A fun way to end a training session and to encourage reflection on learning

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Q1. After viewing the Tedx Talks video featuring Stephen Baldridge, discuss what caused you to pause for reflection and why.

Q2. Based on our readings this week and throughout the term, discuss two trends you believe will impact TD the most over the next decade and why. Also, did anything change from the trends you wrote about in the Week 1, Q 2 discussion?

Q3. Our final T&D tool is a fun way to end a training session and to encourage reflection on learning. The activity is called Briefcase Stickers and it asks participants to identify something they learned in the training session that was meaningful to them. I have attached instructions for conducting the activity as a face-to-face group activity. For purposes of this class, however, I am adapting the instructions so you can complete the activity individually and online. Please see the instructions below, then use the attached Briefcase Stickers Form to create your own Briefcase Sticker. Feel free to change the colors, font style, font size, etc. However, don’t get stressed out by trying to come up with a clever saying. Just create a phrase that expresses something you learned about T&D that was meaningful to you. Post your Briefcase Sticker and a brief explanation. Then discuss whether you think activities like this one are appropriate and fun or too frivolous for a training program.

BRIEFCASE STICKERS

Briefcase Stickers are similar to bumper stickers, such as Teachers Do It With Class. Create a Briefcase Sticker that expresses something you have learned in HRMD 651, such as the importance of evaluation, your favorite theory about adult learning, or the role that training plays in supporting an organization’s strategy. Click in the text box to create your Briefcase Sticker.

The example below is a twist on a classic line from the movie Cool Hand Luke and reflects a belief that evaluation is an important part of any training program.

 

Sample Solution

  • Challenge to assumptions: The video might have presented a contrasting viewpoint on talent development, prompting reconsideration of established practices.
  • Inspiration for innovation: The speaker could have introduced new ideas or approaches to talent development, sparking creativity and a desire to experiment.
  • Empathy and connection: The speaker’s personal story or experiences might have fostered a deeper understanding of the human element in talent development.
  • Call to action: The video might have inspired a sense of purpose or responsibility to contribute to the field of talent development.

Q2: Trends Impacting Talent Development

Two trends likely to significantly impact talent development in the next decade are:

  1. Artificial Intelligence and Automation: AI and automation will transform the nature of work, requiring a workforce with adaptability, critical thinking, and problem-solving skills. Talent development will need to focus on upskilling and reskilling employees to prepare them for the future of work.
  2. Diversity, Equity, and Inclusion (DEI): The increasing emphasis on DEI will require organizations to develop talent strategies that promote equity and inclusivity. Talent development initiatives will need to address unconscious bias, create inclusive learning environments, and develop leaders who can foster diverse and equitable workplaces.

While it’s difficult to assess whether these trends align with my Week 1 predictions without access to that information, the rapid pace of technological advancement and the growing societal focus on DEI suggest that these trends will continue to shape the talent development landscape.

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