In this episode, I talk with Dylan Medeiros, a learning and development specialist at HFA, about the intriguing origin story of the NICER method. Dylan breaks down the method's steps and explains how it can benefit both civil engineering individuals and organizations. We also talk about the future of learning and development in the engineering field. ***The video version of this episode can be viewed here.*** Engineering Quotes: Here Are Some of the Questions I Ask Dylan: What are the foremost challenges faced by civil engineers and AEC professionals in terms of ongoing learning and development within the industry today? How can you effectively communicate the value of a company's learning and development program, which not only enhances your professional skills but also benefits your personal life, including skills like communication, listening, productivity, and time management? How do companies attract, retain, and develop employees by offering robust learning and development programs that foster loyalty among their workforces? Could you explain how the NICER method for talent development can benefit civil engineers or AEC professionals? How can managers ask employees about their needs and succession planning while making sure the learning and development program is valuable enough to motivate them to invest billable hours? How does offering freely accessible content help establish credibility and build trust with potential clients, leading them to reach out for assistance with their learning and development needs? Having explored the aspects of needs, incentive, and credibility in the NICER method, what component should we turn our attention to next? Could you explain the meaning of the "R" in the NICER method? Can you provide an example or discuss how an individual professional can apply the NICER method to develop their skills and advance in their career? Here Are Some Key Points Discussed in This Episode About the NICER Method: One of the key challenges in the AEC industry is resistance to adapting to new work styles. This resistance is particularly pronounced due to the presence of four different generations in the workforce. It also stems from a lack of clear direction in aligning learning and development efforts with the evolving work environment. Furthermore, remote work has blurred the lines between personal and professional life, making it challenging to define clear boundaries. Lastly, professionals are increasingly seeking autonomy and control over their work hours, making traditional office setups less appealing. The main principle of learning and development is to prioritize holistic growth in individuals. This means focusing on both their professional and personal development. Success in the industry goes beyond technical skills — it involves nurturing well-rounded individuals who are appreciated for their contributions and positive interpersonal qualities. One crucial aspect to consider is that people often resist training not because they inherently dislike learning or development, but primarily because they dislike unengaging, checkbox-style training that lacks real-world application and support from leadership and peers, which has contributed to the negative connotation associated with the term "training." The NICER method begins by understanding employees' needs beyond job descriptions. It involves developing skills that enable them to replace their leaders, fostering buy-in by considering the whole person, and addressing incentives to ensure active engagement in the development process. Effective learning and development programs must connect with individuals on a deeper level, moving beyond event-based discussions. Building credibility and rapport by actively engaging in their world and showin...