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

Jill Foster

Cold Course

Focusing on these six critical elements will foster environments where every individual will have a more successful and meaningful career.

Maximizing Your Leadership Career

For far too long, DISC training programs have been one-and-done experiences. People take an assessment, participate in a training program, and with any luck, walk away with styles that stick. As training professionals, we know that’s not how learning works. In this webinar, we will explore nine DISC-based training programs and certifications that dive deeper. Discover sessions that connect the DISC styles to emotional intelligence for individuals and enhance team dynamics for groups. You’ll be introduced to programs that enable leaders and salespeople to apply the styles in their daily interactions, along with DISC-based programs for managing conflict and fostering innovation. Coaches will find a program that integrates DISC into the coaching process, and you’ll see how e-learning and an award-winning styles-based training video can reinforce DISC insights and skills. Join us in this webinar and learn how to embed the styles into the fabric of your organizational culture.

In this webinar, you will:
• Discover a fresh approach to the DISC styles using the memorable Eagles, Parrots, Doves, and Owls to bring the styles to life.
• Learn how to apply the DISC styles in a way that is engaging, effective, and long-lasting.
• Explore nine style-based training programs that can be led by you or Take Flight Learning facilitators.
• Understand why thousands of trainers have transitioned to this dynamic ecosystem of DISC training programs, profiles, videos, and e-learning resources.

DEMO: DISC Reimagined: DISCover 9 DISC Training Programs & Certifications

“Next person up.” This is how most frontline managers get the job.According to DDI, frontline managers are the most important people in the workplace. They lead 80 percent of the workforce and influence every part of the employee experience. But most never planned to do this job. In fact, 70 percent of managers didn’t anticipate their promotion.Companies rely on these managers to turn strategy into action. “As a result, the work piles on, and 40 percent of managers feel burned out,” according to The Deskless Report 2024. This leaves little room for development. Even a 30-minute quarterly webinar is a stretch.Traditional leadership development isn’t built for the frontline. It’s designed for people with steady schedules, not those running the floor and putting out fires all day. Managers are asking for help, but they need a different approach—one that fits into their reality, rapidly builds capability, and boosts on-the-job confidence.Here’s a better way.Start with guidanceBefore building any courses, make sure managers have access to real-time support. Provide a knowledge base with proven practices and answers to everyday challenges, such as:What happens if we miss a delivery or run out of stock?What’s the process for approving shift swaps?What do I say in a write-up conversation?Make this knowledge easy to find and apply. Use AI to provide managers with a digital assistant that’s always available to answer questions, share advice, and help them stay focused.When managers can solve everyday problems on their own, training can shift from teaching processes to building the skills that drive outcomes.Focus on what’s most useful nowSkip the leadership theory—at least at first. New managers need practical skills that enable them to run the operation without letting things fall apart.Start with the basics, then build up. Restructure your manager training into job-relevant phases:Manage a shift. Build core confidence in leading daily operations.Navigate disruption. Provide the knowledge and tools needed to handle the unexpected.Lead a team. Focus on building trust, improving communication, and coaching to performance.Lead initiatives. Help them take ownership of projects and excel in stretch opportunities.Pursue opportunities. Foster the skills that will get them to the next role.Personalize the path so each person can progress at the right pace. Strong operators may move fast. Newcomers might need more time to build the basics. Make sure the manager and their team are confident they can handle the next shift—because it’s tomorrow. Foster peer networks“Training has limits. There’s only so much you can cover in the time available. It’s no surprise that 67 percent of frontline managers say they’re making it up as they go,” according to The Deskless Report 2024.Microlearning and reinforcement are essential for ongoing development, but a manager’s most valuable resource is fellow managers. They’ve been through it. They know how topics discussed in the classroom play out in real life. Make it easy for managers to connect with peers who can share advice and offer support in difficult moments.A frontline manager might be the only one in their location, and that location might be the only one in the city. But they shouldn’t feel alone. Foster community. Create space for real conversations and judgment-free guidance. The support they need is often one text message away.Design for realityLeadership development is falling short, and most companies know it. “75 percent say their programs don’t deliver value,” according to Josh Bersin.This gap is even wider on the frontline. Managers don’t need theories and slide decks. They need actionable training that fits into their free moments. They need tools to solve real problems and lead through the daily chaos.Fixing leadership development doesn’t mean lowering the bar. Instead, L&D must design for the reality frontline managers face every day—and give them a real chance to succeed.

From Teammate to Team Leader: A Blueprint for Frontline Manager Development

Understanding trauma and its effects empowers these developers to create environments that foster employee well-being, engagement, and value creation. In this article, we delve into the concept of trauma, its effects on employees, and how trauma-info

Organizational Developers: Becoming Trauma Informed Will Elevate How You Operate

ATD Links Archive - ATD Links

Engaged employees are loyal and will do their best to make your organization thrive.

Foster Engagement With Diversity and Inclusion Training

Bill is the director of learning and development at DISYS, where he works cross-functionally to both engage and equip customer facing roles to have successful buyer interactions, and foster an environment where they can thrive. As a former sales professional, sales leader, a founding member of the Sales Enablement Society, and a current member of its Executive Board, Bill is committed to elevating his practice and evolving the enablement profession. Connect with Bill on LinkedIn.

Bill Ball

Model psychological safety yourself, and reward learners for interpersonal risk taking. Once the conditions are in place, speaking up will occur organically.

Speaking Up: Cultivating Psychological Safety in Virtual Training

September 2015 - The Public Manager

Being able to work and learn collaboratively will help a team achieve its mission.

Search results for 'Jill Foster'

Categories

Refine By