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2017 Day of Learning Conference

'What's Next in Talent Development' 

September 26th, 2017


Delphi Center on UofL's Shelby Campus

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Opening Keynote: Lisa Zangari, Director of Learning, Leadership Louisville Center

Having spent more than 15 years on the front lines of innovation, Lisa Zangari brings a unique blend of business savvy and human-centered design thinking. As the Director of Learning for the Leadership Louisville Center, she leads the strategy and development of The Leadership Green Room and the newly launched Executive Green Room. Lisa also trains the Bingham Fellows in social innovation tools and behaviors. 

Before joining Leadership Louisville, Lisa was Director of Innovation Capability & Culture for ?What If! Innovation Partners in New York City. While there, she partnered with Fortune 500 executives and their teams to develop new products/services, launch internal start-ups, and nurture more creative corporate cultures. As the global account leader for several clients, Lisa worked in Africa, Asia, Europe, Latin America, and across North America. 

She designed and led numerous leadership development programs and innovation projects for companies such as AARP, American Express, AT&T, Citibank, Coca-Cola, Disney, Hasbro, Independence Blue Cross, Johnson & Johnson, Pfizer, The Hershey Company and more. Lisa also launched ?What If!'s social innovation practice in NYC with clients such as Acumen, Future Generations Foundation of Egypt and (RED)TM


 7:00am-8:00am  Registration and Breakfast
 8:00am-8:15am Welcome
 8:15am-9:15am Morning Keynote: Unlocking Creative Genius for Innovation, Lisa Zangari
 9:15am-9:25am Morning Break
 9:25am-10:25am Morning Concurrent Workshops (Choose from 5*)
 10:25am-10:35am Morning Break
 10:35am-11:15am Panel: What's Next in Talent Development?
 11:15am-11:35am Re-Imagining ATD Kentuckiana: A Roadmap to 2020
 11:35am-12:15pm Lunch
 12:15pm-12:45pm IMPACT Awards Ceremony
 12:45pm-12:55pm Afternoon Break
 12:55pm-1:55pm Midday Concurrent Workshops (Choose from 5*)
 1:55pm-2:05pm Afternoon Break
 2:05pm-3:05pm Afternoon Concurrent Workshops (Choose from 5*)
 3:05pm-3:30pm Ice Cream Social
 3:30pm-4:30pm Afternoon Keynote: To Be Announced Soon!

*HRCI Credit Pending Approval

Download the conference planning tool for you and your team!

Concurrent Sessions and Speakers

Morning Workshops

Karl Richter, eLearning Blends

The Elephant in the Room: Motivational Theories for Engaging Your Learners

Keeping learners engaged is becoming increasingly difficult in today's workplace. Learners can struggle to maintain focus when faced with the million and one tasks they are responsible for. It's time to regain the learner's attention through innovative and creative techniques. This presentation gives you easy-to-apply motivational theories that you can use to engage your learners. Come away with simple frameworks for brainstorming creative eLearning interactions or effective exercises to apply to an instructor led class. Practice using these tips during our session to transform a sample lesson into something fresh and appealing.

Learning Objectives

1. Learn three tips for designing engaging instruction

2. Work with a small group to design a small piece of engaging learning

3. Integrate key concepts from motivational theories with cognitive processing models

Erika Tedesco, Director of Talent, CafePress

Getting Through Your To-Do List, Kanban Style

Return emails, schedule meetings, engage your team, and manage projects. Your to-do list is probably a mile long and getting through it can be a pain! Spend less time checking off your to-do list and more time doing things that matter. Kanban is a process management tool that encourages collaborative prioritization, limits work-in-progress and produces completed work faster than traditional methods. Attend this session to learn how Kanban can help turn your To-Do list into a To-Done list! 

Learning Objectives

1. Understand the basic methodology of Kanban

2. Apply Kanban philosophies to your daily work

3. Feel confident in introducing Kanban to your organization

Kim Hannan, Manager of Learning Solutions, Equity Residential

Designing Irresistible eLearning with Limited Resources

Most companies have a small design/development team or a team of one. While it feels impossible to deliver big results without big resources, Kim will share how her team's outside-the-box ideas allowed them to break the rules and make learning fun-all while delivering big results and changing the way employees learn. 

Learning Objectives

1. Explore real-life examples of learning solutions

2. Walk away with simple techniques to engage and motivate learners

3. Receive a handout with tips, tricks, and tools to use even with a limited budget

Lauren McCombs, eLearning Designer, Texas Roadhouse

Solving Business Problems through the ADDIE Instructional Design Process

Does your organization struggle in streamlining your eLearning development process? How about using that organized process to produce solutions to your business's main issues? Texas Roadhouse uses a modified approach to the ADDIE Instructional Design process to produce asynchronous training that helps bring real world results to some of their main operational problems.

Learning Objectives

1. Use the ADDIE Instructional Design Process to streamline your eLearning process

2. Identify behavioral outcomes and formulate learning strategies for meeting instructional goals

3. Implement training and evaluate learning goals to ensure objectives were met

Andrew Melin, Superintendent, Greater Clark County Schools

Wendy Dant Chesser, President & CEO, One Southern Indiana

Embracing Business and Organizational Partners to Transform Education and Build a Community's Talent Development Pipeline

Greater Clark as a K-12 educational organization has a focus on becoming a key component of the talent development pipeline in our region. Through its efforts, the district has 400 formalized partnerships with area businesses and organizations for the purpose of exposing, preparing, and connecting students to labor market opportunities. Greater Clark is one of 36 Ford Next Generation Learning Communities in the United States because of its efforts to connect education to business. The district's PRIDE/Work Ethic Certification program has become a regional and state model. Greater Clark hopes to be a model for K-12 school districts around the region in terms of talent development and wants to share its efforts with regional stakeholders.

Learning Objectives

1. Learn how a K-12 school system can be a leader in talent development

2. Learn specific K-12 programs and processes that can be implemented that can make a positive difference in improving the talent development pipeline

3. Engage in a conversation with the presenters and panelists including Andrew Melin, Superintendent of Greater Clark County Schools; Wendy Dant Chesser, President & CEO of One Southern Indiana; Tami Hatfield, HR at Ford Assembly; and Pam Ottersbach, Executive Director at Metro United Way's Southern Indiana Advisory

Midday Workshops

Hardy MacKenzie, Learning Manager, Humana

Susan Ehringer, Learning Consultant, Humana

Tell Your L&D Story with Metrics

Your organization's learning and development department has an important story to tell. Use data to tell it! Explore the components that make up a Metrics dashboard for a Learning Function. Hear the success story of a learning function communicating their contribution with the business in a highly matrix organization. As a participant of this session, you will have the opportunity to interact with others in composing a comprehensive dashboard reflective of a highly functional team's work. 

Learning Objectives

1. Participants will interpret data points relevant for the business

2. Summarize learning metrics necessary to tell a learning function's story

3. Develop a learning metrics' dashboard template to take and compare with their current

Gina Maynard, Training Leader-Learning and Development, KFC

Cheryl VanAllen, Training Design and Readiness Manager, KFC

Expanding Leadership Development Reach & Frequency with Limited Resources and an Entrepreneurial Spirit

Limited resources? Yes! Complex business structure? We've got that too. Can do attitude? That's us! Taking Leadership Development to frontline managers is challenging in simple circumstances. Add to that a highly complex business structure that is largely franchised, and it seems impossible. Learn how KFC extended training to deliver leadership development to their restaurant leaders and next level leadership with creativity and a shoe-string budget.

Learning Objectives

1. Learn the business case that made delivering leadership development a challenge at KFC

2. Creatively develop facilitation capability throughout the organization to meet learners where they are

3. Expand content reach and consistency through bite-sized learning to further cascade learning to team members

4. Explore KFC's future glance to continue to reach learners.

Cathy Fyock, The Business Book Strategist, Cathy Fyock LLC

Content is King

Writing content is an important competency for Organizational Development professionals. In this interactive session, book coach and author Cathy Fyock provides practical tips and ideas for creating content quickly and effectively. Bring your laptop or favorite writing tools for this hands-on session.

Learning Objectives

1. Understand the importance of developing content

2. Learn exercises for creating content quickly

3. Learn strategies for editing

Joshua Stinson, Field Training Specialist, PPG

Teresa Boone, Training Manager, PPG

Rethinking Blended Learning and Learning Styles

At PPG, we have been mixing research and experimentation to reevaluate our practice of applying blended learning and learning styles. The result has been cost savings through a more streamlined learning process as well as documented ROI. What have we learned? Blended learning is more effective when it is a combination of absorb, connect, and do activities and not a blend of learning deliveries such as eLearning, classroom, and self-direction. All individuals have the same learning styles, this understanding has allowed us to focus more on aligning learning objectives to absorb, connect, and do activities and not individuals styles. 

Learning Objectives

1. Define the current practices of blended learning and learning styles being used by practitioners then introduce PPG's new look at both strategies

2. Review William Horton's explanation of absorb, connect, and do learning activities then relate them to traditional blended learning and learning style principles

3. Learn PPG's instructional design strategy of aligning instructional content to the appropriate mix of Horton's defined instructional strategies

Shelly Trent, SPHR, SHRM-SCP, CAE; Career Coach and Consultant, Your Career Collaborator

Career Development in Organizations: A Tool for Recruitment, Engagement, and Retention

Engaging employees. Recruiting the best talent. Retaining institutional knowledge. Planning for mass retirements. These topics are on the minds of human resources professionals across the globe. So, what is the key to winning the talent war? An internal career development program. How do I know? Because I have implemented such programs. Let me share with you the "why", the "how", and the "how much".

Learning Objectives

1. Learn why it is important for organizations to implement internal employee career development programs (data)

2. Learn how to create and implement employee career development programs

3. Discover how much it will cost to implement the program compared to the cost of not doing so, including knowledge management

Afternoon Workshops

Madonna Kehl, Technology Learning Manager, Humana

Creating Culture Change with Learning

An organization's culture is imperative to growth. Many things, both positive and negative, can influence culture. One of the most underrated strategies for positively energizing a culture, is learning. Learning can enable corporate culture change when it addresses the individual, team, and organization. In this session, hear from a panel of learning professionals, leaders, and associates involved in leading organizational culture change. 

Learning Objectives

1. Explain the importance of corporate culture to stakeholders in their company

2. Determine where the greatest leverage is for creating the desired culture in their organization and how learning is the foundation

3. Develop a learning plan for enabling culture change for the individual, team, and organization

Geraldine Mack, President & CEO, Dunamis Elite Consulting, LLC

Performing Under Pressure "Getting in the Green"

You are a leader. You face immense pressure to meet deadlines, increase revenue, and develop the talent necessary to take your organization to the next level. The constant pressure to be a high performer can take a toll and can make life miserable. Learn how to perform at your best without the pressure.

Learning Objectives

1. Learn how to perform optimally when the pressure is high

2. Discover the emotional traits affected by performing under pressure

3. Learn how to get into the Green Zone and stay there

Marlena Sanchez, Instructional Developer, Curbell Plastics 

Working with Subject Matter Experts

Regardless of your field, Subject Matter Experts (SMEs) are the keepers of knowledge and know-how. Working with Subject Matter Experts can be a challenging experience. How do you get the SME to share their knowledge and know-how with you? What do you do if the SME provides too much information, or not enough? In this session, you will explore real-life scenarios to learn how to interact with SMEs to obtain content. You will walk away with a game plan on how to approach your next project. 

Learning Objectives

1. Identify ways to build a relationship with the SME

2. Identify various approaches to obtain content from the SME

3. Recognize what worked or did not work to make future adjustments

Heidi Hess-Bynum, Training Administrator, Bluegrass Cellular, LLC

Winning Your LMS Selection

Selecting any Learning Management System (LMS) is hard enough, but selecting the right learning technologies seems impossible with hundreds of solutions on the market! In this session, Bluegrass Cellular will be used as a case study to share a process to help you win your learning technology selection. Activities will help you begin thinking strategically about solutions and resources to aid in your search and selection will also be suggested. We'll also briefly discuss how the market of learning technologies is evolving rapidly, since what you need today may change tomorrow! 

Learning Objectives

1. Define the business need(s) and/ or learning gaps your organization possesses that a learning technology could solve

2. Identify key stakeholders and potential barriers in your learning technology selection process

3. Create a simple, strategic plan to begin your search

Sam Mannino, Director of Career Services, Sullivan University

Presented by LSHRM

Reinforcing and Reinvigorating the Post-Secondary Pipeline

According to a 2013 report published by Georgetown University, by 2020, 65% of all jobs will require post-secondary education and training. This makes it more crucial than ever before for employers and post-secondary education providers to collaborate and develop new way to work together to create an efficient talent pipeline. In this session, attendees will have an opportunity to interact and ask questions such as, "Why is this collaboration necessary?" and "How can we work more effectively for the future of our organization?" At the end of this session, you will begin the process of creating more resourceful partnerships to meet the future needs of our region's workforce.  

Learning Objectives

1. Educate employers and talent attraction professionals on services/resources offered by career services departments

2. Investigate how to create stronger partnerships between post-secondary education and employers

3. Optimize methods for talent acquisition professionals to connect with students and graduates

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