At Goldmark Property Management, we take pride in our team’s commitment to growth. We’re excited to highlight Angela Jallo’s leadership in the Learning and Development community. As the Vice President of Programming Administration for the North Dakota Association for Talent Development (NDATD), Angela, Learning and Development Consultant at Goldmark, is dedicated to fostering professional growth, enhancing learning opportunities, and driving innovation.

Her work with NDATD has played a vital role in expanding educational initiatives, strengthening industry partnerships, and creating opportunities for meaningful collaboration. Through her leadership, Angela is shaping the future of professional development by introducing innovative programs and providing valuable resources to learning and development professionals.

We spoke with Angela to learn more about her role, her passion for Learning and Development, and how NDATD’s work aligns with Goldmark’s commitment to growth. Check out our Q&A below to hear her insights on leadership, industry trends, and the exciting initiatives ahead!

Q: What is your responsibility as VP of Programming Administration for NDATD?

Angela: I am responsible for collaborating closely with other board members and managing the technical aspects of programming. My role includes setting up virtual and in-person event registrations, coordinating outgoing communications, and analyzing data and analytics.

Q: What inspired you to get involved with NDATD?

Angela: When I was new to Learning and Development, I happened to meet someone in a similar role within the insurance industry. She introduced me to this organization, and I was instantly hooked! Through this group, I’ve connected with incredible professionals who are just as passionate about their work as I am. I’ve been involved for several years, and this is my second term as a board member. During my first term as VP of Special Events, I had the privilege of organizing virtual and in-person conferences, bringing in national speakers, and creating opportunities for people to come together. Being part of this organization has been such a rewarding experience. It’s given me the chance to connect with Learning and Development professionals across different industries, exchange insights, and continue growing in this field I love.

Q: What are your goals while in this position?

Angela: This is my second term on the board in a new role, and it’s exciting to see one of my previous goals already coming to life with new programs launching this quarter. My biggest goal this term is to connect with other chapter leaders, find new ways to grow and expand what we offer to our local community and create a great experience for our members.

Q: How do you see NDATD’s work aligning with Goldmark’s commitment to employee growth and development?

Angela: Both organizations emphasize proactive leadership, professional growth, and knowledge sharing. The chapter is dedicated to keeping members ahead of industry trends, advancing skills through education, and fostering collaboration among professionals.

Q: What advice would you give to others interested in getting involved in professional development organizations like NDATD?

Angela: Go for it and get involved! So many professional development organizations let you join programs or meetings at no or little cost to see if they’re the right fit—so why not give it a try? Even if you don’t know anyone yet, it’s a great way to meet new people and learn from their experiences. We grow the most when we step outside our comfort zones, and you never know who you’ll meet or what insights you’ll gain unless you put yourself out there.

Q: Are there any upcoming NDATD initiatives or events that you’re particularly excited about?

Angela: This quarter, we are launching Community of Practice (COP) groups, meeting in person in Fargo. Additionally, I am co-leading a virtual book club focused on Learning and Development topics, providing a space for engaging discussions among avid readers.

About Angela

Angela has been with Goldmark for several years, starting in a part-time leasing role before advancing to Assistant Property Manager and then Property Manager. Her passion for helping others grow led her to join the Learning & Development Team. Outside of work, Angela enjoys spending time with family, binge-watching documentaries, reading, and embracing the Swedish art of Njuta—finding joy in the little things. A personal goal for the first half of 2025 is keeping all of her houseplants alive, a challenge she is determined to conquer!

Interested in learning more about our team or exploring career opportunities in property management? View our current openings!

The post Angela Jallo on Expanding Learning and Development Through NDATD appeared first on Goldmark Property Management Blog.

Goldmark was founded in 1981 and has grown from two employees to over 600 employees managing more than 16,000 units. Over the years, diversity and inclusion have been a priority for Goldmark and a staple in their company culture. Goldmark's mission is to "Transform the lives of those we work with and those we serve." Goldmark President, Charley Poynter, pledges the following in the Goldmark Team Member Handbook: Goldmark will welcome and promote diversity at all levels of our organization, make inclusion part of its culture in creating a better living, be a safe place to have transparent conversations about diversity and inclusion, and to be a business where employees are safe to be their authentic selves. Diversity and inclusion are what Goldmark believes creates a great company, full of unique individuals that use their own strengths to better their work and the individuals around them.

Prioritizing diversity and inclusion has always been a focus for Goldmark, and can be seen in their training, policies, and partners. Annual training on topics of diversity, inclusion, and equity for all employees, as well as strict adherence to policies and training for Fair Housing Laws creates an inclusive environment for current and future employees and residents. Partnering with LanguageLink to create high-quality communication between residents and team members minimizes language roadblocks to better serve our residents. Additionally, partnering with community organizations such as the United Way, YWCA, Lutheran Social Services, and universities to actively recruit diverse individuals, including New Americans, Immigrants, and Refugees is an on-going focus.

Because of their commitment to recruiting diverse individuals, in July of 2019, Goldmark earned the “Inclusive Workforce Employer” (IWE) designation, which is a designation developed by the West Minnesota Community Workforce Inclusion Council and Department of Employment and Economic Development as a blueprint for internalizing the priorities and values of diversity and inclusion. The IWE requires the following:

Goldmark leadership’s consistent commitment to diversity and inclusion made them one of the first recipients of the IWE designation. The I-WE designation reflects the fact that everybody, regardless of who they are, how they define themselves, or to what population or demographic they belong, are welcome at Goldmark. Diversity is being asked to the party. Inclusion is being asked to dance. Whether your dance is the Time Warp, the Macarena, or the Running Man, we are glad you came to our party. Now, can you teach us some of those sweet moves?

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