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Increase Employee Engagement With Career Development Days

ATD 2014 Session: W205
Cindy Gogets | May 07, 2014 | Video

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.

Going GREEN: Engaging and Developing High Tenure L&D Careers

ATD 2014 Session: W212
Jennifer Taylor | May 07, 2014 | Video

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.

Thinking Outside the Box: How to Make Yourself Stand Out and Get Noticed!

ATD 2014 Session: W305
Kristen Gleason | May 07, 2014 | Video

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.

Seeing the Big Picture: Business Acumen to Build Your Credibility, Career, and Company

ATD 2014 Session: W301
Kevin Cope | May 07, 2014 | Video

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.

(Like It or Not) You Are Your Portfolio

ATD 2014 Session: WCC1
Greg Williams | May 07, 2014 | Video

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.

Bridging the Workforce Skills Gap through Competency-Based Education

ATD 2014 Session: W200
Paul LeBlanc | May 06, 2014 | Video

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.

Proactive Career Development

ATD 2014 Session: SU205
Deniz Senelt | May 06, 2014 | Video

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.

Why You Need a PLN and How to Develop One

ATD 2014 Session: TU112
David Kelly | May 06, 2014 | Video

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.

Even a Duck Can Drown: The 5 Keys to Building Career Resilience

ATD 2014 Session: M312
Maureen Orey | May 05, 2014 | Video

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.

Blind Leading the Blind, or Brilliant Use of Millennial Talent: You Decide.

ATD 2014 Session: M305
Adele Lynn | May 05, 2014 | Video

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.

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