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Zach Wahl is cofounder and CEO of Enterprise Knowledge, a knowledge management consultancy. He has more than 20 years of experience leading programs in the knowledge and information management space. Early in his career, Wahl defined the business taxonomy concept to address the need for human-centered taxonomy designs. Hehas worked with more than 200 public and private organizations in 40-plus countries to successfully strategize, design, and implement knowledge management systems of various types. Wahl has developed his own taxonomy design methodology, has authored a series of courses on knowledge management, and is a frequent speaker and trainer on information governance, knowledge management strategy, and taxonomy design. He also is co-author of Making Knowledge Management Clickable.

Zach Wahl

September 2022 - TD Magazine

Knowing what employees know enables companies to pinpoint training and staffing gaps.

Harness the Knowledge

Your All-In-One Guide to ISDKnown as “the man who wrote the book on ISD,” Chuck Hodell offers a comprehensive and practical handbook on core instructional systems design (ISD) practices and principles with a practitioner’s eye. This updated fifth edition covers all the basics and many advanced tenets of ISD, walking you through each phase, including advanced concepts such as microlearning, social media, and leveraging technology. Stand-alone chapters offer crucial support to practitioners building foundational skills, while in-depth tutorials on subjects such as collaborating with experts offer rich insights to guide the credentialed designer. This fully revised and expanded volume offers new case studies, discussion questions, and sample design and lesson plans, ISD From the Ground Up demystifies the learning design process. Whether you are just getting your feet wet or have extensive experience in ISD, this industry staple provides the essential building blocks and more for ISD mastery.

ISD From the Ground Up, 5th Edition

In Lessons From Leaders, Sam Shriver and co-authors spoke with 15 leaders from every walk of life. While each was unquestionably unique, there were also some noticeable commonalities.

The Characteristics of Effective Leaders

Ms. Wallace is responsible for Intel’s global coaching practice, a targeted leadership development service investing in professional coaching engagements for more than 200 high-potential and/or business critical roles each year.  She sets the program’s strategic imperatives and oversees the execution of the coaching practice through 45 ICF certified internal coaches, 40 external executive coaches, connection with global ACTP schools, and use of a cloud-based coaching management system.  The coaching support model is closely aligned with Intel’s global assessment strategy, key business imperatives, and leadership pipeline development.  Currently, the program’s operations are going through a LEAN/Six Sigma analysis to ensure the client and coach experience is efficient, impactful and world-class.  She is also an Executive Committee Member of The Conference Board’s Council on Executive Coaching.  She received her Executive MBA from Arizona State University and a Leadership Coach Certification through the Hudson Institute of Coaching.

Jennifer Wallace

In the ever-evolving world of corporate training and development, professionals often find themselves at a crossroads. The choices? Either keep pace with the latest trends or anchor your approach in time-tested methodologies. But what if you didn’t have to choose? The Significance of a Solid Foundation Building a successful career in learning and development (L&D) isn’t just about keeping up with the latest tools and technologies. It’s about understanding the fundamental principles that make training effective and transformative. Just as architects wouldn’t dream of erecting a skyscraper on shaky ground, L&D professionals must establish their careers on robust, proven methods and approaches. These foundational elements ensure that no matter how high you grow in the organization or how boldly you innovate your programs, your delivery strategies will support the shifting challenges of aligning organizational mission with workforce learning. According to LinkedIn’s 2020 Workplace Learning Report, L&D professionals have seen a 27 percent increase in budget allocation toward talent development as more companies recognize the direct impact of training on business success. Deloitte’s Human Capital Trends Report of 2021 also highlights that organizations with advanced training programs exhibit 218 percent higher income per employee than those with less comprehensive programs. One unique session at the CORE4 conference is designed to fortify your toolkit with 50 powerful ideas spread across four cornerstone areas of L&D: Instructional Design, Training Delivery and Facilitation, Evaluating Impact, and Learning Technologies. Here’s a sneak peek at what will be covered in each of these areas. Fundamentals of Instructional Design Instructional design is the blueprint of effective training. It’s about crafting experiences that are educational, engaging, and tailored to meet specific learning objectives. This means starting every project with clear, actionable objectives and understanding your audience’s needs and backgrounds to create relevant and resonant content. Training Delivery and Facilitation Once your design is in place, delivery is where your plans come to life. This topic area is about how to engage and inspire your learners from the moment they walk into the room—how to use technology to enhance interaction, manage energy levels throughout sessions, and encourage active participation. Evaluating Impact What’s the value of training if you can’t measure its success? Evaluating impact is crucial for every L&D leader to demonstrate the ROI and gain support for continuously improving your programs. In this section, you will learn various techniques for using pre- and post-assessments effectively, leverage learning analytics, and conduct follow-up studies to track long-term effectiveness. These tools are vital for L&D professionals looking to prove and improve the worth of their initiatives. Learning Technologies The right technology can make or break your training effectiveness. You will learn about innovations in learning technologies, from LMS features that streamline administration to mobile learning solutions that cater to on-the-go professionals. You’ll discover how gamification can turn learning into a fun, engaging process and how virtual reality is being used to create immersive, meaningful training experiences. Why Attend Core4? The ATD Core4 event in Phoenix is an information-packed event. Whether you're a newcomer or a seasoned pro, this year's conference offers the perfect opportunity to ignite your creativity, enhance your skillset, and stay updated on the latest trends.I personally look forward to sharing my session: 50 Ideas in 50 Minutes to Avoid Common and Costly L&D Leadership Mistakes. It is my goal to help you build a solid foundation of the L&D fundamentals that will support your career growth for years to come. 

Laying the Cornerstones: The Importance of Building Your L&D Career on a Solid Foundation

How do you respond when faced with an HR, talent, or learning and development (L&D) challenge in your organization? If you’re like most leaders, you usually choose to take some kind of action. Surprisingly, though, the best strategy is often to first do nothing at all. Instead, leaders must stop and think before they act.What Is Action Bias?As I wrote about in an article in the Wall Street Journal, we all have an action bias. From entry-level workers, to managers, to senior leaders, we feel constant pressure to be seen doing something to tackle our organization’s challenges rather than “nothing.” This is borne out by research: when my colleagues and I surveyed participants in our executive education classes, we found that managers feel more productive executing tasks than planning them.Barrier to Organizational LearningThe challenge with action bias lies in its potential to undermine two of the most critical responsibilities for any organization’s workforce: learning and continuous improvement.As my colleagues and I discuss in Why Organizations Don’t Learn, action bias hinders organizational learning in two ways. First, it promotes workforce exhaustion. Exhausted employees are too tired to learn new things or apply what they already know. This state of constant activity without adequate rest can lead to burnout, decreased productivity, and a lack of innovation.Second, action bias impairs organizational learning through a lack of reflection. Being “always on” doesn’t give employees time to reflect on what they did well and how they can do better. This can hinder professional growth, as employees will miss opportunities to learn from their experiences.How to Create a “Learning Organization”HR, talent, and L&D leaders can help create a “learning organization” by taking the following steps to counteract action bias:1. Build in breaks. Encourage employees to take breaks and vacations—and set an example by doing so yourself. Regular breaks help recharge energy levels and improve overall productivity.2. Restructure the workweek. Consider banning meetings on Fridays and designating specific days for focused work without interruptions. You can also teach colleagues the importance of setting aside a short period each day to plan their agendas or reflect. These practices help us prioritize tasks and make more informed decisions.3. Incorporate reflection. Make reflection a regular part of your organization’s routine. For example, the US Army’s after-action reviews provide structured opportunities to help teams understand what worked, what didn’t, and how to improve in the future.4. Consider talent potential. When hiring and promoting, look for candidates who demonstrate a willingness to learn and adapt. Also provide your workforce with professional development opportunities, like executive education programs. These initiatives will motivate employees to try new things, acquire new skills, and craft innovative solutions.In today’s fast-paced work environment, the pressure to stay constantly engaged often leads to action bias. This bias compels us to act without adequate reflection. To address this, HR, talent, and L&D leaders can cultivate an organizational culture that encourages employees to stop, think, and learn rather than immediately jump to action. By implementing strategies such as building in breaks and intentional reflection, leaders can foster a culture of development and continuous learning. This approach not only enhances decision making, but also promotes a balanced work environment that drives innovation and long-term organizational success. 

Learning by Doing (Nothing): How to Combat Action Bias in Your Organization

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

To identify and develop innovative talent across the US Department of Defense (DoD) requires much more than permission to think outside the box. It requires a composite of exceptional minds encouraged to expand and multiply their ideas through discussion, analysis, and extensive questioning of each other. To accomplish this task, hiring and assignment practices are key. They must be designed to identify and attract key skills, knowledge, and other attributes that can substantively enhance the mix of teams created for innovation. Join us in discussing how we can better empower the military to identify talent and better promote and manage that talent to defend our nation.

Talent Identification and Development in DoD

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.

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