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John Beck

Moving beyond team myths

Elad Levinson contends that using the term “soft skills” perpetuates the assumption, bias, and habit of thinking that soft equals expendable. Instead, let’s communicate with words like “human skills” that connote valuable and intrinsic abilities.

Stop Calling It Soft Skills!

Using Our Influence to Lead

John Zorbini has spent his career helping organizations understand the strategic link between effectively managed human capital and successful business results. John’s unique background and experiences as a senior executive, professional speaker, and certified leadership coach, combined with his collaborative and results-focused approach, makes him ideal to consult, coach and facilitate all levels of leadership. For Stewart Leadership, John specializes in working with clients in such areas as succession planning, full-cycle strategy planning (business & talent review, succession review, leadership development review), human resources consulting, and executive leadership coaching.For 30 years, John held various leadership roles for three of Wisconsin’s largest employers, spending 25 of those years in the chief human resources officer position. Having an intimate understanding of the complexities and daily challenges of boards, executives, and other leaders, has enhanced his ability to quickly relate to and assist those with whom he works.As a professional speaker, John has delivered hundreds of workshops and presentations and continues to be a much-in-demand facilitator and speaker. Additionally, John has over 20 years of university-level teaching experience (undergraduate and MBA) as an assistant and adjunct professor at Marquette, Concordia, Cardinal Stritch, and Mount Mary Universities.John received his bachelor’s degree from West Liberty University in West Virginia and his master’s degree from Marquette University in Milwaukee. He completed his fellowship for executives at the Advisory Board in Washington, D.C.He has served as a board president or board member for governmental agencies, civic groups, and not-for-profit organizations, including former Wisconsin Governor Scott Walker’s Council for College & Workforce Readiness (where he represented all businesses in Wisconsin); current Governor Tony Evers’ Career Development Committee; the Wisconsin Hospital Association’s Workforce Development Council; the Mount Mary University Board of Trustees; and others. He currently serves as Chairman of the Washington County Ethics Board.John has always been an active member of his community. He has been the recipient of his community’s Citizen of the Year Award, and two school district’s Friend of Education Award. He and his wife, Pam, reside in Erin, Wisconsin.

John Zorbini

Julie O'Mara specializes in diversity and inclusion using an OD approach. She is a thought leader who has steered many to advance D&I throughout the world. With Alan Richter and 80 expert panelists, she is the co-author of the open-source Global Diversity and Inclusion Benchmarks: Standards for Organizations Around the World sponsored by the nonprofit The Diversity Collegium. She serves on the board of Berrett-Koehler, a mission-driven, B-Corp certified publishing company that focuses on "creating a world that works for all" and is an active member of the SHRM D&I Standards Task Force. She co-authored Managing Workforce 2000, one of the first bestselling books of the emerging D&I field. She has written numerous chapters and articles on D&I and training and development topics. A skilled facilitator and program designer, Julie served as a past president of ASTD; is an ATD Award reviewer; and has taught T&D courses at UC Berkeley Extension, John F. Kennedy University, Golden Gate University, and others.

Julie O-Mara

In ATD’s Handbook for Training and Talent Development, 3rd ed., Lorrie Lykins ends Chapter 1, “The Evolution of Talent Development,” by calling out that employers recognize how important training is to their business growth and to strengthening company culture. She notes that talent development professionals are essential. She writes, “New history is created constantly by this profession, and the easiest prediction to be made for the future is that it will continue to change and evolve in areas we can’t imagine. You are more capable than most of not only imagining that future, but also bravely leading into it, inspiring others to accomplish what may have seemed unachievable not that long ago.”As talent development professionals from around the world come together this week for ATD22, they are making history. They will learn about the latest trends in the industry and business, network, acquire new skills, and explore real solutions and techniques for their top organizational and team challenges. Together, they will generate new ideas.Apryl Alexander-Savino, senior director of ATD Conferences, highlights, “This year’s conference focus is ‘people. perspective. potential.’ So much has changed and is continuing to change in the way we work and learn. In developing the programming for ATD22, we wanted to be a catalyst for the entire talent development community to connect with each other, grow and develop, so they can return to work with fresh ideas and practical insights to make an even greater impact in their organizations and with their clients.”Those are reasons industry professionals have been gathering together at ATD’s International Conference and EXPO for decades. In 1945 when ATD was the American Society of Training Directors, 56 people attended the first annual conference in Chicago, Illinois. Now thousands of attendees are gathering in person and virtually for ATD22. In the ATD blog post “Welcome Back to the Future,” John Coné, catalyst for ATD’s CTDO Next group, writes, “This is an amazing time for our profession. From now on, the future will be much closer and approaching even faster than before. But this is great. This is home.”Home, sweet homeBetween 1945 and 2022, ATD has experienced many milestones with the International Conference and EXPO. For example, in 1980, 259 exhibitors joined the national conference in Anaheim, California. That was also the year ATD (as ASTD) relocated its headquarters to Washington, DC. In 1994, ATD renamed the conference as the International Conference and EXPO. In 2004, ATD welcomed attendees from 79 different countries.More recently, more than 9,000 talent development professionals met in Denver, Colorado, in 2012—a new attendee record at the time. The 2019 conference achieved the highest attendance at 13,500. And while the past two years have brought disruption and uncertainty, ATD21 brought a hybrid model to enable talent development professionals to gather and learn and grow in spite of the ongoing pandemic.Alexander-Savino noted, “It’s been amazing to look back and see and hear what we’ve done together in the talent industry. It’s even more amazing to look ahead—immediately to ATD22 and beyond to imagine the potential in how we continue to create a world that works better.” This week will be filled with ample opportunities for you to learn, engage, connect, and make history.

ATD22: Another One for the History Books

We can define the future of work and make it happen. We can create an entirely new development ecosystem and nurture it. We can imagine new leadership models, new ways to collaborate, and new definitions of team.

Welcome Back to the Future

The last two years have wrought incredible changes on the world of work. Companies have changed their business models, jobs have been reimagined, systems and processes have been re-engineered or replaced, and employee expectations have shifted dramatically. From leaving the office and the changes it required to how the workforce connects and communicates, we discovered that we can no longer take for granted what we experienced as the natural, almost accidental benefits of being physically together to work. Now, we must be more thoughtful and deliberate about everything we do. Intentionality is critical for managers and leaders to be effective. And from the TD function comes the responsibility of preparing them to be great at it.
During this webinar, you will:

Understand why intentionality is critical in a world of work that has changed and for employee expectations that are shifting.
Learn what intentional leadership includes, such as transparency, empathy, compassion, belonging, and psychological safety, and how to foster such capabilities within teams and the organization.
Hear from a panel of leading talent development executives about how they are preparing leaders to be intentional.
 


Becoming More Intentional: How to Prepare Your People for a New Kind of Leadership

We are still in turbulent times. And although no one will say they have mastered talent development in a pandemic, those on the leading edge of TD have moved beyond dealing with the immediate crisis and are looking forward. Join four talent development executives to discuss what comes next for the profession.
During this webcast, you will learn:

How the talent development function has been disrupted during the past year and the implications of such disruption
What necessary organizational changes and new talent capabilities you must prioritize in the coming months
Next steps to take to prepare your team and organization for a new future of work and learning
 


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