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1.800.628.2783
1.800.628.2783
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August 8-9, 2019

Alexandria, VA

Pricing
Member Non-Member
$745.00 $945.00

Convert Your Training Department From Order-Takers to Impact-Makers

Organizations increasingly demand that talent development (TD) departments deliver results, not just solutions. This requires TD departments adopt a strategic performance-consulting approach to their work. Without the proper department design and structure, however, it is difficult—even impossible—for practitioners to perform a strategic partner role.

The ATD LearnNow: Moving From Learning to Performance workshop will show you how to organize your training department so it can successfully deliver business and performance impact. It will provide practical ways to convert your department from order-takers to impact-makers.

By attending, you will be able to:

  • Explain the mental model that is integral to a performance-consulting approach to work.
  • Form the mission and end-state goals for the performance department (begin with the end in mind).
  • Design the work process that supports a performance approach.
  • Construct the organizational structure of the department to support a performance approach.
  • Align performers and positions within the department to support a performance approach.
  • Determine next steps to take to transition from the current state to the desired state of operation.
  • Ensure the structure of your training department does not hinder your efforts to provide more value to your organization and that your infrastructure fully leverages your team’s performance consulting capabilities for maximum impact.
  • Registration & Arrival
  • Introductions, Objectives, Expectations
  • From an Order-Taking (Tactical) Approach to Strategic, Partnering Approach
    • Three Categories of Work for TD Departments
    • Requirements for Work to be Strategic
  • Break
  • Designing a Strategic TD Department: The Work Process Needed
    • Optimal Work Process Phases and Steps
    • Assessment of Current Work Process Phases and Steps
    • Form Action Plan to Address Identified Gaps
  • Lunch
  • The Work Process (continued)
  • Designing a Strategic TD Department: The Organizational Structure Needed
    • Four Requirements
    • Assessment of Current Organizational Structure
    • Form Action Plan to Address Identified Gaps
  • Break
  • The Organizational Structure (continued)

    Overview of Day 2
    Daily Evaluation

  • Arrival
  • Discussion of Items from Day 1 Evaluation
  • Designing a Strategic TD Department: The Capabilities and Infrastructure Support Needed
    • Competency and Infrastructure Support Required
    • Assessment of Current Capabilities and Infrastructure
    • Form Action Plan to Address Identified Gaps
  • Break
  • Capabilities and Infrastructure (continued)
  • Wrap-Up and Close
Facilitator