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In his role of client solutions consultant for Root, Dave is passionate about helping people leaders maximize their potential and motivate their teams to execute. Dave has seen the tremendous impact that managers can have leading organizational change, when they truly understand the bigger picture and have the rights skills to deliver results through their teams. As an organization development consultant with more than 10 years of experience, Dave is responsible for helping organizations maximize their manager capability through the delivery of Root Compass, Root’s renowned manager development program. Dave has worked with clients such as American Airlines, Owens Corning, and Honda to empower leaders to improve their team’s performance. Dave has a master’s degree in organizational development from Bowling Green State University.

Dave Croci

When we feel like we’re being micromanaged, there’s usually one of two possible reasons for your coworker’s behaviors:They don’t fully trust you because you aren’t consistently reliable.They are stressed because of pressure being put on them, and they’re transferring that stress to you.Regardless of the reason, however, here are some tips to help you manage the situation:Reflect on Your BehaviorOrganizations are littered with people who think they are high performers and yet are perplexed why they don’t get promoted as quickly as they believe they should. Such employees commonly feel they are being slighted and wronged. And yet most of them have a career-limiting habit that they don’t see or aren’t willing to see.Are you consistent at doing what you say you’ll do, when you say you’ll do it? If trust is what makes or breaks a team, then getting stuff done is the currency of trust. I’d challenge you to dig deep and ask yourself:What’s my role in this?Do I see a pattern of people in my life checking up on me?Am I constantly making excuses for why I can’t finish commitments?Let me be clear—I’m not saying this IS your issue. But I’m not sure that it isn’t either. I don’t say this to try to demean you, but to wake you up to a new view of yourself. We all need this in our lives. I once received feedback that my tendency toward persuasion was abrasive for many of my colleagues. Tough news to hear, but it was vital tough love.Master Your Stories and Bring It UpIt’s better to address the pattern you’re experiencing than continue to suffer through it. But you need to start by checking your emotions; your frustration is likely coming from a story you’re telling yourself that this coworker is micromanaging you. Since the problem of coming up with ugly stories takes place inside your own mind, that’s also where the solution lies. Those who are best at holding Crucial Conversations tell themselves a more balanced story. Instead of asking, “What’s the matter with that person?” they ask, “Why would a reasonable, rational, and decent person do that?”By asking this humanizing question, you should gain a few other possible explanations for the checkups, and you’ll be more effective talking about the issue.Once you’ve checked your story and calmed your emotions, just be candid. Say something like, “Hey Juan, I’ve noticed with the last few assignments I’ve taken on for you that you check in on me almost every day, even though we agreed on a due date. I had every intention to finish by the date we agreed. But when you check in on me, it makes me wonder if you think I will finish on time. Can you help me see your side of things?”Use Checkups and CheckbacksSometimes, the other person is so stressed that their worry drives them to become a nag. They may trust you, but the stakes are so high for them that they want to guarantee nothing goes wrong. While it’s understandable that someone might get to this point (we’ve all acted ineffectively because of stress), it’s also detrimental to others. So, to those who are giving the assignments, you need to know the difference between a checkup and a checkback and use them correctly.Do a checkup when you’re giving the assignment and are nervous or have questions. Say something like, “Since this is such an important project, I’m wondering if we could meet next Wednesday at 10 a.m. to review how it’s going.” In this case, you are in charge of the follow-up.Use a checkback when the task is routine and has been assigned to someone who is experienced and reliable. Now that person is in charge. He or she offers suggestions, “How about we follow up at our next scheduled meeting?” or “The deadline is two weeks from today. Could we meet next Thursday, fifteen minutes before our team meeting, to touch base?”To get results AND maintain healthy relationships, both checkups and checkbacks can be helpful.

What to Do When You Think You’re Being Micromanaged

Just a couple years ago, companies were conducting hiring sprees, scooping up a seemingly unlimited supply of talent. Today, however, more talent professionals are asked to do more with less, while facing intense competition for individuals with the most business-critical skills. But this reset has given rise to a new way of thinking about talent—the skills-based transformation, in which candidates are hired, and internal talent developed, based on their unique skills and strengths.To make the skills-based transition successful, companies must ensure their talent acquisition (TA) and learning and development (L&D) teams work more closely together. This will be especially important since talent with key skills is harder to find than ever. According to Randstad Enterprise’s latest in-demand skills research, global hiring complexity for AI and automation skills is two times higher than average, while data analytics skills are 2.3 times higher.In this landscape, rather than always turning to recruiting external talent, consider how individuals with key skills—or at least the potential to learn them—may already be in the organization. But without insights and development plans from L&D, those high-potential employees, and their skill sets, may remain hidden. Along the same lines, when new talent is brought in, L&D should be involved as well, helping to ensure they continually learn and grow to develop the skills needed for the future.But for TA and L&D to collaborate most effectively, they must leverage the right data to help guide their decisions. With access to up-to-date talent intelligence—about the supply of skills both within your organization and outside it—TA and L&D teams gain the insights to better work together and ultimately ensure the company acquires the right skills.Identify the skills you need.Due to the growing use of AI, the skills companies need are changing constantly. With access to the right talent intelligence, companies can better predict the skills that will be most critical for their organizations today and into the future. And if talent with those skills is too difficult to find internally or externally, the data can help identify talent with the adjacent or transferable skills most indicative of success in attaining those needed skills. Once those skills are identified, TA and L&D can work together to determine the best way to acquire those skills, whether hiring externally or developing internal—or even external—talent.Build a skilled and diverse workforce.As part of the skills-based transformation, many organizations leverage talent intelligence to conduct skills mapping or create skills ontologies to better understand the skills already in the organization. Such insights can also reveal the individuals who show strong potential to learn the new skills that TA may be struggling to find externally. This approach is also helpful for enhancing workforce diversity and creating equity. With female talent largely under-represented in some of the most in-demand skills, like AI and automation, providing promising female employees with the right training and development can improve diversity while ensuring the company gains those needed skills.Understand the external talent market.Strong talent intelligence can help you find the best sources for the skills your organization needs. It can also uncover essential data about what those individuals are looking for in their next role, like salary expectations and desire to work remotely, so TA can be better positioned to attract and engage them. If talent with the exact skills can’t be found, TA can still hire based on the potential and inherent skills of the top candidates, working with L&D to create the development paths to fill those crucial gaps.Make smarter decisions with talent intelligence.While finding talent with the most in-demand skills may be challenging, companies that drive collaboration between their TA and L&D teams will be better positioned to identify the right people, or nurture promising talent to help them learn those skills. When guided by robust talent intelligence, the result is a streamlined approach to acquiring the skills needed immediately, while providing the training that keeps up with the skills needed for the future.Download Randstad’s latest in-demand skills research. See the supply and demand of the skills you need with the in-demand skills dashboard.

Why Talent Acquisition and L&D Must Work Together to Find Talent With Key Skills

GenAI’s Impact on Learning Experiences Since the introduction of OpenAI’s ChatGPT in 2022, the power of Large Language Models (LLMs) has permeated many of our everyday lives in ways we wouldn’t have imagined 10 years ago. For one, we have now grown accustomed to receiving plain-language answers to our questions instead of digging into a list of references to extract answers. This shift is driven by the availability of Generative AI (GenAI), which enables systems to provide direct, concise, and tailored answers to user queries. As technology and society move forward, our content ecosystems must adapt to this new reality.Look at every major search engine and notice that the first result typically is an AI-generated summary of results, or a direct answer to your query. This is true even for privacy-focused search engines like DuckDuckGo. This means that we are growing increasingly accustomed to receiving direct and relevant responses to our searches rather than needing to sift through a list of potential resources. In the learning ecosystem, we are responsible for providing accessibility, quality, and convenience for our learners.So, how do we make GenAI answers a reality when managing a wealth of secured, proprietary content, while major LLMs are trained on publicly available content? There are two primary ways to allow GenAI to leverage our proprietary content:Training a model directly, which can often be out of reach or simply impracticalLeveraging Retrieval Augmented Generation (RAG)Let’s take a look at what a RAG system entails:What Is RAG? RAG combines the strengths of GenAI with content curation to allow for LLMs to create a seamless user experience that provides accurate and relevant answers based on your organization’s proprietary content. Here’s a simple diagram of what a RAG workflow looks like:User Query -> Semantic Breakdown of Query -> Semantic Content Search/Retrieval -> LLM Response Generation With Additional Context of Retrieved ContentThe Importance of High-Quality, Proprietary Content To make the most of GenAI, the technology will need access to well-maintained, well-defined, and preferably well-structured content, and having a central content management system as the source of truth for your content facilitates these things with very little overhead. Xyleme’s Intelligent Learning Content Management System (iLCMS) allows you to single source your proprietary content in a well-defined, well-structured manner while providing standardized, structured content analytics. A platform that offers these things as a foundation is crucial for building effective RAG systems that can provide well-informed, accurate GenAI responses sourced from your proprietary content and intellectual property.Provide the Rocket Fuel for Your AI Systems As we’ve said, quality content helps GenAI create quality answers, but to get the most out of that quality content, it should be well-structured, well-defined, well-described, and accessible. Platforms like Xyleme give you the foundation to build upon for your propriety content and use it as the rocket fuel for your AI-powered tools and solutions. Content in the Xyleme platform is well-structured XML with a well-defined schema and is well-described with deep metadata layers that give your content a wealth of semantic context beyond just what the words say. Using this platform allows you to unlock the full potential of using GenAI to create a seamless learning experience for your users, even when those answers must be informed by secured, proprietary content.How Xyleme Facilitates AI-Powered Systems In addition to providing the foundational content requirements for high-quality GenAI systems, Xyleme also facilitates the technical requirements needed to build and fuel powerful AI solutions in your content ecosystem. Xyleme Syndicate’s cutting-edge AI Search feature provides Syndicate users with semantic search capabilities but has also been specially designed with RAG enablement in mind. Xyleme Syndicate AI Search allows for RAG systems to do semantic, vector queries against your inventory of proprietary content (or a subset of it; you’re in control) to create context-enhanced user prompts with your RAG retriever, an essential piece of functionality to any RAG-capable GenAI tool.To summarize, many signs point to the future of learning being more tailored, substantive, and, crucially, more rapid. The wealth of knowledge in your proprietary content need not be locked into single-modality experiences, because you can free it with the power of GenAI, RAG, and the Xyleme Platform. Together, these will unlock a new era of accessibility for learners.

Unlocking the Future of Learning: How GenAI and RAG Revolutionize Proprietary Content Management 

Imagine turning your daily routine into a path of continuous growth and discovery. In today’s fast-paced world, lifelong learning is more crucial than ever. The 2024 LinkedIn Workplace Learning Report revealed that eight out of ten people feel learning boosts their sense of purpose at work, benefitting both their personal satisfaction and their company. But how can you weave learning into your busy schedule?Here are seven straightforward steps to make lifelong learning a natural part of your routine. Whether you want to sharpen your professional skills or dive into new personal interests, these tips will help you stay on track and make learning a consistent and enjoyable part of your life.1. Set Clear Learning GoalsStart by deciding what you want to achieve. Do you want to master a new skill, deepen your knowledge in a specific area, or explore something entirely new? Clear goals will help you stay focused and motivated. For example, you might aim to complete a course on a new software tool by the end of the month or read a book related to your field every few weeks. These goals can evolve over time, so don’t be hesitant to revisit and tweak your goals as needed.2. Know Your Learning StyleEveryone learns differently. Do you prefer visual aids, audio content, or hands-on experience? Take a moment to reflect on how you learn best. If you’re a visual learner, try using videos and infographics. If you’re an auditory learner, podcasts and audiobooks might be your thing. Understanding your style helps you choose the right resources for a more effective learning experience.3. Build a Varied Learning PortfolioMix up your learning methods to keep things interesting. Consider including:Online courses and webinars: Check out platforms like Coursera or Udemy.Podcasts and audiobooks: Great for learning on the go.Industry publications: Stay updated with the latest trends.Networking events and conferences: Learn and connect with others in your field.Mentorship programs: Gain insights from experienced professionals.Hands-on projects: Apply what you’ve learned in real-world scenarios.By using different learning channels, you’ll keep your routine engaging and effective.4. Stick to a Learning ScheduleConsistency is key. Set aside specific times for learning, whether it’s 30 minutes daily or a few hours weekly. Make it part of your regular routine by blocking out time on your calendar. You could choose to learn first thing in the morning or in the evening after work.5. Try MicrolearningFinding large chunks of time for learning can be tough. Microlearning breaks your goals into small, manageable segments. Listen to a 10-minute podcast during your commute, read an article while waiting for a meeting, or watch a short tutorial over lunch. These small doses of learning can really add up.6. Put Learning Into PracticeKnowledge sticks better when you use it. Look for ways to apply what you’ve learned in your work or personal projects. For instance, if you’ve picked up a new project management technique, try it out on a current project. Keeping a learning journal can help you track your progress and brainstorm ways to apply new skills. Sharing your knowledge with colleagues or mentoring others can also reinforce what you’ve learned.7. Track Your Progress and Celebrate Keep an eye on your progress to stay motivated. Use a simple spreadsheet or a learning management tool to log your activities and achievements. Set milestones and celebrate when you hit them. Finished a challenging course? Mastered a new skill? Take a moment to appreciate your hard work and reward yourself.Investing in lifelong learning is a smart move that pays off in both your personal and professional life. It keeps you flexible, boosts your problem-solving skills, and opens up new opportunities. Remember, learning is a journey, not a destination. Be patient with yourself, adjust as needed, and most importantly, enjoy the ride!

7 Steps to Building and Sustaining a Lifelong Learning Routine

Lifelong learning is an ongoing journey that evolves with us, shaping our growth, adaptability, and potential at every stage of life. Whether you’re just beginning your career, navigating mid-life challenges, or enjoying the rewards of retirement, each decade offers unique opportunities to expand your horizons. Understanding how to approach learning in every phase can make this journey more structured, fulfilling, and rewarding.Below is a decade-by-decade guide filled with actionable tips to help you chart your lifelong learning path:In Your 20s: Laying the FoundationYour 20s are a time of discovery, where the choices you make can set the trajectory for your future. It’s a decade filled with opportunities to explore different paths and establish a strong base for personal and professional growth. Focus on:Explore Various Interests: Try out different fields to discover what excites you. Attend workshops, join industry groups, and take online courses in diverse subjects.Develop Core Skills: Sharpen essential skills like communication and project management through platforms like Coursera or Udemy.Expand Your Network: Networking is crucial. Attend events, join professional organizations, and seek out mentors for guidance.In Your 30s: Advancing and SpecializingDeeper career commitments and the pursuit of specialization often define the 30s. This is the time to solidify your expertise, climb the career ladder, and refine your focus on what truly matters to you. Maximize this decade by:Pursuing Certifications: Enhance your qualifications with advanced certifications in your field.Developing Leadership: Build leadership and management skills with targeted courses in team management and strategic planning.Balancing Work and Learning: Integrate learning into your routine. Set aside weekly time for professional development and apply new skills at work.In Your 40s: Expanding Horizons By your 40s, you’re likely well-established in your career, but that doesn’t mean growth should slow down. This decade is an ideal time to broaden your knowledge, explore new passions, and continue evolving both personally and professionally:Learn New Technologies: Stay ahead by enrolling in tech workshops or online classes that keep you competitive.Start a Personal Project: Launch a side business or personal project that aligns with your passions and enhances your skills.Mentor Others: Share your expertise by mentoring. It reinforces your learning and positively impacts the next generation.In Your 50s: Reinventing and ReflectingYour 50s offer a unique blend of reflection and reinvention. It’s a period where you can take stock of your achievements and consider new directions, whether in your career or personal life. Embrace this time by:Exploring New Interests: Dive into fields or hobbies you’ve always been curious about. Take courses that spark new passions.Prioritizing Health: Incorporate wellness education into your life through seminars on nutrition, fitness, and mental health.Planning for Retirement Learning: Prepare for continued learning in retirement by exploring volunteer opportunities, part-time work, or educational programs.In Your 60s and Beyond: Lifelong EngagementAs you enter your 60s and beyond, the focus shifts toward sustaining engagement and continuing personal enrichment. This is a time to fully embrace the pursuits that bring you joy and keep your mind active. Stay engaged by:Pursue Passions: Dedicate time to hobbies, art, writing, or volunteering—whatever brings you joy.Keep Mentally Active: Challenge your mind with puzzles, reading, or learning new languages to maintain mental sharpness.Stay Connected: Join clubs or communities that share your interests. Social connections and shared learning experiences enrich life.Tips for All DecadesSet Learning Goals: Specific, achievable goals keep you motivated across all stages.Leverage Technology: Access learning anytime, anywhere with online resources and apps.Stay Curious: Maintain a mindset of curiosity and openness to new experiences, keeping your lifelong learning journey vibrant and ongoing.Mapping your lifelong learning journey means recognizing each decade’s unique opportunities and challenges. You can make the most of every stage of life with clear goals, a willingness to embrace new technologies, and an engaged approach. Remember, learning is a continuous, evolving process—approach it with enthusiasm and an open mind.

Mapping the Lifelong Learning Journey: Tips for Each Decade of Life

In today’s dynamic work environment, 90 percent of organizations express concern over employee retention, with providing learning opportunities being the top retention strategy (LinkedIn Workplace Learning Report 2024). But what are the most effective strategies for retention, particularly around learning?As Dr. LaShonda Bracey aptly points out, “The rapid pace of change in technology and job requirements poses a challenge for government organizations to keep their training programs relevant and up to date” (The Current State of Training and Development in the Federal Government Workspace). Technology is a critical component in ensuring that learning is flexible and accessible. With the right tools, government agencies can offer diverse courses that accommodate various pedagogies and fit seamlessly into the lives of their employees and contractors. It’s crucial not to overlook accessibility; while compliance is the minimum standard, providing options that cater to different learning styles significantly strengthens retention.What Hasn’t WorkedBefore we explore how to enhance learning opportunities and meet employee expectations, let’s examine common pitfalls. Reskilling has been a buzzword, yet few organizations have effectively implemented it. According to the LinkedIn Workplace Learning Report 2024, fewer than 5 percent of companies that invested in reskilling have reached a stage where they can measure success. Why the shortfall? A one-size-fits-all approach and a checkbox mentality have led to missed opportunities. Instead of nurturing career tracks, many efforts have been superficial.What Employees WantDid you know that “4 in 5 people want to learn more about how to use AI in their profession” (LinkedIn Workplace Learning Report 2024)? This growing demand reflects a broader trend where employees seek to stay ahead of the technological curve. Whether it’s mastering machine learning algorithms, understanding the ethical implications of AI, or simply becoming proficient in AI-driven tools, the appetite for AI skills is vast. For instance, in government settings, understanding AI can help employees improve data analysis, enhance decision-making processes, and streamline administrative tasks. By offering targeted training in these areas, agencies not only fulfill the desires of their workforce but also improve their operational efficiency.The desire for career development also extends beyond AI. Employees are increasingly interested in skills that can lead to meaningful career progression. This includes not just technical skills but also soft skills like leadership, communication, and critical thinking. Organizations that offer comprehensive development programs, including mentorship and real-world project opportunities, are better positioned to retain their talent. The LinkedIn report underscores that employees are motivated by visible pathways to career advancement, making it imperative for L&D teams to incorporate these elements into their training strategies.How Learning and Development Teams Are RespondingAs government agencies prioritize retention in the coming fiscal year, their L&D teams must stay ahead of industry trends. For instance, 47 percent of L&D teams plan to implement microlearning programs in 2024 (LinkedIn Workplace Learning Report 2024). Digital solutions, such as learning management systems (LMS), facilitate the adoption and deployment of microlearning, catering to the need for diverse learning methods. As Dr. Bracey notes, “While challenges persist, the ongoing efforts to enhance training programs, leverage technology-enabled learning solutions, and promote a culture of continuous learning bode well for the future of training and development in the federal government workspace.”ConclusionChange is challenging, especially within government education and training programs. However, “by embracing innovation, diversity, and investing in the growth of its employees, the federal government is well-positioned to navigate the complexities of the modern world and deliver value to the citizens it serves” (Dr. LaShonda Bracey, The Current State of Training and Development in the Federal Government Workspace). To learn more about how Blackboard by Anthology empowers government agencies and the US military to modernize their education and training programs, visit our website.

The Future of Government Training Programs: Embracing Technology and Tailored Learning

October 2023 - The Buzz

Leaders need to ensure that all employees are technically certified in their relevant areas of responsibility. Ongoing certification is crucial as industries evolve with new technologies. Staying up to date gives employees confidence and helps mainta

Three Ways to Use Continuous Learning to Upskill Employees

How would you rate your coaching skills on a scale of 1 to 10? It’s a great question to help anyone reflect on their current coaching skill set and understand where development must start. It also introduces the key coaching competencies for managers and the skills needed to close any gaps. Most individuals rate themselves a “5 or below” for their general coaching skill level. And then, a few typically rate themselves an “8 or above.” But regardless of rating, all participants agree there is room for improvement. While coaching is a skill leaders want to get better at, it’s also something leaders want more of and something their team members are craving. Coaching is a critical enabler of learning in the flow of work.According to DDI’s Global Leadership Forecast 2021, most leaders are asking for more personalized and objective development experiences. This includes coaching to understand their strengths better and grow their leadership skills. Coaching from external coaches, internal coaching (including peer coaching), and coaching from their current manager make up three of the top six learning modalities leaders want more of. Companies engaged in any change or transformation recognize that building their leaders’ coaching strategies and fostering a coaching culture is crucial. Why? Well, if companies want to transform, they need an environment where giving and receiving feedback is encouraged, bold thinking and action are common, and workers are engaged and productive. And these are the benefits of having a culture that supports coaching.What Coaching Looks Like in the WorkplaceCoaching is an attitude and behavior—it is as much about the approach as it is the outcome. Ultimately, coaching is about helping individuals or teams achieve the best outcomes. As a beginner, coaches feel pressure for each coaching conversation to yield great results. But over time, coaches learn that while coaching can look different across different situations, the objective is always the same. At its heart, it aims to help the other person or team achieve an outcome they can’t achieve on their own at that time. And sometimes, as a coach, you don’t get the satisfaction of immediately knowing if your coaching has had an impact. But it’s not about you as the coach. Good coaches create a relationship based on trust. They do this by applying the right mix of interpersonal skills and influence to meet the other person’s needs in the moment. Thus, coaches trust that their coachee has everything they need to succeed on the job within them. The coach’s role, therefore, is to engage in a conversation that addresses the personal and practical needs of the coachee. This helps to energize the coachee toward achieving their goal. It also supports them through the ups and downs of that pursuit.Tips to Get Really Good at CoachingThe International Coach Federation (ICF) outlines a core coaching competency model that addresses the key coaching standards, which apply to any coach, peer coach, or leader-as-coach. Based on the ICF’s coaching competencies for managers, here are some tips and key actions to have an effective coaching conversation:Check your coaching mindset.Consider personal and practical needs.Learn authentic listening: hear the story, emotion, and intent.Balance seeking and telling.For a deeper dive into each of these tips, as well as some key coaching moments, check out DDI’s blog.

Want to Boost Coaching Conversations? You Need These Skills

Crucial conversations don’t have to become costly conversations. These tips can give you more confidence to speak up, empower others to have crucial conversations, and improve your life and organization.

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