Proven Hybrid Program Best Practices

Friday, September 17, 2021 2:00pm - 3:00pm EDT

Host: Association for Talent Development
By: Suzanne Frawley, Director, Talent Management, Plains All American Pipeline, L.P.; Kimo Kippen, President; John Cone', Principal Catalyst, the 11th Hour Group; and Ann Parker, Associate Director, TD Leader Consortiums, ATD

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Many organizations have been testing hybrid program approaches for several months, yet we are still collecting anecdotal data of their impact. In general, hybrid meetings receive lower ratings from virtual and in-person attendees than do sessions set up primarily for one specific group. Recent research by Elliott Masie suggests in-person participants are seeking connection: they want longer, more in-depth, and full-group discussions; more experiences; and fewer, shorter breaks. In contrast, virtual participants focus on content: they prefer more small-group discussions, shorter sessions, and more frequent breaks.

ATD’s CTDO Next consortium of talent development executives set out to test these best practices with a hybrid meeting at ATD 2021. They designed a program with shorter sessions, more breaks, and time devoted entirely to conversation. Attendees received the content asynchronously for review at their convenience. Both in-person and virtual attendees enjoyed connection over meals provided on-site and via special deliveries.

Join this panel of CTDO Next members as they discuss lessons learned from their recent hybrid program experiment.


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Suzanne Frawley
Suzanne Frawley

Director, Talent Management, Plains All American Pipeline, L.P.

In her current role as the director of talent management for Plains All American, a Fortune 150 oil and gas company, Suzanne Frawley builds the talent strategy, which includes talent reviews, succession planning, and leadership development from high-potential to frontline leaders. Suzanne’s prior experience includes serving as the director for Learning for Phillips 66, a Fortune 50 oil and gas company, where she created the learning strategy and led her team in building and enhancing leadership and professional skills across the organization.

Prior to Phillips 66, Suzanne led the organizational development team at Boehringer Ingelheim Vetmedica, where she created and led leadership development and learning strategy and led and drove initiatives on talent management, change management, and organizational effectiveness. Suzanne has also held positions as an HR business partner and manager of learning and development for Boehringer Ingelheim, as well as a variety of field and corporate positions in learning and development, sales and technical training, and sales consulting. Suzanne is a member of ATD’s Chief Talent Development Officer (CTDO) Next network.

Kimo Kippen
Kimo Kippen


Kimo Kippen, president of Aloha Learning Advisors, is a thought leader, speaker, and advocate for lifelong learning and talent development. A native of Hawai'i, former chief learning officer at Hilton, recognized by CLO Magazine as the chief learning officer of the year (2015), and former vice president of learning at Marriott International, Kimo has been creating lifelong learning solutions for hundreds of thousands of people worldwide.

Kimo has served as chairman of the board for ATD and is a board member of the Council for Adult & Experiential Learning (CAEL) and the Defense Acquisition University (DAU) Board of Visitors. He is also chairman of the board for the Asian & Pacific Islander American Scholarship Fund (APIASF), serves as an advisor to Study.com and the executive advisory board for Skillsoft, and is program director for the Conference Board Talent & Organizational Development Executive Council (TODEC). Kimo is a member of ATD’s Chief Talent Development Officer (CTDO) Next network

John Cone'
John Cone'

Principal Catalyst, the 11th Hour Group

John Coné has worked in talent development for more than 40 years. During that time, he served as a chief learning officer (CLO); as a vice president of HR; on the boards of nonprofit and for-profit learning companies and organizations, including ATD; and as a consultant and advisor to CLOs at more than a dozen major companies and to the federal government. He writes and speaks on issues of talent development, with emphasis on strategy, the implications of technology, and the future of learning. He chairs the chief learning and talent officer board for the Institute for Corporate Productivity. He serves as catalyst of Chief Talent Development Officer (CTDO) Next, and in this role, he facilitates a think tank approach to the network’s applied thought leadership.

Ann Parker
Ann Parker

Associate Director, TD Leader Consortiums, ATD

Ann Parker is Senior Content Manager at ATD. In this role she oversees product development and content acquisition for several key segments of ATD’s members and customers, including talent development executives. She manages CTDO Next, ATD’s exclusive membership for leaders who are shaping the future of the profession, and CTDO magazine, ATD’s publication written for and by TD executives.

Prior to this position, Ann worked for ATD's Production and Editorial team, primarily as a senior writer/editor for TD magazine. In this role, Ann had the privilege to talk to many training and development practitioners, hear from a variety of prominent industry thought leaders, and develop a rich understanding of the profession's content.