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 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.
The Future of Work: Technology, Predictions, and Preparing the Workforce examines how technology advances and transformations in the workplace are expected to change organizations in the next five yearsand how talent development leaders can prepare their organizations for these changes. The report examines how leaders are preparing their workforce for the future of work and identifies practices associated with future-readiness.
Talent development executives have sought for years to deliver content that is relevant, accessible, business-aligned, and personalized for every learner. Aided by its cognitive computing engine, Watson, IBM has introduced a cloud-based learning portal it describes as a digital learning ecosystem that opens a new era in talent development.
How do you, as a learning professional, prepare for what you dont know is coming? How do you judge what is important and what is just a fad?In Shock of the New: The Challenge and Promise of Emerging Technology, Chad Udell and Gary Woodill create a new framework for anticipating emerging learning technologies, outlining six key perspectives you should consider with any new technology.
In Upskilling and Reskilling: Turning Disruption and Change Into New Capabilitiesthe latest research report by the Association for Talent Development (ATD)results show that just over a third of organizations provide both upskilling and reskilling. The report defines upskilling as training designed to augment existing skills with new or significantly enhanced knowledge or skills to enable individuals to continue and succeed in the same profession or field of work.
Take an insiders look at UPS Integrad, an innovative training initiative created by the companys learning organization to develop aspiring operators of its ubiquitous delivery trucks. UPS Integrad is at the heart of an intensive campaign within UPS to recruit, train, and retain qualified individuals as drivers of its package cars, and to provide a framework for career advancement within the company.
Welcome to the age of immediacy. In Learning in the Age of Immediacy: 5 Factors for How We Connect, Communicate, and Get Work Done, learning strategist Brandon Carson argues that these five edge technologies are here to stay.