On January 28, 2021 during a CTDO Next working session, members discussed the go-forward plan for 2021. They shared ideas about the networks learning agenda, working agenda, and tactical agenda for the months to come.

On November 5, 2020, during a CTDO Next working session, members heard new ATD research from Maria Ho, ATDs Associate Director and Head of Research about the impact of COVID on talent development. They also discussed the role of TD in culture, based on current disruptions and a new future of work.

On June 30, 2022, CTDO Next members created a friction report to identify and address the friction factors relative to hiring people with different perspectives for the purposes of innovation and disruption.

On April 28, 2022, CTDO Next members finalized a series of "quick hit" work products on the following topics: critical skills, benchmarking your pandemic self, reset and reenergize, and intentional management. They concluded the meeting formalizing their position on talent development as the enabler of innovation.

On March 29 2022, Annie McKee, Senior Fellow at the University of Pennsylvania, spoke to CTDO Next members about the new leadership mindset required for todays workforce, and how the best leaders can motivate people to perform at their best by creating micro-climates of purpose and belonging.

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.

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 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.

On November 8, 2021, CTDO Next members honed their position on reskilling and upskilling. Then, they chose which new topic they will explore in the coming months: The role of TD is to be enablers of disruption and stewards of innovation.

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 episode, Michelle Braden, VP of Global Talent Development at WEX, talks about how to help managers and leaders understand, promote, and model desired organizational culture.

On September 28, 2021, CTDO Next members discussed how the emerging role of TD is to be enablers of disruption and the drivers of innovation.

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 episode, Eivind Slaaen, Head of People and Culture Development at Hilti Corporation, talks about how organizational culture affects the employee value proposition.

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 episode, John Kane, Head of Commercial Training and Development at SUN PHARMA, talks about how micro-climatesthe good, bad, and uglyaffect an organizations macro-culture, and considerations for talent development professionals in the midst of culture transformation.

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 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 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 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 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 episode, Stephanie Crook, Vice President and Director of Organization Talent Capability at Intel Corporation, talks about how talent development professionals can help to lead a deliberate culture change.