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Andrew Daly

SPEAKING FROM EXPERIENCE December 1980

Andrew A. Daly

The Training DirectorS Creed

InBasket Business Game

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 

A participant in a workshop we were teaching in Canada told us an amazing story. His company had sponsored him to complete an executive MBA program at Harvard. Over the course of a year, they paid to fly him back and forth between Alberta and Boston, plus his salary, lodging, tuition, and other expenses. The day he returned to work after completing the program, his boss called him into the office and said, “Welcome back. I don’t want to hear any of the crap you learned at Harvard.We were dumbfounded. What a terrible waste of time and money! A hundred thousand dollars down the drain because the manager was not on board. And then we realized that while this was a single, dramatic example, the same kind of thing happens all the time.Employees attend training and come back enthused about using what they learned, only to have their managers throw cold water on it. It may be overt (“that may be what they taught you, but that is not how we do it in my department”), or it may be through simple neglect. Regardless, the total cost of the learning scrap generated runs into the millions of dollars, not just hundreds of thousands.Why does this happen and what can we, as learning professionals, do to prevent it?Root CausesThe vital role that managers play in making sure training pays off has long been recognized. Rob Brinkerhoff, in Telling Training’s Story (2006), put it succinctly: “When managers support training and learners, it works. When they do not, it does not.”So why don’t managers do more to support learning and learners? We think there are three root causes:insufficient buy-in to the goals and processignorance of the impact (positive and negative) that they have on training’s return on investmentuncertainty about what they can do to be sure the company gets its money’s worth.Pre-Emptive ActionSo what can we do to avoid having managers intentionally or unintentionally undermine the benefits of training? We need to take pre-emptive action to be sure that all the time and effort invested in learning and development (L&D) opportunities pay a return by:ensuring managerial buy-inmaking sure that managers understand their impact on training outcomesproviding managers with short, simple, effective things they can do to maximize the value.Ensure Buy-In. If managers don’t understand the business value and rationale for the training, they won’t actively support it. Ensure buy-in by including managers in the targeting and design of the training—not just senior managers, but also those who supervise the attendees; they are critical for implementation. Also, be sure that when you describe L&D initiatives, you always stress the business outcomes, not just the learning objectives. Explain the Impact. Most managers have no idea how large an impact their action—or inaction—has on whether their department benefits from training. A study at American Express concluded that managers “can make or break the success of any training initiative.” It isn’t enough for managers to just not be negative; they need to be visibly and actively supportive. When managers say nothing one way or another about training, employees interpret that to mean that it is not important. Educate managers about the impact they have. For instance, when Pfizer shared the results of a study on the impact of managers with their line leaders, coaching went up. Provide Suggestions. One reason managers don’t do more coaching post-training is that they are not exactly sure what they are supposed to so. We have found that if you provide managers with specific, short, and effective things they can do to maximize training, many of them will, and to good effect. Bottom Line The best training in the world will have limited impact unless its use is actively supported by participants’ managers back on the job. A manager can undo months of effort in a single conversation, as in the story we started with. Conversely, managers can amplify, extend, and multiply the beneficial effects of training. In other words, the success of L&D depends to a great extent on participants’ managers, and smart organizations have learned how to encourage and support managers.Want to Learn More?This article is based on the third edition of The Six Disciplines of Breakthrough Learning: How to Turn Training and Development Into Business Results, which will be available from ATD Press in April 2015. Every participant in the preconference Learning Transfer Certificate program will receive a copy. Sign up now and learn how to make your training and development efforts even more effective.

I Don’t Want to Hear Any of That Stuff You Learned at Harvard!

ATD developed the talent development framework and puzzle to help practitioners understand the different components of talent development, and how organizations can build their own frameworks to address their unique needs. This blog series explores each component of the talent development framework, why it’s important to the field, and what resources ATD offers to practitioners who want to learn more.Employee EngagementEmployee engagement is a critically important topic for talent development professionals. Gallup’s engagement survey shows that only 13 percent of global employees are engaged. This leaves 87 percent unengaged, indifferent, or actively disengaged. Statistics like this are alarming, especially when considering that employee engagement may determine the eventual success of a company. Gallup’s research shows employees who are actively engaged bring more discretionary effort to their work and contribute more in terms of innovation and growth. A culture of engaged employees may result in lower turnover, fewer safety incidents, lower absenteeism, and higher productivity, to name a few benefits. ATD’s research for the talent development framework shows that employee engagement is a core component for talent development efforts in many companies. Employee engagement grows when there’s one objective in mind: to put the employee first. Employees who are treated with respect and loyalty feel valued by the organization. Understanding the top five barriers to engagement is beneficial for talent development professionals. According to Andrew Graham of Forum Corporation, unappreciative or unhelpful management is the single most demotivating factor in the workplace. When employee engagement is a known strategic goal for the company, working toward it becomes a daily objective. Engagement first comes by acknowledging basic needs such as belonging, enjoyment, and recognition, and then overcoming them through education, balance, and demonstration. Investing in employee engagement and talent development practices may have a more cost-effective and meaningful result than new compensation and benefit plans, according to an ATD study. We’ve assembled some additional resources to explore:• Learn why employee engagement is so essential to your organization. • Take the first step in creating a world-class and engaged workforce.• Take the steps to overcome barriers to employee engagement. • Calculate the return on investment for your employee engagement program.• Evaluate your employee engagement strategy.• Measuring the Success of Employee Engagement by Patti P. Phillips, Jack J. Phillips, and Rebecca Ray• The Manager's Employee Engagement Toolbox by Peter Garber• Coaching Employee Engagement Training by Peter Garber• Motivating Employees in the Digital Age by Sharlyn J. Lauby• Creating Engaged Employees by William J. Rothwell• For more information on training delivery and other major components of talent development, check out the ASTD Handbook, 2nd Edition (Now TDBoK™ Guide, second edition).

The ATD Talent Development Framework: Employee Engagement

ATD developed the Talent Development Framework and the TD Puzzle to help practitioners understand the different components of talent development, and how organizations can build their own frameworks to address their unique needs. This blog series explores each component of the talent development framework, why it’s important to the field, and what resources ATD offers to practitioners who want to learn more. Training Delivery Training delivery may be the component of the talent development framework with which most practitioners can identify. The ASTD Competency Study defines training delivery as delivering informal and formal learning solutions in a manner that is both engaging and effective. Delivery is any method of presenting content, such as instructor-led training, discussions, simulations, or e-learning. Training delivery ensures that the content is available in a method or on a platform that is effective for both the presenter and the recipient. Additionally, it allows flexibility in case of poor reception or understanding. The method of delivery should be determined by the learning objectives to be achieved and the desired outcome. The delivery must be aligned with the learner’s role and the organization’s needs to be productive and drive impact. Training delivery is learner-centered, and it is understood that the learners can be trusted to motivate themselves to retain the information. It is the responsibility of the presenter to ensure that the content is engaging, applicable, and effective. Effective training delivery results in the recipients being able to transfer what they learned to their daily work. As explained in Roy Pollock and Andrew Jefferson’s article “Stop Delivering Training Events,” ensuring learning transfer is essential to produce value. Learning transfer is contingent upon the recipient asking “Can I?” and “Will I?” to the new information. If the answer is “no” to both questions, then it is likely that the value will not be added and the recipient will not apply the learning. The post-training environment is just as important as the training itself. Support from supervisors or managers may increase the likelihood that the training will become part of the learner’s day-to-day work. In today’s dynamic talent development field, training delivery remains a fundamental component with critical importance to organizations. We’ve assembled some additional resources to explore:• Read more on storytelling and sales training.• Keep training current by learning about agility in a training curriculum.• When training intergenerational audiences, be equipped with the tools you need to reach everyone.• Learn more on how to effectively train on a tight budget.• Explore the many methods of training delivery.•For more information on training delivery and other major components of talent development, check out the ASTD Handbook, 2nd Edition (Updated now to the TDBok™ Guide, 2nd Edition).• The Virtual Training Guidebook, 2nd edition by Cindy Huggett• Train the Trainer, Second Edition, Volume 1: Foundations and Delivery: Become a Successful Trainer by ATD• Training Design and Delivery, 3rd Edition by Geri E. McArdle• Telling Ain't Training, 2nd edition by Harold D. Stolovitch and Erica Keeps

The ATD Talent Development Framework: Training Delivery

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