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Leading Virtual Teams By Skip Ward

Skip Ward

Leadership Development for the New Millennium

Lessons Learned from the Field: How To Manage Change

Dr. John W. Carter retired from the Navy after twenty-two years as a surface warfare officer, serving on several different ship classes as well as a tour with the U.S. Marines, and on the staff of Joint Forces Command. His last tour of duty was teaching political science at the U.S. Naval Academy, which included the introductory American government course, civil-military relations, political philosophy, and a senior seminar on the political thought of the American founding.After retiring from active duty, Dr. Carter continued his work at the Naval Academy as a class of 1968 Senior Military Instructor where he taught applied leadership to the midshipman. In 2009, he earned his PhD in Politics from the Catholic University of America.From 2011 to 2015, Dr. Carter was a lecturer in leadership at Christopher Newport University, Newport News, VA. He taught introduction to leadership, leadership through the ages, leadership theory, and values leadership. He has delivered a workshop on emotional intelligence for the Hampton Roads Criminal Justice Training Academy and presentations on democratic leadership through the Tea Party Movement, the formation of new leaders, and the heart of the leader (its impact on leadership style and values).Dr. Carter recently finished a project to complete the design of an online master's degree at Divine Mercy University in Arlington, VA. He led the completion of the last five courses in the program, including two leadership courses where he was the subject matter expert.He is principal and CEO of LearningDesignCo, LLC, a learning architecture consuting firm based in Cincinnatti, OH.Clients include the Xavier Leadership Center, Matrix Animation, and White Oak Consulting.Samples of his work are found at www.learningdesignco.com

John Carter

Do you know why project managers dread the words “Could you just?”Picture this: You’re a project manager on the verge of wrapping up the final milestone, ready to tackle a small simple change request. After all, your client wants to add just one last “thing” to the training program. This turns out to be an entirely new concept with a cascading effect on the other modules bringing the delivery to a halt.Training managers and stakeholders frequently fall into the trap of adding “just one more module” or “a quick extra skill” to the curriculum. These seemingly minor additions can accumulate rapidly, transforming a focused, efficient training program into an unwieldy behemoth.Scope creep is like a minor home improvement. It starts innocently enough—"Oh, while we’re at it, why don’t we just...”—and before you know it, you’re redoing the plumbing, installing a hot tub, and considering a helipad for the roof.Scope creep is the project equivalent of saying “I’ll just watch one more episode” at 11 p.m. Next thing you know, it’s 3 a.m., you’ve finished the entire series, and you’re contemplating learning Korean to watch the spin-off.So, remember, the next time someone says, “While we’re at it, why don’t we just...”—Keep your antenna up. The Denver International Airport (DIA) case is often cited in project management literature as a cautionary tale about the dangers of unchecked scope expansion. Despite its troubled construction, DIA has since become a successful and vital transportation hub, though the lessons from its construction remain relevant for project managers today.The Denver International Airport project, launched in 1989 to replace Stapleton Airport, was initially budgeted at $1.7 billion and set to open in October 1993. However, poor planning, design flaws, and scope creep caused delays and cost overruns, with the final cost reaching $4.8 billion and the opening delayed to February 28, 1995.This project highlights a key lesson for managers: managing scope creep is vital. Clear objectives, a defined scope, and strict change control are essential to avoid budget overruns, and delays, and ensure project success.The root causes of scope creep in training projects are multifaceted:Unclear initial objectives: Poorly defined goals leave room for interpretation and expansion.Stakeholder pressure: Influential parties may push for additional content to address their specific concerns.Fear of missing out: Anxiety about leaving out potentially valuable information can lead to overinclusion.Lack of change control processes: Without formal procedures for scope modification, changes can slip in unnoticed.The impacts of scope creep extend far beyond mere inconvenience:Diluted focus: As content broadens, the core learning objectives may become obscured.Learner fatigue: Overloaded curricula can overwhelm participants, reducing engagement and retention.Resource strain: Extended timelines and additional materials can strain budgets and personnel.Compromised quality: Hasty additions often lack the refinement of carefully planned content.Delayed implementation: Prolonged development phases can render training outdated before delivery.To combat scope creep in training projects, organizations must adopt proactive measures:Establish clear, measurable objectives at the outset.Implement rigorous change control processes.Prioritize content ruthlessly, focusing on must-have elements.Educate stakeholders on the risks of scope expansion.Consider modular design to allow for future additions without disrupting core content.In project management, scope creep is often seen as a challenge, but it can also drive innovation. Savvy managers leverage stakeholder engagement, evolving needs, and the pursuit of excellence to create value. The key is proactive management: fostering open communication, flexible change control, and a focus on core objectives to balance adaptability and discipline.Recommendations for L&D ManagersUltimately, mastering scope management is not about rigid adherence to initial plans, but about steering projects toward maximum value delivery. As projects grow in complexity, those who navigate the line between beneficial adaptation and scope creep will deliver exceptional results.The future of project management lies not in eliminating scope creep, but in developing the wisdom to discern when changes truly add value and the skills to integrate them seamlessly. In this light, scope creep transforms from a project manager’s nemesis into an opportunity for growth, innovation, and enhanced project outcomes.

Scope Creep: The Allure of “Just One More Thing”

Adaptability is a critical skill for leadership capability, career potential, and working relationships. Therefore, it is vital for talent development (TD) professionals who face countless situations that test their ability to adapt—from reacting to unplanned modifications in the training they design, to implementing new learning technologies, to adjusting to their organization’s shifting needs. In Adaptability in Talent Development, TD expert Esther Jackson takes you through a process of raising your self-awareness and developing an adaptive mindset.What prompted you to write about adaptability?I was always captivated by behavior profiles and emotional intelligence. I heard a speaker talk about great leaders being high in the Qs. This speaker proceeded to talk about emotional quotient (EQ), but he also discussed a new one for me—adaptability quotient (AQ). EQ I knew, but what was AQ about? I just had to find out, so my research into adaptability began there, which was several years before the book was published.The Qs, or quotients, are the actual measures from the tests for one’s emotional, adaptability, or other intelligences. I was intrigued because it was used in reference to one’s leadership capability. In my research, I saw that there was an abundance of content on EQ and emotional intelligence but little on AQ and adaptability intelligence. The more I learned about adaptability and AQ, the more I wondered why additional attention was not given to it for leaders and talent development professionals. I wanted to address this gap in the field of talent development. This topic seemed like unchartered territory that was ready and waiting for me.What is adaptability?Whether you are dealing with sudden changes in client needs with remodeled products or responding to COVID changes with training for remote work, it requires adaptability. It is a way of applying skills that allow you to understand the problem(s) because of a change. Research the problem, demonstrate curiosity about what is possible, apply collaboration to solve it, and take risks when needed.Where does adaptability show up?Adaptability shows up everywhere. If you are looking for it, you will find it, and the search isn’t hard. The need for adaptability is more prevalent than ever. Maybe you are in a team meeting and an unforeseen problem arises. You have an idea. Do you share it? Do you discuss it with colleagues or a few other business areas to vet it out and see if it would work? Do you conduct research on your idea, if applicable? Do you seek out an opportunity to take a risk with it? Do you consider writing an article on it? These are actual questions I asked myself as I considered the adaptable moments I was allowing to slip away.Why do talent development professionals need adaptability?The pace of today’s changes continues to accelerate. Adaptability is the key factor that helps TD professionals expect, recognize, and process changes. Although we can’t plan for what the unexpected will be, there are proactive steps we can take. Response to change with adaptability includes demonstrating resilience and seizing opportunities as they arise. These are areas to target for development in others, but we must apply and demonstrate them ourselves first. The game changer is called “adaptability.”I often receive questions about adaptability in relation to change management, so I wanted to make sure I included the distinction in the book. You can’t say that one is proactive and the other is reactive. A reaction to unplanned conditions might be to implement a change to adapt, which may require change management.We are seeing more and more organizations recognizing the need to respond to external changes in the community and internal changes that prompt them to adapt to new policies such as DEI and working from home. Adaptability is integral to maintaining a competitive advantage. For example, let’s say your organization deems it necessary to adapt with advanced technology. Many organizations are doing digital transformation for this reason. It is still a form of adaptability. When it comes to adapting, it is not only applicable to the executive team or leaders alone. Leaders can cultivate a culture of adaptability. However, everyone has a role in adaptability. Every individual can influence others in being flexible, open, and resilient. When it’s done well, this can promote a thriving organization.What is so important about this topic now and for the future?Until the end of time, things will continue to change. What does that mean for us? We will always have a need and the opportunity to adapt. Research shows that individuals with a high AQ experience greater success professionally. They also have more success in relationship building. Talent development professionals with a high AQ survive professionally and their organizations prepare for change despite the uncertainty that comes with it. There is a growing need for TD professionals who can assist in training and developing a workforce that can adjust quickly, demonstrate flexibility, and thrive with constant change. Innovation and creativity in designing learning materials to target those needs are also in high demand. Adaptability skills will always be crucial to success in one’s profession and career regardless of any new name or label we may give it in the future. It is not enough to know what it is. You should be working to stay ahead—Adaptability in Talent Development is how you do that.What are key connections to adaptability that are often overlooked?A few key connections to adaptability we can often overlook are interpersonal communication, DEI (diversity, equity, and inclusion), and emotional intelligence. The common denominator among these areas is the involvement of people. From my experiences, I have observed individuals who are open to diverse cultures are better able to demonstrate openness, positive thinking, and creativity. I have seen how individuals who champion equity and inclusivity develop greater levels of empathy which are evident in the way they engage with others along with the level of engagement they receive in return.In the midst of demonstrating adaptability, you depend on others to understand change situations, adjust to new teams with diverse people, involve them in problem solving, address diverse needs, manage relationships, and manage yourself in the midst of unplanned change.What was the most surprising thing you discovered while writing your book?One intriguing discovery was how rewarding it can be for ourselves and those around us when we are intentional about our adaptability climb. We tap into a greater aspect of ourselves when we can overcome our discomfort with uncertainty.**How can those who are not talent development professionals benefit from reading the book?**I focused on talent development professionals as I wrote this book, but the content and the tools have much to offer for anyone aspiring to unleash their maximum potential. There is a model, a development plan, and a career checklist that can be applied by anyone regardless of industry and role in the organization’s hierarchy.The need for adaptability is not limited to our professional lives. We face countless situations requiring us to adapt. You are forced to relocate for a job. Your child leaves home for college. You must adapt, and you also find ways to help your child adapt and adjust to some changes they did not expect. An immediate family member develops an illness, and you have to adjust to new conditions in your home. These are only a few examples of the personal call for us to adapt time and time again. The value is in recognizing that when you harness the skills you will gain from applying what’s in the book, you can experience the positive impact personally with the situations that can arise unexpectedly.What is an example of a takeaway that readers can use immediately?When it comes to takeaways, Adaptability in Talent Development is full of them from cover to cover. One I think that stands out is the A-D-A-P-T model:Assess (A) your current state of adaptability or know how you measure up.Determine (D) the desired state of adaptability for yourself.Analyze (A) the resources you have or can obtain to address the gap between your current and desired states.Prepare (P) for achievement with your adaptability goals.Take action (T) with the execution of your plan.Developed from my experiences with clients and through my training, this model applies a step-by-step process for planning development leading to a high AQ. It is an immediate takeaway that readers can implement to build their own adaptability and the adaptability of others through training that targets that skill.What is something that readers can get from the book which they will not gain from a webinar or course?If you think that a webinar or course will give you everything this book does, then you are mistaken, and you just might miss the adaptable you who is waiting to be unleashed. This book provides the level of detail and context that are not captured in a course or webinar. Unlike books, courses and webinars are designed to give you minimal pieces of information. This book takes you on a journey and sets you on a path for immediate application while giving you the ability to pace yourself. Each chapter prompts you with targeted questions and actionable items. A course or webinar is one and done while this book gives you pause points allowing for you to apply what you read then return for more when ready.About the AuthorEsther Jackson is a project manager, college instructor, instructional designer, and trainer. She focuses on the evolving learning needs and expectations of today’s multigenerational workforce. Esther has a proven track record of equipping people with the skills and knowledge to face challenges amid constant change by addressing the employee experience, workforce engagement, performance, and professional development. Esther acquired more than 20 years of combined experience in HR leadership, project management, talent development, and diversity and inclusion.Esther serves as a national advisor for chapters with the Association for Talent Development (ATD) and has held various roles with the ATD Detroit Chapter, including president. Esther has a bachelor’s and master’s degree in education from Wayne State University and a doctoral degree in higher education and adult learning from Walden University. She also holds an AQ Foundations Certification from AQai.About ATD and ATD PressThe Association for Talent Development (ATD) is the world’s largest association dedicated to those who develop talent in organizations. ATD’s members come from more than 120 countries and work in public and private organizations in every industry sector. ATD Press publications are written by industry thought leaders and offer anyone who works with adult learners the best practices, academic theory, and guidance necessary to move the profession forward. For more information, visit td.org/books.Adaptability in Talent DevelopmentISBN: 9781952157516| 160 Pages | Paperbackhttps://www.td.org/product/book-adaptability-in-talent-development/112110To order books from ATD Press, call 800.628.2783.To schedule an interview with Esther Jackson, please contact Kay Hechler, ATD Press senior marketing manager, at khechler@td.org or 703.683.8178.

Adaptability in Talent Development: Q&A With Esther L. Jackson

For the past four years, David G. Fivecoat has helped enhance the leadership of hundreds of individuals and improve the processes of dozens of companies on battlefields and in workshops as the managing partner for The Fivecoat Consulting Group (TFCG).Previously, David served 24 years as an infantry officer. He led men and women during contingency operations in Kosovo and Bosnia, three combat tours in Iraq, and a combat tour commanding a battalion in Afghanistan, spanning more than 41 months in combat. He culminated his service by overseeing the gender integration of the US Army’s Ranger School.David earned a bachelor of science degree in military history from the United States Military Academy, a master of military arts and science degree from the US Army Command and General Staff College, and a master in national security strategy degree from the National War College. He also was the lead writer for the US Army Field Manual 3-24.2, Tactics in Counterinsurgency, and numerous articles.David’s military decorations include the Valorous Unit Award, four Bronze Star Medals, the Army Commendation Medal with V Device, the Ranger Tab, the Master Parachutist Badge, and the Combat Infantryman’s Badge. He is a distinguished member of the Airborne and Ranger Training Brigade.In his free time, he skis, competes in triathlons, and is an avid bicyclist. He resides in Columbus, Georgia, with his daughter.

David Fivecoat

Gary Kinder is the creator of WordRake, the only software in the world that edits for clarity and brevity. Gary is also author of the New York Times bestseller Ship of Gold in the Deep Blue Sea and has taught over 1,000 writing programs for the American Bar Association, government agencies like NOAA and the Social Security Administration, law firms like Jones Day, WilmerHale, and Sidley, and large companies, like VISA, KPMG, and Microsoft.

Gary Kinder

Victoria Nelson recently joined Slalom Consulting in their brand-new role of technical learning specialist. She designs and develops learning and practicing experiences for Slalom’s systems and technologies.Prior to Slalom, Victoria worked at Quorum Review IRB for nine years as a learning solutions specialist on the corporate training team, developing her craft as an instructional designer and trainer. In this role, she was responsible for both creating and sourcing a variety of training and development opportunities for the organization, facilitating new employee orientation and other classroom and lab sessions, managing the IRB industry’s professional certification program for Quorum, and serving as LMS administrator.A native of Seattle, she enjoys spending her spare time in her craft room, making cards and scrapbooking. A lifelong learner, she appreciates trying out new experiences. Her most recent winter adventure has been learning to ski. She enjoys building her skills and courage on the slopes with her husband.

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