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George Fields has worked in healthcare since 1991, and has been in his current role as training and education project manager for Indiana University Health in Indianapolis, Indiana, for nearly 12 years. George is passionate about learning and has focused on e-learning in recent years. Most recently, George lead a project to create an online learning curriculum for healthcare workers that would allow each user to access specific journals, lecture videos, and other reference materials at their convenience. He also lead the project to create the department’s website “The Learning Café,” which is a curriculum repository for each classroom training event for the user to access after training has occurred.

George Fields

Don't Play Hide and Seek With Your Learners

George Vukotich has specialized in change management throughout his career. As a lieutenant colonel in the U.S. Air Force for 20 years, he was involved in numerous training and leadership development initiatives. He also has extensive experience in the corporate and consulting fields with IBM, Arthur Andersen, Motorola, and BP, among others. Vukotich holds a PhD in organizational development, and is head of the graduate program in training and development at Roosevelt University in Chicago. He lives with his wife and two children in River Forest, Illinois.

George Vukotich

In this webcast, the 12 competencies known to differentiate performance will be introduced and explored through the lens of applied learning. It will draw on the insights and practical application of the 12 competencies as derived from a series of previously held conversations between Daniel Goleman and the following individuals, each influential thought leaders in their respective fields: Richard Davidson, Vanessa Druskat, Richard Boyatzis, and George Kohlrieser.
This webcast is intended for those who want to improve their understanding of emotional and social intelligence and begin to integrate these known differentiators of performance into their personal and professional lives. Specifically, we will cover:

establishing practices to support the development of the 12 competencies
how we can use what we know about the brain to create positive momentum in our lives
tools and support mechanisms to aid in bringing about lasting behavioral change, such as intellectual understanding and application of new behaviors, introspection, contemplative practice, journaling, and coaching.


CRUCIAL COMPETENCE: Building Emotional and Social Intelligence

With almost 20 years of management experience in fields including banking, associations and retail, Catherine Wemette (she/her/hers) has a unique perspective on how to get the best out of people. She started Good for the Soul LLC in 2014 to help organizations cultivate their talent and get results through coaching, facilitation, training and project management. As the chief goodness officer, she is responsible for helping others achieve their success and celebrating wins along the way. Most recently, she worked with the American Institute of Architects as their first Director of Employee Learning and Engagement, overseeing five years of continued growth in their employee engagement as measured by Gallup’s Q12 survey.Prior to taking an association hiatus to work for her favorite shoe designer, John Fluevog, Catherine served as the membership director for the Licensing Executives Society (USA & Canada). Additional association experience includes the Association of Fundraising Professionals (AFP) and the American Society of Association Executives (ASAE) in chapter relations, membership and education departments.Catherine is a life-long learner and an avid West Wing fan. In the theme of “what’s next?” she most recently earned her Senior Professional in Human Resources (SPHR) certification from the HR Certification Institute in 2020. She earned her executive certificate in Leadership Coaching from Georgetown and received her Associate Certified Coach (ACC) credential in 2020. She also received her Certified Association Executive (CAE) credential in 2009 and is a member of both the International Coaching Federation and ASAE: The Center for Association Leadership. She completed her Master of Public Administration with a concentration in nonprofit management from The George Washington University and graduated from Hope College in Holland, Michigan with a BA in communications and political science. In her spare time, she tries to figure out how a Minnesota girl ended up in Virginia with no snow for any sort of regular skiing (though she is a fan of the Virginia wineries, so it’s not all bad news).

Catherine Wemette

Kevin Rockmann is a professor of management at George Mason University's School of Business. He is the OB coordinator for the PhD in business program, the past director of the PhD in business program, and the past director of the MBA program. He also served as associate dean overseeing both graduate and undergraduate research. His research and teaching focuses on how managers and organizations facilitate not only the management of individuals but the management of the connections between individuals. It is in these dyadic ties that much of work is completed, including task work, creative work, and citizenship work. His work has been published in premier academic journals and edited volumes in the fields of management and organizational psychology as well as in leading practice-oriented publications and editorials. His research has been featured in many popular media outlets and recognized with scholarly awards from a variety of national and international organizations. He teaches courses on leadership, negotiation, and organizational behavior in a range of formats and settings. He is also the lead author on the textbook Negotiation: Moving from Conflict to Agreement, and he speaks and consults regularly for organizations on topics regarding leadership, negotiation, relationship management, and management teaching pedagogy.

Kevin Rockmann

George Carroll is a high-energy speaker, mindset trainer, and author of Maximum Performance and Productivity. His engaging and motivational style combined with actionable tips and his laugh-out-loud sense of humor will leave you feeling inspired, invigorated and ready to tackle challenges and changes happening in the workplace, and in your personal life. George’s childhood dream was to play professional football, but after he shattered is leg and ankle in the final home game at the University of Northern Colorado, he found himself depressed and hopeless. Upon graduation,George moved to Denver, Colorado, where he found fast success in corporate sales and management. In leading, training and developing people, George discovered a hidden passion to empower others as a motivational speaker. Through his own life-altering experiences, and working with some of the most well-respected leaders in the field, George specializes in change management, mindset, peak performance, and productivity.

George Carroll

 ATD developed the Talent Development Framework and the TD Puzzle to help practitioners understand the different components of talent development, and how organizations can build their own frameworks to address their unique needs. This blog series explores each component of the talent development framework, why it’s important to the field, and what resources ATD offers to practitioners who want to learn more.Change ManagementAccording to The ATD Competency Model, change management is the ability to apply a systematic process to shift individuals, teams, and organizations from a current state to a desired state. It entails guiding those affected by a change to engage with and commit to the change, and involves developing the ability to predict and prepare for change. The emphasis on process is critical; a Towers Watson survey found that most change initiatives fail because companies see change as a one-time event. Companies require change-ready employees and change-able managers. When planning for change, managers should first ask, “Why change?” Holistically understanding the need for and components of change helps communication throughout the process. Employees will not follow a change plan unless they know why the change is necessary and view it as beneficial. According to learning and development manager Joshua Berkstresser, when employees know that the change will affect them and others in a positive way, they will more likely be committed and engaged, and the change initiative is more likely to be successful.The ATD Competency Model identifies change management skills that talent development professionals need to exhibit:• Establish sponsorship and ownership of change.• Build involvement.• Create a contract for change.• Conduct diagnostic assessments.• Provide feedback.• Facilitate strategic planning for change.• Support the change solution.• Encourage integration of change into organizational culture.• Manage consequences.• Evaluate change results.We live in a volatile, uncertain, complex, and ambiguous (VUCA) world, and the need for effective change management is imperative. According to organization development expert Peggy Greenberg, the ability to adjust to change makes companies exponentially more likely to succeed and grow. In other words, the more successful a company’s change management strategy, the more agile and sustainable it is against changing demands and expectations of customers. With new challenges to face daily, change management is an essential part of a successful talent development strategy. Here are some additional change management resources to explore:• Assess and rate your change management skills.• Learn about the impact of change on employees and their day-to-day work.• Avoid unsuccessful change initiatives with these helpful insights. • Help pinpoint the “why” to get employees on board with new changes. • Adjust your mindset about change.• Read more on appreciating the effects of change and rewarding them appropriately.• ASTD Handbook, 2nd Edition.• 10 Steps to Successful Change Management by George Vukotich.• TD at Work, “Change Management” by Stella Cowan.• Change Management Training by Elaine Biech.• The Change Book: Change the Way You Think About Change by Trish Emerson and Mary Stewart.If improving change management is at the forefront of your educational goals, consider enrolling in ATD’s certificate program to become an effective facilitator of change.

The ATD Talent Development Framework: Change Management

Deborah D. Tobey has 20 years of experience in the organization development and HRD field. She is currently the director of talent management for the Tennessee State Department of Safety and Homeland Security, and an adjunct senior lecturer at Vanderbilt University. Her areas of specialization include training needs assessment, design, facilitation, and evaluation; consulting skills and systems development; group processes and team building; competency modeling; and leadership development. In her private consulting practice, Deborah’s clients have included state and local governments, universities, nonprofit organizations, and Fortune 500 organizations in the manufacturing, finance, import, healthcare, and service sectors. She served in a full-time teaching role at Vanderbilt University, as well as in numerous appointments in adjunct roles, most notably at George Washington University and Vanderbilt University. She is the author or co-author of several ATD publications.Deborah has a bachelor’s degree in English and a master’s degree in student personnel administration and counseling, both from Virginia Tech. Her doctorate in HRD is from Vanderbilt University. She lives in Nashville, Tennessee, and may be reached at ddtobey@gmail.com.

Deborah Tobey

Amy P. Kelly, SHRM-SCP, SPHR is a Human Resources & Talent Management Executive. She builds award-winning employment brands, corporate universities, leadership development programs, and organizational well-being strategies. She is a Certified High-Performance Consultant, Master Trainer, and Executive Coach who works with executives to develop exceptional talent and cultures that drive maximum individual and organizational ROI.Amy is a graduate of the Leadership Coaching for Organizational Well-Being Program at George Mason University’s Center for the Advancement of Well-Being and brings all her work in Human Resources, Learning and Development, Business Development, and Coaching to develop industry-leading executives and their teams in alignment for organizational vision, mission, and goals. Amy also designs and leads Leadership Wellness, Emotional Intelligence, and Women's Leadership Programs for companies and universities.Amy is a Global Facilitator for ATD in the areas of high-performance consulting, training, change management, and human performance improvement. She holds multiple certificates from ATD programs including:ATD Master Performance ConsultantATD Change ManagementATD Creating Leadership Development ProgramsHuman Performance ImprovementAmy is the Lead Consultant, speaker, and trainer for The Jon Gordon Companies and co-author of "The Energy Bus Field Guide" a roadmap to fueling your life, work, and team with positive energy.You can find Amy believing in people and partnering to build great leaders and organizations in all aspects of life - whether it is at home with her husband and four children, in her community, or in businesses all over the world. It is her passion to believe in people and work alongside them to drive performance at the highest levels possible.

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