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Arianne Miller

February 2018 - TD Magazine

The federal government is using human-centered design to solve common issues in long-term, sustainable ways.

A New Way of Thinking (February 2018)

Every year (that’s three years running), ASTD’s International Conference & Exposition is the one event I can’t miss. It’s an awesome opportunity to learn about emerging trends, meet new people, and enjoy a few days away from the office. I’m especially excited to attend this year’s conference, as ASTD recently launched a community specifically for L&D professionals under the age of 30. From what I gather, the launch of the community has spurred a lot of interest in my peers, and as a result, we may turn up in record numbers for the conference.In light of having so many first-time attendees, and with just a month before the conference, I would like to share the top five things that I’m looking forward to this year.Here they are, in no particular order:Access to L&D Leadership/NetworkingI’ve met some really great people at past conferences. From former ASTD board members to current chapter leaders, it’s been amazing to see how warm and friendly experienced professionals are and how interested they are in sharing their experiences with us newbies. Just striking up a conversation in the exhibit hall or before a session can result in years of mentorship opportunities to come!SWAG!Who doesn’t love swag? When it comes to the ASTD conference, the vendors pull out all the stops. If you’ve just started in the profession and you’re trying to establish yourself, talking with vendors is a great way to hear about cutting edge technology and trends in the field. Moreover, if you’ve just started in the profession and you’re looking to furnish your first real cubicle, there are enough supplies in the exhibit hall to last you through your promotion to an office. Great Keynote SpeakersI don’t know about you, but if I could build even 10 percent of the empire that Arianna Huffington has built, I’d consider myself successful. And a great way for me to learn about what makes her effective is to heed her advice. I’m so happy to know that I’ll have a front row seat to her wisdom when she presents as this year’s opening keynote speaker. Rounded off with Gen. Stan McChrystal and the Katalyst, Kevin Carroll, this year ASTD has a keynote line-up to be reckoned with. Presenting for the Second Year Last year, I had the privilege of being honored as an ASTD One to Watch and presenting a session entitled, “The Curious Case of Workforce Millennials.” This year, I was asked to moderate a panel about higher education and how an advanced degree can help you differentiate yourself. I am also serving as a guest speaker for the young professionals’ information session. As a trainer, it’s always very humbling to get up in front of a room of people and share some of what you’ve learned. It’s even more exciting to have that experience in front of your peers, especially of both profession and age.FREE BOWLING!Enough said.If you can’t tell, I’m totally ready to pack my bags and head to Washington, D.C., immediately. The only thing keeping my excitement at bay is the fact that between now and the conference, I have to turn in my dissertation proposal for approval. Nevertheless, I am eager to make new memories at this year’s conference, especially since for the first time, many of those memories will be made with other young professionals.Most importantly, the ASTD International Conference & Exposition is my one opportunity each year to spend time with other L&D professionals from around the globe. And what a better way to spend four days than doing exactly that? Can’t beat it with a stick!Want to know more about ASTD Young Professionals?ASTD offers resources geared toward young professionals that help you get started in your career. From content and tools to activities and projects, ASTD is here to engage with young professionals to tackle today's toughest industry challenges and to develop as training professionals. Learn more!

5 Things To Look Forward To At ASTD 2014

There has been a great deal of focus on the unprecedented phenomenon of  four generations in the workplace (soon to be five generations, as the group born after 2000 begins to enter the workforce).  As competiton for talent is increasing, successful organizations pursue strategies to become the employer of choice.By no means homogenous, the four generations are shaped not only by the societal times they are born into, but also by multiple dimensions of diversity (including ethnicity, religion, gender, socio-economic class, country of origin, race, sexual orientation and identity, to name a few) that influence their  perspectives, motivations, and beliefs. Traditionalists (born 1945 and before) strongly value hard work and are shaped by the wake of World War II and their parent’s experiences of the Great Depression. This generation tends to be respectful of authority and work in organizations and the military where structures were hierarchical, deploying command and control processes. Growing up in the era of radio,Traditionalists are focused on the traditional nuclear family with very defined male/female roles. Preferred methods of communication, in addition to in- person, are rotary phones, handwritten letters, or typewritten memos.The Baby Boom Generation (1946-1964) is the largest cohort in today’s workplace, and 8,000 of this group are turning 65 every day. Television provided a shared experience across the United States. They have been strongly  shaped by the Vietnam War and anti-war protests, the first landing on the moon, Civil Rights legislation,Woodstock, the inspirational messages and tragic assassinations of John F. Kennedy, Robert Kennedy, and Martin Luther King Jr.The emerging feminist movement; the Cultural Revolution in China; and the Cold War were major events. Unionization was at its peak in 1960 and the Polio vaccine became readily available in 1962.Baby boomers tend to like collegial working environments and team work.Preferred communication methods growing up were in-person, touch- tone telephone, and typewritten memos, but this group has also embraced technology. After all, Steve Jobs, the legendary inventor, was of this generation.Generation X (1965-1980) has been shaped by a rapidly changing world, marked by several recessions, (including massive corporate layoffs in 1979), the fall of the Berlin Wall in 1989, the AIDs epidemic, and the Tianamen Square uprisings. Estimated to comprise approximately 33 percent of the U.S. labor market, this cohort, also known as “latchkey kids”  have felt the impact of  high divorce rates.Known to be self-reliant, computer-savvy, they enjoy results-driven organizations, often have high expectations for advancement and value balance in work/life. Preferred communications growing up, in addition to face-to-face, were cell phones and e-mails.The Millennials (1981-2000), also known as the “Digital Natives,” represent the fastest growing cohort in the workplace. Shaped by massive change around them, including a marked increase in globalization, climate change, the end of Apartheid in South Africa, school massacres, and the indelible effects of 9/11 on the country’s psyche, the Millennials are sometimes referred to as post-racial. This generation has seen the legalization of same sex marriage in 11 states and increased acceptance of gay rights nationwide.  They are known to have high expectations about workplace environments, are attracted to organizations committed to social responsibility, and readily share their reactions (both postive and negative) about institutions, brands and trends, using social media. Growing up in the 24/7 hyper-connected world, their preferred communications methods growing up are texting, Facebook posts, and other instantaneous electronic messages.For an amusing and informative quiz about this last generation, take the Pew Research Center quiz. Research has shown that many Millennials prefer non-traditional career paths and often want to be involved with or create a start-up.Career ladder vs. career latticeLayered on top of these social and historical times, career issues vary by age, job movement, and experiences. In the traditional vertical career ladder, individuals begin in a learning mode and depend on others. As they become more experienced, they become independent contributors and focus on being recognized. Over time, they may be become managers of others and as they “move up the ladder,” they lead the enterprise though vision and business savvy.We now recognize that the career ladder is an outmoded way of thinking. Young people may quickly progress without moving through expected rungs; others may plateau early on due to personal situations, skill levels, a desire to seek greater balance or other factors. A more current and accurate metaphor for careers today is the “career lattice,” in which career movement may be lateral, cross-functional, fast or slow, related to issues such a juggling work and family, starting out in the workforce, or preparing to retire.Moreover, lifecycle stages come into play. As Erik Erikson first proposed in Identity and the Lifecycle, individuals navigate major changes and challenges as they age. The fundamental tasks facing a young adult, such as defining personal identity, are quite different from someone who is mature, who is likely more focused on their legacy. {Source: Brianne Thompson}Engaging across generationsThe presence of four generations presents a new set of challenges and an exciting opportunity to leverage diverse skill sets and experiences to drive innovation and collaboration. Doing so requires a thoughtful approach that recognizes differences and creating a workplace culture that is based on respect, recognition, trust, and valuing unique perspectives.  Here are 15 strategies to connect the generations:Provide training about the four generations to build greater awareness and understanding.Implement programs that leverage the specific skill sets of each generation, including reverse mentoring, where tech-savvy employees, the Gen Y and Millenials, also known as “digital natives”  can share their knowledge with others.Examine the generational composition of workforce and where relevant, modify workplace practices to address unique needs.Match the generations in the workforce with marketplace needs to promote adaptation to the desired customer base.Recognize the institutional wisdom of older employees and engage in active knowledge management to prevent “brain drain.”Focus on the positive strengths that different generations bring, vs. making disparaging remarks (such as, “I’m sure you won’t know how to use this App” to a Boomer, or “Your generation expects instant rewards” to a Gen Y.)Individualize approaches in terms of career development, stretch assignments, and recognition; www.hrmorning.com/finding-the-right-motivators-for-the-right-generation-infographic.Offer employee resource groups to build communities and education across the generations. Use different generations as Think Tanks to understand how to frame issues and solve problems from multiple perspectives.Deploy varied communication vehicles (Town Halls, team meetings, social media, e-learning) to share the larger purpose of the organization and the meaning of work.Leverage the power of social networks to promote collaboration across the generations.Use the career lattice concept to promote creative ways to develop employees, especially important in today’s flattened organizations.Create an inclusive environment in which all voices can be heard.Emphasize development for everyone, regardless of age or stage in careers.Offer benefits that match the lifestyle and lifecycle needs (such as providing coverage for same sex partners, providing elder care benefits, long-term care insurance, and so forth).Find creative ways to promote flexibility in the workplace (such as job sharing, flex time, and telecommuting), which is increasingly desired across the four generations.How do you create connections across generations?

Arianne Miller

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