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How to Influence Employees to Maximize Resources

Richard Moore | February 17, 2017 | Article

Leaders at the Tennessee Valley Authority discovered three key actions leaders can take to influence employees to care about agency initiatives.

Personal Development Action Plan

Carrie Van Daele | January 04, 2017 | Tool

This is a template form to assist in developing goals and follow-up plans for your employees.

Seven Levels of Conversation for Talent Development

Clara Von Ins | August 02, 2016 | Tool

Adapted from the TD at Work: 5 Critical Conversations for Talent Development, this tool outlines the seven different levels of conversation that are crucial for talent development managers.

Human Capital Trends at ATD 2016

Clara Von Ins | June 14, 2016 | Tool

Human Capital specialist Clara Von Ins shares what key themes the human capital community focused on most at ATD 2016.

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 Futurist Leader

July 01, 2015 | Article

Today’s challenging landscape is the new reality. It requires businesses to embrace new leadership and organizational development approaches in order to be successful. Recognizing emerging patterns will give leaders a great idea of what the future holds. This TD at Work will provide a framework and tools for doing so; it will:

• Define strategic foresight and outline the business imperative for the approach.
• Describe how to leverage both the push and pull of the future.
• Provide guidance on putting strategic foresight into practice.
• Explain how applying the Natural Foresight framework can help you become a futurist leader.

3 Ways to Connect with Millennial Employees

Michael Lee Stallard | June 17, 2015 | Article

Millennials at WorkEmployers are wise to help Millennials experience the connection they desire so they perform at the top of their game and avoid negative coping behavior. Here are three ways for employers to connect with their Milliennial workforce.

Innovation: What Is It and Can It Be Taught?

ATD 2014 Session: M309
Karen Hough | May 07, 2014 | Video

Getting outside your normal working and thinking mode is critical to creating elegant, meaningful solutions for your organization. Learn how to frame innovation so that your team can experience a whole new paradigm for thinking, based on the skills of improvisation, which leads to more creative, flexible, and adaptive work. We not only examine creativity—we apply it to real situations so that the information is useful rather than theoretical. You'll learn how improvisers can be so creative in risky, stressful situations. We will examine how creative and innovative people and organizations interact, how they manage risk, and the most effective ways to implement creativity in a culture. You will engage in improvisational exercises, small-group discussions, and intense challenges.

Engaging Employees Across the Generations by Using Social and Informal Learning

ATD 2014 Session: TU 110
Halelly Azulay | May 06, 2014 | Video

Businesses are abuzz about the multiple generations in the workplace. Training and development practitioners are struggling to bridge generational gaps and create more ways for different employees to share ideas and add value. In this interactive session, you will examine ways to capture and share tacit organizational knowledge while helping engage employees across generations and organizational silos using today's social and informal learning methods. Analyze specific examples to evaluate their relevance and develop approaches to apply them within your organization. Walk away with actionable strategies for immediate implementation and new perspectives on old problems.

The Future of Innovation: Why and How Everyone Must Innovate

ATD 2014 Session: TU215
Chris Pacione | May 06, 2014 | Video

Our concepts of what makes an innovator (eccentric genius)—and who should be innovative (leaders)—are dated and put us at risk for failing to meet the demands of our time. We are in the midst of a seismic shift, whereby the realities of global interrelations, against the backdrop of pervasive connectedness, require that everyone become more innovative. In every sector, at every tier, and at all phases of development, everyone must speak the language of innovation in order to rise to the scale and frequency of today's challenges. But how do organizations develop innovation as a core competency not just among their leaders, but among all of their people? LUMA Institute believes that teaching human-centered design is the answer. The foundational elements of this discipline—problem framing, engaging with people, generating good ideas, and rapid iteration and improvement—are what support innovative behavior. When all levels of an organization are literate in this practice, the tide of innovation rises repeatedly and predictably. This session introduces the thinking behind innovation as an essential human literacy, and takes you through a series of active exercises that demonstrate several go-to methods in support of practicing human-centered design. You will leave with: a new understanding of how everyone can learn to be innovative, immediately applicable job aids for methods covered, and a reference poster of methods and templates.

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