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Dr. Troy Hall is a global speaker, radio host, talent retention strategist and bestselling author of Cohesion Culture: Prove Principles to Retain Top Talent and FANNY RULES: A Mother’s Leadership Lessons That Never Grow Old. Dr. Troy as he is affectionately known by his colleagues was featured on the Today Show, ABC, Beyond the Business Radio Show, and CEO World, Dr. Troy is an award-winning culture strategist, speaker, bestselling author, and talent retention expert.His doctorate in Global Leadership and Entrepreneurship has sent him across the globe to help leaders create cultures of cohesion and retain top talent in their organizations.With more than 40 years of practical leadership experience, Dr. Troy's passion is helping others succeed. From the U.S. to Canada and the United Kingdom, from Europe to the Middle East to Africa, Asia, and Australia, Dr. Troy has spoken at global conferences as a subject matter expert on the topics of culture & leadership, strategy, and change. His consulting and executive coaching sessions have positively impacted organizational leaders around the globe on how to create cultures of cohesion to retain their top talent.

Troy Hall

Fall 2021 - CTDO Magazine

Rather than drawing a hard line on returning to the office, use these seven strategies to retain talent.

Yes, Employees Will Quit for Remote Work Options

Gerard J. Puccio is Department Chair and Professor at the International Center for Studies in Creativity, Buffalo State; a unique academic department that has offered a Master of Science degree in creativity since 1975. Gerard has written more than 50 articles, chapters and books. His most recent book titled The Innovative Team, co-authored with Chris Grivas, is a fable about a team that was able to apply proven creative-thinking tools to turn around a dysfunctional and unproductive situation. In 2011 he and his colleagues published the second edition of their book Creative Leadership: Skills that Drive Change. In recognition of his outstanding work as a scholar, Dr. Puccio received the State University of New York Chancellor's Recognition Award for Research Excellence, as well as the President's Medal for Scholarship and Creativity. Dr. Puccio is an accomplished speaker and consultant; he has worked with major corporations, universities, and numerous school districts. Some of his recent clients include the BBC, Fisher-Price Brands, Blue Cross and Blue Shield, Kraft Foods, Rich Products, BNP Paribas, Rubbermaid, Coca-Cola, and the Fashion Institute of Technology. He has delivered creativity workshops and presentations across the United States and in more than 20 different countries. In 2013 Dr. Puccio was selected by the Teaching Company as one of America’s Great Lecturers and as such was invited to design and deliver a course comprised of twenty-four 30-minute video sessions. This “Great Course,” titled The Creative Thinker’s Toolkit, was released in January 2014. Dr. Puccio was also a featured speaker at a TEDx event held in New York City in December of 2012. Among many other responsibilities, Dr. Puccio also serves on the selection committee for the Toy Hall of Fame at the National Museum of Play in Rochester, New York. Gerard holds a Ph.D. in organizational psychology from the University of Manchester, England.

Gerard Puccio

Troy Anderson is an HR professional with expertise in effectively implementing talent strategies. His experience comes from a diverse range of industries including technology, banking, mining, staffing, international sports, and leadership development. He has experience in leading high-performing teams and helping coach leaders in solving current and next-generation challenges.

Troy Anderson

Workspace innovation can be a physical or mental change to a firm’s work environment to improve collaboration and productivity. Harlem Williams details three simple changes that your firm can try.

3 Easy Ways to Innovate Your Workspace

June 2013 - TD Magazine

What’s Your Work Motivation?

The ability to effectively hire, retain, deploy, and engage talent at all levels is the only true competitive advantage an organization possesses, and great managers are the key to developing such a workforce. This webcast will show you how to elevate your managers and create a stronger and more engaged workforce. You will learn to:

Create more effective leaders within your organization.
Create training that engages your employees.
Train your workforce and make sure they retain that training.


Building a High-Quality and Highly Engaged Workforce

Swati Karve has 20 years of experience in instructional design and facilitation. She has conducted training programs for many for-profit and nonprofit organizations, for all levels of employees including senior management. She also has designed and facilitated train-the-trainer programs, and teaches the ATD Essentials course Managing Challenging Classroom Behaviors. Karve has contributed to various ATD publications, and writes blogs for the ATD Learning & Development Community of Practice. She is author of the August 2013 Infoline titled “Planning and Organizing Training Events.” Karve also has been teaching courses in psychology and management for past 20 years for undergraduate and graduate students in India and United States. She has her own consulting firm, Arcturus Global Consulting, and lives and works in Troy, Michigan.

Swati Karve

In a world where the half-life of skills is rapidly shrinking, the mantra “learn or become obsolete” has never been more relevant. The World Economic Forum predicts that six in 10 workers will require training before 2027. This isn’t just a statistic—it’s a signal for a learning revolution.Gone are the days when education ended with a diploma. Today, lifelong learning isn’t just a buzzword; it’s a survival skill required to adapt to new challenges and opportunities. But here’s the million-dollar question: How do we keep learners engaged in this constant cycle of upskilling and reskilling?As learning professionals, we’re not just disseminating information—we’re architects of career resilience and personal growth. Our challenge? To create learning experiences so compelling that they become an integral part of our participants’ lives, not just another box to tick.This isn’t about force-feeding information. It’s about igniting curiosity, fostering adaptability, and building a mindset that views change not as a threat but as an exhilarating opportunity for growth. It’s about transforming the concept of learning from a periodic event into a continuous, enriching journey.So, how do we rise to this challenge? Let’s explore five strategies that can revolutionize your approach to continuous learning, boost engagement, and ensure your learners are not just surviving, but thriving in the age of constant upskilling. These strategies will help you create more engaging, personalized, and compelling learning experiences.Personalize Learning PathsEvery learner has unique skills, interests, and goals. By creating personalized learning paths, you can ensure that each participant receives training that’s relevant and valuable to them. Here’s how:Conduct skills assessments to identify gaps and strengthsHave one-on-one discussions with learners about their aspirationsUse AI-powered learning platforms to recommend courses based on individual profilesBy tailoring the learning journey, you’ll see increased engagement and more meaningful outcomes for each learner.Embrace MicrolearningIn our busy lives, finding time for extensive training sessions can be challenging. Microlearning solves this by breaking down content into bite-sized, easily digestible chunks. Try these approaches:Create short video tutorials (3–5 minutes) on specific skills or topics.Develop mobile-friendly learning modules that are accessible on the go.Implement daily or weekly learning challenges that take just a few minutes to complete.These bite-sized learning experiences can lead to big results, making continuous learning a seamless part of daily routines.Foster a Culture of Knowledge SharingEncourage participants to learn from each other by creating opportunities for knowledge exchange. This not only promotes learning but also strengthens community bonds. Consider these ideas:Organize regular "lunch and learn" sessions where learners can present their expertise.Set up a mentorship program pairing experienced practitioners with newcomers.Create an accessible knowledge base or wiki where participants can contribute and access information.By fostering this collaborative environment, you’ll create a self-sustaining ecosystem of continuous learning.Gamify the Learning ExperienceMake learning fun and engaging by incorporating gamification elements into your programs. This can significantly boost participation and retention. Here’s how:Implement a points system for completed courses or modules.Create leaderboards to spark friendly competition.Offer badges or certificates for mastering specific skills.These gamified elements can transform the learning experience from a chore to an interactive, exciting challenge.Link Learning to Personal and Professional GrowthShow participants how their learning efforts contribute to their personal and professional development. This creates a clear incentive for engagement in continuous learning. Try these strategies:Align learning objectives with real-world applications and career paths.Create clear roadmaps showing how specific skills lead to new opportunities.Recognize and celebrate learners who apply their new skills in meaningful ways.Connecting the dots between learning and tangible outcomes can fuel motivation and drive long-term engagement.Boost Learning Outcomes and Program SuccessImplementing these five strategies can enhance your learning programs and create a culture of continuous growth. Remember, the key is to make learning accessible, relevant, and rewarding. Start small, gather feedback, and continuously refine your approach. Your learners—and your program’s success—will reflect the positive impact of these efforts!

5 Strategies for Engagement in the Age of Constant Upskilling

Try as you might, it seems you just don’t get along and you’d rather go to the dentist than be in a meeting with him. It’s a tough situation, but there are some possible solutions I’ve learned through the Crucial Conversations

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