Bringing the Learning to You: 2018 ATD ICE Review
by Jenn Stangl
I had the pleasure of attending the 2018 ATD International Conference and Exposition in San
Diego in early May. I was personally excited to go, and not just because the climate was a bit more stable than Madison this time of year. As ATD celebrates 75 years, this year’s event was designed to celebrate the importance of this milestone.
The first event was Chapter Leader Day, during which I had the chance to interact with other chapter leaders from around the country. We discussed ideas to build strategic partnerships to support our chapters and shared ideas for programming events within our chapters. I came back with ideas to share with our board and see what we can to do support our members!
Mixed throughout the week were multiple other sessions and I’ll share a few points from some of the sessions I attended:
Learning as a Competitive Advantage - focused on the news to reframe how we think about the phases of our career. 4 out of 6 drivers of employee engagement deal with career or skill development. We need to make learning accessible in a way that matches how people learn, help them make sense and manage all the available resources. Ask individuals to share — how do you learn? Use this information to guide the resources you provide.
Women: Ignite Your Personal Brand- looked at how you market your brand. If you want people to know who you are, it’s up to you to share it. People pay attention to the way you walk, talk, meet and treat people. Create primary and secondary advocates (your unofficial sales team). Expand your skills and knowledge by being courageous; take risks and be willing to let go of something in the past to move forward; get involved strategically in your company, industry and community. Identify what you have expertise in and share it with others.
Neuroscience of Behavior - Behavioral changes occur when individuals have the capability (psychological and physical ability), opportunity (physical and social environment) that enables behavior change and motivation (reflective and automatic mechanisms that activate or inhibit behavior). Many times, we assume that behavior didn’t change as a result of capability and therefore training is the answer.
Evidence-based themes for new leader mentoring program - The average age an individual moves into their first leadership position is 30 years old. The average age an individual receives their first focused leadership development opportunities is 42 years old. Mentors offer career-related and emotional/psychological support. Focus mentoring programs on helping leaders to focus their mindset, skill set, relationships, ‘do-it-all’ attitude, perspective and focus.
I walked away from the conference with ideas to implement in my organization, ideas for our chapter, new connections with other talent development and chapter leaders, and actions I want to take for my own personal development.
It was a great experience and I recommend looking at the event in the years to come and consider attending. Use it as an opportunity to connect with others in the field, learn new perspectives, find new ways to do something and bring it back to your own network. If you have questions about the conference or want to hear more about any of the sessions I mentioned above, please reach out to me. I'd love to share with you!
Jennifer Stangl is the Director of Professional Development at CUES. She also serves as the President of ATD-MAC.