As companies deal with the disruption on every level of their organization, learning leaders are leaning on many different tools in their toolbox to help their workforce thrive. Finding the right balance between meeting employees’ development interests and supporting ever-shifting workforce needs will be critical in the future. Biogen has many initiatives to develop its employees, including an opportunity for employees to learn new skills while supporting projects in other departments, in a page take from the gig-economy playbook. In this session, hear how Briana Snyder and her team at Biogen have partnered with business units to create opportunities to fill gaps in their workforce with qualified internal candidates. L&D has a unique perspective, in both identifying skill gaps and skills that are integral to company success. Internal candidates already embrace the company culture, and by providing them insight to short term workforce needs, they can effectively map their own development course by ‘expressing interest’ when they see a match. In this session we will examine strategies to nurture this valuable experiential learning approach, including:
Make sure the entire team is moving in a direction that will yield strong business results and individual fulfillment. The place to start is with a baseline of current skills and competencies. Then map roles and jobs to
required skills and begin to fill in the gaps. Linking human capital strategy to financial performance starts with a holistic view that describes what required skills, knowledge, and behaviors impact corporate outcomes, like
customer satisfaction and quality.
In this session we will discuss:
As we look into the unprecedented change of the future of work and the skills necessary to keep pace with future technological advances and process change, the need to develop employees to transcend change is more imperative than ever before. In this session, Rose Sheldon, Director of Enterprise Learning, Allstate, will discuss the process in which they are helping their employees calibrate for change by:
The most progressive learning leaders are fueling innovation, not just productivity. They’re shaping business strategies, not just reacting to them. But shaking up the status-quo requires rebuilding some fundamental L&D strategies, and refocusing on agility, not just efficiency. And that starts with understanding how today’s workforce really learns and grows.
Join us to take a look into research on the anthropology of learning and careers from Degreed and Harvard Business Publishing. Together, we’ll uncover fresh insights and discuss novel ideas for keeping your people’s skills in sync with your business opportunities. Objectives during this discussion include:
COVID-19 has opened the door for us to wire up new ways of thinking, working and being. That is the gift and opportunity of these times—to reinvent our leaders, our organizations and our world. Our focus now needs to be on building the capabilities and perspectives we need to navigate these turbulent times and co-create our new world together.
In this interactive presentation, learn how “in the moment” coaching and feedback skills support rapid, forwardfocused change in your organization by:
Join a professor from the Communication, Culture, and Technology Program, as they share an organizational communication framework designed for remote work. The webinar presents tools to structure productive virtual meetings and how to deepen social connection among employees while we work remotely.
There’s no such thing as “business as usual” in today’s global economy. In an environment of almost constant change, disruption is the order of the day. For your business to thrive amidst the turmoil, your teams need to
be fluent in a cutting-edge approach that integrates design tools with foundational business concepts, which enable flexibility and a capacity for continuous innovation. Your team can inspire and lead the market in a
transformative environment that aligns values across the divergent stakeholders of your business. See how design involves critical thinking and discovery, demonstrating how design tools are core for:
The challenges for organizations related to the new normal gives learning professionals a chance to lead and engage across our organizations in new ways. This session will share examples of how one team is pivoting to accelerate virtual coaching through first line leaders and the use of technology such as MindTickle. Specific ideas will be shared for aligning with executive leadership on the topics that matter most, leveraging initiatives that were already in play to solve for immediate needs, and taking a fresh look at new ways to deliver learning experiences.
GE was shifting to digital leadership training prior to the pandemic, so they were well positioned to launch a new 4-week training program that is built around workflow that also includes a measurement dashboard that will tie the initiative back to key performance indicators using real-time data from the learning journey. In this interactive dialogue, hear from the architects of this program, and join the conversation, as we discuss the future of training.
Peel away the hype surrounding artificial intelligence (AI) and machine learning to find the practical applications of these technologies in talent development and corporate training. You don’t have to been an AI expert to
know that your company needs to wrestle all the data you have on your employees and training programs to gain contextual intelligence and knowledge about how to improve your workforce.
A growing body of research indicates that diversity isn’t just the right thing to do—it also improves operational productivity, boosts bottom lines, and is critical to the organization’s overall success. In this discussion we will hear from Diversity & Inclusion Leaders on how they are approaching diversity and inclusion from a wholistic approach with an intent focus on meeting people where they are.
In this discussion we will learn: