Training Impact Podcast

LatitudeLearning
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🎙️ The Training Impact Podcast with Jeff Walter Welcome to The Training Impact Podcast, where we explore how Partner Training Programs drive real business results. Hosted by Jeff Walter, Founder and CEO of LatitudeLearning, this show dives deep into the strategies, tools, and stories behind high-performing training programs for franchises, resellers, dealers, customers, and extended enterprise networks. With over 20 years in Learning and Development, Jeff brings clarity to a part of the industry too often ignored: Partners and Programs. While most conversations focus on employee training, The Training Impact Podcast shines a light on the unique challenges—and enormous opportunities—of partner learning at scale. Each episode features conversations with training leaders and franchise executives who are transforming how organizations learn, grow, and measure success. From building scalable onboarding systems to embedding AI in learning, we discuss what it takes to turn training into a strategic asset that fuels performance, retention, and growth. 💡 Why listen? Learn how to connect training directly to business KPIs Discover frameworks like the Training Program Roadmap and Surefire Training Impact™ model Hear real-world stories from franchisors, L&D professionals, and partner program innovators Gain practical strategies to elevate your training from tactical to transformational 🎧 New episodes every month featuring experts from across industries including retail, finance, automotive, healthcare, and tech. 👉 Follow Jeff Walter on LinkedIn: www.linkedin.com/in/jeffreywalter 🌐 Learn more about LatitudeLearning: www.LatitudeLearning.com #TrainingImpactPodcast #PartnerTraining #FranchiseTraining #LearningAndDevelopment #LMS #TrainingStrategy #JeffWalter #LatitudeLearning #TrainingROI #ExtendedEnterprise

  1. 1D AGO · VIDEO

    26. Burn Boot Camp: The Powerful Playbook for Consistent Franchise Success

    In this episode of the Training Impact Podcast, Jeff Walter sits down with Amber Burke, Chief Operating Officer of Burn Boot Camp, to explore how one of America’s fastest growing fitness franchises maintains its signature experience across more than 380 locations. What emerges is a closer look at how consistent training, thoughtful certification, and a philosophy centered on connection fuel both member transformation and system wide performance. Amber shares the origins and mission of Burn Boot Camp. The brand was created to give women and families a place to grow stronger physically, emotionally, and mentally. It pairs high energy group workouts with personal training level coaching, requiring more than choreography or general instruction. It depends on a system that ensures every workout reflects shared standards of safety, progression, and member engagement. A major driver of that consistency is the national programming model. Every location follows the same daily focus, progression, and coaching cues, all built around principles like progressive overload and movement integrity. Whether a member trains in Charlotte or California, they get the same elevated experience. This level of alignment allows the franchise system to scale without losing the essence of the product. That consistency only works with a strong training engine behind it. Every location must have a Burn Certified Lead Trainer, a role that goes far beyond technical coaching. Lead trainers complete an immersive onboarding experience at headquarters, where they learn how to translate Burn Boot Camp’s philosophy into high energy group environments with 40 to 120 members in a session. They are evaluated not only on fitness knowledge, but on how they build connection. Trainers are expected to know every member by name, deliver personal encouragement, and engage the room with intention. A detailed accountability checklist defines what great looks like inside a Burn Boot Camp session. This mix of structure and meaningful interaction creates an environment where members feel supported and inspired. Amber explains how Burn Boot Camp keeps locations aligned through a framework called the Blue Carpet Experience. This system tracks product quality, customer experience, and adherence to training standards. When performance indicators slip, headquarters may recommend refresher training, module based reeducation, or optional onsite coaching to help teams reset and regain momentum. The annual Franchise Summit also plays a major role. With more than 1,100 attendees, the summit offers immersive training for both fitness teams and franchise partners. High performers share insights, refine skills, and help move the brand forward. The summit reinforces a core belief inside Burn Boot Camp: training is not an event but an ongoing cycle of learning and improvement. Burn Boot Camp shows how franchise training becomes a strategic advantage when programming, certification, and culture align. The brand’s ability to deliver a personal, high quality fitness experience at scale is powered by strong training systems, consistent expectations, and a deep commitment to community. Learn more about Burn Boot Camp at ⁠https://burnbootcamp.com⁠ Explore more episodes of the Training Impact Podcast at ⁠https://www.latitudelearning.com/training-impact-podcast/⁠

    55 min

  2. DEC 15 · VIDEO

    25. Design Pickle: Unstoppable Momentum Through Smarter, Scalable Design

    n this episode of the Training Impact Podcast, host Jeff Walter sits down with Wyatt Borchetta Platt, Revenue Operations Leader at Design Pickle, to unpack how scalable creative systems and smarter processes help companies grow without sacrificing quality. Wyatt brings a rare blend of experience across sales ops, marketing, and cross-functional leadership. He explains how organizations can use structured creative workflows, automation, and data discipline to keep marketing moving at the speed of growth. From B2B SaaS and agencies to franchisors and enterprise brands, Wyatt breaks down why scalable creative support has become mission-critical. 🧩 Who Design Pickle Serves Wyatt explains that Design Pickle supports brands with high creative demand—B2B SaaS, enterprise teams, agencies, and growing franchise systems. Instead of juggling freelancers or variable agency costs, organizations get a flat-rate creative service for graphics, ads, videos, presentations, and branded assets. The result: consistent quality, predictable timelines, and a creative engine that scales with demand. 🚦 When Companies Should Bring in Creative Support Emerging brands often start with DIY design. But as they grow: • Franchisees need marketing support • Campaigns multiply • Digital ads expand • Timelines tighten Wyatt breaks down why this is the point where internal teams become overloaded—and why a dependable creative partner becomes essential. ⏱️ Time & Cost Efficiencies = Real ROI Success comes down to two levers: Saving time for leaders and teams Saving money by eliminating unpredictable creative costs Design Pickle handles production work so teams can focus on strategy, growth, and customer experience. 🤖 AI: “The World’s Smartest Intern” Wyatt shares how AI speeds up ideation and workflow—but why human creativity still matters. AI assists with drafts and variations, while designers handle quality, nuance, and brand protection. Hybrid = speed + craftsmanship. 🧪 Fixing Bot Traffic & Broken Funnels One of the episode’s most surprising topics: bot traffic. Wyatt explains how poor attribution, fake clicks, and automated traffic distort ad spend and conversion metrics. Better data, verification layers, and tighter conversion loops help teams reclaim wasted budget. 🚀 The Future of Creative Scale Wyatt believes the winning organizations will pair: • Creativity • Operational discipline • Clean data • Reliable systems Combined with Design Pickle’s scalable creative support, brands can run faster without losing consistency. 📘 Advice for Growing Franchisors Start with the fundamentals: • Know your CRM • Understand digital marketing • Build a repeatable brand system Once the foundation is set, a partner like Design Pickle accelerates everything from franchisee marketing to campaign execution. 🔗 Explore More 👉 Design Pickle: https://designpickle.com/ 👉 Training Impact Podcast (Full Episodes): https://www.latitudelearning.com/training-impact-podcast/

    45 min

  3. DEC 8 · VIDEO

    24. Dumpster Dudez: The Proven Training Framework Behind Rapid Growth

    In this episode of the ⁠Training Impact Podcast⁠, host Jeff Walter sits down with Willie Katinowsky, VP of Franchise Development of ⁠Dumpster Dudez⁠, to explore how one of the fastest growing junk hauling and dumpster rental franchise systems built its momentum through simple operations, consistent execution, and a strong commitment to franchisee training. Willie explains that Dumpster Dudez didn’t grow by accident. From day one, the team focused on designing a model that was approachable, operationally clear, and easy to teach. Franchisees come from all walks of life, including corporate professionals, tradespeople, veterans, and first-time business owners, and the training system has to support everyone. That clarity and simplicity became a competitive advantage. Training That Meets Owners Where They Are Willie shares how the brand approaches training as both a relationship builder and a performance driver. New franchisees begin with foundational learning such as the brand promise, operational workflows, customer experience best practices, and the financial aspects of running a local service business. What comes next is equally important. Dumpster Dudez builds continued learning into its culture through operational reviews, coaching calls, playbooks, and proactive field support. Willie emphasizes that most franchisees don’t fail from lack of effort. They struggle when they don’t have clarity. Training exists to eliminate that friction. Scaling Requires Consistency, And Consistency Requires Training As the brand expanded beyond its early markets, the team strengthened its documentation, onboarding structure, technology integration, and franchisee support. Willie highlights that the company’s evolution mirrors the reality of many emerging franchisors. You start scrappy but eventually need systems that produce predictable outcomes at scale. Dumpster Dudez invests heavily in standard operating procedures, role specific training, hands on field coaching, ongoing business reviews, and peer learning. Willie notes that the goal is not just getting franchisees open. It is helping them grow sustainably. Training becomes a strategic pathway that lifts the entire network. Making the Brand Human One of the most compelling parts of the conversation is Willie's focus on authenticity. From branding to operations to how they support owners, Dumpster Dudez stays approachable, straightforward, and human. Franchisees aren’t treated like numbers. They are treated like partners. That tone carries directly into the training philosophy. Willie believes in equipping owners not just with checklists, but with confidence to solve real world problems, serve customers well, and build a reputation that reflects the brand values. A System Built for Scale The episode offers valuable insight for service brand leaders, L&D managers, and franchisors navigating growth. Willie reminds listeners that service businesses win on reliability, timeliness, and customer trust. None of that happens consistently without training that reinforces the fundamentals. Dumpster Dudez shows that even a simple business model can produce extraordinary results when backed by great people, a supportive culture, and a training system that grows with the franchise network. Summary This conversation is a reminder that scalable franchise brands are built with intention. Through thoughtful training design, strong franchisee relationships, and a commitment to operational excellence, Dumpster Dudez continues to expand while staying true to its friendly, approachable identity. Learn more about the company at ⁠https://www.dumpsterdudez.com Learn more about LatitudeLearning at https://www.latitudelearning.com/

    54 min

  4. DEC 1 · VIDEO

    23. KTA Financial Services: Building Trust Through Training and Transparency

    🎙️ A Conversation with Emily George of KTA Financial Services 📈 Training Impact Podcast – Hosted by Jeff Walter When it comes to financial services, trust is everything. In this episode, Jeff Walter sits down with Emily George of KTA Financial Services to explore how a client-first philosophy, rigorous internal training, and a culture of transparency are redefining what financial stewardship looks like in a post-pandemic world. 💡 From Compliance to Confidence For Emily, financial education isn’t just for clients. It’s the foundation of KTA’s culture. Every team member, from new hires to senior advisors, participates in continuous learning focused on ethics, product knowledge, and communication. It’s not about checking compliance boxes. It’s about building confidence through empathy, clarity, and consistent service. 📊 Training That Scales with Trust As KTA has grown, its hybrid learning model combines on-demand eLearning with live mentoring and peer review. The result: training that scales without losing quality. Jeff highlights how this mirrors the Surefire Training Impact™ approach, aligning learning with measurable business outcomes. 💬 Empowering Clients Through Financial Literacy The conversation also explores how KTA extends its educational mindset to clients through webinars, workshops, and digital tools that simplify complex financial topics. By blending internal learning and client education, KTA has positioned itself as both advisor and educator. 🌱 Culture, Community, and Continuity At KTA, training isn’t an obligation; it’s an act of service. Emily explains how a culture of ongoing learning strengthens client relationships, reinforces ethical standards, and sustains long-term trust. 🎧 Final Takeaway When companies invest in their people not just to follow procedures but to understand purpose, the result is lasting impact. 👉 Learn more at ⁠www.ktafinancialservices.com⁠ 🎧 Watch or listen to the full episode at ⁠www.latitudelearning.com/training-impact-podcast

    1h 10m

  5. NOV 24 · VIDEO

    22. Blue Streak Learning: Proven Strategy for Powerful ROI in Partner Training

    When Blue Streak Learning President Jennifer DeVries talks about extended-enterprise education, she isn’t talking theory—she’s talking measurable ROI. In this episode of the Training Impact Podcast, host Jeff Walter explores how DeVries built a company that treats learning as a business strategy, not an operational cost. Her philosophy is clear: training should perform like any other investment—delivering results, growth, and long-term value. Redefining ROI in Extended Enterprise Education For more than two decades, Blue Streak Learning has helped organizations design partner training and certification programs that generate measurable business outcomes. DeVries insists that every learning investment must connect directly to performance metrics such as sales growth, operational efficiency, and customer retention. If training doesn’t change behavior or results, she says, “it isn’t strategic—it’s just activity.” Turning Partner Training into Strategic Advantage Most companies treat education as an internal function. Blue Streak Learning extends that mindset to the broader ecosystem—franchisees, dealers, resellers, and customers—through a complete extended-enterprise strategy. By equipping external partners with the same knowledge as employees, brands improve consistency, customer experience, and profitability. Every stakeholder who represents the brand gains the tools to perform, creating measurable ROI from every learner touchpoint. Building Certification Programs That Prove Value Certification is the hallmark of Blue Streak’s approach. Each credential validates capability, accountability, and performance impact. Whether focused on compliance, technical mastery, or sales excellence, certification pathways are designed around business goals—giving learners a credential that means something and giving organizations proof that training drives results. Data-Driven Partner Training and Continuous Measurement Every program includes a data analytics framework that tracks completion rates, assessment scores, and post-training performance. Dashboards and reporting tie learning data directly to business outcomes, turning education into a measurable growth engine rather than a cost center. Learning Science Meets Extended Enterprise Strategy Behind every Blue Streak Learning program lies proven learning science—spaced repetition, retrieval practice, and scenario-based learning—to help learners move from awareness to application. These methods boost retention, confidence, and consistency across partner networks, ensuring that education produces performance. Certification as a Cycle of Continuous Improvement Blue Streak Learning treats certification as an ongoing process, not a one-time event. Regular feedback loops and content updates keep learning relevant as products, policies, and markets evolve. Through role-based learning paths and certification renewals, organizations maintain skill alignment and performance momentum over time. Proving ROI Through Extended Enterprise Education DeVries challenges organizations to measure training the same way they measure marketing or operations—by outcomes. When training supports sales enablement, customer satisfaction, and partner performance, it delivers exponential ROI. Effective partner education becomes a strategic asset that compounds over time. From Learning to Leadership: The Blue Streak Learning Model By combining data-driven design, performance alignment, and continuous improvement, Blue Streak Learning helps its clients evolve from ad-hoc courses to scalable training ecosystems. Its focus on partner enablement and measurable ROI ensures that learning drives profitability, customer loyalty, and long-term organizational growth. Training isn’t just education—it’s strategy. Learn more about Jennifer DeVries and Blue Streak Learning at ⁠www.BlueStreakLearning.com⁠

    50 min

  6. NOV 17 · VIDEO

    21. The Secret Ingredient in Hungry Howie’s Success: Training That Sticks

    The Secret Ingredient in Hungry Howie’s Success: Training That Sticks If you’ve ever walked into Hungry Howie’s whether it’s in Michigan, Florida, or Texas you know exactly what to expect: the smell of buttered crust, the energy of a team that knows its rhythm, and pizza made with the same consistency that’s defined the brand for 50 years. That kind of reliability doesn’t happen by accident. It’s built through training. In this episode of the Training Impact Podcast, host Jeff Walter, CEO of LatitudeLearning, talks with Al Newman, Director of Training at Hungry Howie’s Pizza, about how the company keeps that consistency alive across more than 500 franchise locations.   From the Line to Leadership Al Newman didn’t start in a corporate office; he started behind the counter. Back in 1994, he ran Hungry Howie’s in Canton, Michigan, that doubled as a franchise training store. New franchise owners didn’t just watch, they worked full shifts beside him, learning every part of the business from scratch. That hands-on approach shaped the way Newman still thinks about training today. After 30 years and more than two decades leading the company’s training efforts, his philosophy hasn’t changed much: the best way to teach is to do it together.   The E-DOR Method: Simple, Repeatable, and Human At Hungry Howie’s, training follows a simple process called E-DOR (Explain, Demonstrate, Observe, Reinforce). First, explain the task. Then demonstrate how it’s done. Observe the learner doing it and reinforce what they did right. “The key,” Al says, “is to catch people doing something right. Recognize them publicly and coach privately.” It’s a people-first approach that turns feedback into encouragement instead of criticism. The goal isn’t just perfect pizzas—it’s confident, capable teams who know they’re supported.   Training That Grows with the Franchise Every Hungry Howie’s store uses a station-based certification program. Team members learn one role at a time; salads, make-line, delivery, front counter, and are signed off by a certified trainer once they’ve mastered it. That structure helps new employees ramp up faster and gives managers a clear view of who’s ready for more responsibility. Over time, certifications become stepping stones, from crew members to shift leader to assistant manager. It’s not just about building skills; it’s about building careers.   Beyond Opening Day: Franchisees as Lifelong Learners Franchisees go through weeks of classroom and in-store training before they open, but the learning doesn’t stop there. Each new owner is paired with a Franchise Business Consultant (FBC) who provides field coaching long after the ribbon-cutting. These consultants, many of whom started as trainers or general managers themselves, offer the kind of advice that can only come from experience: how to run a rush, manage a team, and maintain the standard without burning out. As Al puts it, “Our job is to make every general manager’s job easier and more enjoyable.”   Culture That Scales Ask Al what really drives Hungry Howie’s training program, and he’ll tell you it’s not technology or policy—it’s people. He believes in being friendly but not friends; in leading with empathy, but holding high expectations. That balance, paired with a clear structure and constant reinforcement, is what keeps the Howie’s culture strong even as the system grows. The result? A franchise network where every new store feels like it’s been part of the family all along.   👉 Listen to the full conversation on the Training Impact Podcast and learn more about the brand at Hungry Howie’s.

    55 min

  7. NOV 10 · VIDEO

    20. Inside Care Patrol: How Education and Empathy Transform Senior Care

    When families face the emotional, time-pressured moment of moving a loved one into assisted or memory care, it’s rarely a business decision—it’s a crisis one. In this episode of the Training Impact Podcast, host Jeff Walter, CEO of LatitudeLearning, talks with Mike Lamkin, Director of Business Development at Care Patrol of Northern Indianapolis, about how empathy, education, and franchise-level training intersect to transform one of life’s hardest transitions into an informed and compassionate process. Care Patrol operates more than 200 locations across North America, helping families identify the right assisted-living, memory-care, or independent-living communities—at no cost to the client. Franchisees are paid by the providers in their network, which makes matching the right resident to the right facility not just a moral obligation but the foundation of their business model. Mike shares how his own family’s healthcare experiences guided him toward senior care and how the **Care Patrol framework—social preferences, clinical needs, finances, and timing—**drives every client conversation. This “motivational-interviewing” style of discovery helps advisors uncover what truly matters: whether it’s proximity to family, social connection, clinical capability, or budget. “The earlier we start these conversations,” Mike explains, “the more likely the decision is a choice rather than a crisis.” Behind the scenes, Care Patrol’s advisors complete the Certified Senior Advisor accreditation—a national certification developed with third-party partners and backed by Care Patrol leadership—to ensure every franchise maintains a consistent, ethical standard. But education doesn’t stop there. Advisors gain their deepest expertise the old-fashioned way: boots on the ground. They visit every facility, meet administrators face-to-face, and gather real-time insights that no online directory or AI tool can replicate. That field-based learning becomes the differentiator. It turns franchisees into trusted matchmakers—professionals who combine data with empathy, policy knowledge with personal connection. Jeff notes that this dual-track model—a standardized national baseline plus hyper-local experiential learning—reflects the best practices of extended-enterprise training: blending certification, field immersion, and continuous feedback loops. Mike also discusses how Care Patrol acts as an extension of the healthcare system, easing burdens on hospital discharge teams and social workers who simply don’t have the time or local visibility to vet every care option. By maintaining relationships with over 90 percent of facilities in their area, Mike’s team reduces hospital re-admissions, improves patient outcomes, and saves families from the “trial-and-error” approach that so often adds stress to already difficult situations. As the conversation evolves, Jeff draws parallels between Care Patrol’s matchmaking process and franchisee development across industries: the more accurately you align values, expectations, and environment, the stronger the long-term success. The takeaway: training isn’t just about compliance or skill—it’s about clarity, compassion, and cultural fit. In an era where AI, virtual tours, and automation are rapidly transforming healthcare decision-making, Care Patrol proves that high-touch still wins when high stakes are involved. Their blend of structured learning, ethical standards, and human connection provides a replicable model for any organization that needs to align knowledge, service, and empathy at scale. Final Insight: Great franchisors train for consistency—but great advisors, like those at Care Patrol, train for humanity. Whether you’re guiding a customer, a partner, or a patient, the true impact of training is measured not in checklists completed, but in lives improved. 👉 Learn more about Care Patrol and find a local advisor at ⁠carepatrol.com

    58 min

  8. NOV 3 · VIDEO

    19. Scaling Smart: How Bloomin' Blinds Trains Franchisees for Growth and Quality

    In this episode of the Training Impact Podcast, host Jeff Walter, CEO of LatitudeLearning, sits down with Jake Wharton, Director of Franchise Growth at Bloomin’ Blinds, to unpack what it really takes to scale a franchise system—without losing the craftsmanship and care that made it successful in the first place. Bloomin’ Blinds is a fast-growing home service brand specializing in residential window coverings, with more than 150 units and 80 franchise owners across the U.S. But behind that growth is a methodical, data-informed training program that blends eLearning, field coaching, and performance metrics to develop both business acumen and technical mastery. Jake shares how his background in manufacturing and sales unexpectedly prepared him for franchising. “The biggest surprise,” he admits, “was how similar it was. Whether you’re supporting dealers or franchisees, success comes down to partnership and performance. We’re not trying to control them—we’re trying to equip them.” That partnership mindset defines Bloomin’ Blinds’ approach to training. New franchisees begin with a comprehensive six-week onboarding journey, including four weeks of self-paced eLearning followed by two weeks of hands-on training at the company’s Dallas headquarters. Once launched, franchisees enter a 12-week field coaching program designed to bridge theory and practice—focusing on skill development, local marketing, and customer engagement. “We can teach knowledge in a classroom,” Jake explains, “but we can only teach confidence in the field.” What sets Bloomin’ Blinds apart is how training continues beyond onboarding. Each franchise owner receives ongoing coaching tied to real business metrics—from reorder rates to customer reviews. When trends change, the data sparks a coaching conversation. “Even if a number isn’t perfect,” Jake says, “the trend always tells the truth. We’re focused on direction—whether you’re heading west toward your goal, or east away from it.” Jake also highlights how franchisees scale their teams through a structured learning path for technicians and sales staff. New hires shadow owners, complete focused eLearning modules, and attend in-person product training in Dallas. The company even measures the impact of “trained versus untrained” employees, noting that proper training correlates with better installation quality, higher Google ratings, and reduced rework costs. “Once owners see that connection,” Jake adds, “they stop viewing training as an expense and start seeing it as an investment.” As Bloomin’ Blinds continues to grow, data plays a central role in maintaining consistency. The brand’s performance dashboards flag anomalies in key indicators like customer satisfaction and operating margins. Jake envisions AI-driven analytics taking that a step further—automatically identifying when a franchise might need support before a human coach ever picks up the phone. “Imagine the system saying, ‘This location’s trending down in closing ratios—schedule a coaching call.’ That’s where we’re heading.” Walter notes how Bloomin’ Blinds has already achieved what many brands struggle with: connecting training to measurable performance outcomes. “Most companies stop at knowledge acquisition,” he says. “Jake’s program moves through skill development and into real performance improvement. That’s where training becomes a strategic asset.” Jake closes the conversation with advice for emerging franchisors aiming to scale: write everything down. “Process is the backbone of scalability,” he says. “When the founding team can hand off onboarding, training, and operations without losing quality, that’s when a franchise truly grows.” For more on Bloomin’ Blinds’ franchise opportunities and training philosophy, visit www.bloominblinds.com.

    1h 1m
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About

🎙️ The Training Impact Podcast with Jeff Walter Welcome to The Training Impact Podcast, where we explore how Partner Training Programs drive real business results. Hosted by Jeff Walter, Founder and CEO of LatitudeLearning, this show dives deep into the strategies, tools, and stories behind high-performing training programs for franchises, resellers, dealers, customers, and extended enterprise networks. With over 20 years in Learning and Development, Jeff brings clarity to a part of the industry too often ignored: Partners and Programs. While most conversations focus on employee training, The Training Impact Podcast shines a light on the unique challenges—and enormous opportunities—of partner learning at scale. Each episode features conversations with training leaders and franchise executives who are transforming how organizations learn, grow, and measure success. From building scalable onboarding systems to embedding AI in learning, we discuss what it takes to turn training into a strategic asset that fuels performance, retention, and growth. 💡 Why listen? Learn how to connect training directly to business KPIs Discover frameworks like the Training Program Roadmap and Surefire Training Impact™ model Hear real-world stories from franchisors, L&D professionals, and partner program innovators Gain practical strategies to elevate your training from tactical to transformational 🎧 New episodes every month featuring experts from across industries including retail, finance, automotive, healthcare, and tech. 👉 Follow Jeff Walter on LinkedIn: www.linkedin.com/in/jeffreywalter 🌐 Learn more about LatitudeLearning: www.LatitudeLearning.com #TrainingImpactPodcast #PartnerTraining #FranchiseTraining #LearningAndDevelopment #LMS #TrainingStrategy #JeffWalter #LatitudeLearning #TrainingROI #ExtendedEnterprise

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  • Creator
    LatitudeLearning
  • Years Active
    2K
  • Episodes
    26
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    Training Impact Podcast