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  • 5 Jul 2018 2:39 PM | Anonymous

    Change is everywhere and constant. It’s not going away anytime soon, so we’d better get good at dealing with it.

    Change Management is often reduced to a method or process, but it’s more than that. It’s about people. Join us for an interactive session to explore how to think about change, how people really experience it, and how you can immediately apply practical change tools, resources and principles.

    This program has been designed especially for you by two seasoned OD consultants with deep experience in transformational and evolutional change efforts in pharmaceutical, biotech, healthcare services and technology industries.

    Come learn tried and true concepts, insights, and tools, and gain a new perspective on change management. Learn from local experts Christine Young and Julia Urbanchak along side your local L&D colleagues. And enjoy the scenic beauty of Temple University's Ambler campus as well. Breakfast & coffee provided. Registration and information here on our site!


  • 28 Jun 2018 9:14 AM | Anonymous

    The "War for Talent" is still on. Do you remember that phrase from 5-10 years ago? It describe how businesses were engaged in an multi-front campaign to attract and retain the best employees. Well, that war continues today. From an L&D perspective, companies still struggle to find innovative ways to overcome this and many other challenges in today's workplace. Join L&D Philly and Beacon for a Chief Learning Officer panel sponsored by Drexel University's Goodwin College of Professional Studies on July 25th at the Pyramid Club of Philadelphia. Details and registration here on our site. Join the CLOs of Unisys, Carpenter Technology, Johnson Controls, and EY as they discuss how they and their organizations work towards overcoming obstacles in today's  L&D space. Hurry - we're down to our last 25 spots! Secure your seat today.

  • 23 Jun 2018 4:44 PM | Anonymous

    The Philadelphia Society of People and Strategy (PSPS) (www.peopleandstrategy.org) has announced their 2018 Leadership Forum. Join HR leaders from across the Greater Philadelphia area on October 3rd for the annual event. This year's speaker is best-selling author and thought leader Daniel Pink.  

    L&D Philly members can save $60 off of registration by using us as a Partner Organization reference during checkout.

    For more information about the event and to register, visit the PSPS website. Hope to see you there!

  • 21 Jun 2018 8:13 AM | Anonymous

    Change is everywhere and constant. It’s not going away anytime soon, so we’d better get good at dealing with it.

    Change Management is often reduced to a method or process, but it’s more than that. It’s about people. Join us for an interactive session to explore how to think about change, how people really experience it, and how you can immediately apply practical change tools, resources and principles.

    This program has been designed especially for you by two seasoned OD consultants with deep experience in transformational and evolutional change efforts in pharmaceutical, biotech, healthcare services and technology industries.

    Come learn tried and true concepts, insights, and tools, and gain a new perspective on change management.

  • 14 Jun 2018 5:15 PM | Anonymous

    Hey folks - registration is starting to pick up for our 2018 CLO Panel on Wednesday July 25th at the Pyramid Club of Philadelphia. We're already at 25% of capacity and seating is capped. Don't miss your chance to register and attend this great event with four awesome, locally based Chief Learning Officers. Not only will you hear their perspective on how to handle some of today's most pressing training and talent development questions and get your questions answered, you can also network with great folks, enjoy the food, ambiance, and views the Pyramid Club offers, and you will have the chance to win some great prizes. Information & registration at https://www.ldphilly.com/event-2882808

    Hope to see you there!

  • 9 Jun 2018 9:02 PM | Anonymous

    Thanks to Joe Urbanski for a thought-provoking, paradigm shifting, and above all - engaging workshop today as part of our Summer of Learnin 2018. Thanks to Drexel's Goodwin College of Professional Studies for hosting us and for ATD Philadelphia for the partnership in putting the event on. A quick highlight of Joe's main takeaways:

    1. Culture is important. CULT ture that is. (Or as they say in the military & business - culture eats strategy for breakfast)

    2. There of lots of ways to make "mandatory training" feel engaging and useful. 

    3. A lot of "non-mandatory training" - well, feels like it's mandatory.

    4. You can give your participants a choice - to be engaged or to be a prisoner. But that choice is yours to make first.

    5. If you want to make people want to take training you need to learn what motivates each one of them.

    6. We learn through discovery. We remember through reinforcement and repetition. 

    7. Content? No, CONTEXT is king in training.

    8. Training & Facilitating don't mean the same thing.

    Thanks also to everyone that came out and had a blast alongside us and Joe.

  • 7 Jun 2018 9:05 PM | Anonymous

    Did your summer start on the right foot? I spent a week in Disney before Memorial Day and it rained. All week. And I came back. And it's rained. A lot. But don't let the cloudy and wet start to summer stop your summer of learning. L&D Philly's summer gets kick started this Saturday with the hardest working man in the L&D business - Joe Urbanski. Come out and learn how to Make Training a Want to, Not a Have to. Proudly brought to you by L&D Philly and the Philadelphia Chapter of ATD. Details and registration here on our website. And don't miss on our other great summer 2018 events!


  • 31 May 2018 10:44 AM | Anonymous

    Our June monthly workshop will take place on Saturday June 9th from 9am to 12pm at Drexel University's main campus. Join L&D Philly and the Philly chapter of ATD for the most dynamic and engaging workshop you will see all year! Details and registration at ldphilly.com

    Make Training a Want to (Not a Have to)

    We don’t teach content; we teach people. That’s why it’s time to start focusing on context. People are drowning in all of the free content that is available since the Internet arrived in 1995. It’s time for an update: Make Training A Want To (Not A Have To) gives you the insight and tools to reverse engineer the ultimate training in order to facilitate learning experiences that create measurable results with your people and compelling reasons to apply the learning. This changes everything.

    Today’s training has to be energizing, interactive, fun, and full of valuable content, too! But too many trainers still stand behind a podium—a 20th century practice. It’s time for an update: this experience gives you the insight and tools to help design trainings that create lasting impact with your learners. Content is the loser here; because it’s NOT about “what” people learn. This is about becoming a context expert. Discover training practices that go against standard practice.


    Learn from locally based, but nationally recognized training leader Joe Urbanski about how to think differently when it comes to the training we provide learners.

  • 26 May 2018 9:46 AM | Anonymous

    So - anyone seen Starbucks in the new of late? Probably everyone. And most people know they will shut down their stores  soon for a day long "training" regarding cultural diversity and unconscious bias training. Those of us that work in corporate L&D do not find that surprising. A veiled attempt at CYA? Perhaps. And perhaps company leadership takes the problem very seriously and will continue to offer opportunities for its employees to learn and change. But this latest corporate PR nightmare brings a few key points to light.

    First, training cannot change culture. Both our larger societal culture as well as an individual organization's culture. Read enough Leadership, Org Development, and Business books and you can easily find dozens of thought leaders that point out how the culture at the top sets the tone for the rest of the company. That doesn't mean Starbucks' leadership suffers from unconscious racial bias more or less then the general public. Nor should it imply that they condone racist or other judgmental behavior. But the situation demonstrates that like so many other large corporations, senior leaders probably find themselves too far removed from the "business", i.e. making coffee, others drinks, and food. They probably spend most of their time analyzing reports, crafting social media and marketing campaigns, making financial decisions to make quarterly and yearly projections, and tweaking their product(s) in test labs. And it also shows that they probably lack open and honest communication with the "field" who see the day-to-day operational problems and who find themselves putting corporate policy into practice. No one wants to walk into a smelly, unclean restroom. And every business owner maintains the right to refuse service to non-patrons. Their bathrooms exist for customers. But as the situation in Philadelphia shows, the company's push to position itself as a "gathering place" in local communities was not accompanied by a change in policy nor operations that gave employees a clear understanding of how their existing policy meshed with the "vibe" they so eagerly tried to build. Training alone cannot fix that issue. Training in any business should and can only focus on teaching employees the behaviors and skills they need to perform their jobs. The training team cannot and should not be relied upon to fix issues caused by the business.


    In addition, training cannot change larger issues that stem from our society. Yes, we all suffer from one form of unconscious bias or another to some lesser or greater degree. And any company that tries to assist employees at any level of the organization to discover and address such an issue will only benefit from their investment in the long run. But, one could argue a situation like this would arise at some point because of the unconscious bias most Americans carry regarding race and socioeconomic status as well as the lack of public services that would present an alternative to using business "facilities". A company's training team cannot address those issues. That's not our purpose. 


    More importantly, though, the situation clearly demonstrates a larger problem in corporate America. And one that I think that is growing. What's the problem? It's the lack of integrating training into the business' operations. Now...some companies - WaWa comes to mind (and I'm sure many others exist) train new employees (including managers) very well. They "bite the bullet" when it comes to assuming the cost of on-boarding staff and making sure they can perform the tasks needed to get their jobs done. But most companies don't do that very well. And the more "advanced" a company/industry is - the worse it is, at least in my experience. That said, even companies that integrate new hire training into their operations often fail to keep it integrated throughout the life of an employee. You hit that mark - 3 weeks, 3 months, and boom - suddenly you're expected to simply perform and rarely find yourself in a setting where you can learn. It goes against what we know about human development - that we continue to learn, grow, and change throughout life, it stifles employee motivation, and it hampers businesses from quickly and easily introducing new tools, new processes, or changes in these b/c employees must complete "training" (often poorly designed) while facing the pressure to perform. Think about it. You train someone to do a job, perhaps investing in trainers, equipment, maybe even designated training centers to teach them how to do x,y, and z. They get told - go out and do your job. But then something changes - x goes to y. Y becomes R. Z goes to B. And then back to Z. And winds up at C. If an employee needs to learn a new piece of equipment or a new piece of software, they don't get the time to learn (and most importantly practice). Imagine a company that paid employees for an extra 15 to 30 minutes of work every day, and that time was fully integrated into their operations? Store open at 7am? Then instead of starting at 6 to get it open, they start at 530 and then from 630 to 7 they learn. Novel idea, but as the skill gap continues to increase and people find themselves moving from industry to industry, career to career, the organizations that train well will probably find themselves ahead of the curve and more successful in the long run.

  • 24 May 2018 10:34 AM | Anonymous

    Summer might include travel plans, backyard BBQ's, and lazy days on the beach or by the pool. But taking a break from work doesn't mean you need to take a break from your own personal development. Join us as we host our first CLO Panel on July 25th, with four locally based, and national learning/people leaders to discuss how they're tackling today's biggest talent issues. Hosted by Gus Prestera - you'll get an opportunity to listen and engage with leaders who find solutions to organizational problems in order to drive results. . Information and registration on our website at ldphilly.com. Breakfast included. Discounted parking available. Plus, great views from the top of the Pyramid Club.




“Harrisburg University is a proud sponsor of L&D Philadelphia, offering Master’s degrees, certificate programs or individual courses in Instructional Design, Instructional Management, or Games and Simulations. Visit their website to discover more.”


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