More and more it has become apparent that Zoomers and Millennials in the workforce are demanding to be heard.

Design Thinking is a methodology for creating strategic plans, brainstorming and producing solutions to an organization’s ongoing challenges.  Solutions that can focus on concrete operational improvements, the conceptual design of new products and services, and continuous improvement approaches that value the input of the people who do the work.  Design Thinking is a way not just to involve your people in one off design projects.  It is an organizational mindset that posits that the people who do the work or provide the customer service know best how to improve/enhance the products and services they do every day.   Design Thinking and AGILE Project Management using SCRUM-based methods are quite inter-related.  Not so much in process, as much in philosophy and the value systems that undergird them.

Dr. Kantor has spent time at the source of the Design Thinking philosophy.  He has attended intro and advanced training sessions at the iDesign Lab at Stanford.  He has facilitated numerous Design Thinking ideation sessions with both commercial and not for profit organizations.  Consult with Dr. Kantor to learn how Design Thinking may be a way to enhance and improve your organization’s culture, operations, productivity and profitability.  Design Thinking as a way to harness the passion and intensity of the Zoomer generation.  It can be done.

Compliance Training.  Everybody in every organization seems to hate this rather repetitive activity with its policy laden, redundant content.  Why are we all still. Compliance Training.  It’s the result of the Enron debacle in the late 90s that led to the passage of Sarbanes-Oxley* a law designed to increase the ethical conduct  of corporate entities and organizations.  Compliance training thereby became part of the Regulatory landscape in the US and required the Federal Government and other state entities to scrutinize the quality of an organization’s compliance training and its results.  These results generally assessed by degree of completion within a company’s workforce and a grade point level on knowledge tests associated with the training, of at least 70% correct.  There are a set number of topics for Compliance training that Sarbanes-Oxley specifically identified as required, including Ethics, Info Protection and Anti-Money Laundering.  Aside from the need to satisfy regulatory authorities, Compliance training can and does provide the means, via policy, to mitigate HR risk.  Compliance training can focus on avoiding or transferring reputational. litigious risk and more in ways that prevent a company from being taken to court while subject to use indemnities.  This is the most important business rationale for compliance training:  to reduce a company’s level of risk and provide the basis for a common organizational vision around business objectives, values, rules of conduct and shared purpose.  The most important aspect of Compliance Training that learning strategists and instructional designers need to remember is that it often isn’t seen as training at all, but an obligation one most fulfill to satisfy various authoritative entities both within (supervisors), and external to a company (regulators).

Compliance Training.  Everybody in every organization seems to hate this rather repetitive activity with its policy laden, redundant content.  Why are we all still. Compliance Training.  It’s the result of the Enron debacle in the late 90s that led to the passage of Sarbanes-Oxley* a law designed to increase the ethical conduct  of corporate entities and organizations.  Compliance training thereby became part of the Regulatory landscape in the US and required the Federal Government and other state entities to scrutinize the quality of an organization’s compliance training and its results.  These results generally assessed by degree of completion within a company’s workforce and a grade point level on knowledge tests associated with the training, of at least 70% correct.  There are a set number of topics for Compliance training that Sarbanes-Oxley specifically identified as required, including Ethics, Info Protection and Anti-Money Laundering.  Aside from the need to satisfy regulatory authorities, Compliance training can and does provide the means, via policy, to mitigate HR risk.  Compliance training can focus on avoiding or transferring reputational. litigious risk and more in ways that prevent a company from being taken to court while subject to use indemnities.  This is the most important business rationale for compliance training:  to reduce a company’s level of risk and provide the basis for a common organizational vision around business objectives, values, rules of conduct and shared purpose.  The most important aspect of Compliance Training that learning strategists and instructional designers need to remember is that it often isn’t seen as training at all, but an obligation one most fulfill to satisfy various authoritative entities both within (supervisors), and external to a company (regulators).

An adept and humane experience design for virtual classes & blended solutions.

Everyone’s approach to delivering educstional experiences that rely on face to face, place based instruction is being forced to reconsider their delivery approach to teaching and learning. Unfortunately, due to the emergency nature of the sitatuion, many educational organixations have chosen to try and replicate regular classroom instructi9 in a virtual condition. Guess what? It really doesn’t work very well. Teachers rarely teacher but instead are assignment and attendance managers. Students are barely engaged and feel trapped in a boring cylcle of busy work and lectures without opportunities to really use the meeting technology to communicate and collaborate together. Instead we have a paradigm that relies mostly one-way communication and barely scratches the surface of what social media and self paced learning can do when tied to engaging, live synchronous teaching and learning.

Let Dr. Kantor help you formulate and implement innovative designs for virtual teaching and learning and suggest novel interaction models and project based learning as individuals or in collaboration. We also design Group Learning Assessment Programs that leverage gamification and turn the tables on the boring lecturer based paradigm of direct instruction.

Any data driven enterprise leadership needs to set a baseline for change and improvement.

We pride ourselves in the manner in which we conduct applied research and Discovery. We use appreciative inquiry via interviews and focus groups, targeted surveys, document analysis, and field observations.

We use various methodologies to encourage “bottom-up” feedback including Voice of Customer studies and facilitated Design Thinking sessions. Our applied research always begins by meeting with an organization’s leadership, defining goals for the study, and after the data has been collected a report that identifies Findings and potential “next steps” with tried and true solutions with an innovative spin.

One of the most important areas of concern in an organization is cybersecurty. We have specialized in working with different companies and organizations to improve their cyber security preparedness and capabilities.

One of the most important areas of concern in an organization is cybersecurty. We have specialized in working with different companies and organizations to improve their cyber security preparedness and capabilities.

Dr. Kantor was an original member of the National Initiative for Cybersecurity Education and served on sub-committees for Workforce Development and K-16 educational initiatives. As a faculty member for IQ4’s “Insider Threat” course, he taught cybersecurity content. As IQ4’s Continuous Improvement Lead, he helped developed project-based, team-oriented activities using authentic case studies and providing access to industry experts students could learn from and be inspired by.

Dr. Kantor is also fully conversant with the use of “simulated” phishing attacks that can help a company diagnose it’s own cyber preparedness and training needs. As a Sr. VP at BoA, Dr. Kantor’s team developed all of the Info Protection compliance training for the bank and reduced security lapses by 40%

We aim to “break the back” of boring, lecture-based webcasts. We are always looking for creative and courageous partners who believe in the “Wisdom of Crowds” and understand that interactivity and making the thinking of an audience explicit can lead to better learning and more engaging interactions.

Webcasts that emphasize gaming, creative problem solving and the use of the “digital arena” as a means to collect big data that can be used later for needs analysis, improved marketing, and enhance organizational engagement and fun. Wehe provides road maps for producing the next generation of webcasts from the most elaborately designed and produced virtual events to simple, but highly effective learning experiences and corporate events.

We can help you efficiently measure the impact of your traning and workforce development initiatives.

Having been trained as an educational specialist at Vanderbilt, Dr. Kantor knows how important assessment is to the learning process. People need feedback and opportunities to improve based on practice and compassionate, detailed feedback. Organizations want to be sure that their capability enablement is working as a means to change behavior for the better and often as the basis for either containing cost or increasing revenue.

Dr. Kantor is conversant in numerous measurement methodologies including Kirkpatrick, Phillips’ ROI and Bersins impact measurement framework. As a lead for learning assessment at Accenture and during his tenure as Chief Evaluation Strategist at BoA, he worked as a Director of Strategic Initiatives for Zeroed In Technology, a learning & workforce development company. supporting initiatives to measure learning outcomes and impact for Intel training at the DoD’s Intel Colleges.

After that Dr. Kantor working under contract to Sweet Rush conducted a successful ROI study for a large, automotive products company and numerous other startups and established firms. He specializes in the creation of Dashboards and an Indexing methodology that can be used to measure training impact across the Enterprise and provide either a holistic view of results or more detailed examination of the different variables and factors that comprise a balanced scorecard approach.

Let us help you strategize about how you can develop an effective ed tech ecosystem. Build an extensible ed tech infrastructure to help you reach you organizational objectives.

We support vendor analysis and head to head comparison of different tools and platforms. Our specialty is working with you to align your business strategy and objectives with best in breed technology that will help enhance your operations and increase profits and efficiency. Our practical approach to innovation always considers cost and the need to show Return on Investment. The big picture clarifies the need to look at specific requirements for educational technology as part of a larger Ed Tech Ecosystem Vision. We can help you achieve that and attain your most critical objectives for learning, performance support and workforce development.