As Bojangles expands into a national brand, Chief People Officer Monica Sauls is ensuring the company sustains its values and culture principles.
The future is sustainability skills and competencies.
Amid talent shortages, take on a strategic and tactical role to move departments from struggling to thriving.
Show your humanness—vulnerability, authenticity, and equity are the ways to lead.
From setting goals to breaking down barriers, TD is critical to helping leaders and employees break the status quo. Disruption. It doesn’t sound like something positive, but it actually has two positive purposes. The first is to bring an end to a system, process, or practice that is inadequate (that is, not producing the desired result) or wrong (unfair, immoral, dangerous, discriminatory). The second is expressly to innovate. Clayton Christensen, Harvard Business School professor and author of The Innovator’s Dilemma, calls that disruptive innovation. Arguably,...
On February 22, 2022, CTDO Next members spent time reconnecting, sharing items from their personal bucket lists. Then they worked on brainstorming draft innovation tools in small working groups.
The 2022 State of the Industry report, sponsored by Allego and AllenComm, is ATDs annual review of talent development trends, spending, and activities that can help benchmark your teams work. Easy to read and including informative graphs, charts, and tables, the report provides key information you need to assess and chart your organizations talent development advancement.
The benefits of workplace coaching are impressive for both employees and employers. A formal coaching program is one that focuses on a structured relationship between internal or external professional coaches and employees, centered on career and performance topics.
On January 25, 2022, CTDO Next members reached consensus about their 2022 working agenda. Then, they wrapped up discussion about their position on futureskilling. Finally, they revisited the big ideas they would like to tackle in 2022, including intentional management, driving innovation, and the learning ecosystem.
The talent development function is uniquely positioned to act as the guardians of organizational culture, and TD professionals can lead the process for defining and promoting the culture that best serves the organization and its people. In this series members of CTDO Nexta group of talent development executives who are shaping the future of learningdiscuss how to drive culture transformation across the organization.
The Modern Learning Ecosystem outlines a practical approach for navigating nonstop workplace change. Inspired by decades of operations and talent development experience with the world’s most dynamic companies, learning and enablement expert JD Dillon challenges the traditional L&D mindset with a tried-and-true framework that makes right-fit support a meaningful part of the everyday workflow. This book provides step-by-step instructions for architecting a disruption-ready learning ecosystem that will help employees solve today’s biggest problems while building the...
As Vice President of Talent Development at Penske Transportation Solutions, Laura Heaton shares how she takes a systemic business approach to talent development by hiring and training for a breadth of expertise across various organizational development capabilities.
By understanding relevant financial factors, you can show the value of learning.
To foster diversity, equity, and inclusion, first determine who is responsible for leading that effort.
Succession planning is an important aspect of companies being prepared for the future.
Navigate the uncertainty surrounding this expanding technology to tap into it for TD good.
Align the core drivers of learning—into a balanced system.
Vice President of Talent Development Laura Heaton and her team are ensuring Penske staff have the skills they need to drive business forward.
Succession planning is the process organizations use to identify key positions, candidates, and employees needed to meet the short- and long-term challenges inherent in conducting operations. Succession Planning: Preparing Organizations for the Future draws on a sample of 243 organizations to investigate key questions around succession planning, provide benchmarking data, and highlight best practices.
