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In this Issue:

• Planned Enhancements to the LXP
• Emerging Leader Train the Trainer Interview
• Trainer Spotlight
• Collecting Gratitude
• Halloween-Themed Lesson
• LDC Updates

The State of Colorado’s Learning Experience Platform (LXP) is Evolving

Beginning Oct. 27, 2025, The Learning Experience Platform (LXP) will be adding a Learning Management System (LMS). This will help support a comprehensive system for statewide training. The integration combines the strengths of both systems—the LMS’s ability to manage mandatory training and the LXP’s focus on professional growth. The result is a one-stop shop for learning across the State, where employees can complete required courses, explore thousands of optional trainings, and track their progress all in one place.

To prepare for this transition, the LXP will be unavailable starting at noon on Oct. 22 through Oct. 26 for scheduled updates. Please plan ahead for any training needs during this time. Normal access will resume on Oct. 27, 2025.

What’s new:

• One-stop access to all State learning opportunities
• Integrated tracking for mandatory and elective training
• A more intuitive, user-friendly learning experience

Where applicable, agency-specific instructions will be shared directly by HR teams and/or learning & development leads.

This transition supports the State of Colorado’s goal of being an employer of choice by making learning easier to access and more meaningful for every employee.

For questions or additional information, contact dpa_ldc@state.co.us.

Emerging Leader Train the Trainer Program In Action: An Interview with James Thacker

The Emerging Leader training certificate is one of the most popular training opportunities that LDC facilitates. It is a four-week program that is designed to help State employees enhance their leadership skills. 

Allie Rasmussen (AR) from LDC interviewed James Thacker (JT) from the Colorado Department of Public Safety (CDPS) to discuss the launch and early results of CDPS’s piloting the "Train the Trainer" Emerging Leader program. This initiative was designed to boost training capacity internally by certifying agency staff to deliver the training themselves.

Addressing the Demand Problem

AR: How did you come to the "Train the Trainer" Emerging Leader program as a solution? Specifically, what training problem were you trying to solve at CDPS? 

JT: We didn’t have a problem so much as we had excess demand for the Emerging Leader Certificate. We were hearing from a lot of people saying, "Hey, I want to sign up for this, but there are no open spots." And so that really brought us to the "Train the Trainer" program, thinking, gee, if we could handle our own volume, not only would that help DPA, but it would help us.

Successes, Challenges, and Learnings  

AR: What have been some early successes and some challenges?

JT: I think early successes go right back to that demand question. There’s no shortage of people that are eager to sign up. That's a good thing.

I would put the challenges into two categories. One would be from the learners themselves. A percentage of learners didn't realize what a commitment the certificate program would be— both in the time and participation expectations. Some weren't used to that rigor.

The other challenge, and I'm only speaking for myself, is that some of the days there is so much content, I mean, so much, so much, so much, that it took me a while to realize, "Oh wait, these are the things we have to get to, these are things that are nice to get to." If we prioritize the things we have to do, that really ultimately serves the objectives.

AR: What are some of the key learnings or takeaways that you’ve had so far from starting this emerging leader program at CDPS?

JT: The one that I would really think is worth elevating goes back to that percentage of learners that didn’t understand the commitment. The flip side of that is holding people accountable.

At first I was really hesitant because I was new to the program and I didn't want to make people upset. But as I thought about it, I realized that it’s so important that people get the most out of this certificate program. However, to do that, they need to invest time and energy. If somebody shows up for two hours in one session and they still get to coast through the class, that’s not fair to somebody else who’s really dedicating all the time and work into completing the program.

When I really started holding people accountable, that was a big learning, or even permission for me: you have to do this for the good of those people that are putting in the effort.

AR: I can imagine facilitating for your own agency—holding that expectation sounds a little bit more challenging than perhaps what we’re doing at LDC where there can be more distance. 

JT: Yeah, because you're not necessarily going to see somebody in the hallway.

AR: Right, totally. But then I bet the relationships that you build as a facilitator when you do run into someone—that’s pretty cool, too.

JT: Exactly. And you know, when I hold people accountable, that’s not because I’m being mean or ruthless. It’s very objective and very matter of fact. Here are the guidelines, and if for some reason you don’t meet those guidelines, then we can get you in the next session. But it’s not going to work today. So it is the responsibility of the learner.

Internal Engagement

AR: So in your experience, you've observed a cohort of mixed agency folks and then you've had two cohorts of only folks from CDPS. Are there any differences that you notice?

JT: I think probably—and this is anecdotal—the only difference is that when the cohort is entirely within CDPS, then people are more willing to engage and follow up than if they're with other agencies. Then there's a little bit more distance.

Looking to the Future

AR: What excites you about the future of the program at CDPS?

JT: Simply continuing to offer it because of the high demand. Between now and the next cohort starting October 13, I plan to thoroughly review the guides and slides to improve my comfort in prioritizing content and facilitating smoothly.

Trainer Spotlight

Collecting Gratitude Stories

As the holiday season approaches, particularly Thanksgiving, our thoughts often turn to gratitude, typically focusing on personal blessings outside the workplace. This year, let's shift our perspective and consider what aspects of our professional lives or careers evoke feelings of thankfulness.

We are actively seeking and collecting your stories of gratitude related to work. We invite our readers to share personal anecdotes that highlight moments, individuals, or experiences within their professional journey that have inspired appreciation. These stories can be as seemingly small as the unwavering support of a colleague who always has your back, the insightful feedback from a leader that has significantly impacted your career trajectory, or the guidance of a mentor who cleared a path or helped you navigate challenges.

No story is too insignificant or too grand; the only stipulation is that it centers on your work experience. We believe that acknowledging and sharing these professional moments of gratitude can foster a more positive and reflective community.

Please send in your stories of gratitude to dpa_ldc@state.co.us.

- Josh Beryl, LDC Training Specialist

Bloom’s Taxonomy is a well-known framework for evaluating the goals of a lesson or instruction. As trainers and lesson creators, we can use these words in our objectives themselves or to guide the questions we ask the learners and tasks we present to them. This Halloween season, I am inspired by the often underrated candy corn to remind ourselves to pay attention to the types and variety of thought we provoke when training our colleagues at the State.

Below our candy corn lie ‘remember’ and ‘understand’. These are basic aspirations that we would rarely overlook in guiding our learners’ thoughts.  Then comes application. Often when producing e-learning we want our audience to finish the training and use the information from the course in their jobs or even their life outside of work.  As we move up the candy corn model of the taxonomy, we are asking our learners to build their critical thinking around the topic being presented. In order to analyze information, one must compare various components; the wheels in the mind start turning. At this point the learner is making their own meaning with the information they have been presented.  The white frosting of the bite sized treat is evaluation. This is an indispensable function in the professional lives of many of our learners. From HR professionals moving through the job selection process to Statewide Labor Relations deciding on Partnership Agreement language, this level of thinking should be fostered in training we offer.

Lastly, according to Bloom, the top tier in learning is creation. In this case we are creating the delicious sensation of devouring the candy corn. A great sign that someone is achieving the highest levels of growth in a topic is to be able to package it into something new. This could be art or instructing others in the subject area. A “train the trainer” model aims for this level of conscious thought for our learners.

As part of our continuous effort to streamline and optimize our learning offerings, LDC has retired the De-escalation and Emotional Intelligence courses, effective immediately. We appreciate everyone who participated in these programs. 

While the classroom courses will no longer be offered, the skills they emphasized—managing intense conversations, self-awareness, and emotional regulation—remain vital for a healthy and respectful work environment.

Your Ongoing Resource: The Colorado State Employee Assistance Program (CSEAP)

For any personal or professional support related to managing conflict, stress, or improving communication skills, we want to remind you of the robust, confidential services provided by CSEAP.

CSEAP is a dedicated resource available at no cost to all state employees, offering one-on-one counseling and professional consultation. This program is specifically designed to assist you in navigating life's challenges.

For immediate support or to learn more about the confidential resources available, please visit: cseap.colorado.gov

Does your L&D team have news to share? Reach out! dpa_ldc@state.co.us