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Liza Taylor is the Founder and Principal Consultant at Change Consulting in Los Angeles.  Liza has been developing organizations for the past 10 years in human resources, organization development and learning roles.  She has also worked internally as the Director of Talent Development for Hulu, in Talent and Organization Development for an Omnicom Group company called Creative Channel Services, and in Corporate Human Resources in OD for The Walt Disney Company.  While at Creative Channel she implemented a social learning technology platform with aspects similar to Facebook, Twitter and YouTube.  This implementation earned the company placement on e-Learning Magazine’s 2012 Top 100 List for learning innovation and cemented her commitment to Social Learning.  Liza has drawn on a variety of modalities throughout her career such as World Café, Polarity Management, Appreciative Inquiry, Strategic Planning approaches, Learning Reviews and Open Space.  She currently consults in Social Learning, Organization Development and Non-Profit Board Effectiveness. Liza received her Master’s degree in Organization Development from Pepperdine University and her Professional Designation in Human Resource Management from UCLA.  She completed her undergraduate studies in Cultural Anthropology graduating Summa Cum Laude from the University of California Santa Barbara and also studied French and Civilization at the Sorbonne in Paris.

Liza Taylor

Imagine an L&D job where you wake up and content is loaded onto your system without any work on your part and all you have to do is hit “approve” to make it go live in your system. Imagine not having to train anyone on how to use your learning system and have it mimic the systems that people already love (FB, Twitter, YouTube, Skype). Imagine having the most fun of your career. Imagine people being able to, at a moment’s need, instantly find each other to learn from by accessing this system, and imagine having peer-to-peer mentoring without an internal process or “program” to manage it. Imagine your team members being able to find the info they need, when they need it, via computer or handheld device, customized to your company, without having to endure dull off-the-shelf material. Imagine all of that happening for a lot less than an LMS costs.
Social learning is creating a fundamental shift in how people work and is here to stay.  With more than 80% of North Americans using social media [Forrester] there is a new focus on the intermingling of ideas, information and experiences to produce learning. By leveraging our organization’s collective wisdom we can build internal bench-strength by better mirroring how people are already learning and communicating today. Research shows that no one person is as smart as the collective, therefore a new imperative exists to leverage team members broadly as both consumers and creators of content. And with potentially half the workforce made up of Millennials by 2014, there is a broad expectation to use technology in new and unique ways to meet their learning expectations. In this web cast, Liza Taylor, former Director of Talent Development for Hulu, will talk about her experiences implementing a social learning platform. Please join us as Liza will cover:
• Research helpful for understanding and selling the social learning concept
• Differentiators between social learning and e-learning
• How employee engagement results can be uplifted by social learning initiatives
• Tips on sorting through the sea of options
• Planning, sourcing and making the business case
• Defining and measuring success
 

Social Learning: Essential for 2013 and Beyond - a Case Study

Listening Skills Training details the elements of effective listening and provides structured workshops tailored to your organizations communications needs.

Listening Skills Training

Burnout is pervasive in today’s professional world, particularly among leaders. In fact, DDI’s research reveals that 72 percent of leaders report feeling used up at the end of every day, with rates even higher among women and minorities. It’s no wonder given the relentless demands they face—balancing packed schedules, coaching teams, executing initiatives, and shaping strategy—all on top of personal responsibilities.Given these pressures, HR professionals cannot afford to ignore burnout. Its long-term effects can be damaging for your leaders and organization: retention drops, quality of work declines, and for leaders, physical and mental health can suffer.The good news is that burnout isn’t inevitable. By providing the right environment and tools, HR can play a critical role in supporting leaders and preventing burnout.Ahead, we’ll explore three important ways you can prevent leader burnout: cultivating psychological safety, providing personalized training and support, and developing a strong leader pipeline.Build a Culture of Psychological SafetyTo create a resilient workplace, begin with culture. An organization’s culture profoundly influences how people behave and feel about their work.Protecting leaders from burnout requires cultivating an environment where they (and their teams) feel empowered to give candid feedback, collaborate effectively, and voice dissenting opinions without fear of retaliation. These behaviors thrive in a culture defined by psychological safety, empathy, transparency, and ethical integrity. Between deadlines and high-stakes presentations, occasional stress is unavoidable. However, when organizations lead with empathy, they see higher employee engagement and productivity, and lower rates of burnout.HR should establish and maintain workplace norms that encourage psychological safety and empathetic leadership.Strategies for HR to foster a psychologically safe culture include: Consistently champion and reinforce organizational values.Model vulnerability and transparency from leadership. Implement processes for safe escalation of concerns. Hold all employees accountable for ethical standards. Celebrate actions that reflect the desired culture. Provide Personalized Development for LeadersDeveloping capable leaders is another powerful way to prevent burnout. The key? Start by assessing each leader's strengths and growth areas to focus on development needs.Today’s leaders can’t wait for comprehensive 360-degree assessments that only appear every few years. They need immediate, objective feedback on exactly what to continue doing and where to adjust to support their development. One-size-fits-all training that doesn’t target specific needs only contributes to their time crunch and burnout risk. With real-time assessment results, HR can provide highly relevant, targeted development, giving leaders tools and a safe environment to practice their skills ahead of challenging situations.DDI’s research has identified seven critical skill areas that are associated with lower rates of burnout: Empathy Coaching and Delegation Influence Leading Change Leading Virtual Teams Driving Inclusion Developing Future Talent HR is uniquely positioned to help leaders address skill gaps to not only improve their capabilities but also reduce burnout risk. Finally, consider incorporating peer learning into your development program. While leadership can be isolating, bringing together leaders who face similar challenges helps build empathy, strengthen networks, and encourage mutual learning and coaching for shared growth.Develop the Pipeline of Emerging LeadersA plan to protect leaders from burnout wouldn’t be complete without designing a strategy to cultivate future leaders within the organization.As experienced leaders become overburdened, HR can ease their workload by building a robust pipeline of emerging talent. Nurturing future leaders not only provides growth opportunities that retain top performers but also ensures a steady supply of skilled leaders who can step in and share the responsibilities. Try these strategies to strengthen your leadership pipeline: Leverage a strategic, data-driven approach to identifying high potentials.Identify and develop high-potential talent at all levels.Focus on leadership potential—not just performance—by carefully observing critical skills like interpersonal skills, coaching, and building trust. Roll out development initiatives to nurture emerging leaders, including formal training, stretch assignments, and coaching.ConclusionHR's role in preventing leader burnout extends beyond crisis management. By fostering psychological safety, offering tailored development, and cultivating a strong talent pipeline, HR can proactively build a sustainable, high-performing workplace where leaders truly thrive.For more on preventing leader burnout, visit our blog, Understanding Burnout Culture: 10 Ways Leaders Can Reduce Workplace Stress, and discover how leaders can fight burnout at work.

3 Keys for Preventing Leader Burnout

Branched, personalized, and adaptive e-learning offers opportunities for instructional designers to tailor content to the behaviors, abilities, choices, and preferences of individual learners.

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