Confronting sizable skill gaps, companies have stopped waiting for higher education to meet their rapidly shifting competitive needs. Upskilling has taken on meaning, and urgency. With ever-changing technology and shifting infrastructures, how can companies provide the necessary training to keep their employees’ skills relevant? How do companies determine what skills are needed, what combination of technology-assisted learning, behavioral learning & the like are required to deliver skills?

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Companies today face the challenge of engaging their employees in meaningful dialogue - whether it be due to geography, power dynamics, organizational dysfunction or the new normal of social distancing and remote work. Even with the talk of “returning to work” many organizations want to have a robust remote offering for all of their once-live employee touch points. Learning leaders are being asked to find ways to adapt everything to our new world, from on-boarding, to company town halls/offsites and traditional face to face training. What should we prioritize? How can we maintain the culture and connection when we are not always all able to be in the same room?

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Resilience has gone mainstream. We’re all talking about it, yet few of us actually understand it deeply. Popular press would tell you that it is a must have characteristic in employees. But, is it? What does it really mean to have a resilient workforce, and how critical is it, really, to organizational success? Whether your organization talks about resilience regularly, or avoids it in favor of other focus areas, 2020 has introduced new levels of chaos, uncertainty, and ongoing change. Understanding how to overcome, and even thrive, amidst it all is of paramount importance. This session will discuss research findings that support the critical need for and importance of resilience for individual and organizational success, as well as how to build resilience virtually, and at scale. 

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Learn through mini-case studies answers to questions such as how to learn continuously in the flow of work, & when and where it's needed, how to incorporate behavioral learning (i.e., relentless practice, incessant drill, & continuous feedback) & required correcting, coaching, & mentoring into digital learning programs & much, much more!

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Innovation is not a “eureka” moment. It is a management skill that can be learned & practiced. Internal entrepreneurship can save the day. Costs can be cut only so far. This session uses examples and illustrations to outline the Drucker approach to innovation, including identifying and exploiting the key sources of innovation, the role of continuous improvements leading to fundamental change… & why creating the new and different i.e., innovation, requires first to slough off yesterday.

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