By: Shanae Mitchell, MATD, Guest Author Introduction For many Millennials, people born between 1981 and 1996, staying at a company long-term is not on a list of career aspirations. In fact, almost half, or 49%, according to Forbes (Friedman, 2022), are looking to leave within two years. Gone are the days of company loyalty and being a ‘company person.’ These
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Not all coaching tools are created equal—and even fewer are used correctly. Search “coaching tools” online and you’ll find thousands of lists.What you won’t find?Clear guidance on which tools to use, when, and why—or the research that backs them. A growing body of coaching literature explores the actual interventions used by practitioners. These tools draw from fields like psychology, business,
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When ASTD (now ATD) rolled out its first competency model back in 2004, it gave the profession of training a unified, research-based guide to the skills and knowledge required in our field. The nine Areas of Expertise in the Model guided our MATD curriculum and ensured that we were teaching our students the “right stuff” needed for success in their
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If you have thought of being a mentor or have considered coaching someone in the training and development field to enrich their core understanding of a particular practice, right now is the time to start. As a Roosevelt University alumnus, I participate in the school’s peer mentoring program, volunteer on the board for the graduate program in training and development
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Okay, so the title might be just a bit dramatic. But bear with me. This is my last semester in the MATD program here at Roosevelt. I can’t even list everything I’ve learned about instructional design, learning and most of all myself. One of my biggest lessons gained during this program was about the not so pretty side of perfectionism.
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Just as organizations benefit from a healthy stash of financial capital, human performance is enhanced by reserves of psychological capital (PsyCap) that supply the strength and capability to carry on, even in tough times. A spin-off the positive psychology movement (see Positive Psychology: Shifting from what’s wrong to what’s right), PsyCap is defined as an individual’s strength, perceptions, attitudes toward
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In the field of training and HPI, we often spend a great deal of our time and resources finding out what’s wrong with individuals and organizations, but what if we shifted our assessment to also consider what is right? Two clinical psychologists created a movement when they asked psychologists to shift their view of therapy from pathology to potential. The discipline of
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Guest Author: Peg O’Donnell We have all been asked at one point in our lives “what is your dream job?” As we continue to grow and develop what we know about the world we start to take the question more seriously. But have you ever thought that the focus needs to be on the “dream you” as much as it
Read moreBy Vince Cyboran, Ed.D. Imagine that you are writing an article about T&D consulting contracts. As you work, the phrase “Trust, but verify” pops into your head. It is, after all, an apt quote. And, if you are like countless others who can remember events of the 1980’s, the phrase is vaguely familiar. But because you want to attribute this
Read moreGuest post by Jessica Cella (MATD 2015): Learning and Organizational Development Manager at Leo Burnett Group We’ve all been there. A position opens up on your team and you have the green light to expand and hire a new teammate. How do you select the right person? In the digital age, applications for a single open position are often number in
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