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Tom Roth is chief operating officer of Wilson Learning Worldwide.

Tom Roth

October 2017 - TD Magazine

Although leaders cannot make people be committed and fulfilled, they certainly can create the conditions that facilitate engagement and high performance.

What the Best Leaders Do to Stimulate Growth and Performance

March 2024 - TD Magazine

Recent research indicates that there’s a disparity between the effective methods to develop leaders and the approaches employers use.

The Leadership Development Mismatch

During its 2015 International Conference & Exposition held in Orlando, Florida, the Association for Talent Development (ATD), formerly ASTD, and the ATD Certification Institute (ATD CI), recognized several individuals who hold the Certified Professional in Learning and Performance (CPLP®) credential for their support and advocacy of the CPLP program. The event was held at the Hard Rock Cafe Orlando on May 18.In comments at the ceremony, ATD President and CEO Tony Bingham said, “The work you are doing is not only important to your organizations – it is critical to our profession. Thank you for striving harder, for trying new things, and for understanding how important talent development is. I commend you on the work you do every day.”Patti Phillips was honored as the 2015 CPLP Fellow, as distinction that recognizes her contributions to the professionalization of the talent development field. Nine individuals received the CPLP Contributor2 honor. The recognition goes to CPLP credential holders whose outstanding volunteer efforts support and promote the CPLP program.CPLP Contributor2 honorees are:    John Arata    Michelle Burke    Tom Coffey    Deborah Covin Wilson    Tami Krebs    Ken Phillips    Lori Ann Roth    Jeff Toister    Jennifer Tomarchio For more information on the CPLP Awards Program or to learn more about the 2015 winners visit: https://www.td.org/Certification/CPLP-Recognition-Awards.

ATD Certification Institute Announces CPLP Fellow and Key Contributors at ATD 2015

(From Puget Sound Business Journal) -- Washington’s Best Workplaces 2012 finalist companies’ executives all said that creating a great workplace culture comes down to having a great team. But what do they look for when hiring to build that great team? Here's what those who answered our survey said:Derek Atkinson, Credit and Operation Manager, Accents & Interiors: Positive attitude, a track record of holding down a job for an extended period, the personality to work with rest of the A&I team; and a proven strong work ethic. Kabir Shahani, CEO, Appature: Energy, experience, and commitment. Mark Kettering, CEO, Brightlight Consulting: Honesty, integrity, hard working, knows how to make work a fun place to be, and wants to be a team player. Raazi Imam, CEO, Caiman Consulting: Intelligence (both academic and experience based), a commitment to their peers and the company, high emotional intelligence, calm and collect under pressure. Tom Varga, Managing Partner, CFO Selections: Smart, experienced, high integrity, articulate, practical, personable, and able to handle both surprise and conflict. Melissa Acton-Buzard, Co-founder, Chameleon Technologies Inc.: We look for people who will deliver hands-on, personal, and high quality service to both our clients and our staff. A strong work ethic is very important, as is a personality that will thrive in our culture. Mike Fridgen, CEO, Decide.com: The top qualities I look for are 1) optimistic about our mission, 2) self-motivated with an internal drive to improve. 3) passion and excitement for building great products, 4) has a strong point of view, 5) collaborative, 7) open minded. Jesse Rothstein, CEO and Co-Founder, ExtraHop Networks Inc.: We hire people first and foremost on the basis of the “startup DNA” that we recognize in them—these people must want to make a big impact. That’s why we started ExtraHop in 2007, because we recognized an opportunity to turn the application performance management market on its head. So, we’re looking for A-players, but also a couple other things that we believe set our company apart from a cultural standpoint. People need to demonstrate a passion for customer success, which is admittedly hard to discern in an interview, but we try our best. We’re looking for those people who recognize that our success as a company, and their success as an employee, is tied up with helping our customers meet and exceed their aspirations in purchasing an ExtraHop solution. So far, we’ve done this well, as our customers to date attest to. And then, thirdly, we’re looking for people with a sense of humor. In fact, we put that as a requirement on every job posting. One candidate responded that they met all our requirements, but didn’t have a sense of humor. That was amusing. If anyone is reading this and believes they fit these criteria, they should definitely visit the Jobs page on our website! Jeff Hall, President, iClick Inc.: Self–motivated, a high belief in caring for customers, a team player who works well with others, an enjoyable person, someone who has been successful in other areas of their life, a good thinker, and a good communicator.

Best Hiring Practices

October 2012 - TD Magazine

An interview with Tom Rath, Global Practice Leader, Gallup

An Interview with Tom Rath

Tom Rath

March 2020  - TD Magazine

A review of Life's Great Question: Discover How You Contribute to the World by Tom Rath

Give Back to the World Around You

Companies that harness the collective strengths and passions of their employees gain significant HR, operational, and strategic advantages.

Getting the Best Out of Cacao Beans—and Human Beings

It’s the collective combination of diverse and maximized strengths and passions that creates value for exceptional organizations—and fine chocolate bars.

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