MESSAGE FROM OUR CHAPTER PRESIDENT: DAVID COX
I recently read an article on the State of Industrial Training in 2019 compiled by Red Vector. The report estimates that 2.4 million jobs will be unfilled over the next ten years because of a lack of industrial skills. The top three skills lacking for 2019 include safety, reliability/maintenance, and quality assurance. Many of these skills require knowledge of computer programming, robotics, problem-solving, lean manufacturing/six-sigma skills, and high-level math skills; just to name a few. 64% of industrial employers said that recruitment and retention were the major concerns for 2019.
Right about now the thought may have crossed your mind that this does not relate your situation. It could be that you’re not involved in training and development in the industrial world. We live in a fast-paced and constantly changing world; especially in the workplace. I reflect on the training programs at my workplace and have to question whether these skills align with the rapid changes being made in the current work environment. Not only do I need to check the programs but also need to check myself to make sure I am up-to-date. We all need to make sure we are on keeping current on the latest trends.
To me, one of the greatest values of being an ATD member is friends and relationships I have built with the other members. There is so much talent in our chapter and I make it a point to try and learn something new from the other members every time we meet. This is such a valuable resource and I encourage you to take advantage of this wonderful opportunity. There is so much more with the programs, online training, workshops, and ATD conferences available to our members. If you have not been attending any of these, I would encourage you to keep current and add value to our industry.
As a reminder, the ATD 2019 International Conference and Expo is May 19-22 in Washington, D.C. Oprah will be one of the keynote speakers along with many wonderful training opportunities in one place. Sign up on the ATD Website.
We will be bringing a one-day coaching workshop this summer to our chapter. This is a program that your survey’s said you are very interested in. This is a class that will introduce tips and techniques of coaching whether you are involved in coaching, want to learn about coaching, or see this in your future. The board is trying to keep the cost as low as possible for the benefit of our members.
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THE REACH OF TRUST
by Gary Hedges
There is not an area of human experience where trust is not a foundational issue.
Stephen Covey said, “Trust is the glue of life. It’s the most essential ingredient in effective communication. It’s the foundational principle that holds all relationships.” The reach of trust cannot be fully comprehended.
Nowhere is this more true than in the area of Talent Development. The perceived dependability that is trust impacts all workplace relationships, not only of supervisor and employee and team leader and team members but also of the employee’s and the CEO’s perception of presented content for training.
Trust, in the final analysis, is a three-legged stool held up by skill, character and vulnerability. Skill has to do with one’s ability to perform the expected task(s). It is dependent upon one’s aptitude and emotional intelligence in addition to training and experience.
Character is the essence of who a person is. Related to trust it is the perceived, rather than actual, character that has the greatest impact. This is why when a person is seen as being incongruent, behaving inconsistently with the perception, trust is damaged or destroyed.
Vulnerability, different than transparency, has to do with humility, showing up and owning one’s mistakes and failures. Patrick Lencioni, when speaking of teams, argues that while skill and character are expected table stakes for functioning on a team, a team will never achieve its full potential without its members exhibiting a high degree of vulnerability.
So how does the TD team develop and maintain trust? What about the CEO and front-line worker? Or the department head and her direct report? How does the TD team develop the trust of their senior executives? And how does the TD team develop content and delivery that is considered trustworthy by the intended learner.
Oh, and here’s one more. Given the three legs of the trust stool, how does skill, character and vulnerability play into the building an employee’s trust in on-line learning when no humans are present?
The discovery of an answer to all these questions begins outside the training department. Curious? Good!Gary Hedges is the principal in Gary Hedges and Associates, which exists to capture and unleash potential so that leaders, teams and business owners can fully realize their vision. To fulfill this purpose, they equip and encourage their clients and create new reality. Gary can be contacted by phone at 423.309.2171 or email at firstname.lastname@example.org. He can also be found at www.garyhedges.com and www.linkedin.com/in/garylhedges.
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Chattanooga Area Chapter of ATD
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