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.

  • 31 Dec 2020 2:06 PM | Anonymous member (Administrator)

    By Cornelius Dowdell, President – ATD Greater Atlanta

    Out with the Old – In with the New. Bye-Bye 2020 and WELCOME 2021.

    Talent Development Professionals in the Greater Atlanta Area, it is time to MOVE FORWARD. Greater Atlanta leadership have spent the past four-months – Learning by Doing to move forward in the chapter. We did not just discuss and put together strategic plans for 2021. You can now visibly see the efforts produced by your 12 Executive Leadership Team. The relationship formed through the tasks we took on before our roles officially began have brought us together in a way I did not foresee. One task (overall the old website) required ALL-HANDS and they rose to the occasion for YOU.

    We asked ourselves “Who Are Our Members?” and we came back with a list from Trainers/Facilitators, HR/OD Professionals, Instructional Designers, Talent Development Managers and Leaders, Learning Technologists and many more. Then we ask, “How can we transform their experience?

    Our Transformation Focus

    • Membership Value
    • Member Engagement
    • Member Empowerment
    • Peer Leadership
    • Commitment to Diversity

    Member Value Proposition
    We are committed to providing talent development professionals the community to keep them engaged and empowered through leadership and diversity. Our members leverage cutting-edge technology and tools to advance in their careers, businesses, or organizations. Whether its certification prep, course creation, portfolio building or showcasing your talents, we believe involved members are successful in their professionals’ careers.

    Membership Engagement
    We have taken the 2020 Feedback request for more opportunities for networking and relationship building. One solution we have implement is our new virtual conference platform – you will experience during our “Meet The Leaders” Event on January 26, 2021. Attendees can interact in real-time by joining a table, have face-to-face interactions making virtual networking feel neutral and fun.

    We are striving to communicate with our members differently. Our Marketing team has come up with a new strategy to engage our members not just through emails and newsletters, but blogging, podcasts and social media platforms. So we encourage your to follow us on all social media and explore the value of membership. Members can submit blogs to be posted on the chapter website now (pending approval).

    Members can join our ATD Greater Atlanta SLACK Environment and contribute to discussion board, leadership committee meetings and other engagement with vehicles.

    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 Member Benefits to Mention

    • $1,500 Professional Development Scholarship
    • Collegiate Internship Opportunity
    • Networking
    • Portfolio Creation
    • Career Development Opportunities
    • Chapter Tools/Resources for communication, project management and content authoring
    • Awards and Recognition
    • Provider Business Directory Listing

    The past four months have been exciting and transformations for us as leaders. We want to share this transformation with you through volunteerism, professional development, and relationship building. Excitement for serving you has given us skills and opportunities we did not fathom. When I said, “Learn by Doing”, we learned so much over the past 4 months by doing and built a stronger bond together as Chapter Members.

  • 18 Dec 2020 10:25 PM | Anonymous member (Administrator)

    AUTHOR: CORNELIUS A. DOWDELL – HUMAN RESOURCES, TALENT DEVELOPMENT AND OPERATIONAL EFFICIENCY STRATEGIST

    Did you know that talent development and organizational performance are interlinked? According to reports from McKinsey Global Survey, talent management has positive effects on businesses. It confirmed that organizations with effective talent-management programs have a better chance than other companies of outperforming competitors. Talent development among public companies showed the companies are much likelier to outpace their peers’ returns to shareholders.

    We live in an era where running organizations smoothly, effectively, efficiently requires human resource. The people are the most valuable and indispensable factor in organizations. We know that the success of an organization depends on the hard work, loyalty and involvement of managers and employees.

    The term talent refers to the sum of a person’s abilities. It includes your intrinsic gifts, skills, knowledge, experience, intelligence, judgement, attitudes, character and drives. Talent management in organizations entails a management system used to identify, capture, utilize, develop, grow and nurture the talent of employees to the benefits of the organization. It entails positioning the right people in the right jobs. This is done to ensure that employees maximize their talent for the optimal success of the organization.

    In order to promote talent development you need to capitalize on the strengths and abilities of your employees, helping them to become stronger and grow within your company. Here are some strategies you can employ to attain talent development in your organization.

    1. The Organizations’ Leadership

    The best leaders are the ones who are committed to talent development of all employees. Simply put, leaders are responsible for developing the talent in an organization. However, you’ll find that as people move up the ladder, they fail to help others develop their ability even if they recognize its necessity. This disconnect is caused by a set of interrelated issues such as

    a) Time. It may be seem too scarce and most of the time urgent tasks will consume it. If you have leaders that are not disciplined in their priorities, you will find that talent development will be neglected and the overall investment in people.

    b) Emphasis on visible skills. As leaders rise to senior positions, they tend to think that they need to showcase strategic thinking and effective management. They put emphasis on these skills that are noticeable and catch people’s attention. Developing talent, on the other hand becomes less obvious.

    Diligent leaders are however able to avoid such shortcomings. For a leader to create a culture of talent development, they need to do the following;

    a) Be a role model to the employees. You need to be transparent about your own need to learn and develop. Share to others how you are able to do it.

    b) Put emphasis on the value of learning. Engage the employees on conversations about what they want to accomplish and what they feel their gaps are. Acknowledge work that has been completed, both the outcome and the learning.

    c) Turn problems into learning opportunities. What's an acceptable failure needs to be clarified and that way, by incorporating stretch assignments, employees can seek out challenges where they can develop without feeling like mistakes will set them back in their career or jeopardize their job. Learning organizations see problems as opportunities.

    2. Create talent development initiatives that work

    Putting a one-off training program isn’t a talent development initiative that’s likely to work. Employees may end up forgetting quicker than you anticipated. Initiatives that work start with a training needs analysis. It should be delivered in the best manner possible according to the type of skill being developed. Experimental learning is also another option that offers opportunities for your employees to learn. Finally, ensure you take employee feedback into account to help in arrangements for future training.

    3. Looking within

    All the skills you need may be already within your payroll. A good strategy to develop talent is showing your employees that you are committed to them not only in their career but also in their all-round development. It means that you can give them time away from their work to attend a talent development program. It enables them to get skills for expanding your service offerings. The goal here is to incorporate your employees’ interests into their daily work and deepen their skill.

    4. Have built-in coaching opportunities

    Leaders this one is for you. You are required to coach and regularly check in with employees as part of talent development. You can also delegate this duty by recruiting people from all over the organization. Simply identify people who have skills your employees are learning and let them check in with the employees at the capacity of a coach.

    5. Development Culture

    Whatever your overall goal may be, ensure your company’s mission and goals are clearly communicated. This goes a long way towards the next step of culture building. How can you map a route towards talent development if you have no idea what the destination is?

    If company culture dictates a growth mindset where talents are discovered and nurtured as a matter of course, training to support that will become a regular part of the events at the workplace.

    This helps not only strengthen your current employees, but is also useful in recruiting additional members in the future. Today’s workforce is in need of growth. Create a workplace where learning is prioritized and built into your daily operations and you’ll create a place where people love to work.

    In simple terms, training and development of talent means;

    • Recognizing the interests and abilities in your employees
    • Targeting specific areas of strength and employee interest
    • Placing employees in areas they are best suited
    • Looking at how they can thrive over time
    • Creating talent development initiatives to ensure growth

    It might be hard to believe, but there’s a good chance that some of the best talent for your business is just right under your nose. If done successfully, talent development will help employees do their jobs better and enjoy doing them. In addition, it will ensure the success of your organization.

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