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Erica L. Bank is Deloitte’s performance management leader. She provides strategic direction to the work to optimize the performance of Deloitte’s people and teams, and has been a key leader in the firm’s recent performance management reinvention efforts. Prior to this role, she spent more than a decade in Deloitte’s human capital consulting practice, where she advised clients through strategic talent management strategy, process, and technology transformations.

Erica Bank

Erica Bank describes how Deloitte reinvented its performance management practices to break down silos between performance management, talent management, leadership development, and employee engagement.

Reinventing Performance Management at Deloitte

Erica Nelson, MA, has been in the learning and development field for 25 years, consulting with clients from various fields at the corporate level. Clients include Horizon Therapeutics, Wintrust Financial Corporation, and ACE Hardware. As a Business Leader Faculty® member with the Lake Forest Graduate School of Management's Center for Leadership, she applies her expertise working with mid-level to executive-level professionals. She aids with their personal growth and them becoming effective communicators to build better relationships within their organization.As an ATD program facilitator of seven certificate programs, Erica applies her professional background by aligning the content to the personal experiences of program participants. She views each course as a way to deepen everyone's understanding and abilities.Her coaching practice provides a customized model for each client and their unique interests and development needs. She has been certified in mediation practices and is affiliated with the Center for Conflict Resolution in Chicago. She also served as a mediator for 10 years with the Cook County Court System in Chicago, Illinois.Erica wrote a training book, Management Development Training, published in 2021 for the ATD Workshop Series©. The book is a guide on the essential elements of great management, leadership skills, and behaviors. Erica's passion is to focus on development for each person in their organization, believing we are always searching for growth opportunities.

Erica Nelson

ATD Career Week 2015 (September 21-25), sponsored by Degreed, offers a great line-up of activities. Indeed, no matter where you are in your career journey, there’s something for you!Early CareerIf you’re thinking about changing careers or getting into the field of talent development for the first time, don’t miss the webcast, “How to Get Started in Talent Development,” on Monday, September 21st at 12:00 p.m. Facilitator Marilyn Feldstein will review potential careers tied to talent development and how to match your skills with what employers seek. Mid CareerIf you’ve been wondering whether or not to pursue your CPLP certification, this webcast can help you make an informed decision. ATD Certification Institute staff Jennifer Naughton and Diane Daly will answer your questions on Tuesday, September 22nd at 3:00 p.m. during the webcast, “Is CPLP Certification Right for You?”   What’s more, all week long, we will provide FREE access to the ATD Career Navigator, a tool that enables you to evaluate your skills against the ATD competency model. Typically a member-only benefit, this tool can help you to assess your professional readiness for new opportunities, as well as identify skill gaps that you may have for your current position. Access to this valuable tool at www.td.org/atd-career-navigator.  \[You will need to login to the site, but you will not need to be a member if you use this link\]. EveryoneMost people don’t enjoy networking, or they are unsure how to do it effectively. Join Dorie Clark, one of our members’ favorite speakers, on Wednesday, September 23rd at 3:00 p.m. for the webcast, “Stand Out: Networking.”Also, nearly 70 percent of training is still delivered in instructor-led courses. Yet, there are currently more than 1,200 sources of learning content in dozens of formats, and workers are increasingly choosing options that fit into how they learn on the job. Join Eric VanDerSluis, Comcast's senior director of talent and professional development, and Todd Tauber, Degreed’s vice president of product marketing, for the webcast, “Reinventing L&D for the Next Generation of Learners,” on Thursday, September 24th at 2:00 p.m.Looking for a New Opportunity?If you’re looking for a new opportunity, be sure to sign up for our Virtual Career Fair on Tuesday, September 22nd from 12:00 to 3:00 p.m. Or check out the most recent job postings on the ATD Job Bank.Career Development HelpPerhaps your managers need help developing effective IDP’s for their employees? Check out the new TD at Work, “Managers Guide to Employee Development” for a primer on how to talk to employees about career and development plans.Finally, be sure to take a look at the TD at Work Career Management Collection for three great issues of TD at Work that address how to keep your career and personal life on track.

Access Career First Aid During ATD Career Week 2015

July 2012 - TD Magazine

Giving Back

Giving Back to the Profession with LINGOs

Ericka Elliott is a Sr. Solution Manager with AchieveGlobal. Her primary role is to work with client organizations to manage and implement strategic solutions, blended workflow learning solutions and global learning initiatives. Ericka's role as a solution manager blends her expertise in project management, training solution implementation and strategic sustainment planning. She has more than 10 years in project management experience and has spent the last 8 years performing not only as a strategic project manager, but also as consultant for successful training implementations and behavior change initiatives. Ericka has partnered with a diverse group of organizations including Wal-Mart, Samsung, Morgan Stanley, and American Airlines to ensure that their multi-million dollar learning and development projects were planned and executed in a way that maximized learning effectiveness and had an impact business results. As a Sr. Solution Manager Ericka has demonstrated the analytical and organizational skills required to plan and organize multiple facets of complex performance improvement project; including outlining the training solution, defining goals and objectives, delegating tasks, coordinating resources and managing budgets and timelines. Her area of expertise extends from the facilitation of strategic project management to designing customized sustainment plans to maximize learning effectiveness. Ericka has extensive experience managing large, global implementations and specializes in blended learning solutions. Ericka's professional experience includes a wide-ranging employment background where she has held project management, business analyst and sales roles at Mellon Financial Corporation, Johnson & Johnson, and Hewlett-Packard. Before joining AchieveGlobal in 2005 she held the position of Field Sales Analyst with American Express. Ericka began her undergraduate studies at Bryn Mawr College and holds a Bachelor of Arts degree in Business Management from Chatham College. She also holds a Microsoft Project Specialist certificate and is a Certified Associate in Project Management (CAPM).

Ericka Elliott

Learning Numbers: Fears, Peers, Pain, Gain

Making Human Contact—and Other Approaches to Busting Silos

With modern technology, accurately measuring the impact of virtual training programs is a very real possibility. When used properly, this kind of measurement catalyzes change in industries like healthcare, financial services, consulting, manufacturing, and others that rely heavily on effective training programs. But the ability to measure doesn’t guarantee success. You also need to know what metrics to track, how to avoid bias, and how to get buy-in from stakeholders and instructors.Let’s examine how best to use data and automation to save instructors and administrators time and improve the learner experience.3 Top Challenges to Effective AnalysisWhile there are several things to consider when implementing the most effective measurement program for virtual training, let’s take a closer look at three top challenges that we recommend tackling first, as well as our tips for clearing these hurdles with ease.1. Difficulty quantifying engagement. Look for a virtual training measurement platform that collects and analyzes the data for you, assessing factors like tardiness, the number of minutes instructors speak versus learners, and the number of learners raising their hands and using customized reactions, to name a few. Once you start measuring, set benchmarks based on your historical data, setting ambitious yet realistic goals for improvement. 2. Unintentional bias using qualitative measurement.Those responsible for measuring the effectiveness of training programs shouldn’t completely ignore qualitative methods of judging engagement, but must also introduce data to reinforce the findings of qualitative measurement to ensure accuracy.3. Lack of instructor focus on measuring engagement. Put plainly, the onus should not be solely on instructors here. The introduction of technology and data can be a welcome solution. Teachers can focus on teaching while reliable tech measures the results in the background, helping tell a complete story.Use Results to Improve InstructionTo improve instruction, it’s critical to analyze various metrics like total class time, instructor speaking time, participant speaking time—including the total number of times participants spoke as well as the average speaking time from all participants—and the total number of times participants raised their hands or gave feedback through the platform. Technology solutions can help compile all these metrics into one easy-to-digest dashboard and allow you to view results for an entire session, as well as drill down into individual participant results. Use the insights from your results to inform the changes you make to your training programs, and continue to iterate as more results come in.Technology can also automate time-consuming tasks like attendance recording, time in, time out, and tardiness, which both increases the accuracy of this data and frees instructors up to focus on quality education, improving the learning experience overall.Demonstrating Program EffectivenessIf you’re trying to effect change in your training programs by determining what’s working and not working, having quantifiable results and trends can go a long way in showing stakeholders the impact. Remember to utilize automation in your reporting technology, which can help expand reporting efforts and demonstrate effectiveness at a larger scale. When you’re communicating the value of your reporting to stakeholders, it also helps to have a framework for your metrics that’s backed by research and proven success. The Kirkpatrick Model for evaluating learner engagement lends itself perfectly here. This model distills training evaluation down to four distinct levels: The reaction of learners, including their thoughts on the training experienceThe learners’ increase in knowledge after the training experienceThe learners’ behavioral change and performance after applying the skills learnedThe results the learners’ performance has on the business or organizationMake sure whatever metrics you’re tracking to measure effectiveness follow a similar model to the Kirkpatrick Model. The key is persistent tracking to evaluate success at several points in time, allowing you to present a complete picture with your results.Access to accurate data and smart automation is the backbone of a successful training program. A powerful virtual classroom platform that’s purpose-built for learning and development, like Class, ensures that you can always keep your finger on the pulse of how your programs are performing, allowing you to focus on innovating and providing the best possible education for your learners.

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