Robert P. Dies

TEACHING FUTURE SALES MANAGERS HOW TO MANAGE

 These are tough times for government. Heated budget battles and rhetoric about the size, function, scope, and effectiveness of government have generated criticism not just of government itself, but also of the people who deliver public services to our citizens. Across the country—in Congress, state legislatures, city councils, political speeches and ads, the media, and elsewhere—government agencies and their employees are being denigrated. The recent battle over the budget for the U.S. Department of Homeland Security, for example, is just one example of how public servants have become pawns in larger political battles. Despite the drumbeat of criticism (or maybe because of it), I believe that the biggest challenge facing government today is attracting, developing, and retaining talent. A key to meeting this challenge is creating the kinds of workplaces that will maximize employee engagement. But government leaders striving to improve engagement face a different set of challenges than private sector leaders, including dealing with the constant barrage of criticism. There is a strong business case for why government jurisdictions and agencies should focus on improving engagement. Study after study has shown that organizations with highly-engaged workforces outperform low-engagement organizations—in strategic goal achievement, productivity, customer service, retention, attendance, and so forth. This is true for both the public and private sectors. However, maintaining a high level of engagement in the public sector is a tough challenge. For example, the 2014 Federal Employee Viewpoint Survey revealed that engagement among the nation’s largest employer has declined. Similarly, the 2014 Best Places to Work in the Federal Government rankings by the Partnership for Public Service showed a decline in federal employee job satisfaction for the fourth year in a row. And, while we don’t have comparable data for state and local government, it is likely that the needle of engagement is moving in the wrong direction in these sectors as well. After all, criticism of government compounded by the ever-present calls for smaller government, can’t help but affect the morale of public servants. But I try not to focus on problems without offering solutions. The flip side of challenge is opportunity, and I believe that the relatively low level of engagement in government (even the most optimistic results from engagement surveys peg the percentage of engaged employees in government at less than 65 percent), creates the opportunity to improve performance by improving engagement.However, I don’t believe there is a one-size-fits-all solution to improving engagement. Instead, each government jurisdiction and agency needs to:assess its own level of engagement (ideally through a valid employee engagement survey)analyze the results to determine what areas to focus ontake actionperiodically re-survey to see if engagement is improving. In other words, agencies shouldn’t administer the medicine before diagnosing the condition.There are instructive examples of what government organizations have done to improve engagement. These include: providing senior-level strategic leadership on improving engagementdeveloping leadership and management competencies around employee engagementimproving communication across the organizationmanaging employee performance more effectivelyensuring that employees believe that their opinions countcreating a positive work environment, such as adopting more flexible work arrangementsimproving the onboarding of new employeesclarifying the line of sight between employees’ work and the organization’s missionspan>enhancing employee prospects for career growthrecognizing employee contributions. While it’s helpful to understand actions public-sector organizations have taken to build engagement, there is no magic bullet. Instead, what’s needed is a systematic assessment of engagement and then a carefully constructed approach to dealing with the issues the data reveal. Creating a culture of engagement—and improving performance—is a marathon, not a sprint. To learn more, join more for the webcast, “Building a Culture of Employee Engagement,” March 10, 2015, at 2:00 p.m.

Improving Employee Engagement in Government—Now More Than Ever

What is Demo Day?
This free, half-day event offers you the opportunity to see live demos from five leading skills development solutions. Each 30-minute demo allows you to see the solution in action, ask questions, and request additional information. Selecting new technologies for your organization is a tough decision and a big investment. Let ATD Demo Day help you learn about the benefits of a variety of options at once.
Who is it for?
Anyone who is currently searching for innovative solutions to develop skills and capabilities, is interested in augmenting their skill-based strategy with new technology, or is reimagining enterprise upskilling initiatives.
Demo Day Agenda: (All times below are Eastern Standard Time)
11:55-12:00 pm  ATD Introduction & Welcome
12:00-12:30 pm  How to Choose the Training Format That Really Works (iSpring)
12:45-1:15 pm    Holistic Learning for MidMarket Teams: Cornerstone Learning Fundamentals (Cornerstone OnDemand)
1:30-2:00 pm      Bringing The Skills Opportunity to Life (ExpertusONE)
2:15-2:45 pm      Engage and Upskill Your Workforce with Learning Done Differently (Blue Ocean Brain)
3:00-3:30 pm      Empower Your Professional Growth: Simplified Skills Development Plans with Bridge LMS (Bridge)

Session Descriptions:
 
 
12:00-12:30 p.m.
How to Choose the Training Format That Really Works
Have you ever wondered why a brilliant course topic sometimes fails to resonate, while complex subjects suddenly become clear and excite learners? The secret often lies in the format — a critical yet often overlooked element that can make or break the learning experience.This session will shed light on the power of various course formats and delve into their unique benefits for different occasions. Whether you're an educator, instructional designer, HR or L&D professional, join our upcoming webinar to learn why course formats matter and how to use them effectively to achieve your learning goals.
Join this session to:

Discover the most popular course formats, from basic to more advanced, with their strengths and weaknesses.
Learn how to choose the ideal course format based on subject matter, audience, learning objectives, and other factors.
Identify practical insights for choosing the most suitable e-learning format based on training goals and resources available.

 
Speaker: Inna Solar, Senior Account Executive, iSpring
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12:45-1:15 p.m.
Holistic Learning for MidMarket Teams: Cornerstone Learning Fundamentals
Workforce needs are evolving rapidly and midmarket organizations need to stay a step ahead. Come take a look at how Cornerstone Learning Fundamentals could be your next competitive advantage. Discover how Learning Fundamentals delivers personalized learning journeys, curated content, and low-lift administration in an all-in-one, easy-to-deploy solution.
 
Speaker: Brittni Olson, Solution Consultant, Cornerstone 
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1:30-2:00 p.m.
Bringing The Skills Opportunity to Life
For years, we’ve been teased by the promise of skills, but the complex nature of skills has swamped the best of plans. AI has finally brought that promise within reach. A fully realized skills strategy has many moving parts across multiple functions. Learn how we plan to empower your team to deliver on the skills development portion of the skills strategy and be an integral part of delivering on your CEOs broader skills vision.
Join this session to:

Develop an understanding of all the moving parts in a holistic skills strategy
Learn how AI can revolutionize the historically onerous task of managing skills
Identify the benefits of creating a skills-based learning strategy

 
Speakers: Caitlin Bigsby, Director of Product Marketing, ExpertusONE and Ferik Ferizaj, Principal Solution Consultant, ExpertusONE
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2:15-2:45 p.m.
Engage and Upskill Your Workforce with Learning Done Differently
Discover a refreshing approach to ongoing skills-building that transforms professional development from a chore into an inspiring journey—for both you and your people. Join us for a live demonstration of HSI Blue Ocean Brain to experience first-hand how our innovative microlearning methodology empowers companies to elevate their workforce's skills in the most relevant topics to foster an agile culture of collaboration, innovation, and teamwork.
Join this session to:

Discover the secret sauce to HSI Blue Ocean Brain's content and delivery strategies that differentiate them from other training partners.
Examine how tailoring content journeys to organization's objectives and budget removes the burden of content development and curation.
Identify how to create continuous upskilling at your organization through multi-modal learning that drives true engagement and culture change.

 
Speaker: Erin Reilly, Senior Account Executive, HSI Blue Ocean Brain and Hannah Yanoski, Account Executive, HSI Blue Ocean Brain
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3:00-3:30 p.m. 
Empower Your Professional Growth: Simplified Skills Development Plans with Bridge LMS

Experience a transformative journey in employee development! Delve into the structured process and unique features of Bridge LMS that enable organizations to create tailored skills strategies. Learn how to guide employees in crafting personalized skill development plans, fostering professional growth. Don't miss this chance to revolutionize your approach to employee development and empower your workforce for sustained success!
Join this session to: 

Master job title analysis to find trending skills and create standardized skills taxonomy that connects your content to the right learners.
Find focus skills easily and design impactful development plans.
Cultivate robust skills communities and create a culture of connection and mentorship.

 
Speaker: Mark Probert, VP of Revenue & Sales, Bridge
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