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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!
A well-planned blog can be a terrific way to market your talent development brand and engage leaders of all levels within an organization. However, the process of starting one can be an intimidating task. Who will contribute to the blog? What will we write about? How will we encourage people to read and comment? In this engaging session, participants will learn the answers to these questions, as well as the benefits of starting a blog, how to establish a voice for the blog, and create an action plan to get started immediately back on the job!
Video is the new flipchart. No longer will the marker pen and flipchart pad be the primary medium that trainers use to aid learning. As talent professionals continue to expand their classroom beyond brick-and-mortar to smartphones, tablets, and desktops, their flipchart will become video and audio. The trainers who will be in demand in five years time will be talent professionals who have well-developed media competencies in the use of audio, video, online text, animation, and database content. As media content for learning goes beyond novelty to fact of life, in-demand professionals will need to create content that is professional, engaging, focused, and linked to a learning objective or business need. So how do we get there? This session will explore the key skills learning professionals should start developing now to be competitive in a future where content creation skills are essential. It will look at competencies from broadcasting and newspapers that can be applied to a learning environment and how they work together with training skills so talent professionals can affordably and rapidly create high quality learning media.
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.
Have you ever wondered how some training professionals get noticed in the business world? Why does it seem to be so easy for them but not for others? Do you get discouraged because you either don't know how to brand yourself or feel it's too overwhelming or time consuming to do? Branding yourself doesn't have to be a daunting task! It can be an enjoyable and eye-opening experience that will present additional opportunities. During this interactive session the speaker will share how she was able to stand out, along with stories from other training professionals. She will discuss the importance of having a positive attitude, networking, looking for opportunities, and thinking outside the box.
See the big picture and discover three important principles to becoming a more effective L&D leader. First, you will learn how to gain buy-in for your initiatives by identifying and communicating how they impact your company's key performance measures. Second, you will learn how to become more relevant in your role and how to establish yourself as a business partner by aligning your strategies with your organization's goals. Third, you will learn how to increase employee engagement by helping them understand how their roles contribute to the organization's success.
This panel will examine one of the most critical workforce development trends: helping employers close skills gaps and develop internal talent. Through the perspective of a business unit President, a former leading federal policy-maker, and the founder of one of the nation's leading nonprofit Competency-Based Education degree programs, they will discuss how to build promotable skills within a frontline workforce using a new higher education model that focuses on developing employee competencies instead of traditional higher education 'credit hours.' They will share what lessons emerged from a 2013 pilot program that College for America launched with Anthem Blue Cross Blue Shield and 20 other employers across the nation. Attendees will learn what competencies translate most directly to building promotable skills and developing internal talent across industries, and how a re-structured higher education model can provide more accountability to delivering these skills. The session will provide concrete steps business leaders and training managers can take to maximize their existing tuition reimbursement benefits and best impact their workforce development needs.
This session will guide you in devising unique solutions for your career development. You will begin by analyzing your current situation and examining the factors that influence your career path. You will then learn how to recognize and take advantage of hidden opportunities for professional advancement. This session uses the Project ME framework and the I-Timeline tool will also be available. Using stories and examples from different parts of the world and interactions through pair works, this session will help you devise a plan to build skills outside your current job, so that you are ready to take your career to the next level.
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.
ASTD changed its name to ATD to meet the growing needs of a dynamic, global profession.
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ASTD is now the Association for Talent Development (ATD).
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