ATD Greater AtLanta

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Chapter Blog

Welcome to the ATD Atlanta Chapter's blog. Here, you will find posts from our Executive Board members. We also encourage our members to submit a blog post to be featured on our site. This is a great opportunity to share your knowledge and grow your brand.

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  • 04 Jul 2021 9:49 AM | Anonymous member (Administrator)

    Author: Stephanie Smith, ATD Greater Atlanta - VP of Technology

    When I graduated high school, I knew exactly what I wanted to do – I was going to be a high school math teacher. I know, big nerd, right? This was greatly influenced by my high school Calculus teacher, who I really admired at the time. Little did I know, my career aspirations would take me down a much different path.

    As I was figuring out my degree, I decided to dual major in both Math Education and Math.... "Just in case" I needed a backup for my education degree. What I learned was that if you feel like you need a backup plan, your original plan probably isn't the right one for you.

    I graduated and landed a part time teaching job. The economy wasn't great, so I was lucky I found anything at the time. I quickly learned that teaching wasn't exactly for me, and I gained a whole new respect for all public educators. Thank you to all the teachers out there!

    After that year, my position got eliminated so they could replace it with a coach. I went on a hunt for another teaching job, but because the economy was bad, I wasn't able to find anything. I ended up in the corporate world as an account manager at an insurance broker.

    As I was there, I knew I wanted to go back to school to do something else (let's face it - everyone hates insurance). I decided to get my graduate degree in Instructional Design and Technology from the University of Georgia. It was a night program that I could complete while I still worked full time.

    A lot of people wonder if you have to have a degree to become an Instructional Designer. Although I don’t think it is 100% necessary, I do believe it played a significant role in my transition. I learned about adult learning theories, the instructional design process, and development tools. I also learned how to give and receive feedback on the projects we all created, and how to work clients. All very valuable experiences.

    Outside of getting my degree, I decided to do anything I could to “beef up” my resume and portfolio. One of the recommendations from my program was to join a local organization. That is when I first joined my local ATD chapter.

    ATD opened up a ton of opportunities for me. I met a man named Robb Bingham who was speaking at a local event who also came and spoke to my class. I ended up connecting with him and doing some project-based contract jobs for him. That let me add some real work experience to my resume.

    Not only that, I volunteered on the Marketing, Communications, and Technology team and completed eLearning projects pro-bono for the chapter. I ended up with an eLearning course that I created to help new members who joined the chapter, and it was published on the website. That helped me build out my portfolio.

    Then I decided to get more involved, and I volunteered on the executive board as the VP of Technology. At this point, I had graduated and landed my first (entry level) job as a content developer at Delta Dental. I actually took a pay cut so I could get my foot in the door. But it was at our executive board planning meeting that I got to know Shelia Matthews. She was volunteering as the VP of Membership at the time, and she worked at UPS. She, essentially, got me a job at UPS as a contractor making double what I was making at Delta Dental.

    My journey has taken me from Content Developer to an experienced and successful learning and development professional. A lot of my success has been from people I have met along the way, many who I met through the ATD Greater Atlanta Chapter.

    Are you someone who is looking to change careers, or even just get more experience in the L&D field? If so, I would encourage you to not only join a local organization but get involved. There are so many opportunities just waiting for you. You just have to reach out and grab them.


    Stephanie Smith

    Stephanie is the current VP of Technology for the ATD Greater Atlanta chapter. She is also a Sales Enablement Curriculum Manager at Cardlytics. Connect with her on LinkedIn


  • 01 Jun 2021 3:52 PM | Anonymous member (Administrator)

    Author: Zack Hudson, CPTD

    Waiting is hard. I know that it is for me. We all have times in our life when we are suddenly waiting for direction. I think of this as a waiting room. You are just stuck there and it only becomes more frustrating as you see other people come and go while you just continue to wait for your name to be called. The time doesn’t have to be wasted. In fact, it can be a very productive time for you. Let’s look at a few things you can do while you wait.

    Explore
    Take the time while you wait to explore around you. I don’t mean physically, but mentally, emotionally and spiritually. Remove the times and moments where you may fill stressed and replace it with personal deep dives into those three areas. Think of this like an unexplored cave. There is stuff there left waiting to be found if you are willing to go deep enough. These times have been extremely insightful when I’ve taken the time to do this. I’ve discovered that I wasn’t as passionate about an item or subject as I thought that I was, found new passions, discovered that the things that I would get hung up on actually were not that big of a deal to begin with and found new ways that I could love and serve others.

    So what if you’ve been exploring and you are still thirsting for direction and the next step? Get back in there and keep searching. Several years ago, I felt was in the waiting room and spent a large amount of time exploring my own cave. What I found were multiple tunnels that were leading somewhere. One could be labeled poor employee experiences, another a loss of friends that I enjoyed working with, another the joy of seeing someone get a promotion among others. They all lead to a beautiful cavern that was called culture and people development. The piece was in me the whole time, I just had to put all the pieces together. Once I did I left the waiting room and was off on a new mission.

    Have no regrets about the time before the wait.
    It would have been easy to look back at my time after the self-discovery of culture and people development and think that I had wasted a bunch of time beforehand. I certainly would have chosen a different degree in college and could have saved some people on their career path along the way. Don’t fall into this trap. Everything that you have done before today has led to this moment. It’s all valuable in some way. Had I gotten a different degree, I wouldn’t have had the honor to serve all the leaders that I do. Even the hurtful things and regrets in our past have something to teach us. Don’t be ashamed of your story or what you missed. Use it to write that next great chapter in your life.

    It could be a hint that something great is coming
    Speaking of the next great thing, I have found that the waiting room is often a signal that something great is about to happen. Both of our children came out of times of being in the waiting room. My current role as the leader of talent management, leadership development and career pathing for Kindred at Home came after a long wait in the waiting room. I never imagined that I would be the person I am today (in a good way!) when I was in those times of waiting. Hold true to these times of waiting. We don’t know the length of the wait but it can be time well spent.

    The caterpillar must wait to become the butterfly. Use the time in the waiting room to transform to a better, rejuvenated and focused you.

    Make a better tomorrow.


    -ZH


  • 30 Apr 2021 7:27 AM | Anonymous member (Administrator)

    Author:  Allison Baldwin, ATD Greater Atlanta President-elect

    Mother's Day and Father's Day is around the corner, and parents all over the world are celebrated. If you're a lucky parent, you may get part of the day, or maybe the whole day to relax.

    During the other 364 days of the year, you have a million things on your mind, at every moment of the day. And for new parents, re-entering the workforce after maternity or paternity leave can be challenging. At a minimum, we're managing our family, home, and extracurricular activities. For parents who are also career-oriented, how do we squeeze in additional time for our personal development?

    We all know the workforce is competitive, and now with more teams working remotely, it's even more important to enhance your skills tool kit and stay connected with your peers and leaders. Spending time focusing and working through activities that build or improve your skillset and capabilities can help you achieve your career goals.

    Your goals could include some of the following examples:

    • Switching departments or teams
    • Earning a certificate, certification, or advanced degree
    • Learning a brand new skill
    • Leading a project
    • Networking and building a support system

    But when you're done working, helping the kids with their schoolwork, spending time with your spouse and catching up with other family members and friends, you may feel like there isn't much time left for anything else. Wherever you may be in your personal life or career, here are a few ways to help you find time for your own development:

    On-the-Job Experiences

    Block out an hour of your day to work on your development, specifically activities that will help you improve on an area in your role and/or develop a new skill you can use on work-related projects. If you are a direct report, you'll need to communicate your plan with your manager. They can help determine the best way to include time for development into your schedule. If you don't have an hour to spare each day, that's okay! Try to dedicate at least 30 minutes a day. As long as you are proactive and make the effort, that's a huge step!

    Volunteer Opportunities

    Join an Association in your field or a non-profit organization. Not only are you giving back to the community, if you choose to volunteer, there are a ton of opportunities for you to stretch yourself and build your portfolio. Plus, volunteering gives you a chance to network with people and build relationships based on topics you're passionate about. What a great way to socialize and have some "Me" time!

    Resources and Tools

    What if you don't have time for additional tasks at work or for volunteering? There are resources and tools available at your fingertips. Companies like Udemy offer affordable, self-paced courses on a variety of topics. Download apps like SoloLearn or SimpleMind to your phone or tablet, and learn at your leisure. You can also sign up for webinars, listen to podcasts, or read books that focus on your area(s) of interest.

    Simply finding the the time to invest in your personal development is possible, you just have to find the method(s) that work best for you. If you're in the Talent & Development field, take a look at the ATD Talent Development Capability Model. It's a great resource to have as you prepare you for your next step in your career.

    Happy Mother's Day, and Happy Father's Day, to all of my Talent & Development parents out there!

    Allison Baldwin

    ATD Greater Atlanta President-elect


    Allison has over 10 years of experience in Learning & Development, and started in LMS Administration. She is now an Instructional Designer at the Home Depot and considers herself a life-long learner. She is also the 2021 President-Elect of ATD Greater Atlanta and hopes to encourage others to step out of their comfort zone as they grow in their careers. Allison is a proud wife and mother, Kennesaw State University Alumni, loves cooking and spending time outdoors.



  • 06 Apr 2021 12:43 PM | Anonymous member (Administrator)

    Last month, ATD Greater Atlanta members were treated to the first of two CoP sessions on "How to Write for TD Publication." Many may not be aware that one of our own chapter members just recently received the distinction of being published in TD Magazine with his article “Is Your Talent Development Strategy On Target?”

    In January of this year (2021), ATD Greater Atlanta Past President, Robb Bingham, was published in the Association for Talent Development’s TD Magazine. In the article, he shares experiences from the work he does with clients as a Learning Strategist; specifically, an introduction to the Converging Solutions’ Target Model which he developed over a decade ago.

    In the article, he challenges learning leaders to recognize their role and responsibility as an advisor to business leaders in high-change (VUCA) environments such as those experienced by a majority of businesses, governments, schools and non-profits over the past year of COVID-complications.

    Follow this link to read the digital copy of the article “Is Your Talent Development Strategy On Target?

    You can also learn more about Converging Solutions from their company website, check out a copy of a recent monthly newsletter, or receive a TARGET job aid like that featured in the article by subscribing to their newsletter here.

    And while you are at it, be sure to sign up for Session Two of the CoP on "How to Write for TD Publication," scheduled for April 29th.


  • 02 Apr 2021 7:44 AM | Anonymous member (Administrator)

    Author:  Neha Shingane, ATD Greater Atlanta - VP Community Relations

    ATLiens were shocked a few weeks ago when we learned that 8 people, including 6 Asian women, had been shot and killed in a mass shooting spree. The shooting came in the wake of reports of an alarming trend of rising hate crimes against Asians in America. In the weeks following the shooting, we grappled with important questions: Why is Anti-Asian sentiment increasing? How does racism against Asians differ from racism in other contexts? And maybe most importantly, we asked, “What can we do to stop tragedies like this from occurring again?”

    About 4 in 10 Asian Americans said people have acted uncomfortable around them because of their race since the pandemic started, and 31% said they have been subjected to racial slurs or jokes. Pew Research Center

    Asian American communities have been disproportionately affected by the pandemic. Stakeholders in the public, private, and social sectors can help spur their recovery and promote greater equity. McKinsey & Company, COVID-19 and Advancing Asian American Recovery

    I thought this was an important conversation to bring to ATD Greater Atlanta because of the troubling statistics that have emerged. Not only have Asian Americans reported an increase in overall discrimination since the emergence of COVID-19, but more troublingly, the #1 site of discrimination is in a business, with more than 40% of the 3,795 incidents reported starting in a place of work.


    Figure 1 Stop AAPI Hate National Report

    Now, you may say, “not my workplace.” You might point to the your AAPI Heritage month, or “diversity” by mere employment as evidence of a non discriminatory environment. Unfortunately, with the pandemic raging and rhetoric about the “China Virus” and the “Kung Flu,” racism against Asian Americans in the workplace takes an insidious form that may be hard to recognize. It manifests as whispers in the hallways and mean-spirited jokes about not going into an Asian colleague’s office for fear of contamination. Stop AAPI Hate reports that shunning makes up 20.5% of total incidents reported. I am sure you can imagine what shunning in a workplace does to your career, much less your mental health and wellbeing. Add that to the already ingrained model minority myth, stereotypes about submissive Asian women, and lack of Asian representation in media leading to a “forever foreigner” identity, and you see that racism against Asians needs thoughtful, intentional, and immediate action.

    “I was told to self quarantine for a week after going out of town and was the only one told to leave when others traveled as well. I am the only Asian working there. Since returning to work, my neighboring co-workers were allowed to work from home while I am in the office alone. My co-workers have been whispering amongst themselves about me and it has made me insecure and unsafe since then.”

    Stop AAPI Hate, Georgia Report 3.20.20 – 10.28.20

    So, what can we do to stop this behavior in its tracks? The biggest advice is to avoid performative allyship. It is not just about posting a blog post or sharing a square on Instagram. Here is a list of actions you and your organization can take to be meaningful allies for your AAPI colleagues:

    #1: LISTEN TO AAPI EMPLOYEES AND LET THEM TAKE CHARGE

    “What company leaders can also do is elevate the voices of AAPI workers, and really listen to them about what they would want to do, and have them lead that charge within their companies” HRDive - Corporate 'performative allyship' offers too little as anti-Asian violence rages on

    Of course, making statements and stating your allyship to the AAPI community is a great goal for the short term. But the greatest impact will come in equitable recruiting, hiring and inclusion practices. By acknowledging, and then changing our practices, we can break our patterns.

    #2: LEARN ABOUT THE HISTORY OF AAPI DISCRIMINATION IN AMERICA

    Read this National Geographic article about America’s long history of scapegoating it’s Asian citizens. Did you know the first law to limit immigration was targeting Chinese immigrants in the 1800s? Anti-Asian discrimination is also prevalent in the modern workplace. AAPIs are overrepresented in low-wage service work, AAPI’s have the highest income inequality of any racial or ethnic group, and white-collar AAPIs are the least likely demographic to be promoted into leadership.

    Another thing you can do is make an effort to understand the vast diversity represented in the AAPI community. Check out this comprehensive report by McKinsey & Company that breaks down the wide variance in the demographics and experiences of Asian Americans.

    #3: REACH OUT TO COLLEAGUES, BUT DON’T ASK THEM TO EDUCATE YOU

    As a compassionate human being, you may be tempted to reach out to your AAPI colleagues and ask, “How are you?” or “How are you feeling?” Unfortunately, such open-ended questions can create an emotional burden on the recipient, requiring a lot of thought and processing on their end.

    Instead, use CNBC’s “Make It” article as a guide. “as a coworker, you might acknowledge that the news is distressing, and then offer to take a meeting off their plate, extend a deadline or pitch in on a project, Tran says. Let the person impacted dictate how they want to do their work, she adds, and at the same time be explicit in your offer of support based on what they need.”

    Another way to empathize with your colleagues is to listen to the Asian American voices who are sharing their stories. Why Some Asian Americans Are Staying Silent About the Ongoing Hate Crimes

    #4: SUPPORT EMPLOYEE MENTAL HEALTH

    By ensuring that all employees have access to affordable, culturally competent mental health care, you support your colleagues that may be experiencing trauma. Here are some resources for AAPI-specific mental health that you can share. It includes lists of therapists, articles and podcasts. You can also check out this article about the nuances of mental health care in the AAPI community.

    #5: GET TRAINED IN BYSTANDER INTERVENTION & CONFLICT DEESCALATION TRAINING

    Do you hear things around your office, but don’t know how to respond? Take the free Bystander Intervention Course created by Hollaback! and Asians Americans Advancing Justice. They even have a part 2 Conflict De-escalation Training Workshop which dives deeper into how to directly intervene and de-escalate conflict.

    I hope this article has been informative and has provided some actions you can take. If you are looking for more resources on how to advocate for the AAPI community in your workplace, check out this list of AMAZING toolkits:

    1. Not sure how to articulate our cause to your leadership and peers? Leverage this slide deck and email templates that you can take and act on immediately. Asian Leaders Alliance- ERG QuickStart Deck
    2. Asian American Racial Justice Toolkit
    3. Asian Leaders Alliance Toolkits

    I am looking forward to the discussion we have about discrimination in the workplace. If you want to talk more about this issue, connect with me on LinkedIn at https://www.linkedin.com/in/nehashingane/ or email me at nehashingane@gmail.com.



  • 15 Mar 2021 9:29 AM | Anonymous member (Administrator)

    Author: Cornelius Dowdell, President – ATD Greater Atlanta

    Member Empowerment

    Your talent development journey is not just in your hands, but in ours as well. We are bringing the tools and resources to you. Authoring tools – You Got It – Chapter owned licenses will be available for practice and use by members in the future. Talent Dev. Certifications – Check out the Calendar for these new certifications to enhance your career. Member-led Events – Done, Peer-to-Peer Leadership – Done in our Mentorship Program.

    Peer Leadership

    Your executive leaders are your peers. We are here to support your talent development journey and lead you. We encourage member to reach out to us, schedule meetings with us and leverage our connections. A chapter as large as ours – requires intentional efforts on both our parts to connect. We want to build sustainable relationships.

    Commitment to Diversity

    Talent development is a pool of diverse professions, people, and talent. Our commitment is to continue to provide diverse programming and experiences for our diverse audience. We require your input and feedback to ensure we are meeting this commitment. Feedback is a gift, and we value each and everyone’s feedback.

    Just a Few Greater Atlanta Member Benefits to Mention

    • $1,500 Professional Development Scholarship
    • Community Project and Portfolio Building
    • Collegiate Internship Opportunity
    • Networking
    • Career Development Opportunities
    • Chapter SLACK
    • Chapter Trello Boards
    • Learning Tools
    • Awards and Recognition
    • Provider Business Directory Listing

    Three months into 2021 and Member Engagement is continuing to increase. Kudos to ALL our Volunteers, Leaders and Future Members!

    Sincerely,

    Cornelius “Neil” Dowdell


  • 11 Mar 2021 8:21 AM | Anonymous member (Administrator)

    Author: Converging Solutions

    In today’s current economic and political climate, it is important to fight the polarization of thought that is too easy to find on so many of our social media platforms. It’s too easy to begin expecting others to see the world the way we do among our Facebook friends that share similar information feeds to our own. At our company, Converging Solutions, one way we choose to fight this polarization is to practice looking at the world in different ways through the things we share.

    And as we do so, we make a conscious effort to bring good things together… in a

    “Converging Way”! So in honor of February as Black History Month and March as Women's History Month we decided to recognize a person in our latest newsletter that frequently rises to the top of the list in both February and March festivities.


    There are few women that deserve this honor as much as Harriet Tubman. The more you learn about Harriet Tubman, the more you'll want to learn! You probably already recognize her as the leader most famous for smuggling slaves from the South via the Underground Railroad, but did you know that she also holds the distinction as the first woman in U.S. history to plan and lead a military operation? Here are two places you can learn more about this fascinating African-American woman and freedom fighter!

    1. Harriet has our vote as one of the best movies of 2019. The movie does a great job of demonstrating the power of a Converging Solution, by powerfully communicating the intersection between Harriet's personal desire for change, her deep faith, and her sacrificial determination to help others achieve the freedom she herself found! Check out the three minute trailer here, and it's sure to be on your March must-see movie list!
    2. And if you've already seen the movie Harriet, you can learn several additional facts at History.com that you probably didn't know.

    And if you want to learn more about Converging Solutions and how we can bring good things together for your organization, you can subscribe to our monthly newsletter, check out our website or latest blogs on a range of topics from Leadership to Instructional Design to Development Tech Tips!


    Robb Bingham has been Learning Strategist and CEO of Converging Solutions for 15 years and served on the boards of three different local ATD chapters during that time, including serving as our ATD Greater Atlanta Chapter President in 2017.


  • 05 Mar 2021 12:46 PM | Anonymous member (Administrator)

    Author: Christopher W. Jones

    Let me guess, you or your organization decided that you needed to know how engaged your employees are. Well I have news for you, if you have to wonder if they are engaged or not, they probably aren’t. And don’t worry you are not alone. Based on 50 years of employee engagement research, American consulting company, Gallup, found that "only 15% of employees worldwide and 35% in the U.S. fall in the "engaged" category.”

    But let’s just say for argument sake that you wanted to find out anyway. In 2019, my company chose to implement an organization-wide employee engagement survey. We decided on the Gallup Q12 for these reasons; it wasn’t 100 questions long and Gallup seems to know what they are doing in this space as they have been doing it for over 50 years.

    For those of you not familiar with the Gallup Q12 survey here it is:

    The Gallup Q12 Index
    Gallup's employee engagement work is based on more than 30 years of in-depth behavioral economic

    research involving more than 17 million employees. Through rigorous research, Gallup has identified 12

    core elements -- the Q12 -- that link powerfully to key business outcomes. These 12 statements

    emerged as those that best predict employee and workgroup performance.

    The Twelve Questions are:

    1. Do you know what is expected of you at work?
    2. Do you have the materials and equipment to do your work right?
    3. At work, do you have the opportunity to do what you do best every day?
    4. In the last seven days, have you received recognition or praise for doing good work?
    5. Does your supervisor, or someone at work, seem to care about you as a person?
    6. Is there someone at work who encourages your development?
    7. At work, do your opinions seem to count?
    8. Does the mission/purpose of your company make you feel your job is important?
    9. Are your associates (fellow employees) committed to doing quality work?
    10. Do you have a best friend at work?
    11. In the last six months, has someone at work talked to you about your progress?
    12. In the last year, have you had opportunities to learn and grow?

    So we administered the Q12 survey and the results were bad. We immediately ran workshops in order to address this and in turn had each department run their own workshop and address their teams top three engagement priorities. We also went to work on building programs like an employee recognition and appreciation program. We very quickly realized that in our efforts to correct things, we threw too much at it too quickly and overwhelmed everyone, so we decided to slow down some and focus on making a few of the key programs stick. At this point we decided that we would love to know how we were doing and did not feel like waiting another year when we were going to administer the Q12 again so we developed a monthly pulse survey to track and measure our engagement efforts.

    About six months in we looked at the results and noticed something. Only about 2/3 of our managers were completing the survey each month and only about 50% of the employees. I felt that it was probably only the “engaged” ones that were even bothering with the survey so I concluded the results were most likely not accurate and skewed more toward the positive side since we were most likely not hearing from the “disengaged” employees. I then started looking into alternatives when I came across an article in the Wall Street Journal titled “It’s Time to Get Rid of Employee Surveys” by Peter Cappelli. In the article he states that the annual employee survey needs to be retired and that workers were tired of surveys. Of course the term “survey fatigue” had already come up with our team so I thought there might be some merit to this. I also realized that if our organization did not have the complete trust of our employees that the survey was subject to response bias in the first place. So I started looking at alternatives and other KPIs and metrics.

    “What I realized very quickly was that it was manager behavior that accounted for employee engagement. I had long ago heard the phrase that “employees don’t leave companies, they leave managers” so this seemed congruent to me.”

    Now only just last week I came across one of the latest books published by Gallup titled It’s The Manager and it turns out that Gallup had come to the same conclusion. In the book, they state that “70% of the variance in team engagement is determined solely by the manager. It’s the manager”

    If we break down the Q12 questions you can see how each one is directly affected by manager behavior:

    1. Do you know what is expected of you at work?
    This one I never really understood because it would seem to be the most fundamental thing for any company to do which is to simply let their employees know what is expected of them. Of course it is directly on the manager or front line supervisor to set and manage expectations.

    2. Do you have the materials and equipment to do your work right?
    Again, this one seems to be fundamental to any company. The manager needs to ensure that the employees have the tools and resources to do their job. If you don’t know ask.

    3. At work, do you have the opportunity to do what you do best every day?
    This one is a little trickier however it is really about the manager making sure they have the right butts in the right seats.

    4. In the last seven days, have you received recognition or praise for doing good work?
    This one is also really simple. Does the employee’s manager recognize them for doing a good job or not. Maybe managers overthink this one however even just a thank you every now and then goes a long way.

    5. Does your supervisor, or someone at work, seem to care about you as a person?
    This is just about the manager treating employees as human beings and recognizing that the entire person shows up to work.

    6. Is there someone at work who encourages your development?
    This speaks to the shift in what workers value more now (see the chart below) and even without any type of formal development plan or program it is easy enough for a manager to talk to their employees about career advancement and/or development.

    7. At work, do your opinions seem to count?
    Everyone has a need to feel heard and employees are no different (see number 4 – treat them as human beings). This is about the manager listening and giving feedback. Not every idea or opinion is going to be executed on or implemented however listening and then giving feedback on why or why not is again a simple thing to do.

    8. Does the mission/purpose of your company make you feel your job is important?
    This one is a little bit trickier since this is really a higher level emotional need and while the manager can not create meaning for the employee, they can certainly help the employee understand how they fit into the bigger picture and how their job advances the overall mission and vision of the organization.

    9. Are your associates (fellow employees) committed to doing quality work?
    This is all about the manager establishing performance standards and holding every team member accountable.

    10. Do you have a best friend at work?
    This is not about managers trying to make everyone play nice together and be besties however it is about the managers understanding human nature and creating opportunities for connection such as team events and social activities.

    11. In the last six months, has someone at work talked to you about your progress?
    This again seems like management 101 in that it is on the manager to let the employee know where they stand. This is all about one on ones and feedback.

    12. In the last year, have you had opportunities to learn and grow?
    This is about the managers challenging their employees and giving them opportunities to learn and grow.

    If you are looking at the above and think that what an employee needs from their manager has changed over the years, you are absolutely right. Let’s take a look:

    An Observation


    According to Gallup, growth in engagement has remained flat – and we’ve seen little more than a two-point increase over the past four years.

    There is a quote that is often misattributed to Einstein that says,

    "Insanity is doing the same thing over and over again and expecting different results."

    So if engagement hasn't improved and all the surveys in the world haven’t changed anything stop and do something different. What your employees expect from not just your organization but from work overall has changed however has our management training changed in time to keep up?

    Stop worrying about engagement surveys and start focusing on manager behaviors.

    So now that we have come to the conclusion that getting managers to follow the right behaviors is the real key to employee engagement how in the world do you hold them accountable for the right behaviors? That sounds like a great topic for the next article… See you there.

    Connect with Christopher Jones
    LinkedIn - https://www.linkedin.com/in/christopherwalkerjones/


  • 27 Feb 2021 10:16 AM | Anonymous member (Administrator)

    Author: Buddy Schwenk, VP Membership – ATD Greater Atlanta

    Our world is made up of many types of communities. Some are created through common geographic and cultural locations. Others are based on a shared concepts or theories. One thing every community has in common is people. People coming together to impart their experience or identify ways to make a difference for the community. Most times the people in the community can agree on common themes to help the community grow and thrive. They can identify actions based on these themes to provide beneficial resources to others in the community and potentially those outside the community. As the community grows, those members of the community are provided a great opportunity to develop.

    In every community there is responsibility that is expected of the members. Everyone needs to do their part for the success of the community. Some look for opportunities to be leaders in the community. Some influence others through their actions and achievements. Not everyone needs to be a leader but a community will flourish when everyone is pitching in to make the most of the activities. Many times, it’s just showing up.

    We have a remarkable talent development community and ATD Greater Atlanta is a key way to be a part of it. Becoming a member opens up vast opportunities to build personal, professional and organizational capabilities that will help the individual as well the community as a whole. If you are already a member of our community, we look forward to seeing you at many of our events and programs and bringing your resources to share with others. If you would like to be a part of this energizing community, please check out the membership options and interesting events.

    YOU are the one that makes our community successful.

  • 30 Jan 2021 2:46 PM | Anonymous member (Administrator)

    Author: Esther Matthews, M.Ed.

    The late legendary designer, Milton Glaser, once said “There are threeresponses to a piece of design – yes, no, and WOW! Wow is the one to aim for.”

    While Glaser was specifically referencing visual designers, I believe there’s a lesson in his statement for talent development professionals as well. We design employee experiences that transform others. Whether that’s through guiding or developing them along their career paths, laying out the framework for their progression, helping them develop the necessary knowledge, skills, and abilities, or something else - our work is nothing short of transformative. Shouldn’t the transformative experiences that we design for our audiences “wow” them as well?

    Designing to wow requires intention and skill on the part of the designer. Growing that skill is where ATD Greater Atlanta comes in. We provide our members with a forum for the exchange of professional development opportunities and resources as they strive to improve workplace learning and performance. In short, we’re responsible for leading the way to “wow!”

    As the Vice President of our Communities of Practice, it is my personal commitment to provide you with spaces to develop in specific domains, along with opportunities to practice what you’ve learned. My goal for each of our Communities of Practice is that they lead the way to “wow” by designing experiences, aligned with the ATD Talent Capability model, that wow you - our members.

    In 2021, you’ll leave each of our events with tangible takeaways. We’re bringing you extended access to our speakers so you can learn, practice, and grow with guidance.

    Whether you attend CoP events on leadership training for the modern workplace, resume writing, interviewing skills, career changes and transitions, exposure to learning technologies, growing your brand as an independent, building your instructional design portfolio, getting published, or any other skill covered under our communities of practice - each of these opportunities will help you put your best foot forward and help you design to wow in your workplace.

    The signature element of the Communities of Practice is the sense of community. Even with our current virtual environment, we’re challenging ourselves to provide you with a robust sense of community through thoughtfully designed networking events. These are networking events designed to allow you to share what you know and learn from others, all while building your network.

    The Communities of Practice are about dedicated professionals coming together and learning from one another. I believe Milton Glaser was right -- “Wow is the one to aim for.” This year the Communities of Practice are preparing to do just that. We’re crafting learning experiences designed not only to wow you but to prepare you to wow others and leave you wanting more!

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