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Mike Noble is a managing partner at Camden Consulting Group, where he oversees the firm’s strategic business development activities and client engagements.

Mike Noble

March 2012 - TD Magazine

Transform Managers Into Coaches: Five Steps for Coaching Success

Make Employee Skills the Currency Within Your OrganizationIn today’s rapidly evolving business landscape, organizations are increasingly recognizing the critical importance of employees’ skills as a means of building the organization. This is a fundamental change from focusing solely on specific job titles, position credentials, org charts, and reporting hierarchies when considering organizational growth. Meanwhile, workers and job seekers desire better opportunities to showcase their unique abilities and greater career mobility. Now, organizations have the opportunity to meet their organizational and employees’ needs by focusing more on how to tap into the existing skills of their workforce and develop the skills they need to remain agile and competitive.While the transformation process to a skills-based organization is complex and may seem overwhelming, skills expert and visionary Koreen Pagano offers you a blueprint for making the shift and achieving success. She shows you how to get started and build over time, emphasizing that you do not have to overhaul every HR, learning and development, and management process and program at once. Start small and wherever it makes the most sense for your organization.In this book, explore the different components of a skills-based organization—hiring and recruitment, organizational culture, performance management, and career development—as well as strategies for continuous improvement at the people, process, and system levels. Learn to understand the current potential for skills, what is needed to overcome resistance to the change, and how to secure buy-in from your organization’s decision makers. Examine how to plan for the collection, analysis, and governance of your skills data.This book is perfect for HR and talent strategists who want to go beyond the theoretical and see real results, regardless of where they may be on their path to building a skills-based organization. Case studies of companies at different stages in the journey prove this isn’t just an aspirational goal, but one that actual companies are achieving.

Building the Skills-Based Organization

Mediation training teaches managers and healthcare professionals the skills they need to conduct a potentially confrontational conversation effectively.

Mediation Training Helps Healthcare Pros Resolve Conflict

Adult learners juggle work, life, and education—which means training needs to be flexible, relevant, and designed for real-world impact. But how do you create a learning experience that keeps them engaged and supports long-term growth?
In this webinar, we’ll explore practical strategies for supporting adult learners at every stage of their journey. From making training more accessible to designing clear career pathways, you’ll walk away with actionable tips to improve engagement, retention, and skill development. Whether you’re looking to refine your training programs or build a more scalable approach, this session will give you the tools to better support adult learners—on their terms. Here’s what we’ll cover:


	How to make learning flexible and accessible for busy adults
	Why bite-sized, actionable training leads to better retention
	The role of credentials in motivating learners and showcasing skills
	How personalization empowers learners to take control of their growth


Primary Capability Covered: Learning Sciences

Participation in this event, either live or recorded, can be reported for one (1) professional development point toward initial certification or recertification requirements for the APTD® or CPTD® credential.

4 Proven Strategies for Supporting Adult Learners: What Works and Why 

Workplace conflict among team members can be one of the most challenging, demanding, and draining issues a leader faces. If left unaddressed, it can lead to missed deadlines, decreased productivity, burnout, and turnover. It can also lead to poor communication and collaboration.The key to managing team member conflict in the moment is in the understanding of the motives and emotions that people are experiencing during the conflict. But the key to getting past that and truly resolving conflict is in understanding what triggered the conflict in the first place. Conflict triggers reveal what matters to us—and we are most often triggered when something goes against our values. This is why we say that conflict can reveal values. We only go into conflict about things that are important to us. Not too long ago, I was asked to help coach two team members. A recent exchange between the two left the relationship strained, and leaders were concerned. They asked if I would assist.I of course immediately began reviewing all the dialogue skills that might help them talk things through. Then, I remembered I had access to the Strength Deployment Inventory (SDI), a workplace personality assessment. When used as a team, the SDI provides a view of others’ motives, how they experience conflict, their strengths, and how their strengths, if overdone, may trigger feelings of conflict for others.When I pulled up the profiles of the two team members, I was certain I would find two very different individuals. Instead, I found more similarities than differences. Their conflict was due to more than just a lack of skill. It was also the result of a lack of awareness. Each was making judgments on the surface—they were reacting to behavior. But a quick glance below the surface, which the SDI provides, gave insights into WHY each was behaving the way they were. Again, conflict reveals values. This allowed me to have a far more productive conversation with each of them, helping them appreciate where each other was coming from. Awareness coupled with dialogue skills expedited our work, contributing to improved results and a strengthened relationship.If you don’t have access to the SDI, you can learn more about it here. I’d also like to offer a few suggestions that may help regardless.Be Clear on the Destination and ResponsibilitiesAs a leader, make sure everyone is clear on the goal. Clearly define expectations for the team and each team member. If roles become blurred, how will you navigate those moments? Who is responsible for what? When will each part of the project need to be completed? Clarifying roles and expectations can prevent unnecessary conflict.Create a Mental MapIf you don’t have access to the SDI, you can create a map in your mind by asking yourself a few questions. This will not only open yourself to empathy and understanding but will also minimize the emotions that often come from the stories we tell ourselves. Ask:What motives could be contributing to this behavior?Why would a reasonable, rational, decent person behave that way?How could this behavior help them feel good about themselves?Ask for DirectionsVisit with each member to ask questions that will help you identify the motives behind their behavior. This can provide valuable insight that you can use to help your team navigate the conflict. Ask:Why is it important to you?What do you care most about (on this project, in this relationship, for this team)?What most worries you (on this project, in this relationship, for this team)?One measurement of a leader’s impact and effectiveness is their ability to help their team navigate workplace terrain and manage conflict. If done well, it leads to a smooth ride of collaboration and communication, ultimately arriving safely to your destination of desired outcomes and stronger relationships.

How to Help Team Members Resolve Conflict With Each Other

Who better to serve as vice president of platform and partners for Instructure than a competitive ballroom dancer? Melissa Loble leads the company in waltzing its way toward a more open, connected learning ecosystem. In addition to leading platform product strategy for Canvas and Bridge, she also oversees partner programs for Canvas and Bridge. With more than 200 partners, including technology powerhouses like Amazon and Microsoft, Melissa helps Instructure clients build robust and innovative learning environments. Previously, Melissa was associate dean for distance learning at the University of California, Irvine, where she provided leadership in curriculum development, instructional design, and educational platforms and technologies. She has held senior leadership roles for a number of edtech companies and has taught in Pepperdine University’s Masters in Learning Technologies program and the e-learning design certificate program for the University of California, Irvine, for the past 15 years. That said, her favorite teaching experience has been through the Coursera MOOC, Emerging Trends and Technologies in K12 Virtual Education, which has been offered four times and is now available on demand.

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