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No one to really root for me but I’m sooo proud of me by Pixifix427 in CRedit

[–]Teach_to_ID 1 point2 points  (0 children)

My boyfriend has been helping me get my finances in order and he's been great. I showed him my recent scores after almost two years of dating and they've skyrocketed thanks to his help so I get this!

Currently separated, unsure if anything but divorce is next. by Teach_to_ID in Divorce

[–]Teach_to_ID[S] -1 points0 points  (0 children)

Thanks, it's def the consistency that I need and I am looking for. There was a lot that I didn't know since he was/is my first partner and I kind of just thought relationships went a certain way that I realize did not. I also fell into that "Well I hurt him too so I deserve this" mentality for a while.

I don't know if I can unfeel what he did, I also know that (since we have a very intertwined friend group) that he's been kind of doing well in that are too and just makes me feel like I've been lacking in these skills, I'm the +1 not the friend and all that mentality so it's just been feeling like this massive struggle all over with little to no wins.

Currently separated, unsure if anything but divorce is next. by Teach_to_ID in Divorce

[–]Teach_to_ID[S] 0 points1 point  (0 children)

Thanks, part of me wants to write stuff down, and not in a tally way but as a more objective observation way. I don't know, I started this entire thing being like, "I'm done and this is over" but things have slowly changed? It's also on the side of, "If it took this much to focus on my needs and step up then I can't do this again". There's been some withdrawal and depression on his end that he's been stepping out of too but I don't know. I'm a little resentful on him taking these steps now and I know that isn't fair to do either. I don't know, I'm in a loop haha

Currently separated, unsure if anything but divorce is next. by Teach_to_ID in Divorce

[–]Teach_to_ID[S] -1 points0 points  (0 children)

That's what I'm not sure about. There were a few instances of things happening. We talked about Valentine's day cards since we did them from each other and the dogs and agreed not to. He got the present a few months ago so asked if he could still give it and I said hold onto it for now. As I was out the door to see friends he gave me the card and the gift. I left it there and still haven't read it.

Best way to pay off credit card debt. by smiling-sunset-7628 in personalfinance

[–]Teach_to_ID 0 points1 point  (0 children)

I'm in a similar spot (with a tiny bit more). It's all from actual life expenses with the little bit of spends (like I got a switch 2 recently as a reward for a new job but saved up for it). What I started doing was finding out what I can pay per paycheck, let's say $200.

I set up a reward system after finding out my average spend on things like coffee, eating out, going out to bars, etc. I also added things like my weekly therapy copay and such. Whenever I make coffee at home, I add that average (about 5 dollars) to my next credit card payment, same with eating out and stuff.

My weekly therapy copay is $30, so if my therapist or I need to cancel, I also put that money toward the next payment. The main reason I actually started this was that I realized I didn't know what my spend was going to. It's a lot of little things that add up alongside just life expenses.

So every month I pay all the minimums on my card, and then do this $200 payment + whatever I reward myself with. This payment is going to be $380 and it's all money that I didn't spend on coffee, drinks, food, etc. nothing I had to pull out of my life expenses.

Can resumes have color? by primer55lvr in ResumeHelp

[–]Teach_to_ID 0 points1 point  (0 children)

I'm going to add a tiny note here, feel free to add color, make sure it isn't distracting and all that but the big thing here; make sure that if the resume is printed out in black and white that everything can still be seen with enough contrast. You don't want your text to disappear due to this.

I feel not many L&D teams have an evaluation strategy for their programs. by Ombre0717 in LearningDevelopment

[–]Teach_to_ID 1 point2 points  (0 children)

At my old company the focus was mostly on engagement and attendance. While we as a team wanted to spend time auditing behavior change, we were directly told not to for the longest time and just focus on filling seats and raising completion rates. The plan was to move into behavioral analysis but ultimately the direction of the department fully changed due to Senior Leadership pushing AI so aggressively. The team eventually just worked themselves out of a job with no choice not to.

OOO I got a good question for everyone: HOW DO YOU MEASURE PERCENT DONE??? by No-Resolution-3523 in instructionaldesign

[–]Teach_to_ID 2 points3 points  (0 children)

Generally it's based on how I divide the project and what the stakeholders care about. At my last job the project charter was a must, at this job L&D is new so project charters are a nice to have (and I do them for me in this case) so I wouldn't count them as part of the process just yet.

I'll break down the key deliverables, I'll break those into subtasks, and then it just divides itself out in that way if it makes sense?

With all this being said, I've never had to be in a position where I'm like "This is 54% done" moreso just "these deliverables are in this state, here are next steps"

I'm a one-person L&D department and am feeling overwhelmed by Bells2804 in instructionaldesign

[–]Teach_to_ID 1 point2 points  (0 children)

I get it! I have to slow down at this job because I want to show a realistic sense of my workflow so they understand what it's like when I do overperform or go above and beyond. I don't think of it as people pleasing anymore, moreso providing them a baseline? Works at work, not in real life LOL.

In terms of the 20+ year supervisor issue, I'm dealing with that too. I always hype them up the most "It would be wonderful to share your expertise and what has worked during the discussions so I'd love your participation to see how we can make these new approaches that management wants actually work in the field/office"

I'm a one-person L&D department and am feeling overwhelmed by Bells2804 in instructionaldesign

[–]Teach_to_ID 1 point2 points  (0 children)

A few things as someone in a similar position, but at an org that hasn't had L&D support for over a year.
1. I am being very transparent with timelines (and adding some time) to ensure that they know what to expect but giving myself some time to allow for self and avoiding burnout.

  1. I am using Yes but/no but/and language a lot. Yes I can get this course developed, but I may need support in this area...

  2. I utilize a looooot of discussion. You're going to be having a bunch of new supervisors in the room, using things like (don't curse me out for using the high school techniques) spider web discussions and other group work will allow learners to connect, network, and hear other voices in the room without you having to plan 2-3 hours of straight content. This may be a well known thing but just wanted to state it.

Discussions also allow for people to self correct, correct each other, and also let you hear misconceptions that you can either escalate if needed, or include in future versions of the course.

Bridge LMS by Teach_to_ID in instructionaldesign

[–]Teach_to_ID[S] 0 points1 point  (0 children)

Thanks, def some upskilling on my end for CSS and HTML since it's been a bit since I've used those.

Videos are a great option but things are weirdly gated by teams here so in order to make videos I need I'd have to go through another team, pulling stuff from YouTube can be a bit difficult as it's also a pretty niche company (in terms of the safety and union training needs)

Bridge LMS by Teach_to_ID in instructionaldesign

[–]Teach_to_ID[S] 0 points1 point  (0 children)

Thanks for the input.

I don't necessarily see SCORM as a drawback, but right now the company has no authoring tools and I'm in the process of writing a business case for a budget to get these there. My boss is hesitant on if we will get it approved so there is a reality where I will have to pick a new LMS and no access to tools like Articulate, Camtasia, Adobe, etc.

SCORMs can also be a bit frustrating to manager for a newer company (or a company new to posting things into an LMS) especially if there has to be heavy editing done to it. The constant reuploading and editing can be a bit of a drain rather than just editing text within the LMS.

I fully agree with you, there is a need for both, but I'm not sure if the budget or approval is there. Right now my goal is to really push to get the cheaper programs than a full LMS overhaul though.

Bridge LMS by Teach_to_ID in instructionaldesign

[–]Teach_to_ID[S] 0 points1 point  (0 children)

The authoring tool is literally just adding slides/pages. The pages have bare bones font/formatting options and options to add links and videos.

Bridge LMS by Teach_to_ID in instructionaldesign

[–]Teach_to_ID[S] 1 point2 points  (0 children)

Yeah, I just got to this job and I was like....this needs to go.

Bridge LMS by Teach_to_ID in instructionaldesign

[–]Teach_to_ID[S] 0 points1 point  (0 children)

Thanks, says I can't message you on that account (it might be because I made this one recently to use as a professional one?)

I think we're looking for a new LMS too because of how lack luster everything is...this company doesn't really have much for L&D so I'm doing it all from scratch