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Horizon Point has been working on two NEW Career Development Practitioner Training Offerings available Fall 2024. One will be a School Career Development Advisor (SCDA) Training. The other, an Alabama Workforce Challenges & Solutions course.
School Career Development Advisor (SCDA) Training
Horizon Point’s SCDA Training is designed for providers who work in many settings and help prepare students for meaningful work and managing their careers. These providers work with other staff to coordinate the design, implementation, and monitoring of school and community-based efforts to improve the chances of students entering the job market with skills, knowledge, and credentials to be competitive.
The objectives for the SCDA Training are organized into two primary competency areas (1) knowledge of skills related to student advising and (2) knowledge of skills related to working with business and industry. SCDA Training can be offered independently, for those with school experience, or it can be offered in collaboration with Facilitating Career Development (FCD) Training for those who want more information on providing quality career development services. SCDA Training is a total of 48 hours of instruction.
We are experiencing unique workforce challenges in Alabama, and solutions seem out of reach. As educators, employers, and community leaders, we can move the needle forward and create workplaces that put People First. Our Workforce Challenges and Solutions training focuses on practical methods to get more people working by understanding the challenges and implementing solutions.
In this workshop participants will:
Examine the Labor Participation Rate and relevant labor market trends
Discuss research and data around why labor participation rates are in decline
Explore strategies to remove barriers and pull people into meaningful work
As you can see, this has been an exciting time for Career Development at Horizon Point. We hope that you take advantage of all that we have to offer this Fall!
Attending the ATD24 International Conference made me feel so energized and prepared for another year around the sun in talent development. The obvious buzzword: Artificial Intelligence (AI). I walked away with pages and pages of notes on AI in training and development. Mary Ila kicked off our series on AI last week, so now I’m sharing a rundown (written in part using ChatGPT) of my key AI takeaways from ATD24.
Generative AI: The Game-Changer in Scenario-Based Learning
One of the sessions that really stood out to me was “Use Generative AI to Create Scenario-Based Learning” by Kevin Alster and Elly Henriksen from Synthesia. They showed us how generative AI can take the heavy lifting out of creating scenario-based learning (SBL). Imagine being able to quickly craft engaging, real-world scenarios that captivate your learners and improve retention.
The tools and frameworks they demonstrated were incredibly user-friendly, making it feasible for anyone to enhance their courses without needing a PhD in AI. This session made it clear that SBL, powered by AI, is not just a future concept but a present-day reality that can significantly elevate our training programs.
Navigating the Inclusion Maze with AI
Then there was the eye-opening session by Mychal Patterson of The Rainbow Disruption, titled “AI Doesn’t Mean ‘Always Inclusive.’” This was a deep dive into the potential pitfalls of AI when it comes to diversity, equity, and inclusion (DEI). Mychal highlighted some serious risks, like biased data leading to exclusionary outcomes and the lack of diversity in AI development teams. These are real challenges that can undermine your DEI efforts if not addressed properly.
This session was a reminder that while AI offers huge benefits, we need to implement it thoughtfully and inclusively to avoid reinforcing existing biases. We’ve written about inclusive training before, and now we are reminded to be more intentional with avoiding language and representation bias, with or without the use of AI.
Demystifying AI for Leadership Development
DDI also showed up strong with Patrick Connell’s session, “Demystify AI for Development: What’s Hype, What’s Real, and What to Do,” which struck a perfect balance between optimism and practicality. He debunked some common myths about AI (i.e. we’re not all losing our jobs) and showcased how it can be a real asset in leadership development.
From using AI-driven assistants for data analysis to generating personalized content, Connell provided a roadmap for integrating AI into our strategies in a way that enhances, rather than overwhelms. This session made AI seem less daunting and more achievable. Since the conference, HPC has practiced using AI to write first drafts of program learning objectives, training outlines, and more.
Redesigning Training Programs to Stay Relevant
Another session that hit home for me was actually during the Chapter Leaders Conference that some of us from ATD Birmingham attended prior to the International Conference. The session was “Making it Competitive: Redesigning Your Chapter Programming to Offer Relevant Knowledge, Skills, and Abilities” by Miko Nino. Miko stressed the importance of continuously updating and evaluating our training programs to keep pace with the changing demands of employers and learners. Using technology to assess and enhance curriculum effectiveness was a major highlight.
The session also covered developing marketing and financial plans to ensure these programs are not only impactful but also sustainable. It was a comprehensive guide to making our training offerings more competitive and relevant.
Tackling AI Integration Challenges
Of course, the conference didn’t shy away from discussing the challenges of integrating AI in training and development. But the consensus was clear: with careful planning and a commitment to ethical considerations, we can mitigate the risks.
For us, an example might be clearly identifying when something we deliver is made with AI, even in small part. If we use AI to create graphics or images that we share in marketing or in training programs, we need to clearly label those as made with AI. We’re all still learning how to use AI ethically, and it starts with a good faith effort on the front end.
So…What’s Next?
ATD24 gave me so many insights on AI in training and development. The sessions highlighted how AI can help make learning more personalized, efficient, and inclusive. But they also underscored the need for thoughtful implementation; the future of T&D is not just about adopting new technologies, but about doing so in a human way that truly enhances learning for everyone.
For now, my AI journey is all about “do it anyway”. Feel intimidated by AI and use it anyway. Don’t feel very creative? Create anyway. Using AI in my work helps me be creative anyway, and that’s a positive in my book.
Image made with AI to illustrate the idea of “create anyway”
How would your grandmother state your organizational values? Well, ChatGTP might give you some insights.
As I sat down with a client to help them form their values statements after the values mapping session I facilitated, we decided there were a few words that just weren’t right. They were close, but we needed a better word or two, so we stuck what we had into ChatGTP. After various takes on the language, including how your southern grandmother would say it-with of course, several “bless your hearts” thrown in from ChatGTP and some laughter from us- we landed on descriptors that resonated with the behaviors we were trying to articulate through shared language.
There is a lot of talk about what AI- Artificial Intelligence-is going to do to this world, or has already done. Jillian highlighted how it was a focus at the Annual ATD conference in her recent blog post. As she said, we are all relatively new to it and not very good at it, but think it deserves some attention.
Whereas many people want to make AI out to be the next major moral dilemma or our times, the way everyone is going to “cheat” in school and on the job, or what is going to take all our jobs away, I think taking more of a practical approach to what AI is and can do for business, specifically HR deserves some focus. So we are going to spend some time learning and then sharing that learning with you in a series of blog posts.
Over the next few weeks, we will be writing about how we and others are using AI to impact HR practices that will hopefully provide insights into how you might use it at work as well. We will talk about the tools being used, give you some thoughts on how it might make you a better practitioner and leader, and provide insights on what we see may be coming next.
AI may not be right for your organization just yet, but it may help you get a good laugh in or channel the language of your inner grandmother when you are trying to find just the right words for your next job description, proposal, or values statements. Or, you could try CanvaAI and let it illustrate your next blog post…. Which illustration do you like better?
Summer is in full swing. The days are long, the kids are out of school, and the office may not be quite as bustling as it usually is whether it’s the physical office space or your email inbox because people are taking vacation. Have you heard of slow productivity?
I myself just took a long vacation, kicking off the summer for two weeks at the beach, but working intermittently while there. It was a long spring, and for the first time our family was able to check out for more than the standard one week, once a year vacation and get away.
While there, I dove deeper into some of Cal Newport’s work around slow productivity. He postulates in his book Deep Work that there are four philosophies for deep work. The type of work you do, your natural disposition, and the season of life you are in all play into which one is best for you.
They are:
The Monastic Approach- Eliminate all the shallow work you can to focus deeply on one thing
The Bimodal Approach- Create clearly defined stretches for deep work and then back to regular routine for stretches of time
The Rhythmic Approach- Daily deep work sessions that occur at consistent times each day
The Journalist Approach- Fit in deep work when and where you can. To note, this approach is not for the novice of deep work!
Watch this cool video to get a good overview of these.
While I find something that is appealing in each one of these approaches, you, like me, may not be at a stage in life or working at a place or in a field where one or some of these are realistic.
Even though only one approach is called “rhythmic” all of them have some thought of a rhythm tied to them, and it takes some reflection on what rhythms work for you. And these may change overtime.
In looking at some of the research as well as my own experience, some thoughts on rhythms emerge to order to do deep work and do it well and consistently:
Daily Rhythms- To do your best work:
Break every 50 min to an hour, get up and move around if you work with your mind, sit down and rest if you work with your hands
Utilize time blocking techniques to complete tasks that take deep thought; batch work shallow work into a time block to get it done efficiently
Honor the “trough” period of the day when your energy is lacking (most people’s is in the early afternoon) by scheduling shallow work or a break during this time
For more great thoughts on daily rhythms and the research behind it, read When.
Weekly Rhythms– To do your best work:
Take one hour to plan at the beginning of each week (or at the end of the previous week) to map out your “big rocks” for the week and schedule time to get deep work done
I like to have one day a week that does not have any meetings or appointments scheduled to focus on deep work and catching up
Get a Full Focus Planner to help you with the weekly rhythm and big rock setting
Monthly to Quarterly Rhythms- To do your best work:
Reflect- What worked and what didn’t in the previous period? Celebrate what did.
Refocus- Chart out goals for the upcoming period and block time for those that may require or need the bimodal approach for deep work if you are lucky enough to have the autonomy to deploy this approach.
Again, use the Full Focus Planner to help with this. It operates on a quarterly model so it naturally helps you structure your thinking around reflecting and focusing.
Yearly Rhythms- To do your best work:
Honor the seasons if your work has periods of intensity and down time and schedule accordingly; deploy the bimodal approach if you can.
Our approach at HPC is every three years a sabbatical occurs for deep rest and deep reflection. This is a period of six to eight weeks of complete time off from work.
Overall, rhythms and slow productivity create the opportunity for reflection that helps foster deep and creative work. As the CEO of Airbnb Brian Chesky stated on Adam Grant’s podcast, if you don’t create rhythms, “you’re just on the treadmill and that gets boring and anxiety ridden fairly quickly.”
How do you create rhythms in your life to do work and do it well?
I finally had the opportunity to attend an ATD International Conference & Exposition, known as ICE by true ATD-ers. This year’s event in New Orleans featured a stellar lineup of keynote speakers, a broad range of learning sessions, and countless opportunities for relationshipping and professional growth.
Matthew McConaughey Was There
Known for his captivating storytelling and unique perspective on life, Matthew McConaughey’s keynote, “Greenlights: Rethinking Success and Leadership,” drew from his personal experiences and professional journey. He shared insights from his #1 New York Times bestselling memoir, Greenlights, which chronicles his life’s pivotal moments and the lessons learned along the way.
His speech emphasized the importance of resilience, authenticity, and embracing life’s challenges as opportunities for growth. McConaughey’s engaging storytelling and down-to-earth wisdom resonated deeply with attendees, leaving them inspired to lead with courage and creativity in their own careers.
And So Was Artificial Intelligence
That section about Matthew McConaughey was written with ChatGPT (except for the picture I took from wayyyy in the back). Since I got home from the conference, I’ve been challenging myself to use more AI tools. I’m a Millennial, I’m no Zoomer digital native.
I’m excited about the potential of AI in helping HR and TD professionals provide higher quality services, and I’m also bristling at the fact that I’m not very good at using it yet. I like being good at things (set up for the next section on Daniel Pink!), and I’m not good at AI. But I’m trying. That’s probably the biggest takeaway for me from ATD42; none of us in talent development are all that good at using AI just yet, but we’re trying!
I Filled Up My Notebook
I took feverish notes during every session I attended. I’m usually the one just taking pictures of the slides (I still did) and maybe sending myself links to view later. ATD24 was so juicy for me that I had to scribble down everything everyone said for 4 days.
My favorite note that I immediately shared with the HPC team was from Daniel H. Pink, one of our all-time favorite authors. He’s cheeky. He grounds his writing in real, relevant research. The quote I wrote down, underlined, and sent to the team was, “Make a To Don’t List”.
For context, Dan meant that sometimes we get so stuck on “getting sh*t done” that we get in our way. In his own life, his To Don’t List includes things like:
Don’t start the day answering emails
If I’m not willing to do it next week, don’t say yes to it
Dan also says he keeps a notebook at his desk that is specifically for acknowledging and recording progress. At the end of every day, he writes down 3 ways he made progress. He admits that he never looks at it again, but the act of writing down his progress to close out the day helps him leave his desk feeling accomplished. I’m going to try it, and I hope you will, too.
There Was Something For Everyone
This section was also written using ChatGPT, when I asked it to summarize the conference. It’s a pretty good summary! ATD has something for everyone.
Learning Tracks and Sessions
The conference featured a diverse array of learning tracks designed to cater to various aspects of talent development and HR management. These included:
Career Development: Focused on helping professionals advance their careers and develop others’ skills.
Future Readiness: Addressed the skills and knowledge needed to prepare organizations for future challenges.
Instructional Design: Covered the latest trends and best practices in designing effective learning experiences.
Leadership & Management Development: Aimed at enhancing leadership skills and strategic management capabilities.
Learning Sciences: Explored evidence-based methods for improving learning and performance.
Learning Technologies: Examined the use of technology to facilitate learning in the modern workplace.
Managing the Learning Function: Discussed strategic approaches to managing learning and development programs.
Measurement & Evaluation: Focused on assessing the effectiveness of talent development initiatives.
Networking and Expo
The ATD Expo was a major highlight, featuring exhibitors showcasing the latest tools, technologies, and services in talent development. It provided attendees with hands-on experiences and the opportunity to explore innovative solutions that can enhance their organizations’ learning and development programs.
Additional Highlights
Preconference Learning: Offered intensive workshops and certificate programs for deep dives into specific topics.
Career Center: Provided career coaching, resume reviews, and networking opportunities to help attendees advance their professional journeys.
Virtual Experience: Ensured that those unable to attend in person could still participate in key sessions and network with peers virtually..
How is Your Soul?
The theme for ATD24 was Recharge Your Soul. I absolutely felt recharged when I left, so much that I couldn’t stop talking about it (still can’t).
Robert “X” Fogarty asked us in the opening session how our souls were doing, and I can’t speak for anyone else, but I needed to hear that. So much of what we do in HR and Talent Development comes from the soul. If the soul’s not doing so hot, the impact isn’t there either.
X started Dear World, and I totally recommend checking it out. At Horizon Point, we are People First and we put People First, and we believe that people’s stories are important. Dear World is all about using stories to inspire and connect people. Take a look at their work, and also ask yourself, “How is your soul?”.
