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As the founder of Velocity, LLC, The Conversation Company™, which emphasizes the art of strategic conversation using 4SConversations, Jill has spearheaded innovative programs for employees from corporations such as American Express, The Walt Disney Company, Elizabeth Arden, L’Oreal, Mary Kay, Donna Karan, Reebok International and Turner Broadcasting. Her approach to employee motivation and wellness has been highlighted at change management best–practices conferences worldwide. Contact her at jill@4Sconversations.net

Jill Miller

Learn how to develop great communications skills from experts Jill Miller and Melissa Goldstein.

Conversational Excellence: A Journey, Not a Destination

To keep your Millennial workers, step-up your commitment in the areas of diversity, inclusion, and flexible work arrangements.

Want to Engage and Retain Millennials? Do This

The Millennial wave is not coming—it’s already here. According to a recent Pew study, Millennials have surpassed Gen Xers as the largest generation in the U.S. workforce.
While this statistic might strike fear in the hearts of some employers, the forward-thinking ones know that this is a good thing. Why? Because Millennials have the necessary skills and disposition to thrive in today’s fast-paced market, where information changes quickly and often. In fact, when paired with the right performance support strategies on mobile, Millennials will be more productive in less time than any previous generation. Learn how to unlock the power of the Millennial employee with mobile performance support.
Attendees will learn:

why mobile and Millennials are a match made in heaven
how to onboard, train, and retain the Millennial workforce
how to get started in 30 days.


Unlock the Power of Millennials With Mobile Performance Support

Sales Training Manager, Inkling Jill Clark is the sales training manager at Inkling. She uses her more than 10 years in direct sales to empower sales professionals with consultative skills and business savvy. Prior to Inkling, Jill built an extensive training curriculum for a global sales organization at Quantcast, which enabled her to see how Millennials work best.

Jill Clark

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Emerging Talent: Will They Be Going, Going, Gone?

Jo Miller is CEO of Be Leaderly. Jo is dedicated to helping women around the world advance into positions of leadership and influence—especially in male-dominated industries, such as technology, finance, aerospace, and energy. Through her keynotes, workshops, and webinars, Jo shares the steps women can take to succeed. Globally, she delivers more than 70 presentations—often return engagements—each year to audiences of up to 1,200 women. Jo has spoken at women’s leadership conferences, professional associations, and to women’s networks for hundreds of organizations that include Abbott, Amazon, Bank of America, Boeing, BP, CenterPoint Energy, eBay, KPMG, Google, John Deere, Medtronic, Microsoft, Stryker, Department of Homeland Security, and Princeton University. She has spoken in Europe, North America, Asia Pacific, and the Middle East.To reach emerging women leaders anywhere in the world, Jo founded a popular webinar series that blends leadership skills training with access to live conversations with senior executive women leaders. Now subscribed to by 28 corporate member organizations, the webinars are viewed by participants in 900 locations in eighteen countries.Jo is a Forbes contributor and co-author of the research report, Out of the Comfort Zone: How women and men size up stretch assignments — and why leaders should care. Her book will be published by McGraw-Hill in 2019.

Jo Miller

In June, I wrote a blog about the importance of participating in the State of the Industry and the value of the data published. I am excited now, six months later, to write about the results of the survey. In total, 340 organizations’ data is included in the final report. We greatly appreciate the time and effort of these organizations to provide their data.As I mentioned in my last post, I was hoping we would have enough participation this year to focus on segments of the data, as well as the overall findings. I am excited to present the final product, which includes data by organization size and industry in addition to the consolidated data.The average direct learning expenditure per employee for the consolidated group of participants in 2013 was $1,208. This is a one percent ($13) increase over 2012. The number of learning hours used per employee also slightly increased to 31.5 hours from 30.3 hours. This is great for the industry as a whole as we can see the industry is stable and organizations continue to invest in training.However, many factors influence an organization’s training programs. Size and industry are certainly one of these factors. This year we focused a bit more in the analysis on size and industry. Examining the 340 participants we found nearly a quarter were large organizations with over 10,000 employees, 38 percent are midsize with 500 to 9,999 employees, and the remaining 38 percent were small organizations with less than 500 employees.When we examined direct learning expenditure by employee for each of these subgroups, we found small organizations with less than 500 employees spent on average $802 per employee, whereas midsize and large organizations spent $838 per employee.Digging in a little deeper, we also found that while midsize and large organization reported the same direct expenditure per employee what they offered wasn’t quite the same. The average number of learning hours used by an employee at a large organization was 36 compared to just 27 for a midsize organization.  So this means that a large organization was able to provide an extra day of training (nine hours) compared to midsize organizations at the same expenditure per employee. In the full State of the Industry report, which is available as a free PDF to all ATD members, we examine more benchmarking statistics, such as learning hours used per employee, expenditure distribution (internal, external, and tuition reimbursement), employees per learning staff member, and the cost per learning hour used, to name a few.I encourage everyone to review the report and use the data to benchmark your organization. Take the time to read the analysis and tables and to understand how organization size and industry influences the data.  For some quick stats, you can take a look at the State of the Industry infographic.To further understand the data and hear more about how we analyzed the data, join me for a webcast on December 18 at noon. I will talk about the data and take questions from participants.

2014 State of the Industry Report: Key Findings

ATD offers a variety of solutions to address your team’s challenges and organizational hurdles, but how do you know where to start? How can these solutions work together to help you achieve the best possible outcome? During this case study webinar with Cencora, we’ll dive into the various ways they partnered with ATD to transform their talent development department to achieve long term success.
During this webinar, you will learn how Cencora:
• partnered with ATD for private team training
• utilized ATD’s Enterprise Membership benefits and resources to keep their team on the cutting edge
• leveraged the Flexible Learning Pass to open doors across the department to partner with ATD without budget or contract restraints
• engaged with ATD Forum to collaborate with other organizations to drive business results

ATD’s Enterprise Solutions Case Study: How Cencora Partnered with ATD to Achieve Success

The pandemic affected every aspect of business, and L&D was no exception. While video conferencing platforms like Zoom, Teams, WebEx, and others meet the communication needs of many areas of your organization, the requirements for experiential learning are much harder to address. Learning experiences centric to soft skills –leadership, communications, teamwork, problem solving, and others—require more than the presentation of videos, static PDFs, or PowerPoint presentations.
These learning experiences traditionally are done in person, because social engagement is key to their success. This session will compare and contrast the flexibility of asynchronous learning management systems with the social engagement contributions of video conferencing and how a next generation virtual classroom can bring the very best of in-person learning to your organization’s online training.
Primary Capability Covered: Technology Application
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.
 

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