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.
Some notes from the @ATD State of the Association Conference briefing featuring @tonybingham ATD President & CEO, Charles Fred, Current ATD Board Chair and Rose Velez-Smith Board Chair-Elect.
NB: The bullet points below are a collection of the tweets sent from the press briefing this morning. All quotes are from one of the three participants. I apologize for not being able to properly attribute each quote to one of the three speakers, but I thought it was more important to capture the essence of the quick moving conversation. Thank you for understanding.
Different membership levels to reflect greater diversity in learning roles in organizations
you want to hang onto the things that work but keep an eye on the new to move the association forward.
The association focus is aligned with c level concerns about talent recruitment and retention.
CPLP certification is an international certification mindful of the cultural similarities and uniqueness of different markets.
We need to make sure that there is a culture of continual learning (like libraries!) that will help all talent adapt to future changes.
Learning is not something is done to you. How do we get individuals to get proactive about learning and receptive to learning.
Shift of organizations into learning organizations. (Libraries have been doing this for decades MD has learning libraries method of organizational thinking.)
People come to ATD for career development. The Association has to continue to provide resources that support that goal here at the conference.
How do the people that influence the business the most get a seat at the table? How do you draw others to the table?
ATD worked for years to get @Oprah to come to ATD. Demonstrates persistence, generosity, low ego and relatability. And she is one of the most influential people in the world. How do you NOT learn from her.
ATD continues to create new channels of content with a new person at the association and taking a look at the content segmentation structure and see how we can drive more people to more relevant to them content.
ATD is taking a deep dive into the UX and ATD’s current content organization. They have hired someone at the association that will focus on this specific area of member support.
Was the increase in conference attendance this year and last year because of the speakers?… Pres. Obama and Oprah Having them speak at ATD put the stamp of approval to the conference to those who don’t know about ATD
ATD continues to protect organization neutrality even though a few thought that Pres Obama and Oprah were more political choices not leadership choices for speakers.
ATD continues to work on increasing the international representation at the highest levels of the association. Being mindful of the logistics, how to keep the international perspective on the association’s radar.
The book is platform agnostic. The tech and evaluation is important not the container.
The book has a 30 question rubric to help you evaluate your organization and how technology can be used by your organization.
Budget in Learning and Development should include money for R and D of new technology and how it can be leveraged in your organization to promote better employee engagement.
Organizations need build the capability of its workforce.
10 years from now the workplace climate will be as different as our homes are now compared to 10 years ago. Smart devices, connectivity and seamless knowledge access are becoming the norm not the exception in places.
Very approachable and accessible person, so I am assuming that his book is just as approachable and accessible.
Looking forward to a longer interview on T is for Training in the near future.
I have the current pleasure of attending the 2019 ATD International Conference https://atdconference.td.org/ in Washington DC for the next couple of days.
I have some cool new lightweight equipment to record some interviews (which I already have put to good use) and will be sharing some things here as well as on the feed for the show.
Highlights of today include a great presentation from Paul Signorelli, Koko Nakahara, Evert Prius and Amit Nagpal gave a presentation on Implementing Machine Learning and AI in Learning—Global Cases and Best Practices.
AI and Machine Learning is taking us from the construction industry in Japan, to India, to KLM Cargo in the Netherlands to URI in the United States. A truly global presentation.
Fail to Learn. You have to fail to learn. AI is not to replace but enhance the learning experience for the learners. #ATD2019 AI does some stuff WITH us not as US.
Fact: 46% of job descriptions are obsolete. HR should move from workforce planning to WORK Planning. Need to create or be sure what work is coming in near future.
AI will impact ALL types of industries and learning. Even in places where the trainer never thought MY job could be in jeopardy. Change is coming.
Millennials, Goldfish & Other Training Misconceptions. (2018). Alexandria: ATD Press
The training myths, misconceptions, and superstitions to which we subscribe are hurting us, the organizations we serve, and those served by our learners, Clark Quinn maintains throughout his wonderfully engaging new book, Millennials, Goldfish & Other Training Misconceptions.
Quinn’s respect for and commitment to evidence-based research, his puckish sense of humor, and his obvious commitment to setting and fostering the highest possible standards of professionalism in learning and development are on clear display throughout the book–as they were during his T is for Training conversation in Episode #230.
Revolutionize Learning & Development. (2014). San Francisco: John Wiley & Sons and ASTD Press
Clark Quinn is certainly not the first to say he is mad as hell and to urge us to not take it anymore. But in this well-researched, highly- and finely-nuanced book, he does far more than recycle old rants. He builds upon research-based evidence to show where we continue to go wrong in talent development and, more importantly, offers suggestions for changing our course(s) to the benefit of those we serve. The real winners here are the learners we will better support by adapting Quinn’s first-rate recommendations to fit our learners’ and organizations’ needs.
–This brief review, originally written as a “shelf talker” posted in the conference bookstore at the ATD 2016 International Conference & Exposition in Denver (May 2016), is re-posted here with the permission of our ATD colleagues. A longer set of reflections is available on the “Building Creative Bridges” blog.
The Six Disciplines of Breakthrough Learning: How to Turn Training and Development into Business Results (3rd edition). (2015). Hoboken: John Wiley & Sons and ATD Press
Roy V.H. Pollock, Andrew McK. Jefferson, and Calhoun Wick
When you sit down to read The Six Disciplines, you’ll want to have a highlighter nearby: every page of this book bursts with wonderful guidance and stories that remind us talent development [aka training-teaching-learning-doing], at its best, is a results-driven endeavor. Having been tremendously influenced by the first edition when the Six Disciplines phenomenon was initially gaining steam, I found myself falling in love with the book all over again in its latest iteration; it’s like meeting an old friend who had a first-rate makeover none of us realized was necessary. Glad the authors continue to build on their earlier successes.
–This brief review, originally written as a “shelf talker” posted in the conference bookstore at the ATD 2016 International Conference & Exposition in Denver (May 2016), is re-posted here with the permission of our ATD colleagues.