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Two daunting trends—the increasing skills gap and the lack of employee engagement—are affecting the perception of learning and development (L&D) in organizations. Employees, managers, and executives are becoming increasingly disengaged from the L&D department and its offerings. It’s time to turn it around!
Showing our work-also known as narrating work or working out loud-can solve many problems for organizations, from capturing tacit knowledge to easing transitions when workers depart, to further enabling informal and social learning. This comes not from documenting steps in a process, but by telling what we're doing, watching others do things, and showing others how we did something. In this session we'll explore dozens of real examples of showing work along with the tools and approaches that support it.
UnitedHealth Group has sponsored career development days for the past four years to raise awareness among its more than 100,000 employees about the many resources available to help them grow their careers within the company. These events are 100 percent virtual, which enables employees from across the company to access this important information as their schedules allow. This approach consisted of four one-day virtual events spread out over a month. In 2013, more than 40 webcasts were delivered by subject matter experts both inside and outside the organization. Also included were daily challenges, business book summaries, videos about careers at UnitedHealth Group, employee stories, and podcasts from senior leaders about their career journeys. Between each virtual event, employees received e-postcards, teasers, and reminders to participate in the career development events. This innovative approach stands in stark contrast to a four-day, in-person career fair that only a limited number of employees are able to attend. These virtual, annual events enable UnitedHealth Group to involve participants from around the world, improve learning retention, and save money. The speaker will discuss her involvement as program manager for these events and how transforming your delivery style and content is necessary to virtually conduct these sessions. She will also discuss the business case and the benefits of selecting this approach.
As industry members work to ensure the development opportunities for their business partners, they often leave their own professional development needs to chance. They are also guilty of only expecting development in the form of classroom training. In a worst-case scenario, they may think that they have learned all there is to know, which results in disengagement and burnout. Just as we remind our clients, however, professional development does not happen accidentally. It must be deliberate, on-going, and measured. This interactive session will inspire you with specific tools and techniques for reengaging tenured associates and creating a plan to measure success. This session will introduce GREEN performance: Growing, Reinventing, Exploring, Educating, and Nurturing. You will work with a group to formulate measurements of success that are reflected in the work you do for your organization and its customers, supported by tips from the facilitator. This session will generate initial plans around your team's or your own professional development. When you leave, you'll know how to put the next step in the GREEN method into action, and inspire proactive, engaged industry experts in your organization.
People do not learn exclusively from conventional sources like courses and classrooms. There's a growing awareness of learning that comes from formal means as compared to informal means. Learning happens all the time in a multitude of different ways and more and more people are realizing that they are networked learners. A large amount of that learning comes via a dedicated group of chosen and trusted resources. This network of resources is commonly referred to as a Personal Learning Network (PLN), and it is one of the most powerful learning tools in a networked world. But what exactly is a PLN? Where does one exist? How does someone build one? How can an organization leverage PLNs across their enterprise? The speaker will explore these questions and more as he discusses the value of personal learning networks, and shares some of the steps and tips needed to build a strong PLN.
We are living in uncertain times. Thanks to difficult economic situation, companies cutting their workforce in order to survive. You have heard the saying, 'let it roll off you, like water off a duck's back,' but did you know that ducks aren't always water resilient? There are certain key elements a duck needs to develop that water resilience! Using the metaphor of a duck's waterproofing, we will explore the keys to building your personal and professional resilience. This session will focus on building career resilience and the characteristics that enable us to survive.
You've seen the headlines: 'Gimme, Gimme, Gimme; Millennials in the Workplace' and 'New Polls Shows Many Think Millennials Aren't Hard Workers.' Thanks to these stereotypes, many of today's workplace learning efforts have been focused on understanding generational differences and helping leaders manage Millenials. Using a unique case study, this session will discuss techniques aimed at assisting new hire Millennials with on-boarding, cultural integration, and career development in the organization. This approach uses Millenials' emotional intelligence to help them navigate the organization in a way that is productive for themselves, as well as their boomer and X'er bosses. The three phase program helps Millenials measure, understand, and develop their emotional intelligence and apply these concepts to their job, organization, and career. Through this program they will gain: tools for understanding, valuing, and respecting their organization, career intelligence about their organization, a peer mentor to exchange career intelligence, and further develop job and organizational skills. This session will include a detailed outline of the project, timetable, project results (including viewpoints from the Millenials and their bosses), and an overview of the three exercises used in the curriculum.
Help your employees to grow their careers, one conversation at a time.
Survival of an organization depends on employees and employers
working in tandem to meet career and organizational goals. Forward-thinking companies today are taking strong action to counter this trend by demanding regularly scheduled, intentional career development conversations.
Chapter 3 of Career Development Basics: Key Career Development Strategies for Every Organization provides practical information on sound strategies and approaches that can be implemented in any organization.
ASTD changed its name to ATD to meet the growing needs of a dynamic, global profession.
Stay connected with:
ASTD is now the Association for Talent Development (ATD).
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Phone, International: 1.703.683.8100
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