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Judy Lowder is a talent development lead at GP Strategies, where she manages a great group of instructional designers. Judy enjoys developing (and learning from) her creative team of IDs.

Judy Lowder 

Today’s e-learning environment is less about conveying information and more about applying relevant, meaningful learning whenever, wherever, and however it is needed.

The Evolution of E-Learning for the Modern Learner

Jody Michael, MCC, BCC, LCSW, is CEO of Jody Michael Associates, a coaching company specializing in executive coaching, career coaching, and leadership development. She is an internationally credentialed Master Certified Coach, Board Certified Coach, trained psychotherapist, and licensed clinical social worker. She is author of the Wall Street Journal bestselling book Leading Lightly: Lower Your Stress, Think with Clarity, and Lead with Ease.Michael brings to her work a rare combination of global SVP leadership and theoretical knowledge, plus extensive field experience. She has built her expertise through 40,000+ hours of individual sessions across more than 25 years of coaching; adjunct education in human behavior, neuroscience, and psychology; and 15 years of experience in corporate leadership with Goldman Sachs, Chicago Research and Trading (CRT)/Nations Bank, and Kidder-Peabody. Based on her applied research, Michael pioneered the use of technology in coaching by creating one of the first mobile apps to accelerate the building of self-awareness, mindfulness, resilience, and emotional intelligence.Michael has coached some of the top-performing leaders and teams In the US across diverse industries and organizations from hypergrowth tech companies to global Fortune 100 organizations. She has a special affinity for partnering with tech, finance, and healthcare.She’s a renowned keynote speaker, author, and thought leader in her field who has been featured in the Wall Street Journal, New York Times, Forbes, Oprah Magazine, Huffington Post, Crain’s Chicago, and more. She also has appeared as an expert on MSNBC, CNN, the Today Show, and NPR.

Jody Michael

July 2022 - The Buzz

Organizations with engaged employees enjoy 23 percent higher profits than those with dissatisfied employees and see significantly lower rates of absenteeism, turnover, and accidents. At the end of the day, workers want to thrive. It’s leadership’s jo

Helping Employees Thrive

Did you know that ATD Research polls learning executives on a quarterly basis about how optimistic they are about the health of learning and releases the results in a free online report? The Learning Executive Confidence Index is released four times a year: in January (for Q4 of the previous year), April (Q1 of the current year), July (Q2 of the current year), and October (Q3 of the current year).The LXCI Is a Valuable Resource for Learning ProfessionalsLearning professionals at all levels turn to the LXCI as a valuable source of information on where organizational learning is headed in the short-term. The report not only provides statistics based on the survey data, but also analyzes various economic trends that affect learning.The Big Number: What Is the LXCI Score?Each quarter, the “Big Number,” or the LXCI Score, is calculated. This number provides a measure of learning executives’ optimism.The LXCI is measured on a 100-point scale, in which a higher index score reflects a more optimistic outlook for the learning function in organizations and a lower index score reflects greater negativity. An index score of more than 50 indicates more positive than negative responses (meaning most learning executives feel that the health of learning will improve over the next six months).The LXCI score is based on learning executives' six-month forecasts for four key indicators: the ability of learning executives to meet organizations’ learning needsthe impact of learning on corporate performancethe perception of the value of learning within organizationsthe availability of resources needed to meet learning needs. To provide some context, since 2008, when ATD first began calculating the LXCI, the lowest LXCI score was 55.1 in Q1 2009 and the highest was 69.9 in Q4 2013. In almost every quarter, the score has been between 60 and 70. Between 2010 and 2014, the average score was between 65 and 66.What Does the Latest LXCI Score Tell Us?The latest LXCI, for Q4 2014, was released in January. Learning executives were generally very positive, and the score continued to show an upward trend—it was 68.2 in Q4 2014, which is more than a point higher than Q3’s score of 66.9 and more than two points higher than Q2’s (65.7).The sunny outlook shown by learning executives reflected the healthy growth of the U.S. economy in the second half of 2014. Of particular importance to learning, the Bureau of Labor Statistics reported that 321,000 new jobs were created in November, a number that exceeded projections and job creation from the previous month. In addition, consumer spending and GDP growth were healthy. As workers adapted to frequent changes in technology and markets, the importance of learning stood out.The Q1 2015 LXCI will be released in April. Although it is difficult to predict what it will read, economists expect strong economic growth in 2015.I’m a Learning Executive—How Can I Make the LXCI Better?If you are a learning executive interested in participating in very brief, online surveys, please email us at research@td.org. Additionally, if you have suggestions or feedback on the LXCI, please email us.Keep Up on the LXCI and Download Past ReportsThe next report will be released in April. It will be available for free at www.td.org/lxci, where past reports are also available for download. You can also follow us on twitter @atdresearch to get the latest updates on new research, including the LXCI.

Spotlight on the LXCI: How Optimistic Are Learning Leaders?

How optimistic are learning executives about the health of the learning function in organizations as we head into 2015?To answer this question, we can turn to ATD’s Learning Executive Confidence Index (LXCI), a report that provides a wealth of information on what learning leaders feel the importance of learning and the amount of investment in the learning function will be six months down the road. Every quarter since 2008, ATD Research has surveyed over 300 learning executives on their level of optimism regarding the state of learning in organizations and published our findings in the LXCI.As the current year draws to a close, we can look at the LXCI for the third quarter (published in October) to see how optimistic learning executives are about the health of learning into early 2015.The good news is that learning executives generally have an optimistic six-month outlook for the learning function, echoing the optimism about the economy as a whole, which has seen increasing business investments and dropping unemployment in the United States in recent months, as well as continued global recovery. The LXCI is measured on a 100-point scale, in which a higher index score reflects a more optimistic outlook for the learning function in organizations and a lower index score reflects greater negativity. For the third quarter of 2014, the LXCI is at 66.9, which is over a point higher than it was in the previous quarter, when it was 65.7, indicating a more positive outlook.  To put the current score into context, it is only three points lower than the highest score recorded since ATD began calculating the LXCI over six years ago, and nearly 12 points above the historic low score.The LXCI score is based on learning executives' six-month forecasts for four key indicators: the ability of learning executives to meet organizations’ learning needsthe impact of learning on corporate performancethe perception of the value of learning within organizationsthe availability of resources needed to meet learning needs. Taking a closer look at these four critical components of learning executives’ outlooks, learning executives have confidence in their ability to foresee and address the needs of learners into 2015, despite the number of new jobs being created, the rapid pace of change, and ever-evolving technology. In fact, they are more positive than they were three months ago about their ability to meet key learning needs.Leaders in the learning field also have an extremely positive view of their ability to influence corporate performance in the next six months and the perceived value of learning in organizations, suggesting that learning objectives are aligned with business performance goals.A dim spot is that the majority of learning executives do not have a positive six-month view for the availability of resources needed to meet learning needs, and learning executives are more pessimistic in this area than they were a quarter ago. One possible explanation is that learning executives feel that, even as new jobs are being created and employees’ responsibilities and the knowledge they are required to have change, organizations aren’t increasing the amount of resources for learning (such as funding, staff, and technology), or they aren’t increasing it enough to meet the growth in demand for learning.The LXCI relies on survey responses submitted by learning executives, and ATD Research is extremely grateful for the continued participation of many individuals. If you are a learning executive interested in participating in the future by completing brief online surveys, please email research@td.org.  ATD publishes the full report online each year in January (for Q4 of the previous year), April (Q1 of the current year), July (Q2 of the current year), and October (Q3 of the current year). The full report is free to everyone.

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