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.

Make DEI Training Foundational in Your Organization When done well, diversity, equity, and inclusion (DEI) training creates space for courageous conversations that acknowledge hard truths around systemic inequities and explores topics that touch on peoples vulnerabilities in all facets of their lives. Expert facilitator Maria Morukian provides the guidance you need to develop the knowledge and skills required for DEI training.

As Chief Learning Officer at Presbyterian Healthcare Services, Kevin Preston shares how his team is prioritizing mental health and well-being. He describes his greatest wins and leadership philosophy in his company's first-ever CLO role.

On February 17, 2021, Chris Yeh joined CTDO Next members to discuss the future workplace and the future of learning. Chris described a couple of post-pandemic workplace scenarios, emphasized the role of talent development in driving career growth and employability, and forecasted a dual employee-employer ownership of skills development, among other topics.

On October 8, 2020, during a CTDO Next working session, members discussed new considerations of the future of work and learning, and their implications for talent development.

On September 24, 2020, during a CTDO Next working session, members reviewed past topics, including the future of work and the disruption of talent development, and discussed new considerations.

On April 16, 2020, CTDO Next members discussed this question: Is the future workplace we were predicting already here, and if so, is it different?

On July 30, 2020, David Epstein shared lessons from cutting edge research on both unexpected opportunities and invisible pitfalls in times of crisis.

On June 15, 2020, during a CTDO Next working session, members consulted one of their own about how to create a framework to maximize virtual learning.

As Global Leader of Learning and Leadership Development at Procter Gamble, Ann Schulte knows a lot about how to cultivate agility. She shares insights and practical examples for talent development leaders about how to spur a growth mindset, foster psychological safety, and build a culture of equity.

Change isnt going anywhere. And, as you may expect or have experienced first-hand, many organizations arent handling change all that well, with many efforts resulting in failure.

For talent development, this is no different.The fields of artificial intelligence and talent development have been on a collision course for decades, and their convergence has already occurred. On the horizon, AI-powered innovations are transforming the workplace and the role of the talent development professional, affecting recruiting to training to compensation.

Despite investing resources and effort, severing a partnership with an outside vendor may be the right decision.

Ann Schulte is encouraging mindset and learning agility at Procter & Gamble to tackle challenges and disruption.

In changing times, the CTDO's role must likewise evolve, expand, and grow.

Your Groundbreaking Framework for Measurement and Reporting Most people find measurement, analytics, and reporting dauntingand LD professionals are no different. Measurement Demystified: Creating Your LD Measurement, Analytics, and Reporting Strategy is a much-needed and welcomed resource that breaks new ground with a framework to simplify the discussion of measurement, analytics, and reporting as it relates to LD and talent development practitioners.

The work world has changed, and talent development leaders must step up, reassess, and innovate.

Talent development professionals can influence how organizations approach pay transparency.

Holding onto the way things have always been done can prevent you from seeing new opportunities and growth.

As automation and the pandemic have reduced some roles, companies are redeveloping employees' skills to meet other business needs.