This webcast will explore culture, change, and the tactics that top performers use to protect and shape their culture during times of transition. Highlights and data from the ATD and i4cp research report Culture and Change: Protecting and Shaping Culture During Transitions will be discussed.
In a business landscape marked by major transformations reflecting organizational performance, companies call on their talent development functions to play active roles. Seven in 10 surveyed leaders experienced at least one major organizational change in the past two years. Changes include expansion into new locations, mergers, downsizing, restructuring, or large shifts in business models.
In times of major change, the talent development function is a key player in protecting culture, shaping culture changes, and ensuring that culture and learning and development are tightly aligned. Most organizations directly involve the talent development function in shaping culture. Sixty percent of companies overall—and about 75 percent of high-performance organizations—include talent development at the strategic level in defining culture and planning for culture change. Learn the tactics that high performers use to address culture during major shifts.
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Maria Ho, research manager at ATD, oversees ATD's portfolio of research on talent development. ATD's research department tracks trends, informs decisions, and connects research to practice and performance.
Prior to joining ATD, Maria was a public policy researcher, data analyst, and writer at the Pew Charitable Trusts in Washington, D.C. She holds a bachelor’s degree in economics from Harvard University and a master’s degree in economics from Johns Hopkins University.
As senior vice president of research for i4cp, Jay Jamrog has devoted the past 25 years to identifying and analyzing the major issues and trends affecting the management of people in organizations. Jay and his staff follow demographic, social, economic, technological, political, legal, and management trends across more than 50 broad topics. Over the years, he has helped some of the most innovative organizations gain a deeper understanding of the world's changing business environment and has helped them think strategically about today's actions and tomorrow's plans. Jay has confidential access to some of the most progressive organizations, and he's an active adviser to more than a dozen leading corporations. In addition, Jay conducts dozens of seminars annually for major corporations on subjects related to the changing nature of the workplace and workforce.
Prior to i4cp, Jay was executive director of the Human Resource Institute for 25 years and distinguished lecturer at the University of Tampa. He has also held numerous management positions, including vice president of purchasing for a large import-export wholesaler. Jay is also the associate articles editor for the "building a strategic HR function" key knowledge area of the Human Resource Planning Society, has had articles published in several major business magazines, and is frequently quoted in business publications and newspapers. Jay has an MBA, and taught labor relations in the School of Management at the University of Massachusetts.
