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Hugh Booth

The Astd Library Develops

We Are ProgressingWhy

We Are Making ProgressWhy

 I’m gearing up for ATD 2015 next week and am pleased to highlight some of the top human capital happenings in Orlando. First—and most importantly— there is the Human Capital Community Theater: This one-hour TEDx-style session on Tuesday, May 19, from 1:00-2:00 p.m. ET in W300, features future-focused topics in talent development. Hear Randy Emelo discuss mentoring in today’s workplace, Karen Hough unpack innovative development ideas for leaders, and Yvette Montero Salvatico envision a new era of talent management. This brand-new Community Theater format includes audience Q&A at the conclusion of the session. Join your peers to learn from some of our industry’s newest thought leaders.Below are additional recommended education sessions, all within the Human Capital Track, with links to learn more:Set Up a Successful Coaching Program With Internal Coaches, Sunday, May 17, 4:30-5:30 p.m., W104ABDriving Capability for Innovation and Influence in Adaptive Organizations, Monday, May 18, 3:00-4:00 p.m., W314ABSuddenly, Stories Are Serious Business, Tuesday, May 19, 3:00-4:00 p.m., W110AThe Role of Learning in Organizational Change, Tuesday, May 19, 4:30-5:30 p.m., W205ABCMAGIC: 5 Keys to Unlock the Power of Employee Engagement, Wednesday, May 20, 8:15-9:30 a.m., W205ABC.I’m also excited about the launch of two human capital books at the conference: Leaders Don’t Command and Modern Mentoring. Get your copies onsite at the ATD Bookstore. This year two author meet-and-greet group sessions will take place in the bookstore on Monday, May 18, from 10:00-11:00 a.m., and Tuesday, May 19, from 12:15-1:15 p.m. Also, author signings in the bookstore will occur regularly throughout the conference.I’d love to meet you in Orlando! Please stop by the Communities of Practice Booth in ATD Central, located in the EXPO. I’ll be there on Monday from 11:30 a.m.-12:30 p.m., and Wednesday from 10:00-11:00 a.m. I hope to see you there!Cheers,Ann

Human Capital Happenings at ATD 2015

Lisa is an order picker for a large e-commerce company in Phoenix, Arizona. Given all the economic uncertainty, she worries about her job security. She struggles with rising living costs and providing for her two kids while also helping out her brother, who has some health issues.Her worry, stress, and busy life sometimes get her down. But Lisa knows she can always call her career coach for some support and reassurance when things are tough. In fact, everyone Lisa works with can book a call with a coach whenever they want from an app on their phones.This is not a vision for the future; this is possible now. Flexible models of coaching provision now make it possible to extend coaching across your entire workforce.Career Coaching for AllCoaching is no longer limited to a perk for high-potential, white-collar employees; it can be an essential part of your development and well-being offer for everyone. Coaching has long been proven to deliver return on investment (ROI) wherever it’s deployed. However, it’s rarely offered to frontline employees like Lisa. The current uncertainty facing employees like her now makes it increasingly important to provide support, engagement, and motivation. Gallup’s latest Life Evaluation Index shows that more employees (X percent) now classify themselves as “struggling” than during the pandemic (45 percent), and the percentage of those who are thriving is at an all-time low. Investors are now taking an interest in how organizations manage mental health and well-being for their workforce, too. One benchmark of more than 100 global organizations reports that 83 percent of them fall into the bottom two tiers for how they manage mental health at work. Yet the payoff can be significant—research from Deloitte found that investment in supporting employees’ mental health delivers a 370 percent ROI. When you consider that the World Health Organization estimates that, globally, poor mental health costs $1 trillion per year in lost productivity, there is a substantial business benefit to addressing this issue.L&D leaders can partner with colleagues in benefits to make coaching for all a valuable component of their company’s well-being and healthcare programs while also contributing to engagement and retention.A New Model for CoachingWhile offering coaching to employees—including those like Lisa—can bring numerous advantages, it’s essential to deliver it in the right way. Rather than purchasing a limited number of licenses and determining who gets to use coaching and when, it’s better to put that power in employees’ hands.With employee-driven coaching programs, employees themselves not only decide if and when they want coaching, they can also choose from a selection of coaches and select the topics they want to discuss. This ensures that the sessions are a good use of their time, focused on the challenges most important to them, and completely confidential.And since such programs can operate on a pay-per-session basis, you can ensure a targeted, efficient approach that delivers clear ROI. Tailored Coaching, When Employees Need It MostThe reasons to connect with a coach are numerous. In Lisa’s case, it could be stressors outside work that are distracting her focus at work. Or it could be to support her in career advancement, skills development, and productivity. Whatever the case, a mobile app can take care of all the arrangements, so deskless employees can manage their coaching with ease.To learn more about how you could benefit from an employee-driven coaching program—one that ensures even your frontline employees can benefit from access to coaching—request a demo. Or, if you’re at ATD 2025 in Washington, DC, drop by booth 2643 to see it in action.

How Coaching Helps Frontline Employees in Times of Uncertainty

It is readily understood that teams can have more affect in the workplace than a single individual. Similarly, there’s a certain synergy unleashed when participants from the same organization come together for L&D. That’s why teams from companies around the world are attending the Association for Talent Development’s five-day Virtual Conference.For many teams, collective learning experiences such as this are an opportunity to recalibrate, strategize, and discover the latest trends and solutions to further corporate learning objectives. However, as advocates of lifelong learning, talent development professionals are not off the hook and can’t neglect cultivating their own professional growth.ATD’s Virtual Conference has 100 on-demand sessions and 35 live sessions that will equip TD professionals with skills to help others learn. But TD pros can also apply the new knowledge to their own professional journey.Several sessions center on the power of teams in the workplace:“Acoustic Leadership: Developing a Leadership Culture That Resonates”“Bonding Without Borders: Fostering Engagement Within a Global Team”“Building the Learning Enterprise”“Building A Workplace Culture of Connection”“Developing Your Organization’s Digital Inclusion Habits”“Digital You: Real Personal Branding in the Digital Age”“Driving Employee Engagement Through Learning”“Learning in the Pandemic: Shifts, Disruptions, Empathy and Reskilling”“Standout Teams—How to Build Strong Teams Through Strengths”“Microlearning—Short and Sweet: Making Microlearning Work In Your Organization”“The Neuroscience of Creating High Performance Cultures”All conference participants are encouraged to take full advantage of the Virtual Conference platform’s functionality, which enables real-time communication with colleagues regardless of location. Knowing that many attendees have committed to taking in as much information and learning as possible during this virtual learning experience, the networking function makes it easy for teams from the same organization to debrief and strategize while the learning is fresh and top of mind.Explore an ATD Enterprise MembershipATD offers the Enterprise Membership for organizations with five or more talent development professionals. The membership provides a more customized and consultative approach to helping teams accomplish their organization’s learning objectives.Additional resources available to Enterprise-level members include private instruction opportunities and access to senior-level resources, such as the ATD Forum and CTDO Next. Moreover, ATD extends special discounts on books, workshops, and events to Enterprise members throughout the year.Individuals work better together, and they learn better together. ATD wants to partner with teams and connect them with the resources they need to thrive. Visit the ATD Central virtual booth during the Virtual Conference or email enterprisemembership@td.org to learn how ATD’s Enterprise Membership consultants can help your L&D team make a greater organizational impact.Share your ATD Virtual Conference experience on social media. #ATDVirtualConference

Enterprise Solutions: Unleash the Power of Team Learning

Keep up with learning demand by building a robust system for building user-generated content that’s both high quality and easy for our team to support

Getting Ahead of Demand

How can you develop far-sighted leaders throughout your enterprise? How do you find the inner voice of strategic leadership? We’ve been researching these questions, drawing on insights from neuroscience, organizational learning, social psychology, coaching, and the study of values. There are two types of leadership common today at all levels of an enterprise: transactional (making deals, solving problems, pleasing customers and your boss) and strategic (challenging existing ways of thinking, accomplishing things that others consider impossible, galvanizing people around the organization to transcend limits). Each is linked to a different pattern of mental activity and an associated brain circuit—transactional to the low ground of the mind and brain and strategic to the high ground. Both are habit-forming. Both are necessary for the leaders of today and tomorrow. By focusing your attention, you can become more effective at both. A great leader balances the low ground and high ground, moving by choice between expedience (solving problems) and strategy (making a better world). With this practice, you draw on the wise advocate within your mind. This is the inner voice of strategic leadership: seeing yourself as others might see you, with full compassion and care for your success. Calling on the wise advocate changes people; it helps them become more capable leaders, speaking with that voice in the organization around them. This helps them overcome the deceptive messages that travel through an organization’s culture and hold everyone back. With enough people embodying the inner voice of strategic leadership, an organization can take on a wise advocate role in society at large.
Learning to draw on your wise advocate will provide you with three things:
1) the ability to balance the low ground and high ground by moving between expedience (solving problems) and strategy (making a better world)
2) the emotional intelligence to see yourself as others may see you, with full compassion and care for your success
3) the confidence to help overcome deceptive messages traveling through an organization’s culture holding everyone back.
 

DEMO: Developing Your Wise Advocate

Coaches understand that many top performers are committed and dedicated to their work but pay little attention to their careers. Coaching these employees around focusing on and developing their careers, then, not only benefits them but their organizations.
These high performers are also often reluctant to self-promote, which can lead to a lack of recognition for all they accomplish and contribute. Organizations want their best people to rise through the ranks, but it isn’t always easy to identify them if they don’t know how to get noticed.
This webcast will cover stories from High Potentials’ Boot Camp: The Ultimate Playbook for Winning at Work to demonstrate how, by leveraging a few simple career development strategies, coaches can encourage clients to make even more substantial contributions to their enterprises without feeling as if they are playing a political game or have no integrity.
Attendees will learn how to:

Coach those who do great work and never mention it.
Guide those who allow others to minimize their contributions.
Encourage those who feel challenged by specific career-limiting behaviors and attitudes.
Lead those who need to focus on career development and promotion.
Mentor those who don’t understand that developing their careers is part of their job.
Help leaders recognize talent who may be “flying below the radar.”


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