ATD SWFL Newsletter
July 2015 Newsletter

ATD SWFL Monthly Newsletter

July 2015   
Message from the President

Christine DavlinHappy Independence Day! July always kicks off with a bang! Although it is a time for fireworks and barbeques, we should be thankful for our freedom and independence.

For those that attended June's meeting, there was some great information shared. Each presenter focused on very different tracks at ATD's International Conference & Exposition in Orlando. We will be putting the presentations on our website soon.

We continue to focus on "2015 – The Year of the Member," and In July, Rebecca Ruding will be talking about ATD's CPLP. I hope you will join us for the "Introduction to the ATD Competency Model and Certified Professional in Learning & Performance (CPLP)." We need to stay relevant in today's dynamic organizations, and as training and development professionals we should ask ourselves, "What competencies do I need to focus on, and how do I get started?" This session will help you understand your current level of expertise in the different competencies. And based on your goals or objectives, where you think they should be.

I hope to see you at the meeting!
Warm regards,

Christine Davlin
ATD Southwest Florida Chapter celebrating its 25th year!

July Learning Event: Introduction to the ATD Competency Model and Certified Professional in Learning & Performance (CPLP)

To stay relevant and effective in today's dynamic organizations, training and development professionals should ask themselves, "What competencies do I need to focus on, and how do I get started?" It is important to note that the model is both broad and deep. The extent to which each individual needs to master the various competencies depends on a person's current role and future aspirations.

The CPLP is a certification that helps professionals in the Talent Development field increase credibility, growth opportunities, knowledge and performance.


My CPLP Journey: Todd Thomas, ATD SWFL Chapter Member

After attending the ATD conference last October, I was firmly rooted in my decision to totally dive into the "science" of training. I was not a traditional instructional designer or training specialist; I more or less "fell into" the role as my technical career progressed. However, my course was rerouted by a change in career focus and I then faced a tough decision; do I continue to pursue CPLP certification or abandon it to focus on a new career? Five months later, I'm very happy I chose to continue the challenging path to CPLP certification.

Although I'm finding that the pathway to the certification is one of my toughest challenges, I have thoroughly enjoyed the study sessions we have completed to date. Our team has a multitude of experience that covers all aspects of the 10 Areas of Expertise (AOE), so everyone gets a chance to provide guidance, direction, and experience-based expertise as we discuss a topic each month. Additionally, occasional guests drop in, join the conversations, and add more expert knowledge to the project.

Initially, I really thought I was in over my head, coming from a reaction-based and fast-paced call center training environment. However, after a few months of working with the study group, I have found that each of us has some expertise that the team needs to hear about and discuss.

The journey is still new to me but I think the challenge of gaining a world-renowned certification as well as learning with a great group of professionals is what keeps me driving for the goal of passing the Knowledge Test portion. When someone on the team struggles with a concept, another member steps up with experience and expertise to assist.

I am very excited about this opportunity to really study the science of Training and Talent Development while I attempt to gain the CPLP certification. It is a very important step for me and will validate so much of the informal/formal work I have done in the past. Finally, I am very appreciative of the collective experiences, expertise, and dialogue that we share each month as we work together towards the goal of certification.


Won't you join us for our next Study Group session!

Saturday, July 11th 10am-12pm
Area of Expertise:
Instructional Design

Contact Rebecca Ruding if interested at

Skills, Challenges, and Trends in Instructional Design


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ManagementA community for those who manage organizational talent.

Employment Opportunities
ATD Competency Model

Fort Myers- Chico's FAS, Inc.
eLearning Developer

The eLearning Developer is responsible for the development of innovative and engaging online training content that incorporates mixed media such as graphics, animation, text, audio and video using a working knowledge of instructional design and development software tools and methodologies.

Fort Myers- Chico's FAS, Inc.
Instructional Designer

The Instructional Designer is primarily responsible for designing and implementing training modules to support the individual and organizational performance of associates.

Fort Myers- Chico's FAS, Inc.
Learning & OD Specialist

The Specialist Learning & OD will coordinate and support the Learning & OD programs/initiatives as well as providing administrative support to the Corporate L& OD team. This individual must be responsive, demonstrate a strong attention to detail, have excellent presentation/organizational/communication skills and be able to handle confidential information with discretion.

Fort Myers - Chico's FAS, Inc.
Sr. Administrator- LMS

This position is primarily responsible for the administration of the company's Learning Management System (LMS) including ongoing development, configuration, curriculum creating and modification, reporting and technical support. Additionally, this position will partner in the creation and implementation of training modules to support the individual and organizational performance of associates.

Fort Myers - US Community Publishing
Group Learning & Development Manager

US Community Publishing seeks a Group Learning and Development Manager. It is the responsibility of the Group Learning and Development Manager to create and conduct classroom and webinar sessions in support of a direct sales organization with 82 markets in the U.S. and Guam. Learning programs include the onboarding and continued development of the sales organization centering on direct sales, sales management, product, and systems capabilities.

The ATD Competency Model consists of
10 Areas of Expertise &
6 Foundational Competencies.

Click the image below to learn more.

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July 9 - Seeing Your Point: 3 Simple Steps to Visualizing Your Presentation

July 13 - Using Research & Training to Deliver the Services Patients Really Want

July 15 - Next Generation Learning Strategies for Government

July 21 - The Art & Science of Motivation of Behavior Change

July 22 - Custom Learning Portals: The Right Content, Right When You Need It

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