L&D can shift from rigid, structured courses to a more dynamic approach that fits into the natural flow of work—for every frontline worker.

By JD Dillon on 25 Mar, 2025

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A well-crafted strategy is about making intentional choices that position organizations for long-term success. A thoughtful approach defines where you’re going and lays out a clear, adaptive path forward that everyone within the organization can understand. Great strategy goes beyond planning—it’s about centering people, creating alignment across the organization, and developing resilient and responsive plans. Here’s how organizations can bring strategic alignment and planning into focus.The Key Elements of a High-Impact Strategic PlanA successful strategic plan engages stakeholders, translates complexity into clarity, and provides actionable steps forward. Based on insights from diverse industries, high-impact strategies tend to include these foundational elements:Clear insight: Effective strategy starts with a clear understanding of the organization’s current reality. Leveraging data and insights from both internal and external sources reveals opportunities and pinpoints challenges, building a strong foundation for decisions.Stakeholder engagement: Building a strategic plan is as important as the strategy itself. Engaging a range of perspectives across the organization supports buy-in and ensures that diverse needs and ideas are represented. A shared commitment emerges naturally when the process includes the voices of those affected.Clarity (not certainty): A great plan is clear, accessible, and memorable even amid the ever-increasing velocity of change affecting the business environment. While strategies often include detailed steps, the essence should be easy to communicate and inspire everyone involved, serving as a guide that motivates people to act even in the face of adversity and business challenges.Purposeful prioritization: Successful strategies provide focus, helping leaders and teams prioritize what matters most. With clear priorities, leaders can make informed decisions about where to direct resources and energy—guiding what to pursue and what to pause.Adjustability: Strategy is not a one-time event. A dynamic plan is regularly refreshed, keeping it relevant and aligned with the organization’s evolving landscape and goals.A Framework to Establish a Foundation for ActivationStrategic alignment and planning aren’t one-size-fits-all. Every organization’s journey is unique, requiring a tailored approach that meets specific needs—whether through targeted prioritization, collaborative strategy development, or a comprehensive, multi-year planning effort.A strategy succeeds when it’s embraced by the people who carry it forward. The best strategies are developed with an eye toward activation—doing so will transform the strategy from ideas on paper into actions that drive progress. Use the following strategic planning framework to establish the foundation for successful activation:1. Assess: Begin with data collection, interviews, and a thorough assessment to establish a baseline understanding. This stage reveals valuable insights and identifies critical factors needed to move forward.2. Envision: Strategy gains momentum when leaders collaborate to define a shared vision for the future. Through structured visioning sessions, organizations can establish a clear, mid-term outcome that anchors the strategic plan.3. Align on priorities: With a vision in place, it’s time to set priorities, create a change narrative, and establish metrics for success. Tools like strategic dashboards can provide ongoing visibility into progress and impact.4. Activate: Effective activation includes planning for communication, ensuring teams understand and support the strategy, and assessing readiness for change. This is the point at which strategy transitions into action.How to Elevate People-Centered Strategy at Your OrganizationA strategic approach that resonates with people at all levels creates authentic and meaningful alignment. Organizations can elevate human-centered strategy through the following methods:Collaborative workshops: Bringing stakeholders together to co-create clarity accelerates alignment and enhances buy-in. Visual tools, design sprints, and collaborative frameworks are effective for simplifying complex ideas and building consensus.Narrative and visualization: Translating strategy into compelling, accessible visuals and stories makes it easier for everyone to connect with the purpose behind the plan. Design assets and storytelling transform strategy from abstract ideas into inspiring, relatable messages.Develop buy-in from the start: Strategic plans reach their full potential only when followed by actionable, continuous alignment. Ensuring there’s support for ongoing execution and a willingness to adapt over time helps keep momentum alive.Consider an example from the healthcare sector, where a major professional association faced declining membership and financial strain. With new leadership in place, the organization sought a strategy that would stabilize its operations and enable growth. By conducting a thorough assessment, gathering input from stakeholders, and developing a comprehensive four-year plan, the organization transformed its trajectory. The results were clear: a 33 percent increase in revenue over three years, improved engagement, and renewed alignment around a shared vision. With a thoughtful strategy and commitment to people-driven activation, the association strengthened its role and impact in the healthcare industry.A successful strategy is one that people believe in and are motivated to carry forward. When leaders commit to creating clear, inclusive, and adaptable strategies, they set the stage for lasting impact. By centering on people and creating alignment across every level, organizations can build a resilient foundation for sustainable growth and transformation—driven by strategy, supported by people.

By Katie Camargo on 21 Mar, 2025

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Artificial Intelligence (AI) stands at the forefront of technological innovation, holding immense promise for the future. It’s shaping industries, revolutionizing healthcare, and pushing the boundaries of what is possible in science, automation, and communication. But one of its most profound impacts will be in talent development, where AI-driven learning platforms, personalized coaching, and intelligent training systems are redefining how we grow and adapt in our careers.That paragraph was written by ChatGPT©, an artificial intelligence chatbot. I asked it what the benefits and potential dangers of AI were, particularly in our field of talent development.Artificial intelligence can be defined as any system that mimics human behavior and produces comparable results. It’s been around in one form or another since humans began doing science. The abacus, for example, was in use in Sumeria as early as 2600 B.C.E. In the early 19th century, Charles Babbage introduced the first mechanical computer, while IBM brought us the first general-use electronic computer (the ENIAC) in 1945. Technology presses on.Today, we engage artificial intelligence in nearly every aspect of our lives. Pressing an elevator button, doing an internet search, and setting a destination on the GPS in our cars are all forms of modern AI. These are known as “special use” forms of AI. But that’s not the kind of AI grabbing everyone’s attention these days.What has our attention now is Artificial General Intelligence (AGI). This is the type of AI that mimics human intelligence, behavior, and thinking. That conversation with ChatGPT© is a good example. I asked it a question, and it gave me an answer. But it wasn’t just a technical question with an objective answer. I asked for its subjective opinion—and it gave it to me.AGI holds incredible potential, harnessing the whole of human knowledge and applying it to myriad challenges: medical diagnoses, more efficient manufacturing processes, and education, to name a few. But perhaps nowhere is AI’s influence more evident than in talent development. AI is transforming how we learn, reskill, and advance in our careers. Intelligent tutoring systems and adaptive learning models now make professional development more accessible and tailored to individual needs. Organizations can analyze workforce trends, identify skills gaps, and even predict future training demands with unprecedented accuracy.However, with all these advances come valid concerns. It’s not just the “machines are taking over” fear, although that remains a popular talking point. There’s the issue of AI-driven assessments—are they accurate, unbiased, and fair? There’s also the risk of over-relying on AI for hiring and promotions, which could reinforce existing biases rather than eliminate them. And, of course, the impact on jobs: AI is streamlining processes but also replacing roles, a trend that has repeated throughout history. If you doubt that, go ask your town crier, elevator operator, or milkman!So, what’s the solution? Like any other form of technological advancement, we must treat AI like a tool—a sharp knife, if you will. It can do a lot for us, but we’ll need to handle it with care. We’ll also need to master it, using it thoughtfully and ethically to support human progress.Beyond job displacement, AI presents ethical risks, including its potential for misuse in surveillance, misinformation, and biased decision making. As AI continues to evolve, organizations must implement responsible practices to ensure fairness and transparency in workforce development.Another challenge is AI’s increasing complexity. As these systems grow more advanced, they may operate in ways that are not fully understandable or controllable by humans. This unpredictability is particularly concerning in education, career planning, and corporate training, where clear decision-making processes are essential.So, I went back to ChatGPT© and asked for its advice. It said:The future of AI is full of potential, but it must be approached with caution. By harnessing its power responsibly, AI can become an invaluable tool for progress. However, without careful management, its rapid advancement could lead to unforeseen challenges that require proactive solutions. The key will be ensuring that AI enhances humanity without compromising our values.Who can argue with that? As we navigate this evolving landscape, particularly in talent development, let’s make sure we’re using AI as a partner—not a replacement—to help people learn, grow, and thrive in the future of work.

By Rich Douglas on 20 Mar, 2025

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Among the most challenging recent workplace trends affecting talent retention is revenge quitting—when employees abruptly resign out of frustration or retaliation. But why is it becoming more common?Employees today value connection, work-life balance, and flexibility—and they know it’s possible to find those things in a workplace. When their current role denies them these basic benefits, frustration builds. Add in factors like mounting stress and return-to-office mandates, and the balance between what employees give to a job and what they receive in return tilts negatively, making revenge quitting a more attractive exit strategy for many.The impact on organizations is significant, from impossible workloads and spiraling performance to costly turnover and cultural instability. But here’s the good news: L&D has the power to create a culture that avoids these destructive patterns. Here are four strategies to prevent revenge quitting and build a more engaged workforce.1. Get Serious About Supporting Employee Well-BeingLeadership has never been more demanding. According to DDI’s Global Leadership Forecast 2025, 71 percent of leaders report higher stress levels since stepping into their current roles, and 40 percent have considered quitting leadership to improve their well-being. However, leaders in supportive work environments are:10 times more likely to excel in their roles.3 times less likely to experience chronic stress.2 times more likely to have energy at the end of the workday.DDI also found that only 30 percent of leaders feel they have enough time to execute their responsibilities effectively, making workload a major source of stress. While stress may seem inevitable, organizations can take meaningful steps to improve employee well-being. Start by creating work-life balance initiatives that lighten workloads, offering flexible work arrangements where possible, and providing stress management training. Finally, establish processes that help leaders balance priorities, delegate tasks, and focus on what truly matters.Improving well-being isn’t just a nice-to-have—it’s essential for retention and cultivating the environment your workforce needs and expects.2. Create a Culture of Respect and FeedbackIn a startling finding, DDI found that only 29 percent of leaders trust their manager to do what’s right. In the context of such low trust, patterns like revenge quitting suddenly seem less surprising. But while trust is complex, regular feedback can be a powerful way to strengthen it. Employees who receive feedback are 9 times more likely to trust their manager.Trust begins with open, two-way communication, and L&D must equip leaders to give and receive feedback effectively. Transparency around company goals and decisions further strengthens trust, helping employees feel connected to a greater purpose. By making feedback a regular practice and prioritizing transparency, organizations create a culture where employees feel heard, respected, and invested in the company’s success.3. Train Leaders to Be Effective CoachesManagers play a critical role in preventing revenge quitting, but only if they’re effective coaches. High-potential leaders and individual contributors are 2.7 times more likely to leave in the next year if their manager lacks coaching skills, according to DDI. But when managers excel at coaching, leaders are twice as likely to want more, and 9 times more likely to build trust. Regular one-on-one check-ins give employees dedicated time to discuss their wins, challenges, resource needs, and career growth while receiving direct coaching from their managers. Managers must lead with emotional intelligence to help employees feel understood, validated, and engaged—making them far less likely to revenge quit.4. Provide Development OpportunitiesHigh-potential leaders and individual contributors crave opportunities to learn and excel. In fact, DDI found that they are 3.7 times more likely to leave if their manager doesn’t regularly provide growth opportunities and 3.1 times more likely to leave if their advancement is too slow. Yet, when managers actively support employee development, trust skyrockets, and employees are 11 times more likely to trust their manager.This signals a mandate for L&D leadership. They must reinforce continuous development through opportunities like internal mobility programs, mentorship opportunities, and high-potential programs to prepare future leaders. Employees who envision a clear path for growth are more likely to stay, contribute, and thrive.ConclusionThe rise of revenge quitting signals a pressing need for L&D professionals to rethink not only engagement and retention strategies but company culture, too. When employees feel undervalued, unheard, or stagnant, they start looking elsewhere.The long-term benefits of preventing revenge quitting far outweigh the initial effort: a healthier workforce, more engaged leaders, greater performance, and a sustainable talent pipeline that makes for a resilient organization.

By Matt Paese on 19 Mar, 2025

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Here are six “must haves” for building an effective and customized sales training program, and six selling points to get your executives on board.

By Michelle Richardson on 18 Mar, 2025

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As the ATD audience is keenly aware, merit-based strategies are skills-based. For those who are catching up to merit-based strategies, how are they similar to skills-based strategies? Skills and performance are key components of a merit-based system because they reflect the training, work, and contributions of employees. Unlike other methods of talent management that might prioritize seniority or educational background, a merit-based strategy centers around practical, demonstrable abilities that employees can apply day to day, as well as the upskilling or reskilling training needed to meet the changing needs necessary to have a positive impact on their organization.Heads of State have long looked at government-led skills and merit-based programs as key solutions to their region’s skill shortages, improving unemployment rates and transforming their local economies. England, India, Singapore, and more have key skills-based platforms to keep their constituency competitive in the global market. Nonprofit organizations such as Abdulla Al Ghurair Foundation (AGF) launched a skill-based upskilling and job matching program aimed at connecting Emirati and Arab youth with career pathways and employment opportunities. And, in the private sector, DHL is saving millions in external recruiting costs by gaining visibility into skills gaps and enabling people to drive their own skills-first career growth with a career marketplace, and Roche shortened speed to competency from 1.5 years to 90 days with personalized skills-based learning.How can your organization develop a merit-based, skills-based people strategy? Start with three questions that we believe in our 25+ years in the workforce talent strategy industry are fundamental:What skills do we need to drive our business strategy and competitive advantage? This starts by reviewing your strategy for meeting goals and mandates. Assess challenges, opportunities, and threats. Understand what your leaders and people need to solve problems (skills) efficiently and effectively, and create value.What skills do we currently have in our workforce compared to the broader labor market? Whether you’re in the public or private sector, effective strategy and execution starts with measurement. Measure and validate skills through assessments. Benchmark against the overall skills supply and demand of the labor market and identify emerging gaps in meeting essential public service needs. Train your employees to efficiently and effectively fill those gaps. Create employee skill profiles, with AI making this process smarter, faster, and more efficient.What are the best ways to close identified skills gaps? Leveraging your skills and data, evaluate your “build, buy, borrow, or bot” strategy. Determine which skills to build internally, within the specific context of your organization, through training and development. Assess which skills are readily available on the open market and can be acquired through recruitment or outsourcing. Identify existing skills within your organization that can be re-deployed to more mission-critical areas.Skills are a key currency for global organizations and are essential in merit-based strategy, whether private or public sector. They are a shared language, understanding, and measurement for how to best collaborate to solve problems and create value for public constituencies, investors, and shareholders alike. This currency has dramatically risen in value in 2025. The time to wait for a skills-centric approach is over, with transformation enabled one use case at a time. Cornerstone has created a “Federal Guide to Workforce Agility,” which provides guidance on merit-based talent management and development for the federal workforce. You can find it on our resources page for the federal sector, where you can also access free learning courses on merit-based principles.

By Himanshu Palsule on 14 Mar, 2025

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Remember to lean in—not just to your career, but to empathy, resilience, and the opportunities to create lasting change.

By Molly Loonam on 14 Mar, 2025

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Workplace conflict among team members can be one of the most challenging, demanding, and draining issues a leader faces. If left unaddressed, it can lead to missed deadlines, decreased productivity, burnout, and turnover. It can also lead to poor communication and collaboration.The key to managing team member conflict in the moment is in the understanding of the motives and emotions that people are experiencing during the conflict. But the key to getting past that and truly resolving conflict is in understanding what triggered the conflict in the first place. Conflict triggers reveal what matters to us—and we are most often triggered when something goes against our values. This is why we say that conflict can reveal values. We only go into conflict about things that are important to us. Not too long ago, I was asked to help coach two team members. A recent exchange between the two left the relationship strained, and leaders were concerned. They asked if I would assist.I of course immediately began reviewing all the dialogue skills that might help them talk things through. Then, I remembered I had access to the Strength Deployment Inventory (SDI), a workplace personality assessment. When used as a team, the SDI provides a view of others’ motives, how they experience conflict, their strengths, and how their strengths, if overdone, may trigger feelings of conflict for others.When I pulled up the profiles of the two team members, I was certain I would find two very different individuals. Instead, I found more similarities than differences. Their conflict was due to more than just a lack of skill. It was also the result of a lack of awareness. Each was making judgments on the surface—they were reacting to behavior. But a quick glance below the surface, which the SDI provides, gave insights into WHY each was behaving the way they were. Again, conflict reveals values. This allowed me to have a far more productive conversation with each of them, helping them appreciate where each other was coming from. Awareness coupled with dialogue skills expedited our work, contributing to improved results and a strengthened relationship.If you don’t have access to the SDI, you can learn more about it here. I’d also like to offer a few suggestions that may help regardless.Be Clear on the Destination and ResponsibilitiesAs a leader, make sure everyone is clear on the goal. Clearly define expectations for the team and each team member. If roles become blurred, how will you navigate those moments? Who is responsible for what? When will each part of the project need to be completed? Clarifying roles and expectations can prevent unnecessary conflict.Create a Mental MapIf you don’t have access to the SDI, you can create a map in your mind by asking yourself a few questions. This will not only open yourself to empathy and understanding but will also minimize the emotions that often come from the stories we tell ourselves. Ask:What motives could be contributing to this behavior?Why would a reasonable, rational, decent person behave that way?How could this behavior help them feel good about themselves?Ask for DirectionsVisit with each member to ask questions that will help you identify the motives behind their behavior. This can provide valuable insight that you can use to help your team navigate the conflict. Ask:Why is it important to you?What do you care most about (on this project, in this relationship, for this team)?What most worries you (on this project, in this relationship, for this team)?One measurement of a leader’s impact and effectiveness is their ability to help their team navigate workplace terrain and manage conflict. If done well, it leads to a smooth ride of collaboration and communication, ultimately arriving safely to your destination of desired outcomes and stronger relationships.

By Scott Robley on 13 Mar, 2025

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Adopting even a few practices can result in a more inclusive learning environment.

By Leann M.R. Kaiser on 12 Mar, 2025

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As a legendary basketball coach John Wooden once said, “The goal is to create a correct habit that can be produced instinctively under great pressure.” To achieve this goal, he created the eight laws of learning: explanation, demonstration, imitation, repetition, repetition, repetition, repetition, and repetition. His approach underscores a fundamental truth—learning is not a one-time event but a continuous process of practice and refinement. As players repeatedly practice moves and game strategies until they’re instinctive, learners refine their skills through continuous application. In basketball, every dribble, pass, and shot builds toward mastering the sport. Repetition is the bridge between learning and mastery, allowing individuals to build confidence and fluidity in their skills—whether communicating effectively, leading a team, or adapting to new challenges. Wooden’s insights highlight that, like basketball, learning requires consistent effort, strategic reinforcement, and a commitment to improvement—ultimately transforming knowledge into instinctive expertise. Why Repetition WorksRepetition is the foundation for skill development. When skills and knowledge are repeated, the brain reinforces the neural pathways that make those actions easier and more automatic over time. In learning and development (L&D), this reinforcement is crucial. As Wooden highlighted, it isn’t enough to simply explain or demonstrate content; learners must actively engage, repeat, and refine their skills to master them. Only through repetition can individuals work towards this level of perfection. Additionally, repetition enhances knowledge retention. As they engage in these repetitive practices, they build long-term muscle memory and cognitive fluency until they can recite their learning content to perfection. Repetition in Practice With Learning ToolsThe best learning tools utilize repetition to enhance skill development. Video-based coaching, for instance, allows learners to refine their skills through repeated practice, self-evaluation, and iterative improvement. Research by Ericsson, Krampe, and Tesch-Römer (1993) suggests that expert performance primarily results from deliberate practice rather than innate talent, with top performers accumulating thousands of hours of structured training over time. Through asynchronous coaching, learners can record, review, and refine their responses multiple times before submission, helping them develop fluency and confidence in communication skills like sales pitches, leadership presentations, and customer interactions. This iterative process mimics real-world situations where professionals must continuously refine their messaging to drive impact. Furthermore, when learners receive AI-driven feedback or peer reviews, they can adjust their delivery and approach more effectively. Similarly, game-based learning leverages repetition through engaging, interactive challenges that encourage learners to reinforce key concepts while having fun. Research indicates that gamification has a moderate positive effect on learning outcomes compared to traditional methods (Sailer & Homner, 2020). By allowing learners to replay scenarios, tackle adaptive challenges, and receive instant feedback, game-based learning creates an environment where repetition feels natural rather than monotonous. Whether solving puzzles, answering quiz questions, or participating in real-world simulations, learners deepen their understanding and strengthen their decision-making abilities with each attempt, while having fun. Just as repetition is essential in mastering basketball, it is equally crucial in learning. Through structured coaching and gamified practice, learners refine their skills and ultimately prepare them to execute with precision when it matters most.

By Liesl Twaalfhoven on 7 Mar, 2025

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