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"The Bottomline on ROI" - Upcoming Webcast With Patti Phillips (ROI Institute)

March 15, 2012 16:55 by jllorens

March 21, 2012 • 2:00 p.m. ET

Presenter: Patti Phillips, President & CEO of the ROI Institute

Business fundamentals teach us that ROI is the ultimate measure of profitability. This simple metric compares the benefits of an investment to the investment itself. ROI has a long history of use in a variety of fields, including learning and development. Join us for this one-hour webinar as Patti Phillips describes ROI in terms of what it is and how it is applied to programs in global organizations. Referencing examples from her  most recent books, Measuring ROI in Learning and Development (ASTD, 2012) and Measuring the Success of Coaching (ASTD, 2012) Patti will describe the application of the ROI Methodology to programs such as coaching, Six Sigma Training, consultative selling, and others.

Upon completion of this webinar, you will be able to:

  •     Define ROI in terms stakeholders understand
  •     Determine how the ROI Methodology can be applied to a variety of programs
  •     Determine which programs are suitable for evaluation up to ROI


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Categories: Evaluation and ROI | Learning & Development


February 1, 2012 17:17 by jllorens

Human Resource Executive magazine names DDI’s new online frontline leader assessment a top product
Tuesday, October 04, 2011

October 3, 2011—Human Resource Executive® (HRE) magazine recognized Manager Ready as one of the Top HR Products of 2011.  Development Dimensions International (DDI) launched Manager Ready in early 2011 to help organizations identify and develop stronger frontline leaders.  Each year, HRE selects the top 10 new HR and training products based on criteria including innovation, ease-of-use and impact on the HR industry. "Human Resource Executive® has been evaluating HR products and conducting this competition for more than 20 years," explained David Shadovitz, editor-in-chief of Human Resource Executive®.  "Our goal has always been to identify products and services that clearly offer value to the HR community while demonstrating innovation."

An online frontline leader assessment, Manager Ready combines the efficiency of a technology-driven process with insights of live assessors—leading to a realistic participant experience and in-depth insight into leadership capability and performance.  Through this real-world simulation, companies are provided with critical information on how to make decisions about an individuals’ readiness for frontline leadership roles and how they can develop in those roles to be more effective.

Manager Ready provides a day-in-the-life experience of a frontline leader for individuals by using streaming audio and video capabilities. Throughout the computer-based simulation, users respond to open-ended e-mails, video voicemails, planning activities, and problem-solving exercises.

“Frontline leaders are more critical today than ever. They make the day-to-day decisions that make or break the business,” Scott Erker, Senior Vice President of Selection Solutions at DDI said. “We hear more and more that they’re not ready for the job the organizations needs them to do.  Our goal, with this innovation, is to identify the gaps between what skills leaders have—and what skills they need to be successful.”
One element that makes Manager Ready stand out is that questions derived from the simulation allow the users to respond open-endedly rather than choosing from a list of predetermined answers. In doing so, responses more accurately reflect how a frontline leader would react in a real life scenario.  Trained assessors extract the behavior gained from Manager Ready and measure participants for leadership readiness.
“This data has some teeth, which in an organization like ours is hugely important,” said Tim Toterhi, senior director of global organizational design for Quintiles. “Part of the reason we like Manager Ready is that it gives us robust, fact-based data to help enhance the decision-making process for selecting people—either for promotions or for hiring them into the organization.”

About DDI
Founded in 1970, Development Dimensions International, a global human resources consulting firm, helps organizations close the gap between today’s talent capability and future talent needs. DDI’s expertise includes designing and implementing selection systems, and identifying and developing front-line to executive leadership talent. With more than 1,000 associates in 75 offices in 26 countries, the firm advises half of the Fortune 500. For more information about DDI visit

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Categories: ASTD Professional Partner News


February 1, 2012 17:13 by jllorens

Conflict Prevention Week Offers Ways to Create More Success and Satisfaction in Your Relationships.

Carlsbad, CA — January 26, 2012 – Just in time for Valentine's Day, Conflict Prevention Week will feature webinars and activities focused on preventing and managing conflict in your relationships. The event is sponsored by the new book Have a Nice Conflict, and will feature a number of special book offers during the week of February 6th, 2012.

Among the prominent speakers taking part in Conflict Prevention Week are globally recognized leadership expert, Michael Maccoby, internationally recognized authority on employee engagement, Beverly Kaye, and best-selling email etiquette author Mike Song. Each day will also feature a 30-minute exploration of each of the 5 Keys to Having a Nice Conflict – skills discovered by the characters in the book.

The Five Keys to Having a Nice Conflict

Poorly managed conflict takes a toll on our time, money, health, and happiness. However, we can learn to have a nice conflict—the type of conflict that consistently leads to greater productivity, stronger relationships, and leaves everyone involved feeling good about themselves.

1. Anticipate: Anticipating conflict starts with having a better understanding of the people you're dealing with and how their view of a situation might differ from your own. When you respect a person's unique vantage point, you're better equipped to steer clear of their conflict triggers.

2. Prevent: Preventing conflict is about the deliberate, appropriate use of behaviors in your relationships. If you know a person who highly values trust and fairness, you can prevent conflict with him/her by not using words or actions that threaten those values.

3. Identify: There are three basic approaches in conflict: rising to the challenge (assert), cautiously withdrawing (analyze), or wanting to keep the peace (accommodate). When you are able to spot these approaches in yourself and others, you are empowered to handle conflict situations more productively.

4. Manage: Managing conflict involves creating conditions that enable others to manage themselves out of the emotional state of conflict. But it's also important to manage yourself out. Managing yourself in conflict can be as easy as taking some time to see things differently.

5. Resolve: To create movement toward resolution, we need to show the other person a path back to feeling good and valued. When people feel good about themselves, they are less likely to feel threatened and are free to move toward resolution.

Written in the form of a novel, Have a Nice Conflict follows one man's fight to save his relationships and rescue his sinking career. Sales manager John Doyle would consider his career a success—he's his company's top salesman, and his take-charge attitude gets the job done. But when he is passed over for promotion—again—after losing two employees, who cite his abrasive style as their reason for leaving, John is forced to reassess how he approaches his relationships. With the help of Mac, an expert in the art of Relationship Awareness Theory, John learns the three stages of conflict, and how he reacts in each. Once he recognizes his own values and conflict trigger points, as well those of other people, John becomes able to better navigate terse situations, express his points in a way that resonates for other people, and even prevent conflict altogether.

Have a Nice Conflict can be found at all major bookstores and online booksellers with special offers and events available February 6 – 10, 2012 as part of Conflict Prevention Week. Visit for more details.

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Categories: ASTD Professional Partner News

DDI and LUMA Institute Partner for a Solution in Business Innovation

January 1, 2012 17:22 by jllorens

To meet the demand for innovation in organizations around the world, DDI and LUMA have designed a course to help mid-level leaders drive innovation
Monday, May 23, 2011
ORLANDO – In response to rapidly growing global demand, Development Dimensions International (DDI) and LUMA Institute have partnered to develop a leadership program to drive innovation in organizations around the world.  The program will be released in September 2011.
The hands-on, full-day course, Driving Innovation, combines the discipline of human-centered design with the necessary leadership actions required to help mid-level leaders create a culture of innovation in their own teams and organizations. The focus of the course is to help these leaders experience innovation challenges first-hand, equip them with leadership behaviors, practices, and methods they can use to replicate innovation in their own organizations.  Leaders learn to develop these essential skills in others and create a culture that fosters repeatable, sustainable innovation.
“Organizations can’t innovate without leaders who can drive a culture of innovation and who are catalysts, themselves, for innovation,” Tacy Byham, DDI’s Vice President of Executive Development said. “You can train leaders to set and model ideal conditions for innovation—and be a keeper of the culture that inspires and rewards their teams for coming up with and implementing new and differentiated solutions.”
The course combines DDI’s extensive experience in leadership development and how leaders can influence an organization's culture with LUMA’s expertise in human-centered design and how innovation can be fostered in the workplace.
“Organizations are no longer questioning whether it makes sense to invest in fostering an innovative culture. The question on every leader’s mind is and should be, ‘How do we institutionalize innovation so that we are doing it in a repeatable and sustainable way?’” says Chris Pacione, Director & CEO of LUMA Institute. “The answer lies in fostering pervasive competency in human-centered design which is the discipline of generating solutions to problems with a fanatical focus on the needs, desires and context of the people for whom we design.”
Research from DDI’s 2011 Global Leadership Forecast revealed that while innovation didn’t make the list of skills that leaders said they’ve needed over the last few years, it rocketed toward the top of the list of skills leaders said they’d need in the future.
The course tackles key barriers to innovation and equips leaders with the skills and methods needed to address those challenges.
Driving Innovation is the newest addition to DDI’s mid-level leadership development program Business Impact Leadership: Mid-Level SeriesSM, which includes nine courses that address the key challenges that mid-level leaders face.
DDI has spent the last 40 years developing leaders at every level—nearly 6.3 million worldwide—and helping organizations optimize their leadership talent and build a strong leadership pipeline at every level.
About DDI
Founded in 1970, Development Dimensions International, a global talent management expert, works with organizations worldwide to apply best practices to hiring/promotion, leadership development, performance management and succession management. With 1,000 associates in 42 offices in 26 countries, the firm advises half of the Fortune 500. For more information about DDI visit 
About LUMA Institute
LUMA Institute is an educational institute that helps leading organizations around the world enlist Human-Centered Design to drive innovation and make things better. LUMA helps leaders and teams get better at creating solutions driven by the needs, desires, and context of the people for whom they design.        Learn more at

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Categories: ASTD Professional Partner News

United pilots say airline rushes training

November 16, 2011 18:55 by jllorens

(From the Washington Post) CHICAGO — Pilots at United Airlines say that poor training is causing safety problems, including three flights that almost landed without putting their wheels down.

United pilots are learning new procedures for flying their planes, which can be a big adjustment. The United branch of the Air Line Pilots Association released a 105-page report on safety issues on Tuesday.

Read more.

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Categories: Learning & Development | News | T+D

The Hidden Cost of Human-Capital ‘Savings’

November 16, 2011 17:57 by jllorens

(From Almost half of the states accomplished budget reductions in fiscal years 2011 or 2012 by laying off employees, according to the National Association of State Budget Officers. And the Labor Department reports that local governments have shed nearly a half-million workers since 2008. The implications of this tactic--for organizational performance and strength of governments' human-capital pools over the medium- and long-term--merit consideration. But public agencies can weather the challenge with effectiveness intact and resilient workforces in place.

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Categories: Communities | Human Capital | News

Blogs: Why Doesn't HR Lead Change?

November 16, 2011 15:15 by jllorens

(From It's hard to find leaders of the human resources (HR) function who are active in helping their organization improve the way it works. I asked dozens of people who are in HR or in process improvement to share examples of HR change leaders, and I only found a few.

Though it's rare, here's an indicator of what is possible. In 2009 Tony Scibelli, Vice President of Human Resources and Operations at Faxton-St. Luke's Healthcare learned that the Chief Operating Officer and Chief Nursing Officer were going to launch "relationship-based care," a comprehensive cultural change program to focus doctors' and nurses' attention on patients and their families. He offered to have HR involved to address the people aspects. He showed them how HR could weave relationship-based care and continuous improvement into the fabric of this community hospital in central New York, for example by hiring and promoting the right people. He was at the table with them as they planned training and communications, and as they decided how to reward people who took on improvement projects.

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Categories: Communities | Human Capital | News

N.J. invests $3.6M to bolster skills of over 8K workers

November 2, 2011 13:01 by jllorens

(From The state government has invested nearly $3.6 million to train employees in New Jersey industries, Gov. Chris Christie said Tuesday.

The money, provided through the state Department of Labor’s Workforce Development Partnership Program, will fund training for 8,509 workers at 81 companies in skills that will improve business operations and enhance the marketability of the employees. The companies will spend more than $5.2 million to pay the employees while they undergo the training.

“Customized training grants advance the skill level of the workforce and increase the ability of New Jersey businesses to compete in the global economy,” Christie said during a visit to the historic James Candy Co. in Atlantic City, one of the earliest makers of salt water taffy.

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Categories: Learning & Development | Government | News | T+D

Chrysler Group Names New Head of Talent Acquisition and Global Diversity

November 2, 2011 11:55 by jllorens

(From Georgette Borrego Dulworth has been appointed Director of Talent Acquisition and Global Diversity, Chrysler Group LLC. Dulworth joins Chrysler Group with twenty years of cross-functional experience in human resources, legal, finance, and corporate administration. She joins Chrysler Group from Cobasys LLC, where she served as General Counsel, managing all legal matters for the company. Dulworth is also the former owner and CEO of Tech-Line Automation, Inc., a certified Michigan minority-owned engineering firm and a Tier 1 supplier to the automotive industry, including the former DaimlerChrysler.

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Categories: Human Capital | News

The Six Disciplines of Results-Focused Learning: D6

October 31, 2011 16:26 by jllorens

Learning organizations must document the results that matter to the business—not just how much teaching activity took place or whether participants enjoyed the program. Highly effective learning organizations use such data to build a strong learning brand and business case for learning.

The sixth discipline is to Document the Results (D6) of training in relevant, credible, and compelling ways in order to justify further investment as well as support continuous improvement.

Learn more about the Learning Transfer Conference (November 14-15, 2011).

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Categories: Learning & Development | News | T+D