On this T is for Training, we were joined by Rita Bailey, Elaine Biech, and Sardek Love. They joined “usual suspects” Tom Haymes, Jill Hurst-Wahl, Paul Signorelli, Diane Huckabay, and Maurice Coleman. Rita, Elaine, Sardek, and Paul were presenters at the recent Association for Talent Development (ATD) International Conference & EXPO in Salt Lake City. We began with them talking about how the conference sessions were setup, which was very different than normal because of COVID protocols. How did the adapt? How did they engage people? How were they cautious? How did they experiment? Ah…and the power of grace!
You can listen to this episode on TalkShoe and on your favorite podcasting platform.
** The photo above relates to the headset story that was told in this episode. However, what you see in that photo is a silent dance party, where people could tune into different types of music. Do you get the connection to ATD?
4748 days ago, the first T is for Training happened. I had an idea to start a podcast for library trainers, since we were usually the lone wolves in our places of work.
It was a pilot show with three friends, Beth, Bobbi and Jennifer, and we talked about 23 Things and learning while playing (remember that?), Active Shooter Training (unfortunately still needed) and a Trainer Bi*ch Session (also still needed.) With show links on Delicio.us *RIP*
Also, the very cool Trainer’s Alphabet was discussed on FriendFeed (RIP) Here is a link to the two August 2008 posts about the pilot show and the Trainer’s Alphabet. August 2008 T is for Training Posts
Unfortunately, those older shows, along with the first 150 episodes or so, are lost in the ether.
If you happen to have any copies of our older shows, drop us a line!
This show as survived MANY changes.
But we still try to do something useful every two weeks (most of the time.)
The real first show took place on September 12th, 2008. But the show on August 29th is the first place T is for Training happened.
It has been a long and fun thirteen years and counting.
Thank all (five) of you for listening, and I hope you all continue to support us with your kind words and thoughts.
Also JOIN US on a Thursday night. You know you want to…
I had the pleasure of sitting down at the 2019 ATD ICE with Paul Meshanko, who is all about respect and how it is a powerful tool for success in the workplace. Paul spoke at the conference about The Respect Effect: Reaching Beyond Tolerance to Build an Inclusive Workplace which is also the title of his book: The Respect Effect
ATD featured a sneak peek at the new Association for Talent Development Competencies model currently in progress. Any questions or feedback for the study email to: competency_study at td dot org
The session called Shaping the Future of the Profession: The 2019 ATD Competency Study, featured a round table moderated by: Courtney Vital, (cv) Associate Vice President, Education & Credentialing, ATD
Panelists: Elaine Biech, (eb) ebb associates inc;
Jonathan Halls (jh) Trainer Mojo LLC; and William Rothwell, (br) Penn State University
This peek was in the middle of their re imagining the skills needed to be a competent talent development professional. The quotes were captured via a live tweet stream. I tried to identify the panelists as I could while tweeting. This is not verbatim but I did try to get the sense of what each speaker was saying at the moment. This session made my conference since I got to meet Elaine Biech.
Any questions or feedback for the study email to: competency_study at td dot org
CV Lets talk new competencies. ATD is in a unique position to determine the needs of talent development. TD professionals have to predict future changes otherwise we won’t be able to move our orgs into the future. What is a competency study? Scan literature, scan field, occupational survey and talk to practitioners. The model development is continuing and the comps should be released later this year.
First question [to the panel] Why do we look at the forces to form competencies?
EB the comp study will take us from where we are today to where we need to be. The study will put thoughts on paper to codify what we need to be true professionals in field.
BR we start with a trends and future study so that the comps aren’t dated when they are written. Characteristic that underlies a successful performer as a def of comps.
JH Comps help to bring to a concrete place what we can focus on developing in response to changes in profession.
EB our profession is both wide and deep. We cover many areas of organizational development.
CV there were 3000 responses to survey
BR we are becoming trusted advisors. Technology is allowing us to be in a position to do things we need to do.
CV most significant shift is…
JH Our world is shifting. We get to build a new bridge.
EB our role in supporting our leaders and guide them. We need to speak C suite ese. Part of building a new bridge. ATD name change solidified TD role.
BR Technology will have a profound effect on the workforce. Full time workers are going away. Employers want to pay for results not time. 40 % of workforce will work virtually in the future. We expect online workers to produce immediate results.
JH go from deliver learning to helping workers access learning.
EB The bridge building will require everyone to stretch. We will have to help people learn to learn. Must coach employees to find way through training and make them feel good and excited to plan for their future.
BR 70 percent of org change efforts fail. As changes get faster humans have trouble adapting to change. they shut down. We need to be aware of learner stress that comes with too much change too fast.
Why have competencies?
EB if we don’t pay attention to building our own comps, we need to take it and go with it. Otherwise, someone will take our job role away from us. Masters of Learning Engineer from BU? has many things that are learning pro
JH need to have competencies to make sure our roles are valued and known in organizations. What will never change is people needing help to develop their skills.
JH the professionalization of the training must be codified. Someone will do it and it should be us.
BR There will be new labels new names and charge more for the same work.
The Players: Courtney Vital, (cv) Associate Vice President, Education & Credentialing, ATD, Elaine Biech, (eb) ebb associates inc; Jonathan Halls, (jh) The 11th Hour Group; and William Rothwell, (br) Penn State University.
If you have questions or feedback for the study email competency_study at td dot org
Q and A (questions from the floor and answers have no attribution.)
IEEE is working on a learning engineer program …
Is the change part of the comp model small?
Yes it will be woven into all the other parts of competences. Think holistically think integrated change management and integrated change.
Is Career development in the competency model?
Yes it is and it is an important element. We have to look at careers in a broader manner.
What does speak c suite mean?
We use acronyms that confuse. Get in the suite quickly. Diana Booher is a recommended read. We need to fit training into business goals. Tie talent development to business strategy.
BR what ceo’s think of training book. Don’t say comps say blueprint of successful performance. Think like a consultant. Problem, solution, action plan, budget, payback, staffing.
JH Learn what bonus structure is or regulations to be met and show how talent development and learning helps those goals.\
EB Kevin Cope is the other name of the books of how you can talk to C level folks.
What is the role of trusted advisor:
EB the role is three-pronged. 1) Collecting and curating. 2) Coaching and connecting others 3) Consulting and Coordinating organizational projects.
Organizations must be learning organizations. (BTW libraries have been learning organizations for decades. Look to your local library to see how it can be done. )
BR We need to find a way to build blended experiences.
EB Think about the topics and how they are best delivered. Everything can’t be taught face to face. We need to be curators of information right answer at the right time.
JH we are in the business of helping people change.
Change management Creating competencies for leaders is going to crucial Leaders need a core comp for change.
BR training is retention strategy. People STAY if there is training and talent development programs for staff. We need to look at the people who have invisible learning disabilities. There are over 600 different things.
JH We need content creation as a competency. (we have always been content creators)
Excitement about future
JH we are at an exciting time no longer clunky tech
BR How our field can contribute to change everything
EB We can create an exciting future for our organizations. Orville Wright didn’t have a pilot’s license.
I hope that you have enjoyed my twittercap of the 2019 ATD competencies sneak peek.
Ken was gracious enough to spend a little time talking about evaluations, the PLA Method, learning analytics, predictive measurement, what most people get wrong with evaluations and his upcoming book Going from Training to Application Using Predictive Learning Analytics on evaluation backed by analytical data via a predictive model.
The mission of PLA is to provide L&D professionals with a systematic, credible and repeatable process for maximizing the value of learning and development investments by measuring, monitoring and managing the amount of scrap learning associated with those investments.
Contact him either via the Predictive Learning Analytics website or email at ken at phillipsassociates dot com
Side Note: I sometimes have problems remembering people’s names. Faces I know names, not so much. Names can take a while to settle in the database. This interview was so wonderful, I would talk about it and try to remember the name of the interview subject. I merely said “the evaluation guru” and two different people said, oh, you mean Ken Phillips.
The one thing about conferences, is that if you time it just right, you come back from a conference at night then get straight up to work the following day, with little time left for immediate reflection.
Here are some things I learned on Wednesday at the conference.
Trade Show floors always look the same. ATD’s could be ALA’s or vice versa.
Author signings can be fun. Kevin Kruse I am looking at you.
The Talent Development and Learning profession is constantly changing. ATD’s competencies for Talent Management professionals are currently being re imagined by ATD’s membership guided by a group of highly regarded talent development folks. They presented a sneak peek at the direction of the new competencies. I will bullet point my notes (from twitter) from the presentation with a slide or to later this week. Below is a slide capture from the event.
Eric Whitacre’s closing event of the conference was incredible. He talked about how he scaled his project from one voice to thousands, his collaborations to create the virtual choir and his writing process. There was even a live/virtual choir mashup at the end to send us soaring out of Washington. Here is the Virtual Choir Website.
My editing continues on the interviews. They will be up on the T is for Training Blog over the next two weeks.
Christie began with an overview of the conference and the topics that resonated with her, and then Paul chimed in with sessions that piqued his interest. Both spoke about AI (artificial intelligence) which was the focus of several sessions. With technology changing – and an increase of AI – people need to be flexible. Flexibility is a skill that students need to learn at a young age.
Paul noted that librarians and trainers overlap on many levels. We are both invested in helping people acquire new knowledge and skills for the future. There is much happening online that helps people learn, including TED Talks. Christie quoted someone who said that TED Talks are the largest deliverer of learning.
After that, I wandered around the conference and found some great people to talk to about their learning, training, and talent management work. Their cleaned up interviews will be coming soon to this space.
I continue to be inspired by the passion for the work and the depth of knowledge of the good people I interviewed today.
JD Dillon (@JD Dillon) Chief Learning Officer at Axonify and Principal at Learngeek.co talked about micro learning and the undervalued contributions to company success of your front line staff.
Evert Prius (@evertprius) and I talked about AI in the real world and how AI can be leveraged in learning and training development to customize the training experience to the specific needs and skill levels of the learners.
Finally, in the couldn’t interview them today but will try in the future category: