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Taking Stock of Your Talent Development Future

Thursday, December 22, 2016
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This season calls for reflection. As one year ends and another begins, think about what talent development has meant for your organization in 2016 and what you intend for it to look like in the new year. What is your talent development function’s mission? What goals are you forming for the coming months? And how are these goals aligned with the larger plans of your C-suite? 

For Western Union, a financial services and communications company featured in this issue’s Spotlight article, aligning development to strategic need is one of the pillars of its talent development vision. 

“I’m proud of the way we’ve connected learning to moments that matter during significant organization change,” says Josh Craver, vice president of talent management at Western Union. “I believe that learning done in the absence of a need to change or perform in a certain way isn’t effective.” 

This issue of CTDO magazine explores several talent development solutions that can meet your people at such points of need. We calculate how to measure the value of coaching in Prove It, argue the benefits and drawbacks of social learning in Debate, propose a new approach to identifying and growing high-potential talent in Hot Topic, and suggest how to appropriately sell training to less engaged participants in Confessions From the C-Suite

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We’ve watched the talent development function transform in recent years as we move from a narrow focus on workplace learning and training to a larger umbrella of purposeful people development.

Craver explains how the definition of talent development has evolved for his company: “Over time we have adapted our approach to be more self-directed. We encourage people to own their development and growth. This allows them to be empowered to take ownership and drive their development.”

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And what about your talent development future? How are you driving your own professional development in 2017? Wendy Terwelp, author of Career Hacks, suggests some “rock star moves” to revolutionize your personal brand for the coming year. 

Thank you for your interest in CTDO magazine, full of essential insight for leaders like you. As always, I’d love to hear your feedback about this issue. What article was your favorite? Which column is most beneficial in helping to inform your role as a talent development executive? Please contact me at any time with your thoughts.

CTDO is available to download on your mobile device via the ATD Publications app or view on your desktop browser. Subscribe to read the magazine for free!

About the Author

Community of Practice Manager, ATD  Ann Parker is senior manager of the Human Capital Community of Practice and the Senior Leaders & Executives Community of Practice at ATD. Prior to this position, she worked at ATD for five years in an editorial capacity, primarily for TD magazine, and most recently as a senior writer and editor. In this role, Ann had the privilege to talk to many training and development practitioners, hear from a variety of prominent industry thought leaders, and develop a rich understanding of the profession's content.

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