The worldwide talent development community is diverse. Our members bring a wealth of experience and insight to their work. We're spotlighting their stories.

Megan Keiser has been a member of ATD since 2016.

Tell us a little bit about yourself.

In a nutshell, I am an ambitious and motivated lifelong learner with a curvy career path. My path has taken a few twists and turns, but has always incorporated the human element. I stumbled on the field of organizational and talent development by happenstance while working as a hospitality professional. The book that changed my world was The Truth About Employee Engagement by Patrick Lencioni. After reading that book, my focus shifted from serving the external resort or hotel guest to supporting the internal customer.

What challenges have you had to overcome in your career?

Culture change. Shifting from high turnover and low morale to a more positive, productive, and supportive environment has by far been one of the biggest career challenges. The process and transition was certainly one of the most rewarding.

What’s the most valuable thing you’ve gained or experienced during your membership with ATD?

I am really impressed with the amount and quality of knowledge I have gained by becoming an ATD member. I have gained much knowledge formally through my APTD study, but also have learned so much by participating in various webinars and group discussions. I feel a strong sense of community within ATD and am thrilled to be part of such an engaging organization that supports my goals of lifelong learning.

Could you share any professional tips, specific to talent development, that you have picked up along the way?

Developing trust with co-workers and trainees is an important aspect in any job role, but I find that it is absolutely critical in a talent development role. T&D professionals are in a position to deal with people when they are feeling vulnerable and insecure. This is especially true in training or coaching situations when adults are learning brand-new skills or knowledge. Building trust makes the process of transmitting knowledge and feedback easier, and increases the chances the feedback will be well received and applied on the job.

What’s a common misconception you see when it comes to talent development?

The belief that if someone isn't performing, it must be a training issue. I work to educate managers on how to better determine if a performance issue will actually be solved by training or if another intervention may be a better option.

Do you have any advice for people looking to further their careers?

Goal setting is always a great way to drive a career forward. There are so many directions to go within the talent development field, so choosing one or two areas of expertise that you are most passionate about and setting goals that will lead you in the direction of mastery in those areas will definitely help further your career.

I would, hands down, suggest ATD as a must for continuing to grow a career, especially if there aren't any local ATD chapters to get involved with, as is the case with me. Thus, the accessibility to talent development information via the web is paramount to my growth and development.

How do you stay motivated?

Staying motivated is easy for me. Even before I started my formal education in training, development, and human performance improvement, I engulfed myself in organizational development books and theory. Human growth and development is my passion and my purpose. I am energized by learning myself and then sharing what I have learned with others who may also benefit.