profile

Compendium Talent

Outstanding TBD Professional

Published about 1 month ago • 1 min read

Outstanding T(B)D Professional

So, a thing happened last week.

I was named the 2026 Outstanding Talent Development Professional by the Association for Talent Development (ATD) at the ATD International Conference & Expo in Los Angeles. This distinction has me in a very reflective place as I think about the years of my career. The successes and challenges I've experienced and the people with whom I've collaborated...good times and tough times...I'm grateful for all of it because there has been a lesson in every memory, leading to my professional and personal growth.

Fellow award recipients include people whose character and work I've admired for years. Being recognized alongside industry giants like Michael Bungay Stanier and friends like Dr. Kari Word and Kassy LaBorie makes this honor even more special.

Another point of reflection has been the evolution of my career, particularly over the past 2 years since stepping into the Chief People Officer role with my organization. Receiving an award recognizing my contributions in Talent Development seems, in part, an homage to the past, while formally ushering in this chapter of my career, leading the Talent and Human Resources strategy at the executive level, and expanding my industry presence to serve and support other aspiring leaders. In many ways, this award represents not just an Outstanding TD Professional, but an Outstanding TBD Professional:
​
To Be Determined.

To Be Discovered.

To Be Designed.

To Be Deliberate

To Be Defined.

TBD.

Here's the thing: If I can do it, you can do it.

There really isn't a big secret to building a successful, award-worthy career. It takes agency, curiosity, adaptability, and a willingness to experiment. My recent post, "Agency is Your Defining Capability," offers practical strategies for implementation.

So if that is you... currently a mid-to-senior level Talent Development/HR leader with your future sights on the C-suite, Compendium Talent is written with your aspirations in mind. I hope you'll follow along and join the conversation as this new iteration of my blog evolves. Your future is wide open...it's TBD.

Thanks ever so much for your support... past, present, and future. 🩷

In service,

Michelle

600 1st Ave, Ste 330 PMB 92768, Seattle, WA 98104-2246
​Unsubscribe · Preferences​

Compendium Talent

Curated Thinking for Aspiring Talent Executives

Weekly insights on leader development, succession and future planning, and the real work of becoming a trusted Talent leader in your organization.

Read more from Compendium Talent
A diverse group of people in a modern meeting room.

What Actually Develops Leaders Over Time (and What Doesn't) Let’s get one thing out of the way: Most leader development programming is designed like a Costco sample. Tasty and quick…but you’re still hungry afterward, and nothing changes in your actual life. And I say that as someone who has designed leadership programs, facilitated rooms full of leaders at all levels, coached leaders who were drowning quietly, and helped organizations determine who’s “ready” and who’s not. So, please hear me...

4 days ago • 5 min read
Female runners compete in a track and field race.

Succession Sprint: A Mutual Win If "succession planning" in your organization feels like a once-a-year ritual where leaders dust off last year's slide deck and argue about what "ready" looks like...congratulations. You're not alone. And I'm willing to bet you're also not alone in wanting to make the process more insightful and more effective! You don't need a new 9-box to make this happen...you need momentum. Enter the Succession Sprint - a short, structured burst of work (think "agile...

11 days ago • 4 min read

Successor Readiness in the FLOW Let's be honest: most succession planning still lives in a spreadsheet, an annual talent review, or a meeting that leaders claim is strategic...but often isn't. Meanwhile, the work keeps moving. Priorities shift. Leaders (including those high-performing successor candidates) burn out. High potentials wait - sometimes too long - for real, growth-focused development. The answer isn't a bigger process or another tab on the spreadsheet. It's embedding your...

18 days ago • 2 min read