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A.M. Reid

An Approach to Leadership Training

Because I spend significant time interviewing and learning what’s important to company officers, I see firsthand what qualifications they expect their senior executives to bring to their roles. In this article, I share insights into these quali

Preparing for the C-Suite: Am I Ready for a Senior Executive Role?

When Apple released the first iPhone in 2007, it turned the mobile world on its head. It eliminated the physical keyboard, untethered the internet, democratized photography, and let you pick the apps. Why was this so genius? Because they didn’t just iterate on the mobile device concept; they gave you an “everything machine.” They weren’t selling functions; they were providing possibilities. The iPhone wasn’t a contented improvement over existing technology; it was a reimagining of what’s possible. Before the iPhone hit the market, the device-du-jour was arguably the Motorola Razr. Its slim, dark lines screamed coolness when opened one-handed. But you simply had a Razr. Just like everyone else. And 4-4-3-3-5-5-5-5-5-5-6-6-6 just spelled "hello." The iPhone destroyed that overnight. You made the iPhone what you wanted it to be. You took your own photos and made them backgrounds. You installed and used the apps of your choice. You defined the device instead of it defining you. So, why this trip into digital nostalgia? Because we are again at a time when the scales are about to tip and the world shifts. Artificial intelligence (AI)—call them bots, enhancements, or features—is showing up in nearly every piece of software. Even my browser now tries to predict and write for me. (Don’t fret; a real-breathing human wrote this piece.) Likewise, the learning and development space is seeing a rising tide of features like content generation, tone analysis, writing improvements, question creation, and more. While these remarkable functions make designers’ work easier and more efficient, I would argue they are the “default apps” of our day. Put another way, they are akin to the “Snake” game on my original Razr. Before your hackles flare, let me clarify. I loved that Snake game. I spent more hours chasing apples than I care to confess because the app was simple and fun and provided exactly what it was designed to do—just like the AI features showing up in our software. There is unquestionably a desire and necessity for features and functions like these. Sometimes you just need an easy button; sometimes generating 10 questions is the perfect starting place. But what happens when information technology approves a different LLM than the one leveraged in your software? What happens when the generated content is only marginally helpful? What happens when your security team questions the data privacy behind the provided features? These questions drive me to beg for possibilities instead of just features. Because we deal in proprietary content in the corporate learning space, and the need for security, governance, and accountability are paramount, we cannot be satisfied with only single-function, pre-defined solutions. Nor can we continue with right-conscious to secretly copy/paste into the LLM of our preference before the cobra-like questions above rear their heads. So, what is the solution? A rethinking. A reimagining. By no means am I calling for a replacement of single-function solutions. I love the default apps on my phone. What I’m asking for is that software companies also start thinking about possibilities. I appreciate easy buttons, but as an organization, I want to be able to choose and define which AI features show up. I want to bring the services most useful to my team into their workflow. I want to fine tune the results from these tools for a better fit. And I want to choose the LLM that empowers these features. Essentially, I want to determine the best solutions instead of having the software determine them for me. For an example of this type of forward-thinking, look at Xyleme’s Sidekick implementation. It is all about empowering organizations through possibilities. L&D recognizes the value behind personalized learning, and that the best way for someone to improve is to meet their learning needs. That’s all I’m asking for in how we continue the rush of AI implementation. Don’t let your vision be clouded by where we’ve been. Be brave enough to offer possibilities—because the software solution that allows me to choose the AI, determine and meet the needs of my employees, and leverage the services we need, just iterated on the same type of magic that made the iPhone so revolutionary.Now, please excuse me. I must go beat my high score on Snake.

From Features to Possibilities: Why AI in Learning & Development Needs an iPhone Moment

Generation is “a group of individuals born and living contemporaneously who have common knowledge and experiences that affect their thoughts, attitudes, values, beliefs, and behaviors.”**—**Meagan and Larry Johnson of Generations, Inc. Much has been written about the differences and disharmony among the five generations that currently exist in the workplace. However, this situation is changing and diversity is being viewed as an asset—resulting in organizations meeting goals more effectively and efficiently. Recognizing Differences There is an increasing awareness of the importance for a multi-generational workforce to learn and work together. In addition, there is more appreciation for—and recognition of—differences in generational work ethics and mindsets. Acknowledging that generational values, mindsets, priorities, and behaviors are different (but not wrong) is the first step toward a truly integrated workforce. Examples of different work mindsets include: Traditionalists: I am at my workplace for eight hours. If necessary, I stay late to complete an assignment.Boomers: I am at my workplace for eight to 10 hours. If necessary, I will take work home.Gen Xers: I try to complete my work at the office. If necessary, I will take it home.Millennials: This is a 24/7 world, I work until 5:00 and will log on tonight at home.Z Generation: I think being physically in the workplace full-time is not necessary, and I can work remotely with a flexible schedule. Improving Performance Surprisingly for some, these differences can not only be compatible, but also enrich a team or project work experience. Instead of a widening gap, employees are working together to achieve common goals. More importantly, having a positive attitude about generational diversity in the workplace can result in such benefits as: more in-depth dialogue—with feedback offered voluntarilyfewer incidents of conflict, debate, and clasheswider range of motivational tools and methodsrealistic expectations that are appropriate to the situationmore creative solutions—proposed via group brainstormingincreased productivity by teams and project groupslarger pool of candidates for succession planning.Moving ForwardI would like to pose some questions for you to consider that will help you examine how you view other generations with whom you have working and networking relationships:Describe your co-workers, team members, and networking contacts in terms of their generation qualities, values, and preferences. How do these characteristics differ from yours and affect your relationships with them?How would your rate your communication challenges with other generations?  Don’t have challenges \_\_\_           Have minor challenges \_\_\_    Have major challenges \_\_\_What is one quality that a colleague of another generation has that you admire and wish you possessed?Have you experienced any friction with members from other generations? If yes, identify the generation, describe the situation, and explain how you handled it.Are you comfortable working with a client or customer that is at least two generations separated from yours? Why and what can be done to ease the situation?In the future, which generations should your organization target for new hires, new clients or customers, or include in succession planning candidates? Why? In Summary Understanding the reasons behind generational differences enables you to be less judgmental and less likely to misjudge a comment or suggestion. For your own career success, learn how to accommodate another person’s generational preferences and, at the same time, share your preferences. In the end, not only will your organization or clients profit and prosper, but you will as well.  Editor’s note: This is the last post of the Generations in the Workplace series. To learn more, post 1 examines impact of perceptions and post 2 discusses diversity of communication styles.

Multi-Generations in the Workplace: Diversity Leads to Stronger Outcomes

What is Demo Day?

This free, half-day event offers you the opportunity to see live demos from five leading AI-augmented learning tech 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 using AI, interested in transforming their L&amp;D workflow with generative AI, or scaling and automating enterprise training programs.

Demo Day Agenda: (All times below are Eastern Standard Time)

11:55 a.m.–12 p.m.— ATD Introduction &amp; Welcome
12–12:30 p.m.—Practical AI Solutions for Real Business Impact (Strategy.AI)
12:45–1:15 p.m.—Critical Reskilling: AI Workforce Transformation (Ascendient Learning)
1:30–2 p.m.—Be An AI Ninja – Must Try Tips! (Get Control)
2:15–2:45 p.m. —The Human Side of AI: Building Resilience Through Change (ELB Learning)
3–3:30 p.m.—AI &amp; Learning and Development: Beyond the Button (MadCap Software)


Session Descriptions:

12–12:30 p.m. ET – Strategy.AI Demo

Practical AI Solutions for Real Business Impact


Transform your L&amp;D function with AI! Discover how to identify skills gaps, personalize training, and measure impact to prove your value to business leaders. Don’t miss this opportunity to elevate your capabilities!


Join this session to:


	Discover how, in just 15 minutes, you can use AI to identify skill gaps and recommend personalized solutions for thousands of employees—scaling L&amp;D impact faster than ever before.
	Uncover how AI fosters cross-department collaboration, transforming siloed teams into knowledge-sharing powerhouses.
	Use AI to transform how learners engage with PowerPoint presentations—what used to be a boring reading exercise can now become a personalized, two-way experience!


Speaker: Andrew Leong-Fern, Founder and CEO, Strategy AI

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12:45–1:15 p.m. ET

Critical Reskilling: AI Workforce Transformation

AI is creating change across the workforce, with the World Economic Forum estimating that 59% of workers will need significant upskilling or reskilling by 2030; however, most organizations lack the training resources or strategies to adapt to these challenges. Ascendient Learning leverages over 60 years of IT training experience to deliver instructor-led training solutions customized to your business needs, ranging from company-wide awareness training to highly technical multi-week bootcamps.

Join this session to:


	Understand the impact that AI will have on the technical workforce.
	Identify key skills needed for AI-enabled job roles.
	Learn how to develop and implement an upskilling strategy that develops in-house talent to fill these growing requirements.


 

Speaker: Brian Carlson, Alliances and Strategic Accounts, Ascendient Learning

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1:30-2:00 p.m.

Be An AI Ninja – Must Try Tips!

Unleash your inner AI Ninja with our action-packed session for L&amp;D professionals! Join bestselling author Mike Song and the Get Control Training team as we countdown the top 10 AI tips for ChatGPT, Microsoft Copilot, and more. Discover hidden features, best practices, and essential tools embedded in MS Teams and Windows, including time-saving tricks like using Collections for prompt templates. Boost efficiency, streamline workflows, and maximize the potential of AI in your organization. Trusted by 20% of the Fortune 500, this session delivers high-impact insights designed to empower you and your team. Don’t miss this game-changing experience!


Join this session to:


	Build More Effective Prompts.
	Discover Hidden ChatGPT &amp; Copilot Features.
	Save 20 minutes a day.


Speaker: Mike Song, Get Control

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2:15-2:45 p.m.

The Human Side of AI: Building Resilience Through Change


ELB Learning can help you empower your team to thrive in an AI-driven world. This session will explore how we can help you raise your team’s AI literacy, craft custom AI solutions, and guide your organization through change with tailored adoption plans. You’ll learn how we can help you create AI roadmaps, deploy cutting-edge tools, and foster a culture of innovation. By understanding the human side of AI adoption, you can seamlessly integrate technology into your workflows and align it with your business goals for lasting success.


Join this session to:


	Discover practical ways to integrate AI tools into daily workflows and upskill teams.
	Learn how to design and deploy AI-enabled solutions to meet your unique business needs.
	Identify effective change management strategies for smooth AI adoption and sustained growth.


Speaker: Josh Penzell, VP of AI Innovations and Solutions, ELB Learning

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3:00-3:30 p.m.

AI &amp; Learning and Development: Beyond the Button

AI is more than a simple tool for generating text—it’s reshaping how organizations manage, control, and deliver their content. As learning and development teams navigate the challenges of content proliferation, consistency, and proprietary control, they must carve out a strategic role in the enterprise AI ecosystem. Join us as we explore a smarter approach to AI—one that goes beyond automation to empower organizations with vetted, reliable, and controlled content. Discover how MadCap’s intentional AI strategy is rethinking learning content's role in an accelerating AI environment.


Join this session to:


	Explore how AI is transforming how organizations manage, control, and deliver content.
	Discover why learning and development teams must take a strategic role in AI adoption to address content challenges.
	Learn why a smarter AI strategy goes beyond automation to ensure vetted, reliable, and controlled content.



Speaker: Chris Kocher, MadCap Software

ATD Demo Day: Augment L&D with AI 

While there are likely many adjectives to describe the last six or seven months as a federal government employee, few will disagree that this time has been marked by instability and disruption of the status quo. In fact, many have been personally affected through involuntary separations (“reductions-in-force” or colloquially referred to as “RIFS1”) or chosen voluntary actions to separate from the government earlier than planned (referred to as the Deferred Resignation Program or “DRP”). Even for most employees who remain carrying out their roles as dedicated public servants, this time has provoked a whole lot of emotion and soul-searching. Sounds like a good opportunity for coaching, doesn’t it?I have been a federal employee and certified coach through the International Coaching Federation (ICF) for 14 and six years, respectively. With the support of my organization, I became a Certified Professional Co-Active Coach (CPCC) through The Co-Active Training Institute (CTI) to provide in-house coaching for my workforce. I believe my dual roles provide me with valuable insights (and perhaps reminders of the human condition) to offer the broader community of ATD professionals, and specifically fellow coaches. Here are a few:Public servants are driven by mission. Not only is losing one’s job a financial calamity, it also affects one’s core identity (of course, not just in the public sector). The questions my clients (some of whom are officially separated) are wrestling with range from, “Who am I (without my career)?” and “Were my efforts in vain?” to “Are my values in conflict in the current environment, and if so, what should I do?” and “Where do I go from here?” When these questions are identified in coaching sessions, I apply a values framework to enable my clients to reaffirm their sense of self or discover potential changes in their values and how that might shape their next steps. Visioning out what the future may hold for them can be slow-going, given the impact they have been feeling.This leads to my second insight: People struggle with change and uncertainty. I have observed that the more intense, personal, and longer in duration the change and uncertainty are, the more challenging and complex the emotional impacts. Never before have I spent so much time holding the space for my clients to sit with their feelings. Many describe work environments as chaotic and zombie-like, where they appear to be themselves. One such client likened the experience to what may be felt by a victim of terrorism—the sense of cruel and indiscriminate pain inflicted on innocent folks. As a coach, I have focused more on creating a safe, non-judgmental space where clients can explore their feelings, often in conjunction with their values and identities. At the same time, I am even more sensitive to whether and how possible mental health lines are blurring in these conversations (which can be tricky to discern).Finally, how do I navigate being both a federal employee and a coach? This question became real for me as my specific, unnamed office was close to issuing RIFS to a large segment of the workforce, likely including me (and this remains a possibility). Self-management practices are more important than ever to ensure I am not “part of the story” (as journalists often say). Yet at the same time, I am perhaps unconsciously, until now, benefiting as if I were the client. The existential questions raised in these coaching conversations, previously noted, speak to me too. How the client makes sense of their new reality and plots out a way forward that is authentic for themselves can be meaningful to me (only after the session ends, when I have time to reflect). I recognize the criticality of active listening, focusing intently on what the client is saying, how they are saying it, and what they may not be saying, as well as being attentive to all of the non-verbal communications that may be present.There are no signs of change, and uncertainty will not diminish anytime soon. In fact, it may just be getting started. Regardless, many individuals continue to be affected. Fortunately, several resources have emerged to help these individuals. One such organization, Grounded Idealist, specifically its Coaching Collaborative, enables those affected to receive pro-bono coaching. I am a proud volunteer coach. For more information, please visit grounded idealist. 1 At the time of publication, courts continue to rule on specific cases pertaining to the legality of RIFs.

Coaching in Federal Government

As a talent development leader, you might be looking for a more curated experience at ATD’s largest annual conference. You are now in a role where instead of designing, training, and facilitating, you are leading a team of L&D professionals. When you plan your ATD25 experience in a few weeks, the sessions that will be best for you are the ones that incorporate the expectations of your leadership role.~Look no further than the Talent Development Leader (TDL) track~The TDL experience is now in its third year of helping TD leaders stay ahead of the curve with curated content, meaningful networking, and solutions tailored to your role. The comprehensive track includes interactive Forum programming, a dedicated networking room, and 10 exclusive concurrent sessions built for leaders just like you. Whether you’re looking to connect with peers, exchange ideas, or explore emerging trends and tools, this is the place to be! For a quick glance at the schedule and offerings, check out the official TDL programming page. Otherwise, here is a breakdown of what to expect at this year’s conference in Washington, DC.Forum Sessions: A Hot TicketATD25 features five exclusive Forum sessions hosted by the ATD Forum, a membership community for senior TD professionals. These interactive sessions use practical tools to ensure attendees can apply insights directly in their organizations. This is where peer insight meets innovation, as you will hear directly from established TD leaders who will provide immediate feedback, tools, and resources to elevate your own leadership and organizational learning function. Insider tip: Because of their hands-on format, demand for these sessions is high (one of the sessions is even being offered twice!). Although we wish everyone could sit in on these sessions, seating is limited. Make sure to arrive early!Sessions:Fueling Growth and Success Through Talent Investments Monday, May 19, at 11:30 a.m.Want Solutions That Work? Do a Deep Dive Monday, May 19, at 1 p.m. & Tuesday, May 20, at 1 p.m.Connect, Collaborate, Share: Unleash Innovative Performance Opportunities With Peer Benchmarking Tuesday, May 20, at 2 p.m.Unlock Your Organization’s Potential Using the Wow Factor Wednesday, May 21, at 9:30 a.m.In the Room Where It Happens (Room 102)The Talent Development Leader Networking Room is your conference home base. Open from Monday to Wednesday, Room 102 offers refreshments, a quiet space to reflect or recharge, and opportunities to engage in both facilitated networking sessions and casual conversations. Personally, the TDL networking room changed my life. It’s where I connected with another professional who held the key to solving a problem in one of my projects. You can read all about that story here, or you can take my word for it: The TDL networking room is the place to be. Room Hours:Monday–Tuesday: 9:30 a.m.–5:30 p.m.Wednesday: 8–11 a.m.Facilitated Sessions You Don’t Want to MissThese sessions spotlight real-world case studies, hot topics, and tools for today’s TD challenges. (Again, seating is limited, so make sure you plan accordingly.) Session Schedule:The Power of Compassion-Driven Leadership: Insights From Japan with Tadahiro Wakasugi from GLOBIS Corporation, sponsored by GLOBIS Monday, May 19, at 1 p.m.Crafting a Dynamic Onboarding Journey for Executive Leaders with Alissa Weiher and Mackenzie Friday, UCHealth Monday, May 19, at 4:30 p.m.The Science of Great Teams: How to Create a Culture of Psychological Safety with Britt Andreatta Tuesday, May 20, at 11:30 a.m.AI in Action: Real-World Insights From TD Leaders with Markus Bernhardt Tuesday, May 20, at 2 p.m.Improve Your Storytelling – and L&D Results – With “Garlic Press” Questions with Deb Arnold Tuesday, May 20, at 4 p.m.What’s Your Organization’s Conflict Cocktail? A Guided Conversation for L&D Leaders with Karin B. Hurt and David M. Dye Wednesday, May 21, at 8 a.m.*All sessions will occur in Room 102 on Level 1 of the conference center*Invite-Only Experiences for Senior LeadersThe remainder of the TDL programming sessions are invite-only for those participating in ATD’s senior leader communities: ATD Forum, CTDO, and the ATD-Penn GSE Talent Development Executive Certificate. Learn more about ATD’s TD leader communities here.Stay Engaged All Year With ATD Talent Development Leader While the conference is only a few days long, Talent Development Leader is more than just a conference track! As ATD’s professional development brand for people leading learning in their organization, TDL provides you with cutting-edge industry insight, advice from leaders doing the work, budding research, and more. Subscribe to the Talent Development Leader newsletter and get the tools you need to lead the future of learning. Don’t miss out on monthly articles, podcasts, webinars, and special events—such as our current collaboration with Thinkers50 Radar Class of 2025!See You at ATD25!Personally, I am counting the days until the conference starts on May 18. Make the most of your time at ATD25 by fully immersing yourself in the Talent Development Leader Experience. From exclusive sessions to invaluable connections, it’s your launchpad to greater impact and innovation in talent development.

Your Ultimate Guide to the Talent Development Leader Experience at ATD25

Do you know why project managers dread the words “Could you just?”Picture this: You’re a project manager on the verge of wrapping up the final milestone, ready to tackle a small simple change request. After all, your client wants to add just one last “thing” to the training program. This turns out to be an entirely new concept with a cascading effect on the other modules bringing the delivery to a halt.Training managers and stakeholders frequently fall into the trap of adding “just one more module” or “a quick extra skill” to the curriculum. These seemingly minor additions can accumulate rapidly, transforming a focused, efficient training program into an unwieldy behemoth.Scope creep is like a minor home improvement. It starts innocently enough—"Oh, while we’re at it, why don’t we just...”—and before you know it, you’re redoing the plumbing, installing a hot tub, and considering a helipad for the roof.Scope creep is the project equivalent of saying “I’ll just watch one more episode” at 11 p.m. Next thing you know, it’s 3 a.m., you’ve finished the entire series, and you’re contemplating learning Korean to watch the spin-off.So, remember, the next time someone says, “While we’re at it, why don’t we just...”—Keep your antenna up. The Denver International Airport (DIA) case is often cited in project management literature as a cautionary tale about the dangers of unchecked scope expansion. Despite its troubled construction, DIA has since become a successful and vital transportation hub, though the lessons from its construction remain relevant for project managers today.The Denver International Airport project, launched in 1989 to replace Stapleton Airport, was initially budgeted at $1.7 billion and set to open in October 1993. However, poor planning, design flaws, and scope creep caused delays and cost overruns, with the final cost reaching $4.8 billion and the opening delayed to February 28, 1995.This project highlights a key lesson for managers: managing scope creep is vital. Clear objectives, a defined scope, and strict change control are essential to avoid budget overruns, and delays, and ensure project success.The root causes of scope creep in training projects are multifaceted:Unclear initial objectives: Poorly defined goals leave room for interpretation and expansion.Stakeholder pressure: Influential parties may push for additional content to address their specific concerns.Fear of missing out: Anxiety about leaving out potentially valuable information can lead to overinclusion.Lack of change control processes: Without formal procedures for scope modification, changes can slip in unnoticed.The impacts of scope creep extend far beyond mere inconvenience:Diluted focus: As content broadens, the core learning objectives may become obscured.Learner fatigue: Overloaded curricula can overwhelm participants, reducing engagement and retention.Resource strain: Extended timelines and additional materials can strain budgets and personnel.Compromised quality: Hasty additions often lack the refinement of carefully planned content.Delayed implementation: Prolonged development phases can render training outdated before delivery.To combat scope creep in training projects, organizations must adopt proactive measures:Establish clear, measurable objectives at the outset.Implement rigorous change control processes.Prioritize content ruthlessly, focusing on must-have elements.Educate stakeholders on the risks of scope expansion.Consider modular design to allow for future additions without disrupting core content.In project management, scope creep is often seen as a challenge, but it can also drive innovation. Savvy managers leverage stakeholder engagement, evolving needs, and the pursuit of excellence to create value. The key is proactive management: fostering open communication, flexible change control, and a focus on core objectives to balance adaptability and discipline.Recommendations for L&D ManagersUltimately, mastering scope management is not about rigid adherence to initial plans, but about steering projects toward maximum value delivery. As projects grow in complexity, those who navigate the line between beneficial adaptation and scope creep will deliver exceptional results.The future of project management lies not in eliminating scope creep, but in developing the wisdom to discern when changes truly add value and the skills to integrate them seamlessly. In this light, scope creep transforms from a project manager’s nemesis into an opportunity for growth, innovation, and enhanced project outcomes.

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