where there's a
checklist and you really are

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doing it the same way every
time.

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This is the difference between
procedural skills and strategic

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skills.
Ruth Clark talks about this in

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her book on scenario based
e-learning where she talks about

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like when do you use scenarios
and when do you should you use?

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When is some other approach,
probably better procedural is

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you give five people the task
and you get and as long as

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everybody does it right, you get
the same result five times.

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Strategic tasks are the ones
where if you give five people

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the brief and you're going to
get 5 different results, all of

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which may be successful,
although in different ways.

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So if it is building a website
for your business, you give that

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brief to five different web
developers, you are going to get

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very different results and they
all could be successful

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depending on, but they're
probably going to, you know,

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weigh certain factors higher or
lower.

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Visual design is not, there's
not one way to solve that.

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Writing things, writing,
copywriting, learning, there's

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not one right answer that is
automatically better than

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everything else.
Those are strategic skills and

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those in particular are really
hard to practice in a lot of the

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traditional ways that we do
assessment and practice where we

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have forced choice, branching
scenarios do still have a forced

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choice in the typical way that
we're doing things, but it is a

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forced choice within a realistic
context.

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And you're choosing to do
something not just to talk

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about, you know, categorizing.
Well, what type of question

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would you do?
It's the difference between

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you're a manager and you're
trying to resolve a conflict

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between two of your employees
asking the question, what type

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of de escalation strategy should
you use in order to make sure

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that both participants, both
employees feel heard, right?

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That's categorization question
and it's abstracted, but it's

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not the same as deciding, you
know, Rita and Oliver are

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arguing.
Here's what they said.

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What do you do next?
If you immediately take one

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employee's side and say, OK,
Oliver, I think you've got a

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good point here, Rita, I think
we should just go with Oliver's

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plan.
And you cut that off without

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listening, you're going to get a
different result than if you

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say, OK, let's sit down and have
a conversation about this.

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Or if you go talk to each one of
them privately first and then

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you try to get them together,
maybe you get some other

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background information so you
come in more prepared for that

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conversation with the two of
them.

232
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For sure.
Yeah, that's, that's common.

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That happens across industries.
Those sorts of conversations are

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the sorts of conflicts that you
have to resolve.

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It's not just strictly related
to like anything that we're in.

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You're kind of, you're already
mentioning this, but you know,

237
00:13:13,400 --> 00:13:16,280
what are some of the most common
mistakes instructional designers

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00:13:16,280 --> 00:13:18,600
make when they create these
branching scenarios you're

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00:13:18,600 --> 00:13:20,160
talking about?
Like they don't like if it's

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00:13:20,160 --> 00:13:23,320
just one workflow, you don't
need a branching scenario or a

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00:13:23,320 --> 00:13:28,040
simulation necessary for that.
And like, how can, how can we

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00:13:28,040 --> 00:13:30,200
fix them?
So if they've, I know one of the

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things when I worked at
pharmacy, we have had so many E

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00:13:33,280 --> 00:13:36,640
learnings that we had from one
boarding till, you know,

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retraining them, but we had to
go back and redo everything.

246
00:13:39,720 --> 00:13:43,640
So how when they get to this
point where they're taking a

247
00:13:43,640 --> 00:13:46,320
different approach, maybe
they're updating, How do you,

248
00:13:46,480 --> 00:13:49,360
how can they fix that stuff?
What can they do?

249
00:13:50,240 --> 00:13:53,040
So I think there's there's two
things in terms of like getting

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00:13:53,040 --> 00:13:54,560
started.
One option is, you know, I

251
00:13:54,560 --> 00:13:57,800
talked about how I do tend to
take the broader view on

252
00:13:57,800 --> 00:14:01,160
scenario based learning.
Besides the branching scenarios.

253
00:14:01,280 --> 00:14:06,480
I also use a lot of one question
mini scenarios, set it up, ask

254
00:14:06,480 --> 00:14:11,200
one question and then give some
feedback because even if I

255
00:14:11,200 --> 00:14:14,640
cannot convince an organization
that they want to invest in a

256
00:14:14,640 --> 00:14:19,760
branching scenario, the one
question scenario does not take

257
00:14:19,760 --> 00:14:23,160
too much longer to write than a
traditional multiple choice

258
00:14:23,160 --> 00:14:26,000
question.
But it's more application, it's

259
00:14:26,000 --> 00:14:29,320
higher level thinking, it's a
better practice activity.

260
00:14:29,880 --> 00:14:33,480
It's a really good way to get
started and to start building

261
00:14:33,480 --> 00:14:37,520
your skills writing these little
scenarios and writing tight and

262
00:14:38,120 --> 00:14:44,640
writing choices that are actions
rather than the abstract or

263
00:14:44,640 --> 00:14:48,000
categorization kinds of
questions that we tend to do.

264
00:14:48,560 --> 00:14:51,800
So the recall stuff, yeah.
Yeah, the recall because so much

265
00:14:51,800 --> 00:14:55,000
of the time, right, we, we do an
e-learning, we give them content

266
00:14:55,000 --> 00:14:58,160
and then we say so, you know,
can you remember the thing we

267
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told you 5 minutes ago?
Like the definition of

268
00:15:00,120 --> 00:15:02,880
something.
Right, the death, yeah, which is

269
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the definition of these things.
Which order do these steps go

270
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in?
OK, like that is important, but

271
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also is it a more effective
practice to have them recognize

272
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the order in a multiple choice
question where you've just

273
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shuffled the things around for
three or four choices or is it a

274
00:15:22,000 --> 00:15:23,480
more?
And then when they retake it,

275
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it's reshuffled again.
Right, then it's reshuffled.

276
00:15:25,720 --> 00:15:31,120
Or is it more effective to give
them a scenario in which case

277
00:15:31,480 --> 00:15:33,240
they have to do the steps in
order?

278
00:15:33,760 --> 00:15:39,120
And I love as a plausible
distractor for scenarios to have

279
00:15:39,360 --> 00:15:44,080
the right decision at the wrong
time in the process because

280
00:15:44,080 --> 00:15:46,640
that's a really easy mistake.
Anytime you have something where

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00:15:46,640 --> 00:15:49,840
there's a step of thing, it's
the, Oh yeah, I need to use, you

282
00:15:49,840 --> 00:15:53,280
know, thinking about
motivational interviewing, which

283
00:15:53,280 --> 00:15:55,880
is a technique in, in healthcare
and other things.

284
00:15:55,880 --> 00:15:58,560
It's it's having conversations
with people to encourage

285
00:15:58,560 --> 00:16:00,480
behavior change.
But you don't want to do the

286
00:16:00,480 --> 00:16:03,600
summary too early in the process
because it's the thing that you

287
00:16:03,600 --> 00:16:05,520
do at the closing.
Right.

288
00:16:06,040 --> 00:16:10,800
But if you jump into it too
fast, or if you should ask a

289
00:16:10,800 --> 00:16:15,760
question about you, you should
be making a suggestion to have a

290
00:16:15,760 --> 00:16:18,640
small behavior change, just some
small measurable behavior

291
00:16:18,640 --> 00:16:21,120
change.
But you can make that suggestion

292
00:16:21,400 --> 00:16:24,360
too early in the process, before
you've done enough of the sort

293
00:16:24,360 --> 00:16:29,400
of behavior change work before.
Yes, I understand what you're.

294
00:16:30,000 --> 00:16:31,080
Saying right.
And so it's.

295
00:16:31,880 --> 00:16:32,960
Yeah.
It's the wrong process.

296
00:16:33,040 --> 00:16:37,160
You're kind of giving them the
answer without making them go

297
00:16:37,160 --> 00:16:40,160
through.
I kind of related to like long

298
00:16:40,160 --> 00:16:44,040
division and short division.
Like you have learned the full

299
00:16:44,040 --> 00:16:49,360
process 1st and then you can
learn those shorter ways, yeah.

300
00:16:50,080 --> 00:16:54,120
If that's the if the skill you
need to train has that kind of

301
00:16:54,120 --> 00:16:58,680
complexity in it, then it's
really hard to train it if all

302
00:16:58,680 --> 00:17:01,000
you're doing is single multiple
choice questions.

303
00:17:01,520 --> 00:17:03,720
Exactly.
Say it louder for the people in

304
00:17:03,720 --> 00:17:06,440
the back.
There was just a conversation on

305
00:17:06,440 --> 00:17:10,079
the instruction design subreddit
about when do you use branching

306
00:17:10,079 --> 00:17:12,599
scenarios and how do you get the
ideas for when you should do it

307
00:17:12,599 --> 00:17:14,440
or not.
And somebody said in the real

308
00:17:14,440 --> 00:17:17,760
world, if I can get 80% there
with the one question mini

309
00:17:17,760 --> 00:17:19,720
scenario, should I be doing this
Well?

310
00:17:19,920 --> 00:17:22,800
If it only meets one of these
and I can kind of do it with a

311
00:17:22,800 --> 00:17:24,280
one question mini scenario,
should you?

312
00:17:24,640 --> 00:17:28,880
Well, part of the answer is you
do branching scenarios when the

313
00:17:28,880 --> 00:17:34,520
problem you're trying to solve
is worth the cost and effort of

314
00:17:34,520 --> 00:17:36,800
building a branching scenario.
Right.

315
00:17:37,600 --> 00:17:39,760
How painful is the problem that
you're trying to solve?

316
00:17:41,280 --> 00:17:43,960
How complex is the skill that
you're trying to train?

317
00:17:44,800 --> 00:17:46,440
Right.
And of course, data will

318
00:17:46,440 --> 00:17:49,280
influence some of that
conversation as well, bringing

319
00:17:49,280 --> 00:17:50,560
some of the data.
Yep.

320
00:17:50,600 --> 00:17:53,240
And so if you've got data and
some of the how painful it is,

321
00:17:53,240 --> 00:17:57,880
is also the if you're training
50 people in a small

322
00:17:57,880 --> 00:18:02,240
organization, the solution has
to be faster to build than if

323
00:18:02,240 --> 00:18:07,440
you are training 10,000 people.
Because something that is a

324
00:18:07,440 --> 00:18:11,600
small problem but magnified by
10,000 people is much more

325
00:18:11,600 --> 00:18:16,080
likely to be expensive enough to
be worth building a more complex

326
00:18:16,480 --> 00:18:18,680
scenario.
And that's part of the real

327
00:18:18,680 --> 00:18:21,480
world of figuring out what
approaches you use.

328
00:18:21,480 --> 00:18:24,640
As much as I'd love to say every
project I do is a like cool

329
00:18:24,640 --> 00:18:27,440
branching scenario and.
Like it's changed in the world.

330
00:18:27,640 --> 00:18:32,040
It's not and I do lots of one
question mini scenarios because

331
00:18:32,040 --> 00:18:34,720
sometimes that's what it is.
I I've done interactive video

332
00:18:34,720 --> 00:18:37,640
scenarios.
Actually higher actors have 1/2

333
00:18:37,640 --> 00:18:40,680
day shoot.
It's, it's totally overkill for

334
00:18:40,680 --> 00:18:42,160
this.
And I, I've worked with this

335
00:18:42,160 --> 00:18:48,080
great Snee who has this vast
collection of photos of real

336
00:18:48,080 --> 00:18:53,360
problems in the environment.
And so I love her so much

337
00:18:53,360 --> 00:18:55,520
because she's gone through and
like labeled them.

338
00:18:55,720 --> 00:18:58,480
She'll sort them into folders of
like which problem it is, and

339
00:18:58,480 --> 00:19:01,800
then she'll have bad and good
and has them labeled in the

340
00:19:01,800 --> 00:19:02,960
photos.
This is great.

341
00:19:03,120 --> 00:19:05,520
And so we did a lot of things.
So frankly, for that one, the

342
00:19:05,520 --> 00:19:10,120
scenarios were here's a photo
you're inspecting this site,

343
00:19:10,320 --> 00:19:13,600
here's what you see.
Here's the checklist that you're

344
00:19:13,600 --> 00:19:16,640
using for your inspection.
What problems do you check off

345
00:19:16,640 --> 00:19:19,440
which, which things meet it,
which things don't?

346
00:19:19,440 --> 00:19:23,400
Based on the photos, those are
much smaller, lightweight

347
00:19:23,400 --> 00:19:26,600
scenarios.
But the skill I need people to

348
00:19:26,600 --> 00:19:30,160
do in that case is to visually
look at something and recognize

349
00:19:30,160 --> 00:19:31,960
whether it's a problem that
needs to be addressed or not.

350
00:19:32,960 --> 00:19:36,960
And so I'm getting the practice
exercise to look as much like

351
00:19:37,360 --> 00:19:42,360
the real skill that they need to
do as I can do in a self-paced

352
00:19:42,360 --> 00:19:44,800
e-learning.
My gosh, I love this episode.

353
00:19:45,120 --> 00:19:47,600
And now I'm going to shift the
conversation because last time

354
00:19:47,600 --> 00:19:52,560
that we talked, AI was coming
out like ChatGPT, that first

355
00:19:52,560 --> 00:19:54,840
segment of this episode.
That is so much valuable

356
00:19:54,840 --> 00:19:56,400
information for instructional
designers.

357
00:19:56,400 --> 00:19:58,200
So they need to go re listen to
that part.

358
00:19:59,480 --> 00:20:03,560
But let's shift into AI.
We were nervous about what was

359
00:20:03,600 --> 00:20:06,960
AI gonna do to the industry,
instructional designers, L&D as

360
00:20:06,960 --> 00:20:09,320
a whole.
My perspective has definitely

361
00:20:09,320 --> 00:20:11,160
changed.
How's your perspective?

362
00:20:11,160 --> 00:20:14,640
What do you think about AI and
how it fits in the workflows and

363
00:20:14,640 --> 00:20:17,840
things today for us?
We were at that point where

364
00:20:17,840 --> 00:20:19,960
there was a lot of people
talking about is AI going to

365
00:20:19,960 --> 00:20:22,680
take, you know, like is the
instructional design field going

366
00:20:22,680 --> 00:20:26,440
to exist five years from now?
I will say that I think overall,

367
00:20:27,000 --> 00:20:29,360
I don't think that the field of
instructional design is going to

368
00:20:29,360 --> 00:20:31,840
disappear.
I do think that roles are going

369
00:20:31,840 --> 00:20:36,920
to change, and I think we don't
know what all of those changes

370
00:20:36,920 --> 00:20:38,320
will be.
Yes.

371
00:20:39,400 --> 00:20:43,400
There's this idea that we tend
to overestimate the impact of

372
00:20:43,400 --> 00:20:46,960
new technology in the short term
and underestimate the impact of

373
00:20:46,960 --> 00:20:49,000
it in the long term.
That is very true.

374
00:20:49,440 --> 00:20:55,360
So when we see the, the, the
arguments of like, oh, your

375
00:20:55,360 --> 00:20:58,160
whole job is going to change in
the next two to three years.

376
00:20:58,360 --> 00:21:02,400
And if you aren't on board with
AI right now doing using it

377
00:21:02,400 --> 00:21:05,000
every single day, somebody else
is going to take your job.

378
00:21:05,240 --> 00:21:09,280
I get really uncomfortable with
that level of hype and fear

379
00:21:09,280 --> 00:21:12,680
mongering.
The reality is big organizations

380
00:21:12,680 --> 00:21:16,680
do not move that fast.
No, especially higher education

381
00:21:17,040 --> 00:21:21,280
rate in academia.
On the other hand, I don't think

382
00:21:21,280 --> 00:21:24,040
you should put your head in sand
and ignore it.

383
00:21:24,240 --> 00:21:26,240
It's not going away.
No.

384
00:21:26,920 --> 00:21:29,360
And you do need to be paying
attention.

385
00:21:29,360 --> 00:21:32,720
One of the assets that we have
in the L&D field is that we do

386
00:21:32,720 --> 00:21:36,840
tend to be curious people.
We like learning new stuff.

387
00:21:36,840 --> 00:21:38,840
We're.
Super nerdy Christy, we

388
00:21:38,840 --> 00:21:41,640
establish this.
We will go explore super nerdy

389
00:21:41,640 --> 00:21:44,080
things.
As as established, we're super

390
00:21:44,080 --> 00:21:47,440
nerdy and enjoy learning for the
sake of learning in ways that,

391
00:21:47,520 --> 00:21:50,480
like other people, maybe don't
enjoy learning for the sake of

392
00:21:50,480 --> 00:21:52,360
learning quite as much as we all
do.

393
00:21:53,640 --> 00:21:56,240
You should be getting some of
that hands on practice.

394
00:21:56,240 --> 00:21:58,200
You should be trying and
experimenting with it.

395
00:21:58,440 --> 00:22:02,520
You should be figuring out where
it's helpful to you and where

396
00:22:02,520 --> 00:22:06,000
the limits are, the tools are.
And sometimes it is also that

397
00:22:06,000 --> 00:22:09,080
you try the tools for something
and say, I don't think this is

398
00:22:09,080 --> 00:22:11,560
quite working yet.
But as fast as the technology is

399
00:22:11,560 --> 00:22:15,000
changing, in six months or a
year it may be able to do the

400
00:22:15,000 --> 00:22:18,640
thing that you want to do.
For my own work, I do use

401
00:22:18,640 --> 00:22:22,120
ChatGPT and Claude for writing
and I definitely do use to help

402
00:22:22,120 --> 00:22:24,840
me get unstuck.
And I suck at writing titles for

403
00:22:24,840 --> 00:22:27,440
presentations.
We're twinning there because I

404
00:22:27,440 --> 00:22:30,080
used to spend hours trying to
think of creative titles.

405
00:22:30,160 --> 00:22:34,280
Oh my gosh, it's torture.
Yes, or, or the the other thing

406
00:22:34,280 --> 00:22:37,320
that it's really good at of the
like, oh, I have an acronym.

407
00:22:37,360 --> 00:22:41,080
We've actually kind of decided
on an acronym for this thing and

408
00:22:41,080 --> 00:22:43,680
we've got these concepts.
Help me come up with things that

409
00:22:43,680 --> 00:22:46,880
will go for each letter in this,
like give me three options for

410
00:22:46,880 --> 00:22:49,600
each letter in this acronym.
Or here's the topic.

411
00:22:49,600 --> 00:22:52,320
And like help me come up with
mnemonics to come up with to do

412
00:22:52,320 --> 00:22:54,680
this.
Cuz like how long does it take

413
00:22:54,680 --> 00:22:56,440
to come up with a really good
mnemonic?

414
00:22:56,640 --> 00:22:58,680
But brainstorming that with AI
is great.

415
00:22:59,120 --> 00:23:02,360
Yeah, 100%.
I use it a lot for image

416
00:23:02,400 --> 00:23:05,120
generation, again because my
work does tend to be a lot of

417
00:23:05,120 --> 00:23:08,880
scenarios.
With AII can I can go in with

418
00:23:08,880 --> 00:23:11,880
mid journey and I can generate
unique characters for every

419
00:23:11,880 --> 00:23:14,920
single project.
I can do different poses for

420
00:23:14,920 --> 00:23:17,240
them, I can change their outfit
and their setting.

421
00:23:18,560 --> 00:23:24,160
I love that.
A journey is my primary tool for

422
00:23:24,160 --> 00:23:27,160
images.
You spend $10 to get it for one

423
00:23:27,160 --> 00:23:28,640
month.
You can try it out and then you

424
00:23:28,640 --> 00:23:31,120
can actually cancel it.
And there are some specific

425
00:23:31,120 --> 00:23:35,320
things that ChatGPT can do, like
giving it one image and then

426
00:23:35,320 --> 00:23:38,480
saying, OK, now rotate this 90°
so you can have the background

427
00:23:38,720 --> 00:23:42,560
behind another character.
Now show the view of the lobby

428
00:23:42,680 --> 00:23:44,200
of what they would see from that
desk.

429
00:23:44,400 --> 00:23:47,480
ChatGPT does those things where
most of the other image tools

430
00:23:47,480 --> 00:23:48,760
don't.
Don't understand language enough

431
00:23:48,760 --> 00:23:51,040
to do that.
Right, right.

432
00:23:51,840 --> 00:23:55,120
But Mid Journey does stylistic,
does consistent characters.

433
00:23:55,320 --> 00:23:58,600
You can do consistent styles.
So if you give it one reference

434
00:23:58,600 --> 00:24:03,280
image of an illustration, I can
come up with 20 images that all

435
00:24:03,280 --> 00:24:07,080
have the same visual style and
colors that look like a whole

436
00:24:07,080 --> 00:24:11,120
set for a training.
I think long term we're gonna

437
00:24:11,120 --> 00:24:14,600
see bigger changes, but if
you're looking for the ways to

438
00:24:14,600 --> 00:24:18,080
get started right now, I think
image generation is one of the

439
00:24:18,080 --> 00:24:20,800
places that you can go and do
things right now.

440
00:24:20,960 --> 00:24:23,040
Yeah, and learn how to like,
talk and learn.

441
00:24:23,040 --> 00:24:24,000
How to do it?
Props.

442
00:24:24,160 --> 00:24:27,320
Yep.
And do and solve actual problems

443
00:24:27,320 --> 00:24:30,560
for yourself.
I also don't like using these to

444
00:24:30,560 --> 00:24:33,720
replicate the styles of living
artists.

445
00:24:33,760 --> 00:24:37,160
That's one of my other ethical
lines with AI image Gen.

446
00:24:38,920 --> 00:24:42,640
Yeah, we could definitely have a
whole conversation about that

447
00:24:42,680 --> 00:24:46,240
for sure, yes.
The ethics, the ethics of this I

448
00:24:46,480 --> 00:24:51,720
I personally you want to make a
parody Starry night great.

449
00:24:52,320 --> 00:24:55,280
No living artist is getting
harmed by your training.

450
00:24:55,280 --> 00:24:57,160
Customized starry night
painting.

451
00:24:57,240 --> 00:25:00,680
But I don't use it to recreate
things of living artists.

452
00:25:00,680 --> 00:25:02,560
That, for me, is the ethical
line.

453
00:25:02,560 --> 00:25:04,600
We'll definitely see what
happens in the future with all

454
00:25:04,600 --> 00:25:08,280
those different things as we're
coming up on the end of the

455
00:25:08,280 --> 00:25:10,720
episode, like where can people
find you?

456
00:25:10,720 --> 00:25:12,240
What are some of your final
thoughts?

457
00:25:12,240 --> 00:25:17,320
This has been jam packed with
tips, AI, you know, things to

458
00:25:17,320 --> 00:25:19,520
do, you freelancing, all those
different things.

459
00:25:19,520 --> 00:25:20,880
So where, where can people find
you?

460
00:25:20,880 --> 00:25:22,640
Where can they follow you?
Of course, we're gonna include

461
00:25:22,640 --> 00:25:24,520
everything in the show notes,
but I want you to tell them

462
00:25:24,520 --> 00:25:26,720
where to find you and yes, and
connect.

463
00:25:27,080 --> 00:25:29,560
Yes, absolutely.
And so you can definitely find

464
00:25:29,560 --> 00:25:32,680
me on LinkedIn.
My blog is Christy Tucker

465
00:25:32,680 --> 00:25:34,680
Learning.
If you can't remember how to

466
00:25:34,680 --> 00:25:38,320
spell Christie, it's You can
also do C Tucker learning.com,

467
00:25:38,320 --> 00:25:41,360
which is fewer letters.
Yeah, everybody spells it

468
00:25:41,360 --> 00:25:43,120
differently.
Right, exactly.

469
00:25:43,640 --> 00:25:46,080
Hopefully you're watching the
episode so you can see how to

470
00:25:46,080 --> 00:25:47,880
spell it.
Right, if you're watching, it'll

471
00:25:47,880 --> 00:25:50,640
be it'll be clear.
But if you are listening to this

472
00:25:50,640 --> 00:25:54,920
sign is the podcast in the car,
then C Tucker learning is a lot

473
00:25:54,920 --> 00:25:58,560
easier to remember.
And I'm on blue sky Christy

474
00:25:58,560 --> 00:26:03,960
Tucker there as well.
And so those are the a big place

475
00:26:03,960 --> 00:26:05,720
to find me.
Fantastic.

476
00:26:06,400 --> 00:26:08,920
I have a YouTube channel, I'm
just not really doing anything

477
00:26:08,920 --> 00:26:09,600
with it.
You can.

478
00:26:09,640 --> 00:26:11,920
Go yeah, YouTube is a challenge
for me.

479
00:26:11,920 --> 00:26:14,440
I'm trying to maybe we can
motivate each other to get the

480
00:26:14,440 --> 00:26:17,280
YouTube going.
I know it's, it's just it's one

481
00:26:17,280 --> 00:26:19,680
more channel channel and it's.
One more thing.

482
00:26:20,080 --> 00:26:22,240
Yeah, it's like you have the
podcast and so that's your

483
00:26:22,240 --> 00:26:24,320
regular thing.
I have, I have my blog and

484
00:26:24,320 --> 00:26:26,440
that's my regular thing, right?
So.

485
00:26:27,080 --> 00:26:31,120
Yeah, well, Christy, you're
amazing and I love talking to

486
00:26:31,120 --> 00:26:33,280
you and you give so much great
advice.

487
00:26:33,680 --> 00:26:35,840
Just want to say thanks again
for all you do for people in the

488
00:26:35,840 --> 00:26:37,800
L&D space.
I can't wait for people to hear

489
00:26:37,800 --> 00:26:39,680
this episode.
Everything's going to be in the

490
00:26:39,680 --> 00:26:42,120
show notes that Christy
mentioned, where to find her,

491
00:26:42,320 --> 00:26:45,280
where to connect, go to her
blog, follow her out on

492
00:26:45,280 --> 00:26:46,920
LinkedIn.
She's an influencer.

493
00:26:47,080 --> 00:26:48,920
So thank you so much for coming
back on the show.

494
00:26:48,920 --> 00:26:51,840
We appreciate it.
Yeah, thanks so much for giving

495
00:26:51,840 --> 00:26:55,400
me another opportunity to to
nerd out with you.

496
00:26:55,640 --> 00:26:58,880
Anytime.
Go like deep into well, there

497
00:26:58,880 --> 00:27:02,480
are specific tools for Here's my
nuanced views on these little

498
00:27:02,480 --> 00:27:05,200
Berry.
I love the insider perspective

499
00:27:05,200 --> 00:27:08,440
in that we can dive deeper into
that, and of course that leaves

500
00:27:08,440 --> 00:27:11,160
it open for future episodes of
different topics we can just

501
00:27:11,160 --> 00:27:13,160
talk about or LinkedIn live.
So we'll probably do that one

502
00:27:13,160 --> 00:27:14,240
day.
All right.

503
00:27:16,600 --> 00:27:19,520
Hi, we're ispring, an
international team of e-learning

504
00:27:19,520 --> 00:27:22,760
enthusiasts who help more than
60,000 clients across the globe

505
00:27:22,760 --> 00:27:24,920
succeed with better online
learning.

506
00:27:25,400 --> 00:27:28,800
Our two flagship solutions are
ispring Suite and ispring Learn

507
00:27:28,840 --> 00:27:31,560
LMS.
Ispring Suite is an intuitive,

508
00:27:31,600 --> 00:27:34,280
all in one authoring tool for
creating engaging e-learning

509
00:27:34,280 --> 00:27:37,480
content, while ispringlearn is
an innovative online training

510
00:27:37,480 --> 00:27:40,480
platform for onboarding,
upskilling and certifying your

511
00:27:40,480 --> 00:27:42,640
teams.
We'd be happy to get to know you

512
00:27:42,680 --> 00:27:44,640
and pick a solution that fits
your needs best.

513
00:27:45,040 --> 00:27:49,120
Go to www.ispringsolutions.com
to learn more about us and

514
00:27:49,120 --> 00:27:51,800
connect.
Thanks for spending a few

515
00:27:51,800 --> 00:27:54,120
minutes with Holly.
She knows your podcast queue is

516
00:27:54,120 --> 00:27:56,800
packed.
If today's episode sparked an

517
00:27:56,800 --> 00:28:00,960
idea or gave you that extra
nudge of confidence, tap, follow

518
00:28:01,200 --> 00:28:04,680
or subscribe in your favorite
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519
00:28:04,680 --> 00:28:07,920
of Ed Up L&D.
Dropping a quick rating or

520
00:28:07,920 --> 00:28:11,440
review helps more educators and
learning pros discover the show,

521
00:28:11,440 --> 00:28:13,400
too.
Want to keep the conversation

522
00:28:13,400 --> 00:28:15,680
going?
Connect with Holly on LinkedIn

523
00:28:15,800 --> 00:28:17,280
and share your biggest take
away.

524
00:28:17,520 --> 00:28:20,840
She reads every message.
Until next time, keep learning,

525
00:28:20,920 --> 00:28:23,480
keep leading, and keep believing
in your own story.

526
00:28:23,960 --> 00:28:24,440
Talk soon.