Top
1.800.628.2783
1.800.628.2783
ATD Forum
Forum Members
Section Map
195682-FORUM-SpringLab.png

 

Nonstop digital disruption. Challenging skill gaps. Evolving technology. How are you keeping up?

The future brings technological change, disruption, and new challenges. It’s critical that you and your workforce have the knowledge and skills to succeed. How will you upskill, reskill, and next skill your workforce to enhance organizational performance? Let’s explore new ways to be fluent in the new language of technology.

Join us at the ATD Forum 2020 Spring Lab. Being held at the Walmart Headquarters in Bentonville, AR from March 31 to April 2, 2020, you’ll experience cutting-edge learning experiences, the technology that powers them, and the results they produce to gain a competitive edge in the future marketplace. Learn how to drive business results from senior talent professionals who come from a variety of industries. They’ll redefine what capability-building success looks like, so you can push the envelope of innovation. You’ll discover best practices in integrating new tech with learning experiences, and find out how to avoid major pitfalls. From AR to VR to mobile, high tech or low-tech gamification, there’s something for everyone.

Why attend this exclusive event?

  • Discover the latest digital technology trends that enable learning.
  • Enhance your digital literacy through demonstrations, discussions, and Q&As.
  • Network through interactive and collaborative activities with senior learning leaders.
  • Be informed so you can make smart technology recommendations and decisions.
  • Learn about alternative opportunities to build employee capabilities when advanced technologies and budgets to support them aren’t available.

The ATD Forum Labs are for senior talent professionals who influence decisions based on understanding the most efficient and effective learning modalities.

Join us for the 2020 Spring Lab and take your digital literacy to the next level.

Attend the ATD Forum 2020 Spring Lab
Join us in Bentonville, AR from March 31 to April 2, 2020. If you have questions, please contact Laleh Patel directly by email at lpatel@td.org.
Hosted By:
Past Forum Events
  • Spring Lab 2019
    Propelling Culture by Leading Change

    Hosted By: American Airlines

    Description:
    During the ATD Forum 2019 Spring Lab, we explored some foundational aspects needed to make the most difficult change—transforming the culture—from members representing a variety of industries. For example, the talent team at the new American Airlines is taking an active role in shaping a culture that focuses on creating a differentiated customer experience in their industry through a differentiated employee experience . . . a customer experience that is caring, easy, connected, and safe.

    Lab Objectives:
    • Learn how to use aspects of culture to increase employee engagement
    • Learn how to incorporate technologies for a more realistic learner experience
    • Learn how to use a variety of consultative tools and techniques

    Unique Features of the Lab:
    There are several features that make an ATD Forum Lab a unique experience, regardless of the time of year, the location, the theme, or the host. These features include:
    • Benchmarking Members On-Site: Labs allow members to benchmark another member company in an immersive way. Labs are hosted by members who select the topic, contribute to the design and delivery, share numerous resources (including their leaders), and provide the physical space for the experience. This benchmarking process allows participants to go inside the organization to view the space, practices, data, technologies, and people.
    • Experiential in Nature: Forum Labs are co-designed with the hosts to investigate a topic of interest by exploring a variety of ideas, approaches, and techniques and spark the curiosity of members. One of the goals is introducing new concepts, tools, and approach processes and testing them. For example, in this Lab the participants will explore the essential characteristics of serving as a business learning adviser—and from that perspective, practice serving as trusted partners to gather data, synthesize the data, and collectively provide feedback to the host.
    • Peer-Led Activities: Individual sessions are led by peers, senior leaders, and practitioners who are dedicated to improving their respective organizations and the talent development profession as a whole. For the practices shared by the host, the facilitators are generally the inhouse leaders for the practice. While facilitating an exercise, they not only lead through instruction, but also add their personality and experiences to a method or tool. All instructions and job aids are posted on the member-only website. This peer-led environment supports our motto, “Everyone is a teacher and everyone is a learner.”
    • A Focus on Doing: Through the expressed goals related to experiencing the space, culture, organizational system, and practices of the host and learning how other members have addressed similar challenges, participants gain new understanding and insights. This allows them to add examples of practices for facing challenges to their current portfolio inventory. Another motto we borrowed from Michael Leimbach of Wilson Learning is, It’s not about the 2 learning; it’s about the doing. So, while the Lab is designed for learning through connecting, collaborating, and sharing, the ultimate goal is building a larger kit of both tools and techniques, as well as challenge-solution ideas for future use. With the connections, the experiences, and all documentation available, participants can easily take back ideas into their own organizations.
    • Supplier-Free: The Forum is a vendor-free community, and all members sign a nondisclosure agreement. With this setting, we can create an environment for open and friendly exchange without pressure.
  • Spring Lab 2018
    Untapped: Innovation Forward

    Hosted By: Booz | Allen | Hamilton

    Description:
    The overarching aim of the Lab is to create an engaging and interactive environment for Forum members and guests to easily connect, collaborate, and share learning around emerging innovative practices. During this Forum Lab, we will explore how Booz Allen Hamilton is reimagining learning today, and every day moving that vision forward as a corporate strategy. They have built an Innovation Blueprint that is inclusive of all business lines. Collectively, the organization paves the way to innovation—not one team, or one person, but an entire organization of more than 22,000 employees. We will also hear from other ATD Forum members who have reimagined the next-generation learning function to explore what is achievable.

    Lab Objectives:
    • Benchmark the practices and environmental space of a Forum company to gain a deeper understanding, and gather new insights about how to “untap” innovation that drives organizational results.
    • Personally experience tools, techniques, methods, and technologies that engage collaborative problem-solving and innovation.
    • Engage intentionally with others around a common topic to expand professional networking.

    Unique Features of the Lab:
    There are several features that make an ATD Forum Lab a unique experience, regardless of the time of year, the location, the theme, or the host. These features include:
    • Benchmarking Members On-Site: A major distinction of an ATD Forum Lab that differentiates it from other learning events is the ability for members to benchmark another member company in an immersive way. Labs are hosted by members who select the topic, contribute to the design and delivery, share numerous resources (including their leaders), and provide the physical space for the experience.
    • Experiential in Nature: Forum Labs are co-designed with the hosts to investigate a topic of interest by exploring a variety of ideas, approaches, and techniques. One of the goals is introducing new concepts and tools, and testing them. For example, in a recent Lab on change, participants were able to experience change by moving from one physical location to another. For every Lab, feedback is collected to use in future designs.
    • Peer-Led Activities: Individual sessions are led by peers, senior leaders, and practitioners who are dedicated to improving their respective organizations and the talent development profession as a whole. While facilitating an exercise, they not only lead through instruction, but also add their personality and experiences to a method or tool. This peer-led environment supports our motto, “Everyone is a teacher and everyone is a learner.”
    • Supplier-Free: The Forum is a vendor-free community, and all members sign a nondisclosure agreement. With this setting, we can create an environment for open and friendly exchange without pressure.
  • Spring Lab 2017
    Meet the Modern Learner

    Hosted By: Deloitte

    Description:
    As training moves to more digital formats, it’s colliding with new realities in learners’ jobs, behaviors, habits, and preferences. Today’s employees are overwhelmed, distracted, and impatient. Flexibility in where and how they learn is increasingly important. They want to learn from their peers and managers as much as from experts. And they’re taking more control over their own development.

    Resources:
    Unique Features of the Lab:
    There are several features that make an ATD Forum Lab a unique experience, regardless of the time of year, the location, the theme, or the host. These features include:
    • Benchmarking Members On-Site: A major distinction of an ATD Forum Lab that differentiates it from other learning events is the ability for members to benchmark another member company in an immersive way. Labs are hosted by members who select the topic, contribute to the design and delivery, share numerous resources (including their leaders), and provide the physical space for the experience.
    • Experiential in Nature: Forum Labs are co-designed with the hosts to investigate a topic of interest by exploring a variety of ideas, approaches, and techniques. One of the goals is introducing new concepts and tools, and testing them. For example, in a recent Lab on change, participants were able to experience change by moving from one physical location to another. For every Lab, feedback is collected to use in future designs.
    • Peer-Led Activities: Individual sessions are led by peers, senior leaders, and practitioners who are dedicated to improving their respective organizations and the talent development profession as a whole. While facilitating an exercise, they not only lead through instruction, but also add their personality and experiences to a method or tool. This peer-led environment supports our motto, “Everyone is a teacher and everyone is a learner.”
    • Supplier-Free: The Forum is a vendor-free community, and all members sign a nondisclosure agreement. With this setting, we can create an environment for open and friendly exchange without pressure.
  • Fall Lab 2019
    Flexing Our Business Muscles: Being Strategic With High-Impact Tools and Techniques

    Hosted By: Consumers Energy

    Description:
    Forum Labs are designed for learning through connecting, collaborating, and sharing around a specific theme. Fall Lab 2019 explores ways to look at the organizational system using various assessments to inform making decisions for improvements. Content and context are provided to level the playing field. Members share related tools and techniques. Small group activities allow participants to take action on the new insights, with the ultimate goal of building a larger kit. With the connections, experiences, and documentation available, participants can easily add to their practice.

    Lab Objectives:
    • To understand the larger organizational system and investing in the long-term success of the organization (not just solving ad hoc “training” problems).
    • To serve as a trusted business learning adviser, including having ongoing power conversations with stakeholders.
    • To use various high-impact tools and techniques to assess and address opportunities for improvement at the enterprise level.

    Unique Features of the Lab:
    There are several features that make an ATD Forum Lab a unique experience, regardless of the time of year, the location, the theme, or the host. These features include:
    • Benchmarking Members On-Site: Labs allow members to benchmark another member company in an immersive way. Participants go inside an organization to experience their space, practices, technologies, and people.
    • Experiential in Nature: Labs are co-designed with the hosts to investigate a topic of interest by exploring a variety of ideas, approaches, and techniques and spark members’ curiosity to expand their point of view (PoV). One of the goals is to introduce new concepts, tools, and approach processes and to test them.
    • Peer-Led Activities: Individual sessions are led by peers, senior leaders, and practitioners who are dedicated to improving their respective organizations and the talent development profession. This peer-led environment supports our motto, “Everyone is a teacher and everyone is a learner.” All instructions, job aids, and templates are posted on the member-only website to promote further use and sharing.
    • A Focus on Doing: Participants gain awareness, new understanding, and insights on the theme through multiple activities. These connect in a capstone activity where choices and decisions must be made to create an action plan. A motto borrowed from Michael Leimbach of Wilson Learning applies: It’s not just about the learning; it’s about the doing.
    • Supplier-Free: The Forum is a vendor-free community, and all members sign a nondisclosure agreement. With this setting, we can create an environment for open and friendly exchange without pressure.
  • Fall Lab 2018
    Advancing Employee Performance

    Hosted By: Bank of Montreal

    Description:
    Recent ATD research reported that seven in 10 leaders experienced at least one major organizational change in the past two years. Of that group, 60 percent saw three or more transformations, and 25 percent reported six or more. For most organizations, the new normal is constant change. This shift demands leaders take a more holistic approach to performance advancement.

    How do talent development leaders keep up with ever-changing business environments in ways that support evolving employee performance needs? The best leaders put in place an organization-wide, performance-based ecosystem that includes wide-ranging solutions from formal and informal content strategies. This might include assets ranging from personalized learning paths to just-in-time support for frontline managers, and all are generally supported by technology systems.

    Lab Objectives:
    • Develop a deeper understanding of the strategic performance ecosystem approaches necessary for employees to be successful in their ever-changing roles and within the context of rapidly changing work.
    • Identify the critical elements talent development professions can use or influence for a strategic performance ecosystem to flourish in a world of modern learning, looking at examples of these elements from a variety of industries.
    • Experience a process of sequenced activities (break it down; search and discover) focused on learning from others and discover options for creating innovative approaches to advancing employee performance.

    Unique Features of the Lab:
    There are several features that make an ATD Forum Lab a unique experience, regardless of the time of year, the location, the theme, or the host. These features include:
    • Benchmarking Members On-Site: Labs allow members to benchmark another member company in an immersive way. Labs are hosted by members who select the topic, contribute to the design and delivery, share numerous resources (including access to their leaders), and provide the physical space for the experience.
    • Experiential in Nature: Forum Labs are codesigned with the hosts to investigate a topic of interest by exploring a variety of ideas, approaches, and techniques and sparking the curiosity of members. One of the goals is introducing new concepts, tools, and approach processes and testing them. For example, in this Lab the participants will crowdsource the essential components needed for talent development to advance employee performance—and from that perspective, conduct research scans via a treasure hunt on what is already working within member companies. For every Lab, feedback is collected to use in future designs; this supports another motto: “Continually getting better at getting better.”
    • Peer-Led Activities: Individual sessions are led by peers, senior leaders, and practitioners who are dedicated to improving their respective organizations and the talent development profession as a whole. While facilitating an exercise, they not only lead through instruction, but also add their personality and experiences to a method or tool. This peer-led environment supports our motto, “Everyone is a teacher and everyone is a learner.”
    • A Focus on Doing: The Lab is designed for learning through connecting, collaborating, and sharing; and while the expressed goals are related to experiencing the space, culture, and challenges of another member in a way that all participants gain new skills and understanding of the theme, the ultimate goal is not the learning per se, but taking the ideas, experience, and deliverables back into one’s organization and doing something with them in one’s personal practice. Thus, another motto we borrowed from Michael Leimbach of Wilson Learning: “It not about the learning; it’s about the doing.”
    • Supplier-Free: The Forum is a vendor-free community, and all members sign a nondisclosure agreement. With this setting, we can create an environment for open and friendly exchange without pressure. An example of this is the Tech Road Show in Toronto. Users will share the pros and cons of various technologies.
  • Fall Lab 2017
    Making Data Dance

    Hosted By: Ingersoll Rand

    Description:
    The overarching aim of the Lab is to create an engaging and interactive environment for Forum members and guests to easily connect, collaborate, and share learning practices around the concept of making data dance (MDD) in a way that drives business results. Making data dance is a metaphor for talent development professionals enhancing their ability to understand, use, and adapt data to effectively influence business results in all forms of messaging, including presentations, stories, and conversations. While the group will be given a model to start the conversation, the group’s collective work at the Lab will produce a prototype that all attendees will be able to use back in their respective organizations.

    Lab Objectives:
    • Using critical thinking and inquiry skills to gain a deeper understanding and gather new insights about how to use data to drive business results and performance capability
    • Experiencing tools, techniques, methods, and models to display data in messages in ways that are easy for a variety of audiences to understand
    • Expanding their professional network

    Unique Features of the Lab:
    There are several features that make an ATD Forum Lab a unique experience, regardless of the time of year, the location, the theme, or the host. These features include:
    • Benchmarking Members On-Site: A major distinction of an ATD Forum Lab that differentiates it from other learning events is the ability for members to benchmark another member company in an immersive way. Labs are hosted by members who select the topic, contribute to the design and delivery, share numerous resources including their leaders, and provide the physical space for the experience.
    • Experiential in Nature: Forum Labs are co-designed with the hosts to investigate a topic of interest by exploring a variety of ideas, approaches, and techniques. One of the goals is introducing new concepts and tools, and testing them. For example, in a recent Lab on change, the participants were able to experience change by moving from one physical location to another. For every Lab, feedback is collected to use in future designs.
    • Peer-Led Activities: Individual sessions are led by peers, senior leaders and practitioners who are dedicated to improving their respective organizations and the talent development profession as a whole. While facilitating an exercise, they not only lead through instruction, but also add their personality and experiences to a method or tool. This peer-led environment supports our motto, “Everyone is a teacher and everyone is a learner.”
    • Supplier-Free: The Forum is a supplier-free entity and all members sign a nondisclosure agreement. With this scenario, we can create an environment for open and friendly exchange without pressure.
  • ATD Forum Sessions 2019
    Session:
    Business Learning Advisors: Impactful Upskilling

    Description:
    Are you being challenged to be more of a consultant and less of a trainer? Are your internal clients seeking more advice on solving their challenges and problems, and are you finding your responses more difficult? As disruptions change the way work is accomplished, the role of the talent professional is evolving. In this environment, there is an increasing demand to fit training to the way the business operates. This session incorporates the persona design-thinking method that originated in work associated with the user-centered experience. The persona provides an opportunity for a diverse group to quickly share ideas and research on a particular role. In this session, small groups will combine ideas to develop a persona for this new role of talent professionals. The collaborative process will help with understanding how to upskill talent development professionals for their new role.

    Application on the job:
    • Experience using a persona to enable groups to develop empathy and understanding for various roles.
    • Focus on the unique characteristics needed to serve as a business learning advisor

    Presented By:
    Learning leaders from Hewlett Packard Enterprise, Rice University, Cochlear and Grainger



    Session:
    Leadership: Developing Impactful Learning Experiences Using Metaphors

    Description:
    A picture is worth a thousand words. However, using visual metaphors might compound the effect and be worth thousands of words. During this session, small groups will select visual metaphor cards that represent current leadership reality for senior talent executives and visual metaphor cards to represent the desired leadership needed to advance employee performance in a world of constant change, disruption, and demands. The visual metaphors are used to generate conversations about the characteristics and habits enabling a clear and concise description. Using these visual metaphors, the small groups will work collaboratively to determine the skills needed to close the gap between the current state and the future state. They will use their combined expertise to design a personalized learning path that includes proven learning experiences as examples.

    Application on the job:
    • Experience using metaphors that enable groups to visualize concepts more easily.
    • Focus on collectively designing a learning path is has been successfully used in the past.

    Presented By:
    Learning leaders from CIGIE, Asurion, Ingersoll Rand and Rush Enterprises



    Session:
    Be the Hero: Benchmarking Learning in the Future

    Description:
    As a learning professional, your job is to apply the best thinking to workplace learning, but the everchanging landscape probably drives you crazy. What if you could get ahead of the curve? Well, you would be a hero. To understand what learning will be like in two to five years, we interviewed over 40 experts (including neuroscientists, game designers, business leaders, academics, filmmakers, and learning futurists). In addition, we worked with research partners and read hundreds of articles. We found that learning in the future will be amazing! We’re using this research to shape our learning strategy and allocate resources. In this session, an ATD Forum member company will share a researchbased view of the future of learning. This format of sharing practices and learning from others is representative of the ATD Forum benchmarking consortium. Join this session to contribute your perspectives as we collectively create the future of our industry!

    Application on the job:
    • Benchmark ways other organizations are using innovative learning practices to advance business practices.
    • Gain insights on processes companies are using to maintain excellence while simultaneously moving forward to be future-ready now.

    Presented By:
    Dana Koch, Accenture
  • ATD Forum Sessions 2018
    Session:
    Building a Culture of Continuous Innovation: The Concept Poster

    Description:
    Disruption has become the norm for organizations characterized by an environment of volatility, uncertainty, change, and ambiguity (VUCA). In this environment, the only way to stay competitive is to embrace change and innovation. But how do we do this? In this session, you will use a collaborative method to visualize and design your concept for an innovative-oriented culture. A concept poster can serve as part of a business case to move an organization from its current state to one that is more innovative. In this session, you will learn about the components most relevant for visualizing and building an innovative culture. Using a structured concept-mapping process, you will design a concept for an innovative culture.

    Application on the job:
    • Use a collaborative method for designing and depicting a culture of innovation.
    • Experience a tool that enables small groups to collectively contribute to a desired state.

    Presented By:
    Learning leaders from Diversey and Tableau



    Session:
    Experiential Learning: Building a Culture of Innovation

    Description:
    Experiential learning is an umbrella term encompassing learning that occurs through action learning, on the job, via simulations and serious games, and as part of escape rooms. However, it is more than just a hands-on-doing activity. It is any means that provide tangible experiences from which participants intentionally derive insights on their skills and actions based on reflection and discussion. Moreover, it includes a call to action for constantly getting better at getting better. While many trainers think of experiential learning as time consuming, difficult, and complicated, there are techniques that demonstrate the power of this approach that are simple and can be incorporated in a variety of situations. In this session, led by senior talent development practitioners from award-winning organizations and supported by ATD Forum member small group coaches, you will have the opportunity to “learn by doing” as you participate in experiential learning and the many ways it can be used.

    Application on the job:
    • Experience an impromptu team-building activity.
    • Apply and gain insights from personal problem-solving skills.
    • Use an activity to develop reflection skills that lead to deeper insights on innovative practices.

    Presented By:
    Learning leaders from Kohler, Cochlear and Consumers Energy



    Session:
    Will the Real Talent Development Innovator Stand Up?

    Description:
    The persona is part of the design thinking methods toolkit and originated in the work associated with the user-centered experience. The persona provides an opportunity for a diverse group to quickly share ideas and research on a realistic description of a person. This type of tool enables talent development professionals to gain a deeper understanding of their customers; from that perspective, they can provide more personalized design and support, thus being more innovative themselves. Join this session to develop a persona for talent development professionals who are responsible for contributing to a culture of innovation. Gain experience in small group problem solving, and take home insights for applying personas within your context to make your practice more innovative.

    Application on the job:
    • Experience a collaborative method for gaining a deeper understanding of people.
    • Use a tool that enables talent development professionals to learn more about skills needed to be more innovative themselves.

    Presented By:
    Learning leaders from American Airlines and Grainger



    Session:
    Building a Culture of Innovation With Emerging Technologies

    Description:
    In this session, two ATD Forum member organizations, Booz Allen Hamilton and Hewlett Packard Enterprises, will share practices for building a culture of innovation using emerging technologies. These practices include a variety of actions to integrate emerging technologies, such as virtual reality. These are real practices shared by senior practitioners in a rapid, whip-around method referred to as “zing rounds.” In addition to the lessons and learnings from the companies, the session will provide resources and references from research to enable you to take a variety of ideas back to your organization to up the ante on building a culture of innovation in a continuously changing work-learn environment.

    Application on the job:
    • Explore ways other organizations are using emerging technologies to innovate in the learning space.
    • Benchmark unique practices from senior practitioners.

    Presented By:
    Learning leaders from Eli Lilly, Intermountain Healthcare, Booz Allen Hamilton and HPE
  • ATD Forum Sessions 2017
    Session:
    Designing Performance Improvement Experiences—Stakeholder Mapping

    Description:
    To improve overall corporate performance, talent development professionals are taking the role of business partner and modernizing learning. They are focusing on aligning a variety of continuous opportunities to meet the ever-changing needs of their employees. The starting position is to focus on the people within the system. One of the first steps sounds simple: Identify all the people in the system, such as the stakeholders. To many, this means just jotting down a list. However, to design experiences that truly enable employees to improve performance requires understanding stakeholders on a deeper level. In this session, you will use a collaborative method to move beyond stakeholder identification. Using a structured stakeholder mapping process adapted from the LUMA Institute, you will build a network of people who have a stake in creating this dynamic and modern learning ecosystem. The diagram will visually show who is involved, how they are linked to others, what they care about, how much influence they may have, and how they might affect the overall learning strategy.

    Application on the job:
    • Use a collaborative method for uncovering stakeholders’ needs to design learning experiences more effectively.
    • Discover new options for aligning learning to business strategies.

    Presented By:
    Learning leaders from Grainger and Phillips 66



    Session:
    Experiential Learning—Building Teamwork for Problem Solving

    Description:
    Experiential learning is an umbrella term encompassing learning that occurs through action learning, on the job, and through simulations and serious games. However, it is more than just a hands-on activity. It is any method that provides tangible experiences from which participants derive insights based on intentional reflection and discussion. As we modernize the organizational learning ecosystem and discover ways to personalize learning and create more workflow opportunities, experiential learning is an ideal tool for enabling people to “learn how to learn” on their own. While many trainers think of experiential learning as time-consuming, difficult, and complicated, there are simple techniques you can use to incorporate the approach in a variety of situations. These techniques help you create an experiential learning cycle: doing, processing and reviewing, making generalizations and drawing conclusions, and generating changed behaviors based on new insights. During this session, led by senior talent development practitioners from award-winning organizations and supported by ATD Forum member table facilitators, you will have the opportunity to “learn by doing” as you participate in experiential learning and the many ways it can be used.

    Application on the job:
    • Experience an impromptu team-building activity.
    • Apply personal problem-solving skills.
    • Use an activity to develop reflection skills that lead to deeper insights.

    Presented By:
    Learning leaders from Kohler and Rice University



    Session:
    It’s Not Just the Journey—It’s the Entire Experience!

    Description:
    When designing a more holistic and modern approach to learning, one of the largest hurdles is not just what delivery method to choose, but how to plan and design for the entire experience—the journey. How might a more systematic approach that includes looking at the complete learner experience and not just the intentional formal learning part enhance learning transfer? During this session, led by senior talent development practitioners from award-winning organizations and supported by ATD Forum member table facilitators, you will have the opportunity to work through an experience map, collaboratively assessing ideas for attracting, engaging, and sustaining individuals in the learning journey experience.

    Application on the job:
    • Experience a collaborative design thinking method.
    • Use a structured process to look at the complete learner journey experience.

    Presented By:
    Learning leaders from Hilti and Intermountain Healthcare



    Session:
    Modernizing Learning to Build Performance Capability

    Description:
    In this session, three ATD Forum member organizations will share innovative practices they are using to modernize their learning ecosystem to make it more learner-centric. These practices include a variety of actions to personalize learning, focus on learning in the work flow, and create collaborative social learning. These practices will be shared in a rapid, whip-around method referred to as “zing rounds.” In addition, the session will provide resources and references that you can take back to your organization. You’ll be able to modernize your learning strategy in a continuously changing work-learn environment.

    Application on the job:
    • Explore ways other organizations are modernizing their learning portfolios.
    • Benchmark unique practices from senior practitioners

    Presented By:
    Learning leaders from Intermountain Healthcare and Pfizer
ATD Forum Membership
The ATD Forum is a consortium for senior training and learning practitioners and their organizations to connect and collaborate in a confidential environment. Member organizations share evidence-based and proven ideas to rapidly improve organizational capability in an experiential environment. There is an approval process to join and its members include many notable Fortune 500 companies. No training vendors or marketing is allowed in Forum discussions and events. Learn more about the benefits of joining ATD Forum membership today.