August 2016 Newsletter
 
 
 

ATD SWFL Monthly Newsletter

August 2016   
 
 
 
 
 
Message from the President

Christine DavlinGreetings!

August. Yes, it’s here. Which means school is about to go back in session! Speaking of learning…

In July, we had a great meeting! Thanks to Lorna Kibbey’s successful SIG group, we had some new faces, and were introduced to some amazing talent right here in Southwest Florida. The combination of the diverse areas of expertise produced lively conversations about the topics that were submitted by our members. Teresa Hiatt did a great job of facilitating the conversations, tapping into her vast experiences as well.

This month, on August 17th, Dr. Brian Moffitt will be presenting Bad Speech, Good Speech. As talent development professionals, we need to continuously assess and refine our speech preparation and development skills. In this hands-on session, participants will learn valuable tools for effective and persuasive speeches.

The board is meeting on October 11th for our 2017 Strategic Planning meeting. If you are interested in becoming a board member or volunteering for a committee, please let me know.

Our next SIG will be held on August 22nd, and the CPLP study group on August 16th. Please visit our website for additional information.

If you have any ideas for future presentations, or are interested in hosting or facilitating a program, please contact Lorna, our VP of Programs at Lkibbey@lkibbey.com.

On behalf of the entire board, we hope to see you in the near future!

Warm regards,

Christine Davlin

 
Eliminating Evaluation Bias by Dr. Geri McArdle

Geri McArdleTo begin, first, read Don McCain’s article, “Evaluation Biases,” in the July 2016 issue of Talent Development magazine. Second, after you read the article, re-read the section within it entitled “Emotional bias.” 

As an HR training practitioner for the past 25 years, I have seen a number of trends come and go in our industry. My trend watching for the past five years has uncovered what I call the “course evaluation mystique” and its relationship to what McCain calls a emotional bias. This bias has become especially evident with the onset of the online evaluation process.

McCain’s article is excerpted from his book, Evaluation Basics, 2nd edition (ATD Press). In it McCain asserts that emotional bias affects Level 1 Evaluations. A Level 1 evaluation measures a participant’s feelings (like or dislike) for the facilitator. The problem is those feelings can bias a participant’s ratings. When participants evaluate a course it should not include how they react or feel about the facilitator. Instead, it should be professional and introspective and evaluate their, the participant’s, mastery of the course content, a process more in line with their role as an outcome-based learner. Continued...

Click here to read the entire article by Dr. McArdle.

 
 
Bad Speech, Good Speech August 17th

Learning Event

In this hands-on session, participants will:

  1. Brainstorm why effective speech is important for effective talent development
  2. Review the essential ingredients for effective informative and persuasive speeches (aka "rubric")
  3. Critique a "bad" speech using the rubric
  4. Watch an improved, "good" version of the same speech, noting key improvements via the rubric
  5. Discuss the implications of effective speech for enhancing talent development activities.

CLICK HERE TO REGISTER


 
Training Activities Do Indeed Increase Stickiness
by Lisa MD Owens, Training Design Strategies

The point of training is to help people do something differently, right? Yet the research and statistics show, time and again, that people aren't remembering what they learned in training. It doesn't have to be that way! We can increase recall through well-designed activities. Here is one case to make this point.

Several years ago, I conducted a study on one of my favorite one-hour training activities on the topic of effective teamwork in a diverse environment. The activity was part of a week-long course that I'd designed. While I was really proud of this design, I wanted data to validate this approach or not.

This particular training program had run for five years, so I had a large enough database to get some statistically significant data. In this short survey, respondents read a short description of the activity thaty they'd participated in. Then they were asked 'What were your learnings from this activity?" The results from the 270 survey respondents was a delightful surprise!

- For participants taking the training a year earlier, 85% listed clear learnings
- For those taking the training 2 years earlier, 50% provide clear learning statements
- For people who attended nearly 3 years ago, 22% could remember what they learned

While most studies show forgetting in terms of days, weeks and months, this study showed that people could remember over a period of years. I think there are a few things that make a difference. First, many forgetting studies focus on recall of facts; this study focused on general recall of personalized learning that could be applied to daily work interactions. Second, this activity did a good job of incorporating the AGES model from David Rock, CEO of the NeuroLeadership Institute.

Research suggests that stickiness improves if the training design incorporated these factors -- Attention, Generation, Emotion, and Spacing. Incorporating all four factors into a time-constrained course is difficult. But if done well, the impact in the workplace can be felt for years. My advice:

Don't be discouraged by all the negative stats out there.
Your active training designs can make a difference.

Hungry for more? Click here to read the study (Members Only).
You've read all the negative studies on stickiness; now feel free to read a positive study.

 
CPLP Update by Rebecca Ruding

Rebecca RudingLooking for a way to quickly prove your value when applying for new positions? Consider the Certification of Performance and Learning Professional (CPLP).

With only 1,484 certifications worldwide, the CPLP promotes your Talent Development expertise and experience in the field, instantly bringing credibility to your personal brand. Interested in learning more? Join us at our monthly study group even if you're just interested in learning more about CPLP.

Contact Rebecca Ruding for more information.

2016 Testing Schedule | New Learning System | Preparing for the CPLP

 

CPLP

CPLP Study Group: Email Rebecca Ruding for details at Reba422@gmail.com.

Date: August 16th | Time: 5:30 PM | Location: Starbucks Gulf Coast Town Center

 
 
Special Interest Group Update: Independent Training and Speaking Professionals

Last month six professionals attended this growing group. As usual, there was a lot to discuss! We found ourselves focusing on two primary subjects: whether to establish a niche and burnout - intertwined with generational differences, diversity, and job expectations!

Our next meeting will be a breakfast gathering on Monday, August 22, 2016 at 8:00 AM at Panera Bread at Gulf Coast Town Center, 9970 University Plaza Drive, Fort Myers, FL 33913 .

If you’d like to join us, you are welcome. Click here to RSVP online. There is no cost for the event (other than what you decide to buy for breakfast).

This SIG (Special Interest Group) is for training and speaking professionals who are independents. Click here to learn more about the Special Interest Group.

 
 
Employment Opportunities
 
ATD Competency Model

Are you looking for a new position in the talent development field?

We will begin sending monthly job opening emails to SWFL Chapter members in 2016. If you are interested in receiving these emails and are not yet a member of our chapter, please consider joining. More information can be found on the Membership page of our web site and you may also contact Erin Burnheimer, VP Membership at erinburnheimer@gmail.com.

If your organization is looking for new talent, please consider sharing your job openings with us so we can include them in our monthly job opening emails. Please send relevant information to Melissa Rizzuto, VP Technology at melrizzuto@gmail.com.

Power Membership

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


Click the image below to learn more.

ATD Competency Model

 
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August 2 - Authoring Awesomeness With 50,000+ Free E-Learning Assets

August 8 - Blended Learning

August 9 - No Desk? No Problem. Enable Your Mobile Workers With Engaging Content and Training

August 10 - 7 Ways to Build a Virtual Learning Strategy

August 12 -Technical Experts to Strategic Leaders

August 16 -Leading Virtual Teams

August 17 -6 Decisions to Make When Designing Online Software Training

August 23 - 5 Instructional Design Principles to Help Improve Your Corporate Training

August 23 - Mobile Learning

August 25 - 6 Powerful Strategies for Women to Thrive at Work

August 26 - How to Avoid Being a Horrible Boss

August 26 - Creating Sustainable Operations in Healthcare Using Lean Six Sigma

September 1 -Developing a Coaching Culture

 
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