Please wait a few seconds while your cart is being loaded.

Login to see membership pricing and/or to see items you may have added using another computer or device

Please Wait...

To view or add items to your Wish List, please log in.

Not yet an ATD registered user? Click here to register.
Already registered? Click here to log in.

DRIVING CHANGE THROUGH LEARNING

June 29, 2016 | Tool

What is Maersk Line? Problem #1-A lot of little Kingdoms Problem #2 – Missing Strategic Capabilities  How L&OD would support the MWBs? Unfortunately our L&OD team was not up to the task We Needed to Evolve Step 1 – Reorganized & Upgraded Step 2 – Cut Non-Strategic Projects  Step 3 – Standardized Programs Globally Step 4 – Reinvested in Best in Class Step 5 – Installed 2 L&OD Philosophies

The Great Generation Shift

The Emerging Post-Boomer Workforce
Bruce Tulgan | February 01, 2016 | Tool

This whitepaper describes the post-Baby Boomer shift that demographers and workforce planners have been anticipating for decades.

The Ground Floor Leader Interview Guide

Dan Schwartz | February 01, 2016 | Tool

A resource for connecting people, passions and organizational goals 

Resume Template

Sue Kaiden | November 19, 2015 | Tool

Editable resume template, designed specifically for ATD members, will help you to stand out from other candidates. The ATD resume template is in WORD format and includes guidance on the types of information to include in various sections of the document.

Understanding International Talent Trends Key to Succeeding in the Global Economy

Maria Ho | October 26, 2015 | Article

Global Trends ATD publishes its first truly global study on the state of talent development. The published research, Global Trends in Talent Development, offers comparisons along key metrics across regions (Asia-Pacific; Europe, the Middle East, and Africa (EMEA); North America; and Latin America). 

Building an Innovative People-Driven Organization

Ruth Palombo Weiss | May 13, 2015 | Article

people-drivenAs the top challenge for 2015, a report put out by the Conference Board notes CEOs view human capital in all its forms—from dynamic leadership to a skilled workforce cadre—as the primary fuel that will drive the engines of growth within their organizations. Rebecca Ray, co-author of Creating Opportunity Out of Adversity: Building Initiative has found that over the years people have done a variety of things to address different aspects of business. 

How to Ace Seven Types of Job Interviews—From Panels to Pasta

Thea Kelley | March 09, 2015 | Article

AcesNot every job interview is a one-on-one, question-and-answer session. There are various interview formats, each with their own challenges and opportunities. It’s important to know which type of interview you are facing so you can prepare for success. 

Best Practices: Designing Training for a Global Workforce

ATD 2014 Session: W106
Judy Ravin | May 07, 2014 | Video

Globalization demands that leaders navigate a multitude of training styles, each one impacting the degree to which the trainer is able to engage, motivate, and achieve the highest level of skill acquisition and carryover. Trainers at corporations with multinational team members have an additional need: to ensure maximum learning transfer for every member of their diverse team, including those for whom English is a second language. This session provides actionable tools for using language cues—verbal, written, and visual—so trainers can achieve optimal results for both native and non-native English speakers alike. These practices not only level the playing field for all training participants, they also ensure investment in human capital is optimized to its greatest potential. These training techniques will help you subject matter carryover after the training experience, regardless of subject matter content.

Training the World: Using Archetypes to Create a Practical Global Learning Strategy

ATD 2014 Session: TU206
Richard Mesch | May 06, 2014 | Video

Virtually all large organizations are global, and facing the challenges of creating learning interactions that are beneficial and comprehensible to diverse audiences all over the world. Some organizations take the 'pray' approach, by creating learning for one geography and praying other audiences will get something out of it. Other organizations burn through huge amounts of money creating custom learning for every different geography. Isn't there a better way? Can't effective global learning be created in a way that doesn't break the bank? This session focuses on a pragmatic and reasonable approach to global learning design that utilizes archetypes, focusing as much on the commonalities between learning styles as on the differences. The Global Archetype approach adapts well-established cultural preference models and combines them with insightful learning models. The result is three primary Global Learning Archetypes and six secondary archetypes that allow training to be designed once and used around the world. This session focuses on: how the Global Learning Archetypes were created, how the Archetypes can be translated into design specs that any learning team can use, and how organizations are using the Archetypes to deliver globally while controlling cost.

Please Wait

Please wait while we are getting your account information.