Susan Ruhl
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Susan Ruhl
Driving Development in the Age of the Modern Learner
Evergreen A Conference Room - 7:00 am

Target Audience: All

Susan is a founding partner of ICC Inc., and she is responsible for leading operations, finance and strategy. With more than two decades of business experience, Susan has developed a superpower for ending “business bloat” (inefficiencies, cross-purposes and miscommunication) and retooling companies into sleeker, smoother, more strategically focused organizations. After graduating from Marquette University with a degree in finance, Susan jump-started her career working for The Chicago-Tribune and Chiquita Brands. Entrepreneurial by nature, Susan also owned her own successful business working with clients that included Honey Baked Ham, Omni Netherland Plaza, the NFL, Cincinnati Bengals and Museum Works Galleries. Ask her to quote Monty Python and the Holy Grail to get a taste of her cheeky sense of humor.


Driving Development in the Age of the Modern Learner
If you were to look at your training, how effective would you say it is? How many of your learners remember more than 70 percent of the knowledge and skills learned during training? And how many of those learners actively changed their behaviors to increase their productivity and effectiveness? Chances are, very few of your learners have changed their behaviors to match your organization’s learning objectives. For adult learning to occur, behaviors must be practiced regularly and over time. In other words, reinforced. Essentially, reinforced learning is based off the 70-20-10 model. Only 10 percent of what we learn is from what we are taught using traditional lecture methods (how much of that philosophy class do you honestly remember?), 20 percent from social-based learning methods (talking with others to work through problems), and 70 percent comes from direct experiences and practice in realistic settings (Bersin, 2013). Reinforced learning represents that 70 percent! Reinforcing knowledge and skills is a process. What it isn’t is your training material broken down into smaller pieces. When trainers think of reinforcement, they often think of small reminders being sent after training has ended, but that is not reinforcement. Reinforcement is experiential learning. It is the implementation and practice of the desired behaviors that increases effectiveness, not simply a reminder. 

Engage. Educate. Empower.

Mile High SHRM
500 Discovery Parkway, Suite 125 | Superior, CO 80027
(303) 465-3522 | (303) 243-5075 fax