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Jennifer (Remis) Cavanaugh is a Boston College graduate, class of 2005. Jennifer attended the School of Arts and Sciences and majored in Communications with a focus in Journalism. Since graduating her path has taken her down an interesting road encompassing jobs in Public Relations, Event Management and finally where she has found her home, in Human Resources Learning and Development. Jennifer has worked at Hollister Inc, as a recruiter, Callanan and Klein Communications as an Event Manager and at Boston University in their School of Management's Career Center, as an operation and program manager. While at Boston University, Jennifer began taking classes in adult learning and decided this was an area of interest. Jennifer has worked at Vistaprint for 2.5 years and is a Senior Learning Specialist within their Learning and Development Team. Jennifer manages a team of 3 and her main responsibilities include managing and facilitating the Global Orientation program for New Hires, managing and facilitating the Performance Excellence process at the company, facilitating the Manager Development Program as well as designing, developing, and facilitating many of the other programs offered to internal employees. Jennifer is a published author, most recently featured in Chief Learning Officer and Talent Management. Jennifer looks forward to a fulfilling career in Human Resources as her passion is building relationships and helping people learn. Outside of work Jennifer loves spending time with her family and friends and very much enjoys running, spinning, skiing, reading and writing. jremis@vistaprint.com

Jennifer Remis

This learning management program helps you develop a long-range road map for learning initiatives to show how talent development can best add value. Register now!

Managing Learning Programs Certificate

This course helps you identify an appropriate change management model and design a strategic change plan that minimizes impact and maximizes buy-in. Register now!

Change Management Certificate

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Adult Learning Certificate

Tackle instructional design challenges in any industry, and apply effective design principles to create e-learning courses with impact. Register today!

E-Learning Instructional Design Certificate

Change management is one of the 23 capabilities in the Talent Development Capability Model and is part of the Impacting Organizational Capability domain.

Change Management Is a Vital Capability for TD Professionals

What is Demo Day?
This free, half-day event offers you the opportunity to see live demos from five leading AI-augmented learning tech solutions. Each 30-minute demo allows you to see the solution in action, ask questions, and request additional information. Selecting new technologies 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 solutions using AI, interested in transforming their L&D workflow with generative AI, or scaling and automating enterprise training programs.
Demo Day Agenda: (All times below are Eastern Standard Time)
11:55-12:00 pm  ATD Introduction & Welcome
12:00-12:30 pm  Make Sales Enablement Seamless with Autonomous Sales Coaching (Dextego)
12:45-1:15 pm   Exploring AI Workforce Transformation with Pluralsight Skills (Pluralsight)
1:30-2:00 pm     Embrace the AI Paradigm Shift: Empower Your Team Today (ELB Learning)
2:15-2:45 pm     AI Enabled Skills Management: Make Personalized Skills Development a Reality (CYPHER Learning)
3:00-3:30 pm     Use Generative AI to Achieve Your Strategic Goals (Strategy.ai)

Session Descriptions:
 
12:00-12:30 p.m.
Make Sales Enablement Seamless with Autonomous Sales Coaching
In today's sales world, relationship-selling skills drive revenue. Struggling to develop these skills due to time constraints and scalability issues? Discover how Dextego's Autonomous Sales Coach ensures compliance without friction by delivering personalized coaching in the flow of work. Join us to future-proof your coaching approach and gain a competitive edge in today's dynamic market.
Join this session to:

Discover how AI-driven coaching can revolutionize sales methodology adoption and compliance, ensuring seamless integration into existing sales processes without friction or resistance.
Learn practical strategies for leveraging real-time, personalized coaching to empower sales reps, foster continuous skill development, and drive measurable improvements in sales performance.
Gain insights from real-world success stories using AI-enabled sales enablement.

Speaker: Ioanna Mantzouridou Onasi, Co-founder & CEO, Dextego
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12:45-1:15 p.m.
Exploring AI Workforce Transformation with Pluralsight Skills
Whether you want faster innovation, better customer experiences, or cost-cutting automation, those solutions require teams skilled and savvy in AI. Pluralsight offers the tools to equip your people-or yourself-with the skills you need to make the most of AI tools and tech. Join us to learn why leaders, learners, and organizations choose Pluralsight for mastering the artificial intelligence solutions of tomorrow.
Join this session to:

Explore how Pluralsight skill assessments can be used to benchmark organizational tech skills and identify knowledge gaps and strengths.
Learn how Pluralsight’s vast library empowers organizations to produce key business outcomes through its curated learning paths, hands-on labs, and sandboxes to enable technologists to develop stronger proficiencies through step-by-step instruction, practice exercises, and projects.
Discover how to track skill development progress through insightful data, ensuring the necessary skills are in place to deliver on key initiatives.

 
Speaker: Merwin Moss, Principal Solutions Consultant, Pluralsight
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1:30-2:00 p.m.
Embrace the AI Paradigm Shift: Empower Your Team Today
Discover how ELB Learning’s AI tools and services help employees connect new technology to their day-to-day work. ELB Learning’s approach to AI training goes beyond prompt engineering—it's about empowering your team to embrace change and solve real-world problems. In this session, you’ll learn how ELB Learning’s approach to AI ensures your employees are not just AI-ready but actually applying new tools to drive business results.
Join this session to:

Discover why our AI tools and services offer impactful learning for all levels: from foundational to advanced.
Identify how we tailor content depth to suit your team's needs, ensuring everyone can leverage AI for enhanced productivity and efficiency.
Explore use cases that lead to growth and innovation.

Speaker: Scott Provence, Senior Learning Strategist at ELB Learning
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2:15-2:45 p.m.
AI Enabled Skills Management: Make Personalized Skills Development a Reality
In today's evolving business landscape, staying ahead requires a workforce that is continuously learning and adapting, but traditional methods of skills management and development are no longer sufficient. That’s where AI-enabled skills management comes in. This transformative approach leverages AI to revolutionize how organizations assess, develop, and optimize their talent.
In this session, we’ll explore the cutting-edge technologies and strategies that are making personalized skills development an attainable goal for businesses of all sizes. Attendees will gain insights into how AI can enhance every aspect of skills management, including identifying skill gaps and recommending tailored training programs. Plus, you’ll get to see AI in action as we build entire courses of your choosing – on-demand – in mere minutes using CYPHER Learning’s new AI-powered Copilot technology.
Join this session to:

Understand AI’s role in skills management.
Find out how to implement personalized skills development.
Distinguish how CYPHER AI 360 can streamline and enhance attendees' skills management initiatives.

Speaker: Jennifer Geisler, Chief Marketing Officer, CYPHER Learning
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3:00-3:30 p.m.
Use Generative AI to Achieve Your Strategic Goals
Strategy.ai is an industry-leading artificial intelligence platform that empowers talent management teams with private, secure, and powerful AI tools to deliver personalized training to employees within their daily workflow. Discover how to leverage AI to dramatically enhance the value delivered by your team.
Join this session to:

Discover how and why AI can transform your approach to talent management. 
Learn why providing your workforce with generative AI tools is essential for achieving your strategic goals.
Identify how leveraging AI can triple the effectiveness and satisfaction of your internal customers.

Speaker: Andrew Leong-Fern, Founder and CEO, Strategy.ai
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ATD Demo Day: AI-Powered Solutions

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

Powerful mentors can change the trajectory of a career. They can have a real, measurable impact on job performance and careers, and even create powerful strategic results. However, true change requires mentors to build trust, give feedback, and demonstrate key skills that don’t always show up easily.
In this webcast, we will examine five tools to help mentors create impact. Register now to discover how to empower mentors and supercharge the results of mentoring for your organization!

5 Tools for High-Impact Mentors

There are many ineffective mentoring programs that require large investments of time and money, without creating positive impact. These programs are not set up for success because talent development practitioners don’t have a tried-and-true process for developing sustainable, scalable, and effective mentoring programs—until now.
This webcast will share practical steps to building a mentoring program based on the industry’s only model for developing mentoring programs. You will learn how to create and maintain a world-class mentoring program that produces strategic results. Register now to discover how the AXLES model can revolutionize your mentoring program!
 

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