CRC24 Sessions – 2024 ATD Carolina Regional Conference

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the 2024 session descriptions. Which ones will you attend?

Generative AI Strategies and Tactics for Learning & Development Josh Cavalier	We’ll explore the art and science of crafting effective AI prompts laying the foundation for more complex applications. You’ll learn to develop a diverse and robust prompt library, a crucial resource for streamlining AI interactions and enhancing learning outcomes – eventually leading to AI Agents.
AI Unleashed: Leveraging Cutting-Edge Technology for Talent Development Pivot to Success Renee Christie	Explore how the latest advancements in artificial intelligence (AI) technology can be leveraged to drive success in talent development strategies. The session will delve into practical applications of AI within talent development, highlighting key trends and insights shaping the industry. Understand the role of AI in transforming talent development strategies. Explore real-world examples of AI applications in talent development. Learn how to integrate AI technologies effectively into existing talent development frameworks. Identify emerging trends and insights in AI-driven talent development. By the end of the session, participants will: Gain a deeper understanding of the potential of AI in talent development. Acquire actionable insights on how to harness AI technologies for organizational success. Develop strategies for implementing AI-driven talent development initiatives. Stay informed about the latest trends and innovations shaping the future of talent development in the era of AI.
The Gen Z Effect: Engaging the Next Generation of Learners Luke Goetting	The talent development landscape is constantly evolving, shaped by the needs and preferences of the workforce. Understanding the next generation of learners is crucial for success. Join Future of Work expert Luke Goetting for a session exploring the unique characteristics and learning styles of Gen Z. Discover innovative strategies for designing engaging learning experiences that resonate with this influential demographic and equip them with the skills they need to thrive in the workplace. Meeting the Needs of Gen Z Learners: This session explores how to adapt learning and development strategies for the unique needs of Gen Z, including: •Tech-Savvy & Interactive: Learn how to leverage Gen Z’s comfort with technology by incorporating interactive elements like simulations, gamification, and microlearning modules into your training programs. • Focus on Purpose & Impact: Explore how to connect learning activities to real-world applications and showcase the positive impact Gen Z can have through their work. • Collaborative Learning: Discover how to foster a collaborative learning environment that caters to Gen Z’s desire for teamwork and peer-to-peer interaction. Engaging & Interactive Session Format: This session goes beyond traditional lectures. Expect a dynamic and interactive experience with: • Case Studies & Real-World Examples: Explore successful learning and development initiatives designed specifically for Gen Z learners. • Group Discussions & Activities: Participate in collaborative activities and discussions to share best practices and generate ideas for engaging Gen Z in your organization. • Q&A Session: Dedicate ample time for your questions and gain insights from fellow HR and Talent Development professionals. By understanding Gen Z and their learning preferences, organizations can create a more engaged and future-proof workforce. This session equips you with the tools to: • Develop Compelling Learning Experiences: Learn how to design training programs that resonate with Gen Z and promote knowledge retention. • Bridge the Skills Gap: Discover strategies for effectively equipping Gen Z with the skills they need to close the skills gap and excel in the ever-evolving workplace. • Foster Continuous Learning: Learn how to cultivate a culture of continuous learning within your organization, empowering employees, including Gen Z, to take ownership of their professional development.
Are Your Leadership Development Programs a Stepping-Stone to Leave? Or Do They Drive an Employee’s Intent to Stay? Glenna Griffin, PhD	By the end of the session, participants will: Have greater insight into the three critical factors that influence an employee’s intent to stay with their organization and how to incorporate those elements into the design and implementation of leadership development programs. Understand the difference between retention and intent to stay, and how intent to stay drives greater performance.
Pivot to Thrive Martha Kesler	Participants in this session will gain tools and techniques to foster a thriving mindset, empowering them to approach life’s challenges with positivity and diminished stress. Through an exploration of how innate survival responses can impede growth and achievement, attendees will learn to recognize, “name and claim”, and overcome self-defeating behaviors. They will leave equipped with practical strategies for immediate and enduring enhancements in personal responses and interactions. Additionally, participants will depart with techniques tailored to navigate the complexities of today’s environment more effectively. These adaptable practices can be seamlessly integrated into daily routines. Continued practice will build lasting capacity to access to individual thrive responses, aligning with insights from neuroscience research and findings.
How to Be an Ally as an Instructional Designer Candace Marles	Have you ever walked into a classroom and felt out of place? Or started an e-learning course, only to be put off by images and unrealistic scenarios that you couldn’t relate to? You were likely distracted and unfocused, and your learning suffered. Research shows that learners need to feel seen, valued, and included to benefit from their learning experience fully. As instructional designers and e-learning developers, we have the power to create an inclusive environment where everyone can engage and learn. In this session, we’ll survey some simple ways to make a positive impact through our e-learning designs, including through choice of image, coach or avatar, voice types for audio narration, stories, scenarios, and examples, use of inclusive language in our audio scripts and onscreen text, and a person-centered perspective. We’ll also examine the importance of e-learning structure, navigation, and accessibility. Along the way, we’ll review some examples, talk about the challenges, and discuss some of the resources that can be helpful in this work. Please bring your favorite examples and resources to share with session participants. By the end of the session, participants will: Understand simple techniques and approaches for designing training that creates an inclusive environment.
ROI by Design: Delivering the Promise of Learning Measurement Laura Paramoure	By the end of the session, participants will be able to: Translate learning objectives into business outcomes and use learning design as the blueprint and catalyst for business results. Understand how to measure learning outcomes to show what skills were gained in the classroom, what skills were transferred to the job, and how organizational metrics are impacted by learning programs.
Making the Madness Behind the Method Dr. Joe Perez	Henry Ford famously said, “The only thing worse than training your employees and having them leave is NOT training them and having them STAY!” This powerful statement challenges you to rethink how you nurture and retain your talent. Do you pull or push your staff? Do you rely on adhesion or cohesion? Is your focus on attention (teaching), adjustment (coaching), or accomplishment (mentoring)? These are crucial questions that can make a difference in your professional development strategy. To that point, imagine if you could train your employees in a way that not only improves their skills and performance, but also increases their loyalty and retention. Imagine if you could create a learning culture that fosters collaboration and innovation among your staff or transform your professional development strategy from madness to method. Sounds too good to be true? It’s not. In this session, you will find out how to apply the “Mad Structural Matrix” to design and deliver effective and engaging learning experiences for your employees. The “Mad Structural Matrix” is a framework that helps you align your training with six key elements: emphasis, focus, goal, approach, summary, and relationship. You will also discover how to balance three different professional development methodologies: teaching, coach, and mentoring for maximum effectiveness as you apply the Mad Structural Matrix framework. By using this framework and these methodologies, you will be able to create a relational mindset in your company that promotes cohesion and growth among your employees. Don’t let this opportunity pass you by. Join this session and explore how to take your training to the next level! By the end of the session, participants will be able to: Determine how to improve one’s approach to the education and retention of staff by understanding the differences among teaching, coaching, and mentoring. Define the six components comprising the “Structural Matrix” (emphasis, focus, goal, approach, summary, and relationship) for each of the methodologies (teaching, coaching, mentoring) and leverage them for maximum effectiveness. Differentiate between adhesion and cohesion when attempting to enhance knowledge sharing and closing skill gaps.
Building a Culture of Continual Learning Using Curated Content Kimberly Sinnott	Learning trends for 2024 and the future of work focus on the need for continual upskilling to meet the constant evolution and changes in technology and the workforce. Numerous studies note that changes in skillsets and episodic careers are necessary in the future. To best support the business and employees, it is necessary to establish a culture of continual learning. Investing in curated content library vendor, the L&D function can deliver professional development in multi-modalities, microlearning, and interactive experiences that appeal to various employee learning preferences. At the same time, career pathways can be established to support career moves across the organization, preparing and upskilling employees for various roles. Access to such learning can be designed to empower the employee to learn as well as the leader to become a mentor. This session will focus on ATD’s Impacting Organizational Capability Talent Strategy and Management. By the end of the session, participants will be able to: Design a plan for supporting employee professional development needs. Develop a plan for supporting learning and development that meets business objectives. Understand how to establish a holist approach to foster an environment of continual learning in the workplace.