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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

Effective teams are characterized by high levels of both psychological safety and interpersonal trust. Recent research supports the need for both factors for teams to prosper and function effectively. This session will summarize the neuroscience behind these factors and provide evidence-based approaches to enhance both psychological safety and interpersonal trust in teams. This session was recorded at the ATD 2019 International Conference & EXPO, May 19 - 22, 2019 in Washington D.C.

The Neuroscience of Psychological Safety and Trust in Effective Teams

What is microlearning? Well, it depends on who you ask.Most people agree microlearning involves learning in short bursts. Some say four minutes or less. Others say up to an hour. Sharon Boller suggests bite-sized content only works for short-term training and reinforcement, but Will Thalheimer believes you can successfully teach course-like material in five-minute chunks.Still others think microlearning isn’t even about short content—that it’s about cramming lots of learning into a short amount of time. And plenty have condemned it as a shiny buzzword, an unserious approach, some kind of flimflam.More than a fuzzy label or iron-clad model, microlearning is a philosophy—one that says thinking small is the best chance we have for overcoming the huge challenges facing both L&D leaders and the greater 21st century workforce. A Better Way to Think About MicrolearningThe broadest and most useful definition of microlearning is "learning, and applying what one has learned, in small, focused steps.” Ideally, each of these microlearning steps is:self-contained, with its own learning objectivea small win on the way to a larger goal (for example, learning to make eye contact is a step toward becoming a competent presenter)as short as possible, but as extensive as necessary.These self-contained steps can take many forms, from short videos explaining a concept, to a quiz helping to recall it, to a short practice task in which you apply it, to an email that reinforces it. Again, this is not a hard and fast prescription. But it’s a way of thinking that focuses on what people really need to do their jobs, and helps build learning around those application points in a way that’s easily personalized.Right now, learners are bogged down with bloated content and one-size-fits-all lectures that provide too much inert information—all at once, and out of context. We must eliminate the cruft that has accumulated around learning, and a micro approach might be the best way to do it.Microlearning Is More Than MomentsIt’s easy to get hung up on the time factor of microlearning, as in: “anything over a few minutes isn’t microlearning.” It’s true, units of microlearning tend to be short—a step along a particular learning path might take the form of a single image. But, more importantly, the micro perspective isn’t just about small content; it’s about taking a small-scale approach to many factors that influence learning.Cognitive load. Learners are routinely overburdened by unfocused, information-heavy content. Microlearning aims to reduce cognitive load, making it easier for learners to process and put to use.Space. Since smaller content takes up less digital space, you can avoid bandwidth problems that come with storing and managing large media files—especially on mobile devices.Scope. Micro content is more focused in scope, making it easier for a learner to tie what they learn directly to specific on-the-job actions.Cost. Short content is cheaper and faster to produce and update, so you can continually test and experiment, even on the tightest budgets.Perspective. Microlearning forces us to consider the small learning moments and opportunities that happen continuously throughout an employee’s day.Like microeconomics, which is concerned less with small transactions than it is with small segments of the entire economy, microlearning is less concerned with small content than it is with small segments of the much broader organizational learning picture.The Big Picture of MicrolearningThe tiny pins in the above image are arranged to form a picture of a face. But they could very easily be rearranged to take the shape of an apple or a hand. Likewise, the tiny pieces of a microlearning program afford flexibility that traditional learning systems do not.Here’s an example of what I mean: We know from research that spacing and repetition are powerful best practices for successful learning. We also know that increasing variation, interleaving assessments, and staggering practice are also tremendously effective ways to help people learn.But these things—repetition, spacing, variation, interleaving—are very hard to do at scale unless the units you’re dealing with are small. (Just imagine trying to repeatedly space a one-hour lecture.) Plus, today’s organizations need to be able to quickly update content, swap media in and out, and cater to increasingly personalized needs. To do this for hundreds or thousands of employees in dozens of constantly changing areas of concern, while being asked to show ROI, is nearly impossible without the kind of nimbleness a microlearning approach provides.Small Step for Learning, Giant Leap For L&DThere’s no easy solution to the many problems we’re facing around 21st century learning and development. Widening skills gaps…sprawling logistical challenges brought on by increasing decentralization…perennially unstable budgets…the list goes on. Microlearning can’t solve these challenges overnight. But by addressing inefficiencies at the small level, we can set ourselves up to tackle problems at the macro level that would be insurmountable otherwise. Whether you’re a fierce advocate of microlearning, a staunch dissenter, or you haven’t yet made up your mind, one thing remains clear: companies need to start thinking small when it comes to organizational learning. And that philosophy of thinking small, more than any other debate around labels, models, or semantics is really what microlearning is all about.Please keep the conversation going and share your thoughts on microlearning in the Comments.

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