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Amanda Reed is the learning program manager and LMS administrator at Overhead Door Corporation.

Amanda Reed

August 2017 - TD Magazine

Transforming a 95-Year-Old Organization Through E-Learning

As companies fight to retain employees in a time of low unemployment, more thought is being given to how to combat burnout in female employees.

How Employers Can Reduce Burnout Among Women in the Workplace

In this Q&A podcast, I speak with Lorimer Fauntleroy about the nuts and bolts of the ATD Designing and Delivering On-the-Job Training Certificate program.

Are You Ready to Design OJT?

What Should I Read Next? 8 Books That Tackle Crucial Training Topics

In today’s volatile and unpredictable environment, executives are questioning their teams’ readiness for the path ahead. Given the ever-present goal of identifying future leaders and mobilizing them to optimal roles, we need to answer, “potential for what?” How can we identify and develop leaders for the future when the future is so uncertain? During this session, we’ll share specific examples of how organizations can answer “potential for what?” by focusing on your organization’s business challenges and enabling flexibility yet precision when preparing for the unique challenges ahead.
After this webinar, you will be able to:

Differentiate between identifying leadership potential earlier in tenure versus later and understand the implications of each.
Consider benefits and limitations of stable versus dynamic leadership profiles.
Learn how a more agile approach to leadership identification and development enables leadership teams to optimally prepare for uncertain futures.


Identify and Mobilize Your Future Leaders

The COVID-19 pandemic accelerated digital transformation and the future of work. L&D stepped in to help organizations pivot to new realities and, in the process, gained a seat at the proverbial table. The future challenges organizations will face will require depth and agility from L&D. Is your team ready to meet it? Does your team have the right skills and capabilities to meet the demands?
L&D managers and leaders need to build team skills to increase productivity and effectiveness. By using a research-based framework, ATD’s Talent Development Capability Model, and a new 180-degree assessment process (employee self-assessment and manager assessment of the employee), organizations can quickly and consistently gain insight into where a team can grow and where to prioritize skill development that will bring the biggest impact to an organization.
During this session you will learn how to:

Benchmark your teams’ skills against a research-based framework.
Create a plan to prioritize skill development for the L&D function.
Use a profile of your team’s strengths and weaknesses to create a learning roadmap.
Use trends in L&D skill proficiency to leverage the effectiveness of your team.


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