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Training Today is a publication of The Association for Talent Development, Chicagoland Chapter
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Could Trust Be the Secret Ingredient?

Could Trust Be the Secret Ingredient? | ATDChi's Training Today | Scoop.it

  By Jackie Zahn

 

As a Senior Instructional Designer and admitted tool-junkie, I’m often asked to comment on new industry software and tools.  Every year a new group of ID graduates will ask me the same question, “If I learn this tool, will I get steady work as a consultant?”  My response is that it’s much more complicated and involves taking the time to learn about the client’s needs, what they are/aren’t communicating, deciphering what client really need versus what they think they need and finding a way to keep the training material relevant and useful to the learners. And this is the stuff you learn only through experience, right?  Bad news for the newbies. (Read on, there’s good news coming up.)

 

Recently I developed a course centered on the book The Trusted Advisor. It’s not new and most salespeople have probably heard of it.   I approached the book as I do most business books -- flipping back and forth, running Google searches on key points, and then I ran into this phrase:

 

"The right to solve problems is earned by informed listening, which in turn is driven by curiosity."

 

My interest was piqued -- I’m curious and I like to solve problems!  So I kept reading and learned about the 4 key components of building trust: credibility, reliability, intimacy, and self-orientation.  Winning trust requires that you do well in all four components.   

 

How important is trust for an Instructional Designer?  This book was written for salespeople.  Well, once I discovered the self-assessment quiz with the following three questions, I quickly realized the parallels to instructional development consulting:

 

  1. Do people tell you they’re at ease with you? (They have a good sense of who you are, they feel they know you, they know what to expect when they see you and deal with you.)
  2. Do people see you as a logical and clear communicator? (What you say makes sense and people compliment you on it.)
  3. You don’t focus on blaming others when things go wrong. Is this true? You focus on the learnings, and move on easily from disappointment, without attachment to the past?

 

I scored above average with a 9.9.  Is that good, I didn’t know.  That day I had my sister take it (score=4.9), my project manager best friend (score=4.8), and an industry peer (score=7.6).  This is how I knew I was on to something.  After a few confirmation phone calls to clients, I learned I am a Trusted Advisor

 

Trusted Advisors have contracts that keep renewing, are called upon for more complex strategic issues, and have clients that feel like friends.  Their recommendations are listened to because clients feel that the Trusted Advisor has their best interests at heart.  Trusted Advisors are driven by curiosity to learn about training audiences, client needs, future plans, and even the latest tools to bring things to life.

 

Now, the great news for the newbies!  3 of the 4 components of trust aren’t tied to experience.  Do you have a low self-orientation? If so, you might be closer to success than you realize.

Take the test for yourself:

 

http://trustsuite.trustedadvisor.com/

 

…and download the FREE whitepaper results.

 

To learn more about Jackie Zahn, visit www.JackieZahn.com

 

Connect with Jackie on LinkedIn at https://www.linkedin.com/in/jackie-zahn-a22a441a/

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The True Value of the CPLP Certification

The True Value of the CPLP Certification | ATDChi's Training Today | Scoop.it
Alexander Salas explains the true value of the CPLP Certification and her journey to achieve it.
ATDChi Training Today's insight:

If you are considering certification in 2019, you won't want to miss ATDChi's February 22, 2019 lunchtime webinar on the topic.  Stay tuned to www.atdchi.org for more information and registration details.  

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Lead by Example: 3 Easy Ways to Create a Culture of Shared Learning 

Lead by Example: 3 Easy Ways to Create a Culture of Shared Learning  | ATDChi's Training Today | Scoop.it
3 Easy Ways to Create a Culture of Shared Learning
ATDChi Training Today's insight:

As you consider which learning events and experiences you will pursue in 2019, be sure to also consider how you will share your new learnings with others.  Here is some excellent food for thought from Saba.

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Preparing for a Transition: 15 Indispensable Quotes to Help You Hit the Ground Running 

Preparing for a Transition: 15 Indispensable Quotes to Help You Hit the Ground Running  | ATDChi's Training Today | Scoop.it
On average, most of us will change jobs 10 times during our careers. Successful leadership transitions start with knowing who you are, and the difference that you can make on your team and in your organization – and then turning those insights into action. Whether you are currently in a transition or wanting to be ready for your next one, here are 15 indispensable quotes to help you hit the ground running.
ATDChi Training Today's insight:

If you're hoping to take on a bigger leadership role in 2019, here's a post you might appreciate. I enjoyed writing it for Executive Coaching Connections, LLC's Discover blog. 

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Proof versus Evidence in Training Evaluation

Proof versus Evidence in Training Evaluation | ATDChi's Training Today | Scoop.it

By Olga Polyakova

Director, ATDChi Newsletters

 

Whenever I talk to L&D professionals who have stumbled into the field by chance, similar to myself, we sooner or later start talking about our efforts to evaluate training. Usually, my counterparts fall into one of the three categories: 1. Doing no formal evaluation or applying standard forms that "came with their LMS"; 2. Implementing good quantitative and qualitative analytics they developed over the years; or 3. Working through the levels of Kirkpatrick's evaluation model, where possible supplemented by Phillips' ROI.

 

Which category do you see yourself in? 

 

I have been in the second category for many, many years and had not heard about Scriven, Kirkpatrick, and Phillips until my first ATD Conference a few years ago. Had I been doing it all wrong? Was I a bad L&D professional? I doubt it, but it was definitely eye-opening to discover a new world of tools and resources for effective evaluation of learning and organizational development initiatives. 

 

Jumping on the evaluation bandwagon has proven very beneficial in my work, and has enabled me to better serve my internal clients. However, it has also proven to be hard.

 

In my experience, good quality evaluation is not difficult. The steps are, in fact, very simple. But implementing them is so not easy. Kirkpatrick's model with its very robust four-level search for proof of program effectiveness is great. But it also takes a lot of time and resources. In our current fast-paced business environment, most companies are short on both. Given these constraints, I started my quest for alternatives to the Kirkpatrick/Phillips model combo. Was there something out there that was as credible but took less time and effort? 

 

It turns out there was. Enter the Success Case Method (or SCM) by Robert Brinkerhoff.

 

Brinkerhoff describes SCM as a blend of storytelling and rigorous evaluation techniques. The purpose is to find out how well an organizational or training initiative is working, as well as explain the environmental factors that differentiate success in the application of learnings or new approaches.

 

Three key elements that differ SCM from Kirkpatrick and Philips, in my opinion, are:

  • The approach is very contextual. It acknowledges that change does not happen in a vacuum and therefore should not be evaluated as such. In essence, it is the opposite of isolating the impact of a program/initiative, which is at the core of Philips' ROI methodology. 
  • Despite its name, the method looks both for successes and failures when it comes to learners trying to apply new skills on the job. According to the method, understanding why something is not working allows us to both better understand the success, and improve the outcomes in the future. SCM also includes a technique to calculate a program’s "unrealized value" – the additional benefits a program can achieve if a greater number of participants use the same methods employed by its more successful users. How powerful is that?
  • The final difference is the approach to presenting results. SCM relies on storytelling, which brings specific examples – individuals and their success stories – to the forefront. However, it does not rely solely on first-hand accounts. The method requires confirmation of claims in a way that would "stand up in court."  The author gives very specific and easy to implement steps of ensuring this quality of data.

 

While Kirkpatrick and Philips both have very robust approaches to training evaluation, they more often than not send us on complicated proof-gathering missions. Brinkerhoff’s method is more aligned with the way our brains actually work – suggesting that we gather evidence and then deliver it using powerful narratives. It is much more intuitive, taking less time, and working just as well.

 

Is your head spinning with the complexity of training evaluation models?

 

Are you in a pinch and on the hook to implement high-quality evaluation to an existing program?

 

Or are you just looking for ways to expand your toolkit as an L&D professional?

 

In each of these cases, I would suggest looking into the Success Case Method by Robert Brinkerhoff.  If you would like to discuss this topic with me at an upcoming ATDChi event, let me know!

 

References:

Brinkerhoff, R. (2003) The Success Case Method: Find Out Quickly What’s Working and What’s Not. San Francisco, CA: Berrett-Koehler Publishers.

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New Hire Orientation versus Onboarding

New Hire Orientation versus Onboarding | ATDChi's Training Today | Scoop.it

By Dr. Gia Suggs

ATDChi Co-Director, Professional Development Networks

 

Approximately 89% of managers believe that employees leave their jobs for more money. However, approximately 88% of employees said they left their jobs for reasons other than money.1

 

Interesting disparity, wouldn’t you agree?

 

Employees actually do not leave their jobs; they leave their bosses. If employees do not respect, appreciate, get along with, or even like those they are accountable to, they are more likely to leave.2

 

Socialization is the process of acclimating individuals to critical elements of an organization’s culture and helping them connect to those there are accountable to and for partnering with professionally. It can have a pervasive impact on new-employee adjustment. It bridges the potential of a new employee’s talent with the opportunity to actualize it.3

 

Onboarding is the new talent-engagement process that focuses on acclimating employees both functionally and socially.

 

What does this mean?

 

  • Functional acclimation is about understanding the company’s philosophies, completing tasks, and performing activities.4

 

  • Social acclimation is about integrating into the company’s culture and becoming a part of the group.5

 

How are these different?

 

It is the difference between New Hire Orientation and Onboarding!

 

Here are some high-level distinctions.

 

New Hire Orientation addresses employee’s functional acclimation including:

 

  • General policies and procedures
  • Job descriptions, tasks, and expectations
  • Organizational culture and values
  • General policies and procedures 6

 

Clearly, each of these is necessary for new employees to get started on the right foot at their new company. Notice, however, the tactics employed to deliver new hire orientation is information dissemination and content mastery. 7

 

This is necessary but often incomplete.

 

Onboarding is an extension of the new hire orientation process.

 

Onboarding addresses employee’s social acclimation including:

 

  • Integrating new employees into their company’s culture
  • Socializing new employees as a part of their team
  • Informing new employees of “who” they need to know (orientation often covers the “what”)
  • Expediting the learning curve to full productivity 8

 

A successful strategy for new employees includes both!

 

Gia Suggs EdD, MPH, MA is an Organization Development Consultant. She manages a private practice and is a Distinguished Adjunct Professor at Olivet Nazarene University and serves as Adjunct Faculty at the University of Illinois at Chicago.

Dr. Gia is the author of the following books:

  • Onboarding; Maximizing the Success of New Employees (Suggs, 2013)
  • Shattering the Glass Ceiling; How to Break Through Without Breaking Down (Suggs & Suggs, 2017)

To learn more about and to connect with Dr. Gia, visit  www.DrGia.com.

 

Reference List:

 

  1. William, R. (2003). Organizational entry: Onboarding, orientation, and socialization. Mellon learning curve research study. New York: Mellon Corporation. In 2002, the United States Department of Labor. 

  2. Buckingham, M. & Coffman, C. (1999). First break all the rules: What the world’s greatest managers do differently. New York, NY: Simon & Schuster.
  3. Ashforth, B. & Saks, A. (1995). Work-role transitions: A longitudinal examination of the Nicholson model. Journal of Occupational and Organizational Psychology, 68, 157-175.
  4. Truesdell, W. (1998). New employee orientation: Starting off on the right foot. The Management Advantage, Inc. retrieved August 6, 2010, from http://www.management advantage. com/products/free-ee2.htm.
  5. Dai, G. & De Meuse, G. (2007). A review of onboarding research. Los Angeles: Korn/Ferry International. Retrieved July 2009, from pdf1/Review_OnboardingLiterature.pdf.
  6. Truesdell, W. (1998). New employee orientation: Starting off on the right foot. The Management Advantage, Inc. retrieved August 6, 2010, from http://www.management advantage. com/products/free-ee2.htm.
  7. Adelsberg , D., & Trolley, E. (1999). Running training like a business: Delivering unmistakable value. San Francisco: Berrett-Koehler.
  8. Suggs, G., (2014). Maximize the Success of New Employees, Onboarding: A Flightplan for Taking Your Workforce to New Heights, Charleston: BFP Books.
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"Behind Every Good Decision" by Piyanka Jain and Puneet Sharma 

"Behind Every Good Decision" by Piyanka Jain and Puneet Sharma  | ATDChi's Training Today | Scoop.it
The nerdy topic of business analytics is made easy to understand and useful in the book “Behind Every Good Decision: How Anyone Can Use Business Analytics
ATDChi Training Today's insight:

Here's a review for one of the books that Trish Uhl recommended during her one-day Learning Analytics Workshop with ATDChi earlier this month..  

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Transformation starts with agile leadership | McKinsey

Transformation starts with agile leadership | McKinsey | ATDChi's Training Today | Scoop.it
Agile leadership addresses mind-sets and capabilities needed for a successful organizational transformation.
ATDChi Training Today's insight:

This recent article by McKinsey is a nice complement to our discussions earlier this year regarding Agile and Instructional Design.  I especially like the three fundamental reactive-to-creative mindset shifts that the article cites for fostering a culture of innovation, collaboration, and value-creating.  

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A Roadmap for Developing Your Mobile Strategy

A Roadmap for Developing Your Mobile Strategy | ATDChi's Training Today | Scoop.it

By Tiffany Prince

Founder and Managing Partner of Prince Performance LLC

 

Many companies these days are “going digital” so what does that mean for learning and performance professionals? In thinking about using mobile technology for your learners, you need to understand how to use this medium best. It is good for short bites of information or providing theory. In developing content to be provided via mobile, it is best to think of it as an eBook format or read as a webpage -- think of the items you view on your phone and how you “like” items. It is helpful to break up text with videos, infographs, short interactivities like flashcards or things learners can interact with to break up just reading a bunch of text.

 

My client work has allowed me to interact with many viewpoints of digital content and how it can be curated. The design of the content needs to be more from a storytelling or “what’s in it for me” format than other online content otherwise you will lose your audience quickly. The good news is that most publishing software taps into some form of analytics either Google or built-in so that you can track what content is working and what needs to be updated/removed/changed quickly. The way I see that works best is breaking it down into smaller sections or chapters. This allows learners to have information broken down into short, consumable content when they have a few minutes. If you think about this, we are doing it this way in our personal lives, so why not with content you need to do your job better or new information?

 

As this is a new format for most trainers or subject matter experts, I have found it takes some coaching to get usable content. My suggestion is to get it in sections or chapters then convert that into the digital platform, so they can see it for themselves and how it will display. You can show them other content displayed in this format but for some reason, the light bulb doesn’t go off until they see their content. It may take some time to get to this point, but you will know once it happens as the content structure changes. It even helps to talk in stories where possible. I have found videos are good for this, especially when bringing complex concepts to life. Developing work situations where employees must use these skills or knowledge helps the learner see how it could or has been translated in a real-life scenario.

 

There is a balance in providing text and mixing it up with other graphics or visuals. One or two videos or audios per section is about right. This assumes that each section is no longer than 10-15 minutes. Developing content in this format can be harder than others, as it takes the “less is more” approach. However, you can go too slim as well, so making sure you have meaningful, relevant content for each section takes planning. In working with my clients, I try to develop or understand the objective for each section to keep on track and to know what to add or trim, based on the objective.

 

Creating graphics and visuals are also important aspects to making content come alive for the learner. If you are not good at creating graphics or do not have access to graphics software, consider investing in the resources to create those. Again, this may take some more planning or iterations, but it is worth the time as visuals are easier for learners to digest information.

 

The bottom line for any organization in providing skills or content in a digital format is to test and see what works best for the organization. Your digital strategy should be part of an overall learning strategy, not just a “one-off” solution. I find that digital frequently works best as either pre- or post-work in a blended learning course. Don’t be afraid to launch – the feedback from the learners will guide you on what and how they like to consume. Remember, it is a learning journey, not an event!

 

Tiffany Prince is the Founder and Managing Partner of Prince Performance LLC and a former ATDChi Board Member.  As an experienced Organizational Development & Performance Consultant, Tiffany helps her clients develop systematic and effective organizational change.  She specializes in developing processes, systems and structures to support an overall learning & development strategy, and is internationally recognized for her work.  To learn more about Tiffany and Prince Performance LLC, visit http://www.princeperformance.solutions/

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Thinking about TD Certification?  5 Expert Tips to Consider  

By Susan Camberis
Editor, Training Today

 

If you have been considering Talent Development (TD) certification, ATDChi’s June Networking Dinner and Clinic, which featured a panel discussion with local TD professionals sharing their certification experiences, was designed with you in mind.  

 

The Association for Talent Development’s Certification Institute (ATD CI) offers two certifications based on the ATD competency model:

 

  • The Certified Professional in Learning and Performance (CPLP) is broad-based, covering 10 areas of expertise (or AOEs).  It consists of a three-hour knowledge exam and a three-hour skills application exam.

 

  • The Associate Professional in Talent Development (APTD) covers three primary AOEs as defined by the ATD competency model:  instructional design, training delivery, and learning technologies.  It consists of one two-hour exam. 

 

Bill Cupuro, CPLP, and ATDChi’s Director of CPLP, moderated a discussion entitled “Exploring the CPLP and APTD:  Should It Be in Your Career Plan?”  Panelists included:  Anthony Dudek, CPLP, 2018 ATDChi President; Dave Lee, CPLP, Learning Strategist; Eileen Terrell, CPLP, ATDChi Vice President of Communications and 2018 President-Elect; Kirsten Walker, APTD, ATDChi Director of Event Management; and Tom West, CPLP, 2017 ATDChi President. 

 

If you are thinking about certification, here are 5 expert tips to consider: 

 

  1. Know your “why”.  Motivation matters – especially when considering certification.  For Anthony Dudek, certification was about the joy of learning and expanding his professional knowledge base.  Eileen Terrell saw the CPLP as a natural progression.  After completing ATDChi’s WLPI program (https://atdchi.org/WLPI), Terrell viewed the CPLP as an opportunity to “go wider” – broadening her TD thinking in a more integrated way.  Kirsten Walker chose to pursue the APTD during its 2017 pilot period.  As a self-described “accidental trainer”, Walker wanted a way to learn and share knowledge with her company.

  2. Decide which certification is right for you.  The CPLP is designed for professionals with five or more years of experience, or four years experience with one year of schooling.  The APTD is designed for professionals with at least three years of experience in talent development or a related field, or at least two years of experience plus one year of schooling.

  3. Make time to study.  Both exams require time to prepare, so making sure you have the bandwidth is critical. Terrell studied for approximately five months for the CPLP knowledge exam.  Once she passed it, she then studied for approximately three more months before taking the skills application exam.

  4. Have a study plan.  While panelists’ test preparation methods varied, everyone agreed that having a study plan is a “must.” Dave Lee found the Rocky Mountain online study group (https://www.atdrmc.org/CPLP-Study-Group) helpful with “pacing” the content.  Sessions are facilitated by participants and cover one AOE each week for 12 weeks.  All panelists used study materials available through ATD CI and some use accountability partners or “study buddies”.

  5. Once you’ve earned it, keep your certification up-to-date.  To keep CPLP and APTD credentials “current,” professionals must re-certify every three years.   Both re-certification processes are points-based.  CPLPs need at least 60 points during each three-year cycle, and APTDs need at least 40 points.  Tom West explained that points can be earned through continuing education, speaking and instructing, ATDChi board membership, ATD membership, research and publishing, and on-the job experience. 

 

For questions or to learn more certification, contact ATDChi's Director of CPLP, Bill Cupuro, CPLP

 

Post originally published through ATDChi's Chatter Blog.

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Psychologically-Based Principles for Effective eLearning

Psychologically-Based Principles for Effective eLearning | ATDChi's Training Today | Scoop.it
eLearning is effective when basic understanding of how the brain works is employed in design
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Crowdsource Your Employees Before Investing in Learning and Development

Crowdsource Your Employees Before Investing in Learning and Development | ATDChi's Training Today | Scoop.it
Boeing will change its approach to learning and development after it crowdsourced and surveyed its 141,322 workers. It wanted employee feedback on how it should invest the $100 million it had pledged toward a workforce development program.
ATDChi Training Today's insight:

Looking for fresh ideas for how to allocate TD budget dollars?  You may want to check out this recent article from SHRM.

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Challenges With Converting Classroom Training to E-Learning

Challenges With Converting Classroom Training to E-Learning | ATDChi's Training Today | Scoop.it
Diane discusses some of the challenges involved in converting classroom training to e-learning.
ATDChi Training Today's insight:

If you missed our April workshop presenter, Diane Elkins, here's a great video snippet you'll want to check out.  

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4 Principles of Design Thinking that Improve Learning and Development

4 Principles of Design Thinking that Improve Learning and Development | ATDChi's Training Today | Scoop.it
Training Industry - by Training Industry. Published on TrainingIndustry.com, Articles, research and tools for the L&D professional. Insights for managing the business of learning.
ATDChi Training Today's insight:

To learn more about Design Thinking and how the key principles apply to learning & development, join ATDChi and Michelle Humes of Lake Forest Graduate School of Management on January 24, 2019.  To learn more and to register, click here.

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What Makes Storytelling So Effective For Learning?

What Makes Storytelling So Effective For Learning? | ATDChi's Training Today | Scoop.it
This is the second of two posts co-written by Vanessa and Lani Peterson, Psy.D., a psychologist, professional storyteller and executive coach. Telling stories is one of the most powerful means that leaders have to influence, teach, and inspire. What makes storytelling so effective for learning? For starters, storytelling forges connections among people, and between people and ideas. Stories convey the culture, history, and values that unite people. When it comes to our countries, our communities, and our families, we understand intuitively that the stories we hold in common are an important part of the ties that bind. This understanding also …
ATDChi Training Today's insight:

To learn more about storytelling in training and development, be sure to join ATDChi on March 21, 2019, for Storytraiing:  Selecting and Shaping Stories that Connect.  Stay tuned to www.atdchi.org for more info and registration details.  

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Learning In The Flow Of Work: What It's All About

Learning In The Flow Of Work: What It's All About | ATDChi's Training Today | Scoop.it
Learning In The Flow of Work: What Is It?
ATDChi Training Today's insight:

In case you missed it...here is a link to a keynote that Josh Bersin gave last fall at LinkedIn's Talent Connect.  Packed with great research, it outlines what Bersin has coined "Learning in the Flow of Work"  -- the idea of integrating learning into existing productivity tools that employees already use every day.  It includes a related 2019 update on a few of the vendors that are currently putting this idea into action.  

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Time to Take Our Own Advice

Time to Take Our Own Advice | ATDChi's Training Today | Scoop.it
To mark our 75th anniversary, ATD is talking to Elaine Biech about where the field of talent development has been, where it is going, and what professionals need to succeed.
ATDChi Training Today's insight:

This article was published as part of a series recognizing ATD's 75th anniversary.  ATDChi is also turning 75 this year, which we'll celebrate on December 6, 2018.  Sign up now to attend this special event at https://atdchi.org/event-3069747   Member early registration ends November 24th.  

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Modern Learning in the Age of Analytics and Intelligent Machines

Modern Learning in the Age of Analytics and Intelligent Machines | ATDChi's Training Today | Scoop.it
According to a recent article by Josh Bersin, while the global learning and development (L&D) industry is worth $200 billion, many learning professionals believe that half of this money is wasted. In Learning Analytics, John Mattox II et al. cite research on waste being even higher — between 60 percent to 90 percent. The challenge
ATDChi Training Today's insight:

If you missed Trish Uhl earlier this month at Lake Forest Graduate School of Management, here's an article you may want to review.  It covers a number of topics that Trish covered in her one-day workshop with ATDChi.  

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3 Genius Ways to Stretch Your Offsite Learning Budget | Talent Management Blog | Saba + Halogen

3 Genius Ways to Stretch Your Offsite Learning Budget | Talent Management Blog | Saba + Halogen | ATDChi's Training Today | Scoop.it
Offsite training can be a great way for your people to learn from experts in a dynamic environment. Here are three ways to stretch your offsite L&D budget.
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15 Trends That Will Redefine Executive Coaching In The Next Decade 

15 Trends That Will Redefine Executive Coaching In The Next Decade  | ATDChi's Training Today | Scoop.it
What will set successful executive coaches apart from others is their ability to demonstrate measurable results.
ATDChi Training Today's insight:

If you're interested in continuing to develop your Coaching competency, be sure you understand the trends that will continue to affect this area.  Here's a quick related read from Forbes, including a quote from ATDChi's President Elect, Hayward Suggs.   

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Why Talent Development Shouldn’t Fear AI

Why Talent Development Shouldn’t Fear AI | ATDChi's Training Today | Scoop.it
AI will help talent development making hiring and training more intelligent, personalized, and effective.
ATDChi Training Today's insight:

If you've been curious about "AI for TD", you'll want to check out this article from TD.org.  

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Are you ready to start the workplace learning analytics journey?

Are you ready to start the workplace learning analytics journey? | ATDChi's Training Today | Scoop.it
Get started on your workplace learning analytics strategy and deliver measurable value to the people and organisations you serve who, in turn, can learn faster and achieve more.  
ATDChi Training Today's insight:

Want to learn more about learning analytics?  Sign up now to join Trish Uhl and ATDChi on October 4, 2018, at Lake Forest Graduate School of Management for an all-day workshop.  Visit atdchi.org for more details!  

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3 Basic Data Visualizations L&D Pros Should Master

3 Basic Data Visualizations L&D Pros Should Master | ATDChi's Training Today | Scoop.it
Data visualizations are a valuable tool for L&D pros to use within eLearning and in performance support tools. They are also an excellent way to measure and demonstrate the effectiveness of training, showing managers the value of eLearning and performance support. L&D pros can choose from dozens of ways to visualize data.
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How to Build a Successful Social Learning Platform

How to Build a Successful Social Learning Platform | ATDChi's Training Today | Scoop.it
What can learning professionals do to ensure that their social learning platform is a success? Here are some tips.
ATDChi Training Today's insight:

If you're working on a social learning initiative (or plan to in the future), this article includes some helpful tips for getting started.  

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