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An Interview With Peter Block: Change How You Think

Peter Block

The talent leader role has evolved from a reactive role to a proactive, strategic partnership with business leaders.

Are We There Yet?

Peter Block and other OD experts discuss the OD professional's role in creating and fostering belonging

OrgDev Discussion Series: The Intersection of Belonging and Organization Development

Peter Block’s Designed Learning continues to lead the industry in corporate and organizational consulting and leadership training. In the last 25 years Designed Learning has trained over 1,000,000 staff professionals worldwide with Peter Block’s Flawless Consulting workshops. These workshops, enhanced and continually updated by Peter Block, teach participants the competencies to navigate the consulting relationship and have their expertise used and their recommendations implemented. Flawless Consulting workshops are available exclusively from Peter Block’s Designed Learning.

Designed Learning

LEADERSHIP and the Small Group

Federal agencies are navigating an unprecedented workforce landscape. Shifting policy priorities coupled with a leaner workforce leave agencies to answer a critical question: How do we maintain operational effectiveness with fewer resources?A shrinking workforce creates significant skill gaps across federal operations. Yet, agencies must continue to deliver essential services while adapting to these constraints. Teams that effectively navigate this new landscape will build more resilient, disruption-proof organizations.The question before federal leaders is not whether to upskill, but how to implement effective upskilling strategies with limited resources and immediate impact. A Framework Built to Transform Constraints Into CapabilitiesRather than only relying on new hires or external solutions, true workforce optimization is about unleashing the potential already on your teams to build internal capacity. This approach centers on three critical dimensions: readiness (solutions implemented immediately with existing resources), sustainment (approaches that create enduring skills and competencies that evolve with your mission), and scalability (methodologies that work across team sizes).Our recommended workforce optimization framework consists of five interconnected components: assessment, prioritization, deployment, measurement, and integration. Each builds upon the previous one, creating a sustainable system and a workforce that’s not just ready for today’s challenges but built to thrive in tomorrow’s uncertainty.Starting Strong: Assessing Current StateEffective workforce development begins with understanding where you stand. Before implementing training initiatives, agencies must identify critical skill shortages and operational vulnerabilities created by workforce losses.This involves conducting a rapid skills inventory using existing HR data, performance evaluations, and team leader input. Key questions include: How well does the current workforce align with your strategy? What impact will turnover have on service delivery? Where are positions difficult to fill?The goal is to align identified skills with mission-critical functions to determine where gaps create operational risks. Strategic Prioritization and ImplementationWith the assessment complete, agencies must focus on training initiatives that offer maximum return on limited resources. This involves segmenting the workforce to identify roles requiring immediate attention, followed by using structured decision frameworks to objectively evaluate where training efforts will drive the greatest impact.Successful agencies embed learning directly into the daily workflow, applying leveraging models like the 70-20-10 model, which balances formal training, peer-driven learning, and hands-on experience. Cost-effective deployment is key. Agencies can implement scalable, low-disruption strategies such as lunch & learn sessions, protected time blocks for skill-sharing, and simple job aids for on-the-job learning. Measuring Impact and Building CultureEnsuring upskilling efforts lead to measurable improvements requires establishing baseline metrics and implementing robust feedback systems. Upskilling only drives meaningful change when it’s linked to measurable outcomes. That begins by setting clear baseline metrics and embedding structured feedback systems that reveal progress over time.Success isn’t defined by completion rates alone. It’s also in operational performance improvements, documenting time savings, and measuring employee confidence in applying new skills. Building a culture of continuous learning means establishing learning champions, creating recognition systems, and formalizing knowledge-sharing mechanisms. Even with limited resources, agencies can integrate learning discussions into regular meetings and share success stories that demonstrate the impact of upskilling. These small actions make learning visible and valued and fuel sustained growth across the organization.From Framework to ActionUsing a structured approach such as we’ve outlined offers practical, actionable pathways that work within current limitations while building toward future capabilities. Federal agencies can’t afford to wait for perfect conditions—they need adaptive solutions that can be launched immediately, continuously evolve, and adapt to changing priorities.The real question isn’t whether upskilling is worth the investment—it’s how fast agencies can deploy strategies that safeguard mission delivery today while accelerating long-term capability. Ready to transform your federal team? Don’t just plan—act. Download the complete Bridging the Skills Gap: A 90-Day Framework to Upskill Your Team whitepaper and unlock detailed implementation guides, assessment tools, success metrics, and step-by-step checklists that will transform workforce challenges into organizational strengths.

From Gap to Gain: A 90-Day Action Plan to Upskill the Federal Workforce

You have a network and ways to upskill, even from afar.During recent months, many of us may feel as though we’ve lost our network. It’s no longer easy to pop by a colleague’s office and bounce off ideas for a new training program or discuss a new tool. However, the Association for Talent Development has several resources that can help make up for the peer expertise you feel you’ve been missing.Ask a Trainer. This online question-and-answer column featured on TD.org seeks to be responsive to real-world talent development problems, reflecting what’s on practitioners’ minds and offering practical guidance. The series enables talent development professionals to ask questions anonymously and receive advice on training dilemmas, instructional design snafus, e-learning challenges, and any other stumbling blocks that come their way. Originally featuring Tim Slade answering questions, the column now includes guest columnists weighing in.For example: Do you have multiple generations in your training audience? How do you deliver effectively to all of them? Management and generational diversity expert Bruce Tulgan answered this diverse audience question. The individual who submitted the question posited, “Younger learners seem to respond to a more conversational facilitation style and appreciate interaction, while older learners seem to be less bothered by lecture.” Tulgan advised, “No matter what, I try to teach like I’m talking to each and every individual. Whenever possible, we survey the audience in advance to find out what’s bothering them and what their learning goals are.”Other columns have addressed such topics as how L&D professionals can support frontline workers, ways to develop an online learning support system, and how to prove the value of talent development in a down economy. Submit your pressing talent development questions to askatrainer@td.org.The Accidental Trainer. This bi-monthly podcast series, which kicked off on January 20, features interviews with renowned experts in the talent development field. Among them have been Elliott Masie, Karl Kapp, Connie Malamed, and Bev Kaye. Moderated by ATD’s Career Development Content Manager Lisa Spinelli and sponsored by GP Strategies, The Accidental Trainer has relayed expert advice on such topics as how to stay on top of trends in technology, why talent is everything, and how to gain confidence in your training delivery.An especially timely guest was Whitney Johnson, author of Disrupt Yourself: Putting the Power of Disruptive Innovation to Work. Given the massive upheaval these last few months—to our businesses and to the way we do work but, most importantly, to life in general—how can you manage more easily? That is a challenge regardless of the circumstances behind it, even when we disrupt ourselves. Gather some tips from Johnson and hear how she has managed during challenging times. (Bonus: Access Whitney Johnson’s Disrupt Yourself podcast for further tips.)Friday Twitter Chat. When the COVID-19 pandemic first began, most of us (who weren’t already doing so) began working from home. Even for those who had been working remotely, things likely felt different: uncertain, scary. To help connect and share what we are going through together, ATD began Friday Twitter Chats, beginning at noon ET. Participants have talked about how they’re staying productive and healthy and about how they’re supporting each other. Niranjani Chidamber Papavaritis, manager of ATD’s healthcare community, mentioned that she asks about others’ well-being rather than jumping right into work discussions. For her own health, she takes breaks to focus on deep breaths throughout the day and to clear her head.On March 20, participants shared some of their virtual training tips—including suggestions on engaging learners in the virtual environment and advice for first-time virtual trainers. A recap of the conversation is available at TD.org.What are you learning? Take part in the next @ATD chat to share and learn from your talent development colleagues.ATD Virtual Training Resources. Many in the talent field are embarking on training, managing, collaborating, as well as other processes virtually for the first time. That’s why ATD has pulled together some of its best resources on virtual training in one place. Watch, read, and learn. And discover how you can access additional resources. Check out “6 Things to Consider When Transitioning to Virtual Training,” “Remote Workers Need Real Communication,” “Producing Virtual Training Certificate,” and much more.Times are challenging, but now is also a great time to grow yourself so you can continue to upskill and reskill learners.Share your ATD Virtual Conference experience on social media. #ATDVirtualConference

ATD Resources to Keep You Connected

If you are concerned about time and want to improve execution, be sure to involve employees who know the process.

Management May Have the Clocks, but Employees Have the Time

Jean Kanokogi, Ph.D. is a senior special agent for the US Government with extensive experience in conducting criminal and administrative investigations. With a career spanning for over 23 years in law enforcement, Jean has been the lead investigator on several high-profile cases, some including the attacks on 9/11 and many that focus on protecting public health. She has researched and instructed as a subject matter expert in deception detection, cognitive interviews, rapport building, interview/interrogation methodologies offensive/defensive tactics and firearms safety and engagement. She authored numerous mental health and law enforcement related articles in various publications and professional journals. She holds a B.S. and M.S in Criminal Justice/Protection Management and a PhD in Psychology.She dedicates her off-duty time as a volunteer for the Federal Law Enforcement Officers Association where she is the Director of Mental Health and Peer Support Services. In this monumental and inaugural role, she is building a peer support program to augment what is already in place for other agencies, to offset the horrific suicide rates amongst the federal law enforcement community. She works daily to bridge the gap between law enforcement and mental wellness. Additionally, this role allows her to comment on bi-partisan bills that directly impact the mental health of law enforcement officers (LEO). She also serves as an Agency President which allows her to act as a liaison.Jean was detailed to the Federal Law Enforcement Training Center (FLETC) and during this detail, she helped develop course work and instructed over 5000 new and seasoned LEO’s in a myriad of topics, including crisis intervention, pre-assault indicators of the active shooter/active shooter response, multi-cultural interviewing, working with the developmentally disabled community, critical incident stress management, self-stress management and conflict resolution. She is a certified Department of Homeland Security FLETC Senior Instructor. Some has presented before foreign and domestic dignitaries as well as filled stadiums. Jean participated in studies with the High Value Detainee Interrogation Group. She is a trained law enforcement peer counselor and a graduate of the NJ State Police CIT training institute.Jean has consulted on television program "Law and Order, Special Victim's Unit"; she is a story consultant to a pre-production documentary, was an associate producer for a motion picture. She is the co-author of, “Get up & Fight-The memoir of Rusty Kanokogi”; and she is a 5th degree black belt in judo. Jean was a member of the U.S. National Judo Team – winning medals for the USA in many international competitions. She is a respected and recognized judo Sensei.Additional philanthropic work includes mentoring high-risk youths, motivational/engaging speaking and serving on the evaluation committee for the Rusty Kanokogi Scholarship fund managed by the Women’s Sports Foundation.

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