Posts Tagged ‘management’

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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

There were two authors mentioned by Elaine Biech, ; Dianna Booher and Kevin Cope.

Top Trends Identified in ATD's Competency Research

This is a slide capture of the Top Trends Identified in ATD’s Competency Research

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. )

General Statements: 
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.

T is for Training can be found on twitter @tisfortraining and here on the blog tisfortraining.wordpress.com

 

Interview with Ken Phillips at the Association for Talent Development International Conference and Exposition from May 20th, 2019.   The interview can be downloaded HERE.

KenPhillips_headshot

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.

His website, Predictive Learning Analytics (PLA) lays out the methodology:

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.

Here is Ken Phillips.

T is for Training can be found on twitter @tisfortraining and here on the blog tisfortraining.wordpress.com

 

 

Why yes, I do.

This was another inspiring day at the ATD Conference and Exposition here in Washington DC.

The day started with the annual State of the Association briefing this morning with ATD’s @tonybingham @rosevelezsmith and Charles Fred. (covered here)

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. 

They were:

Finally, in the couldn’t interview them today but will try in the future category:

  • Craig C. Clayton @craigbclayton with a good chicken story;
  • Justin Brusino @atdlearntech talked about some ways to collaborate; and
  • Ryan Changcoco @atdmanagement talked about ATD’s upcoming Wayback Training Videos that should be out this summer to advertise the upcoming ATD TechKnowledge Conference in 2020.

Thanks to all the people mentioned and to all of those who provided the energy of their presence today.

If I talked to you and you didn’t make this list I apologize profusely.