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Trending Content for Senior Leaders

Hot Topics at ATD 2015
ATD Staff | December 01, 2015 | Tool

See the hottest topics for talent development leaders from the 2015 ATD International Conference & Exposition.

Appreciation in the Workplace: What It Does (and Doesn’t Do) for Your Organization

Paul White | September 25, 2015 | Webcast

While employee recognition programs can be effective in acknowledging achievements and performance, they are not successful in helping individuals feel appreciated at work. Senior leaders can learn the foundational issues necessary for employees to feel truly valued and create a more positive work environment, which has been shown to have numerous benefits for the organization's functioning. Be prepared to challenge your thinking about employee recognition and communicating appreciation in the workplace. You will also receive practical action steps to help make a culture of appreciation a reality in your organization.

Making Learning a Key Element of a Total Rewards Package

Ryann K. Ellis | April 29, 2015 | Article

keyThe recent UNC Executive Development white paper, Rethinking Total Rewards, contends it’s time for career development and training to play a key role in employee benefits.

TD: Leading With Emotional Intelligence

Lynda McDermott | March 24, 2015 | Webcast

Research during the last two decades suggests that the most successful performers in organizations are alike in one critical way—they all have emotional intelligence. Most of us have probably been admonished at some point in our professional careers: “Don’t be so emotional” or “Don’t take it personally.” However, leadership and organizational research suggests that emotions are a natural part of the brain’s decision-making process and should not be ignored or disregarded. In fact, our emotional intelligence is our capacity to recognize and manage our emotions and those of others.

Rethinking Five Leader Beliefs That Erode Workplace Motivation

ATD 2014: Session W306
Susan Fowler | May 07, 2014 | Video

This session challenges the traditional beliefs about motivation that are so embedded in our collective psyche that we can collectively fill-in-the-blank on statements such as: ? It's not personal, it is just _______. ? The purpose of business is to ____ ______. ? We need to hold people _________. ? The only thing that really matters is ______. ? If you cannot measure it, it ______ ______.  These traditional beliefs set leader behaviors in motion that undermine people's basic psychological needs—and result in low-quality motivation. You are encouraged to challenge outdated beliefs about motivation and consider how more optimal beliefs cultivate an environment where people experience enhanced well-being, sustained performance, and long-term results. You will be asked to complete alternative belief statements, such as: ? If it is business, it is _____. ? The only reason business exists is to ____. ? People live up (or down) to our _______. ? In the end, what really matters is not just results, but how those results __ _____. ? If you cannot measure it, it is probably ___ ___.  The speaker builds a case for replacing obsolete beliefs with more highly developed values that promote leadership behaviors proven to nurture an optimally motivating work environment.

Negotiating Skills That Create Measurable Results: A Case Study

ATD 2014 Session: SU104
Marty Finkle | May 04, 2014 | Video

If you are looking to make an impact on your organization by embedding negotiation in your business, you should listen to the stories from these panelists. They will share how they did it and what made it so impactful. Their stories will include their experience in the classroom, engagement after, measuring the results, ideas around sustainability, and application to their business. The session's panel, which includes executive buyers and sellers from various major companies, will discuss the application of negotiation skills and the impact it has had on their businesses. You will hear about real-world results, ROI, and behavioral data, as well as why it was so impactful and sustainable. They will give feedback on what worked, what did not, and how to keep your consultant and your team fully engaged.

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