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ATD's TalentNext conference will provide you with innovative methods to increase engagement levels, spark innovation, and attract high performers. Leave with practical takeaways to transform your employee onboarding, engagement, and retention. Seats are going fast, hurry and register today!
This workshop introduces the flipped classroom approach to learning, which integrates the best of classroom learning with self-directed, learner-generated activities that help trainers get to the critical part of learning faster.
This workshop will demonstrate how to apply The Five Milestones for Rapid Results During Change Management, a proven model for successfully managing change, to help build employees’ business acumen, create a culture that encourages innovation, and link your organization’s business goals with employees’ personal goals.
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Holly Burkett, author of the upcoming book Learning for the Long Run, explains what it takes to maintain a culture of learning.
Holly Burkett identifies and explains four phases of the sustainability cycle.
What are some signs of a woman who has adopted the "beyond happy" approach? ATD author and positive psychology authority, Dr. Beth Cabrera shares insight based on research from more than a thousand women.
With tight budgets it is essential for the internal L&D function to prove its value. That means focusing on our programs' results: how our solutions lead to desired performance and, ultimately, organizational strategy. But our value can be more than the sum of our solutions. Through a case study, we'll explore how an internal L&D function can do more than just align to strategy—it can lead the business to it, while marketing its value along the way. Participants will interact with and be exposed to three levels of strategic planning and value communication: the three-year planning process that links L&D strategy to corporate strategy, execution of a learning solution designed to enable employees and staff to fulfill corporate strategy, and communicating the results and value-add of the L&D function through strategy execution.
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.
Your work is all about change: seeing the need for it, helping organizations and people prepare for it, introducing it, and riding and harnessing its often turbulent waves. But what you plan, say, and do as a change leader depends a lot on the lenses through which you view change and your role. This session will draw on McLagan's 40 years of research and sitting in the fires of change with people at all levels in businesses and agencies globally, including for several decades in South Africa. It will focus on what needs to be in your mind and skill bag so you can be a positive force as you continue with your important change agent work.
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.
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.
ASTD changed its name to ATD to meet the growing needs of a dynamic, global profession.
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