OPENING KEYNOTE: How the Vulcan Death Grip Changes Everything
Matthew Kutz, PhD, AT, CSCS, CES

This session directly addresses four ATD foundational competencies: Global Mindset, Personal Skills, Business Skills, and Interpersonal Skills. This session identifies behaviors that are needed to navigate a constantly changing environment. It is framed around the three-dimensional (3D) thinking model of integrating hindsight, insight, and foresight to learn how to be better prepared for and even embrace the complexity and volatility of our surroundings. Being prepared to lead in today’s world, means we all must think differently about leadership, our own, and other’s experiences. Learning the lessons of the “Vulcan Death Grip” offers a fresh framework for navigating uncertain and chaotic situations.
Participants will have actionable strategies to better respond to sudden or rapid change and overcome the obstacles to contextually intelligent behavior. Participants will learn how 3D thinking can help navigate change and bolster appreciation of diverse people and experiences.

Start Thinking Differently - Because Being Awesome Depends On It!
Matthew Kutz, PhD, AT, CSCS, CES

This session will cover the importance of thinking differently and how innovation and creativity are directly related to re-framing the way you make decisions and think about how the world operates. We will use Peter Drucker's drivers of innovation and science to springboard into this session.  We will discuss how you can become an indispensable asset to your organization and community.
As a result of this session, participants will be able to:

  • Explain why it is necessary to reject traditional leadership thinking.
  • Describe how complexity science contributes to understanding today's workplace.
  • Identify strategies for implementing "reframed" leadership thinking in their organizations.
The A Word
Shelley Howell, PhD

If a trainer trains, but no one learns, is it really training? Assessment of learning is a key component to any successful training session or program. If we aren’t getting through to our participants, we are expending effort with no gain. Using best practices from college faculty, this workshop will demonstrate three easy techniques for quickly assessing whether or not your participants are “getting it.”
As a result of this session, participants will be able to:

  • Explain why assessment of training is important.
  • Identify 3 techniques to quickly assess learning in a training session.
  • Find additional resources for assessing learning.
Put a VLT Under Your Belt
Andrea Soriano, CPLP
Virtual Instructor-Led Trainings (VILTs) align with the following ATD foundational competencies:  Learning Technologies and Training Delivery. VILTs use technology as a training and development solution. In a VILT, you must be able to manage the learning environment, create a positive learning climate, and encourage participation.
VILTs are a way to deliver training and can inspire change by promoting a new, modern way of delivering training.
As a result of this session, participants will be able to:

  • Name at least 3 best practices for getting started with facilitating a VILT.
  • Identify 4 WebEx features to create engagement in the VILT.
  • Write a plan to facilitate their first 30 minute VILT to their team(s) back at their job/in their role.
Debbie Christian, MSHRM, CPLP, SPHR and Mary Potts, BS    
As leaders, we often view "coaching" as a challenge.   It is a dreaded "have to" – plan for it, make time for it and do it! Imagine this: your coaching becomes conversational and frequent, which leads to better job performance and enhances employee relationships. Learn about the science of "habit", the roles we play in the drama triangle, and three effective principles you can apply with every coaching conversation.
As a result of this session, participants will be able to:  

  • Identify 3 principles of the coaching habit.
  • Evaluate the roles we play in the drama triangle.
  • Halt our tendency of being "advice monsters."
  • Articulate great questions to ask during coaching sessions.
Mixing and Managing a Multigenerational Workforce
Jeri L. George, SHRM-CP, PHR
This session is designed to help talent development professionals, managers, and senior leaders understand and appreciate the generational differences (and challenges) amongst the workforces.   Join me to gain insight into the defining differences between the five generations: Traditionalists, Baby Boomers, Generation X, Millennials/Generation Y, and Generation Z. During this session, you will begin to understand the commonalities between the generations and their work styles. This understanding will afford you the opportunity to develop specific multi-generational management strategies.

As a result of this session, participants will be able to:

  • Define the commonalities among the five generations.
  • Outline the different work styles of each generation.
  • Develop practical strategies for managing multi-generational work environments.
Carmen Alston, PhD, SPHR, SHRM-SCP
One of a leader's greatest challenges is to reinforce positive culture while communicating in a way that engages and captures others' hearts and minds. Leaders are good at sharing statistics and results.  They can sometimes struggle to inspire their employees. Although well-intentioned, they often fall short in modeling company values.  In this session, we will learn how to "tell" less and connect more. This requires moving beyond numbers and PPT presentations to connecting in a personal and authentic way.
Key points:

  • As a leader, you are uniquely positioned to influence individuals and teams, and your most powerful form of influence is personal. You will own this.
  • Sustainable culture change does not flourish in an environment of perfection, but only when flaws are shared with candor and authenticity. You will believe this.
  • You have the ability to inspire, connect, and impact desired values and behaviors in others. You will learn to live this.
Roxanne Gruhlke, BS, CCT, CWE 
Have you ever noticed that some participants in your training can’t seem to stop talking and some can’t seem to start? Some participants are answering and asking questions and others are sitting there with blank expressions. Some seem to be right there with you and others, you’re just not quite sure. Therein is the trainer’s dilemma – introversion and extroversion in the classroom. What’s a trainer to do? This workshop addresses introvert and extrovert preferences and learning needs, how to keep your preferences from interfering in the learning process, and techniques for making your training more inclusive of both preferences.
As a result of this session, participants will be able to:

  • Classify introvert and extrovert preferences and learning needs.
  • Identify how to keep your own preferences from interfering in the learning process.
  • Describe techniques for making your training more inclusive of both preferences.
Cultivating High Potential Leaders
Jonathan Ellis, MBA, CPLP
As experienced leaders retire at accelerating rates, more and more millennials are assuming leadership roles. Are the millennials in your organization ready? Studies tell us that organizations are not doing enough to develop their millennial leaders resulting in a training gap. This is why we need you, our talent development professionals, to fill this gap. In this workshop, we will start by exploring what great leadership should look like in today’s workplace and identifying those skills in your workforce. Then we will examine why leadership development programs are critical to your organization’s long term success and share best practices on how you can transform your company’s leadership pipeline into a competitive advantage for generations to come.
As a result of this session, participants will be able to:

  • Identify the leadership skills required in today’s workforce.
  • Explain why leadership development is critical to their organization’s long term success.
  • Implement best practices to ensure a strong leadership pipeline.
CLOSING KEYNOTE: Making a Difference, What YOU Do With What You've Learned!
Rick Hicks, MS, SPHR, SHRM-SCP
How do you maximize your ability to inspire change and engagement within the workforce you influence? This highly interactive session focuses on how we, as learning professionals, take what we’ve explored from the many great LEAPS sessions back to the workplace, and make a difference. We all know how important it is to create a plan to achieve measurable results within in our organizations. During this session, we will identify what we would like to accomplish and how we can help each other implement what we have learned!

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