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Amy Finn

ATD Links Archive - ATD Links

Training for the Masses, Learning for the One

Amy P. Kelly, SHRM-SCP, SPHR is a Human Resources & Talent Management Executive. She builds award-winning employment brands, corporate universities, leadership development programs, and organizational well-being strategies. She is a Certified High-Performance Consultant, Master Trainer, and Executive Coach who works with executives to develop exceptional talent and cultures that drive maximum individual and organizational ROI.Amy is a graduate of the Leadership Coaching for Organizational Well-Being Program at George Mason University’s Center for the Advancement of Well-Being and brings all her work in Human Resources, Learning and Development, Business Development, and Coaching to develop industry-leading executives and their teams in alignment for organizational vision, mission, and goals. Amy also designs and leads Leadership Wellness, Emotional Intelligence, and Women's Leadership Programs for companies and universities.Amy is a Global Facilitator for ATD in the areas of high-performance consulting, training, change management, and human performance improvement. She holds multiple certificates from ATD programs including:ATD Master Performance ConsultantATD Change ManagementATD Creating Leadership Development ProgramsHuman Performance ImprovementAmy is the Lead Consultant, speaker, and trainer for The Jon Gordon Companies and co-author of "The Energy Bus Field Guide" a roadmap to fueling your life, work, and team with positive energy.You can find Amy believing in people and partnering to build great leaders and organizations in all aspects of life - whether it is at home with her husband and four children, in her community, or in businesses all over the world. It is her passion to believe in people and work alongside them to drive performance at the highest levels possible.

Amy P. Kelly 

Amy Yip is the founder of Amy Yip LLC, a boutique consulting firm that helps organizations close the leadership skills gap so companies have the right leaders, right now equipped for the AI-era. A Mental Fitness expert, executive coach, keynote speaker, award-winning author and 2X TEDx speaker, Amy is passionate about helping individuals and teams thrive. She draws on over 16 years of experience building and leading global teams at industry leaders like Google, Clorox, and Booz Allen. Amy is an ICF PCC, a Certified Hudson Institute Coach, a Certified Strozzi Institute Somatic Coach, and a pioneer Mental Fitness Coach certified through Positive Intelligence. Amy received her MBA from the UCLA Anderson School of Management, and her BS in computer science and BA in communications from the University of Maryland.Learn more at amyyip.co

Amy Yip

Career Week- Finding Your Fit

Take time to get to know yourself before finding the right position for you.

Finding Your Career Fit

Amy Dinning offers clear advice on how to find the right mentor for you—and how to get the most out of the relationship to support your personal and career growth.

How to Find and Work With a Mentor

The ATD Research team is excited to share some of the highlights from ATD and the Institute for Corporate Productivity (i4cp)’s new work focusing on massive online open courses (MOOCs) in learning and development (L&D).MOOCs, which are collaborative online courses open to anyone wishing to participate at no cost (although a fee may be required to obtain credit), have gained popularity and recognition in higher education. Among the benefits MOOCs offer students are the ability to access materials at any time and from any location, and the opportunity to collaborate with other learners. The value of MOOCs has been a topic of debate, however, especially in light of dismal completion rates.With the amount of attention directed at MOOCs in academia, we were not surprised that many talent development professionals were seeking answers to questions:Are organizations using MOOCs in L&D and are they using them effectively?What benefits can organizations realize from using MOOCs? Do poor completion rates also plague MOOCs in L&D? To investigate these questions, ATD and i4cp surveyed 525 learning and business professionals in summer 2014. Our findings were published in our research report, MOOCs: Expanding the Scope of Organizational Learning.MOOCs aren’t widely used in learning but they hold promiseOur research discovered that MOOC use is still low in talent development, with only 22 percent of surveyed professionals reporting that their organization currently uses MOOCs in L&D. Not surprising, most MOOC activity in L&D has been recent. More than three-quarters of organizations leveraging MOOCs only started doing so in the last three years.   The ranks of organizations that are new MOOC users are also expected to grow, however. Of organizations that currently do not use MOOCs, 36 percent are planning on leveraging MOOCs in the future. But these new users may not realize all the possible advantages of MOOCs right away. Our research found that the longer MOOCs were used in L&D programs, the more likely organizations were to report that MOOCs were effective.We polled participants on what they felt were the greatest potential benefits of MOOCs, and they cited broadening the scope of learning opportunities as the single greatest advantage. Other top benefits were providing access to e-learning and expanding the leadership development curriculum. Addressing the problem of poor completion rates Although MOOCs appear very promising, our findings suggest that users of MOOCs in L&D settings, like academic MOOC participants, very frequently become disengaged and drop out. We asked survey respondents about their personal experiences with MOOCs, and it was clear that the majority of MOOC starters never finish. To keep learners engaged and effectively deliver content, Amy Rouse, a director at AT&T’s corporate university, which uses MOOCs, suggested that learning professionals should consider using MOOCs in combination with other delivery methods. “There are limits to what we can do now with technology to connect people who may not be physically located together. So we’re exploring very creative approaches to blended learning, such as how we can combine MOOC content with hands-on labs or self-paced pre-requisite content, and maybe follow up with a social learning collaborative community where employee learners can support each other when they’re back on the job. It may not be all MOOC, all web-based, or all instructor-led training. But we’re excited to see how we can combine these alternatives to create the most effective learning experiences to help employees succeed,” said Rouse. Want to learn more? I encourage everyone to join us for a free webcast hosted by ATD Research and i4cp on February 2, 2014, at noon. We will discuss the report’s findings. The full research report, MOOCs: Expanding the Scope of Organizational Learning_,_ is available for purchase online. Members have complimentary access to the whitepaper version of the report.

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