Google Ad #1 - desktop - 728x90

Google Ad #3 - desktop - 728x90

Google Ad #1 - mobile - 300x200

Google Ad #3 - mobile - 300x200

ATD_Half_Page

Googel Ad #1 - Side Bar - Content pages

ATD Footer Logo

Bill Cover

Where were at Where weve been Where were going

Bill Bennett is the CEO of InsideOut Development, a workplace coaching company from South Jordan, UT that provides management training programs for Fortune 500 companies like Apple, Salesforce.com and others. Bill has almost 40 years of leadership experience, including 20 years in the training industry. Prior to InsideOut Development, Bill spent nearly a decade at Franklin Covey as division president as well as holding leadership roles at IBM and other emerging tech companies. Across his career, he has spoken on several panels on the topic of leading as a coach and spent a portion of his career presenting almost 80 times to audiences of 500 to 2000 on the subject of leadership and individual productivity. Outside of work, Bill is a best-selling author of 3 novels, including “Jacob T. Marley”.

Bill Bennett 

Megan R. Bell is the director of Enterprise Performance Excellence for FastMed Urgent Care. A versatile professional, Bell has excelled across business operations, corporate training, higher education, and creative agencies. Driven by a passion for creative storytelling and effective project management, she advances business goals while fostering inclusion. As a mentor, she champions “graceful leadership,” combining self-awareness, communication, confidence, and empathy to empower teams. Her presentations cover project communication, emotional intelligence in facilitation, and building a professional brand. Educated at UNC-CH, WCU, and NCSU, Bell brings her North Carolina roots and deep love of learning to every leadership role, firmly believing trust, respect, and fun are essential to team success.

Megan Bell

How Are You Doing?

Games provide meaningful, self-motivated, repeated engagement in your spaced learning curriculum. This post will cover how games and gamification after a training session can boost motivation and engagement in after-course activities.

How to Use Games Post Training to Assess, Engage, and Make the Content Sticky

Employee disengagement and turnover are at an all-time high. This session will cover the nine key factors, derived from more than 5,000 exit interviews, and take the guesswork out of employee engagement and retention.

Mind Reading for Managers: 9 Keys to Engagement and Retention

Anthem’s eligible 55,000 full-time and part-time associates have a new employee perk: no-cost college degrees. Specifically, any Anthem employee who works 20 hours or more per week and has been employed with the company for at least six months can pursue an Associate’s or Bachelor’s degree through a new national partnership with College for America (CfA) at Southern New Hampshire University. Anthem’s tuition reimbursement plan will cover the full price of the online degrees.Tuition reimbursement is a growing benefit among many companies, and health insurer Anthem Inc. is just the latest big employer to offer its workers a no-cost college education.  “Anthem is committed to offering its associates a robust benefits package that goes beyond salary and health benefits,” says Jose Tomas, chief human resources officer at Anthem, Inc., in a written statement. Gene Rodriguez, an Anthem spokeswoman, explains to Bloomberg Business how Anthem began the pilot program with College for America in 2013. Since its launch, nine employees have earned Associate’s degrees. “Our partnership with College for America has proven successful for our associates who participated in the pilot program in New Hampshire and we want to build on that success by providing opportunities for education, development, and career advancement to all our associates,” notes Thomas. College for America partners with employers to offer a competency-based, online curriculum that is engineered to align with business needs. For instance, the school offers Associate’s degrees in general studies, with focuses on business or healthcare, and Bachelor’s degrees in communications and healthcare management. More importantly, the program helps associates fit a fully-accredited college degree into the busy lives of working adults. For example, students are encouraged to progress through their education by completing projects at their own pace. “This is a tremendous win-win for Anthem and its associates.  As an employer, Anthem is building talent and the skills needed for promotion in its workforce while associates earn an accredited degree that will help them get ahead in their life and career without taking on debt,” said Paul LeBlanc, president of Southern New Hampshire University.  “SNHU’s partnership with Anthem will educate thousands of associates and is a model for aligning employer demand with the kind of competency-based, workforce-applicable higher education we have pioneered at College for America.” Join the free webcast Wednesday, June 10, Bridge the Skills Gap With Competency-Based Education, to learn how Anthem and CfA are working together to advance the careers and lives of working adults while developing a thriving workforce.

Anthem Partners with College for America to Offer Free Degrees to Employees

Learning executives remain highly optimistic about the health of learning in Spring 2015, according to the Learning Executive Confidence Index (LXCI). The LXCI, which is sponsored by College for America at Southern New Hampshire University, is ATD’s quarterly assessment of learning executives’ short-term (six-month) expectations for the health of learning in organizations. In fact, the current level of optimism is the second-highest ever seen since ATD began calculating the LXCI in 2008. For Q1 2015, the LXCI reads 68.8, compared to 68.2 in Q4 2014 and 66.9 in Q3 2014; the higher the score is, the more optimistic learning executives are. The strong performance of the LXCI echoes the low unemployment rate and healthy job growth seen in early 2015. Why Do We Survey Learning Leaders on Their Optimism for Learning? The LXCI is a tool that can help learning leaders compare views on learning over time and identify trends, as well as see where their own views are relative to those of their peers. It can also aid learning executives in demonstrating the need for resources for learning to their organization’s leadership. What Can We Learn by Comparing the LXCI to Unemployment? Each quarter, the LXCI report includes for reference information on the overall state of the economy. For example, it includes information on unemployment because as unemployment drops, the LXCI rises.  Recall that the LXCI reflects learning executives’ outlooks for the next six months. Not surprising, if a large number of work-seekers have recently been hired, learning will play a critical role in the next six months and beyond as these new employees move into and acquire the skills necessary to succeed their new jobs. In March 2015, the unemployment rate was a low 5.5 percent, unchanged from February and slightly down from 5.6 percent in December 2014 and 5.8 percent in November 2014. The LXCI report also analyzes other economic indicators that are related to the LXCI, such as gross domestic product (GDP) growth, and the Conference Board Measure of CEO Confidence, which rates CEOs’ short-term outlooks for the economy. Knowing the extent to which changes in the economy affect the health of learning, and knowing the timeframe in which an economic change impacts learning, can help learning and business leaders better predict the future state of learning in organizations and be better prepared for potential challenges faced by learning functions. Learn About the LXCI and More in a Webcast on April 23 Want to learn more about the LXCI, as well as gain more insights into how the learning executive community views issues and trends in learning? Register online now for ATD Research’s webcast on April 23, “A View From the Top: The Learning Executive’s Take on Learning Strategy and the Future of Learning.” In addition to discussing trends from the LXCI and how learning executives use its findings, the webcast will also cover ATD’s ongoing research on how learning leaders can develop an effective learning strategy that is aligned with business strategy. The LXCI report is available for free at www.td.org/lxci. If you’re a learning executive interested in participating in a brief online survey for the LXCI, please email research@td.org.

Learning Executives are Highly Optimistic in Q1 2015

In the ever-evolving world of corporate training and development, professionals often find themselves at a crossroads. The choices? Either keep pace with the latest trends or anchor your approach in time-tested methodologies. But what if you didn’t have to choose? The Significance of a Solid Foundation Building a successful career in learning and development (L&D) isn’t just about keeping up with the latest tools and technologies. It’s about understanding the fundamental principles that make training effective and transformative. Just as architects wouldn’t dream of erecting a skyscraper on shaky ground, L&D professionals must establish their careers on robust, proven methods and approaches. These foundational elements ensure that no matter how high you grow in the organization or how boldly you innovate your programs, your delivery strategies will support the shifting challenges of aligning organizational mission with workforce learning. According to LinkedIn’s 2020 Workplace Learning Report, L&D professionals have seen a 27 percent increase in budget allocation toward talent development as more companies recognize the direct impact of training on business success. Deloitte’s Human Capital Trends Report of 2021 also highlights that organizations with advanced training programs exhibit 218 percent higher income per employee than those with less comprehensive programs. One unique session at the CORE4 conference is designed to fortify your toolkit with 50 powerful ideas spread across four cornerstone areas of L&D: Instructional Design, Training Delivery and Facilitation, Evaluating Impact, and Learning Technologies. Here’s a sneak peek at what will be covered in each of these areas. Fundamentals of Instructional Design Instructional design is the blueprint of effective training. It’s about crafting experiences that are educational, engaging, and tailored to meet specific learning objectives. This means starting every project with clear, actionable objectives and understanding your audience’s needs and backgrounds to create relevant and resonant content. Training Delivery and Facilitation Once your design is in place, delivery is where your plans come to life. This topic area is about how to engage and inspire your learners from the moment they walk into the room—how to use technology to enhance interaction, manage energy levels throughout sessions, and encourage active participation. Evaluating Impact What’s the value of training if you can’t measure its success? Evaluating impact is crucial for every L&D leader to demonstrate the ROI and gain support for continuously improving your programs. In this section, you will learn various techniques for using pre- and post-assessments effectively, leverage learning analytics, and conduct follow-up studies to track long-term effectiveness. These tools are vital for L&D professionals looking to prove and improve the worth of their initiatives. Learning Technologies The right technology can make or break your training effectiveness. You will learn about innovations in learning technologies, from LMS features that streamline administration to mobile learning solutions that cater to on-the-go professionals. You’ll discover how gamification can turn learning into a fun, engaging process and how virtual reality is being used to create immersive, meaningful training experiences. Why Attend Core4? The ATD Core4 event in Phoenix is an information-packed event. Whether you're a newcomer or a seasoned pro, this year's conference offers the perfect opportunity to ignite your creativity, enhance your skillset, and stay updated on the latest trends.I personally look forward to sharing my session: 50 Ideas in 50 Minutes to Avoid Common and Costly L&D Leadership Mistakes. It is my goal to help you build a solid foundation of the L&D fundamentals that will support your career growth for years to come. 

Search results for 'Bill Cover'

Categories

Refine By