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Bard Williams is vice president of training at Alain Pinel Realtors, a privately owned residential real estate company in Northern California, where he oversees all technical and sales training throughout the company. He has held senior management roles with Apple, and worked with a variety of leading Silicon Valley companies in the fields of education and technology. Williams earned his doctorate from the University of Georgia.

Bard Williams

August 2017 - TD Magazine

The Real State of Real Estate Agent Training

Elliott Masie has been the host and curator of many L&D seminars, labs, and conferences throughout the past 30 years. He is a provocative, engaging, and entertaining researcher, educator, analyst, and speaker who is focused on the changing world of the workplace, learning, and technology. He is acknowledged as the first analyst to use the term e-learning and has advocated for a sane deployment of learning and collaboration technology as a means of supporting the effectiveness and profitability of enterprises.He heads The MASIE Center, a Saratoga Springs, New York, think tank focused on how organizations can support learning and knowledge within the workforce. He leads the Elliott Masie Learning CONSORTIUM , a coalition of more than 150 global organizations cooperating on the evolution of learning strategies, including American Express, General Electric, McDonald’s, General Motors, and Fidelity Investments.He is the editor of Elliott Masie’s Learning TRENDS, an Internet newsletter read by more than 52,000 business executives worldwide, and a regular columnist in professional publications, including Chief Learning Officer magazine. He is the author of 12 books, including the ASTD /MASIE Center’s Big Learning Data. Masie’s next book, EveryDay Learning, is scheduled to publish in September 2020.His professional focus has been in the fields of corporate learning, organizational performance, and emerging technology. He has developed models for accelerating the spread of knowledge, learning, and collaboration throughout organizations.He serves as an advisor to a wide range of government, education, and nonprofit groups and has served on the board of trustees of Skidmore College as a member of FIRST Robotics board of directors and Williamstown Theatre Festival. He has served as a pro bono advisor to the Department of Defense and on the White House Advisory Council on Expanding Learning Opportunities as well as a member of the CIA University board of visitors.Masie is known as a highly approachable speaker and trainer who blends humor, applicable stories of best practices, and high levels of audience involvement. During the past 35 years, he has presented programs, courses, and speeches to more than 3,100,000 professionals around the world. He lives in Saratoga Springs, New York, owns thoroughbred horses, and is a Tony Award–nominated Broadway producer of shows including Kinky Boots, An American in Paris, The Prom, The Cher Show, Anastasia, The Play That Goes Wrong, SpongeBob SquarePants: The Broadway Musical, and most recently, Seared.

Elliott Masie

Vanessa Williams is the founder and CEO of Leading Edge Consulting, LLC, a distinguished executive advisory firm with a strong focus on achieving real business outcomes. She possesses a unique combination of Fortune 500 executive success and credentials coaching and guiding CEOs and senior leaders. Vanessa's deep and broad operational, financial, and cross-functional experiences enable her to bring an enterprise-wide view and high business acumen to deliberations and decisions facing any board of directors.For 25+ years, Vanessa led service, relationship management, productivity, and talent development at major financial services institutions for large client segments in the US and internationally. She led collaboration across multiple Prudential Retirement functions, implementing holistic solutions to improve the customer experience. At Sun Life Financial, Vanessa worked with the worldwide organization to embed the enterprise customer loyalty program. Earlier in her career, she led financial and operational teams at Aetna, Kaiser Permanente, and the University of Connecticut Health Center.She is a director for two CEO Trust Advisory Boards – Virginia Industries, Inc., and First State Bank of Texas. Vanessa previously served on the Board of Directors for Internet Services Incorporated and chaired the Audit Committee. Vanessa was recently Board Chair of Easterseals Capital Region & Eastern Connecticut. Vanessa holds an MS from Rensselaer Polytechnic Institute and a BS from Virginia State University.She has the Professional Certified Coach designation, granted by the International Coaching Federation, and received corporate board of directors certification by CEO Trust's BoardTrust.

Vanessa Williams

Caitlin Williams, PhD, is an expert in navigating the workplace with grit and grace and co-author of Career Moves: Be Strategic About Your Future (ASTD Press 2013). An atypical career development professional, through her consulting, speaking, and writing, she evangelizes the opportunities for experienced professionals to continue to pursue meaningful work that keeps their performance high, their anxiety low, and their lives moving in the direction that works for them. Witnessing the disheartening effects of the “working worried,” she offers these committed workers specific tools and strategies for flourishing in a always uncertain workplace. Whether experienced professionals are exploring new career paths or pursuing excellence in already chosen careers, she acts as their chief supporter and sounding board. Caitlin is also an organization’s key advisor, guiding leadership in identifying and leveraging employee strengths and critical skill sets and helping them build healthy, productive and innovative workplaces. In her work, Caitlin uses the leading-edge tools of personal branding, appreciative inquiry, personal story, and preferred futuring. These techniques powerfully shift her clients and audiences’ perspective from one that is limited to a history-focused and static view of themselves to one that leverages current strengths and focuses on future possibilities.

Caitlin Williams

They're creating computer code, carting food and passengers around in their own cars, and popping in monthly for a project meeting. What's their story? Are these occasional workers underemployed, unable to secure a salaried job? Are they Millennials and Generation Z-ers sampling different occupations before they commit to a career? Or Baby Boomers making some extra cash to supplement their retirement savings?They could be any of those―or none of them. Meet the gig workers, a burgeoning population in the labor force that is changing the way company leaders look at workforce planning and the way people view work."As individuals have entered the workforce and evolved, they are asking for more flexibility," says Kurt Heikkinen, president and CEO of staffing company Montage. And, as access to health insurance has become increasingly separate from full-time employment, "workers have really gained a sense of freedom. They look at [their careers] as a series of gigs, a series of projects and experiences, as opposed to a long-term career at a given employer."Figure 1: Gig Workers Look Like the Broader WorkforceThe following charts illustrate the demographics of self-identified gig workers compared with those of the entire U.S. workforce. Source: Morning Consult.But these aren't the typical temp staffers of yore―the "Kelly Girl" secretaries and Manpower workers who filled in for office staff when an employer had a hole in the schedule. Nor are they limited to the classic freelancers in creative fields―writers, editors, musicians, and graphic artists. Nowadays, gig workers run the gamut, from Uber drivers to IT technicians to travel nurses. And they are an integral and growing part of the knowledge economy.Many businesses have embraced this pipeline of on-demand talent. Yet, despite all the promise of the gig economy, it is a work in progress. The rules are still being written as companies and workers alike adjust to new ways of getting work done.Two Types of Gig WorkersGig work itself is not new. "People have always worked this way," but the prevalence and types of gig jobs have changed over the years, says Diane Mulcahy, author of The Gig Economy: The Complete Guide to Getting Better Work, Taking More Time Off, and Financing the Life You Want (Amacom, 2016). "This kind of work is growing at a rapid rate," she says, particularly in white-collar jobs and the tech economy.There are two types of gig workers, Mulcahy says: first, those who are searching for full-time work and need to make some cash and contacts while they job-hunt and, second, those who simply don't want or need full-time employment.The latter group includes a lot of younger people, for whom the idea of a 40-years-and-you-get-a-gold-watch kind of job is something their grandparents did. They aren't attracted to what they see as an outdated model of sticking with one company―or even one profession―for an extended time. But this group also includes retired or semi-retired people who may or may not need the money but who want to stay engaged and active regardless. And there are also mid-career folks who want the flexibility and freedom of doing what they want more or less when they want, drawing on years of experience to cherry-pick appealing projects.In the United States, more than 40 percent of workers are employed in "alternative work arrangements," such as contingent, part-time, or gig work, according to Deloitte's 2018 Global Human Capital Trends study. In a 2016 Adobe survey, 56 percent of office workers predicted that everyone will do some gig work in the future. Asked to look ahead to 2020, 28 percent of business leaders and chief human resource officers said they anticipated an increase in gig workers, the Deloitte study found."The vast majority [of gig workers] are folks who easily could go get [traditional full-time] jobs somewhere," says Lori Williams, vice president of fulfillment at Gigster, a software developer that has 80 employees on staff and works with 1,000 gig workers. "They've chosen this lifestyle."The top benefit of the arrangement for them is autonomy. They have greater control over their schedule and they can avoid routine annoyances such as bad managers, office politics, and interminable staff meetings. They also might learn new skills and gain valuable experience at a temporary stint, ultimately giving them the tools to advance in other gigs or in staff jobs.Employers, too, enjoy the perks of an open relationship, gaining access to skills and talent without having to commit to a full-time hire. And managers can supplement staff with gigsters who have the talent and knowledge not only to advance a project, but to teach regular employees new skills."It's really [about] how can we continue to scale as an organization?" says Vlasta Dusil, senior vice president of HR for computer technology company SAP's Cloud Business Group. "We talk about diversity, with gender, with different generations. In our view, this is another way of looking at diversity."Growing PainsStill, there are some drawbacks―for both sides. The "flexible schedule" so many people crave can lead to them being underemployed. The gig worker might also miss out on the advantages that come from committing to one employer. Among those advantages is professional development."How are these people going to train and develop and grow?" says Jennifer Graham-Johnson, SHRM-SCP, recently retired chief HR officer at WestRock Co., a paper and packaging products manufacturer."I do worry we are going to have a group of people who are . . . unable to advance" if they ever decide they want full-time employment because they haven't had the opportunity to develop their skills and knowledge through training and classes.Then there's the issue of employee benefits.Gig workers don't get health insurance, paid time off, or 401(k) contributions from employers. Offering them the same perks that staff members get could set an employer up for legal challenges and negate savings typically associated with hiring gig workers.It could also harm recruiting efforts. After all, good benefits are one of the selling points companies use to attract full-time talent. Why would people want to join your team as full-time employees if they can enjoy the freedom and flexibility of gig work and get the same benefits as regular employees?The bigger issue may be that offering the same benefits to contractors and regular staff could get the company in trouble with the IRS, which has a 20-point test to determine whether workers are independent contractors or employees entitled to the employer-paid share of FICA taxes. Microsoft and other employers have had to pay millions of dollars in back taxes and damages after being sued by workers who said they were paid like independent contractors but treated like employees.Figure 2: What Motivates Gig Workers? Source: Shiftgig, Profile of a Gig Worker, 2018.Playing Catch-UpGovernment and businesses are lagging on other fronts related to the gig economy, too. Banks, for example, might be skittish about lending money to a potential homeowner who doesn't hold a permanent job. And gig workers don't get unemployment benefits, COBRA, or worker’s compensation.Companies can help fill the gaps. One way is to offer voluntary benefits that are fully paid for by the worker but administered by the employer. E-commerce website Etsy, for example, has partnered with Stride Health to act as a health insurance broker for the people who create the art, jewelry, and other items sold on Etsy.Still, the gig economy is clearly moving faster than the institutions that deal with these workers."I don't think we've caught up to this type of worker," says Arthur Tacchino, chief innovation officer at the compliance technology company SyncStream Solutions. "The workforce is changing. So how are the coverage, insurance, and benefits going to evolve to fit the newer kind of workforce we are seeing?" There's no clear to answer that, Tacchino says."Regulators and courts are trying to apply 20th-century law onto a 21st-century problem," says Richard Meneghello, an employment attorney and partner at Fisher Phillips. "Our hope is that once people realize it's not just a passing fad, regulators and legislators will get more serious."One agency trying to change with the times is the Securities and Exchange Commission, which is taking a fresh look at compensation for gig workers. The agency is considering revising its rules to make it easier for people who are classified as independent contractors to receive stock awards from the companies that employ them, the New York Times reported.While governments and financial institutions adjust, the market for gig workers is maturing, fueled by technology platforms that help both sides of the work arrangement find each other. Online labor platforms such as Upwork, Gigster, TaskRabbit, and Freelancer are not only empowering the gig economy, but revolutionizing the way workers and companies connect."The technology is making the whole market more efficient," says Marion McGovern, author of Thriving in the Gig Economy (Career Press, 2017) and co-founder and former CEO of M Squared Consulting.Upwork, for example, connects computer-industry freelancers in 170 countries to employers who need their services, charging the worker a fee of 5 percent to 20 percent of the job's pay. ShiftPixy and others hire workers (paying the employer share of payroll taxes and taking care of other compliance issues), then "lend" them to clients in the hospitality and restaurant industries. The company has an app that allows people to broadcast their availability and apply for certain shifts in their communities.As Uber was creating its digital platform for drivers, the job market for gig work was exploding, says Scott Absher, ShiftPixy's CEO. "People are looking for ways to recobble their income," and these platforms make that more efficient, he says.Managing the GigSo how do today's people managers handle gig workers, follow the law, and head off potential tensions with full-time staff? Some tips:Decide who will drive the decision-making on hiring. A simple procurement process may be enough to fill an open gig for an IT techie, while a speechwriter for a CEO will likely require input from the chief executive.Pay people promptly. "I can't tell you how many companies are on 60- to 90-day schedules" for contracts, McGovern says. But individuals expect to be paid faster and more often.Know the law—and do not treat gigsters like employees. In fact, don't even use the word "hire" to describe the working arrangement, advised Rebecca Cenni-Leventhal, founder and CEO of staffing and recruitment firm Atrium. People who work gigs are "engaged," not hired, she cautioned.Protect confidential company information. This is especially important when using outside contractors for a business dealing with sensitive client information, such as health data and Social Security numbers.Let your own staffers gig―even at your company. Since many workers crave the opportunity to learn something new, offer full-time staffers the chance to develop by giving them a gig in-house.Keep staffers and gigsters separate, when warranted. "Having [gig workers] participate in regular team meetings or asking them for regular updates and reporting is not wise," says Cenni-Leventhal, as that may cause them to be viewed as employees rather than independent contractors. "Inviting them to one holiday party isn't too much of a risk, but when you start having them participate in team-building activities and attending company functions, it can get tricky."Make your gig workers feel welcome and valued. "Make sure you afford them the correct level of respect," McGovern says. "This is someone who is going to add to the team, bringing in skills or knowledge and experience to help the effort."On top of that, she adds, it's important to recognize the dignity of their career choice. After all, it's a work arrangement more business leaders can expect to manage in the coming years.Copyright 2019, SHRM. This article is reprinted from www.shrm.org with permission from SHRM. All rights reserved.

Gig Workers Challenge Old Order

There are many books focused on career development in the ATD bookstore, but I thought I’d highlight a few that are on my summer reading list. What's more, ATD is having a Midsummer Book Sale! One day only—Tuesday, August 4—you can get 20% off all in-stock ATD books. And from August 5–14, all 2015 book releases will be 20% off. _The Self-Aware Leader_By Dan Gallagher and Joseph Costal The Self-Aware Leader was given to me by a friend before I came to work for ATD to use as a tool in my career coaching practice. I found its practical lessons on becoming more self-aware as a manager were beneficial for me as well as my clients. It offers insights regarding aspects of your management career, including which characteristics drive desirable leadership outcomes and personal success. **_Career Moves 3rd Edition_**By Annabelle Reitman and Caitlin WilliamsUpdated in 2013, Career Moves by career experts Caitlin Williams and Annabelle Reitman, shows you how to create your dream career by using practical planning exercises and techniques. Explore key competencies that professionals need to be successful, and learn how to make them work for you. Special bonus: If you have an iPad, don’t miss its app to make the book come alive. **_90 Days 90 Ways: Onboard Young Professionals to Peak Performance_**By Alexia VernonAlexia Vernon’s 90 Days 90 Ways: Onboard Young Professionals to Peak Performance demonstrates how to achieve the goal of getting new employees oriented, integrated, and trained within the first 90 days of their employment so they can make significant contributions to your business. **_Connection Culture_**By Michael Lee StallardMichael Stallard’s new book on developing a “connection culture” where employees feel valued and included is definitely worth a read. The book provides a practical and fresh way of thinking about leadership and offers recommendations for how to tap into the power of human connection. Inspiring and practical, this book challenges you to set the performance bar high and to keep reaching.  Coming Soon...Beyond Happy: Women, Work, and Well-Being  By Beth CabreraI’m also looking forward to reading Beth Cabrera’s new book, Beyond Happy, which is scheduled to come out on August 24. Why? Over the course of a decade, positive psychology authority Dr. Beth Cabrera has surveyed and interviewed more than a thousand women to gather insight into how to effectively balance career and family responsibilities. In Beyond Happy: Women, Work, and Well-Being, she gathers her essential findings and offers women proven strategies for living more authentic, meaningful lives. Helpful self-assessments guide you toward feeling good and doing good, and each chapter delivers tried-and-true tactics that real women have used to manage the difficulties of fulfilling their multiple, often conflicting, roles.

Your Career Development Summer Reading List

Clint Pulver is an Emmy Award–winning, motivational keynote speaker, author, musician, and workforce expert.A professional drummer for more than 20 years, he has played with headlining fellow musicians at venues like the Vivint Arena, the Stadium of Fire, and the Kodak Theatre (now Dolby Theatre) in Hollywood. In 2010 he founded the Utah Valley University (UVU) drumline known as the Green Man Group, which he directed for six years and went on to direct the drumline for the NBA’s Utah Jazz until 2015.Clint was featured in BusinessQ magazine as one of their top 40 under 40 list as a premier corporate keynote speaker. He has appeared on America’s Got Talent and in feature films with actors such as School of Rock’s Jack Black and Napoleon Dynamite’s John Heder.Known as the leading authority on employee retention, Clint helps organizations retain, engage, and inspire their team members from the front desk to the board rooms and everyone in between. He expertly helps audiences navigate generational complexities, communication challenges, leadership missteps, and cultural cues.As the president and founder of the Center for Employee Retention, Clint has transformed how corporations like Keller Williams, AT&T, and Hewlett-Packard create lasting loyalty through his work and research as “The Undercover Millennial.” For more than a decade, he has been a self-motivated entrepreneur who is well-versed in business start-up, leadership, sales management, management training, and helping teams grow multi-million-dollar accounts. He uses that experience to create teachable relationship and business strategies based on trust, service, support, connection, and consistent follow-through.Clint strongly believes that a single moment in time can change a person’s life. He has traveled the world speaking to a wide spectrum of diverse audiences, challenging them to dream, excel, connect, and believe—both in themselves and in the power of others. Clint has dedicated his heart, his messages, and his business to helping organizations understand the younger generation and helping the younger generation better understand themselves by living a life of significance, rather than just a life of success. His mantra: “It’s not about being the best in the world . . . it’s about being the best FOR the world.”

Clint Pulver

Daniel Lobb started his career in the tour and travel industry with Allways Tours, Inc. His first trip was escorting a group of senior adults to Williamsburg, Virginia, on September 11, 2001. He very quickly learned the importance of keeping calm and serving the customer, which became the keynote of his eight-year tenure with that company as he went on to hold nearly every position.  In 2008, Lobb decided to align his passions in leadership and customer service with adult education and joined TRP Enterprises, Inc. The mission of TRP is to help people make internal discoveries that enable them to stay positive, productive, and effective. He leads client relations for TRP and specializes in training design and delivery. He received the CPLP in 2012, and has served on the ATD Piedmont board for four years, including president 2013. In 2015 he joins ATD's National Advisor for Chapters team to share his love of learning with other chapter leaders around the country. Daniel is a private pilot, a bee-keeper, and with his wife Irene, parent of three young boys.

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