This is a “storify” type blog post with tweets I’ve curated from the ATD European Conference that took place on December 13th and 14th 2017 in Amsterdam.
I was due to be there, but sadly had to cancel. However I took advantage of the #ATDme hashtag on Twitter and got involved via the back channel.
Rather than adding my comments on this blog, I’ve tweeted them and curated my own tweets (which is a bit weird…). I’ve also updated this a couple of times with tweets from further conversations that have come up!
This looks like a long blog post, but it’s quick to read as it’s lots of tweets and pictures. Perhaps add your thoughts to the individual tweets, the hashtag or in the comments below.
In the beginning
#atdme more than half of the delegates from outside Holland! pic.twitter.com/KH7nWy0wv8
— Helena Demuynck (@HelenaDemuynck) December 13, 2017
Almost 200 learning professionals of 17 different countries @ATDSummit Europe. Wow! @NVO2 @VOVnetwerk #atdme pic.twitter.com/A0fP0bGFPz
— Stephan Obdeijn (@StephanObdeijn) December 13, 2017
A conference badge is never complete with ribbons of good friends @VirtualGurus @stipton #atdme pic.twitter.com/qGkx7caGbT
— Ger Driesen (@GerDriesen) December 13, 2017
Future of learning and work
What's driving change in learning? IoT, AI, Big data, implants… Things that connect humans with machine. Via @tonybingham #atdme
— Anton Bollen (@antonbollen) December 13, 2017
So true. As an industry we must realize that change is not an option. Tech changes too fast for us to stay stagnant. @atd @tonybingham #atdme pic.twitter.com/yVE56aJ7ZQ
— Shannon Tipton 💙#Microlearning #Learningrebels4u (@stipton) December 13, 2017
Great quote at #atdme that the pace of technological change is increasing. It's about how to ride the wave that is important. https://t.co/tebCru05tl
— Jo Cook (@LightbulbJo) December 13, 2017
The fourth revolution is coming, resistance is futile. https://t.co/xpgs0pb8Qb @atd #ATDME
— Shannon Tipton 💙#Microlearning #Learningrebels4u (@stipton) December 13, 2017
Focus on leadership, creativity, EI, adaptability & problem solving as human added value for organisations #atdme #atdlowlands @tonybingham pic.twitter.com/8lipjTQhLQ
— Joris Vandersteene (@jvandersteene) December 13, 2017
The future of work – think about what machines cannot do. "Too much reliance on tech at the expense of talent is short sighted." Korn Ferry @atd #ATDME
— Shannon Tipton 💙#Microlearning #Learningrebels4u (@stipton) December 13, 2017
Great #atdme point – machines will take jobs, but other jobs will appear. It's us who can adapt and do things differently. It's the human aspect as with all technology 😀 https://t.co/pymeruWX7N
— Jo Cook (@LightbulbJo) December 13, 2017
ATD’s @tonybingham presenting ‘driving innovation through talent development’ quotes 20th CEO Survey – PwC UK https://t.co/Jw4l35jhIP #ATDME pic.twitter.com/3SywqjQlRG
— David Smith (@dsvirtually) December 13, 2017
#atdme pic.twitter.com/enx6A6aRMT
— Helena Demuynck (@HelenaDemuynck) December 13, 2017
Great to point this out! We need to think about the mindset and skills for the future, a future we don't entirely know about, but certainly one that is different from yesterday and today. Can't keep doing the same thing! #atdme https://t.co/C88bIC826v
— Jo Cook (@LightbulbJo) December 13, 2017
Let's start preparing for an eventful future rather then to focus on (mis)predicting a future @tonybingham #atdme #atdlowlands
— Joris Vandersteene (@jvandersteene) December 13, 2017
Instead of worrying, gnashing of teeth, being concerned about changes we have no control of & sitting around and making predictions that will be wrong… we can instead be proactive and prepare. #ATDME @atd pic.twitter.com/at8FPC3a3w
— Shannon Tipton 💙#Microlearning #Learningrebels4u (@stipton) December 13, 2017
@tonybingham ‘change is happening so fast that it will be almost impossible to predict which technology to bet on before its effects begin to make a difference’ @McKinsey #ATDME pic.twitter.com/z8hiidK4IL
— David Smith (@dsvirtually) December 13, 2017
Now @tonybingham about #culture at #atdme – that’s the topic of latest #learning notes! https://t.co/vJgQQwuLaJ
— Ger Driesen (@GerDriesen) December 13, 2017
Our most important task, motivate people to take ownership of their career and embrace change #atdlowlands #atdme @VOVnetwerk @tonybingham pic.twitter.com/EKbp4Hm3mR
— Joris Vandersteene (@jvandersteene) December 13, 2017
I think this makes such sense! No matter our age or career, or where we are in our career, it will involve changes in the future and we need to be flexible for that and learn that we can make the most of that change, not just suffer through it's negativity #atdme https://t.co/oRYcLtXqVT
— Jo Cook (@LightbulbJo) December 13, 2017
What is your company doing to prepare for the need to upskill? AT&T investing 75 training hours per person versus the norm of 34 hours. Don't be shortsighted. Give your people the tools to upskill. @atd #ATDME
— Shannon Tipton 💙#Microlearning #Learningrebels4u (@stipton) December 13, 2017
Love this! Whilst it's obviously not all about training hours, this Twitter snippet highlights the importance of investing in your people, as it's your people that are the future of your organisation #atdme https://t.co/hUc3vvfazb
— Jo Cook (@LightbulbJo) December 13, 2017
https://twitter.com/CorlinevanR/status/940871147733831680
Moving to the Network Age. #atdme pic.twitter.com/ls5pUZ2vgc
— EarlyBridge (@EarlyBridge) December 13, 2017
I see lots of versions of this slide at various conferences and in blogs. I don't disagree with this being a prediction of now/future – but I wonder how many companies and organisations are really seeing this at the moment or even planning for it? #atdme https://t.co/TS4dgTq9uy
— Jo Cook (@LightbulbJo) December 13, 2017
And support them working together https://t.co/XWwFwNLTfH
— Ger Driesen (@GerDriesen) December 13, 2017
Hi Jo, this is one of the topics that is being discussed here. Prepare, prepare, prepare!
— EarlyBridge (@EarlyBridge) December 13, 2017
Ah good to know! It's easy to say but hard to do. I think sometimes we need the big picture, which conferences like #atdme are excellent for – but also some solid strategies, tactics and examples to help us too! 😀
— Jo Cook (@LightbulbJo) December 13, 2017
For me the main need re hierarchy is moving from badly to well designed, and less hierarchical thinking, but I don't see it disappearing – we need traditional functions and less hierarchical networks (and projects and communities) #thesocialorganization #atdme https://t.co/dHjM2Lwtia
— Jon Ingham (@joningham) December 14, 2017
Disruption:resistance often comes from board room! Startups are threatening. #atdme #atdlowlands @VOVnetwerk @NVO2 pic.twitter.com/fjVvj4MgOA
— Sofie Willox (@SofieWillox) December 13, 2017
There is #vuca again at #ATDME Do you know about the vucalearningmanifesto? https://t.co/ABEMf5VNhN pic.twitter.com/1xiVKjakHD
— Ger Driesen (@GerDriesen) December 13, 2017
https://twitter.com/EvertPruis/status/940877409351593984
What is our responsibility for taking an organization forward in being more learning agile? Are we modeling the behaviors we expect? A lot of times…no…but we need to… @atd #ATDME
— Shannon Tipton 💙#Microlearning #Learningrebels4u (@stipton) December 13, 2017
Learning agility. Which competenties are needed 10 years frim now? #atdme pic.twitter.com/88xE69nJQn
— EarlyBridge (@EarlyBridge) December 13, 2017
Are we recruiting for learning agility? What does this look like in the hiring process? I'm willing to bet it ain't the Meyers Briggs…@atd #atdme
— Shannon Tipton 💙#Microlearning #Learningrebels4u (@stipton) December 13, 2017
On the @TrainingJournal #podcast we looked at #MBTI to see what good, and what bad, there is around it: https://t.co/Om1EsqA9bB#atme https://t.co/cXIfeL6luJ
— Jo Cook (@LightbulbJo) December 13, 2017
https://twitter.com/kathyvandelaar/status/940879206673715200
The different employee persona’s. The challenge of every company and L&D in developing and managing talent #atdme pic.twitter.com/rt6DC8K8k3
— EarlyBridge (@EarlyBridge) December 13, 2017
I see a lot of nonsense on this slide. #sorry #atdme https://t.co/MDwLCMKIXQ
— Mathias Vermeulen (@MathVermeulen) December 13, 2017
Learning Transfer
#ATDME now at the stage – the always inspiring @RemmitsAlfred pic.twitter.com/Db0tsH4JFX
— Ger Driesen (@GerDriesen) December 13, 2017
https://twitter.com/EvertPruis/status/940891907454009344
Hoe to work at sustainable transfer of training? Curation & Performance Support @ARemmits @ATDsummit Europe #ATDME pic.twitter.com/RcT4UvmL6A
— Stephan Obdeijn (@StephanObdeijn) December 13, 2017
The 5 moments of need applied to the 70-20-10 model. #atdme @atd pic.twitter.com/vr5D7Amrpz
— Shannon Tipton 💙#Microlearning #Learningrebels4u (@stipton) December 13, 2017
#atdme ‘we have everything but I can’t find anything’ good example by @RemmitsAlfred on learning portals
— Ger Driesen (@GerDriesen) December 13, 2017
#ATDME Impressed by a great session by @RemmitsAlfred a lot of good stuff pic.twitter.com/c1z67BgHOb
— Ger Driesen (@GerDriesen) December 13, 2017
Neuroscience panel discussion
Now on. “Onze” @EvertPruis at #ATDme Succes Evert met de paneldiscussie over neuroscience @ForzesNL pic.twitter.com/A7U6ebUFX7
— Frank Goijarts (@Goijarts) December 13, 2017
Nice start of the Neuroscience panel discussion. Learning styles a myth? Get rid of compentencies and can/ do we make a difference? #ATDME @NVO2 @VOVnetwerk pic.twitter.com/zxXWcneyHv
— Stephan Obdeijn (@StephanObdeijn) December 13, 2017
Things to get rid off at the l&d community: learning styles; competencies; fradrick Taylor.#atdme
— Oshri B (@oshri_b) December 13, 2017
Oh how we wish #learningstyles would go away!
My @scoopit page with resources on this: https://t.co/BDtjNnZpYt#atdme https://t.co/7CqxU3nGQq— Jo Cook (@LightbulbJo) December 13, 2017
Here's the full list of @TrainingJournal podcasts where each month myself and @kenjonnard discuss and debunk an L&D myth: https://t.co/XSr6VeDlOc#atdme https://t.co/gLLKVdolBQ
— Jo Cook (@LightbulbJo) December 13, 2017
Some nice mythbusting at #atdmena here is something about attention span by @pattishank as @stipton mentioned https://t.co/4bmVHU3K3I pic.twitter.com/VRY63wq0q7
— Ger Driesen (@GerDriesen) December 13, 2017
Ballard has put Ebbinghaus-curve into a new perspective.We remember more than initially thought. Interesting to know more about this #atdme #atdlowlands @VOVnetwerk @NVO2 @EvertPruis
— Sofie Willox (@SofieWillox) December 13, 2017
Don’t be to negative on classroom training #atdme – read this recent research by @GoodPractice @amcglynGP is at the conference – ask him! https://t.co/NVlxDZj7Vf
— Ger Driesen (@GerDriesen) December 13, 2017
Maybe it's about time to debunk the neuro approach to learning. We have a better explanations and larger scopes of learning #atdme
— Oshri B (@oshri_b) December 13, 2017
The way I understand it, is that the neuro approach can help us with some things, but it's no silver bullet for #learning. It's not specific enough. @margiemeacham, @Psych_Writer & @stellacollins know more! #atdme https://t.co/BKDJSMyrJB
— Jo Cook (@LightbulbJo) December 13, 2017
'It's better to ask for forgiveness then ask for permission', as L&D let's try out stuff,experiment,fail,start over,… #atdme #atdlowlands
— Joris Vandersteene (@jvandersteene) December 13, 2017
Love that, similar is this sticker, which @dougshaw1 gave me sometime ago #ATDme pic.twitter.com/jV8k94Uq9d
— Jo Cook (@LightbulbJo) December 13, 2017
yes – neuroscience is still in its infancy. It is very hard to generalised specific research to workplace learning. Good article here. "The state of knowledge of our brain is childlike" https://t.co/y6YEB6w9AU
— Fiona Quigley (@FionaQuigs) December 13, 2017
Think of that this way – "neuro" for #learning is like technology. Have to know not the main driver #atdme
— Oshri B (@oshri_b) December 13, 2017
I guess it would be about figuring out how one is developing his/her learning agility by using that lens? https://t.co/1QAiYzedKI Would a case to do, a portfolio &/or convos help for figuring this out? #atdme
— Rotana Ty (@rotanarotana) December 13, 2017
I wish we would stop talking about neuroscience! I see this a lot where people actually have good stuff to say but somehow feel the need to wrap it in some non required sexiness like neuroscience! Shame.
— MirjamN (@MirjamN) December 13, 2017
Trouble is, it "sells" – as conference titles, webinars, clicks for blogs. I'm not endorsing it, just highlighting the reality 🙁#atdme https://t.co/UVmdB5c3Ic
— Jo Cook (@LightbulbJo) December 13, 2017
Agreed. Let's tackle the basics of cognitive psychology. (Which is where much of this neuroscience stuff comes from…) Focus on key learning practices, spaced learning, practice retrieval and feedback loops. #ATDME
— Shannon Tipton 💙#Microlearning #Learningrebels4u (@stipton) December 13, 2017
Absolutely. #Neuroscience is useful and will undoubtedly be more useful in the future. But let's combine it with other areas of scientifically empirical research that can and SHOULD impact us right now 😀#atdme
— Jo Cook (@LightbulbJo) December 13, 2017
Humans seem to prefer sexy over truth. In certain contexts, fine, but in others I think it's damaging.
— MirjamN (@MirjamN) December 13, 2017
It certainly is damaging in this professional context, when we don't question, we don't ask where the research came from and whether it should be applied to our field, let alone how! #atdme https://t.co/wOvNsyTb71
— Jo Cook (@LightbulbJo) December 13, 2017
Employee agility
#atdme I like this employagility pic.twitter.com/7h0J417WRh
— Ger Driesen (@GerDriesen) December 13, 2017
https://twitter.com/WimGovaerts/status/940914381327601664
Let's focus on #employeeagility rather than company agility. When one employee is agile, then two become agile, then you have groups of employees being agile – next thing you know – BAM, company agility. @ATD #ATDME
— Shannon Tipton 💙#Microlearning #Learningrebels4u (@stipton) December 13, 2017
Yes. That's a great start & I love the virus affect… but… some people are immune to change! What if the context, the culture, the managers & senior people don't LET the agility happen? My agility (or annoyability!!) have been stifled more times than I care to remember #atdme https://t.co/cXAuFmampU
— Jo Cook (@LightbulbJo) December 13, 2017
Yes, these myths are problematic. What I think is also concerning that anything that's coming from cognitive sciences and the like are labeled as brain science or neuroscience. That's just plain wrong, unnecessary, and silly.
— MirjamN (@MirjamN) December 13, 2017
the more so that so called science hold on thin air ( a few experiments hastively applied to larger groups), makes me cringe
— Bruno Winck (@brunowinck) December 13, 2017
Agreed there is no silver bullet. It's just another interesting approach that can be used well or badly. the expanded definition can include psychology too.
— Stella Collins (@stellacollins) December 13, 2017
The problem isn't neuroscience but the use of the word by people who don't know which science they are talking about. Since neuroscience has little offer to us now (per author of Brain Rules, a neuroscience), using the word = selling snake oil.
— pattishank (@pattishank) December 13, 2017
70:20:10
@Dutch tax Office: starting the performance Improvement within your own job! Always start with the ‘70’. @702010Institute @Tulser #atdme pic.twitter.com/4Jf3rgsVg3
— VivianHeijnen (@VivianHeijnen) December 13, 2017
Love this take on L&D, how it should always be. That we work with business people on business problems! #atdme https://t.co/cc9BAgLyqL
— Jo Cook (@LightbulbJo) December 13, 2017
#ATDme @702010Institute @Tulser Presenting the 4 business models of our new book to create a deep change for L&D >> focusing on business value pic.twitter.com/cEdpNSHi0J
— Jos Arets (@AretsJos) December 13, 2017
Which model applies to your L&D organisation? And to which model do you want to develop. Nice model by @702010Institute and applied @FrieslndCampina #atdme @NVO2 @vov pic.twitter.com/6jQWraqXwf
— Stephan Obdeijn (@StephanObdeijn) December 13, 2017
#ATDME @702010Institute @Tulser The lessons learned while still working with the 70:20:10 Roadmap. You have to determined to finish the journey and avoid being or staying an Order Taker. Take your time and stay 70:20:10 focus. pic.twitter.com/ZaCsfDq9Iq
— Jos Arets (@AretsJos) December 13, 2017
#ATDME @702010Institute Here you find the white paper about 4 business models to redefine L&D: https://t.co/Zu2NRQPBDD
— Jos Arets (@AretsJos) December 13, 2017
#702010 is omnipresent at #atdme . pic.twitter.com/QTdwnevl8U
— Anton Bollen (@antonbollen) December 13, 2017
Workplace learning
"Modern learning is is social collaboration and personal learning. As opposed to modern training (courses & resources)."
Thanks @stefaanvanhooyd #atdme @atd @NVO2 @VOVnetwerk pic.twitter.com/aViY3q0Qbv— Forzes (@ForzesNL) December 13, 2017
https://twitter.com/EvertPruis/status/940976426022522880
Stephen Van Hooydonk's message for L&D: Stop policing learning, celebrate all learning happening #atdme @NVO2 @VOVnetwerk
— Joris Vandersteene (@jvandersteene) December 13, 2017
Definitely agree with that one! L&D need to lead the way on this. However it's other parts of the organisation that also need to take this approach too! #atdme https://t.co/tCKWVE8Ehv
— Jo Cook (@LightbulbJo) December 13, 2017
Nice to have @SofieWillox on stage #atdlowlands #atdme Which word in L and D do you want to get rid off in 2018 pic.twitter.com/wULbln1dbr
— Ger Driesen (@GerDriesen) December 13, 2017
"Classroom" when that word is used perjoratively.
— Janet Webb (@JWebbConsulting) December 13, 2017
<Goes to https://t.co/SK2bFNwGIz> Ah, when used negatively. Yes, agreed, could apply to most labels or words then I guess. #atdme
— Jo Cook (@LightbulbJo) December 13, 2017
https://twitter.com/StevenPotratz/status/940988972049854464
Ok here we go: #MOOC #WOL #NLP – juts to mention a few…As I think if more I will tweet #atdme
— Brady_All_The_Way (@LearnKotch) December 14, 2017
Because we have taken a commonly used practice and something most of us have been doing since Moses was a boy and made it into a structured process with circles #atdme
— Brady_All_The_Way (@LearnKotch) December 14, 2017
Con, I think you are more a #WOL exception rather than the rule. My experience is that most people don't think/act in that type of open way. #My2Cents
— Mike Taylor (@tmiket) December 14, 2017
Really Mike?? Maybe you are right? But tell me do we need a week of celebrations? This #WOL reminds me of some sort of secret hand shake movement – “have you joined a circle yet – well you don't know what your missing” Call me cynical, call me an exception, at least I am honest
— Brady_All_The_Way (@LearnKotch) December 14, 2017
Inspiring end of the day!
The #ATDME wordcloud. I believe we have success! pic.twitter.com/QXie38Ftx3
— Shannon Tipton 💙#Microlearning #Learningrebels4u (@stipton) December 13, 2017
And some lovely comments, thank you!
https://twitter.com/rabbitoreg/status/941024037978984449
https://twitter.com/ysterken/status/941045956254019584
