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Michael Arena of Amazon Web Services Joins ATD’s 2021 Board of Directors

Michael Arena of Amazon Web Services Joins ATD’s Board of Directors

Michael Arena is vice president of Talent Development at Amazon Web Services. Contact him at arenamic@amazon.com.

Michael Arena

我们生活在一个万物互联的时代。任何产业的发展都离不开技术的支持，人才发展也绝对不会例外。2020年疫情的爆发对于技术的发展更是起到了一次推进。如今的后疫情时代注定是数字化转型加速的时代。埃森哲在其《2020中国企业数字转型指数研究报告》中指出，去年仅有11%的受访企业凭借完备的数字能力，在疫情中应对有方，甚至转危为机，成为了数字化转型领军者。都说数字化转型始于人，但想要最终取得成功，“技术”是不可避免的话题。在当今社会，了解并能够选择适合的技术，有针对性的应用到人才发展项目中，是对于所有人才发展从业者的考验。基于此，ATD中国将本年度峰会主题与技术相关联：技术助力腾飞。我们深知，对于人才的发展、技术的应用等都是全球的普遍性问题，且各国各地都存在着优秀的实践。ATD此次特别邀请到六位国际嘉宾，为本届中国峰会带来主题演讲。这六位嘉宾的演讲角度各不相同，且互为补充。对于全球数字化整体发展的认识作为未来学家，战略数字顾问的David Shing将跨界前来，为参会者揭示数字化发展的大趋势。作为人才发展从业者，我们清楚地认识到很少有技术是专程为人才发展而诞生。因此，我们需要了解数字化发展的大趋势，从中抓取到适合我们自身行业的发展方向。对于人才发展行业的认识了解过全球性的数字化趋势，接下来一起聚焦到我们的人才发展行业。本次，ATD总裁兼首席执行官将结合目前动荡发展的社会与人才发展领域的快速变化，与从业者们探讨全球人才发展行业的未来。将理论认知与实际相结合经历行业性趋势的分析，参会者们一定更想要将理论与实际相结合。具体怎样才能良好的运用技术，实现自己公司内部的人才发展？亚马逊云科技（AWS），人才与发展副总裁Michael Arena将为大家总结他的工作策略。人才发展是一条双行道在作为人才发展人士的我们不断探求更新的技术与学习方式时，不要忘记被培养的群体特征与诉求。全球知名学者，ATD新版能力模型一书的作者之一Patricia McLagan将与我们探讨“智慧学习者”这一话题。具体学习技术的介绍除以上主题演讲内容外，ATD特别邀请到国际知名的两位主题内容专家由浅入深的为大家介绍具体的学习技术的应用。除以上六位主题演讲嘉宾的内容外，更多演讲信息已陆续在官网上公布，欢迎大家点击此处进行查看。或许“技术”一词早已出现早许多活动、课程当中，如何在多样信息中提取精华，直接找到关键？本年度的中国峰会将带领各位知其然，更知其所以然。本年度ATD中国峰会将以混合式学习形式展开，在特别打造的虚拟学习平台与北上深三地的线下活动形结合的学习中，为大家营造“**用技术谈技术，用技术学技术”**的体验。

ATD2021中国峰会“六大”主题演讲内容正式公布

Winter 2018 - CTDO Magazine

Chief Talent Officer Michael Arena is helping build adaptability into General Motors’ workforce.

GM’s Internal Disruption Engine

Winter 2022 - CTDO Magazine

Social connections and productivity in remote work are waning—that's where an adaptive hybrid model can help.

Don't Leave Connections to Chance

September 2021 - TD Magazine

Tap into the science of executive function to get to the root of an employee’s underperformance.

Problem Behaviors Aren’t Always Surface-Level Issues

An author, entrepreneur, and award-winning educator, Michael Delman is a pioneer and leader in the area of executive function coaching. He has served as CEO and founder of Beyond BookSmart, an executive function coaching company, since 2006. In 2020, the company expanded with a second division, WorkSmart Coaching, that solely focuses on executive function coaching for adults.Delman has been featured in The Times of London, CBS Boston affiliate WBZ TV, and dozens of media outlets across the US. In 2018, he published his first book, Your Kid’s Gonna Be Okay: Building the Executive Function Skills Your Child Needs in the Age of Attention, which earned critical acclaim.Delman also has released his second book, Your Trail Map for Success: Mastering Executive Function Skills in Challenging Times, which is catered to adults seeking to become more effective and successful in their personal and professional lives. He brings his unique combination of business acumen and an educator’s perspective to his visionary work. His passion is helping people discover their strengths, develop their confidence, and become more effective at whatever challenges they face.

Michael Delman

Join us for a webinar on how to ensure that all learners—including those with auditory, visual, mobility, or learning issues—can engage fully with your e-learning content. You’ll learn from the unique perspective of of an RWS expert who is herself blind, and from DDI, a global leadership consulting firm actively making their courses more accessible.
Join us to discover:
• Why accessible courses are good for all learners
• What happens when courses aren’t accessible
• Practical ways to design inclusive e-learning
Primary Capability Covered: Instructional Design
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.
 
 

Inclusive eLearning: Designing for Accessibility

What is Demo Day?
This free, half-day event offers you the opportunity to see live demos from five leading learning management systems. Each 30-minute demo allows you to see the platform in action, ask questions, and request additional information. Selecting an LMS 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 looking for a new LMS, soon to be in the market for a new LMS, or simply looking to stay current on the latest LMS suppliers and features.

 Demo Day Agenda: (All times below are Eastern Standard Time)

11:55-12:00 pm ATD Introduction & Welcome:
12:00-12:30 pm Learning made easy, for everyone. (Learnsoft)
12:45-1:15 pm   Bluewater Managed LMS: Because Licenses Do Not Solve Business Problems (Bluewater)
1:30-2:00 pm     Transformative Learning Strategies for Business Impact and Employee Engagement (LearnUpon)
2:15-2:45 pm     Drive business results with your frontline - in just 5 minutes a day (Axonify)
3:00-3:30 pm     Achieve L&D Maturity: from Training to Learning to Development (Schoox)

 
Session Descriptions:

12:00-12:30 pm - Learnsoft Demo

Learning made easy, for everyone.
Learnsoft is a learning and talent platform that makes learning easy for everyone, throughout the entire L&D lifecycle. In this demo, we will walk you through a day in the life of a new employee, a manager and an administrator.
Join this demo and discover: 

Seamless integration makes onboarding effortless for all employees.
Real-time dashboards and reporting can help track compliance.
The flexible platform allows administrators to launch and manage courses.

 
Speaker: Jason Sprague, Vice President of Sales, Learnsoft
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12:45-1:15 pm - Bluewater Demo

Bluewater Managed LMS: Because Licenses Do Not Solve Business Problems
Get beyond the out-of-the-box LMS technology experience and solve your unique business challenges with Bluewater, your holistic learning solutions provider. In this session you will see how Bluewater goes beyond standard LMS services to deliver best-in-class technology, managed services, support, and customizations. We'll present some of our seamless integration services like learning blueprints, journey maps, micro apps, custom content, and dashboards, all within a single platform solution. Elevate your learning experience with Bluewater – your partner with comprehensive and risk-mitigating learning solutions.
Join this demo and discover:

It’s not just the technology. Getting the right technology plays a crucial role, but having the right expertise in a partner focused on business drivers is the key to your success.
The only full service, personalized solution. Bluewater’s unique products dramatically simplify and improve the user and learner experience, increase adoption, usage, completions and extend LMS capabilities to address core business needs.
Less stress. No need to worry when you have a technology and managed services partner to guide and work for you every step of the way.

 
Speakers:
Curt Swayne, President, Bluewater Interactive 
Bennett Jensen, VP, Sales & Partnerships, Bluewater Learning, Inc.
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1:30-2:00 pm - LearnUpon Demo

Transformative Learning Strategies for Business Impact and Employee Engagement
According to a recent study, L&D leaders have two big priorities: proving the impact of learning on
business goals (77%) and meeting learner expectations (73%). But, how can your business balance
providing engaging learning, while ensuring alignment with strategic needs for growth and success?
Join as LearnUpon showcases how to use a single learning solution to deliver engaging and enjoyable
learning experiences for your employees, and results-driven training programs that impact your
business.
During this session, you’ll discover:

How a learner-centric approach and solution can drive engagement and success
How a centralized approach simplifies the creation, management, delivery, and tracking of learning
The value of a vendor who works with you to create a personalized strategy for success

Speaker: Michael Niemann, Pre-Sales Solution Engineer, LearnUpon
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2:15-2:45 pm - Axonify Demo

Drive business results with your frontline - in just 5 minutes a day

The human brain can’t retain a firehose of information… so why are frontline employees trained that way?
Your employees need the right knowledge to get the job done. This means properly following SOPs, and
meeting (or exceeding!) expectations so they can continuously grow in their roles every day.
The solution? Adapt your learning practices to fit the flow of work for your frontline. Discover how Axonify
applies microlearning, adaptive reinforcement, AI and big data to deliver personalized learning experiences
that fit seamlessly into the busiest workdays. Whether it’s onboarding, compliance, upskilling or career
development, Axonify makes learning simple, fun and engaging—in just 5 minutes per day—and helps
employees get things done and drive results.
Join this demo and discover: 

How to build a habit of everyday learning for your frontline employees
How to build results-focused solutions using microlearning principle
How easy it is to create and scale frontline-focused learning content

Speaker: JD Dillon, Chief Learning Architect, Axonify
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3:00-3:30 pm - Schoox Demo 

Achieve L&D Maturity: from Training to Learning to Development
Learning often occurs in a self-contained silo, disconnected from the very things it is supposed to impact. We will explore how Schoox’s LMS builds upon the fundamental areas L&D teams must consider and delivers a solution that goes beyond training to turn their learning efforts into true talent development. 
Join this demo and discover:

Delivering learning that matters via OJT / Video Exams
Building upon learning with Coaching
Developing talent with Career Pathing.
 

Speaker: Tim Welsh, Senior Solution Consultant, Schoox 
 

ATD DEMO DAY: Upgrade Your LMS

ATD Blog

While facilitating leadership development workshops at Emerson (a Fortune 125 company with 90,000 employees in 140 countries), there is an interesting comment I frequently hear: “I did not realize how much time you would give me in this workshop to think!”Is that a compliment or a complaint? I believe most people mean it as a compliment because they are surprised. Most of them haven’t had enough time to think in prior trainings.I’ve heard this comment many times, and it never takes me by surprise. In fact, I would be disappointed if I did not hear it. Most learners aren’t given adequate time to think and reflect when they attend training sessions.Far too many training programs rely on content rather than application and do not offer learners time for intentional reflection. In my 28-year learning and development career, I’ve seen too many programs approach learning by telling learners as much as possible in the time provided. Many of us in L&D call that strategy “ten pounds of training in a five-pound sack.”Fred Harburg, former chief learning officer at Fidelity Investments, sums it up well: “If there is no time for reflection, there is almost no chance for improvement.”L&D professionals want to create value for learners. One of the most valuable activities we can build into the design and delivery of our courses is intentional reflection and implementation planning. To improve our training programs, we must stop talking and pushing content, and let learners think.This represents a paradigm shift for many L&D practitioners. Spend less time on content and more time on intentional thinking and reflection.L&D thought leaders Roy Pollock, Cal Wick, and Andy Jefferson (authors of The Six Disciplines of Breakthrough Learning) popularized the term “learning scrap.” Learning scrap refers to content covered in a workshop that is never applied. Most L&D programs have a typical learning scrap rate of 85 percent. At best, most learners apply 15 percent of what’s taught in a workshop on the job. If you want to decrease learning scrap and increase learning transfer, build more deliberate thinking and reflection activities into your courses.In his classic book, Learning and Memory, Donald A. Norman writes, “To remember is to have managed three things successfully: the acquisition, the retention, and the retrieval of information. Failure to remember means failure at managing one of these three things.” I argue failure usually occurs at the retention level. If there is no reflection, there is no retrieval. If there is no reflection and retention, do not expect retrieval to follow.This issue is well-documented by Ruth C. Clark, Frank Nguyen, and John Sweller in another classic book, Efficiency in Learning. They refer to this concept as “information fatigue.” We need to give learners more time to process during a training program. The authors’ research shows a lack of time for reflection leads to cognitive overload. Overload implies a malfunction; learning is short-circuited. If a person attends a program to learn, and we cram it full of content without giving them time to think, it’s no wonder learning scrap occurs.Several years ago, I codeveloped a workshop with Michael Watkins (a former faculty member at Harvard Business School and founder of Genesis Advisers) to create a workshop based on his bestselling book, The First 90 Days. Our workshop designed intentional thinking activities that asked participants a series of questions at the end of each module. The reflection activities took between 20 and 30 minutes to complete and consisted of five or six questions. These were not simply recall or comprehension questions, but rather synthesis and evaluation questions (the higher levels of cognitive thinking).Some of the top executives who attended this workshop told me that if I had not built in deliberate time to think, their goal would have been to rush through the course so they could move on to the next thing on their list.Here are some ways to build time for reflection into your programs:
Build thinking time into the design and delivery of every learning program you create, no matter the delivery method (in person or virtual).Resist the temptation to add more content to your courses. Do not fall prey to the “myth of more.” More content at the expense of intentional time for reflection will not improve learner performance. It will diminish it.Remember, the goal is not to give the content. The goal is for learners to get it, which will only happen through the discipline of quiet reflection.If trainers are given the option to talk or let their learners think, many would choose to fill the silence with their own voices, but the greatest value trainers bring to a workshop is knowing when to stop speaking and give learners time to reflect.

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