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Dr. Troy Hall is a global speaker, radio host, talent retention strategist and bestselling author of Cohesion Culture: Prove Principles to Retain Top Talent and FANNY RULES: A Mother’s Leadership Lessons That Never Grow Old. Dr. Troy as he is affectionately known by his colleagues was featured on the Today Show, ABC, Beyond the Business Radio Show, and CEO World, Dr. Troy is an award-winning culture strategist, speaker, bestselling author, and talent retention expert.His doctorate in Global Leadership and Entrepreneurship has sent him across the globe to help leaders create cultures of cohesion and retain top talent in their organizations.With more than 40 years of practical leadership experience, Dr. Troy's passion is helping others succeed. From the U.S. to Canada and the United Kingdom, from Europe to the Middle East to Africa, Asia, and Australia, Dr. Troy has spoken at global conferences as a subject matter expert on the topics of culture & leadership, strategy, and change. His consulting and executive coaching sessions have positively impacted organizational leaders around the globe on how to create cultures of cohesion to retain their top talent.

Troy Hall

Fall 2021 - CTDO Magazine

Rather than drawing a hard line on returning to the office, use these seven strategies to retain talent.

Yes, Employees Will Quit for Remote Work Options

Gerard J. Puccio is a renowned thought leader in the field of creativity and innovation. He serves as a distinguished professor at the State University of New York in addition to chair of the Center for Applied Imagination at Buffalo State University (a unique academic department that developed the world’s first graduate degree in creativity). With a prolific body of work that includes more than 70 articles, chapters, and books, Puccio has made a lasting impact on the study of creative thinking. His influence extends beyond academia; Puccio has provided consulting and training services to organizations in more than 20 countries, helping them leverage creative thinking for success. Puccio's clients include Crayola, the United States Marine Corps, Capital One, Moog, the Smithsonian Institution. Additionally, Puccio serves on the advisory selection committee for the Strong Museum’s Toy Hall of Fame, contributing his expertise in recognizing creative excellence. He earned his doctorate in organizational psychology from the University of Manchester, England.

Gerard J. Puccio

More than 250 million people attend conferences annually in the US alone, according to the Global Conference Alliance. Industry events are powerful opportunities to build new relationships, learn from industry experts, and elevate your professional presence.Even if you’re a seasoned conference attendee, this three-step guide will help you show up with intention, connect with confidence, and follow up with purpose. Let’s get you ready for conference season!1. PrepareA strong start begins before you arrive. Approaching the days and weeks before the event with intention can turn a routine experience into a career-defining one. How can you prepare? Set goals. Ask yourself, "What do I want to walk away with?” Maybe it’s new industry contacts, potential sales leads, or innovative ideas. Write down a few goals to guide how you spend your time.Do your research. Research the speakers, sessions, and even the attendee list if available. Identify people or companies to connect with, and follow them on LinkedIn before the conference. A conversation starter like “I’ve been following your work and…” sets you apart. Polish your introduction. Your introduction doesn’t have to be scripted, but it should be concise and delivered with confidence. In 30 seconds, you should be able to share who you are and what you do. With any extra time, get creative with what else you decide to include. If you need some ideas, here are a few to consider:What excites you about your work?Your goal or focus for the eventA current priority in your roleEnsure that your LinkedIn profile and any other professional platforms you share are up to date and reflect your current role and interests.2. EngageWhen the conference starts, you’ll be surrounded by activity and information. The goal is to stay intentional, not just busy.Schedule intentionally. Don’t overload your schedule trying to be everywhere at once. Prioritize sessions that align with your goals, and leave room for spontaneous conversations—some of the most valuable moments happen in the hallways, at lunch, or between sessions. Start conversations with impact. Thoughtful questions spark better conversations than a resume rundown. While it’s easy to fall back on “What do you do?”, it’s not always the most engaging conversation starter. Instead, try asking:“What’s been the highlight of your work lately?”“Which session are you looking forward to the most?”“How did you get into this line of work?”Write it down. Many conferences offer handouts and speaker notes, but don’t underestimate the value of taking your own. You probably won’t revisit every deck, so get in the habit of jotting down highlights—key takeaways, ideas for your team, names of people you met, and standout conversations—to make the most of your learning.3. Follow UpThe conference may end, but your impact doesn’t. The post-conference period is when the seeds you planted start to grow.Reach out soon. You’ll meet a lot of people, and so will everyone else. Follow up within 48 to 72 hours while the conversations are still fresh. Send a short, personalized message that reminds them who you are, references your chat, and suggests how you’d like to stay connected.Add value. When you follow up, add a personal touch. Send an article, book, or event recommendation related to your conversation (this is where your notes will come in handy). Small gestures like this show that you were engaged and worth staying connected with.Reflect. Before diving back into work, ask yourself:What did I learn?Who or what stood out?What will I do differently next time?Capture your thoughts to retain the value of this conference and show up even better for the next one!Showing Up Is Just the Start Conferences are what you make them. With the right mindset and a little intention, you can walk away with more than a name tag and swag bag, like valuable takeaways and meaningful connections!For additional preparation before your next event, check out our curated learning path designed to get you conference-ready.

Your 3-Step Guide to Owning Conference Season: Prepare, Engage, and Follow Up

Recording audio doesn’t have to cost much. In fact, you can be up and running for under $100. You just need a microphone, something to record on, something to listen back to it with, and a space to do the recording.  Microphones Choosing a microphone can be quite daunting when you see all the options. A quick search online might bring up hundreds of different makes and models. But the microphone is the heart of audio recording, so you need to make a good decision.Not all microphones are alike. Different ones respond differently to different voices, so micro¬phone choice can be very personal. In fact, some radio announcers actually bring their own micro¬phone into the studio rather than use the one in the studio. If you buy a microphone in a shop, rather than from an online retailer, take some time to try out different models. Listen to them and choose one that makes you sound good.  Dynamic Versus Condenser Your first purchase choice is between a dynamic or condenser microphone (Figure 6-1). Dynamic mics tend to be more robust than condensers, although condensers are more sensitive and pick up more detail in the higher audio frequencies.A dynamic microphone uses a magnetic coil in the diaphragm to convert the sound waves, whereas the condenser microphone uses a capacitor. The capacitor in a condenser microphone requires electrical current to work, so it will need either a battery or external power supplied from a mixing desk or audio recorder, which is called “phantom power.”Some higher-end condenser microphones, like those used on video cameras or in recording studios, do not have a space for batteries and can only be used with devices that supply the phantom power. Be sure to check before you purchase if your mic requires phantom power and if your audio recording device or mixer can supply it. USB Microphones  A recent development in microphone technology is the USB microphone. This is a plug-and-play device that you can connect to your laptop through the USB port. Most computers will detect the microphone and automatically configure it for use, making it a great trouble-free option. The downside to USB mics is that they tend to be less responsive than traditional mics, so you need to position the mic closer to your mouth. Another limitation is that many models also have a record-only function, so you can’t listen to your voice while you record. And to play back your recording, you need to pull the USB microphone out of the computer. Headset Mics  Some people use headset microphones to record podcasts. Marketed to gaming enthusiasts and people who make VoIP calls, they’re relatively cheap and may seem like a good option. Some even come with noise reduction to help reduce background noise. However, unless you buy a studio-quality model, which are often quite expensive, the audio quality of headset mics is usually very poor. The noise reduction feature is not as effective as one would hope and the frequency response may make you sound like you’re talking on a telephone. They also pick up a lot of breathing because they’re positioned awkwardly relative to the mouth.I have nothing against headset mics when used in gaming and for VoIP. But the purpose of microphones when recording podcasts is to reproduce the voice and other sounds so they are realistic. And for you to sound real and natural in your podcast, most headset mics will not cut it. For another $15, you can dramatically improve the audio quality with a better microphone.For more tips on creating video content read Jonathan’s latest book, Rapid Media Development for Trainers.

Choose the Best Microphone

June 2013 - TD Magazine

According to authors Heidi Halvorson and Tory Higgins, there are two ways people are motivated to reach their goals: promotion and prevention.

What’s Your Work Motivation?

Troy Anderson is an HR professional with expertise in effectively implementing talent strategies. His experience comes from a diverse range of industries including technology, banking, mining, staffing, international sports, and leadership development. He has experience in leading high-performing teams and helping coach leaders in solving current and next-generation challenges.

Troy Anderson

Workspace innovation can be a physical or mental change to a firm’s work environment to improve collaboration and productivity. Harlem Williams details three simple changes that your firm can try.

3 Easy Ways to Innovate Your Workspace

 Volunteering involves providing your knowledge, skills, and abilities, as well as your time and energy, without establishing an employment relationship and usually without any monetary compensation. Employees who take on volunteer roles are able to build new skills and practice existing skills in a different setting from their day-to-day job.Via volunteering, employees can try something different from their usual work, and bring back new skills to the workplace, thereby adding value to their employer by improving their current job performance. They may even enhance the succession management efforts of their employer, because they become ready to move into positions of greater responsibility faster and more effectively than they would have had they not taken on the volunteer role.The best part about this employee development strategy is that it doesn't cost the organization nearly as much as sending the employee to costly training workshops or hiring a coach. In fact, it often costs the organization nothing.In my ATD Press book, Employee Development on a Shoestring, I describe 11 different methods for developing employees outside the classroom. The chapter on volunteering explains: who should try volunteeringhow volunteer projects benefit learners and the organizationwhat competencies volunteering can develophow to establish volunteer efforts. The chapter concludes with a case study that depicts the success PricewaterhouseCoopers (PwC) enjoyed as a result of offering this type of development method. PwC’s Project BelizeProject Belize, an initiative that partners PwC employees with schools in Belize City, is primarily focused on financial literacy and environmental sustainability. Specifically, some 200 PwC volunteers—partners, staff, and interns from across the United States—traveled to Belize City, Belize, in the summer of 2011. The PwC team connected with more than 1,200 students in 10 schools in some of Belize’s poorest areas and focused on hosting a youth financial literacy camp, leading a scholar's mentoring program for current and former Belizean students, providing financial and technology training to teachers. According to the project’s website, “since its inception, \[they\] have contributed 30,000 pounds of school supplies, awarded approximately 765 high school equivalent scholarships so these students can continue their education, and delivered our financial literacy curriculum to 6,412 students with the help of 1,609 talented and enthusiastic PwC interns, partners, and staff.” In addition, volunteers built “Learning Landscape” playgrounds using repurposed materials. PwC volunteer Justin Suissa explains that “the experience \[building learning landscape playgrounds\] was valuable on so many levels.” Suissa shares that he was out of his element—construction is not where his expertise lies. What’s more, the team had a tight deadline, as well as many pitfalls and unexpected obstacles to overcome. But clearly defined deliverables—build six playgrounds in five days for the children—helped the team pull together through pouring rain and intense heat and humidity.  Working through these challenges, says Suissa, helped him improve core leadership and teambuilding competencies. He describes how figuring out new technical skills in an unpredictable environment developed his flexibility and agility. “While I did not expect it, it was like a learning playground for us, the volunteers. With high stakes and a tough deadline, my teammates and I had to solve problems creatively and let go of pre-established hierarchies in this new environment.” For another PwC volunteer-employee, Jack Teuber, this experience meant a change in his environment and operational mode. He went from working as a competent managing director who leads a team of experienced adults to a novice middle school teacher in a foreign country, working with children and a brand-new and mixed team of associates and interns. Teuber understood that his challenge was “to get out of people’s way and encourage them to grow, solve problems, and develop their leadership skills.” Doing so helped him develop collaboration and coaching skills. In other words, he and his team cultivated their abilities to support the success of those working around him—building relationships, establishing empathy, communicating, and partnering. These skills are “extremely important back in the PwC environment because they help us serve our clients better and be better leaders and team players to our colleagues,” says Teuber. Finally, he believes that the volunteer experience helped him gain tremendous partnering and networking benefits. According to Teuber, “The team members still keep in touch after returning home and all of us have developed greater access to and understanding of other areas of the business, which serves to break down barriers, especially the hierarchical ones. Belize affected my self-awareness and has caused me to want to do this for my own team \[at home\].” Practical Application While Project Beleize describes a large and generous company taking on a big expenditure, the same principles can be applied to any volunteering effort. Organizations can start volunteering projects in their local communities (no international flights needed) by sending either individual employees or workforce teams to connect with other members of the wider community on volunteer missions. The learning that took place for Project Belize volunteers could happen in your local neighborhood. I hope you give it a try! Employee Development on a Shoestring provides plenty of additional tools, checklists, self-assessments, and other supports to help you implement the various development methods, consider some of the objections you might encounter, and outlines ways to overcome challenges. It’s a comprehensive tutorial for all managers, supervisors, trainers, human resources (HR) personnel, coaches, and other professionals who are involved in developing employee competence efficiently and cost-effectively.

Project Belize: Volunteering as an Employee Development Tool

Swati Karve has 20 years of experience in instructional design and facilitation. She has conducted training programs for many for-profit and nonprofit organizations, for all levels of employees including senior management. She also has designed and facilitated train-the-trainer programs, and teaches the ATD Essentials course Managing Challenging Classroom Behaviors. Karve has contributed to various ATD publications, and writes blogs for the ATD Learning & Development Community of Practice. She is author of the August 2013 Infoline titled “Planning and Organizing Training Events.” Karve also has been teaching courses in psychology and management for past 20 years for undergraduate and graduate students in India and United States. She has her own consulting firm, Arcturus Global Consulting, and lives and works in Troy, Michigan.

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