Julia Sheehy

The strongest predictor of whether training sticks is not the trainer. It is the learner's manager. I learned this the uncomfortable way. Same course, same facilitator, same materials, delivered to two teams. One team applied the skills for months. The other dropped them within weeks. The difference was not the learners. It was what happened when they got back to their desks. Team one's manager asked about the training in their next one-on-one, referenced it in team meetings, and made space to practice. Team two's manager said, "Hope it was good," and moved on. The learners took the hint. If it does not matter to my manager, it does not matter. Transfer of training research has shown this for decades: what happens before and after a session predicts application better than anything that happens inside it. So now I refuse to treat managers as an afterthought. Every program I build ships with a manager toolkit. One page, three parts: what their people learned, two questions to ask in the next one-on-one, and one way to create practice opportunities. It takes managers five minutes. It changes everything about whether the training survives contact with real work. If you build training, this might be the highest-leverage page you ever create. What role do managers play in your programs right now, honestly? #TrainingTransfer #ManagerEnablement #LearningAndDevelopment

Our live session, “Extensible by Design: How Owl Talon v3.5 Powers Next‑Gen One‑Way Protection for High‑Assurance Networks,” is almost here. If you’re responsible for securing high‑assurance or mission‑critical networks, this is your opportunity to: • See how Owl Talon’s extensible model and licensing work in real deployments • Understand how to future‑proof one‑way protections as requirements change • Get your questions answered live by Owl product experts 🔗 Reserve your spot now: https://hubs.la/Q04pc81D0

This book is also the story of a long professional partnership. Steven J. Kelly and M. Mari Novak spent decades working inside organizations undergoing major change across public and private settings. What emerged is not just a set of methods, but a shared way of seeing: practitioners first, theorists second. trenchesofchange.com

Hilarious or terrifying… 😆🙄🫠

What would be your first plan of attack for measuring the impact of a leadership development program? This question came up in my latest Measurement Made Easy meetup group. To begin our conversation, I asked my favorite thought-provoking question (thank you Chris Taylor)... If your leadership development program is wildly successful, what will be different on the other side of it? The answer for this particular participant was: We will see growth in 5 specific capabilities. This is truly a great answer. Yet this answer in-of-itself doesn't help us measure the success of the leadership program. How do we know that people grew in those 5 capabilities? We need to framework each capability! Leadership capabilities shouldn't just be measured as a simple "yes" or "no" regarding whether a person did it or not. Instead each capability should be frame-worked. This means describing capabilities as a process made up of specific "steps" or "dominoes," where each step can be executed well or poorly. A successful framework for delegation (for example) might look like these actionable components, including: 1. Identifying the right opportunities: Knowing exactly what tasks to delegate and recognizing the indicators that you should be delegating. 2. Choosing the right person: Thoughtfully selecting the correct individual to take on the delegated work. 3. Providing support: Helping the employee do the work and managing the overall quality of the task. 4. Following up appropriately: Checking in on the task's progress without micromanaging the person doing it By breaking down the capability into this step-by-step framework, you are able to measure not only if people are delegating, but exactly how well they are executing each phase of the process. This allows you to pinpoint specific areas where leaders excel or struggle—such as having a hard time selecting the right person to delegate to—and use those deeper insights to report operational impacts back to executives or alter future training. When training is based on a clear framework, organizations can compare the employee's self-reported progress with the manager's direct reflections on those exact same step-by-step capabilities. Measuring these reflections at different points—both right after the training and long after—provides a highly effective way to measure and reinforce leadership development. How will you incorporate frame-working in your next leadership development initiative?

⚠️ These are the criminals that are blackmailing teenagers with sextortion scams. 🌍 They call themselves Yahoo Boys. They’re part of a cybercrime network in West Africa. 💋 They use fake social media accounts of attractive young women to catfish, coerce, and relentlessly threaten their victims—usually boys and young men. 🔥 In just seven days, Erin West and I were able to find and confront 10 criminals involved in this dangerous scam. We asked them: 👉 What platforms help you commit the most crimes? 💬 “Instagram, Facebook, and WhatsApp” they said first—all Meta products. Followed by TikTok and dating apps. 👉 How do you demand money from victims? 💬 “CashApp, Apple Cash, PayPal, Zelle, G2A Steam and Razor gift cards, and crypto” they answered. 👉 Why do you commit these crimes? 💬 “For the money, so we can feed ourselves,” they said. Their iPhone 17s, Louis Vuitton slides, gold chains, and Mercedes Benz suggest otherwise. 👉 What can be done to reduce this crime? 💬 “More arrests.” They all agreed. They don’t know anyone who’s been arrested for this. 👉 Do you feel bad for your victims” 💬 “No.” This dangerous scam has already pushed at least 61 teenagers to suicide. It has to stop. Thanks Sumsub for supporting this research trip. ➡️ Next, I'll share what happened when we found a local voodoo ritualist who allegedly uses black magic to help these scammers steal more money from their victims.

"DEI will cost lives," says SECWAR. DEI has saved White lives, says his own DOD data. If you search for "military war casualties by race," you will see the numbers in a database that DOD maintains. I've attached a link in the comments below. Look at the figures for Black men during every conflict. For every number there, there is likely one White male who didn't die because they did. Some died while trying to save their shipmates, like SGT Alwyn Cash who belatedly received the MOH. Looks like he had problems with PFB in the pictures I've seen of him. Do you think soldiers will shave every morning while fighting at oil facilities or elsewhere? Did they at Iwo Jima? Ever wonder why you didn't see much stubble in Saving Private Ryan? Hollywood magic. 350,000 Black personnel currently serve. If you assume 50 percent are males (likely much higher than that) and 60 percent of that number likely suffer with PFB, you can begin to grasp the significance of the potential manpower and experience losses. DOD may be self-eliminarting more men than we have lost in all wars and engagements combined since the Vietnam War. We were unprepared for the response from an adversary who has spent decades learning how to make a dollar out of fifteen cents. They now have the world's attention. We were dismissive of the Ukranian's ability to make a way when they didn't seem to have any. The future will tell us what will happen when reality slaps us in the face as this self-inflicted wound policy unfolds. I wore a beard for my first 9 years in the Navy, after suffering through bootcamp with PFB. I was manhandled by my Company Commander because I scratched my chin while marching in formation. He put his hands on me, forcefully. I had little choice but to accept it. At OCS in 1984, I received a shaving waiver, after scarring and burning my face, trying to meet the clean-shaven standard. For years after that, I used a shaving powder dipilatory every few days. Under this policy, my 12 years of stellar performance as an officer would not have happened. Multiply that by tens of thousands, at various stages of their careers. We have decided on the verdict. Now we can conduct the trial. Sailors with ‘unmanageable permanent’ razor bumps to face separation, Navy says https://lnkd.in/eHRTCb3c

New, by me: Felons, Fraudsters Flog Offensive Cybersecurity Startup A cybersecurity startup dangling millions of dollars to acquire zero-day security vulnerabilities in popular software is run by a pair of far-right conspiracy theorists and convicted felons whose most recent ventures included fake intelligence companies and a now-defunct AI-based lobbying platform they operated under assumed names. Link to story: https://lnkd.in/eKYZYKCk

The Security Dictionary — Entry 01: Owlproof (adjective) Secured by physics, not promises. Owlproof is what happens when security stops depending on software promises and starts relying on hardware enforcement. One-way data flows. No backdoors. No “we’ll get to that CVE next sprint.” It is the opposite of “we hope this holds.” In a sentence: After the third breach, they finally went owlproof—the hackers moved on, and the SOC team discovered weekends. Entry 01 in The Security Dictionary. Learn how Owlproof architectures work in practice: https://hubs.la/Q04nN2zp0 @Mike H.