While these concerns are understandable, dont panic. These concerns dont separate automation from augmentationor innovations that create new markets and new opportunities, but will still require humans to be successful.

Paul Butler interviews James White, President, Chairman, and CEO of a publicly traded company with over 30 years of experience in the Consumer Products, Retail, and Restaurant industries.

Creating and filling a leadership pipeline is a common challenge across organizations, especially for C-suite positions. It was logical that senior leaders be replaced by internal employees the company just needed to develop a group of viable candidates.To prepare for these and other key executives retirements, executive leadership including Gina Smith, head of organization development the CEO COO and HR director formed a steering committee.

In my last post about feedback, I discussed how research shows that feedback can improve learning. Hattie and Timperley (2007) explain that feedback helps learning most when it deals with three specific learning problems: Now that we know the kind of feedback that most improves learning, lets discuss what research tells us we should include in feedback.

The executive talent officers job is to attract, develop, and retain highly skilled, productive, and engaged employees. All that, plus implementing robust learning and development opportunities to leverage the potential of all employees.

In the talent development field, having a positive impact on companies' and individuals' success is what we strive for daily. While working for a Fortune 500 technology solutions and services company, I gained new perspectives on how to be a successful and effective talent executive. I was asked to join the company to reignite the learning and talent development capabilities of one of its business sectors—in fact, the largest with more than 22,000 employees. In the two years before my arrival...

A pervasive, organization-wide approach to developing and retaining high-potential women can be challenging to get off the ground, but it is a path that has been successful for hundreds of leading organizations and thousands of women. Let's look at this proven organization-wide approach from two inter-twining perspectives: corporate culture and the women themselves. Together they hit on all the major problems and possibilities circling around gender parity.

Spacing out during a meeting. Accidentally sending a personal email to the entire company. Walking out of the office bathroom with toilet paper stuck to your shoe. Posting the CEO's name with a typo on the company blog. At some point in your career you're likely to make a mistake or do something unprofessional. When these slip-ups happen, instinct and emotion kick in. We feel anxious, embarrassed, and sometimes even ashamed.

Lately there has been much talk in the talent development industry about the business of learning, getting aligned with the business, and business metrics. However, many organizations still struggle in this area, and to a large degree, we as an industry are still just talking. It's high time that we turn that talk into action. To instill confidence that the learning organization...

Youths in the middle school age group are among the most overlooked and underserved population in Los Angeles. Experience has shown that youths are five times more likely to graduate from high school if they have a meaningful relationship with a caring adult. Enter the Los Angeles Team Mentoring program. The program was a perfect fit for California-based insurance brokerage firm Keenan & Associates's corporate social responsibility initiative to help young people get the right start in life.

Civility can help organizations navigate the uncertainty and volatility that comes with escalating cultural and technological changes of fast-paced business environments. Unfortunately, nearly two decades of research from Christine Porath, an associate professor at the McDonough School of Business at Georgetown University and author of Mastering Civility: A Manifesto for the Workplace, finds that workplace civility is quickly disappearing. She reports that nearly half of those surveyed...

The argument: Despite companies' best efforts, most leadership development programs don't work. Two thought leaders share their contrasting viewpoints on the topic.

Its not just choosing the right learning and development initiatives that matters its what leaders do before, during, and after the training session that makes the biggest difference. Over the past several years, weve seen a positive trend in companies choosing to invest in learning and development opportunities because there is more competition for top talent.

In a previous blog, I discussed the term digital natives. Some say we should train digital natives differently because young people have grown up with technology and the Internet in all parts of their lives.

Building and launching mentoring programs can seem daunting. Yet despite the initial challenges, mentoring programs are increasing in popularity, with more than two-thirds of top executives reporting to have a mentor.

The Talent Development Executive Confidence Index ( TDXCI), formerly the Learning Executive Confidence Index ( LXCI), is a quarterly assessment of talent development executives short-term expectations for the health of the talent development function in organizations.The TDXCI is a composite score that takes into account four key indicators for how talent development executives believe the talent development function will change during the next six months: The TDXCI is modeled after the Conference Board Measure of CEO Confidence, which rates CEOs expectations for...

Bestselling author, brilliant orator, and effective champion for abolition, Frederick Douglass is an inspiration to all Americans. Born a slave in 1817, Douglass escaped to freedom in 1838 while continuing to advocate for the freedom of all slaves.

Deloitte University (DU) has become the cultural, learning, and engagement hub of Deloitte. In fact, the sheer magnitude of its creation forced the organization to examine and refine every detail of its talent development strategy.Join ATD for an in-depth look at talent development at Deloitte.

To show that virtual classrooms are well-established and thriving, the Association for Talent Development and the Institute for Corporate Productivity, surveyed talent development leaders about their use of virtual classrooms with instructors and learners interacting in real time. The new report, Virtual Classrooms Now: Using Technology to Reach Todays Workforces, found that nearly two-thirds (64 percent) of organizations use virtual classrooms for employee learning.

Talent development functions are increasing their focus on self-guided development, which makes user-generated content learning content created by employees and shared using social mediaa natural fit for their needs. Instead, they build cultures that emphasize trust, teach employees how to share meaningful content, and formalize policies that clearly spell out expectations for social media use.To better understand the strategies and practices talent development leaders are using to leverage social learning effectively, the Association for Talent Development (ATD)...