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Christine Boring

May 2019 - ATD Links

Digital curation is associated with locating and combining information on a specific subject. Though it is still considered to be a buzzword in corporate training, the term equates to an elaborate way of saying “data sharing.”

Legal and Ethical Issues Involved When Curating Content

March 2019 - ATD Links

Strongly based on John Dewey’s work, the transactional distance theory developed in the 1970s by Michael Moore has now been adapted for an online training environment. Moore’s theory consists of three parts: what is to be learned, the interaction bet

Decreasing Transactional Distance in Adult Online Learning

Talent leaders know that the career ladder can be slippery for women, but women don’t have to climb alone. By actively building a community—whether that’s based on cultural similarities or shared life and professional experiences—with talent leaders’ help, women can acquire the omnichannel support they need to advance.
In this intimate conversation, Sounding Board co-founder and CEO Christine Tao and Lean In senior vice president of programs and partnerships Archana Gilravi will discuss how their cultural and career commonalities helped to shape a foundation where they could better understand leadership challenges and identify solutions that propelled them up the career ladder (despite a few slippery rungs). They will also discuss the talent leader’s role in enabling this community building facet of leadership development.
During this event, attendees will discover:

How to identify who should be on your professional sounding board
How a spirit of service can enable more effective leadership
Why leadership skill-building and support are so integral for organizational and professional success
Resources they can bring back to their organizations to build a more inclusive workplace


How to Move From Awareness to Action as a Female Leader

Bringing healthcare staff together to learn with, and from, each other helps break down silos.

Breaking Down Silos In Healthcare Training

When you’re looking to maintain, protect, or grow the budget that powers your corporate LMS (not to mention the rest of your L&D ecosystem!), you need to be able to make your case to business-minded stakeholders. These C-suite executives want hard data that points to tangible business impact—and, when you know where to look, that’s exactly what you can give them.You’ve got a wealth of areas across your organization that benefit from L&D, and they all have a data-backed story to tell. When you know what kind of results you can expect your L&D investments to deliver, you can start planning ways to measure those results and couch them in terms your C-suite will appreciate. That means looking beyond the course usage and completion metrics that, while an essential part of your learning analytics, need to be combined with business impact data to make the most compelling case to the people holding the purse strings.Read on to discover the quantifiable outcomes your C-suite wants to see, including:Increased levels of engagementA strong reputation for learningPowerful internal mobility practicesEmployee Retention and AcquisitionYou’ll likely be aware, in broad terms, that good L&D can have a positive impact on employee retention and acquisition. These are fantastic factors to consider when you’re looking to demonstrate quantifiable returns on your L&D investments, provided you can guide stakeholders through the chain of linkages that connect learning to cost savings. So, what’s the evidence that L&D reduces turnover and increases an employer’s appeal for prospective applicants? And how can you leverage that information to impress your internal stakeholders? Read on.Articulating the Value of a Strong Reputation for LearningAccording to 2023 research, organizations that don’t offer development opportunities risk losing talent—in fact, that lack of development was respondents’ most commonly cited reason for quitting. The conclusion here is simple enough: when you’ve got a robust, tech-backed culture of learning, your organization is going to be more appealing to all those prospective hires looking for development-rich career opportunities. We’ve established that L&D can, in theory, have an impact on your reputation and on the talent acquisition that follows. But how might you turn this observation into a solid case for the business impact of your L&D investments?If you just wanted to show that your L&D efforts have left you with a good reputation for employee development, that’s fairly straightforward to achieve. You might, for example, incorporate a survey question into your application process, asking applicants why they’re interested in your organization. If applicants are citing your learning culture, you’ll know your reputation is growing in the right direction. But on its own, that information just isn’t enough. It might get across some positive sentiment directed toward your L&D function, but it doesn’t tell upper management how your learning-first reputation leads to business impact.Instead, you’ll want to identify some of the measurable benefits associated with your talent acquisition. If you’ve got a reputation for those sought-after employee development offerings, you can expect a wider pool of candidates—which means you’ll have more high-caliber hires to choose from. Demonstrate that high caliber to your CFO by taking note of factors like reduced time to competency or increased productivity in departments that receive new hires. You’re then just a step away from a set of highly tangible data that business leaders will find much more persuasive.Communicating the Links Between Engagement and Your Bottom LineGiven the popularity of employee development among workers, it’s no wonder that L&D is often linked to higher levels of employee engagement. According to research sponsored by Bridge, learning opportunities were the most commonly cited factor among respondents looking to nurture engagement. Gaining employee engagement data is straightforward enough with the right tools. In fact, Bridge itself offers employee engagement software that allows you to send out regular pulse surveys to check in on engagement levels. So, if you’re looking to establish how your L&D program leads to better business outcomes, you’d be wise to prove that your learning investments are affecting engagement. You might achieve this by conducting before-and-after snapshot surveys to see if your engagement levels improve following a new learning initiative.However, once again, engagement statistics alone aren’t necessarily enough to sell your learning investments internally. To the people holding the purse strings, the question’s going to be “so what?”, and—with the right preparation—that’s a question you can answer with hard figures.According to Bridge’s report, the area most commonly affected by employee engagement is retention. So, once you’ve established that your learning investments are engaging your people, you can start to examine your turnover figures. If your more engaged employees are sticking around for longer periods of time, you’ll be able to point to the substantial, dollars-and-cents cost savings that’ll likely justify any initial L&D expenditure.Connecting Mobility Metrics to Clear Cost ReductionsPromotions and other kinds of internal movement are made possible in part by learning—and, handily, this is something that your HR function will have plenty of data on. If your people are using your learning ecosystem to qualify for internal vacancies, you’ll be able to link the course usage data in your LMS to the talent mobility data held by your HR team. The result? A compelling business case for your learning function: one in which L&D is the lynchpin of talent mobility.That said, higher rates of internal movement aren’t necessarily going to impress your CFO without a little extra context. If you want buy-in for mobility-enabling software, you’ll have to contend with a key question: what’s the business impact of better internal mobility?Once again, turnover numbers are your friend here. Research shows that turnover is less likely when employees are able to move internally. And that’s especially true of workers born after 1996, who—according to LinkedIn—are much more likely than older generations to agree with the statement that “through learning, I can explore potential career paths at my company”.So, your challenge isn’t just to show that your learning ecosystem has led to a rise in internal mobility. It’s to show that these upward or lateral movers are sticking around for longer rather than seeking opportunities elsewhere, reducing the various costs associated with hiring new talent.Reskilling and UpskillingAccording to a survey from GP Strategies and Watershed, less than half of respondents agreed or strongly agreed that their organization uses data to understand skills gaps. That’s a lot of room for improvement, especially when 69 percent of organizations reported having a skills gap in 2023—compared to 55 percent in 2021. This is an alarmingly large number that’s growing at an equally alarming rate, and there’s no question that when employees don’t have the skills they need to do their jobs effectively, you’re going to see lower productivity and decreased employee performance.Clearly, the ability to close those gaps through learning and skills development practices has huge implications for any business’ bottom line: It’s no wonder that Watershed names new skills qualifications as one of the more valuable L&D targets to measure. Regulatory ComplianceIn general terms, your discussions about L&D investments will center around how your learning resources make an impact. But there’s one exception. In the world of compliance, there’s a strong case to be made for the avoidance of impact—especially when it comes to the serious penalties that noncompliance can bring.If your learning technology can keep your people compliant—whether that’s by consistently training employees on the same standards, keeping everyone up to date, or providing that all-important compliance documentation—you’ll protect your organization from outcomes as serious as major fines or even being shut down. This is especially true of organizations in high-consequence industries, which often face additional compliance challenges around multilingual needs and data security.A little digging into the penalties your organization is exposed to can go some way toward justifying any L&D expenditure that puts compliance first. According to the US Securities and Exchange Commission, 2023 saw fines for financial noncompliance alone totaling around $5 billion. Against even a small slice of a figure like that, you’ll have no problem making the case that the cost of a compliance-first LMS (for example) is more than justified.And good compliance training doesn’t just help you avoid fines. It can also offer savings like lower insurance costs—a tangible figure that will go some way toward mitigating your initial learning tech expenditure.

How to Prove the ROI of Learning & Development: Unlocking the Metrics That Matter 

As Vbrick's chief marketing officer, Christian Rockwell brings over 15 years of experience building and leading marketing organizations to support high-growth software technology companies. Christian has held strategy and marketing leadership positions at Sparta Systems, Misys plc, Oracle, and Siebel Systems, and began his career in strategy consulting.

Christian Rockwell

Christan Haskin is the lead instructional designer for Learning Solutions at IU Health, and brings a wealth of information to the table with over twelve years experience in instructional design in various industries. Haskin is a Malcolm Baldrige examiner on the national level and served as team lead for her team of examiners this past year. She is a certified Outdoor Challenge Education trainer and enjoys opportunities to take team building outside the classroom and the office.

Christan Haskin

Martin Luther King Jr. was many things, but few would see him as a great model for business leaders.King exemplifies two types of organizational leadership vital to today’s business environment, according to Christopher Neck, associate professor of management at Arizona State University’s W. P. Carey School of Business, and his colleague Jeffrey Godwin of Saint Vincent College. They argue that King was a transformational and servant leader, and enterprises today would benefit greatly from adopting his techniques.When Neck and Godwin started using King as an example of leadership in class, their categorizations differed—Neck saw him as a servant leader, and Godwin saw him as a transformational leader.Transformational leaders articulate a vision, while servant leaders believe in empowering and developing people on an individual level. Both types of leaders aim to empower employees and improve performance, but the transformational leader focuses more on the organization as a whole, while the servant leader focuses more on individuals. Both paths lead to the same goal, and in the end, the two types have more commonalities than differences, Neck says. “If you care about employees first, they will work harder, and their performance will improve. At the end of the day, it’s all about the organization.”In his research on King, Neck found examples of both types of leadership. King had a vision and set a model for followers to emulate. His expectations were high, and he challenged people about their assumptions. But he was also patient, advocating nonviolence and cooperation. He promoted equality and fairness and helped individuals believe in themselves, realizing that personal motivation was the key to social change.In research published in the Journal of Leadership and Management, Neck and Godwin examined a particular phase of King’s career: the “Chicago Campaign” of 1966. To end housing discrimination in the area, King moved into an apartment in the city’s west-side slums and began working with the Southern Christian Leadership Conference (SCLC) and the Coordinating Council of Community Organizations (CCCO).In August 1966, King led about 700 people in a protest march through all-white neighborhoods in Chicago. Angry residents gathered, but King was not deterred. Working with the SCLC and the CCCO, he planned another march, this time in the white, middle-class suburb of Cicero. Worried town leaders met with King and other civil rights leaders to discuss the march. The civil rights groups agreed to cancel the march, and in exchange, the city promised to guarantee accessible housing to African Americans.City leaders, for the most part, failed to follow through on the pact. King, though bitterly disappointed and angry, was not a short-term thinker.“It was one cog in his strategy to bring attention to his vision,” Neck says. “Even if the organizational outcome failed, he didn’t fail from a servant leader perspective. He helped people believe in themselves. He brought people together and brought attention to achieving equal education and facilities.”Though the business world has changed tremendously since King’s day, his leadership style is more relevant than ever.In the past, workers often stayed with a company for 20 or 30 years, and authoritarian leadership was the norm. In today’s fast-paced business environment, “it would be hard for an autocratic, top-down leader to survive,” Neck says. The pension carrot is gone. Frequent job change is the norm, and employers have a tough time finding and retaining skilled workers. Routine tasks are automated, and high-performance expectations are the norm. Employees accept the pressure, but only if they feel their work is valued and has meaning.A transformational leader provides a vision that inspires workers to come together and rise to challenges. A servant leader empowers them to use their best skills and make independent decisions that ultimately benefit the entire company.

Martin Luther King Jr.: A Leader to Inspire Businesses

October 2020 - ATD Links

Entering the fall season and a new quarter will bring opportunity—for new focus, goals, and priorities at the professional and personal levels.

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