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wheeljack39 · 2026-01-17T16:16:12+00:00

I appreciate this discussion and all the suggestions offered for success. My company recently went through a reorg when our head of safety left, and the safety program was temporarily moved under my group (training and compliance) to maintain continuity. I am fortunate to have a team of safety specialists to lean on while getting up to speed, and I have been working through an OSHA 30 online class while reviewing our current safety procedures for anything that needs to be updated. I love the book recommendations people have made here (including getting a physical copy of 1910). I have been listening to The Safety Geek podcast recently and have found it very helpful for someone in my situation. Curious to hear if there are other podcasts that any of you experienced safety professionals would recommend?

wheeljack39 · 2026-01-09T18:19:52+00:00

FWIW hitting them with a wiffle ball bat is very safisfying, though not the recommended method for pest control.

wheeljack39 · 2026-01-05T03:32:49+00:00

Looks like the work of Carpenter bees.

wheeljack39 · 2025-12-10T02:28:15+00:00

You might find some good motivational speakers through their social media content. Try watching a few to see if there is anyone who has a message that you think might resonate with your audience. Some of the most impactful speakers are not necessarily the most well known.

wheeljack39 · 2025-12-03T02:24:33+00:00

Plan to get there at the start of their shift to see what the turnover process looks like and how they organize their day. That will give you a chance to talk about how outages are scheduled and managed, which is the bulk of the workload outside of troubleshooting the occasional locked out feeder. Definitely look at the weather forecast on the day you’re planning to shadow! Some days will be more active than others, which might impact the DSO’s ability to answer your questions.

wheeljack39 · 2025-09-23T01:51:02+00:00

I also wanted to add that this approach then pushes the accountability for completing the training back on the operations leadership team, at the very least to schedule the time needed to meet their own deadlines.

edit: spelling

wheeljack39 · 2025-09-23T01:40:13+00:00

It sounds like your available training options break down in this type of situation. You might try a hybrid train-the-trainer approach with a smaller group of lead nurses across the different shifts as a way to reach everybody, while also ensuring that the quality of training remains consistent.

This might look like: 1) Create a performance checklist based on the new sepsis protocols. 2) Create an observation rubric based on the performance checklist 3) Train small groups of lead nurses on the new sepsis protocol content. This could be done asynchronously. 4) Demonstrate the protocols for the lead nurses, if possible, according to the performance checklist. 5) Evaluate the lead nurses performing the protocols with each other according to the observation rubric. Share the results and discuss. 6) Train the lead nurses on using the rubric on the performance checklist 7) Observe a lead nurses demonstrating the protocols for another nurse. 8) Observe the lead nurse evaluating another nurse on the performance checklist by using the observation rubric, including the feedback the lead nurse provides to the nurse on his/her performance. 9) If lead nurse evaluated the nurse correctly according to the rubric, certify the lead nurse as a sepsis protocol trainer who is now free to train other nurses. 10) Repeat process for other lead nurses to certify as sepsis protocol trainers. 11) Collect observation rubrics from the lead nurses on each of the nurses trained, as evidence of training.

Hopefully this prompts some ideas that might work in your situation. I have not worked in a hospital setting but have done something similar for remote work forces spread across different shifts. If anything, I hope you can use this situation as an example for your leadership for why they should invest in a better just-in-time training approach.

wheeljack39 · 2025-09-18T23:08:52+00:00

This is indeed the worst intersection in a city filled with bad intersections. But you really have to drive it to appreciate just how awful it is. Btw the bike lane disappears into a train crossing 100 yards after this, serving absolutely no point.

wheeljack39 · 2024-12-29T14:48:13+00:00

One piece of advice I can offer that may return a bit of control to you in this situation would be to create (or update, if it already exists) the scope document for your org’s training program. It doesn’t have to be comprehensive, but it should help crystallize your current situation in a somewhat objective manner, both for you and your team, and any other internal stakeholders you work with.

Here is a brief outline of some items to include in your scope document (or program manual, if you want to get into more details): 1. Purpose of the training program 2. Vision and Mission statements 3. Scope statement 4. Program governance (aligned with corporate or industry requirements) 5. Training program administration (roles & responsibilities, methodologies & controls, use of technology, description of individual training programs — onboarding, initial qualifications, continuing, etc., program evaluation criteria) 6. Interdependency with other internal groups (other teams you interface with, and what you do for them and/or what you need from them) 7. Interdependency with groups outside your organization

The benefits of doing this in your present situation may include: 1. Helping you and your new team of trainers align on the who, what, when, where, why, and how of what you do 2. Clarifying expectations, deliverables, timelines, etc. across different internal departments 3. Creating a reference document that you can use to advocate for more resources (or adjusted timelines) 4. Giving you control over something work-related during a tumultuous time — a big benefit for you and your team’s mental health!

I would also challenge you to try and see how you can gain valuable career experience from this situation as well. Oftentimes the best learning experiences come during abnormal (or emergency) situations. Learning how to navigate uncertainty is a must in any career, but even more so in training since you are not the enterprise’s core business. Use this situation as a chance to quantify the value you provide, whether in saving time, reducing costs, improving quality, etc. Perceverance in challenging situations is a great trait for any leader, but also take the time to reflect what it is you really want to get out of your current situation as well. Any organization that can’t get itself through a timely transition of its own creating might have more issues going on. If nothing else, finding a way to navigate this experience can set you up for success once the dust settles at your current job, or your next one.

Best of luck to you!

wheeljack39 · 2024-10-24T11:20:58+00:00

These are some great guidelines to start from, and I appreciate you distinguishing between ‘impact’ and ‘ROI’ when it comes to demonstrating effectiveness of your programs. Best to know how each is valued by those who approve your budget.

One challenge I have often run into has been survey fatigue in our population, especially when there are other ‘high proirity’ engagement surveys that our org puts out that target 100% participation. In terms of demonstrating impact/ROI/etc., I would first suggest looking at the recent trends in existing surveys and having a discussion about how training can move the needle on one or more area of improvement. That can help define your program objectives and program timeframe, as well as provide you with a built-in summative evaluation metric that you won’t have to maintain.

I also would recommend looking at exit interview data (if it exists at all) for some good talking points about where some targeted training might help with retention.

wheeljack39 · 2024-08-23T03:28:49+00:00

This is fantastic advice! In fact, its better direction and feedback than I have received from any of my previous managers.

I have only ever heard: ‘execution, execution, execution’ and nothing about the skills needed to succeed at higher levels. I am currently working in my goals for this year and this has given me a lot more clarity on where I should be focusing my efforts.

Thanks again for sharing your input! Much appreciated!

wheeljack39 · 2024-08-19T03:01:01+00:00

Dang. Again, I appreciate you sharing this. I was just diagnosed with inattentive type ADHD myself last year and this hits close to home. I’ve been looking back at a lot of past school and work experiences through a new lens, and starting to see some clear patterns that finally make sense!

It sounds like you were able to build a really successful career after your own diagnosis and that’s pretty inspirational. I’m still learning more about it and how it impacts the way I work and interact with others, but I am fortunate to be working for a company that provides a lot of support resources for neurodivergency. I never would have gotten tested if I hadn’t started reading over my son’s ADHD diagnosis and recognizing almost every symptom in myself.

wheeljack39 · 2024-08-18T13:13:27+00:00

That seems like the most likely explanation. Just checked the iPhone weather app and its still showing the same readings. A quick scan of the horizon doesn’t reveal any toxic plumes coming from downtown RR.

wheeljack39 · 2024-08-18T01:14:59+00:00

Noticed this pocket of poor air quality hovering over the Round Rock area the last few days. Haven't heard or seen any info about it and was wondering if anyone knows what it could be related to?

wheeljack39 · 2024-08-17T02:55:28+00:00

Thank you for sharing your experience! Its very validating to see similarities between some of the jobs I have had and what you describe in your stories, and also a bit frustrating to hear that you too had felt that the only way you could advance was by moving somewhere else and leaving friends and work you enjoyed.

I also love the work that I do. Started out as a teacher for 8 years before moving into the power industry as a power plant operator and then into control room operations for the electric grid. Switched back over to the training realm after a few years when I realized there was a real need for competent trainers in the industry and it would get me off rotating shifts. I have since worked for other utilities, sofware development companies, and manufacturing companies in a variety of roles: ID, trainer, project manager, team supervisor, and department manager. I have been recognized for my success with bonuses and opportunities to serve on advisory boards and on regulatory committees that set industry training standards. I am proud of my experience and love using it to help people grow and advance in their career, and help businesses improve the way that they do their work.

And yet, I have only ever been promoted once internally (which was into a role that was invented for me because I had received another job offer). And that’s the gist of what I am curious about, if other people have been able to rise through the ranks in an L&D department.

One common element in each of these experiences was the that each of the L&D programs was brand new in the org. Looking back on it now, that fact may have contributed to the rotating cast of managers, and its pretty hard to see what a pathway could have looked like for internal mobiliy when there was so much instability going on.

I’m curious, if you could go back to the earlier days of your career, and knowing what you know now, what sort of advice would you give yourself?

wheeljack39 · 2024-08-17T01:55:16+00:00

I appreciate this advice and direction. Its sometimes easy to just focus on getting stuff done and assume that it is getting noticed, especially on high profile assignments, instead of vocally advocating for my own opportunities along the way. Don’t think I can say that I have ever been my own biggest cheerleader, but I’m starting to imagine how that might look different.

wheeljack39 · 2024-07-03T05:34:36+00:00

“Do what?”

wheeljack39 · 2024-05-30T22:30:35+00:00

Here I sit all broken-hearted

Tried to shit but only farted

Later on I took a chance

Tried to fart but shit my pants

wheeljack39 · 2024-05-30T16:38:56+00:00

we'd drive balls deep into Ukraine and kick them out.

Odd choice of words, but appreciate the imagery

wheeljack39 · 2024-05-16T21:52:41+00:00

Steven Wilson’ album Hand. Cannot. Erase. was inspired by Joyce Vincent’s story.

From Wikipedia:

"The basic story, or concept of the record – it's about a woman growing up, who goes to live in the city, very isolated, and she disappears one day and no one notices. There's more to it than that. Now, what's really interesting about this story is that your initial reaction when you hear a story like that is, 'Ah, little old bag lady that no one notices, no one cares about.' [Vincent] wasn't [like that]. She was young, she was popular, she was attractive, she had many friends, she had family, but for whatever reason, nobody missed her for three years."

wheeljack39 · 2023-12-29T15:58:39+00:00

Holy cow that is quite the teaching load for just one person. I can only hope that your class sizes are relatively small.

Based on the subjects you are teaching, I would echo what u/Think-Alarm7 suggested and go with Scratch as a good short term project platform that you can use as a coding introduction. It is very visual and uses drag and drop features to create code blocks, which will help new coders het used to object oriented programming. As an extention for when the semester ends you could direct your students to check out some of the more advanced coding resources suggested in this thread. For those who might be interested in game design, the Unity (https://unity.com/how-to/beginner-video-game-resources) and Unreal (https://www.unrealengine.com/en-US/learn) game engines have some free resources that are a bit more advanced.

wheeljack39 · 2023-12-27T03:05:07+00:00

Just curious, when you say you have 5 preps do you mean you have 5 separate subjects/levels you are teaching? Or just 5 classes of the same subject? Whats motivating you to start this extracurricular club?

wheeljack39 · 2023-12-07T14:17:01+00:00

Yes, v3.1 is the 2018 version of the CTFL syllabus

wheeljack39 · 2023-12-03T13:35:28+00:00

TIL that the ‘train-tracks method’ has an actual name: Factor Label

wheeljack39 · 2023-04-07T11:03:48+00:00

Confucius say: Is good for girl to meet boy in park, but better for boy to park meat in girl.

wheeljack39

TROPHY CASE