According to the LinkedIn Learning’s 2021 Workplace Learning Report, talent development professionals are in the strategic driver’s seat as change makers. Sixty-six percent of TD pros globally agreed that L&D is focused on rebuilding or reshaping their organization this year. And 64 percent said that L&D shifted from a “nice to have” to a “need to have” in 2021.
Conference Daily spoke with Courtney Vital, CPTD, vice president of learning at ATD; Jeff Surprenant, CPTD, associate director of product development at ATD; and Carrie Addington, senior manager of learning experience and facilitator development at ATD, about the programs and activities ATD Education has been implementing to help L&D pros reshape their organizations.
How has ATD Education met members’ and learners’ needs since the pandemic began?
In 2020, we made our entire portfolio of education courses available virtually. These support individuals integrating the learning with their work to promote real-time application of the concepts being taught. Additionally, we launched on-demand courses and certificate programs to accommodate those who prefer to learn in smaller chunks and at their own pace.
We also launched a suite of new learning technology platforms in our course experiences and incorporated enhanced digital resources into curricula. Those additions enabled us to achieve the same learning outcomes expected from in-person learning. For example, we implemented a video assessment platform that enables learners to capture skills demonstrations and receive feedback and assessment from their peers and facilitator. Those functions would not have been possible in the virtual environment without the right technology.
We always abide by the philosophy that the learning online is a not a constraint—it’s a value add. In keeping with that, learners are now able to bring their own device to courses to connect the asynchronous components of the learning with the synchronous collaboration happening in the classroom. That approach has helped us overcome barriers associated with the handling of physical materials and human mobility around the classroom. Learners are able to access the digital course materials and resources available on our learning platform in the class and directly interact with the self-paced components.
And early on in the pandemic, we kickstarted efforts to reimagine the in-person learning experience so that when learners are ready to gather together in person, we’ll be ready. That includes redesigning interactive activities to equipping and empowering our facilitators to implementing enhanced health and safety measures.
How are you incorporating learner insights and feedback to give them the learning experiences they want?
We routinely review feedback from participants to gather insights on learner needs. Our goal is to provide the same in-person learning experience whether participants are joining us live online or on demand. That means designing programs that include peer-to-peer collaboration, access to expert facilitators, and integrated video components to replicate skills practice opportunities that exist in the in-person experience. Additionally, we’ve adjusted our live online format as a direct result of participant feedback to align to learner needs and schedules. Routinely, we include participants in focus groups and pilot test groups to inform new program development.
What are new ATD Education offerings that give TD practitioners the tools and techniques needed to address current workplace challenges?
ATD is committed to helping professionals achieve their optimal performance and realize their career goals. So, it is a must that we address in our course offerings the most timely and relevant topics facing the profession.
The Talent Development Capability Model, launched in 2019, serves as a blueprint for skills TD professionals need to know to effectively support the organizations and workforces they serve. The model helps us create a road map of professional development offerings that are aligned to those capabilities.
We also look at macro factors in the environment, in addition to participant feedback. For example, the new ATD Virtual Instructional Design and Virtual Training & Facilitation Certificate Programs help professionals develop capability and capacity to design and deliver training in the virtual classroom environment. To be sure, those have never been more relevant than during this era of remote and hybrid work.
Also, our Learning Technologies Certificate Program prepares practitioners to train and develop employees who are physically and geographically dispersed and whose work is increasingly digital, complex, and full of rapid change. The future of work is already here, and this program addresses many of the skills we know TD professionals will need to continue to navigate this evolution.