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2018 Day of Learning Conference

'Creating High Performance Teams

September 25th, 2018

8:00am-4:00pm

Muhammad Ali Center

Register Now!

  

Opening Keynote: Cheryl VanAllen, Senior Training Manager, KFC

Cheryl has been in the Learning & Development Industry for over 18 years and has a real passion for learning and coaching. In her current role, she leads training design and learning technology at KFC, delivering learning solutions to the 4200 KFC restaurants in the U.S. Cheryl joined Yum! Brands in 2013 where she led design and development for leadership development programs implemented around the globe to develop leaders, drive culture, and deliver results. 

Before joining Yum!, Cheryl worked at UPS for 13 years where she held numerous roles in designing, developing, and delivering both operational training and leadership development. During her time at both corporations, Cheryl has been heavily involved in women's leadership development initiatives and leads the Women's Employee Resource Group for Yum! in Louisville and also serves on the board for Women Influencing Louisville.

Cheryl has a real passion for learning and education; she has her Masters in Education with a focus on Instructional Technology and Design and is currently pursuing her Ph.D. in Human Resources and Organizational Development.



Closing Keynote: Jennifer McClure, Founder & CEO, Unbridled Talent and DisruptHR

Jennifer McClure is an entrepreneur, keynote speaker, leadership success coach, and former HR executive who works with business leaders to build their influence, think strategically, and create maximum positive impact at work and in life.

As a top-rated international speaker and CEO of Unbridled Talent, Jennifer is recognized as an influencer and expert on strategic leadership and innovative people strategies, and she's delivered programs to over 50,000 people around the world.

As host of the popular weekly podcast- Impact Makers with Jennifer McClure- she shares conversations with practitioners, entrepreneurs, authors and speakers who are changing the world, as well as tools, tips, resources, and information to help leaders build careers that they love, and lives that matter.


Jennifer is also the Chief Excitement Officer of DisruptHR, a global community designed to energize, inform, and empower business leaders who are interested in disruptive ideas and moving the collective thinking forward when it comes to talent in the workplace.


Day of Learning Agenda

 7:30am-8:00am  Registration and Breakfast
 8:00am-8:15am Welcome
 8:15am-8:45am Morning Keynote: Cheryl VanAllen, Senior Training Manager, KFC
 8:45am-8:55am Morning Break
 8:55am-9:55am Morning Concurrent Workshops (Choose from 4*)
 9:55am-10:05am Morning Break
 10:05am-10:40am Table Talks
 10:40am-11:00am ATD Kentuckiana Annual Update
 11:00am-11:30pm IMPACT Awards Ceremony
 11:30pm-12:25pm Lunch
 12:25pm-1:25pm Midday Concurrent Workshops (Choose from 4*)
 1:25pm-1:35pm Afternoon Break
 1:35pm-2:35pm Afternoon Concurrent Workshops (Choose from 4*)
 2:35pm-2:50pm Afternoon Break
 2:50pm-3:50pm Closing Keynote: Jennifer McClure, Unbridled Talent & DisruptHR
 3:50pm-4:00pm Closing Remarks
 4:00pm-5:00pm  Optional- Muhammad Ali Center Tour

*HRCI Credit Pending Approval

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Concurrent Sessions and Speakers

Morning Workshops



Elizabeth Cobban, Leadership and Organizational Development Specialist, BrightSpring

Doug Collins, Manager of Leadership and Organization Development, BrightSpring


Driving Culture Through The Way We Lead

Explore how our signature internal leadership development program built on our company's LEGACY guiding principles has addressed gaps in leadership while reinforcing our broader culture initiative. Learn how the Instructional Design strategy we used to reach 4,000 geographically-dispersed leaders with limited training resources. Learn how we utilized Level 1 and Level 2 evaluations to measure success and add value to the organization.

Learning Objectives

1. Describe the advantages of building an internal leadership development program tied to organizational culture

2. Describe a blended learning approach successful in reaching a geographically-dispersed audience with limited training resources

3. Apply Level 1 and Level 2 evaluations to their internal leadership programs



Ann Brown, Founder, The Development Edge


Stop, Collaborate, and Listen Part 1

What is the difference between knowing about your work and seeing it? Why does it matter? In this interactive session, learn a visual work management method and explore ways to enhance communication and increase your insight into workflows, bottle necks, work in progress, etc. Walk away with a customized tool kit and valuable resources to share the "Stop, Collaborate, and Listen" approach with your organization.

Learning Objectives

1. Learn what Kanban is and how it can help you be more productive

2. Discover the behind the scenes journey of when organizational development and Kanban connected and why

3. Create a customized tool kit and gain valuable resources to implement Kanban in your organization



Jon Foley, Worldwide Service Training Manager, Lexmark


How to Conduct a Performance Analysis

Most training courses fail. Huh? That's right! Most training courses do not achieve the end results that sponsors intended them to achieve. With this in mind, when a potential sponsor asks you to develop a training program, one of the first things you may want to do is complete a Performance Analysis (PA). 

A Performance Analysis is useful in identifying alternatives to training or actions that should be taken in addition to training in order to meet the sponsor's performance goals. 

There are many different versions of Performance Analyses. This one was developed by Robert F. Mager and Peter Pipe. If you have ever developed three-part learning objectives, you are familiar with the work of Bob Mager. This PA is taught in many university graduate performance improvement programs.

Learning Objectives

1. Follow a systematic performance analysis process

2. Define and quantify the cost of the performance problem

3. Identify and select the best combination of solutions to resolve the performance problem



William Ryan, Principal Consultant, Ryan Consulting, LLC


Closing the Credential Gap: From Badge to Bachelors

This session will focus on the learning path an organization can use to develop employees on a career pathway that meets the business needs and develops an internal talent pipeline that builds for future growth by developing and impacting people through learning solutions that maximize resources that are available from existing organizational sources, external content providers, and educational institutions.  The session will begin by reviewing a five step model beginning with badges and ending with degrees and examine how current content providers are fitting into this model and where partnerships with educational institutions can create additional options to meet the needs of the business in a timely fashion.   

Learning Objectives

1. Identify a 5 step learning ladder

2. Describe 5 different credential options

3. Describe the attributes badging can bring to internal development efforts

4. Identify the 5 "C"s for success


Midday Workshops


Bill Brantley, Adjunct Professor, Department of Communication, University of Louisville; Leadership Development Manager, U.S. Patent and Trademark Office


Using Case Studies to Help Supervisors Build Better Team

The U.S. Patent and Trademark Office uses case studies to help newly-appointed supervisors learn good team building and team coaching skills. Learn how you can incorporate case studies in your leadership development training program.

Learning Objectives

1. Describe what makes a good teaching case study.

2. Use techniques to help supervisors simulate handling difficult team situations.

3. Facilitate a coaching session for new supervisors to help coach-the-coach



Stephanie Palacio, Leadership and Organizational Development Specialist, BrightSpring

Doug Collins, Manager of Leadership and Organization Development, BrightSpring


Tools & Process for Identifying Employee Talent

Explore the process of and tools for conducting a full review of employee talent. These major tools include a 9-box grid, performance management scores, succession plans, and development plans. Supporting tools include organization charts, identified key roles, and talent snapshots. Each tool will be defined and a detailed explanation of key terms and tool utilization according to best practices will be provided, along with a systematic approach to combining the tools into a cohesive Talent Review process.

Learning Objectives

1. Understand BrightSpring's Talent Review Process and incorporation of associated Talent Review Tools

2. Define and describe each key term and tool encompassed in the Talent Review Process

3. Understand the importance of each component in the Talent Review Process, including its relationship to other components


Lisa Zangari, Director of Learning, Leadership Louisville


Developing and Leading High Performance Teams

Creating and leading high-performance teams can be one of the most rewarding experiences of your career- and also one of the most challenging. This session will give you a high-level overview of the science behind high performance teams, overcoming the common dysfunctions of teams, how to drive greater collaboration and more effective communication and most importantly, how to first lead from within, so that you can unlock the very best in others.

Learning Objectives

1.



Karl Richter, Owner & Creative Director, eLearning Blends


Blended Learning Recipes

Are you looking for easy ways to spice up your training program? This session gives you a mouth-watering look at the world of blended learning. Karl Richter will be sharing his new recipe approach to blended learning. You'll be encouraged to think of learning technologies like the ingredients in a meal. Like any good recipe, we'll also provide step-by-step directions so you can whip one up on your own.

Learning Objectives

1. Your brain feeds on information. Use cognitive research to find ways to engage the learner.

2. Find the sweet spot between memorable and effective.

3. Brainstorm ways you can use different learning technologies to help create engaging content.

Afternoon Workshops


Vivian Blade, President & CEO, Experts in Growth Leadership Consulting LLC


Executive Presence: What You Don't Know Can Hurt Your Career

Has someone ever told you, "You need to work on your Executive Presence"? Executive Presence is critical in order to be considered influential. If you want to be seen as a credible talent development professional, or as a serious candidate for moving up the corporate ladder, you must have recognized Executive Presence. What does it mean? How do you transform your Executive Presence? Learn the four pillars of Executive Presence that will help you build strategies to strengthen your personal presence.

Learning Objectives

1. Enhance your business intelligence and apply it in your day-to-day responsibilities

2. Align your goals and daily work to impact important company priorities

3. Adopt and demonstrate the leadership and professional competencies important to your organization

4. Build and strengthen relationships that form a strategic network.



Matthew Daniel, Principal, The Learner Collective


Learning is a Product, Think Like a Product Manager: An Approach to Thriving in the Digital Learning Transformation

The role of the learning professional is growing every year and beginning to feel overwhelming- from the more traditional roles of trainer, instructional designer, and content developer - to curator, design thinking facilitator, visual designer, agile coach, and technologist. This session will help you take each of these distinct trends and tie them together into thinking about solutions like a product that your learner wants to consume. When you're done with this session, you'll have an easy approach to frame your learning solutions through the eyes of your customers- both the business and the learner- and create products of which you can be proud. Let's unlock the product management framework that's made startups successful and apply it to our own industry.

Learning Objectives

1. Describe how traditional instructional design can be merged with newer methodologies like agile and design thinking.

2. Discuss a "learning product mindset" and use it to analyze your learning solutions to make sure you're meeting the needs of the business and the learner.

3. Describe how user research can be used in combination with learning evaluation to see if you're meeting your learners' needs.


Daniel Johnson, President, Performance Mastery


Building Resilience in Today's Workforce

Resilience is the ability to bounce back after personal or professional trials or setbacks and gain strength in the process. When we are resilient, we...

  • Know how to cope in spite of setbacks, barriers, or limited resources
  • Are willing and able to overcome obstacles to get what we want
  • Are flexible and adaptable
  • Maintain a healthy energy level
  • See setbacks as temporary and failures as isolated and short term
How can employees persevere and remain diligent in the face of difficult challenges? How do we help employees navigate constant change without losing all of their energy or positivity? Join us in this interactive session to learn valuable tools and specific actions for building and maintaining resilience within your workforce. Based on the latest research in the areas of neuroscience, positivity, and resilience. 

Learning Objectives

1. Differentiate between the truths and myths regarding resiliency

2. Describe the thoughts, feelings, and behaviors that hinder resilience within yourself, your team, and/or your employees

3. identify the key characteristics of resilient people

4. Utilize 11 Resiliency Builders to strengthen resilience within yourself, your team, and/or your team


Ann Brown, Founder, The Development Edge


Stop, Collaborate, and Listen Part 2

Leveraging what you learned in Part 1, imagine you have a seat at the table. In this fire side chat style session, learn from other conference attendees how to keep the seat. Discussion topics include the value of timing, discernment, and asking meaningful questions. Walk away with answers to your burning questions, additional ideas, and more resources (including people) to add to your toolkit.


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