This session equips aspiring executives with the strategic mindset and critical competencies needed to lead high-performing talent development functions in today’s dynamic business environment. This session delves into the multifaceted role of executive leadership in talent development, exploring how to align TD initiatives with organizational strategy, cultivate executive presence, develop strategies for integrating DEI principles, and navigate complex stakeholder relationships. Participants will examine the interplay between enterprise-wide operations and talent needs, while developing a keen awareness of the vital role emotional intelligence and a business-first mindset play in effective decision making and stakeholder influence. The session emphasizes the importance of balancing people-centric approaches with strategic business acumen.

Participants will enhance their ability to articulate the business case for scalable, sustainable talent development organizations, supported by insights into financial fundamentals crucial for TD projects. Ethical decision making and governance in talent development are explored in depth, preparing leaders to navigate complex organizational landscapes. Through a blend of theoretical frameworks and practical applications, this session prepares leaders to position talent development as a strategic driver of organizational success, fostering a culture of continuous learning and performance improvement at the highest levels of the organization.

Outcomes: 

• Ability to assess and address organizational talent needs in alignment with business strategy

• Proficiency in communicating the value of talent development to key stakeholders using emotional intelligence and executive presence

• Skill in incorporating ethical considerations and governance principles into TD practices

• Capacity to apply fundamental financial concepts to talent development projects and articulate their ROI

• Awareness of methods to measure DEI impact in talent development

• Initial ideas for implementing DEI principles in participants’ organizations

• Capability to design and advocate for a strategic, enterprise-wide talent development function

• Competence in making decisions and influencing stakeholders using a business-first mindset while maintaining a people-centric approach

In today’s rapidly evolving business environment, talent development executive leaders must cultivate a business-first mindset and possess a deep understanding of corporate strategy to effectively align learning initiatives with organizational goals.

This comprehensive session equips aspiring talent development executives with the critical strategic acumen needed to thrive in today’s complex business landscape. It cultivates an essential business-first mindset, emphasizing the vital connection between talent development, corporate strategy, and market dynamics.

Participants will learn to interpret corporate vision, leverage market insights, and engage key stakeholders to position themselves as strategic partners in driving business success. Through a blend of theoretical foundations and practical applications, learners will develop the skills to create business-aligned learning initiatives, conduct basic market analysis, and build compelling business cases for TD investments. This session empowers TD leaders to elevate their strategic impact and champion learning solutions that resonate with both internal stakeholders and market realities.

Outcomes: 

• Align talent development strategies with corporate vision and key business objectives.

• Apply basic market analysis and competitive intelligence to enhance learning initiatives. 

• Articulate the value of learning initiatives to stakeholders using business and market-oriented language. 

• Draft a compelling business case for talent development investments, incorporating market considerations. 

• Identify opportunities to contribute to organizational strategy through market-informed learning and development.

In an era of constant change, the ability to shape and evolve organizational culture is a critical competency for talent development leaders. This session explores the intricate relationship between organizational culture, change management, and talent development, focusing on how talent development executives can drive cultural transformation and manage change through strategic learning initiatives.

Participants will develop skills to diagnose organizational culture, manage change effectively, and leverage talent development as a key driver of employee engagement and cultural activation. Through a blend of theoretical concepts and practical applications, this session equips talent development leaders with actionable strategies to overcome resistance to change, align change management with talent development, and measure the impact of cultural transformations. By mastering these competencies, participants will position themselves as strategic partners in organizational transformation, capable of designing and implementing learning initiatives that shape culture, drive change, and enhance overall organizational performance.

Outcomes: 

• Assess organizational culture and its impact on performance and behavior. 

• Implement strategies to manage cultural change and overcome resistance. 

• Use talent development to drive employee engagement and cultural transformation. 

• Align change management with talent development to create a cultural change plan. 

• Evaluate the impact of cultural change on organizational performance and engagement. 

• Design cultural change initiatives through strategic talent development approaches. 

In the era of big data, utilizing people analytics is becoming increasingly crucial for talent development. This introductory session provides a foundation in people analytics, focusing on practical applications in talent development. It aims to spark participants’ interest in data-driven approaches and prepare them for more advanced exploration of analytics in their organizations.

This session will equip talent development leaders with foundational knowledge to become more data-informed in their strategies. Participants will gain insights into leveraging basic people analytics to enhance decision making and demonstrate the value of learning initiatives. By the end of the session, participants will be equipped to approach HR data and begin translating it into actionable insights for their organizations.

Outcomes: 

• Develop initial competency in talent analytics by identifying key principles of HR data analytics and their applications.

• Identify key metrics for assessing learning needs and evaluating learning experience.

• Utilize simple data-driven insights to inform talent development decision making.

• Explore methods to measure the impact of learning and development programs.

• Gain awareness of predictive analytics tools for talent management.

• Begin to align people data insights with business strategy.

In today’s digital age, leveraging technology is crucial for effective and scalable talent development. This comprehensive session explores current and emerging learning technologies, digital solutions, and trends in EdTech, focusing on how talent development executives can strategically implement these tools to enhance learning experiences and drive organizational performance.

This session will equip talent development leaders with the foundational knowledge about innovative learning technologies and methodologies to support organizational goals. Participants will gain insights into selecting, implementing, and evaluating technology-driven learning solutions that align with their organization’s unique needs and objectives.

Outcomes: 

• Strategically evaluate and select learning technologies based on organizational needs and goals.

• Develop a framework for implementing new learning technologies in their organization.

• Assess the potential of emerging technologies for talent development initiatives.

• Design methods for measuring the impact of learning technologies on employee development and business outcomes.

• Create an initial technology-driven talent development roadmap aligned with organizational objectives.

• Identify generative AI technologies that create personalized learning experiences, enhancing engagement and knowledge retention across diverse workforce segments.

• Evaluate and address ethical considerations and privacy concerns in AI applications for learning, developing guidelines and policies that ensure responsible use of AI in talent development initiatives.

In an era of rapid change, innovation and creativity are essential for keeping learning and development practices relevant and effective. This session focuses on equipping talent development executives with the tools and mindset to foster innovation, anticipate future trends, and create a culture of continuous learning and adaptation.

This session will empower talent development leaders to become catalysts for innovation and future-readiness in their organizations. The session covers strategies for creating learning ecosystems that not only respond to change but anticipate and drive it. By mastering these skills, talent development executives can ensure that their learning initiatives remain at the cutting edge, fostering a workforce that is agile, innovative, and prepared for the challenges of tomorrow. This forward-thinking approach will position the learning function as a strategic driver of organizational success in an ever-evolving business landscape. Participants will gain the ability to lead their organizations through transformative learning experiences, anticipate future skill needs, and cultivate a culture of innovation that permeates all levels of the organization.

Outcomes: 

• Tools and skills for recognizing and reacting to the evolutions of the workplace and workforce  

• Tools and skill in environmental scanning and future planning 

• Ability to foster a culture of innovation and learning agility 

Participants must complete all required asynchronous assignments and attend all synchronous sessions and meetings to successfully complete the program. If a participant needs to miss a synchronous session or meeting, they should contact the program’s Academic Director in advance. At their discretion, the Academic Director may require you to attend an additional meeting or complete an additional assignment to make up for an absence.

To receive the certificate upon program completion, participants are expected to actively engage and complete all required components. Faculty will verify attendance, participation, and timely submission of materials at the end of the program.

Learners who successfully complete the program will earn a co-branded Penn GSE + ATD Talent Development Executive Certificate of Completion and a Digital Badge.  

TBD

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Cancellation/Transfer more than 5 days prior to start of program

• Full refund allowed

• No cancellation fee

Cancellation/Transfer within or less than 5 business days of program start

• No refund

• Credit will be issued and must be used within 1 year of issuance.
  

If you have a question or need additional support:

• For registration inquiries, contact ATD [email protected], 1.800.628.2783

• For questions about program content, contact the program’s Academic Director, Mark Kaestner

• For any technical issues or questions about Penn GSE’s learning platform, contact [email protected]

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