Whether you are a new trainer, designing e-learning, involved in a MOOC, developing curriculum for a sales team, coaching a CEO, or working in any of the many other facets of the field, you are developing talent... You understand—and you demonstrate to peers, senior leaders, and clients—that positioning organizations for success starts with highly skilled and capable talent." - Tony Bingham, President and CEO of ATD
Like any significant change, there are people freaking out about the re-branding of ASTD to ATD and some who are pleased. Regardless of your personal opinion, notice the difference in the words: Talent Development vs. Training and Development. The focus is on developing performance for your talent not holding training classes. The focus is on the problem not the solution. It's a pretty scary thing to be held accountable for driving performance and not as scary to be held accountable for teaching a two-day workshop.
If there's an organizational problem, why not just pull out some old PowerPoint slides and 'throw content at it'? Content is another one of those evil words. No learner wants content, they want to get help. Content may be relevant in a college setting, but not in an organizational one. Allen Interactions has been communicating new language for the last 18 months to support their SAM methodology (see left). They challenge us to stop talking about training content and focus on performance. "What will the learner be able to do after their learning experience that they can't do now?" It all starts with the performance objectives derived to bridge the gap between existing and desired performance for that specific context. Through engaging learning experiences composed of context, challenge, activity and feedback, learners experience memorable, meaningful and motivational performance change. Hard to do? Yes, but that's what it takes.