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Garin Hess

Author in a Flash

Imagine turning your daily routine into a path of continuous growth and discovery. In today’s fast-paced world, lifelong learning is more crucial than ever. The 2024 LinkedIn Workplace Learning Report revealed that eight out of ten people feel learning boosts their sense of purpose at work, benefitting both their personal satisfaction and their company. But how can you weave learning into your busy schedule?Here are seven straightforward steps to make lifelong learning a natural part of your routine. Whether you want to sharpen your professional skills or dive into new personal interests, these tips will help you stay on track and make learning a consistent and enjoyable part of your life.1. Set Clear Learning GoalsStart by deciding what you want to achieve. Do you want to master a new skill, deepen your knowledge in a specific area, or explore something entirely new? Clear goals will help you stay focused and motivated. For example, you might aim to complete a course on a new software tool by the end of the month or read a book related to your field every few weeks. These goals can evolve over time, so don’t be hesitant to revisit and tweak your goals as needed.2. Know Your Learning StyleEveryone learns differently. Do you prefer visual aids, audio content, or hands-on experience? Take a moment to reflect on how you learn best. If you’re a visual learner, try using videos and infographics. If you’re an auditory learner, podcasts and audiobooks might be your thing. Understanding your style helps you choose the right resources for a more effective learning experience.3. Build a Varied Learning PortfolioMix up your learning methods to keep things interesting. Consider including:Online courses and webinars: Check out platforms like Coursera or Udemy.Podcasts and audiobooks: Great for learning on the go.Industry publications: Stay updated with the latest trends.Networking events and conferences: Learn and connect with others in your field.Mentorship programs: Gain insights from experienced professionals.Hands-on projects: Apply what you’ve learned in real-world scenarios.By using different learning channels, you’ll keep your routine engaging and effective.4. Stick to a Learning ScheduleConsistency is key. Set aside specific times for learning, whether it’s 30 minutes daily or a few hours weekly. Make it part of your regular routine by blocking out time on your calendar. You could choose to learn first thing in the morning or in the evening after work.5. Try MicrolearningFinding large chunks of time for learning can be tough. Microlearning breaks your goals into small, manageable segments. Listen to a 10-minute podcast during your commute, read an article while waiting for a meeting, or watch a short tutorial over lunch. These small doses of learning can really add up.6. Put Learning Into PracticeKnowledge sticks better when you use it. Look for ways to apply what you’ve learned in your work or personal projects. For instance, if you’ve picked up a new project management technique, try it out on a current project. Keeping a learning journal can help you track your progress and brainstorm ways to apply new skills. Sharing your knowledge with colleagues or mentoring others can also reinforce what you’ve learned.7. Track Your Progress and Celebrate Keep an eye on your progress to stay motivated. Use a simple spreadsheet or a learning management tool to log your activities and achievements. Set milestones and celebrate when you hit them. Finished a challenging course? Mastered a new skill? Take a moment to appreciate your hard work and reward yourself.Investing in lifelong learning is a smart move that pays off in both your personal and professional life. It keeps you flexible, boosts your problem-solving skills, and opens up new opportunities. Remember, learning is a journey, not a destination. Be patient with yourself, adjust as needed, and most importantly, enjoy the ride!

7 Steps to Building and Sustaining a Lifelong Learning Routine

Human capital managers at government agencies face many challenges thanks to strict budgets, compliance policies, and organizational hesitancy for change. These challenges often prevent them from offering innovative projects to younger employees, using compensation as a performance motivator or touting growth opportunities, which are frequently defined by tenure rather than performance. As a result, 71 percent of local and state government workers are not engaged in their jobs, according to Gallup.Considering this culture, HCM leaders must seek out innovative tools and leverage creative strategies such as job rotations, flexible work arrangements, or mentorship programs to increase engagement and provide continuous training and development. But it’s no easy task—The State of Human Capital Management in Government report highlights five key obstacles HCM leaders grapple with at government agencies, and how to overcome them.Skills Gaps and Private Sector CompetitionRecruiting people with the right skills for the job is one of the top three talent management priorities for 53 percent of leaders, according to the Human Capital Management Group (HCMG) study. An aging workforce, combined with an observed skills gap in the incoming workforce, means that HCM leaders must find ways to empower and excite employees to attract talent, boost retention rates, and remain competitive with the private sector.Creating a formal mentorship program, putting shadowing opportunities in place, and allowing employees to explore different functional areas are ways to attract talent and build needed skills on the job. To sustain an empowering culture, lead administrative workshops on how to problem solve, create positive change, and implement core values in daily work.Succession PlanningSuccession planning is essential to building a well-trained workforce—36 percent of leaders report that improving succession planning is their greatest staff development need, and 70 percent say they are currently investing in leadership development.By finding ways to develop internal employees for advancement, HCM leaders can build skill sets and create an environment that people want to stay at long term. Incorporating annual employee performance reviews, prioritizing professional development, and having clearly defined competencies can encourage learning across the workforce and inspire future leaders.Limited BudgetsHCM leaders focus much of their time, energy, and resources on employee engagement. And rightly so—when employees feel undervalued or that there isn’t room for growth, they will either leave or disengage, resulting in low productivity and morale. For HCM leaders in government, engagement efforts are typically complicated by a smaller budget.Despite this limitation, agencies are getting creative in their approach to engagement: 81 percent are implementing employee recognition programs and 71 percent are implementing flexible work-from-home options.Listening to employees and implementing flexible solutions that align with their needs helps drive commitment and loyalty. Encourage employees to participate in town hall meetings, roundtables, focus groups, and employee surveys. Based on feedback from these activities, the agency creates targeted, focused, strategic initiatives around engagement.Change ManagementOther than budget, change management is the most cited barrier preventing agencies from reaching their talent management goals. To successfully roll out new initiatives, HCM leaders must first receive buy-in from organizational leaders.Once they have approval, HCM leaders should discuss the goals, benefits, and rollout plan using a variety of communication methods, giving early adopters the tools they need to get the word out and be transparent and clear in messaging.Data-Based Decision MakingHCM leaders can rely on data for information on employee skill level, engagement, and development so they can make better decisions for their workforce. Despite its far-reaching capabilities, data is underutilized by HCM at government agencies.Currently, data is mostly being used to streamline onboarding and assessment processes. But, that is just the tip of the iceberg—data can also be applied to succession planning, recruiting, and talent retention efforts by using employee surveys to gain feedback, or people management software to identify and close skills gaps, or uncover themes and trends to boost satisfaction.As agencies increasingly rely on data to enhance their talent management practices, they must also navigate the complexities of data security. This is particularly important for government agencies, where the stakes of data protection and cybersecurity are exceptionally high. Ensuring that their talent management platforms meet stringent security standards is not just a best practice but a necessity.The Federal Risk and Authorization Management Program (FedRAMP) plays a crucial role in this regard. It is designed to authorize and monitor cloud products and services across the entire government landscape. FedRAMP provides security tiers ranging from impact-level 2 (IL2) to IL4, with IL4 authorization ensuring the highest security standards are met.Despite the many challenges that government agencies face, HCM leaders can build a loyal employee base and nurture future generations of leaders by finding ways to boost employee engagement, provide learning and career development opportunities, and utilize data to generate insights and make decisions.

Top 5 Employee Engagement Challenges That Government Agencies Face

What is Demo Day? This free, half-day event offers you the opportunity to see live demos from leading authoring tools providers. Each 30-minute demo allows you to see the solution in action, ask questions, and request additional information. Selecting new technologies and programs for your organization is a tough decision and a big investment. Let ATD Demo Day help you learn about the benefits of a variety of options at once.
Who is it for?
Anyone who is currently searching for innovative coaching solutions using AI, is interested to transform their leadership development and organization with coaching, or is scaling and automating enterprise coaching programs.
Demo Day Agenda: (All times below are Eastern Standard Time)

11:55-12:00 pm ATD Introduction & Welcome
12:00-12:30 pm AI-Tool Kit: Your Personal Assistant to Streamline Content Creation (ELB Learning)
12:45-1:15 pm Simplify and Accelerate Knowledge Sharing in Your Organization (Easygenerator)


Session Descriptions: 
12:00-12:30 p.m.  ELB Learning
AI-Tool Kit: Your Personal Assistant to Streamline Content Creation
Discover how ELB Learning’s AI Tool Kit can transform your content creation process, helping you work faster and smarter. Shanmugam (Shan) Karuppusamy, VP of Product Development, will showcase each feature—from the AI-powered Asset Finder to the Speech Transcriber—demonstrating how to enhance the quality and clarity of your work. Whether you're creating training materials, assessments, or marketing content, this AI Tool Kit simplifies complex tasks and delivers professional results in minutes.
Join this session to:

Streamline Visual Selection: Learn how to use the AI-powered Asset Finder to quickly locate perfect images and videos from millions of assets, elevating your projects with ease.
Personalize and Simplify Content: See how the Avatar Generator and Text Rewriter enable you to create customized video content and improve text for clarity and precision without the hassle.
Accelerate Content Production: Discover how the Steps Writer, Questions Writer, and other AI tools can turn complex tasks—like creating quizzes, guides, and transcriptions—into simple, streamlined processes.

Speaker: Shanmugam (Shan) Karuppusamy, VP of Product Development, ELB Learning

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12:45-1:15 p.m.  Easygenerator
Simplify and Accelerate Knowledge Sharing in Your Organization

Designed for people without experience creating e-learning, Easygenerator makes content creation quick and easy with AI at its core. It also supports automated translation into 75 languages, ensuring your content is accessible to a global workforce. With over 50,000 users in more than 150 countries, including from companies like PepsiCo and Cisco, Easygenerator empowers subject-matter experts to create high-quality e-learning, decentralizing content creation across your organization.
Join this session to:

Discover how easy it is to turn knowledge into e-learning in minutes with EasyAI.
Find out how simple it is to translate your courses into 75 languages to support your global learners.
See how easy it is to add employees and subject-matter experts as co-authors to your courses and enjoy simultaneous collaboration to further enhance your content.

Speaker: Ignacio Ortiz, Enterprise L&D Advisor, Easygenerator
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1:30-2:00 p.m.  Adobe 
Discover the Power of the All-New Adobe Captivate
Get ready for an exciting journey into the world of Adobe Captivate! Join us for a live demo where we’ll showcase the incredible features that make Captivate a game-changer for eLearning and all the cool interactions you can create with this powerful tool. From creating stunning responsive and interactive content, integrating multimedia into your courses, to making your courses accessible, you’ll see how easy it is to create content that captivates your audience. You will also get a sneak peak into our upcoming Gen AI innovations. Don’t miss out on this opportunity to elevate your eLearning game!
Join this session to:

Understand New Features: Gain insights into the latest features of Adobe Captivate, including streamlined workflows, enhanced interactivity options, and new templates.
Learn Techniques for Creating Interactive Content: Explore various techniques for integrating interactive elements, such as quizzes, simulations, and multimedia, helping attendees enhance learner engagement and retention in their eLearning modules.
Experience Responsive Design: Leverage the auto-responsive capabilities to create courses that automatically adjust for different devices devices, ensuring a consistent and engaging learner experience across all platforms. 

Speaker: Sharath Ramaswamy, Senior eLearning Evangelist, Adobe

ATD DEMO DAY: Authoring Tools

Jay is a futurist. As SVP of Research for i4cp, he has devoted the past 25 years to identifying and analyzing the major issues and trends affecting the management of people in organizations. Currently, Jay and his staff follow demographic, social, economic, technological, political, legal and management trends across 50+ broad topics. Over the years, he has helped some of the most innovative organizations gain a deeper understanding of the world's changing business environment and has helped them think strategically about today's actions and tomorrow's plans. Jay has confidential access to some of the most progressive organizations, and he's currently an active advisor to more than a dozen leading corporations. In addition, Jay conducts dozens of seminars annually for major corporations on subjects related to the changing nature of the workplace and workforce. Jay is also the associate articles editor for the "building a strategic HR function" key knowledge area of the Human Resource Planning Society (HRPS), has had articles published in several major business magazines and is frequently quoted in business publications and newspapers. Prior to i4cp, Jay was Executive Director of the Human Resource Institute (HRI) for 25 years and distinguished lecturer at The University of Tampa. He has also held numerous management positions, including vice president of purchasing for a large import/export wholesaler. Jay has an MBA, and taught labor relations in the School of Management at the University of Massachusetts.

Jay Jamrog

Jamie Costello is a freelance writer who specializes in providing knowledge on business-related issues and topics. He's worked alongside many businesses, including Caunce O’Hara to gain a wider knowledge on topics that are beneficial to the business sector.

Jamie Costello

You know that coaching is a foundational skill for all managers and leaders. It drives engagement, focus, and resilience. It allows managers and their teams to do more great work: work that has impact and work that has meaning. But for most of us, it's proved harder than expected to get our managers to coach more often and more effectively. The biggest barrier? Not a lack of skill, but a lack of time. In fact, if managers can't coach in 10 minutes or less, they simply don't have the time to coach. In this session you will see how managers can coach in 10 minutes or less. You'll gain insights and skills that have proved useful to more than 10,000 other managers and leaders like you. If you want to make coaching work more effectively in your organization, this session is for you.
Application on the Job:
Understand and avoid the three trickiest barriers to everyday coaching at work.
Practice the opening question that most quickly kick-starts a coaching conversation.
Understand how "being lazy" is one of the unexpected secrets to being an effective coach at work and what that actually means.
Use the Best Coaching Question in the World to significantly increase the impact of your current coaching.
 

ATD 2016: The 5 Essential Coaching Questions (Yes, Just 5!)

Providing effective sales training is critical. But how can you ensure your programs are targeting the right skills gaps? In this webinar, you'll learn how to accurately assess individual and sales team strengths, pinpoint development areas, and deliver more effective training. Join us on August 27 at 2 p.m. EDT for a complimentary ATD webinar presented by The Brooks Group. In this session, you will gain actionable insight to improve your sales training programs.
Register to learn:

Strategies to drive meaningful performance improvement
How to benchmark competencies of top performers
Ways to use assessments to create personalized sales training roadmaps
Best practices for selecting reliable, predictive assessment tools
Whether launching a new training initiative or refreshing an existing program, attend this session to learn a powerful approach to enhance sales training effectiveness and bottom-line impact.

Primary Capability Covered: Consulting and Business Partnering
Participation in this event, either live or recorded, can be reported for one (1) professional development point toward initial certification or recertification requirements for the APTD or CPTD credential.

Mind the Gap: How to Address Sales Skills Gaps with High-Impact Sales Training

To establish real credibility and prove value, L&D professionals need to measure whether participants applied what they learned in a training program back on the job. During this session, you will gain 12 practical tips and guidelines on how to capture elusive Level 3 data using a participant survey. This session was presented at the ATD21 Conference, held @Home and @HQ, in Salt Lake City, on August 28 - September 1, 2021.

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