Igniting Learning through Innovation and Simplicity

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FutureThink CEO Lisa Bodell knows how to get an audience’s attention. The renowned speaker and author shares her thoughts on engaging learners and creating memorable learning experiences that launch innovation. 
 

 

Show Notes: 

FutureThink CEO Lisa Bodell shared her experiences in educating and motivating an audience to make long-term change in the workplace. Key points include: 

• Experiential and Accelerated Learning: Lisa emphasizes that the secret to effective teaching lies in how it's delivered. Courses need to be experiential and fast-paced, catering to the current need for quick, engaging learning. 
• Simplicity First, Innovation Second: At FutureThink, Lisa first teaches simplicity before moving to innovation. This approach helps learners create the time and mental space necessary for creativity. 
• Impact of COVID on Learning: COVID-19 drastically accelerated the shift towards virtual, flexible learning modalities. FutureThink had to adapt quickly, ensuring that learning experiences remained interactive and practical in this new environment. 
• In-Person Learning Still Crucial: Despite the rise of virtual learning, Lisa believes that in-person interactions remain vital for building trust, fostering collaboration, and enhancing creativity in learning environments. 
• Improv and Learning: Lisa incorporates improv techniques in training to make learning more engaging and interactive. This approach helps facilitators connect with their audience and create a more dynamic and inclusive learning experience. 

Learn more about Lisa Bodell

Why Simple Wins
Kill the Company: End the Status Quo, Start an Innovation Revolution 
Follow Lisa on X
Follow Lisa on LinkedIn
View clips of Lisa’s presentations
Visit FutureThink

Powered by Learning earned Awards of Distinction in the Podcast/Audio and Business Podcast categories from The Communicator Awards and a Silver Davey Award for Educational Podcast. The podcast is also named to Feedspot's Top 40 L&D podcasts and Training Industry’s Ultimate L&D Podcast Guide.
 

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Transcript:

Susan Cort: [00:00:00] Whether you're training learners in person or virtually, what you say and how you say it matters.

Lisa Bodell: It's not just what you teach, but how you teach it. I think you all would agree is really the secret sauce, right? It doesn't matter how great your courses are, if they're boring, or if they take too much time. And you know, time is the new currency. So we really had to adapt how we teach to be experiential, to be how to, and frankly, to be accelerated because no one has the patience anymore for long courses. They just don't. And that's been a real journey for us, but it's been exciting. 

Susan Cort: That's Lisa Bodell, CEO of FutureThink, renowned speaker and author.

Susan Cort: Lisa will share her ingredients for engaging audiences and creating learning experiences that are memorable and actionable. Next, on Powered by Learning. 

Announcer: Powered by Learning is brought to you by d’Vinci Interactive. d’Vinci’s approach to learning is grounded in 30 years of innovation and expertise. We use proven strategies and leading [00:01:00] technology to develop solutions that power learners to improve quality and boost performance. Learn more at dvinci.com. 

Susan Cort: Joining me today is d’Vinci’s CEO, Luke Kempski, and our guest, award winning author and CEO of FutureThink, Lisa Bodell. Lisa is a futurist and expert on the topic of innovation and simplicity, who has helped thousands of senior leaders ignite innovation at corporations worldwide.

Susan Cort: She is also ranked among the top 50 keynote speakers worldwide. Today, we're going to learn how she creates engaging learning experiences for her audiences. Welcome, Lisa. 

Luke Kempski: Glad to have you, Lisa. 

Lisa Bodell: Oh, it's wonderful to be here. Thanks so much for the kind introduction. 

Susan Cort: You're welcome. Lisa, to get us started, tell us a little bit about your background as it led you to starting FutureThink and its focus on skill building and organization.

Lisa Bodell: Sure. Well, actually, I like to say that I'm a recovering ad agency person. That's where it all began. You know, I've Are, are, are we all? Are we all? Right, to some degree. Yeah. But you know, [00:02:00] similarly to, to you and I'm sure to many of the listeners, you know, um, I'm a very creative thinker. But I also like business.

Lisa Bodell: So, you know, this is back in the, the late eighties and I was starting a company, etcetera. I was thinking of starting a company and that wasn't really a, an opportunity back then. So I went to what the most creative business was that I knew, and that was being in an ad agency. And while I was there, I became very frustrated because the only way to be creative is if you were actually a writer or a designer, and I was neither professionally.

Lisa Bodell: So, um, I was told I wasn't creative. And then I should just stay in my lane. And I got very frustrated because the creatives liked me. I could bring up ideas, but, um, my bosses wanted me to stay in my lane. And I thought, how can a company be successful if only certain people are allowed to be creative and have ideas?

Lisa Bodell: And that led me to leave and actually go to a dot com, which was a big thing starting in the nineties and really where my entrepreneurial spirit came in, where I learned how to run a business with [00:03:00] someone else's money. And I thought, you know, I want to go back to help people be more innovative and be more creative.

Lisa Bodell: I think everyone should be able to do it, um, and they should be able to have the tools to do it too. And that's what really led me on my entrepreneurial journey and where I am today with FutureThink, which I've had now for 20 years. 

Susan Cort: And how great that you didn't stay in that lane. We're all thankful.

Susan Cort: We're all thankful for that. 

Lisa Bodell: I'm thankful too. I would have gone crazy. So thank you. 

Luke Kempski: That's great, Lisa. Can you give us kind of a big picture view of how, um, how you look at FutureThink’s curriculum and how it has an impact on your clients and on their organizations. 

Lisa Bodell: Yeah, it's a great question. I, um, you know, I never had, uh, the intention of having a learning and development company or a training company.

Lisa Bodell: That was never a thought in my mind. But here we are. So I, you know, it started as I, I wanted to, frankly, as an entrepreneur, make money in my sleep. I wanted to give people tools on how to be creative. And, uh, and it [00:04:00] was really creativity back then. Innovation was in its infancy, right? It was more about coming up with ideas.

Lisa Bodell: And, you know, wouldn't you know it, even though I came up with over a hundred tools for people, people aren't as self-starting as you might think. And they need the training. They need someone to show them how before they go off and do it on their own. And that's how my training business was born. And I decided early on, rather than just having a training business or a skill building business, um, that offered lots of things, I wanted to have a business that focused on innovation and creativity and teach it in different ways.

Lisa Bodell: So I really was topically led rather than business led. And so that led me to the curriculum, which is what are all the things that have to do with innovation, creativity, agility, change, transformation, resilience, and that worked well for a while. Until I realized, you know, a lot of people really like taking the courses, but they weren't really able to do it once they got done.

Lisa Bodell: And [00:05:00] that's where the simplicity came in. And what I mean by that was, everyone wanted to be innovative, but they got back to their desk and they just didn't have the time. It's not that they weren't smart. So that's when I went on this journey of how do I help people get more time and space to be creative?

Lisa Bodell: And so a lot of our training now starts with simplicity first, and then it goes to innovation and transformation. So that's the topical approach that we took. And then we also, uh, And we can start talking about this too, which is, it's not just what you teach, but how you teach it. I think you all would agree.

Lisa Bodell: It's really the secret sauce. Right? It doesn't matter how great your courses are, if they're boring, or if they take too much time and, you know, time is the new currency. So, we really had to adapt how we teach to be experiential, to be how to, and frankly to be accelerated because no one has the patience anymore for long courses.

Lisa Bodell: They just don't. And that's been a real journey for us, but it's been exciting. 

Luke Kempski: Yeah, talk a little bit more about that. So how do you match the different learning topics that you're trying to teach with the different modalities that you can deliver them? You don't [00:06:00] want everything to be instructor led or facilitated life, and how do you think about how you integrate and mix that?

Lisa Bodell: The different methods of, well, training, I'll, I'll say you. The good news is because of the topics we teach, right? Innovation, it's gotta be very experiential and very creative. It comes with like a preconceived expectation, but even better, you know, being experts on simplicity. Boy, that really focused your message.

Lisa Bodell: You can't teach simplicity and be complicated about it. So that really, that really got us accelerated quickly. The other thing, um, that really drove the way that we teach, which I'll describe to you, is very practical, very provocative, very accelerated. was um, COVID. Because I think we will look back on COVID as one of the most transformative times of our lives, positively.

Lisa Bodell: You know, health issues aside, because it really forced us to challenge the work we do, how we work, and um, it gave us technologies that allowed us to be more flexible in our learning. So, you know, who would have known prior to COVID that we would be doing so much virtual [00:07:00] training? Even though I think all of us as practitioners said it was doable, nobody believed it because they weren't used to it.

Lisa Bodell: Boy, did they get used to it quickly. So, you know, everything we do now has to be fast, accelerated, practical, gets to the point, and it's got to be flexible because people work from many different places and many different geographies all at once. So, some of it needs to be on demand, some of it needs to be bite sized and TikTok on the subway.

Lisa Bodell: We had to really accommodate lots of different many more styles than ever before. Simplicity and innovation lead themselves and lend themselves to that with technology. It's great. 

Luke Kempski: Do you ever still see that the value in bringing people together in person? Yes. And where does that fit? 

Lisa Bodell: Yeah, and I, you know, that's one thing, it's kind of annoying, actually, when people say, well, why don't you just do everything on demand or everything virtually?

Lisa Bodell: And, um, I, I think we're seeing this come around again, which is authenticity and being human is form, is more important than ever, especially because of AI. [00:08:00] And I think that's, you know, AI can do a lot for us, right? It can make us more efficient, but it doesn't replace the human aspect of creativity and context and nuance yet.

Lisa Bodell: And so, I, I think getting people together is so important because I like to say, we get our best ideas when we're alone, but we build our best ideas when we're together. And all the more reason to get people together, um, physically, because they can better collaborate. And frankly, um, the physicality builds more trust.

Lisa Bodell: And that's where things really flourish in terms of learning, because you feel safe, you take away fear, and you feel safer to take risks. And learning is all those things, right? So, I, I think in person, Critical, critical. 

Luke Kempski: Yes, absolutely. And I, you know, when you think about the different, since You changed kind of a lot of your delivery, um, based on COVID.

Luke Kempski: How have you seen people respond to different types of learning delivery methods or modalities? And, and how do you, how have you [00:09:00] continued to evolve those? 

Lisa Bodell: Well, the, the accelerated definitely was a trend before COVID, but it, it 10x'd after COVID. Right? Because people have, and I say this with affection, as many of my family members have it, everyone's got ADD.

Lisa Bodell: Right now, they don't have time, they can't focus, they're context switching, they're impatient because they have to be. So accelerated is key. That's one thing that really happened. I mean, we used to do full day courses, and I will tell you now, um, and we used to do 10-minute videos. We are now being asked to do the TikTok version of videos, 60 seconds.

Lisa Bodell: So it forces you to get to the point. The other thing I think is there's an expectation of technology and interactivity. So that has forced us to use a lot of those things to bring in, um, collaboration with virtual teams. Uh, so things like I use Mentimeter with a lot of Wordles and polling, etcetera, to get people's input.

Lisa Bodell: Um, I use mural boards to create, um, in real time, problem solving and they get an [00:10:00] artifact. So there's this expectation of technology that's going to help you. Um, but also it's technology cause it helps inclusion. And I don't just mean inclusion in terms of different, um, people from different geographies, but it really has helped the introverts in the room feel more included.

Lisa Bodell: And I think that's important for learning. 

Luke Kempski: I wonder how much. Your experience actually in advertising and in the working around in an advertising agency has actually influenced how you think about training delivery and creativity and the types of training that you do. 

Lisa Bodell: I wonder too. That's a good … I hadn't thought about that one.

Lisa Bodell: Uh, well, you know, it's interesting because I started in, I'm from the Midwest. I'm from Michigan and Chicago. And when I, Leo Burnett was the first agency I went to, which I love by the way, they're great people. Great group of people, great agency when I was there. Um, but the, the creativity aspect, like being collaborative really, I think you're right, set the stage for how important that was because I saw how people could riff off each other.

Lisa Bodell: And I [00:11:00] learned a lot from doing, uh, and networking with a lot of people from Second City Improv. And you can just see the magic of what that experience brings to, uh, the live performance of how people perform when they're learning. And, um, Yeah, maybe that was part of my background that transcended. 

Susan Cort: So let me talk about the improv for a second.Whether you're doing virtual training or in person training, what lessons have you learned from improv that have made the learning experiences better that would help all the people listening who are trainers understand what they could do to improve? 

Lisa Bodell: Well, the best thing about, um, You know, how I've selected my facilitator bench, which has taken me, again, I've had this company for 20 years.

Lisa Bodell: It has been a journey beyond anything I ever expected in terms of finding the right facilitators. And what I mean by that is, when you find people with improv, um, they are really good. This is why it's so key to me when I look for trainers. Um, they're agile. They are resilient. They think on their feet.

Lisa Bodell: They can deal with problem children in the [00:12:00] room, as we like to say. Um, and, and they don't take things too seriously, right? There's a self-deprecating humor to it. And I think all those things really lend themselves to a good training experience. Also, it makes it experiential because they know how to interact with people to draw them out versus teach at them.

Lisa Bodell: So I would never hire on my bench Someone who is purely, I have to say, academic that would not work with our type of training and our type of content. Ours is more about, um, I can't tell you as a leader that you're creating problems. I have to show you. And I think there's that, the human aspect with an improv helps make that a safe thing to do and to teach.

Luke Kempski: So how do you go about taking someone who is good at improv and good in front of people and good at engaging an audience and then teach them the subject matter so you can  have multiple facilitators delivering the training that you’re delivering.

Lisa Bodell: [00:13:00] Well, you have to find people that are very well versed, that’s why I bring up people from like Second City, Upright Citizens Brigade, it’s Ground Links, it’s things like that. They come from a creative background, and that's what my content is. So, it's really teaching very similar techniques. And, so it's very intuitive to them, creative problem solving.

Lisa Bodell: That's what improv is, and that's what I teach. Right around innovation and simplification. Um, also improv is about, and comedy, is about reduction. And terrible jokes happen when they're too complex. The best jokes are the simplest ones. And so that's why these, the folks that I bring on from these backgrounds work so well with my content.

Lisa Bodell: They just get it, right? Um, teaching people the content is easy. Teaching them style and delivery is not. 

Susan Cort: I would think especially today as so many, um, audience members or team members might be resistant to in person events or in person training because they got used to not doing [00:14:00] that. Having a trainer or somebody on your bench to come out and talk to them and being able to relate to them makes the experience that much more memorable and lets them see what's in it for them.

Lisa Bodell: “Yes, and” I would say that, um, speaking of in person. Kelly Leonard. Yeah, you're welcome. Uh, and I, yeah, Second City is so great. I believe that everyone is creative. They just, everyone is innovative. They just need to know how. And they, and what I mean by that is getting a safe space to act that way, right?

Lisa Bodell: And, um, having some tools that allow them to really know that there's lots of different times of creative problem solving. It's not about being goofy and weird and funny. I mean, it can be. But, um, it's like even Yes And, it's building on, it's collaborating with, it's being provocative in a safe way. And that's what, um, you know, our folks really bring out in people.

Lisa Bodell: And I think that it can be done virtually, and it's even better, it's [00:15:00] 10x'd when it’s in person. 

Luke Kempski: Yeah, no doubt. When, when you think about like, uh, who your ideal client is, like, where are they on their journey when they connect with FutureThink? How, how, how can you help kind of get them from where they are to 

Lisa Bodell: You know, that's interesting because I didn't, when I first started out, I thought we'd be, we would be working with, um, you know, the C-Suite, that kind of thing, but really, you know, our people are like your listeners, you guys, it's, we deal with CHROs, heads of L& D, the people that are the skill building experts, they are the filling the skill gaps.

Lisa Bodell: And we actually strategically decided when we first started, um, to work in regulated industries. And there was a reason for that. Because I thought from a business standpoint, if I could figure out how to do this within regulated industries, like people that are really handcuffed by, by restrictions, I could do it for anybody.

Lisa Bodell: And I believe that's very true. So, um, we strategically went for pharma [00:16:00] and biotech, financial services, a lot of manufacturing, we deal a lot in intelligence and government. And the reason I say that is, if we can get those people over the creative hump of, we can't do that because we're regulated, we certainly can do it with people that are not regulated, too.

Lisa Bodell: And, uh, the good news is a lot of the things that we teach, they're agnostic, right? Whether you're teaching, talking to the L& D people, um, whether you're teaching a cohort or whether you're teaching an intact team, these are skills that they can take within their sphere of control, um, and use with their teams no matter where they move up the ranks within a company.

Lisa Bodell: That's the goal is to help people upskill no matter where they go between and beyond the business units. To me, that should be the goal. 

Luke Kempski: And what would an organization look like after they've partnered with you? What would you like them to, like, what would feel different? Amazing. They would look 

Lisa Bodell: Amazing.

Lisa Bodell: They would look amazing, uh, everyone would lose 20 pounds. They look fantastic. I'm projecting, I'm [00:17:00] projecting. Now, um, how would they feel? You know what they would feel? Well, the, the feeling people get when they work with us is this, they are inspired. Right? There's like a new juice, a new energy, right? Um, they are relieved.

Lisa Bodell: They're relieved. And that's a really important thing. They, they are relieved and hopeful. And those are kind of odd things to say when it comes to learning and development. You know, because usually it's they're, they're activated, they're energized, they're inspired. That's fine. But really for me, it's, I'm going to show them how they can get time back for more meaningful work.

Lisa Bodell: That's really what it is. And if they get time back, oh my God, their, their, their shoulders go down. They, they're just so, they can't believe that it's actually going to happen. It's actually going to, we're showing them the light. And they are, they are hopeful that it actually could work. It's not going to be that they leave the room and all those ideas die on a whiteboard or that, oh yeah, this sounds great, but my boss is never going to let me do it.

Lisa Bodell: We teach stuff in their sphere of control, so they really feel like, damn it, I'm [00:18:00] going to get time back. I can do this. 

Susan Cort: Well, you know, how many sessions have we all sat in about being innovative, being creative, and you feel energized at the moment, and then it falls apart or falls away. But I like the idea of making it simplified because what you're doing is giving them a roadmap to move forward.

Susan Cort: And I think that's a great lesson to learn for anybody who's doing any training is what's in it for them, how, how is it really actionable and achievable? 

Lisa Bodell: Well, that's the other thing I'll say is, you know, you mentioned earlier, you know, what have we seen change about training? We have a couple of philosophies I think are different.

Lisa Bodell: One is, I believe strongly that culture is the work we do every day, and your culture is your boss and your team. So, you can tell me all you want that the CEO sets the culture, and they do, but when I go home at night and someone says, how was your day? I'm probably not talking about the CEO. I mean, unless, if that's your level, right?

Lisa Bodell: Um, but most people are going home and talking about their team. And the work they do every day. And so we've got to teach them in their sphere of control [00:19:00] and give them power in their sphere of control, not their sphere of influence, five layers up, um, to really make an impact and have them really believe change can happen.

Lisa Bodell: So when we teach, it's in the sphere of control. The, and we also teach at the team level because that's who they interact with. The reason that's important is because then they can get commitment right in the room for change. And I think that's different than when you teach for cohorts. And when you teach people theory, not practice.

Lisa Bodell: Because I can get people to commit right in the room. Like, we teach this session called Kill a Stupid Rule that will light your hair on fire. It's so amazing. And we kill rules right in the, stupid rules, right in the room. And they leave, like, they're like, Oh my God, I can't believe I don't have to do that report anymore.

Lisa Bodell: Oh my god, I can't believe that zombie meeting is going away. Like, they, they just, they can't believe it. But we've always done it that way. Well, no one ever asked them. And we get the boss in the room, and then it's, you know, the, the idea is to, no one argues when you go in and you say, hey, who would like to stop doing stupid stuff?

Lisa Bodell: You know, no [00:20:00] one says, no, let's keep all the stupid stuff. Everyone wants to get rid of stuff. So I guess it's, it's how do you empower people and give them, it really is giving them relief and hope. That's a big, big part of training. Relief and hope that it will actually work, whatever you're teaching them.

Luke Kempski: Yes, absolutely. Well, Lisa, you seem like the kind of CEO who always has something new brewing, so what can you tell us about what you're working on now at FutureThink and the value you hope to bring to organizations? 

Lisa Bodell: Well, okay, so I'll answer that question two ways. We are always, you know, being on the lookout for what's the, um, what are the topics that are important, right?

Lisa Bodell: So, of course, AI. My opinion on AI is how, it's never been more important to be human and teach people, for example, curiosity. Because it doesn't matter how good your AI is unless you know the questions you're supposed to ask. So there's, you know, like, so my relation to that would be I'm still keeping in my wheelhouse.

Lisa Bodell: I'm not going to become an AI training company. I think that's where a lot of training companies fall down. They just want to be everything. Um, but I'm going to tell you [00:21:00] my angle on it, right? Which is being more human. So that's what we do is we, we look at topics that I'm doing a lot of on demand. Um, a ton.

Lisa Bodell: We do a lot of LinkedIn nano learning, right? ADD, gotta make it fast. And, uh, we also have our own courses and toolkits, so people can how to right away, 60 seconds or less. The other thing I will tell you is what we're not doing. And I think that's important for training companies, too. You know, I, we eat our own dog food.

Lisa Bodell: And every quarter when I get my team together, we kill stupid rules. And we kill a lot of them. And they're usually my stupid rules, by the way, which is always which is always, always enlightening for me. But true, right? There's always these dumb things that that boss, aka me, puts in place. But, you know, I measure my success by not just what people are committing to doing, but what they're committing to stop doing.

Lisa Bodell: And we actually kill rules every quarter. And I know it's successful when, um, every quarter gets harder and harder for them to come up with things. And that to me is a sign of success. It's not, [00:22:00] it's not more, it's just valuable. That's what's important. Not more valuable. So I don't, I never want to have a curriculum with 100 courses.

Lisa Bodell: To me that would be a failure. I want to have a core, best courses for the topics of the moment. That's it. 

Luke Kempski: Yeah. So that means that some get killed along the way and new ones are born based on changes in technology and society. And that's where I was going. Workplace generations. That's where I was going.

Susan Cort: And you’re keeping it simple. 

Lisa Bodell: So it's like, Well, yeah, keep it simple, but I would argue that there's a lot of companies, um, there's a lot of training companies that will keep, you know, it's about more and, and there's, there's sense to that, right? You can make money on scale, but, uh, I think that muddies your expertise. I think that, that you can't be the expert in everything.

Lisa Bodell: You just can't be. So, uh, our focus is a little different. 

Luke Kempski: Yeah. Also has the potential to waste people's time taking courses. 

Lisa Bodell: Remember if my expertise is going to be in simplicity and I have a catalog of 700 courses, people are going to call me out. So I've [00:23:00] got an issue there. 

Luke Kempski: Uh, that's a great Lisa. Anything else that you wanted to share that you're working on or thinking about and excited about, uh, going into the future? 

Lisa Bodell: Uh, you know, a big thing I'm working on right now, and I've, um, I've actually recast my keynote on this, uh, cause I, I spend all my time on the speaking circuit, right? That's what I do.

Lisa Bodell: And then I have a team that actually ignites those skills. So it's a nice synergy. And, um, what I've learned over the years with, when it comes to simplicity is that this is my provocative angle. This is not about productivity and efficiency. This is about, um, subtraction and doing more work that matters.

Lisa Bodell: So, my goal actually is, um, I really want people to start thinking about simplicity as a strategic positioning. It is a culture. A culture of simplicity is really important because it gets people focused and energized. And frankly, simplicity is a big driver of wellbeing. And the big thing we're seeing right now is given the level of stress and burnout, there was just an article in CHRO that they had quoted from [00:24:00] a Fortune and Upwork survey that 71 percent of people reported higher levels of burnout and 61 percent said they have more demands on them than ever before.

Lisa Bodell: So it is directly impacting their wellbeing. And so we have to really start to think about as bosses, is how much is enough? And what is the impact of over productivity expectations having on people's wellbeing? We have to stop being performative about it, and we have to start really thinking about the impact of how we work.

Susan Cort: Lisa, what advice would you give to our listeners who are, uh, creating custom content, they're, they're helping to train and educate their audiences? Thinking about all that you do, what advice would you impart as they think about how they move forward, uh, in creating training? 

Lisa Bodell: First of all, the more, the more specific you can have or unique of an angle you can have on a topic, the better.

Lisa Bodell: Otherwise, there's, everyone always has, there's 70 courses on [00:25:00] leadership. What's different about you? The other thing I, and I have a strong position on this, is being very practical. So I think there's a lot of people that focus too much on design. They focus on the sizzle and not the steak. And I think it's important to have both.

Lisa Bodell: So, but when I say sizzle, that's high production values that really, um, allow people to get engaged. But the steak part, I would say, is get to the point. Make it how to, make it practical, because then people will want to come back to you. That would be my big advice. 

Luke Kempski: That's fantastic. I think I hear the advertising background coming through there, too.

Susan Cort: Well, I want to get back to uh, listening to some of your, uh, your TED Talks I was enjoying this afternoon. 

Lisa Bodell: Oh, okay, well that's time you'll never get back. 

Oh, no, no, no, no, in fact, usually I multitask, and I actually stopped the other thing that I was doing to listen, because you had so much to say. Some great points and uh, we really thank you for sharing your journey and, and sharing these words of inspiration.

Susan Cort: Thank you. Oh, it a pleasure. Thanks for having me today, Lisa. 

Luke Kempski: Oh yeah, that was great. Thanks Lisa.[00:26:00] 

Susan Cort: Luke, I just feel really energized listening to Lisa. She's really got a way of making the learning manageable and achievable. 

Luke Kempski: Yes, energizing for me as well. I mean, what impresses me is like how Lisa and future think. They're really intentional about using different learning modalities to foster learning and behavioral change.

Luke Kempski: By blending Lisa's motivational keynote sessions with instructor facilitated workshops, self-paced micro learning, toolkits, and even coaching, they can really unlock their client's potential. They help their clients kind of simplify and focus their productivity, which then frees up time and energy for innovation.

Luke Kempski: You know what else I like? I like how they are attentive to like with their facilitators, kind of the energy they bring to the sessions and they look to integrate improv principles into their programs. It no doubt makes for an even better learning experience for everyone who participates. 

Susan Cort: Agreed. Luke, she's got some really great ideas and I invite our listeners to learn more [00:27:00] about Lisa Bodell, of FutureThink, and there'll be a link in the show notes.

Susan Cort: Special thanks to our guest, Lisa Bodell. If you have an idea for a topic or a guest, please reach out to us at poweredbylearningatdvinci. com. And don't forget that you can subscribe to Powered by Learning wherever you listen to your podcasts.