NetSpeed Learning Solutions January 2018
2018 Intention: We'd Love to Work with You!
As I think about my intentions for the year and where I want to make a difference in the lives of our clients, I realize there are several aspects of who we are and what we do that I want you to know about:
First, we are a team of skilled instructional designers and virtual facilitators who bring a deep expertise in virtual learning to our work with our clients.
Second, we are a virtually virtual company (meaning "almost virtual," because we have three people in our main Seattle office) with team members working across the United States, in Washington, New Hampshire, Virginia, Oregon, Massachusetts, Illinois, and Connecticut. As a virtual company, we are passionate advocates of effective virtual workplaces.
Third, everything we have learned about brain-based learning, we apply in our training programs for supervisors, virtual leaders, customer service providers, and teams. We use the neuroscience of learning to ensure engagement, interaction, learning transfer, and application in our blended programs.
Fourth, we are generous with our knowledge and resources. (Some might say we are generous to a fault.) We want to raise the bar on the quality of virtual learning design and delivery everywhere!
Thank you for being part of our network in 2017. Are you ready to explore the possibility of collaborating in 2018? Call us at 206-517-5271 or email us at
We'd love to work with you!

Focus on the Neuroscience of Learning
in the New Year
Our next two monthly webinars address the neuroscience of learning both for learner engagement and for learning retention. If you would like to know more about how to effectively engage people's attention and interest in the live virtual classroom, plan to attend our next one-hour, complimentary webinar, Brain-based Learning in the Virtual Classroom, on Wednesday, January 17, 1:00 pm Eastern / 10:00 am Pacific.
In February, we focus on learning retention and application with our webinar, Achieving Maximum Retention: More Brain-based Principles for the Virtual Classroom,  on Wednesday, February 21, 1:00 pm Eastern / 10:00 am Pacific. 

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Cynthia Clay
Virtual Trainer Tips:
Sexual Harassment Training?
Unless you just returned from a trip to outer space, you are certainly aware of the #metoo movement and the steady drumbeat of people revealing instances of sexual harassment and abuse in the workplace. Many people have expressed their dismay at just how many people (mostly women) have been affected in every industry you can name.
If you ask any woman in the workplace, she will likely tell you that she has been on the receiving end of unwanted comments and behavior at some point in her career. And she is equally as likely to tell you she was afraid to complain for fear of losing her job.
Many organizations are rightfully concerned about the emotional, financial, and legal ramifications of these issues. And we're guessing that 2018 will be a banner year for sexual harassment training. We've worked with large companies in the past to develop and deliver this training virtually. We've trained trainers to deliver these programs internally.
We are speaking with organizations now that want to ensure that they maintain harassment-free workplaces. In some cases, men in these organizations are asking, "What is safe to say and do anymore?" afraid that they will cross an unseen line and trigger a complaint.
Here are some things we know about sexual harassment:  
  1. Most people can easily identify blatantly unacceptable behavior (from sexual harassment to sexual assault).
  2. The organizational culture creates work environments that encourage or discourage unacceptable verbal and non-verbal behavior.
  3. Behavior that is tolerated or hidden (swept under the rug) will be repeated.
  4. People in your organization know whether it is safe or unsafe to speak out. They've seen what happens to women and men who dare to raise these issues.
  5. The more male-dominated the industry, the greater the likelihood that "boys will be boys" is the standard operating practice, no matter what the organization's HR policies state.
  6. People don't need to learn how to avoid sexually harassing someone. It's not a skill to be developed.
  7. People can't be taught to empathize or care about their negative impact on those they have marginalized or targeted.
If all of the above is true, then why do organizations deliver sexual harassment training? Here are typical learning objectives of a positive program focused on Maintaining a Harassment-Free Workplace:  
  • Recognize typical verbal and non-verbal behavior that is unwanted and unacceptable
  • View the impact of unwanted behavior through the eyes of its recipients
  • Explain the policies and practices of a harassment-free organization
  • Describe the consequences of violating these policies and practices in our organization
  • Commit to speaking out to the appropriate person if you witness an instance of harassment
  • Contribute to a healthy, transparent workplace that values the contributions of all employees
Organizations that deliver sexual harassment training simply to protect their backsides legally are missing the opportunity to transform their workplace cultures. Is training the way to do that? Not alone. It's one small piece of a much larger organizational strategy. Without that strategy, sexual harassment training is like putting lipstick on a pig.
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6245 36th Ave NE
Seattle, WA 98115