Index
A
accessibility, 138–139, 240, 341–348, 371
accountability, 291, 356–357, 418–419, 622–623, 657, 803–805
accountability buddies, 694
Ackoff, Russell, 188
acquisition professionals, 493
action idea list, 41, 44
action-learning taskforce, 570
ACTION stages, TLA model, 357–358
action thought perspective, 829
adaptive learning, 844
ADDIE model, 173–176
Adobe After Effects, 380
Adobe Captivate, 368, 369, 373, 378
Adobe Illustrator, 380
Adobe Photoshop, 380
Adobe Premiere Pro, 380
adult learning, 23, 35–47
advertising industry, 220
advocacy, in department of one, 723–724
affirmative action programs, 778–779
agility
ICS team, 324
in learning cultures, 764–765
organizational, 802, 813–822
project management, 137–138
TD function, 413–414, 745–746
work-based learning, 501–502
agreement phase, of consulting, 597
agricultural and mechanical (A&M) education, 17
alignment, 191–192, 551–552, 597, 716. See also strategic alignment
alt text, 347
ambiguity appreciator mindset, 81
Americans With Disabilities Act (ADA), 343
analysis planning, 195–196
analytics training, 493
animation, 261, 374
application activities, 114
applications (apps), 269
apprenticeships, 15–16
APTD certification, 97
aptitude, attitude vs., 79–80
Arena, Michael, 802
art, design inspiration from, 220
Articulate Rise 360 program, 367, 368
Articulate Storyline 360 program, 368, 372, 373, 378
Articulate Studio 360 suite, 376
artificial humans, 840–841
artificial intelligence (AI), 314, 831, 842–843
Asia Pacific Institute for Learning and Performance, 109–110
assessment, 6–7, 188–190, 216, 379, 485, 541, 552–553, 843–844
asset management tools, 383
Association for Talent Development (ATD), 97, 109
asynchronous online training, 242, 244, 246–249, 345, 494
attitude, 79–80, 289, 407–408
Audacity, 380
audience, 134–135, 189, 259, 261, 387–388, 395
audio descriptions, of videos, 347
audio equipment, 263–264
audio recordings, 267, 374, 380
auditory access, 347
augmented reality (AR), 253, 398, 837–838
authoring tools (e-learning), 364–377
authority, 727
author role, 47
Autodesk, 763–764
automation, 19, 27
B
bachelor’s degree, 101
balanced communication, 624–626
Barker, Eric, 572
BAR model, 165
baseline, results compared to, 721–722
Behavior (Level 3), Kirkpatrick, 286
behavioral psychology, 19
behavior modeling, 655
believing in yourself, 678–679
bencmarking studies, 485
benefit-cost ratio (BCR), 300, 301
benefit maximization, 133
Bersin, Josh, 819
bias, 481
Biech, Elaine, 730
bind talent strategy, 554
black box thinking, 308
blended learning, 253, 327–339
blogs, 494
Bloom, Benjamin, 20
Bloom’s taxonomy, 19, 245
boards of directors, diverse, 775
borrow talent strategy, 431, 554
bottom liner mindset, 81
bounce talent strategy, 554
bound talent strategy, 554
brain, 36–37, 145–147, 220–221, 272–275
brainstorming, 208, 218
branching scenarios, 378
BranchTrack, 378
breakout rooms, 268
Breakthrough Growth, 610
breakthrough moments, 3–11
breathing techniques, 154
Brown, Simon, 760
budget, 260, 430
Build-a-Bear-Workshop, 637
Building Personal Capabilities domain, 86–87, 664
build talent strategy, 430–431, 553, 554
burnout, 626–627, 763
business acumen, building, 595, 689–695
business case
for DEI efforts, 779–784
for improving EQ, 149–150
for L&D function, 65–74
for TD efforts, 429–430
business-centered thinking, 201
business impact, 671, 803–805, 855
business needs, 71, 229–236
business news, 691
business objectives, 663, 692
business outcomes, 652–653, 848–850
business unit goals, 719
buy-in, 469–476, 583–584, 753
buy talent strategy, 431, 553, 554
C
calibration, 671–672
camera angles, 262–263
camera shots, 261–262
Canva, 380
capabilities, 72, 219–221, 523–524
Capability Model. See Talent Development Capability Model
Captivate workshop, 279–280
career development, 87, 103, 110, 557, 561–573
career lattice, 564
career planning, 315, 511–514
Carey, Lou and James, 176–178
Carlson, Rachel, 819–820
cascading recruitment process, 582
causal analysis, 189
celebrations, 494, 671
Centre for Global Inclusion, 777
CEO. See executives
certificates, 99, 104–105
certification, 97, 99, 105, 114, 611–612
chain of evidence, 296, 720–721
challenging yourself, 680–681
change, 228, 353, 404–405, 549, 762–763, 827–830
change agents, 403–408, 592
change chaser mindset, 82
change fatigue, 763
change management, 89, 492, 640–641, 825–833
change readiness, 406, 826–827
“chapters” of careers, 315
Charan, Ram, 800
chatbots, 359–360, 842
CHG Healthcare, 815–816
Christiansen Institute, 330
chunking, 249
CIO model, 165
CIPD New Profession Map, 110
clarity, 266, 623–624
Clark, Dorie, 571–572
classroom training, 329–330, 389
client attraction strategy, 607–608
client–consultant relationship, 593–594, 605–606
Clifton, J., 811
Closers, in CORE model, 40–42
close-up shots, 262
cloud-based authoring tools, 376
coaching, 88, 252, 253, 315, 449–452, 516–517, 539, 647–648, 655
Coach M chatbot, 360
coach role, 47
co-facilitation, with SMEs, 444–445
cognitive challenges, 316, 347
cognitive load theory (CLT), 56
cognitive neuropsychology, 36–37
cognitive neuroscience, 36–37
cohort-based training, 364
collaboration, 29, 86, 416–417, 439–453, 502–506, 512–513, 593, 595, 757–759, 808
collective leadership, 754–755
command-and-control style, 503
commitment, 104, 205, 289
common purpose, 475
communication
about career and development, 542, 567–568
about change, 828, 829, 852–853
about TD structure, 670–671
about technology implementation, 528
in breakthrough moments, 3–4
in Capability Model, 86
in digital learning mindset, 516
for effective teams, 624–626
with executives, 469–476, 731, 792–793
generational differences in, 831
identity and, 492
in onboarding, 703–704
in ROI Methodology Process Model, 308
with stakeholders, 639
communication channels, 337–338, 625
communication guides, 625
communication skills, transferability of, 569
communications training, 138
communities, 758–759, 805
Community Academy initiative, 793
compatibility, in RISSCI methodology, 837
competencies, 24, 111, 594–595, 604–608, 831–832
completeness, of data, 193
complex personalization, 229–230
compliance, 86, 778–779
compound time, 567
concept matrix, for accessibility, 348
conferences, 494, 737
confidence, 289
conflict management, 9–10, 475, 492
connection(s), 55–56, 220, 519, 682, 757–759
conscious connector mindset, 81
consistency, 248, 264, 518
constructivism, 23
consultation, 88, 596–597. See also internal consultants; solo consultant practice
contact phase, of consulting process, 597
context, 346–347, 518, 851
continuous learning, 112, 113. See also lifelong learning
contracting professionals, 493
control, 506
CORE model of training, 40–45
core values, 752–753, 802, 806
corporate universities, 22
corporate vision, achieving, 651–660
cortisol, 274, 275
cost savings, 133–134, 328, 804, 854
courage, leading with, 419–420
Covey, Stephen, 407–408
COVID-19 pandemic, xiii, xiv, 314, 316, 332, 598–600, 653, 701–704, 800, 802–803, 832–833
CPR rule, 164
CPTD certification, 97
creativity, 492, 570–571
credentials, 91, 95–105
credibility, 307–308, 595, 596
critical behaviors, 290
critical roles, 551–552
cross-functional teams, 528, 681, 809
crowdsourcing, 233
cultural awareness, 86. See also organizational culture
customer outcomes, 288, 849–850
customer service, 492
cyber threats, 316
D
Dare approach, 632, 634–637
data, 89, 193, 194, 471, 548–549
data analysis, 89, 188–190, 195–196, 307–308, 316, 782–783, 843
data collection, 194–196, 306
data layer, of technology ecosystem, 523
day-to-day coaching, 647–648
decision making, 86, 258, 275, 276, 278, 281–282, 507, 690–691
deductive analysis, 195
deep fake videos, 840–841
deep generalist capabilities, 608
define phase, in Dare approach, 635–636
degrees, as credentials, 100–101, 105
DEI Key Questions chart, 783–784
DEI maturity, of organization, 786
DEI-specific learning, 484–486
Delaney, Kevin, 753
delegation, 541, 649–650
deliberate practice, 58, 683–684
delivery of training
for blended learning, 335
in Capability Model, 87
coaching SMEs on, 449–452
from facilitative trainers, 458–459
learner preferences for, 233–236
and learning transfer, 353
modality selection, 239–254
as orderly conversation, 441–442
story-minded, 272
in videos, 260
virtual, 390–395
democratization, of development, 743
dependencies, 506
Descript, 380
descriptive statistics, 195
design thinking, 71–72, 199–209, 345–346
detachment, for consultants, 595
detail, in graphics, 264
Developing Professional Capabilities domain, 87–88, 664
development
to achieve corporate vision, 653–655
at agile organizations, 820–821
democratization of, 743
discussing, with employer, 567–568
experiential, 744–745
growth vs., 98
ownership of, 563, 608, 723–724, 733, 742
as a way of work, 10–11
developmental managers, 533–544
developmental planning of work, 535–536
development goals, 108, 110–111
development outcomes, business and, 652–653
Dick, Walter, 176–178
digital capabilities, 530
digital layer, of technology ecosystem, 524
digital lead, 530
digital learning mindset, 516–517
digitization, 844–845
direct costs of L&D, 134
direction, company, 692
discovery, 505, 743–744
dissolve transitions, 265
diversity, xvii, 480, 481, 483–484, 487–489
diversity, equity, and inclusion (DEI) efforts, 479–495
business case for, 779–784
compliance view of, 778–779
defined, 480
environments that foster, 489–491
in interpersonal skills training, 491–492
in L&D activities, 493–494
in long-term strategy, 486–493
organizational benefits of, 480–482
performance monitoring, 776, 784–786
relevant DEI-specific learning, 484–486
and roles of TD professionals, 493
sustainability of, 773–787
in TD initiatives, 482–483
diversity climate, 777–778
doctorates, 101–103
doctor role, of consultant, 592
documentation, 621–623, 638–639
document reviews, 484–485
drama beats, of story, 276–278
Drucker, Peter, 800
dry runs, of presentations, 451
Dump and Clump strategy, 463
Dupont Sustainable Solutions, 766
Dweck, Carol, 678–679
dysfunctional teams, 626–629
E
ease of use, in user experience, 202
Eddy, David, 654, 660
editing videos, 265–266
educational psychology, 19–20
effective teams, 619–626
Eisner, Elliot, 320
e-learning, 25–26, 242, 247–249, 314
e-learning tools, 363–383
asset and file management, 383
authoring, 364–377
hosting and tracking, 383
interaction, 377–379
media, 379–380
project management, 382
prototyping, 382
for quality assurance/reviews, 382–383
storyboarding, 381–382
elevator speech, 464–466
emerging technologies, 835–845
emotional agility, 814
emotional component, of adult learning, 37–38
emotional intelligence (EQ), 86, 143–156
empathy, 315, 449
empathy mapping, 207
employee–employer relationship, 561–563
employee orientation, 217–218, 699
employee outcomes, people analytics and, 849–850
employee ownership of career development, 561–573, 742
Energizers, in CORE model, 44–45
energy level, facilitative trainers’, 459
engaged leadership, 752–756
engagement, in Kirkpatrick model, 288. See also learner engagement
Engstrom, Craig, 98, 104
enjoyment, 202, 684
enterprise goals, 717–718
entrepreneurial mindset, 563–564
entry requirements, professional, 97
environmental analysis, 190
envisioner mindset, 80
equipment, video, 259, 263–264
equity, 136–138, 480, 481, 519. See also diversity, equity, and inclusion (DEI) efforts
ethical behavior, 86, 131–141
evaluation, 305–306, 338, 353, 597, 671–672, 709
evidence collection, 193–194
excellence, aspiring to, 679–680
exclusionary phrases, 488–489
executives. See also senior leaders
buy-in from, 469–476, 583–584, 753
communication with, 469–476
expectations of, 68–71
impact and ROI results for, 303–304
involving, in development, 655
partnerships with, 791–797
sponsorship by, 583–584, 653
expectations, 68–71, 191, 386–387, 626, 723
experience layer, technology ecosystem, 524–525
experiential learning and development, 744–745, 767
experimentation, 506, 530
expertise, 324–325
expert role, for consultant, 592
extended reality (XR), 840
external consultants, 588–591. See also solo consultant practice
extreme close-up shot, 262
eye contact, 450
eye-level angle, 262
F
facilitation, 87, 245, 444–445, 450–451
facilitative trainers, 455–466
facilitator guides, 447–448
facilitator role, 47
factory schools, 17
fade transitions, 265
failure, 481–482, 767
fashion industry, 220
feasibility, 305
feedback, 111, 153, 155, 243, 451–452, 492, 506, 516–517, 541, 597, 682, 683
field technicians, 836
field trips, 44
file management tools, 383
financial assistance, for credentialing, 105
financial goals, of company, 692
financial impact, 69–70
financial performance, 780, 781
first-time leaders, 8–9
Five Fundamentals of Learning Leadership, 676–686
Five Moments of Learning Need, 226–227, 332
five-step process for developing TD structure, 667–672
fixed approach to learning, 505
fixed mindset, 122–128, 678–679
flexibility, 328, 570, 764, 802, 808, 809
“flipping the classroom,” 329–330
focused specialty competencies, 832
focus groups, 484
following through, 306, 541, 659–660
forced-choice questions, 474–475
formal learning touchpoint, 231, 232
4D Branding Model, 566
four corners (activity), 44
Four Levels of Training Evaluation. See Kirkpatrick Model
framing learning conversations, 445–447
free authoring tools, 365–366
functional competencies, 832
future readiness, 89, 795–797
G
Gagné, Robert Mills, 22
gallery walk (activity), 44
game playing, 219
gamification, 249, 379
general learners, 40, 162–163
general onboarding, 700, 705–706
generationally-diverse teams, 830–831
get one, give one (activity), 41
Global Competencies Index (GCI), 485
global mindset, 414–415
goal owner expectations, 723
goals, 108, 110–111, 275–277, 486–487, 528, 646–647, 717–719
Golden Rule, 135
Goodman, Frederick, 322–325
Google, 9–10, 767
Google Docs, 381
Google Slides, 381
Gottfredson, Conrad, 332
governance, 526–527
graphics, 264, 380
gratitude practices, 764
group learning, in breakthrough moments, 9, 10
growth, 98, 808
growth mindset, 119–128, 678–679, 752–753
Guetzkow, Harold, 321
guilds, 16
gun mics, 264
H
handheld recording devices, 264
hands-on experience, 243
Hanson, Merle, 565
Hargadon, Andy, 564
Harter, J., 811
health-related workplace disruptions, 316
Heider, Fritz, 272–273
heritage events, 494
Hermann-Nehdi, Ann, 571
hero
introduction of, 275–277
learner as, 276–280
high-angle shot, 262
high-five review, 41
high-performance-workplace practices, 802, 806–809
high-potential programs, 558, 655–656
hiring, 645–646
Hoffer, Eric, 810
Hoitt, Rob, 100, 103
Holler, Drew, 820
home-based work. See remote working
horizontal development, 125, 127–128
hormonal response to storytelling, 274–275
hosting tools, for e-learning, 383
HR Certification Institute (HRCI), 110
human-centered design, 200–201, 322–323. See also design thinking
human lineup (activity), 45
human performance improvement (HPI), 21
human performance systems, 188–190
human resource development (HRD), 25
human resources training, 493
human scramble (activity), 45
hybrid programs and environments, 268, 314, 598–599
I
icebreakers, 165
Ideas-Driven Growth, 610
IEEI format, 459–461
illustrations, 374
immediate learning touchpoint, 231, 232
immediate supervisors, 582
impact. See also organizational impact
business, 671, 803–805, 855
discussing, with management, 695
for facilitative trainers, 459–461
learning science on, 58–60
of people analytics, 849–850
positive, of program, 305–308
and ROI determination, 302
of technology providers, 526
Impacting Organizational Capability domain, 88–89, 664
implementation
aligning, 192
of Behavior (Level 3), 289–290
in consulting process, 597
of Learning (Level 2), 289
of learning technology ecosystem, 528–529
of people analytics, 850–855
of Reaction (Level 1), 288
of Results (Level 4), 293–294
inclusion, 86, 136–138, 342, 345–346, 480, 481, 490, 757–758. See also diversity, equity, and inclusion (DEI) efforts
independent wealth mindset, 613–614
indirect costs of L&D, 134
individual assessment, of DEI efforts, 485
individual interviews, 484
individual learning, in breakthrough moments, 9, 10
individual use of Capability Model, 90–91
inductive analysis, 195
industries, inspiration from other, 220–221
industry meetings, 694
inferential statistics, 195
influence, 281–282, 415–416, 492, 690–691, 694–695
informal learning, 27
information phase, of consulting process, 597
informative learners, 40, 162
initiation, of TD effort, 423–437
initiative, for consultants, 595
innovation, 492, 530, 765–767, 837
innovative design, 211–221
in-person learning, 345, 389
inquirer mindset, 80
inquiry skills, 541
insight, 243, 837
inspiration, 220–221, 457–458
installed authoring tools, 375
instructional design, 61, 87, 345–348, 351–355
instructional design models, 168
instructional design theories, 168
instructional goals, 333
instructional systems design (ISD), 18, 26, 167–183, 640
instructional systems development model, 168–169
instructor-led training
as delivery modality, 242–244
online, 242, 244, 246–247
participant-centered method for, 38–40
instructors, 414, 489
intangible benefits, 308
integration of learning, 246
integration strategy, technology, 527–528
integrity, 417
intellectual capital, 604–605
intelligence quotient (IQ), 145
intentional practice, 57–58
interaction tools, 377–379
Interactive Communications and Simulations (ICS) group, 322–325
interactive design, 372–374, 386–389
interactive exercises, 248, 387–388
Intercultural Development Inventory (IDI), 485
interleaving instruction, 57
internal consultants, 513, 539, 587–601, 735
International Board of Standards for Training, Performance, and Instruction (ibstpi), 110
International Coaching Federation (ICF), 100
internships, 556
interpersonal skills training, 491–492
Interservice Procedures for Instructional Systems Development (IPISD) model, 170–173
interviews, 484
interview-style videos, 260–261
Ismaili, Vedran, 698
isolation, on teams, 627–628
iterations, 219, 530
J
job aids, 220
job equality, 820–821
Job Instructor Training (JIT) program, 18
job rotation assignment, 570
journaling, 41
K
Kempczinski, Chris, 815
Kemp model, 178–180
key concepts, sharing, 41
key message, of presentation, 472–473
key roles, 551
key takeaways, for executives, 470–471
Killian, Annalie, 571
kinetic graphics, 264
Kipling, Rudyard, 501
Kirkpatrick, Donald, 286, 297
Kirkpatrick Foundational Principles, 294–296
Kirkpatrick Model (Four Levels of Training Evaluation), 19, 285–297, 671
knowledge, in Kirkpatrick model, 289
knowledge-based objectives, 336
knowledge management, 87, 516, 743–744
Knowles, Malcolm, 24
Kriegel, Jessica, 572
L
labs, 244
lapel mics, 264
Launch step, in TD structure development, 670
launch strategy, 427–428
layered architecture, for technology ecosystem, 522–525
L&D Oath of Ethics, 131–141
leaders, 92, 582, 685–686, 694–695. See also executives
leadership
of agile organizations, 815–818
in Capability Model, 86
design thinking for, 71–72
and diversity climate, 777–778
leading by example, 139–140
leading with courage, 419–420
in learning culture, 752–756
modeling, 645–650
leadership development
in Capability Model, 87
DEI topics in, 492–493
equity and inclusion in, 137
Five Fundamentals model, 676–686
in learning cultures, 753–754
for line managers, 655–659
as self-development, 685
in strategic workforce planning, 558
leadership potential, 676–678
Leadership Practices Inventory, 676–677
leadership skills, transferabilty of, 568–569
leadership transitions, 4–6
leading indicators, Kirkpatrick model, 292–293
Lean principles, 501
Learn, in LCD model, 229
learner assessments, 216
learner-centered mindset, 58
learner characteristics, 241, 314–315
learner data, collecting, 433
learner engagement, 387–388, 390–396, 449–450, 458, 459, 461–463
learner personas, 207, 230, 519–520, 523, 525
learner roles, in story-minded programs, 276–280
learning. See also lifelong learning
as core value, 752–753
curators of, 314–315
custodians of, 72–73
defining, 53–54
for developmental managers, 536
focus areas of, 505
growth mindset and, 120–121
as job, 741–742
in Kirkpatrick models, 286
making time for, 567
nine elements of, 227
push training vs., 332
removing barriers to, 138–139
steps in, 54–58
work-based, 497–507
learning activity preferences, 163
learning agility, 764–765
Learning and Development Capability Framework, 109–110
Learning and Development (L&D) function
and corporate vision, 651–660
DEI in activities of, 493–494
drivers of evolution for, 225
learning science applications for, 60
Oath of Ethics for, 131–141
onboarding as responsibility of, 698
project management by, 632–633
strategic plans for, 406–407
tailoring, to organization, 652
learning and development model for change management, 831–832
Learning and Performance Institute Capability Map, 109
Learning Cluster Design model, 228–229
learning conversation, 441–443, 445–450
learning culture, 424–425, 749–768
learning data, in ROI Model, 306
learning data strategy, 359–360
learning ecosystem mindset, 59
learning environments, 344–345, 489–491
learning experience design (LXD), 202–208, 319–325, 521–522
learning journey, 204–205, 207–208, 276–281
learning management systems (LMS), 376, 494, 733
learning materials, curating, 113
learning mindset, 802, 810
learning objectives, 331, 346, 353
learning organizations, 26
learning plans, designing, 108, 112–114
learning preferences, 39–40, 161–163, 751
learning programs, impact from, 305–308
learning purpose preferences, 161–162
learning resources, 113–114, 732–733
learning science, 51–62, 87
learning skill, 108, 115–116
learning solutions, 434–436
learning strategy success factors, 71–73
learning structure, preferences in, 162–163
learning team capabilities, 72
learning technology ecosystem, 515–531
benefits of developing, 517–519
building a right-fit, 519–530
and digital learning mindset, 516–517
governance process for, 526–527
implementation process for, 528–529
integration strategy for, 527–528
iteration and experimentation with, 530
keeping pace with innovation in, 530
layered architecture for, 522–525
learner personas for, 519–520
learning experience design for, 521–522
measurement strategy for, 529
organizational priorities for, 520–521
technology providers for, 525–526
learning touchpoints, 230–232
learning transfer, 250, 351–361, 506–507
learning transfer strategy, 359–360
Learn stage, of learning journey, 205
leave-behind documents, 476
Lectora, 368, 369
lectures, 244
legacy of leader, 685–686
legality mindset on accessibility, 343–344
lessons-learned reviews, 761
L.I.F.E. paradigm, 686
lifelong learning, 86, 107–117, 511, 684
line managers, 655–659
listening, 274–275, 473, 541, 694
live events, in blended learning, 336–337
location-defined teams, 619
location scouting, for videos, 264–265
logical thought perspective, 829
long-term memory, 54
long-term strategy, 425–426, 486–493
low-angle shot, 262
low-performing teams, 628–629
M
machine learning, 314, 831, 843–844
Mager, Robert F., 21
Make Me Feel Good About Me (MMFG-AM), 37–38
management development programs, 492–493, 558
manage phase, in Dare approach, 636
managers, 91–92, 533–544, 582, 655–659, 692, 756
marketing, 220, 607–608, 852–853
Market leadership phase, 612–613
Market penetration phase, 612–613
master’s degree, 101
mastery, 55, 57–58, 109, 116–117, 331–332, 335–336
matching activity, 45
maturity models, 768, 786
McDonald’s, 815
McKeachie, Wilbert, 320–322
meaningful improvements, 132–134
meaning making, 122
measurement, defined, 709
measurement strategy, technology, 529
Medhat, Aya, 99, 103–104
media options, authoring tool, 374–375
media skills, 257–269, 733
media tools, e-learning, 379–380
medium shot, 262
medium-sized companies, 837
meetings, 494, 541, 648–650, 694, 806
Me Learning, 667, 669–670
memory, 55–57, 273–275
mentees, benefits for, 581
mentor, role of, 47
mentoring programs, 577–586
potential participants in, 579–584
purpose of, 578–579
tracking results of, 584–585
mentors, 276–280, 581
mentorship programs, 252–253, 694
metacompetence, 498, 810
metrics, 430, 709–710, 794–795
microlearning, 249
micromanagement, 628
microphones, 263–264
Microsoft PowerPoint, 374–376, 378, 381
Microsoft Word, 381
microteaching, 267–268
middle managers, 582
mid shot, 262
mindfulness programs, 764
mindset. See also specific mindsets
about career, 563–564
about development, 538–540
on accessibility, 342–344
assessing your current, 124
of change agents, 407–408
of facilitative trainers, 457–459
functions of, 121–122
learning science on, 58–60
of TD professionals, 79–82
mirror race (activity), 45
mixed reality (MR), 840
mnemonics, 45
mobile devices, 248, 249, 767, 806
mobile learning (m-learning), 248, 249
modeling leadership, 645–650
modernizing learning assets, 234
modern learners, 223–236
characteristics of, 224–226
delivery preferences of, 233–236
Five Moments of Learning Need for, 226–227
LCD model, 228–229
meeting needs of, 767
needs of businesses and, 229–236
nine elements of learning for, 227
personalized training for, 229–231
up-to-date content for, 231–233
modern teams, 618–619
modular talent development, 742–743
Moments of Care module, 796
monetary value, 307
monitoring, of performance, 554–555, 784–786, 854
monologues, in presentations, 473
mood, 155
Morrison, Ross, and Kemp (MRK) model, 178–180
Mosher, Bob, 332
motivating stories, 280
motivation, 115, 280–282, 502–506, 679–680, 736–737
motivators, on empathy maps, 207
multipath development, 658–659
Multi-Store Model of Memory, 53–54
museum exhibits, 219
music, in videos, 266
N
Nadella, Satya, 800
narrowing in on solutions, 218
needs assessments and analysis, 187–196, 229–236, 333–334, 727–728
network finder and minder mindset, 82
networks and networking, 530, 569–570, 606–607, 758–759, 808
neural pathway, for emotional intelligence, 145–147
neuroscience, 36–37, 220–221
new leaders, assessment for, 6–7
newsletters, 494
New World Kirkpatrick Model, 287–293
Next Chapter platform, 820
next steps recommendations, 476
9 Questions to Determine Suitability for Remote Work, 703
nine elements of learning, 227
nine events of instruction, 23
90/20/8(4) rule, 164
90-day plan, 426–427
Notice stage, of learning journey, 204
nudges, for learners, 315
O
oath of ethics, 131–141
obstacles, sizing up, 275–277
occupations, professions vs., 96–98
off-site meetings, 494
OhioHealth, 759–760
onboarding, 556, 584–585, 697–711, 726–730
Onboarding Communications Status Tool, 704
on-demand learning, 767
one-on-one coaching and training, 252, 648–650
one-person TD department, 725–737
one platform fallacy, 517
one-time purchase agreements, for authoring tools, 366
one word whip (activity), 42
online learning resources, DEI in, 494
on-the-job training and learning, 14, 291
openers (opening activities), 42–43, 165, 387
operable web content, 342–343
Opportunistic Growth, 609
opportunities assessment, 187–196
optimization, technology, 528
opt-in organizations, 808
orderly conversations, 441–443
organizational capability, 88–89, 664, 734
organizational culture. See also learning culture
at agile organizations, 814–818
attracting talent with, 816
organizational culture (continued)
in Capability Model, 88
DEI as part of, 774–777
developmental, 536–537
future of TD function and, 745
of learning, 424–425, 749–768
of lifelong learning, 511
and organizational design, 802, 806
people analytics to change, 852
organizational design (OD), 799–811
organizational development, 20, 88
organizational environment, consultants’, 594
organizational growth, DEI for, 480–482
organizational health and performance data, 433
organizational impact, 715–724
demonstrating results, 720–723
isolating, 723–724
of onboarding programs, 709–710
reporting, 795
and return on investment, 301–308
and ROI, 723–724
strategic alignment for, 716–720
of technology, 766
organizational needs assessment, 727
organizational performance, 101, 481
organizational priorities, 429, 520–521, 668, 717–718
organizational resilience, 762–765, 800–802, 809
organizational strategy, 429, 551, 692. See also strategic alignment
organizations
benefits of mentoring for, 583
Capability Model for use by, 92
learning science applications for, 61
organized thought perspective, 829
organizing, in project management, 635
orientation, employee, 217–218, 699
Osman, Hassan, 572
outcome, realizing, 275, 276, 278–279
outside contacts, 694
overall competencies, 832
ownership
of career development, 561–573, 742
of learning transfer, 352, 356
of organizational culture, 745
of people analytics implementation, 854
total cost of, 526
O WOW format, for elevator speech, 465
oxytocin, 274
P
pace
of change, 404–405
of learning, 9, 10, 248
pain points, 207
pair of hands role, for consultant, 592
Pareto Optimality (Pareto Efficiency), 303
participant-centered method, 38–40
participative learners, 40, 163
partnerships
in Capability Model, 88
between consultants, 590–591
with developmental managers, 534
with executives, 791–797
Kirkpatrick Principle on, 295
learning strategies for, 73
in TD department of one, 735
passive attitude, 408
pausing, in presentations, 450
payback period (PP), 301
Pay-Your-Age-Day promotion, 637
peer-learning networks, 758–759
peer-mentoring, 543, 582
people analytics, 847–856
people development, 652–660
perceivable web content, 342
performance
improving, 89, 805
in learning cultures, 759–760
team, 623, 628–629
performance consultants, 593
performance management, 493, 535, 557, 649, 755
performance needs, 331–332
performance objectives, 234, 235, 334, 486, 853
performance planning, 646–647
performance reviews, 648–649
performance support, 241, 242, 250–251, 516, 756
“permanent beta mode” for career, 564
Perry-Knights, Shermaine, 102, 104
persona-based ecosystem design, 523
personal balance, 808
personal branding, 564–566
personal capabilities, 86–87, 664, 734
personal development, 102–103, 568, 654–655
personality, 144–145
personalized learning, 9, 10, 229–231, 518–519, 767, 844
personalized support, 242, 251–253
personal learning plan, 734
personal presence, 471–472
personal responsibility, 288, 418
personas, learner, 207, 230, 519–520, 523, 525
perspective taking, 323
phased approach to implementation, 528
Philips, Jack J., 300
photos, 374
PHR certification, 100
physical access, 347–348
Piaget’s model of development, 21
piece to camera (PTC) videos, 260
pilot testing, 208, 218–219
Pinocchio (film), 277
planned impact, 717–719
planning phase
in Dare approach, 636
in project management, 635
in strategic workforce planning, 553–555
of video making, 261–263
planning skill, 115
PMP certification, 100
podcasts, 267, 494
point-of-need training, 832
policy reviews, 484–485
polish, in presentations, 471–472
polls, 42, 393–394
pop-ups, 42
positive training approach, 491
post-project reviews, 641
POUR approach to accessibility, 341–342
practical learners, 40, 162
practice
deliberate, 58, 683–684
to develop EQ, 152
digital learning mindset about, 517
in ILPC method, 39
in learning science, 56–57
with shifting mindsets, 126
Practice Growth Matrix, 609–610
practice growth model, 604–610, 612–613
praise, 647
pre-active attitude, 408
pre-onboarding, 700, 705
presence, in presentations, 471–472
presentations, 215–217, 472–473
prior experience or knowledge, 39, 396
priorities, organizational, 429, 520–521, 668, 717–718
Prioritize step, in developing TD structure, 668–669
private practice, credentialing for, 103
proactive attitude, 408
proactive goal alignment, 717–719
problem definition, 218
process, defined, 633
process consultants, 592
procuring assets, for TD efforts, 432–433
productivity improvements, 804–805
profession, of talent development, 96–98
professional capabilities, 87–88, 664, 734
professional doctorate, 102–103
professional excellence, 108–110
professional gatherings, 114
professional learner mindset, 59–60
professional organizations, 97, 737
program alignment, in ROI Model, 305
program costs, in ROI Model, 308
program effects, in ROI Model, 307
program interest, in Kirkpatrick model, 288
programmed instruction, 21
programming code, for e-learning, 365
program value, 37
Progress Review Forms, 359
project, defined, 633
project charters, 635–636
project management, 86, 137–138, 382, 493, 631–642, 732
project manager, defined, 634
project objectives, 434–435, 639
Project Outreach, 320–322
project schedule, 636, 640
project selection, in TD department of one, 731–732
project sponsor, defined, 634
proposed L&D Oath of Ethics, 131–141
prototyping, 208, 323–324, 382
psychological safety, 767, 809, 822
published output, of authoring tools, 371
pull approach to learning, 332, 796
pulse checker mindset, 81
purpose, 424–425, 623, 807
purpose-driven organizations, 599–600
push training, 332
Q
qualitative data, 193, 195, 553
quality assurance, 382–383
quantitative data, 193–195, 552
question features, of authoring tools, 370
questions
asking, 393, 474, 829–830
from executive leadership, 474–475
quizzing, 370, 379
R
rapid prototyping, 323–324
Raptivity, 379
rarely-used skills, 250
reach, in RISSCI methodology, 836
Reaction (Level 1), in Kirkpatrick models, 286
reaction data, in ROI Model, 306
reactive alignment, 719–720
reactive attitude, 408
recognition, 735, 737, 808
recruitment, for mentoring programs, 580–582
redirection, 648
references, of technology providers, 526
reflection, 114, 205, 355–356, 483–484, 536
reflective learners, 40, 163
reframing forced-choice questions, 474–475
reinforcement, 517
relationship-based trust, 620
relationship building, 541, 569–570, 693–694
Relationship-Driven Growth, 609–610
relationship management skills, 148–149, 155
relationship thought perspective, 829
relevance, 193, 288, 484–486
reliability, data, 193
remembering step, in learning, 55–57
remote working, 314, 405, 701–703, 757, 831
repetition, 205
required drivers, Kirkpatrick model, 290–291
research mindset, 58–59
resilience, 420–421, 653, 681, 762–765, 800–802, 809
reskilling, 29–30, 70–71, 112, 511, 556–557, 760–761, 818–820
resolution beats, of story, 276, 278–279
resource consumption, 132–134
resourcefulness, 115, 595
resource management, 302–303
responsibility, personal, 288, 418
results
aligning, 191–192
baseline comparison of, 721–722
demonstrating, 720–723
in Kirkpatrick models, 286
Kirkpatrick Principle on, 294
presenting early, 434–436
tracking, 584–585
results-based accountability, 802–805
results-driven training, 161–165, 521
results optimization, in ROI Model, 307, 308
results orientation, in culture, 759–761
results planning, in ROI Model, 305
retention, of blended learning, 328
retrieval practice, 57
return on expectations (ROE), 294–295
return on investment (ROI), 299–309
benefit-cost ratio vs., 301
in business case, 430
communicating, 470, 695, 795
defined, 300–301
for DEI efforts, 782
ensuring delivery of, 305–308
and organizational impact, 723–724
organizational importance of, 301–304
for people analytics, 853–854
question answered by, 303
target, 301
for TD function, 671
reusing materials, 232
review features, of e-learning tools, 382–383
review phase, in Dare approach, 636–637
Re-vision step, in TD structure development, 669–670
Revisiters, in CORE model, 43–44
right-fit learning technology ecosystems, 519–530
risk management, 637–638
RISSCI methodology, 836–837
road maps, technology provider, 526
robotics, 314
robust web content, 343
ROI Institute, 304, 782
ROI Methodology Process Model, 305–308
role(s) of TD professionals, xiv
in adult learning, 46–47
as catalysts for learning, 72–73
and corporate vision, 651–660
DEI skills and, 493
and developmental managers, 537–540
as internal consultants, 591–594
planning beyond current, 511–514
in story-minded programs, 276–280
in strategic workforce planning, 555–558
in TD department of one, 730–733, 736
role-specific onboarding, 700, 706
roll-out plans, 234
Ruffy, Eleonore, 815–816
S
safety
psychological, 767, 809, 822
in RISSCI methodology, 837
sales skills, of consultants, 607–608
Sander, Dawn, 415–416
Santhanam, Janardhan, 818–819
savviness, of consultants, 595
scaffolding, 356
scalability, 507, 518, 837
schedules and scheduling, 390, 567, 636, 640, 726
schemata, 54
scholarly doctorates, 102
science, defined, 52–53
scope of project, documenting, 638–639
SCORM standard, 371
screen capture videos, 261, 378
screen simulations, 375
script writing, for videos, 266
security, of technology providers, 526
self-awareness skills, 147–148, 153, 540
self-development, 685
self-directed learning, 115–116, 570
self-efficacy, 115
self-engineering, 314
self-governing teams, 809
self-management skills, 148, 153–154, 608
self-organizing teams, 504
self-paced learning, 336, 364
self-protection, fixed mindset for, 124–125
self-sourcing content, 233
self-study, 252
self-talk, 154
senior leaders, 582, 694–695. See also executives
sensitivity training, 23
sensory register, 54
sentence length, in videos, 266
serendipity, 808
set-up beats, of story, 276, 277
Seven Transformative Story Beats, 275–280
70-20-10 framework, 499–500
shared conversation, 393–394
shared values, 304
shotgun mics, 264
shots, camera, 261–262
SHRM-CP certification, 100
SHRM-SCP certification, 100
side hustles, 571–572
siloed strategic workforce planning, 550
Simmel, Marianne, 272–273
Simmons, Michael, 567
simple personalization, 229–230
simulations, 375, 378, 655
single data point risk, 584
single source of truth (SSoT) approach, 622
sit-stand activity, 42, 45
Six Bs framework, 553–554
Skelia, 817
skills and skilling
business need for, 70–71
complexity of skills, 9, 10
for developmental managers, 540–541
digital learning mindset about, 516, 517
in Kirkpatrick model, 289
learning team skills, 72
SkillsFuture program, 821
skill stacking, 111
Skinner, B.F., 18
slide design, presentation, 388, 448–449
slide notes, 447–448
small companies, 837
SmartBuilder, 378
social awareness skills, 148, 154–155
social component of adult learning, 37–38, 45–46
social engagement, 246, 388
social learning, 27–29, 113, 231, 232, 767
social media, 269
social presence, in virtual training, 390–392
Society for Human Resource Management (SHRM), 110, 778
sociotechnical-systems theory, 22–23
software training, e-learning for, 378
solo consultant practice, 603–614
solutions, aligning, 192
“so what,” of communication, 470
spacing effect, 57, 246, 328, 485–486
speaker, role of, 46
specific learners, 40, 162–163
speed, learning, 518, 764
SPHR certification, 100
sponsorship, 583–584, 634, 653
spot learning plans, 112
stakeholders, 67–68, 73, 294–295, 304, 634, 638, 639
Startup phase, for solo practice, 612–613
storyboards and storyboarding, 261, 381–382
story-minded training programs, 271–283, 323, 394–395
strategic alignment
and impact, 716–720
in learning cultures, 759
in organizational design, 802, 805–806
in partnerships, 793–794
of people analytics, 850
in systems-oriented framework, 190–192
of TD and organization, 663, 693
strategic imperative, for change, 827–828
strategic integration of digital ecosystem, 527–528
strategic objectives, 234, 235, 424–425
strategic performance objective (SPO), 234, 235
strategic planning
embedding DEI in retreats for, 494
of TD efforts, 425–428
by TD professionals, 406–407
workforce, 511, 547–559
strategy (generally)
developing, to maximize transfer, 357–359
executing, in learning culture, 761
people analytics to enhance, 848, 849
purpose of, 848
strategy blueprint, 206–207
strengths-based training, 111, 657–658
subject matter experts (SMEs), 432, 439–453, 530, 730–731
subscription-based e-learning authoring tools, 366
Successive Approximation Model (SAM), 180–183
suites of authoring tools, 376
summaries, 476, 694–695
supply and demand assessment, 553
support, 291, 526, 538, 681–683, 732–733, 736
support materials, 639–640
Surround, in LCD model, 229
surveys, 484, 723, 785
Sustainability phase, for solo practice, 612–613
sustainable change, 659–660
sustainable diversity, equity, and inclusion (DEI) efforts, 773–787
sustainable organizations, DEI at, 480–482
sustainable practices, defined, 775
Sustain Over Time stage, of learning journey, 205
synergistic delivery style, 392
systematic training, 17–19
Systems Approach Model, 176–178
systems-oriented framework for assessing needs and opportunities, 187–196
T
taking a stand, with executives, 473, 475
talent continuum mindset, 59
Talent Development Body of Knowledge (TD BoK), xiv, xvii, 96
Talent Development Capability Model (Capability Model), xiv, xvii, 83–93, 109, 664–666
talent development cohorts, 543
talent development field
contributing to, 102
evolution of, xiv, 13–31
future trends in, 313–317, 741–746
relevance of, 101
Talent Development Framework, 664–666, 672
Talent Development function
agility of, 745–746
DEI within, 483–484
as department of one, 725–737
learning science on impact of, 58–60
ownership of culture by, 745
strategic alignment of, 693
talent development initiatives
demonstrating results of, 720–723
initiating, 423–437
integrating DEI in, 482–483
reactive alignment for, 719–720
talent development leaders, global mindset for, 414
talent development (TD) professionals. See also specific topics
essential skills for, 411–421
growth vs. development for, 98
learning science on, 60–61
mindsets of, 79–82
Talent Development Reporting principles (TDRp), 26–27
talent development structure, 663–672
talent gaps, strategies to close, 553–554
talent management, 27–28, 88
talent optimization, 803–804
talent strategy, in Capability Model, 88
Talent Wheel, 784
talking head-style videos, 260
Target, 776–777
target audience, video, 259
target performance, delivery based on, 241–242
task, defined, 633
task analysis, 189–190
task-based trust, 620
Tata Consultancy Services (TCS), 818–819
teams, 617–629
Capability Model for use by, 91–92
DEI in training for, 492
dysfunctional, 626–629
effective, 619–626
for initiating TD effort, 430–432
modern, 618–619
teamwork, 512
technical detail, in presentations, 473
technical integration of digital ecosystem, 527–528
technology
applying, in Capability Model, 87
for blended learning, 335
in business environment, 66–67
and future of talent development, 314
generational differences in use of, 830
in learning cultures, 766
learning technology ecosystem, 515–531
for onboarding, 707–709
and partnerships with executives, 796
for personalized support, 253
for strategic workforce planning, 555
in successful learning strategies, 73
technology providers, 525–526
TechSmith Camtasia, 378, 380
TechSmith SnagIt, 378, 380
TED Talks, 543
testing, of technology ecosystem, 528
themed presentations, 215–217
thought leadership, 102
360-degree multirater feedback, 654, 657–659
toe touch review, 41
tone, of video script, 266
tools, considering (story beat), 275, 276, 278
TopGear platform, 751
top 10 list (activity), 45
Torres, Patricia, 101, 103
total cost of ownership, 526
touchpoints, 538, 808
Track, in LCD model, 229
tracking tools, e-learning, 383
trade schools, 16
trainer role, 46, 61, 443–444, 455–466
training. See also specific types
modeling leadership in, 646–649
pull learning vs., 332
in TD department of one, 735
work-based learning vs., 500
Training Arcade, 379
training development, defined, 24
training directors, 19
transactional roles, 551
transfer, of learning, 250, 351–361, 506–507
transferable skills, 568–571
transition strategies phase of consulting, 597
translation capabilities, authoring tool, 372
trend analysis, 111
triple bottom line, 775
tripod, 263
trust, 593, 596, 620–621, 744
Turning Learning Into Action (TLA) model, 357–358
U
Uhl, Trish, 359
UL, 758–759
Ulrich, Dave, 801
understandable web content, 343
understanding step, in learning, 54–56
unexpected materials, 214
universal accessibility, 138–139
University of Michigan–Ann Arbor, 320–325
updated materials, 250
update infrastructure, 232–233
Upgrade, in LCD model, 229
upskilling, 29–30, 70–71, 112, 511, 556–557, 760–761, 818–820
up-to-date content, 231–233
US Access Board, 343–344
user-driven learning, 767
user experience, 202–203, 322
utilitarianism, 133
V
validity, data, 193
Value, Flow, Quality (VFQ) program, 502, 506
value, user experience and, 202
value chain, 67
value creation, 295–296, 564–565
value definition, 506
value delivery, 506
value proposition, 595, 607
values modeling, 420
Vandesande, Olivia, 817
Vermueulen, André, 821
vertical development, 125–126
vestibule training, 17
video(s), 258–266, 374, 380, 543, 840–841
virtual instructor-led training (vILT), 244, 247, 268
virtual presence, 390–392
virtual reality (VR), 398, 838–840
VirtualStory workshop, 282
virtual teams, 618–619
virtual training, 214–215, 364, 385–398, 451
virtual worlds, 841–842
vision, 517
visual access concerns, learners with, 347
visualization, 506
vocational education and training (VET), 16
voice-overs, in videos, 266
volunteering, 563, 568
Vyond, 380, 381
W
wall chart list, 45
Walmart, 792–796, 820
warning stories, 280–281
Watson, Russell Wayne, 173–176
Web Content Accessibility Guidelines (WCAG), 344
webinars, 268, 330
Welch, Jack, 651, 652
We Learning, 667, 670
well-being, 763–764
What’s in It for Me (WII-FM), 37, 818
whiteboards, online, 394
wide shot, 261
Wingron, Sharon, 412–413
wipe transitions, 265
Wipro, 751
word choice, in scripts, 266
work assignments, 542
work-based learning, 497–507
work environment, 241, 246
workforce assessment, 552–553
workforce development, 558
workforce readiness, 30
working memory, 54
workshops, 244
wrap-up strategies, 464–466
written communication, for executives, 472
X
xAPI standard, 371
Y
You Learning, 667, 669
You-Me-We Learning model, 666–672
Z
Zoom, 268, 625