Jennifer Buckley, M Ed, MBA, CPTD

Jennifer Feldman, Executive Coach and Founder, Leadership Reality Check

Ben Olds, Executive Coach and Managing Partner, HAVEN Human Asset Ventures

Are you seeking to enhance talent development throughout your organization to foster success and growth? While qualitative 360 feedback is one of the most impactful approaches, it is often limited to senior executives due to time and cost constraints. We’ll discuss how talent development professionals and leadership coaches are using AI to boost productivity and make qualitative feedback accessible to professionals across all levels of the organization. A case study will be shared.

Jennifer Buckley, M Ed, MBA, CPTD

Change management is often seen as a step in the ladder of success but in fact, it is the ladder of success. In this discussion based session, participants will engage in identifying the mistakes of implementations past (with a list from the facilitator), then help identify how what success should look like. Finally, the participants will help build an action plan for the change management required for a successful implementation mindset. This action plan can be used as a blueprint for future implementations (and can be tailored).

Mary Catherine Boehmer, PMP, CPTD

Recent advances in generative AI have led to new tools that show promise for transforming learning design, and generative AI has the capacity to revolutionize adult learning in unimaginable ways. Generative AI can reduce extraneous cognitive load in the learning process and open up opportunities for innovative ideas and more impactful learning by making the learning process easier, more productive, and more creative. Through use cases anchored in learning science, this session will provide an overview of three generative AI tools: Quizizz for interactive test-enhanced learning, Quizlet as an advance organizer and tool for learner recall, and Otter.ai as a tool improving communication filters through critical self-reflection. Participants in this session will have the opportunity to explore features of these tools firsthand, discuss applications for learning, and identify considerations and implications for these learning tools in their own contexts.

Lisa Crockett, CPC, PMP

Now more than ever, instructional designers and other learning and HR professionals find themselves wearing multiple hats – from course designer to project manager, and everything in between. Whether working independently or in small teams, the demand for versatility is ever climbing.

Enter AI tools like ChatGPT and Adobe Firefly that can help you create higher quality courses in up to half the time. Because they aren't just resources; they're formidable partners in the creative process, offering substantial support in brainstorming content, refining graphic concepts, and testing ideas. However, they're not autonomous creators; they require human guidance and expertise to ensure the output aligns with the desired goals and objectives.

This is your chance to explore AI's potential in your workflow. Discover how to unleash your creativity and leverage AI to streamline processes, automate tedious tasks, and enhance your creativity. This session focuses on three key objectives:

• Finding and implementing AI tools to automate time-consuming tasks like transcript creation and accessibility text production.
• Leveraging AI-generated prompts for streamlined course outlines, video scripts, and tailored/personalized content.
• Empowering talent through the integration of AI as a thought partner, fostering efficiency and creativity.

Join us as we embrace change and empower talent through AI.

Lisa Crockett, CPC, PMP

Cammy Bean, Senior Solutions Consultant, Kineo

Many of us end up in the L&D field quite by accident, finding our way onto a training team because of our deep subject matter expertise, our writing or facilitation skills, our technical chops, or some other creative talent that was needed to support training content development. So now that you’re here, working in this space, where can you go next? Hint: the opportunities are almost endless.

We’ll explore ATD’s Talent Development Capability Model, consider the four pieces of Cammy’s “Learning Pie”, and get you thinking about where your skills shine and the directions in which you want to grow. We’ll consider all the places training happens – the types of organizations, departments, and projects. Whether you are exploring your own career path in L&D or leading a team of L&D practitioners with an eye to their future development, together we'll create a clearer vision on direction and heading for what’s next as we chart a course into the vast and unknown future of talent development.

Krysta Van Ranst, CEO, Building PPL

In this session, Krysta Van Ranst, CEO and Founder of Building PPL, will discuss how you can fill skill gaps with workforce training grants. She will outline the top benefits of these grants, including skill development and promoting leadership across all demographics, and offer guidance for a successful application.

Workforce training grants provide a critical opportunity to close the skills gap in all industries, offering funding for specialized training programs that enhance technical expertise and competitiveness in the field. This session will explore how these grants not only equip individuals with necessary skills but also prepare them for future industry demands.

Attendees will gain a comprehensive understanding of how workforce training grants can be effectively utilized to meet industry challenges and foster an inclusive, innovative environment. We will cover tips like how to strengthen your application so you can stand out among the thousands of applicants in your state each year, the importance of vendor selection, and provide a list of every training grant by state.

Ken Stockman, Board Member & Membership Director, Vermont ATD

Robert Feeney, Chief Vision Officer, Knowledge as a Service, Inc.

In recent years, the age-old “war for talent” has become the “war with talent”, as evidenced by the great resignation, the great reevaluation, and now the great normalization. Talent has taken back ownership of their development and no longer condones organizations that seek to “sheep dip” them in just-in-case skill development. Training must be relevant to their performance and success, or talent leaves the employer behind. And what does the employer need? Performance. Now, there’s a solution for aligning to the way talent seeks to empower themselves that is more relevant for them and more impactful for business. It's a new way of learning design focused on performance that enables talent by more clearly aligning skills with the flow of work and business outcomes. This session will present, through a realistic storytelling narrative, a clear picture of a Performance-first model -- a 180-degree change in L&D direction -- for designing upskilling and reskilling that is just-in-time vs just-in-case. The approach is rooted in addressing attitudes as well as skills and knowledge and seeks to enhance the measurable return on learning through efficient habit formation that drives business outcomes.

Leah Stackhouse, Certified Career Ownership Consultant

Prof. Michael Arthur, PhD; Founder of Intelligent Careers Group

The Intelligent Careers Method is an assessment tool for individuals, career counselors, leadership coaches and talent development professionals to guide people in identifying their unique career investments - knowing why, knowing how and knowing whom - and crafting a future path and action plan to claim deeper ownership of their individual career. This tool is increasingly relevant given current workplace trends, notably the rise of gig and project-based work, and a movement towards skills-focused hiring and development. The workshop will provide background on the research underpinning the assessment (led by Michael Arthur, Professor Emeritus Suffolk University), case studies of its usage, and guidance on how to leverage the assessment in different professional development settings to benefit your clients or colleagues. Participants will use a shortened version of the tool to experience firsthand how it works; they will also brainstorm in small groups how the method could be applied in different environments.

Wendy Hanson, M.ED, CPCC, Co-Founder and Chief of Culture and Evangelist at New Level Work

Do you want your organization, or the companies you support, to thrive in our constantly changing business environment? "Strengthening Company Culture Amid Change" offers a transformative exploration into the pivotal role of connection and coaching in sustaining a supportive organizational culture. Through interactive discussions and fun activities, participants delve into the impact of fostering connections within teams and across departments during periods of change and transition.

We will explore how a coaching culture supports team members during change. By bringing people together to connect and learn more about each other, the camaraderie helps build stronger relationships. Organizations that invest in the growth of individuals excel in recruitment and retention. Forming a “Culture Committee” with membership from across the organization will breathe air into connection. You will leave with concrete tools such as committee charters, culture-building activities as well as brainstorming with other participants about their ideas and experiences.

A “coaching culture” and opportunities for 1:1 coaching create organizational resilience. Demonstrating AI tools and coaching bots provides the coach approach to team members at all organizational levels. Come, get excited, and visualize your organization with these pillars!

Stefanie Heiter, Founder & CEO, Bridging Distance

Heather Dorn, Research Consultant, Bridging Distance

The rise of digitalization, particularly the widespread use of collaboration tools and digital devices, has led to a significant increase in digital fatigue and burnout, impacting individuals' mental health, productivity, and overall well-being. In turn, this effects companies in many ways, yet all too often is unspoken and not addressed, further complicating individual performance and engagement. Not to mention the cost of turnover, and the contagion of poor performance.

Our model is based on our 18-month research findings, highlighting causes, symptoms, and mitigation strategies for digital fatigue in four key areas: physical, emotional, interpersonal, and cognitive. Our corresponding online assessment uses questions that are statically validated to ensure that we provide accurate snapshot of where an individual falls in each scale of the model.

While our solution is targeted to individuals, we overlay that on the culture and supports of the organization, and the capability of one's manager.

Join us for a session where we will discuss how individuals and leaders can work to overcome digital fatigue that can lead to underperformance by even your star employees.

Amber Watts, Founder/CEO, Radical Learning

Debbie Becker, Strategic Learning Analyst, FM Global

Every individual deserves the opportunity to fully engage in learning and development opportunities, regardless of their background or personal circumstances. Unfortunately, many learning environments are not designed with accessibility in mind, which can create barriers for learners with diverse needs.

This workshop will explore the importance of creating experiences that prioritize accessibility for all learners. We will discuss how to design learning environments that are inclusive of individuals' personal needs to ensure that participants can engage without limitations. Attendees will be equipped with practical tools and strategies to create inclusive and welcoming learning environments that promote engagement and foster growth for all learners.

Throughout the workshop, participants will examine how universal design can be applied to training and development. We will also explore various resources that can support instructional designers and facilitators accommodate learners needs and discuss strategies for creating accessible learning experiences.

At the end of the workshop, attendees will have a deeper understanding of the importance of accessibility in learning environments and will be able to apply practical strategies to create inclusive and welcoming learning experiences for all learners. When individuals can engage in learning experiences that meet their personal needs, they are more productive, engaged, and fulfilled in their work and personal lives.

Erica Mattison, Founder & CEO, Erica Mattison Coaching & Consulting LLC

This facilitated professional development experience guides you in creating your personalized clarification statement. It helps you clarify strengths, identify personal qualities and strengthen your voice with professional vocabulary to build your brand. Enjoy this fun yet structured, social yet guided experience that helps you explore workplace opportunities, provides you with targeted feedback, builds emotional intelligence and career management skills, and results in inspired actions to take next steps. Everyone feels included in this unique conversation experience.

Participants get:

• 4-page full-color guide to support your experience
• Guided completion of Clarification Sketch including 3 each of transferable strengths, desires, personal qualities, and 3 future possibilities
• Professional vocabulary, and confidence-building narratives to support your brand development
• Shift from feeling overwhelmed or confused to feeling clear and confident
• Valuable and insightful peer feedback and networking
• Fun and social experience with peers in a welcoming environment
• Inspiration for professional development programming such as retreats and team-building events

Nikki Vassallo, Chief Learning Officer, Workers Credit Union

In this dynamic workshop, Nikki Vassallo will provide valuable perspectives and strategies essential for learning and development professionals to address workplace bullying effectively within their organizations, creating healthier, more supportive workplaces for all.

Gain a comprehensive understanding of workplace bullying, including its definition, impact, and prevalence in today's workplaces. Explore evidence-based strategies and interventions to prevent workplace bullying, incorporating principles of emotional intelligence, conflict resolution, and diversity awareness into your training programs.

Learn best practices for conducting ethical investigations of workplace bullying allegations, focusing on fairness, impartiality, and empathy to ensure a supportive and transparent process for all parties involved. Discover how to foster a positive learning culture within your organization that promotes respect, inclusion, and accountability, creating an environment where bullying is less likely to occur.

Karen Drummey, Instructional Design Lead, Point32Health

When is the last time you looked at your training content images with a critical eye? Are you sure your images tell the story that all of your learners can relate to?

Inclusive imagery is more than checking boxes to show diverse people in our training materials. We make conscious design choices that shape perceptions, foster belonging, and build bridges. Images are visual narratives that send strong and subtle messages that our learners absorb.

In this workshop, we’ll exercise our designer lenses and explore the intricacies of imagery by looking at and discussing visual examples: Who is included and excluded? What are your images really saying? Are there overt or hidden biases?

Learn some tips to depict diverse populations that authentically promote inclusivity while avoiding stereotypes. Leave with some image resources and fresh perspectives to be purposeful and intentional in designing your next training project or to update your current material for a better narrative.

Dr. Elizabeth Moran, Author, Forward: Leading Your Team Through Change

Every week thousands of people leaders are asked—or told—to lead through a change they didn't initiate and one that their team will likely resist. People are complex when it comes to change. We're hardwired to learn and grow on the one hand, while on the other, changes trigger our threat response, causing resistance. Unfortunately, most leaders waste valuable time and energy responding to "resistance" as a problem, further slowing down transformation. This session will help HR and Learning practitioners - often caught in the middle between leaders making changes and employees who resist them - to become more effective at managing the emotional side of change themselves or when coaching leaders/clients to more effectively deal with the tough emotions change brings up.

Elham Arabi, PhD, Global Learning Consultant, Northeastern University

Why do people resist change? Understanding this can help us come up with better strategies to introduce and implement change. For example, many organizations are spending a lot of money and resources on mandatory training for their talent development programs without knowing whether they’re effective to make an impact.

This session introduces research-backed ideas on organizational and human behavior that shed light on how humans perceive and react to change. We will then discuss how we could use these ideas to navigate change and get more buy-ins, transform organizations into a learning organization and move beyond trainings for talent development. We will have brief discussions to see how your use cases can be tailored to the ideas shared.

This session will provide practical insights for anyone who is designing and developing training programs, makes decisions on employee training, and is responsible for talent development. You’ll find out how to make research on human behavior more viable. You’ll leave the session with a basis to refine your collaboration with your stakeholders or plan changes at the organizational level.

Katrina Kennedy, Principal Consultant & Owner, Katrina Kennedy Training

Is constant change leaving you and your team feeling lost? This session equips you with a powerful tool: reflection. Learn how to use reflection to navigate change with curiosity and purpose.

Through practical strategies, you'll discover how reflection:

• Boosts Learning: By reflecting, employees gain deeper understanding and retain new skills for the changing landscape.
• Empowers Adaptation: Reflection fosters a proactive approach, equipping employees to own their development and adjust to change.
• Unleashes Wonder: By reflecting, employees cultivate curiosity about the "why" behind change, fostering a growth mindset and turning challenges into opportunities.

Jill Kasten, MA, CPTD

"Mirror, Mirror: Exploring Self-Reflective Models for Personal and Consulting Success" is a dynamic workshop designed to delve into the transformative power of self-reflection in both personal and professional spheres. Through a blend of theoretical exploration, interactive activities, and real-world applications, participants will embark on a journey of self-discovery and skill enhancement.

This workshop will begin by unraveling the theoretical underpinnings of prominent self-reflective models such as Gibbs and Kolb, providing participants with a comprehensive understanding of their principles and applications. Through engaging discussions and reflective exercises, attendees will then explore how these models can be effectively utilized in personal development journeys, enabling them to gain deeper insights into their own behaviors, preferences, and decision-making processes.

Moreover, the workshop will elucidate how self-reflective models can be seamlessly integrated into consulting practices, offering valuable tools for facilitating organizational change, enhancing team dynamics, and fostering effective communication. Participants will learn practical strategies for applying these models in consulting contexts, empowering them to guide clients towards meaningful growth and sustainable success.

By the end of "Mirror, Mirror," participants will emerge equipped with newfound knowledge, skills, and perspectives to leverage the power of self-reflection for personal growth and consulting excellence.

Erica Holthausen, Founder, Catchline Communications

Your reputation is vital to your success as a talent development professional. Whether you are an internal or external consultant, writing and publishing articles can elevate your standing and influence within the industry. This workshop will provide essential tools and strategies to start writing and publishing articles that position you as a leader in your field. By contributing articles to high-visibility publications, you can shape conversations around talent development and the future of work. Publishing articles showcases your expertise, fuels your professional growth, enhances your network, and affirms your place in a community that understands and values professional development. In this session, a veteran writer and editor will demystify the publishing process, ensuring you leave with actionable insights and a clear path forward. Don’t miss this opportunity to transform your professional journey and magnify your impact.

Joy Chen, Senior Manager for Leadership Development, Boston University

Linda Mindaye Kebede, OD&L Specialist/Trainer, Boston University

Inclusive leaders are increasingly seen as a critical component not only to attract, retain, and leverage talent for excellence and innovation, but also to create a workplace culture of belonging, engagement, and therefore productivity. But what does it mean to develop an inclusive leader? How do we equip diverse individuals with the right mindsets, tools, and emotional intelligence to navigate the paradoxes and polarities in being an inclusive leader?

In ATLAS (A Toolkit of Leadership Approaches and Skills), we took an inside-out and outside-in approach to cultivating this core competency. First, we were explicit about the learning outcomes and observable behaviors of an inclusive leader. Then we created a curriculum that centered participant experience around self-reflection, safe yet uncomfortable learning moments, and learning others’ perspectives and experiences in a cohort-based model.

Gain a diverse set of approaches, activities, and tools that leverage applied practices in diversity, equity, inclusion, and belonging. Learn how we connected these nuanced mindsets to concrete actions so that you can adopt them in your leadership development programming.

ahul Singh, Senior General Manager and Poonam Jaypuria, VP eLearning at Harbinger Group

Designing an AI (Artificial Intelligence) based Learning Ecosystem for Talent Development

In this session you’ll learn how to implement AI enabled virtual coach for establishing a continuous process of tal

Danielle N. Davis, Founder and Principal Consultant, Liberated Development

"Who are you when you lead? How does your unique identity shape the way you engage, inspire, and move your team towards success?" Explore these pivotal questions in "Leading with Authenticity: Embracing Identity in Leadership," a workshop designed to empower you to harness your true self in your leadership journey. Break away from conventional leadership models and uncover the strength in your individuality and personal values.

In this transformative session, you will not only recognize but celebrate how your identity enhances your leadership style. You'll evaluate your current strategies for authenticity that not only enhance your ability to lead effectively but also empower your team to thrive in diverse environments. This workshop is not just about learning; it's about action. Our time together will better equip you with the tools to create a dynamic leadership environment where your true identity drives growth and innovation.

Join us to redefine leadership, inspire change, and empower talent through the power of embracing your full, authentic self.