Summer 2021
Learn more about
Issue Map
CTDO Magazine

Drive Lasting Change

Thursday, July 15, 2021

“Be comfortable with being uncomfortable.” What pertinent yet timeless advice from Corey Muñoz, chief learning officer and partner with KPMG US, in this issue’s Spotlight.

When the firm first opened the KPMG Lakehouse—a $450 million, 800,000-square-foot learning, development, and innovation center in Orlando, Florida—in January 2020, no one had any idea just how different things were about to get. Yet, like many of us, Muñoz’s team has worked tirelessly to convert planned in-person training programs to on-demand virtual experiences, proving how much value L&D can bring to the business.


How are you continuing to innovate today as the world begins to reopen and organizations move from fully virtual to hybrid and even—in some cases—fully in person? What lessons have you learned from the past 18 months of intense collaboration and learning that you will take with you into our new normal?

In this issue’s Hot Topic article, Ben Eubanks explores the talent acquisition practices emerging in the 2021 workplace. With many employers adopting long-term remote work policies, the talent pool has grown—and so have the possibilities and competition.

Technology plays a greater role than ever before, with video interviews and virtual onboarding replacing face-to-face interactions with HR. And diversity, equity, and inclusion has become a pillar of organizational culture and is a key consideration for companies’ hiring strategies.

Speaking of DEI, some talent development functions are challenged to sustain their initiatives for lasting change. Perhaps yours is one of them. Have you found that the momentum spurred by the 2020 social justice movement is beginning to fizzle in your company?

Read Angst Index to learn about four phases you must pass through to create a positive impact and inclusive action. Like any strategic commitment, DEI takes concerted, ongoing efforts. Keep it up!


Finally, in Perspectives, listen to three talent development executives’ inspiring outlooks on how to be transparent. Trust and authenticity are natural outcomes of workplace transparency, and employees today are in search of organizations that uphold those values. How can you become an employer of choice by creating a culture of transparency?

As always, I would love to hear your feedback. 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.

Read more from CTDO magazine: Essential talent development content for C-suite leaders.

About the Author

Ann Parker is Associate Director, Talent Leader Consortiums at ATD. In this role she drives strategy, product development, and content acquisition for ATD’s senior leader and executive audience. She also oversees business development and program management for ATD's senior leader consortiums, CTDO Next and ATD Forum.

Ann began her tenure at ATD in an editorial capacity, primarily writing for TD magazine as Senior Writer/Editor. In this role she 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. She then became a Senior Content Manager for Senior Leaders & Executives, focusing on content and product development for the talent executive audience, before moving into her current role.

Ann is a native Pennsylvanian where she currently resides, marathoner, avid writer, baker and eater of sweets, wife to an Ironman, and mother of two.

Be the first to comment
Sign In to Post a Comment
Sorry! Something went wrong on our end. Please try again later.