My latest book, "Minds at Work", is now available on Amazon, Barnes&Noble, ATD. Here's a preview:"Most management practices and principles used today were developed in the 19th century when we managed hands and learned at a very different pace. Digital technology, automation and globalization have forever changed everything. In the 21st century Knowledge Economy we produce knowledge and know-how, and need to manage minds that must continuously learn in dramatically new ways. Yet managers everywhere are still employing management principles and practices as if we were back in the 20th century.There is a revolution happening around the world changing the way we manage people. "Minds at Work" shows you why that change is happening, and is a blueprint for what you need to do to make it happen in your company." I've held senior development and leadership positions with leading technology and education companies including IBM, where I co-founded the Institute for Advanced Learning, I am a co-author of Creating a Learning Culture (Cambridge University Press, 2004) and served on the Editorial Review Board for Information Age Publishing,My company, KnowledgeStar™, is a consulting firm founded in 2006 to provide insight about the intersection of digital technology and education. Our clients include Fortune 500 corporations, start-ups, NGOs and leading analyst firms.KnowledgeStar™ is also currently launching an app-based Interactive Performance Support System™ to provide operational, compliance and safety information to people working in manufacturing and industrial environments as part of out Internet of Smart Things™ initiative. A well-known speaker, workshop leader, and consultant, David lives in San Francisco, halfway between the California Academy of Sciences and the American bison paddock. After work, he likes to head to Ocean Beach where, on the rare fogless evening, he watches the sunset, hoping to glimpse the fabled “green flash” once again.

At Brandon Hall Group I was responsible for researching, analyzing and consulting about the impact of education on organizations, with an emphasis on the value and implementation of educational technology. My work ranged from analyzing existing programs from LMS to LCMS, as well as exploring new and emerging educational technologies from mlearning to gamification.

IBM EBU's (Enterprise Business Units) take related departments and form them into businesses. As part of the Senior Leadership Team developing and marketing MindSpan - the then new $350M IBM global education business for IBM Customers, Certified Resellers and Consultants - we worked on building the biggest little start-up in the history of the education industry.IBM needed to review the ROI of their $500M worldwide investment in elearning - everything from programs to their LMS. The goal was to see what was working, and what was a waste of time and money.Tapped to be the Co-Director of the IBM Institute for Advanced Learning, it was a challenge happily accepted . As a turning point, a chance to pivot as an educator working in a corporation, leading the IAL, realizing that programs which looked great were also great at disabling the learning process. Programs that at first glance looked dumb, were excellent at enabling the learning process and really getting results. Learning how to see the difference started me on the path toward where I am today.

This was when PeopleSoft was going through The Great Transition from a proprietary platform to a web-based platform. Their entire global customer-base needed to make the switch. My job was to use develop educational programs and then market them to find a way to help make it happen.Creating the worldwide Customer Assessment Program (CAP) was an opportunity to mix educational theory with new technology. It was a software-based assessment and learning program. You assessed what you needed to know and immediately were linked to an online learning program that provided the knowledge and know-how you needed.Customers loved the program and the PeopleSoft customer-base stayed at 100%. The program was so useful and effective that PeopleSoft had me redesign it for employees, and we renamed RAP - Readiness Assessment Program. Also directed the New Learning Technology Forum for Senior Managers and Executives that presented the (then) new and exciting ways digital technology was being used for learning.