2022 HR Trends that Impact Instructional Designers with Janet Clarey- IDIODC Ep #176

00:26:02 talking about creating those conditions so. it's more cultural than just increasing the

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Where'd my coffee go?!

Here we go!. [music]

Good morning everybody.

Hey gang.

Whoa.

Oh what a rush. There's the theme. song. It's Wednesday morning.

Crazy.. Hey how's the weather in Ottawa?

Ah, it is actually a beautiful February day. floating around the freezing mark nice and bright,

not gonna lie it feels kind of like the groundhog

said to us "enough of this" last. week let's get er on out of here.

Excellent!

And as we mentioned last week uh you know. i'm up in the northern time zone so um

we're actually one and then... nah nevermind.

A few clicks away something like that, yes.

Everything is a day ahead and upside down.

I won't tell you what the weather. is going to be like here in Arizona.

It's gonna be a horribly miserable. day today, I gotta tell you,

freezing day freezing rain cold, you know.. Yep yep typical Arizona weather for this

time of year. I mean let's face it.. Yeah it couldn't be much worse.

Why do people choose to live there?. I don't know.

But I know why New York is a great place to. live because our guest Janet clary lives there.

Hello Janet, how are you and welcome to #IDIODC.

Thank you, great to see you both again. it's been a while. So thanks for having

me on. Reminiscing in the green room uh about. bumping into each other at conferences and

uh and those things. You know back when. there were conferences. Yeah exactly.

Yeah, whats that? Yeah, what is that? I don't. even know anymore. I haven't left my house

in two years. It's almost like. eight track tapes right, confidence?

You know. What's that daddy?. Well there was a time when we all used to meet up

and talk about our jobs with other professionals.. Hmm... and at the end of the session you could put

a pencil and rewind the conference... [laughing]. and no wait i'm confusing technologies now.

Folks Janet Cleary is with us today. Janet it's. your first time joining us here on #IDIODC, so um

introduce yourself to uh to the folks in. the chat, that that we've got joining us.

Tell us a little bit about yourself.. Yeah... so um i'm Janet Clary. I am located in

upstate New York, so like right in the center. of New York. I have this same weather as Ottawa,

today, I'll bet you. And I work for Mclean and. Company um who's based in Canada in Toronto. Um

yep and uh London Ontario too. Couple offices. there, office and maybe Australia and Las Vegas.

So i'm director of HR Research and Advisory. Services there and that's kind of been my

background for the past several years is working. at uh Burson and Associates and then Bursting

by Deloitte. Deloitte. And then um when they. were acquired and then and then on to Mclean.

I've worked at the e-learning guild for a little. while some may know some of you from there and um

and Brandon hall research so my background is. pretty much been learning and development and

careers and i um went to Capella University for. Instructional Design for online learning. So my

true love is instructional design where i started. my career um back in insurance company probably

15 years ago. Standing up in LMS and LCMS all of. that kind of stuff so that's what i'm doing now so

and and just by way of what i'm going to show you. today and share some trends that uh for 2022 that

we we did um and launched and Brett i know that's. how you we caught up together is kind of you know

putting that out there in Linkedin and sharing. some trends so talking about some trends and then

trying to you know look at those or talk about. those through the lens of instructional design

and what that really means so i want to uh bring. that up now i just want to share too that you know

i think the beauty of my job right now is. that there's a blend of instructional design

and research and advisory because in my past roles. in doing research and advising it's kind of like

you're working off of a research report or a you. know a piece of research if you will right that's

kind of a document and now i flip that so what. what i'm actually producing with a team so leading

teams that create actual tools that hr uses to. implement right so these are actionable tools

uh downloadable you know forms and all sorts. of things and we cover the all hr taxonomies i

oversee of course learning and development. metrics and analytics and hr strategy so

that's kind of my area i'm in now so i just. feel like the most incredible lucky person

to have stumbled into this job because it takes. a couple of things that i love i'm like how did

i even find this this is so cool so anyways great. company and uh that's just a little bit of my a

little bit of my background so very very cool. yeah yeah it sounds like a glorious job being

able to sort of have all of those pieces um at. play not gonna lie that sounds like a lot of fun

it really is we should all look into it i. work with Canadians and it's amazing sorry

are you tired of hearing. pasta yet instead of pasta

it was it was fun to see you post. that on Linkedin because i did

since since you and i go way back um i knew that. this would be a really great conversation because

of all the things that you just said right to. be able to talk to somebody who's gone through

and done all this research and and looked at. all this data and all those statistics and put

together the report but also have that knowledge. and understanding of instructional design and

for us as an instructional designer community. to be able to at least for those of us who

work in hr departments right like trainers span. lots of different parts of an organization but

many of us work in hr departments and you know. to be able to look up out from the weeds of just

instructional design and what we do and to be. able to see what that bigger picture of the org

that we're in what what they're struggling. with and what they're doing i think it gives

it's going to help give us a lot of perspective. on okay how can we as instructional designers

help make that happen so if we if we're not. educated on those things then we can't i would

assume not be as effective as we could be so i'm. looking forward to what has popped out the most

in in the trends so how do we want to start. this how do we want to roll so i think what

i want to do is um is share some webinar slides. just because we're talking about data right and

you certainly don't want to hear me talk about. data you want to look at that a little bit and

then we'll talk about it yeah it's real fun. when we try to make bar graphs with our fingers

but sometimes pictures are better than

drawing pictures yeah pre-made pictures yeah. yeah yeah so i'm out let me just share um

share my screen here and uh you guys will. let me know if i am showing you trends

yep we see the big splash type we got it perfect. okay so i'm gonna go by here and just kind of

you know when we did this we we went down to these. four trends we're talking about attraction and

retention um this new world of work dei and then. skills in an age of change i've taken the skills

um and put that up first okay i'm going to go. through some basic hr stuff and then we're going

to dive into the skills a little bit because it's. really most applicable to us even though all of

these are so i'll go backwards on these and we'll. get through them that way so i always you know

when we're presenting research it comes up where. there's questions of like well who did you talk to

blah blah blah right so a little bit about. organizational sizes um and what that means

when we're talking about that what high performing. means um in terms of how we did this research and

then kind of um you know how we how we looked. at it that way so that slide here and these

slides are going to be available to you so if you. want to read a little bit uh you know into that

you'll have that opportunity so hr in 2022. 22. so just you know at a high level what we

found is that you know recruitment remains a top. priority um and then what's applicable to us i

think is this employee experience kind of leaping. up to second place because we impact that so much

right in in how employees experience um. how they train how they learn on the job

and those types of things so that's kind. of what we uh what we came up with there

now one question that i think is. interesting is how is hr spending its time

and as you look along the bottom there you'll just. see the quite the difference this year in talent

acquisition it'll come as no surprise to anyone so. you know i love to hear like you know how how does

that impact your job right now in terms of so much. time being spent on just trying to acquire talent

you know from our perspective and the types. of calls i get in sharing with the members

it's really about delivering on that promise. of development because quite often someone

will join an organization um for development. opportunities and then that's the first reason

they leave or the number one reason they leave. is that they didn't get that right so i think

for us that unique opportunity is you know what. is that messaging right to potential right and

what is that messaging and am i aligned with that. am i aligned with what people are hearing right

i think it's uh oh go ahead Chris i was gonna say. it's also um you know the last few years have been

a real uh shift in how we even think about. acquiring talent and what the onboarding looks

like as you know still so many folks working. remotely whereas what i was gonna say yeah

the onboarding the the the the whole nature of. that has had to such a big shift i know even

here at domino we've uh we've had to you know put. together a whole new uh sort of onboarding process

just recognizing the fact that you used to be. able to walk around and introduce everybody

even uh you know that kind of connectivity. so yeah we had to pivot quickly didn't we

yeah i think and it it's um you know onboarding. which heck we've even had a few episodes talking

specifically about onboarding and. when i was going through these charts

when i when i first saw them the report and. looking at the trends that was my first thought

when i saw such a huge difference with that talent. acquisition because that's that trickle down right

if there's if they're needing to acquire. more talent all of a sudden that puts a

lot of pressure on us to make sure that all. of those onboarding events or uh you know

processes learning solutions whatever it is is. impactful and useful in today's environment like

what we did you know two years ago may may not. actually be functional and usable today but yet

it's going to be needed to be used more often. now and so now what do you do right so i would

assume that people have been scrambling but it'd. be interesting to hear from the folks in the chat

and maybe we have folks who don't have that. particular role and aren't responsible for

onboarding but if you are and you want to. drop into the chat if you've experienced

um you know how this has impacted you that'd be. great to see yeah Kim, Kim's dropped a note in

the chat ramping up onboarding courses making them. quicker more engaging and endearing in quotes new

and endearing new hires to the company wow and i. think the wow is sort of maybe uh why weren't we

doing this before if i can interpret a little. bit because i think there's a little bit of uh

i think there's a little bit of a touch maybe. of sarcasm from Kim too like well it's just a

lot of work right i mean that's that i mean. she's summed it up very nicely but if you

you know anybody that's been doing this job for a. long time can read between the lines there and see

that that's a lot of work that has to be either. done or redone right updated changed whatnot so

you know and what's interesting now with with. some of that is kind of you know redoing things

i have talked to a few organizations that. pretty much shut down all their their training

and they're trying to to ramp up some programs. that they had before and that to me has to be

just such a challenge right oh for sure yeah. sorry so i mean just one word too before i

move on to the next one here is be kind to your. people that work in ta they're totally burnt out

it's been a rough time let me tell you if you. have a lot of friends in there yeah that's what

i was gonna ask you was as you as we hit. on each one of these things if there are

any particular stories or conversations you had. with some of these companies uh that stand out

um those would really help drive the point. home too those are always great yeah yeah

so you know here again kind of this key. role in strategy we don't talk a lot about

at least in my experience didn't really talk a lot. about um the overall hr strategy and where we fit

in if you're not sure of that i think you need. to really you know kind of revisit what is our

new hr strategy right now i mean can you say. that can you articulate that and where does l d

um align with that and align with the business. strategy right so just a couple of kind of

environmental pressures that have expanded. hr's role and everybody's role of course

diversity equity and inclusion corporate social. responsibility environmental and social governance

we're seeing this across all sorts of roles so. for instance if you were you know a corporate

council foreign organization years ago you it. was kind of a plush job where you weren't doing

the hardcore kind of attorney stuff or whatever if. you're a house counsel and now you're dealing with

all of this stuff you're dealing with things that. blow up on social media um you know the corporate

social responsibility and things like that so. just taking a side of totally outside of our area

and this applies to hr too so just doing more. being responsible for a lot more there's some

great comments in the chat Chris i don't know if. you've been watching them too but yeah uh i don't

even know where to start i mean Chris has a Chris. Johnson in the chat has a great one we're totally

redesigning our onboarding to focus more on. belonging and making connections it right and that

that does seem i mean that's a great direction. to go at least as far as i see it with everything

that's happening right and if we and then but it. also makes me scratch my head and think to myself

wow were we all not doing that before and and as. i then start to think back i'm like wow you know

what 10 years ago you know 15 years ago when i was. you know doing it more regularly maybe we weren't

yeah i mean like like i said earlier the fact that. we can't even just introduce people uh you know

to each other in a physical location means you've. got to figure out how to how to connect people so

that they know who who does what but also just who. likes what and you know how to have that kind of

social experience of cohesion etc yeah um Robert's. uh thrown in a thought having just gone through

a move to a new position after layoff last. year i understand the increase in time

but i question if hr needs to revisit with the. stakeholders about exactly what they need to

acquire a new employee lots of access access. interviews forms tests etc so the the process

of being someone who's just been recently. hired and onboarded etc Robert's got some

thoughts on there bobby's also throwing in it's. important to remember that onboarding isn't just

for the new hire it requires a lot of change for. existing employees and their role in orienting

new hires to a department to the technology. to the job to the company vernacular et cetera

for sure yeah it's great that's spot on yeah and. that so maybe that even requires some additional

training to be created for them too right and. then of course that adds another layer of work

that has to be done it just right it's. just as we start to see this we all know

all of these changes that are occurring are. overwhelming but as we start to dig it down and

look at these trends and really start to identify. these additional things you can really really see

the the impact that it's going to have on us as. instructional designers in these roles as well

yeah um but let's so so some great thoughts. from the folks in the chat about um about

that onboarding process um where else do we need. to go uh with the info that you brought us here

today then janet yeah so let's kind of look at um. our effectiveness right and you know the previous

slide we're talking really about broadening and i. think broadening is a great thing for us we don't

want to be in our little silos right we want to. think about everything in the organization um so

this is just a little bit about hr's effectiveness. um and how it's increased which is a great thing

right so just want to share some some information. there um learning and development you'll see like

is that a reflection um the the negative two. percent for enabling learning and development

is that perhaps a reflection of the sheer wave. of extra things all of a sudden though that hr

has to deal with that you've got you've. got a basket of stuff and you've got to

put you know a whole bunch of new things added to. the basket perhaps i don't know i'm just wondering

mm-hmm you know and this is really all about. perception what is the perceived effectiveness

of these various groups okay so you think about it. in terms of do you do you know i mean do you take

like you know nps scores or something like that. do you know how people feel um how people perceive

the effectiveness of l d in the organization yeah. right yeah that does really clarify this slide a

lot actually right the whole idea of perception. of it and i i would think that because of all the

things we mentioned about on the previous. slide all the stuff that needs to be done

that probably took a while to get done the. perception of the work that we do probably

slipped off a little bit in a in a lot of people's. eyes because there was so much that needed to be

done and uh you know as always we typically lack. enough resources to to meet that need right right

so before i get into skills just a couple. more um you know kind of things that we

saw when we were doing this research is. this higher level of stress and right now

entering our new research cycle we're working on. um on a piece on burnout um how to how to you know

support people that are experiencing burnout in. the organization so kind of interesting um you

know take on research i guess is going going. in that way but it's it's a very real problem

you can see this number over here only. 12 percent of the respondents to the

survey have programs or processes to support hr. professionals right hr supports everybody else

quite often uh and not themselves so if. you're experiencing a higher level of stress

um yeah who helps us here here it is right this is. it right here but this is very this is very real

you know this is something to consider take. care of yourself take care of each other right

wow yeah that just that really drives home a lot. of different points on a lot of different levels

i wonder if there's anybody joining us today who

actually feels less stressed than. three today than three years ago

i mean i'd hate to make assumptions i don't. know maybe we've got some folks who retired

you know i want to get into something. that's a little more close to home

for us and that is you know our of those four. trends one of them was skills in an age of change

so i want to dive into that just a little bit. um so you know we kind of compared organizations

that had high proficiency in resilience. and change management and design thinking

more likely to be high performing. in productivity and the ability to

change and in innovation and i'd love to. hear any anything in chat about anyone

working on any of of you know resilience. undesigned thinking on change management

we've um we've definitely done a couple of. episodes um on on design thinking because

it it's something that i think most people. can see a direct sort of alignment with um

with designing learning programs in various. places um but resilience is a topic i don't

think we've ever had a focused uh session. on that at all so yeah i know some people

who actually speak on that i'm going. to reach out it's an excellent point

yeah it's a good number one time 1.8 times. more likely to be high performing yeah

bobby is throwing in the chat that uh this slide. is my life so very clearly bobby resonates with

uh and Chris Johnson is adding um we're. using our mindfulness program focused

on on resilience so and he had mentioned earlier. in the chat about a mind mindfulness program that

they've been introducing um in his in his. organization so that's that's cool awesome

so a little bit here too on you know we're just. talking about resilience but what about other

competencies and kind of remaining remaining. stagnant yeah it's interesting while those like

circling around what we were talking about. earlier with the visuals and whatnot but

this really does tell that story right. just uh looking at the different years

and it shouldn't come as any. surprise really right resilience

based on you know what what uh what life's been. like the past the past little while it feels like

we should have been talking about resilience a lot. more these last couple years exactly why am i just

getting to this now i you know but hey better late. than never right and i should say for uh just kind

of throw in a a a little uh specific shout out to. anybody listening to this podcast later uh some

great visuals here that you're missing uh so we'll. uh we'll try to do a better job of explaining what

we're talking about if you're listening to this. on audio but again uh we're gonna be able to share

this these slides with folks right Janet yes. is that right absolutely okay yeah great we'll

have it up on the blog post afterwards too perfect. brilliant so here we're talking a little bit about

um being strategic um as l d right so really. you know accelerating the key competencies

you've got to be more strategic so enabling. continuous learning we've been talking about

this for years and years and years right but when. hr is really effective at this the organization is

more productive is more innovative um and. has the ability to really change at scale

what does that mean i i mean i know you may. not know this but maybe it might trigger

something for you and some conversations. you had but when you're doing this type of

research and asking these questions what. is your sense of what they think enabling

learning and development means or effective at. enabling learning and development like what are

what what specifically what do they. mean by that if you know i mean i

yeah i mean when we're talking about enabling. learning and development in general it's creating

those conditions for continuous learning to thrive. right um and that's really what we're what we're

sheer quantity of courses in the LMS for example. exactly yeah i think that's kind of what i was

getting at right it seems to be a much bigger. conversation like there's only so much we can

do as instructional designers individually in our. roles when it comes to things like this there has

to be some support at that management level so. i don't know if we have any training managers or

uh clos joining us today but um you know to to. help instructional designers that work for you

be more effective if you know helping promote. that into the higher levels into the executive

suite and whatnot and help them understand that. this is an important part and show them the trends

now leadership competencies um here strong. focus in 2022 this i can't tell you how many

an uptick in calls i've had in the first part. of this year around leadership competencies

organizations revisiting their mission bill you. know values their strategy and kind of coming up

with new leadership competencies and a lot around. supporting managers and hybrid work environments

and those types of things so kind of revisiting. those leadership competencies um a lot of

activity there a lot of interest and a lot of. of interest in how do we support managers going

forward in this kind of new way of working um. for a certain block of of workers right we're

talking about knowledge workers we're talking. about um you know that particular group right

now people that have to work on site yeah bobby's. throwing a nice comment in the chat here uh based

on my experience organizations that focus more. on their products and financials during the

pandemic they're in survival mode tending to their. people has taken a back seat to that effort and

now seeing the consequences of their actions. it's you know we had the wave um of just yeah

trying to survive and um and and stay uh you know. on top and not go down and now you stop and you

pause and you breathe and you realize that so. much has shifted and it's time to catch up and

make sure that we're we're working back on you. know on the foundation the people yeah so just

listed on this slide are really those you know. three skill gaps that were rated important are

very important so those leadership competencies. personal competencies and then technical skills

there was so i wonder too um were there any. specifics around that again not to kind of drive

you know us back a slide but i think it it rolls. into this slide too um you know what when they

say leadership competencies and whatnot are they. looking d do you do you see them looking to the

instructional designers to say hey you guys are. good at this kind of stuff tell us what we need

to be doing to increase these competencies we we. know it's not just buying a library of leadership

courses but maybe it is or maybe that's a start. if you've got nothing and limited resources maybe

you buy you know a library of courses to to get. people started and to get them thinking and then

maybe you bring in i don't know why do you bring. in an Ellen uh a leadership consultant no i think

you know how we work with companies or how i'm. working with companies now is generally we'll have

you know getting away from giant competency. libraries because they're so hard to manage

and things are changing so quickly it's more about. finding three or four key competencies for leaders

and then where instructional designers come into. that is so we maybe you have the definition around

you know a competency that is called resilience. okay we want uh leadership resiliency and that's

part of who we are as an organization and. then of course you're kind of building out

proficiency levels right so what does that. look like what behaviors does that look like

get all that work done and then. what happens you have to drill down

into each of those to determine what skills are. needed for that and that's the gap you fill right

right that's where you need to have you know some. sort of learning solutions in place whether that's

you know um some sort of experience for leadership. job rotation something like that right so i think

that's where you're getting at it so definitely. not about like creating a library or buying a

library and then just trying to fill some gaps. with it but actually focusing on those skill gaps

that flow out of those proficiency levels because. it ties to everything else that hr does succession

you know all of that right so i think that's. a great question i'm glad we backed up a slide

Paul has an awesome uh and Paul has dropped an. awesome nugget into the chat that uh managing

remotely points up the weakness and leadership. that was lacking before the pandemic hit and uh

there's an awful lot of you know thumbs ups and um. etc following that a lot of folks are chiming and

agreeing that so um and bobby's bobby supplemented. that sewing saying um it also shows a weakness in

leadership that they didn't trust their. employees abilities and innovative ideas

to carry them forward so yeah and Kim through. agreed this is not the time for micromanagers

wow all right so where are we at on this slide. so a lot of gaps so again i get a lot of calls

for how do we support our our managers right. um what what kind of what kind of development

opportunities do they need so you know we. have like a develop a bit of a tool kit for

people leaders for managers to kind of manage in. this hybrid environment that includes things like

looking at um rituals that you want to keep. right those types of things um setting up

kind of communication guidelines what's that. going to look like in this new environment

and i think number one in terms of supporting. managers in that kind of new work environment

is having flexibility so for us it's going. to we're going to realize that it's going to

be very difficult and it's going to change. um frequently right um so just some some

you know what our organization's doing to. kind of address the gap here communities

of practices listed kind of mentor. mentorship programs assessing competency

and then manager training you can see. up top so always a high demand for that

yeah so oh there's a lot of work like. we've been noticing since the first

slide there's a there's a lot of work here. that instructional designers can engage in

and uh and have an impact yeah and then just. you know on the bottom of this slide you know

90 percent of respondents said there's a gap. in manager capabilities at the organization

90 you might as well just say all. of them at that point i guess right

wow

and then this one you know i mean big. headline developmental leadership and

strategic competencies is overlooked. in hr yeah you know you yeah it is and

it kind of leads us to this at the end of the. day with all the other little things going on

that need to be done right something drops. off and sadly i think this is what tends

to to drop but it's the thing that is. needed the most you know is the irony

of the whole thing or the contradiction. or whatever the word is i'm looking for

by the way uh Paul has also dropped another. nugget that the the ten percent that we were

just talking about are on this call Paul thank you. so much for your enthusiastic endorsement of uh

we would be we're very. flattered to think that that uh

that idiotic is a place where the ten percent. come yeah we try everybody in here i do

i see all of you i know i know what. good work you guys do yeah yeah

so this slide and i just want you to you. know realize here kind of this you know

that um the darker blue that you're seeing or. you know what's important or highly important

skills gaps in hr right in hr and then the. prevalence of development offerings for hr

so i just want to kind of drive. that home is that that's for hr

right hr lacking leadership competencies personal. competencies like digital literacy business acumen

well that's the part that goes back to that other. slide right who helps us right who helps the hr

department right yeah and when and how do we you. know it's it starts to feel a little self-serving

right when you go to upper management and say we. need to do xyz for our own department right now

looking at that bottom right there the. development of you know competencies

overlooked really thinking about what increases. hr effectiveness it's supporting change it's

providing a great employee experience it's. enabling innovation fostering environment

of diversity equity and inclusion and. facilitating data-driven people decisions

i think everybody can can use those right now

all five of those in a presentation. to your management this week

yeah that means that's really it hits it for all. of hr but for for all of us today i mean this

is these are the types of um you know strategic. competencies that we need to develop yeah right

now check out that insight at the bottom. and i just want to hear what you think

of it so it says for those that are just. listening hire for aptitude train for skill

um it reminds me um one of my first. jobs as an adult um and uh the the my

the owner of the the business said something um. at one point i hire people who are smarter than me

um but just you know a recognition i'm. not saying that i was smarter than my boss

but just you know that recognition that that if. um skills can be acquired but but it's you know

the ability for people to you know to want. to do to learn etc that's that's such a key

thing i mean it points up to all those skills. of you know resilience for instance as well

right so those three key data points there. is when hiring someone what's most important

you can look at 61 percent the ability. to learn and demonstrated skills

and experience are equally important so. demonstrated skills and experience equally

important ability to learn says a lot right. there and i don't even know where to start

right so they're saying it's equally important but

23 are saying the ability to learn. is more important than skills and

experience 16 saying skills and experience. are more important than the ability to learn

that 16 worries me that's for sure um i'm. wondering what kind of work what their

organization you know really looks like then. if if you're not it's interesting about that

you know the fork if you're not thinking about the. ability to move forward to improve to change which

is all part of uh you know reflected in how um how. well someone can learn et cetera interesting yeah

so you know the very very last line. in that insight at the bottom i think

is a key takeaway for us and that's employees. must have a learn to learn mindset to keep up

so what can you do um to shift that mindset for. your existing employees how do you shift people

to have a learn to learn mindset yeah um that's. an interesting conversation that i don't think

we've ever had before i mean is it it feels kind. of meta really but what do we does anybody in the

chat um do we have any programs on on learning. to learn i mean how how does an instructional

designer look at that and say yes i totally. agree it makes perfect sense as an instructional

designer that loves to learn everybody should. you know learn how to learn effectively but

do we have any programs in place to help teach. people that right i don't think i've seen any

yeah and that to me bruh really comes up to

you know communication right communicating that. out and it reflected you know in the behavior of

of managers of senior managers right and you know. from our perspective it's kind of like triggering

that whole dynamic learning mindset in everything. we do right so there's not something we can

actually pull out of the air or create necessarily. that helps people get there but we can communicate

that out so you know i'd encourage anyone to just. spend a little time researching that and how to

how to influence that in the organization right. how to shift the mindset because we all have that

mindset right and how do we how do we bring that. to the surface in in what we do and and influence

others to Chris's point earlier again i think it. does revolve around culture but uh influence is

a great word we i think we need to be an active. part of influencing that culture change and it

doesn't happen overnight and i don't think there's. really any sort of metric you can you know track

it's just it's over the long haul i mean maybe. you can but um yeah that Brent was actually a um

leadership competency for a lot of organizations. as influence for leadership yep so happy if you

want to someone wants to connect afterwards and. i can you know share some of those proficiency

levels in terms of what do you mean by that and. what does that look like in terms of behavior

yeah tanya's throwing a note in there that this. uh this all relates to emotional intelligence

skills as well you can't have a learn to learn. mindset when you're focused on ego or or fear

that's a great point yeah it also goes back. then to the hiring and the talent acquisition

right how do we hire for people who have. these innate sort of uh you know abilities

abilities or the emotional intelligence and. things like that it's it's all so intertwined

this is great to see so i'm going to hit on these. other three trends quickly i just want to get

through skills because that's really really our. area but after the tipping point with dei i just

want to share some things on diversity equity and. inclusion and it's it's really that um you know

organizations acknowledge the value. of it that it's very important

but it's not a focus it continues to decrease. right so there was an uptick um around

you know a lot of things that. happened in in march of 2021 2021

um you know a lot of a lot of organizations really. putting a lot of um you know money and support

into diversity equity inclusion but unfortunately. when we're coming up with the survey not quite

doing a lot so not really a focus um so not. reflected here in you know concrete actions

i'll talk i don't know yeah i was just gonna say. that's a that's a real kick in the pants for a lot

of people i think a lot of people even in this. chat is we've uh we've had these conversations

too and they're uh it is it's a big big topic and. a lot of folks have covered them over the last two

years and put together new programs and whatnot. and to hear that it's not going well yeah i mean

there's a lot of organizations that are doing. great things right but for those organizations

that started out and just ended up saying okay. we're just going to do unconscious bias training

and that's going to you know fix what we need to. fix or or you know check off the box or something

without having a a larger dei strategy it's not. going to work right that's kind of just a waste

of time for both you know anyone creating that if. that's all it is i mean i'm saying there's value

in it i'm just saying if that was the fix uh that. that wasn't the way to go but i think in terms of

of all of hr and l d and instructional designers. is that we look we look at what we're doing

through the lens of diversity equity and inclusion. that's where we'll have the greatest impact so i'm

like standing back and saying i'm going to look at. what i'm doing uh what i'm working on through that

lens of diversity equity inclusion and see how i. can how i can influence that and that goes right

down to you know selecting what you know what. is going on the screen right in front of people

yeah at a most basic level right i mean. if you're if you're you know authoring a

course using authoring tools in a course or. something what what how can you what you're

showing on the screen how can you influence. that right what kind of choices can you make

yeah um we're getting we're getting close to. our uh to our wrap up time so i don't there

are some you know one or two key things that you. still wanted to focus on um and Craig's also got

a question that i'll throw out um and he added. it in the in the question panel how do you keep

current with the trends and technology around. all of the stuff when you're a small company um

and particularly you know sort of only. hiring you know once once a year at that

you know at most so i mean how do the smaller. organizations you know deal with this stuff

most of the organizations i talk to our small. organization so you know a key kind of group

for us of of our memberships are you know someone. that might be a one-person hr person you know one

person handling hr or maybe just 10 people right. and you know i think it's important to you know

you can only focus on what you can focus on right. you can't do all of these things so you need to

to pick a few but having a strategy doesn't really. matter if you're one person or 400 people in hr

right it's still important in what you um you. know what you're doing so i you know i think

you know stepping outside of of your world of l. d right we need to kind of step outside of it and

look at the bigger organization organizational. needs how do we align with business strategy

right and what's our hr strategy. if you don't have one create one

start there yeah nobody's going to. admit that in the chat i don't think

well that's just because it's the. 10 that that that we draw to idiotic

they've already they're already doing it. right now um we definitely appreciate the uh

the enthusiasm et cetera that we see there's. been so much going on actually in the chat

that we haven't been able to to swing in um it's. a really great stuff so if um if if folks haven't

been paying attention they're an awesome chance. to sort of scroll back and take a peek at that um

Brent if you um as you roll in the music there. let's make sure we get the the Linkedin as we

mentioned Janet's gonna share something share. these slides so we'll uh we'll post those up both

on uh on the blog summary post for this uh on the. domino website and then the Linkedin group join us

there to get uh more of these things Janet how can. folks connect with you where can they find you et

cetera oh you're dropping that in it's like yeah. i put on my Linkedin and my twitter account and uh

you know just reach out with with anything always. happy to answer questions or help make connections

on Linkedin i want to thank you guys for having. me on and sharing some of this if you want to hear

the entire webinar so get into some of those. other trends and dig down a little bit more

i can put that link up in a post so if you. want to grab it from there that's good and then

downloadable slides if you want to you know share. some of those within your organization or take a

closer look but you know thanks for sharing i. know it's a little bit odd sometimes to do just

hr trends you know and see that through. the lens of instructional design but i've

enjoyed doing that as part of this um well no. instructional designer is an island we're we're

part of an ecosystem you know that that goes. beyond just the the narrowness of us making

putting words on our web pages for example so. so much awesome stuff in the chat today thanks

again gang as always don't forget to join. us in the Linkedin group there we'll see you

It's again time. Thanks Janet, great to see you

adios.