On January 9, 2023, Tamar Elkeles shared best practices about human capital in the boardroom, focusing on SEC reporting requirements for public companies.
On March 13, 2023, Angela Cheng-Cimini, SVP Talent and CHRO at Harvard Business Publishing, led a discussion about the new employee experience, including the hyper-personalization of learning and development.
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.
What does it mean to innovate strategically and manage the ability to continuously do so?
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 November 17, 2022, CTDO Next members discussed the components of a CTDO Next Master Model. This model illustrates how talent development might create the future while defining critical capabilities. The discussion focused on the model's fourth pillar, "Employee Activation." This pillar describes the idea that it is not enough to set up all the necessary conditions for development to happen. TD leaders must also push, motivate, enable, and drive.
On September 29, 2022, CTDO Next members discussed the talent ecosystem, including the critical components and attributes that should be a part of it in the future.
Protect your team and help contribute to the organization’s success—no matter what economic curveballs come your way.
On August 25, 2022, CTDO Next members discussed the future of the talent development profession with Elliott Masie who believes now is the time for the profession to transform a variety of its practices, from technology to empathy.
On July 28, 2022, CTDO Next members discussed the talent ecosystem, including what is missing now and the critical components of the new ecosystem.
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 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.
Succession planning is an important aspect of companies being prepared for the future.
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.
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.
On June 29 2021, Sae Schatz, Director of the ADL Initiative, discussed how the Department of Defense is building a future learning ecosystem to transform talent development with personalized and point-of-need education and training.
On July 27 2021, CTDO Next members co-designed the structure and process of their first hybrid meeting, CTDO Next at ATD 2021.
