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Mary Cropp is the director of training and development at the Bluetooth Special Interest Group, a global organization that enables the development of the technology that keeps us all unthinkably connected. At Bluetooth, she focuses on strategy, organization development, and instructional design to delight and enable people to do their jobs better or more efficiently. Her portfolio of learners includes the Kirkland, Washington–based staff and the 36,000 member companies located around the world. Prior to her tenure at Bluetooth, Cropp has been on staff with nongovernmental organizations working to build capacity in the world, and with local nonprofits partnering with immigrant and underserved populations.

Mary Cropp

September 2020 - TD Magazine

Instructional designers must be mindful of the observable and indiscernible cultural factors that influence how learners may react to training.

What Lies Beneath

January 2019 - TD Magazine

How to Not Get Hired

February 2022 - TD Magazine

A variety of new learner behaviors have cropped up with virtual training. Here are strategies to keep them in check.

Difficult Virtual Learner Conduct Begone

May 2017 - TD Magazine

Learning to Share

What is Demo Day?

This free, half-day event offers you the opportunity to see live demos from five leading learning tech solutions. Each 30-minute demo allows you to see the solution in action, ask questions, and request additional information. Selecting new technologies for your organization is a tough decision and a big investment. Let ATD Demo Day help you learn about the benefits of a variety of options at once.

Who is it for?
Anyone who is currently searching for innovative solutions, interested in transforming their L&D workflow with generative AI, or scaling and automating enterprise training programs.

Demo Day Agenda: (All times below are Eastern Standard Time)

11:55-12:00 pm  ATD Introduction & Welcome:
12:00-12:30 pm  Use Generative AI to Multiply Talent Management’s Impact (Strategy AI)
12:45-1:15 pm    How Siemens Healthineers Automates Instructor-Led Training (Administrate)
1:30-2:00 pm      Content Chaos Cripples AI: Level Up Your Content IQ Now (Xyleme)
2:15-2:45 pm      “Boost!” Sales with Comprehensive Online Learning (Porter Henry)

Session Descriptions:
 
 
12:00-12:30 pm
Use Generative AI to Multiply Talent Management’s Impact
Strategy AI is an industry-leading artificial intelligence platform that empowers talent management teams with private, secure, and powerful AI tools to deliver personalized training to employees within their daily workflow. Discover how to leverage AI to dramatically enhance the value delivered by your team.
Join this session to:

Learn how to use generative AI to deliver a superior learning experience.
Explore how AI can transform the L&D process, freeing up 75% of your time.
Understand how you can deliver AI in the normal flow of work: via Workday, SharePoint, etc.


Speaker: Andrew Leong-Fern, Founder and CEO, Strategy AI
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12:45-1:15 pm
How Siemens Healthineers Automates Instructor-Led Training
Instructor-led training is far more difficult to manage than elearning. You have to manage special equipment, facilities, instructors, staff, and more. Siemens Healthineers uses Administrate to automate instructor-led training across their global training network. In this demo, John Peebles, Administrate CEO shows you exactly how this works and demos powerful automations.
During this session you will:

Understand how Siemens Healthineers automated training management.
Learn the real ROI for automating training management.
Discover why an LMS can’t deliver this sort of automation.


Speaker: John Peebles, CEO, Admininstrate
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1:30-2:00 pm
Content Chaos Cripples AI: Level Up Your Content IQ Now
Is your content ready for AI? AI’s potential to boost efficiency and productivity is portrayed as a silver bullet for content teams. What is getting lost in all the hype is the realization that to fully harness the power of AI, organizations must wrangle their content chaos. Leaving content unstructured and inconsistent only causes further chaos that cripples AI systems. Mitigate the risk of AI hallucination—AI is only as smart as your content!
Join this session to:

Learn how content components can enable AI to curate targeted content for your audiences at the right time and place.
Evaluate ways to retain full governance, versioning, and tracking capabilities to make your content AI-ready.
Uncover AI processes of generation, retrieval, analysis, and assistance centered around learning content.

Speakers: Chris Kocher, Senior Solutions Architect, Xyleme and Kathy Bernardino, Enterprise Account Executive, Xyleme
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2:15-2:45 p.m.
“Boost!” Sales with Comprehensive Online Learning
Everyone is exploring options for online blended learning these days. How do you make this purchase decision confidently and mitigate the risks of online training? This session will explore and pros and cons of blended learning and preview SalesAbility “Boost!”, a new sales training program for sales newbies and veterans alike. “Boost!” is based on years of validated customer research with over 70 top global sales organizations and, unlike many other programs, is easy and straightforward to administer.
Join this session to:

Discover why simpler yet comprehensive online sales training is the best option.
Explore why selling your solution’s “total value” outweighs traditional product benefits training.
Identify how and why cost-effective “Boost!” training is supported by Sales and Coaching Playbooks.


Speaker: Will Voelkel, Senior Sales Consultant, Porter Henry & Company, Inc.
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ATD DEMO DAY: Emerging Technologies in L&D

Social learning is a fundamental shift in how people work leveraging how we have always worked, now with new, more humanizing tools, accelerating individual and collective reach, giving us the resources to create the organization, and the world, we want to live in.While your effort to implement social learning should not be ALL about the tools, it’s still important to consider the tools that you will use. Too often we try to jump in with a tool first. Resist that temptation. But when it is time to choose a tool, it is a very important decision—one not to be taken lightly.Although social is not about the tool, the tool is a heavy component and careful scrutiny of its capabilities and workings should not be discounted. For example, some of the features most often overlooked by a novice when choosing a tool are the number of clicks it takes to get information, the flow in which that happens, and the ways users are notified of new or changed content.Many attributes have a hidden importance and, until you understand the social element, you very well may not uncover those needed features. So what to do?Make sure the person who evaluates potential tools has experience in this. There are enough people out there, finding someone should not be a prob­lem anymore. Listen to them and weigh their advice. And then know this: No tool or set of tools will give you everything you need and want.Companies are constantly looking to cut corners. When we choose cheap approaches to social tools, we might look for the cheapest, or even free, soft­ware. Maybe we don’t put the technical resources behind it to make sure it runs well, or we fail to hire someone who knows how to help a company adopt it, hoping the “build it and they will come” strategy might work. If you decide to jump into social learning, do it right. Hire good people. Buy the right soft­ware. Put it on the right hardware. Give the team the time and resources they require. You don’t have to be extravagant, but put in the commitment that will lead to success.There is a tendency to go with the cheaper solution. Yet often that solution does not have what is needed. Although being social is not about the technology, the wrong technology will cripple any initiative.There are gives and takes, many of which won’t be discovered until you have purchased and implemented the tool in production. Just go with it and enjoy the journey! The tool should make your job easier. No tool is perfect, and you will never get 100 percent of what you think you need. At the same time, don’t settle for just getting by. Make sure the tool works for you—not you for the tool.Here are some questions to consider:Will the tool we have chosen be able to give us 90 percent of what we need?As we look to contain costs, are we sacrificing needed functionality for cost savings?After this is launched, are we giving enough resources to build this initiative or only maintain?In what ways might we be trying to cut corners and can we justify those? Editor’s Note: This post is excerpted from The New Social Learning, 2nd Edition (ATD Press, 2015). In this newly revised and updated edition of The New Social Learning, Tony Bingham and Marcia Conner dispel organizational myths and fears about social media. By sharing the success stories of socially engaged companies and people, the much-anticipated second edition persuasively makes the case for using social media to encourage knowledge transfer and real-time learning in a connected and engaging way.

Don't Choose Just Any Social Learning Tool

As the demand for new skills rises, organizations are increasingly focused on upskilling their workforce while also trying to attract new talent. However, finding qualified candidates remains challenging. To fill critical roles, companies must adopt more advanced recruiting methods, practices, and technologies.Leading organizations are using AI and automated recruiting solutions to adopt a skills-based hiring approach, gaining a competitive edge. The challenge lies in balancing advanced technology with a human-centered approach to meet the needs of both individuals and the organization.Recruiting Tech Trifecta: AI, Automation, and Generative AIWhile generative AI is the latest breakthrough in recruiting technology, AI and automation have been enhancing talent acquisition for years. Early adopters realized the power of advanced sourcing technology to intelligently position jobs where the most qualified candidates are likely to see them. Instead of simply posting a job and waiting for applicants, companies now proactively engage both active and passive candidates through intelligent search and personalized outreach, utilizing data from their digital footprints.According to the 2024 Talent Trends Report by the Society for Human Resource Management (SHRM), “screening, interviewing, and assessing candidates using AI functionality gives recruiters the ability to sort and prioritize candidates more efficiently than humans have time for and may help to minimize biases in the selection process.” Deltaclass Technology Solutions states that AI allows recruiters and managers to use a more data-driven, objective approach for their screening and selection decisions.The explosion of generative AI is providing even more AI benefits for recruiters, HR, and hiring managers. Generative AI is being used to create job postings, employment brand assets, interview guides, and communication assets such as job offer letters. It is also taking virtual assistants and chat bots to the next level to simplify communications with and improve accessibility to information for candidates throughout their hiring experience.Skills Are the Data Fueling AI AlgorithmsThese advanced AI tools go beyond creating efficiencies; they also provide the intelligent functionality to identify candidates’ skills and capabilities with greater accuracy. The focus on skills proficiency and skills-based hiring is essential during this time where we continue to have a mismatch of people to jobs in the labor market.High-profile companies, such as Delta Airlines, have adopted “skills-first” hiring practices and eliminated college degree requirements for many of their jobs. Delta stated that skills-first recruiting—externally and internally—allows them to consider a broader pool of candidates, while also minimizing or eliminating biases for those who may not have a degree but have the practical experience and/or demonstrated proficiency in the skill that qualifies them for that job.According to the Conference Board, skills-based hiring is not just about dropping education degree requirements or acceptance of alternative credentials. Taking a skills-based approach means thinking differently about the work itself and what critical skills are required for that work. Of those skills, which ones can be developed in a short period of time, and which ones should you hire for?Companies are increasingly open to hiring candidates with transferable skills. AI and skills data help recruiters identify potential in candidates who can be upskilled post-hire. One high-profile example occurred during the COVID-19 lockdown when Swedish flight attendants were retrained to assist in hospitals by leveraging and re-purposing their skills related to safety, customer care, and handling stressful situations.Keep People at the Center of Your Recruiting AI-driven recruiting tools are meant to enhance and expand recruiters’ own skills, not replace them. Successful recruiting and hiring relies on the ability to build relationships, communicate clearly and effectively, navigate complex interpersonal situations, solve unique problems, and demonstrate ingenuity and persistence in finding the right person for the right role.While adopting AI solutions and incorporating them into your hiring process has many benefits, it’s equally important to be aware of potential risks and challenges such as data privacy concerns, data biases, and inaccuracies in results. Having frequent open dialogue about ethical implications is important to uncover and address concerns.Success in hiring hinges on recognizing that people are at the core of every decision. By balancing AI with a human-centered approach, you can attract top talent, make equitable decisions, and build a workforce aligned for long-term success.

Transforming Talent Acquisition With AI

Workplace intrusions—when one co-worker stops by another’s desk for social or work reasons, interrupting their task—are often seen as distracting, momentum-killing, and taking time away from work. But if done correctly, some intrusions are beneficial and even energizing.“We read in the news and books about how bad workplace intrusions are, with co-workers portrayed as ‘time thieves’,” says Mike Baer, an associate professor of management and entrepreneurship at the W. P. Carey School of Business at Arizona State University. “But as authors and researchers, we started to look at our experience. We could think of many situations in which intrusions led to interesting research projects and energized us throughout the rest of the day. So, we questioned whether it was true that intrusions are always bad.”Baer co-authored a research paper, “To What Do I Owe This Visit? The Drawbacks and Benefits of In-Role and Non-Role Intrusions,” with ASU Professor of Management and Entrepreneurship David Welsh, to investigate the dynamics of various types of workplace intrusions. Their results suggest that intrusions may lead to beneficial employee outcomes in addition to the adverse outcomes previously demonstrated in the literature. Specifically, what Baer and Welsh call “in-role” intrusions—when a co-worker comes by to ask about a project or to hand off a task—reengage employees and sometimes lead to enhanced collaboration, while non-role intrusions, like asking about weekend plans, require greater mental energy to switch between and are more important to limit.As organizations navigate the transition to hybrid or fully remote work environments, understanding how in-role intrusions can positively influence engagement and productivity is more important than ever. Here are some tips for mindfully leveraging workplace intrusions:Be aware that trying to avoid all intrusions may cause you to miss out on meaningful benefits. The pandemic has given rise to remote work and situations that are designed to reduce intrusions in many ways, but Baer cautions organizations against policies that cause employees to miss out on the benefits that come from in-person interactions like collaboration and increased engagement.Think of work-related intrusions as challenges that motivate you to work harder rather than as an unnecessary distraction. Challenge stressors—things like time pressure or workload—require people to expand their capabilities to overcome challenges. In-role intrusions can act as challenge stressors and motivate employees to push harder and be more engaged in their work throughout the day.Harness the opportunity that intrusions provide to share information and bounce ideas off your co-workers. The benefits of engagement, collaboration, and helping behaviors are often hidden. Baer’s research found that stopping by a coworker’s desk with an in-role intrusion can become an opportunity for positive collaboration between employees.If you’re a leader, consider implementing work arrangements that facilitate the work-related intrusions that can energize employees and foster collaboration. Seating employees near one another or implementing hybrid work schedules to encourage employees to work in the same spaces can encourage impromptu encounters and feedback that act as challenges to reenergize and focus employees while providing opportunities for natural collaboration.If you’re intruding on others, save your non-work topics for breaks rather than dropping by your co-workers’ desks unannounced. “I would counsel employees to be aware of when and for what reason they are intruding on their co-workers throughout the day,” says Baer. While discussing things like family or extracurricular activities helps build and maintain relationships, they typically have a negative effect on employees’ immediate job performance and should instead be held during a break. 

5 Tips for Reframing Workplace Interruptions

Today’s economy is … challenging. On top of that, some organizations are still adapting to the changes caused by the COVID-19 pandemic, like distributed teams, remote meetings, and hybrid offices. The need for strong leaders is more significant than ever in light of those obstacles.Strong leadership skills are essential for managers to build and lead engaged, innovative teams prepared to handle today’s challenges. And the key to being a strong leader might be different from what you think. In an ELB Learning webinar, Kristie DeLoreto, SVP, Client Solutions, and Laura Doerr, VP, Operations at ELB Learning, demonstrated why empathy matters in leadership.Empathy in leadership is the ability to relate to and connect with people to inspire and empower their lives. However, it’s important for leaders to understand the difference between empathy and sympathy. “It’s a very gray line,” said DeLoreto. “I think you either kind of understand it, or you need to practice to get better at being more empathetic or knowing the difference between those two.”Lack of Empathy vs. EmpathyYou may have worked in environments where the first second somebody has performance problems at work, the automatic response is to say, “You’re out.”That is an example of a lack of empathy. Unfortunately, this can be fairly standard in our business world. Someone walks into your office and says, “Your numbers have been down for the third quarter in a row. You have to pick up your numbers. Otherwise, I can’t guarantee what the future will look like.”How inspired is that person going to be at work the next day? On the flip side, here’s the empathetic approach.Someone walks into your office and says, “Your numbers are down for the third quarter in a row. Are you okay? I’m worried about you. What’s going on?”We all have performance issues. Maybe someone’s kid is sick. Maybe they’re having problems in their marriage. We don’t know what’s going on in their lives, which will affect their performance at work. Empathy means being concerned about the human being, not just their output. Most people don’t want to be bad performers; they want to do a good job. Leaders must remember this.Exercising empathy can help leaders build teams, hire employees, and work with clients.Building teams. According to a 2022 Gallup report, employee engagement has dropped over the last several years to 32 percent, and 17 percent of employees are actively disengaged. Recognizing and respecting your employees’ emotions—even the negative ones—is a powerful way to connect with them. Empathy lays the groundwork for mature leadership and connecting with your workers as people.Hiring employees. Empathy is also important in the hiring process. It gives insight into another person’s motivations and helps you judge whether a candidate is right for a position. “If you look at your candidate with empathy, you can see the person and the human they are. And if they’re going to bring that to the table and bring those right skills and the right fit culturally, and all those other pieces just by thinking about that,” said DeLoreto. Working with clients. By employing empathy in your conversations with clients or subject matter experts, you can better understand their pain points and get on the same page. Having an open, thoughtful, empathetic conversation—especially with difficult clients—where you align and get on the same page will improve your relationship. In addition, empathy allows you to understand how another person is likely to behave, which can be powerful in negotiations.Why Leadership Training Can HelpDuring the webinar, DeLoreto polled the audience, asking who had worked for a leader who lacked empathy at any point in their career. The response was a resounding 95 percent “YES.”Effective leadership training needs to include soft skills training such as empathy. While there will always be a demand for training on hard skills, at ELB Learning, we’re seeing more and more clients come to us for manager and leadership development.

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