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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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Globalization demands that leaders navigate a multitude of training styles, each one impacting the degree to which the trainer is able to engage, motivate, and achieve the highest level of skill acquisition and carryover. Trainers at corporations with multinational team members have an additional need: to ensure maximum learning transfer for every member of their diverse team, including those for whom English is a second language. This session provides actionable tools for using language cues—verbal, written, and visual—so trainers can achieve optimal results for both native and non-native English speakers alike. These practices not only level the playing field for all training participants, they also ensure investment in human capital is optimized to its greatest potential. These training techniques will help you subject matter carryover after the training experience, regardless of subject matter content.
Sustaining a career in training requires a strategic partnership with the business that produces measurable business results. So how do you become a strategic business partner? In this thought-provoking session, an industry leader in training evaluation will outline what to do before, during, and after training to produce and document organizational results. He will provide tactics and tools for earning the trust of stakeholders and expanding your influence beyond the classroom. Training leaders will come away from this informative session armed with the information they need to become strategic business partners with their stakeholders. All training professionals will gain an understanding of the role training must play to remain viable in any organization.
Our careers are very important to us. We spend a great deal of time working at our job, thinking about work and how we can get ahead in our careers. Unfortunately, many people don't spend much time on developing and using the career tools (e.g. portfolio) they need to be successful. Whether we like it or not, to employers, our portfolio represents who we are to them. When we apply for a job we don't always have the opportunity for employers to meet us personally. The first impressions that we make on potential employers are based solely on our career tools such as resumes and work samples. Given that, it is critically important that our professional portfolio present us in the best possible light. This hand-on workshop will guide people through exercises and activities that will help participants build and use a winning career portfolio. Participants will create an action plan that will help them integrate ATD's Competency Model in their portfolio, show them how to use their portfolio to get interviews, how to use their portfolio in interviews and how to get promotions and successful performance appraisals. Additionally, the session will show people how to create and electronic portfolio with minimal technical skills.
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.
This session will teach you how to build a committed and high performing team where everyone ultimately becomes a leader. You will discover the integration of new and time-tested approaches to team development that will result in a dynamic and energetic team which will deliver outstanding results. You will learn how to apply these strategies, tools, and techniques in you organization and hear about examples of other organizations that have successfully applied them. Discover new possibilities for the way work can be performed. Work doesn't have to be drudgery; it can be exciting, stimulating, and fulfilling. Knowledge of basic management skills and an interest in team development is needed to attend.
Can a virtual team be as effective as a co-located team? This is a question that organizations are debating, and the arguments on both sides are very compelling. Factors like work-life balance and organizational savings need to be balanced with the value of face-to-face collaboration and managerial oversight. Whether you personally embrace the concept or not, chances are you will participate as a virtual team member during your career. The reality is, a virtual team can be very effective if the correct conditions are met and maintained. It's about putting together the right personalities, ensuring they have the right tools, and leading the team successfully. After discussing the arguments for and against establishing a virtual team, this workshop will use real life examples to address six key enablers for success. At the conclusion of the session, you will be able to: identify the profile of an effective virtual team and its players, know how to engage existing team members when selecting new team members, confirm the right technologies and processes are in place to ensure success, create inter-reliability, trust, and teamwork, identify and manage issues before they become destructive, establish credibility while maintaining the right balance of oversight and empowerment, and create team-building opportunities across the distance.
Generation Y (people born after 1980) is the fastest growing segment in today's workforce. Trelleborg AB, a global company offering sealing solutions, conducted a substantial survey in 2013 asking 1,000 of their Gen Y employees about their needs, desires, and attitudes toward their workplace. Their responses, and follow-up face-to-face workshops conducted on four continents, gave valuable insight to the learning style of this generation, along with best practice in how to hire, retain, and develop this target group. This survey also revealed the diversity that exists between workplace generations. This offers useful awareness and solutions on how to address the different generations and thus optimize the workforce teams. In this interactive session you will be exposed to a real and timely business case with hands-on practical tools and techniques on how to optimize a company's generational diversity, with a focus on Gen Y.
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.
Most sales teams do not devote enough energy to meeting dynamics and process awareness. The skills related to this are critical components of effective teamwork, collaboration, and innovation, both internally and externally. This session will focus squarely on what will actually make team selling work within organizations large and small. It will outline how to help your teams master new skills in five specific categories: interpersonal, communication, presentation, problem solving, and facilitation.
How do you promote creativity and innovation in yourself and your organization? The fate of most companies is determined by the creativity of their people. This session describes four simple steps for facilitating innovation that have been used by many successful companies in Asia. You will have a chance to examine the factors that obstruct innovation in your organization. The concepts are driven by research on how to foster innovation in organizations. The approach is organized into proven techniques and processes for generating new ideas. These ideas are then filtered down to those that are most likely to succeed. They become viable initiatives that create bottom-line business results. This session will include hands-on training that the audience can immediately use to stimulate innovation efforts in their workplace.
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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