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Skillable

Session Focus: Navigating the Journey to Skill Mastery: Assess, Practice, Validate

We live in an era where technological advancements are disrupting the workplace at an unprecedented pace. Traditional training methods are struggling to keep up with the evolving skill demands, creating a critical need for organizations to adopt innovative approaches to skills development and validation.

This session explored the importance of transitioning from knowledge-based assessments to performance-based evaluation that truly measures an individual's ability to apply learned skills in real-world scenarios. As emphasized by the quote, "The importance of actual application of actual behavioral assessments to know what it is that we are doing."

Three key takeaways from the session:
1. Traditional training and knowledge-based assessments are insufficient for ensuring true job readiness. Organizations need performance-based assessments that validate applied skills.
2. Providing safe, scenario-based environments for employees to practice skills on-the-job, make mistakes, and build confidence is critical.
3. An experiential, hands-on "learn by doing" approach is scientifically proven to be more effective for skills development and knowledge retention than passive learning.
The session delved into innovative strategies for creating immersive learning experiences that bridge the gap between theoretical knowledge and practical application. Attendees gained insights into cutting-edge assessments, simulations, and on-the-job training that empower employees to develop true skill mastery.

By embracing these transformative approaches, organizations can cultivate a workforce equipped with the adaptability and resilience necessary to navigate the ever-evolving landscape of the modern workplace successfully.

Embracing Cutting-Edge Assessments for Seamless Skills Integration!

engagement &amp; culture

Digital &amp; AI

kery.mortenson

richard.busby

upskilling

performance improvement

ann.klitzke

jill.mack

sarah.danzl

deborah.lenchard

geovanny.andino

performance assessment

effective leadership

learning &amp; development

steve.lange

reskilling

DEIB

mary.zolna

brian.richardson

jennifer.rainey

assessment

Reskilling and Upskilling

gordon.ritchie

ELE Group, LLC

Session Focus: Navigating the Journey to Skill Mastery: Assess, Practice, Validate

In the modern corporate landscape, upskilling and ensuring job readiness is no longer linear. Today's leading organizations are asking three pivotal questions:
<ol>
 	<li>Does the workforce possess the necessary skills for their respective jobs?</li>
 	<li>Can these employees effectively apply these skills in real-time, on-the-job scenarios?</li>
 	<li>And perhaps most importantly, can the application of this skill be tangibly validated?</li>
</ol>
Aligning these inquiries with organizational strategies means connecting each question to specific business objectives:
<ul>
 	<li>Recruiting: For external candidates, validation becomes paramount. Can the prospective candidate truly perform the tasks associated with the job role? Are their professed skills genuine, and can they be substantiated?</li>
 	<li>Talent Management: For internal candidates, especially those eyed for promotions or role transitions, the key is again validation. Do these employees, familiar though they may be with the organizational culture, genuinely possess the capabilities to take on new responsibilities?</li>
 	<li>Learning &amp; Development: Here, assessment takes the lead. Before embarking on development initiatives, one must accurately gauge existing skill levels. What are the areas of proficiency, and where do gaps exist that require targeted development?</li>
 	<li>Performance-based Skill Building &amp; Validation: The Modern Approach</li>
</ul>
Traditional learning often remains procedure-oriented, with a focus on rote techniques. However, the future of skill-building lies in a performance-based approach. This strategy:
<ul>
 	<li>Advocates for deep learning, emphasizing problem-solving and skill reinforcement over mere information retention.</li>
 	<li>Shifts the focus to scenarios and real-world problems rather than abstract concepts. This problem-centered methodology ensures that learning mirrors actual job tasks.</li>
 	<li>Provides employees with a conducive environment to practice and experiment. By offering a safe space, employees can explore solutions, make mistakes, and, crucially, "figure it out" without fearing real-world repercussions.</li>
 	<li>Strongly encourages experiential learning. The age-old adage of "learn by doing" is more relevant now than ever, ensuring skills are acquired and deeply ingrained.</li>
</ul>
&nbsp;

ELE produces this Learning Circle: Reskilling Talent Development.

ELE's <a title="ELE's Idea Exchange" href="/idea-exchange/">Idea Exchange</a>: Collaborate online with your peers.

single-event

Your Teams

Learning Circles

Complimentary

online event

complimentary event

Digital

megan.bickle

Charter Manufacturing

Session Focus:  Engaging Employees with a simple framework moving beyond 9-box assessments


Case Study: Talent Builder (Charter Manufacturing)

<img class="lazyautosizes lazyloaded aligncenter wp-image-36904 size-full" src="https://wp.ele.llc/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box.jpg" alt="9-box Grids for Succession Planning" width="745" height="449" data-src="https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box.jpg" data-srcset="https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box.jpg 745w, https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box-300x181.jpg 300w, https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box-234x141.jpg 234w" data-sizes="auto" />

Source for graphic: AIHR (The Netherlands)

In this insightful presentation, Megan Joecks, VP of Talent Management at Charter Manufacturing, shared how her organization revolutionized their talent management approach by moving beyond traditional 9-box grids. The new "Talent Builder" framework focuses on engaging employees at all levels while providing a more nuanced and actionable talent assessment process.
<blockquote>Megan emphasized, "We are taking the stance that development is for everyone and there might be additional engagement or retention tactics that may need to be deployed for your top talent."</blockquote>
This philosophy underpins their innovative approach to talent management and development.

Key Takeaways:
1. Rethinking Talent Assessment: By transitioning from the traditional nine-box grid to a "Development Paths" approach, organizations can foster more meaningful talent conversations and generate actionable insights for employee growth and succession planning.
2. Transparency and Engagement: Implementing a transparent talent management process that actively involves employees in their own development journey can significantly boost engagement levels and improve the effectiveness of succession planning efforts.
3. Facilitating Meaningful Conversations: Equipping both managers and employees with tools like conversation starters can help initiate and maintain productive discussions about career development and potential, leading to more engaged and motivated workforce.
This session provided valuable insights for HR professionals and leaders looking to modernize their talent management practices and create a more engaging, transparent, and development-focused organizational culture.

Moving Beyond 9 Box Grids | Talent Builder Engaging Employees

Integrated Talent Management

coaching

azizeh.constantinescu

edward.desrosiers

succession planning

hipo

Coaching Conversations

ana.bedard

megan.joecks

intergrated talent development

talent performance

jenny.heitman

jb.mckoy

ann.brownell

shailesh.kamath

9 box assessments

talent review

meaningful conversations

talent management planning

Session Focus:  Engaging Employees with a simple framework moving beyond 9-box assessments


Case Study: Talent Builder (Charter Manufacturing)

<img class="aligncenter size-full wp-image-36904" src="https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box.jpg" alt="9-box Grids for Succession Planning" width="745" height="449" />
Source for graphic: AIHR (The Netherlands)
&nbsp;

ELE produces this Learning Circle: Retooling Talent Development for the New Normal.

ELE's <a title="ELE's Idea Exchange" href="https://www.learningexecutive.com/idea-exchange/">Idea Exchange</a>: Collaborate online with your peers.

&nbsp;

integrated talent development

KeHE

From hiring and succession planning to performance assessment and feedback, to personalized career and learning plans, competency models can provide a consistent framework for organizational and individual development.
In this session, TiER1 Performance Solutions and the Executive Learning Exchange’s members partnered to create a roundtable panel discussion to discuss how various companies are utilizing competencies to make their organizations more effective.
To help guide the roundtable panel discussion, our facilitator covered some or all of the following:
<ul>
 	<li>Are there particular areas (hiring, performance management, succession planning, or learning) where organizations have seen the most benefit from using competencies?</li>
 	<li>How can competency models be used to accelerate employee training?</li>
 	<li>What are the strategies for developing an appropriate competency model?</li>
 	<li>What strategies have been most effective at gaining buy-in and commitment when first introducing a competency-based approach?</li>
 	<li>What types of assessments or activities can be used to determine an individual’s or team’s proficiency?</li>
</ul>

Competency-based Adaptive Training Strategies

michelle.burke

competency model

With the constant pressure to perform and the immediate need to see results, Senior Leaders are under greater scrutiny to achieve growth and profitability.  Learning Leaders seek the appropriate resources and toolkits to accelerating development plans to meet the business priorities of aligning new initiatives and strategies. This session’s panel will explore how assessments play a crucial role in accelerating Leadership Development plans.  How are Learning Leaders choosing the appropriate evaluations and compiling them into a learning portfolio?  How do reviews lead the way to ongoing learning for the organization and its performance?
Please join this roundtable panel discussion to share how various companies are implementing assessments to accelerate Leadership Development to meet the needs of the organization and the leader, including:
<ul>
 	<li>What are the business reasons/drivers for Leadership Development?</li>
 	<li>What results are you experiencing from your current assessment portfolio and leadership development?</li>
 	<li>What assessments are you currently utilizing?</li>
 	<li>How has your current assessment portfolio changed over time?</li>
 	<li>What are some lessons learned that you can share with our participants?</li>
</ul>

Accelerating Leadership Development through Assessments

leadership

Leadership

assessments

leadership development

accelerated leadership development

caroline.ceisel

amber.kennelly

lynn.miller

This hands-on book tells you how to quickly determine performance needs before investing precious time and resources. When trainers, consultants, and problem-solvers need to figure out what's wrong with an organization--and they need a solution fast--they need this book. Needs assessment is about doing things right; performance analysis guarantees doing the right thing.

Rossett offers extensive guidance on:
⭐ Accelerating a performance analysis
⭐ Overcoming organizational obstacles
⭐ Using technology in analysis
⭐ Presenting the results of an analysis . . . and much more!

You'll get job aids, templates, and implementation examples that direct you through the basics of performance analysis. Carefully selected case studies further illustrate the text.

Visit the First Things Fast online coaching and information system and get information about how to encourage analysis in the organization and what strategies are best for doing it. This online information and coaching tool, designed by award-winning author Allison Rossett, offers planning tips and tools to get things done . . . fast!

First Things Fast: A Handbook for Performance Analysis

tomas.ramirez

nancy.dome

Organization Development

job aids

human performance technology

Performance Improvement

analysis

susan.c.guest

laura.sandera

Who will lead your workforce during rapid change? Gallup's research reveals: It’s the manager.

While the world’s workplace has been going through historic change, the practice of management has been stuck in time for decades. The new workforce — especially younger generations — wants their work to have a deep mission and purpose. They don’t want old-style command-and-control bosses. They want coaches who inspire them, communicate with them frequently, and develop their strengths.

Who is the most important person in your organization to lead your teams through these changes? Decades of global Gallup research reveal: It’s your managers. They are the ones who make or break your organization’s success.

Packed with 52 discoveries from Gallup’s largest study of the future of work, It’s the Manager shows leaders and managers how to adapt their organizations to rapid change — from new workplace demands to the challenges of managing remote employees, the rise of artificial intelligence, gig workers, and attracting and keeping today’s best employees.

Great managers maximize the potential of every team member and drive your organization’s growth. And they give every one of your employees what they want most: a great job and a great life. This is the future of work.

It’s the Manager includes a unique code to take the CliftonStrengths assessment, which reveals your top five strengths, as well as supplemental content available on Gallup’s online workplace platform.

It's the Manager: Moving From Boss to Coach

evidence-based research

future of work

retention

brian.watkins

employee engagement

process management

front-line managers

CliftonStrengths assessment

This book is a handbook for people who want to assure the use of reliable and valid questionnaires for collecting information about organizations. It significantly reduces the time and effort required for obtaining validated multi-question measures of aspects of organizational 'health' such as employee job satisfaction, organizational commitment, organizational justice, and workplace behaviors. It helps users in measuring some factors underlying employee perceptions of work such as job characteristics, role ambiguity or conflict, job stress, and the extent to which employees believe their values and those of the organization are congruent. All the measures in the book have been used and tested in research studies published in the 1990's. In addition, all the measures describe the extent and types of reliability and validity tests that have been completed, a feature that organizational researchers should find particularly useful. All in all, this book is a handy tool to increase the efficiency of researchers, consultants, managers, or organizational development specialists in obtaining reliable and valid information about how employees view their jobs and organizations.

Taking the Measure of Work: A guide to Validated Measures for Organizational Research and Diagnosis

Analytics

robert.verner

key performance indicators

survey

Over $300 billion dollars are spent annually on corporate learning, but are those dollars being spent wisely to improve not only individual performance but also delivering on the highest priority goals of the organization?

Many companies see learning as strictly an expense. Unless the learning is well aligned to an organization's key goals, it can become an easy target for cutbacks. Managed well, the learning function can become an indispensable, strategic partner with a significant impact on an organization's goals. Managed poorly, learning will be viewed as a cost with questionable value and little connection to the organization's goals or success.

The Business of Learning will provide you with the tools necessary to make learning a strategic and powerful contributor to your corporate success.

The Business of Learning - Second Edition

analytics

Operations

david.vance

strategic alignment

talent reporting

The Field Guide to the 6Ds is an easy-to-use and widely-applicable guide to getting the most from learning and development.

The Six Disciplines of Breakthrough Learning has become a standard for companies serious about increasing the return on their investment in learning and development. Now the authors help workplace learning professionals apply the concepts of their bestselling book. With real-world applications, case studies, how-to guidelines, practical advice, and recommendations for implementing the 6Ds, The Field Guide to the 6Ds: How to Use the Six Disciplines to Transform Training into Business Results will help organizations substantially increase the return on investment and decrease "learning scrap," the potential value that goes unrealized in many learning and development initiatives.
<ul>
 	<li>Helps OD professionals apply the concepts of the bestselling Six Disciplines of Breakthrough Learning</li>
 	<li>Includes 43 all-new case studies, plus examples, tools, and best practices used by organizations that have successfully used the 6Ds</li>
 	<li>Taps into the experience and expertise of 6Ds practitioners</li>
</ul>

The Field Guide to the 6Ds: How to Use the Six Disciplines to Transform Learning into Business Results

learning design

marketing learning

Learning Agility

return on investment

return on learning

roy.pollock

The Six Disciplines of Breakthrough Learning describes a proven process for maximizing the value of training and development that has been used by organizations large and small across industries and around the world.

The "6Ds" are the six disciplines practiced by organizations that earn the highest return of their training investment:
<ul>
 	<li>Define business outcomes</li>
 	<li>Design the complete experience</li>
 	<li>Deliver for application</li>
 	<li>Drive learning transfer</li>
 	<li>Deploy performance support</li>
 	<li>Document results</li>
</ul>
<div>What's unique about the 6Ds approach is its focus on learning as a business process--one that begins with a rigorous definition of the business objectives and continues through documenting the results in ways that inform action. The authors show why isolated training "events" have little impact and what workplace learning professionals must do to move from "order takers" to true strategic business partners.</div>
<div>Throughout the book, readers will find insights, checklists, practical steps to take, and examples of the success that is possible by applying a disciplined approach to learning and development. You will learn how to ensure that employees answer both "Yes I can" and "Yes I will" so that they apply what they learned after training.  By doing so, you will earn a seat at the management table.</div>

The Six Disciplines of Breakthrough Learning: How to Turn Training and Development Into Business Results

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