September is a special month to transition into the Fall / autumn season. Schools are reopening for a new semester and businesses are slowly making their way back to running at full capacity from the COVID aftermath. Here in Southwest Florida, we do not have a distinct shift in season and refer to our Fall as SummerAll where we go from steamy hot to mildly hot temperatures. Nevertheless, we stay agile as hurricane season does not officially end until November 1st.
In this month’s Talent Development magazine, the cover page displays a cute iguana type lizard clutching to a signpost “Pivot and Adapt” and the subtitle, “Foresight and learning agility should be part of your professional development so you’re ready for what’s to come. Learning to be agile at learning means you can effectively roll with the changes because you have learned how to learn and adapt. Learning takes mental and emotional energy. Developing agility in learning starts with making it a personal habit of commitment to stay relevant by developing your skills as marketplace needs change.
Last month, Dr. Brian Moffitt, owner of The Leadership Forum and adjunct Communication Professor at Keiser University presented on strategies to develop leadership influence through persuasive communication. Brian emphasized the importance of developing interpersonal skills to influence others verbally and in writing, which are vital skills for talent development practitioners and leaders at all levels in an organization. Learning agility means you can pivot to your audience / listener needs and use different techniques of persuasion to build credibility, appeal to emotional needs, and inspire action. If you missed Dr. Moffit’s empowering session, you could listen/watch the recording via this link: https://youtu.be/LbW5vR-yay8
This month, Lisa MD Owens and Crystal Kadakia, authors of the book,, “Designing for Modern Learning: Beyond ADDIE and SAM” will be speaking on how to modernize your learning programs with the Learning Cluster Design model using images and stories at the Association for Talent Development Southwest Florida Chapter webinar on Wednesday, September 30th from 12-1 p.m.
The authors insights will touch on two domains of the ATD Capability Model: Personal and Professional Capabilities. Attendees will have a chance to win a free copy of the book.
July is a special month to celebrate freedom. It has been said that the public and personal freedom that comes from the formation of the United States of America is an ongoing social experiment of endurance to see how long a group of people can self-govern. It has also been said “a house divided against itself cannot stand” – Abraham Lincoln. Similarly, organizations in a capitalistic society need prudent leadership to foster social equality, which is inclusion regardless of race, ethnicity, religion, gender, age, or sexual orientation. Inclusion means all people are given equal opportunity to achieve their full potential.
Freedom is generally described as the right to act, speak, or think as one chooses without restraint. However, for every actionthere is a reaction – some good and some not so good. Freedom of choice means you have personal power to decide and select what you want. However, decisions have consequences that are not always desirable, and hindsight is always 20/20. Here is where freedom displays its true form in the hearts and minds of people, and where self-governance is a public and personal responsibility. However, people must believe they have the right, duty, and ability to govern themselves, otherwise they will not take personal responsibility to keep freedom. Likewise, organizations need capable workers, who believe it is their personal responsibility to perform well and do their jobs with integrity.
Personal responsibility and decision-making are indispensable to each other. Seasoned talent development (TD) professionals are known for being resolute in personal responsibility and prudent decision-making for self and in helping others build personal capability.
Last month, I asked the question:
What different or more actions should talent development (TD) professionals be taking in their own life, personally and professionally, to impact effective change within organizational workplaces?
This month, I offer suggestions in the spirit of personal freedom to self-govern, self-help, and self-lead in personal responsibility to make and keep organizations great:
1. Be an advocate for building a workplace culture of lifelong learning. For example, use the ATD Capability Model to develop active listening, facilitating dialogue, and developing skills to express thoughts, feelings, and ideas clearly, concisely, and compellingly.
2. Connect talent development to organizational culture and performance goals. For example, include self-reflection activities in all learning activities to process thoughts, emotions, and behaviors in constructive ways to reduce complacent thinking and increase action-oriented thinking “to do what you can, with what you have, and where you are at” – Theodore Roosevelt.
3. Center talent development around how learning occurs and make it inclusive with diverse perspectives. For example, set up a safe space (e.g. webinar, etc.) for candid conversation to foster informal learning. Here is where the TD professional can facilitate authentic discussions coupled with listening strategies to create a psychologically safe learning environment for work staff to hear and understand different perspectives with empathy and acceptance, especially during these unprecedented, emotional times within our nation’s history. Encourage open minds and hearts to be kind, compassionate, and willing to understand differences.
At last month’s event, Betsy Barbour, an expert in intercultural communications, provided a fun and engaging session on how to master proactive learning strategies to anticipate and respond better to changing needs. She emphasized intercultural communications and global community building on how to organize thinking to support employees at work and make their jobs easier by giving them the information and learning they need just when they need it. Also, to become more conversant with the ATD Capability Model in the areas of Cultural Plans and Communication, Strategic Planning and Critical Thinking.
June is a special month when we remember and honor historical dates like D-Day (June 6) and Flag Day (June 14) along with sincere thanks and appreciation, especially to fathers and great/grandfathers (June 21) and all those who served and sacrificed for freedom's cause. We also welcome the summer solstice (June 20), a unique moment in time when the Earth is tilted at its maximum point towards the Sun, giving the Sun its highest position of light in the sky. Symbolically, the summer solstice represents enlightenment to awaken the light within ourselves and others. The simple greeting of Namaste is not only a safe social-distancing practice, but also reminds us to honor the divine light of Providence within others.
As we are faced once again with significant national attention of injustices within our system of law and order via the senseless death of George Floyd (Minneapolis), we should all self-reflect to process our thoughts, emotions, and behaviors in constructive ways and avoid the temptation to be complacent. The social discourse we see in the nation-wide protests, riots, and looting is a loud cry for urgent action.
Change is needed. However, what change will make people capable to listen, communicate, and understand diverse perspectives and life experiences deeply rooted in both current and historical injustices?
What different or additional actions should talent development (TD) professionals be taking personally and professionally to impact effective change within organizational workplaces?
The core value of social equality is inclusion regardless of race, ethnicity, religion, gender, age, or sexual orientation. Inclusion means all people are given equal opportunity to achieve their full potential, and it can happen when hearts and minds are willing to be kind, compassionate, and understand the differences.
Our chapter's vision is to create a Southwest Florida Community that works better, and our mission is to empower talent development professionals to operate at their full potential in developing workplace talent by using the ATD Capability Model. We provide various resources to support, equip, and empower excellence via virtual and in-person events relevant to the needs of TD professionals.
Some may be feeling overworked and underappreciated, especially those most affected by the COVID-19 pandemic. Taking time to recognize and appreciate the work we and others do is healthy and promotes a sense of well-being to be grateful for what we have, and what we can do, wherever we may be.
I am thankful and appreciative of my fellow Board Members and chapter members who have stepped up to help our chapter adjust from in-person events to engaging virtual sessions. The collaboration has resulted in process improvements and innovative ideas for better member engagement.
Also, my colleagues and I on the Board are thrilled to welcome Joanne Cumiskey as Director-at-Large. Joanne recently relocated to Southwest Florida from the Detroit area, where she served in similar Board position for the ATD Detroit Chapter. Joanne is also President of Vision Quest Leadership, LLC. She will be filling the vacancy of departing Board Members, Lorna Kibbey and Jennifer Ciesinski.
We, as a Board, are very grateful for the dedicated work of Lorna and Jennifer, who both served in the Director-at-Large position for our chapter and we appreciate their commitment to talent development excellence over their years of service to our Southwest Florida chapter’s vision and mission – thank you both very much!
As Southwest Florida reopens for business, our chapter is poised to support talent development (TD) professionals for career success in networking and collaboration to help organizations successfully implement change management solutions to address the COVID-19 situation. The focus on educating and equipping work staffs to adjust effectively. Also, to add value to organizations by improving personal and professional capability via the ATD Capability Model.
At last month’s featured event, Joanne Cumiskey facilitated engaging discussion on the ATD Capability Model and synthesized new perspectives for personal and professional capabilities in times of crisis, which provides career development opportunities and also transitions nicely into May’s virtual event facilitated by Vern Schellenger.
Vern has extensive leadership experience as a TD professional, HR generalist, head of corporate university, and as a career management consultant and coach. He will present an insightful discussion on networking skills to increase collaboration for career success and how to build your personal brand by creating stories that communicate your expertise.
When it comes to change management, the Association for Talent Development (ATD) addresses capabilities to make change stick via the ATD Capability Model. At our Southwest Florida Chapter’s March virtual event, Dr. Nancy Zentis addressed how you can up your Change Quotient (CQ) in the context of overcoming resistance to change and sharing resources that can help you be effective at influencing change during turbulent times. In addition, our chapter’s website provides a curated recap of each month’s event and we added resources of recommended webinars and virtual events to support TD professionals: https://atdswfl.org/Recommended-Webinars-&-Virtual-Events
We are in ambiguous times and with opportunity to work together and overcome. Together we win. Let us each do what we can, with what we have, and where we are at to make positive difference in the fight against COVID-19.
Enter, BAM! The Power of Integrating ATD’s Capability Model into Models for Business Success. I am excited to have Joanne Cumiskey, President of Vision Quest Leadership LLC as our featured speaker for April’s TD event! Joanne will provide insightful discussion on the ATD Capability Model with participant reflection on other talent development models to synthesize new perspectives on how to apply personal, professional, and organizational capabilities to the 5Rs and navigate effectively in times of crisis.
Together, We Create a Southwest Florida Community that Works better with You!
March is filled with several celebrations. Some of which include International’s Women’s Day (March 8th), Pi Day (March 14th), St. Patrick’s Day (March 17th), and Spring Equinox (19th), each having its own unique theme, and sharing a common theme of time. Time to progress forward to foster an equal and enabled world that cultivates good fortunes for all. There is a time for everything and now is the time to build capability!
Enter Talent Development to build individual capability for career success and organizational performance to attract and retain capable people, who can get the job done right! Last month Dr. Bill Moskal addressed the triple threat leadership quotient of intelligence, emotional, and decency – that is, IQ + EQ + DQ. Doing the right thing for employees and colleagues so that everyone feels respected and valued. Trustworthiness is the outcome from the impact of this tripart leadership equation.
Workplace motion forward should be circular to improve upon what is known by making the necessary adjustments to influence performance – that is, continuous quality improvement. Considering that Pi (π) is constant and the definition of Pi (π) is the circumference divided by the diameter of a circle (3.14159265…….), we can analogize change as a constant and define successful change as how well leaders can navigate through the cyclical iterations to evolve organizations and retain their most valuable assets: Their people! Planning, acting, observing, and reflecting are important activities that move in circular motion to produce a trustworthy organization where people want to work, because they feel respected and valued and are compensated appropriately for the talents they contribute to the organization’s success.
Today, many organizations are going through digital transformations, using data analytics and integrating artificial intelligence into workplace processes, changing the way jobs are performed, and shifting the composition of the workforce with part-time and contract workers. Change as a constant means staying relevant in the digital age of advancing technology with life-long learning to be capable as a talent development (TD) professional and prudent leader, poised with confidence and wisdom to influence change effectively.
I am excited to have Dr. Nancy Zentis, Founder and CEO of the Institute of Organizational Development as our featured speaker for this month’s TD event!
Dr. Zentis will provide insightful discussion on how you can up your Change Quotient (CQ) in the context of overcoming resistance to change and sharing resources that can help you be effective at influencing change.
Join us on Wednesday, March 25, 2020 at 11:30 am – 1:00 pm!
Together, We Create a Southwest Florida Community that Works better with You!
In the meantime, keep pursuing capability for intentional learning and leading! You can personalize the ATD Capability Model for your needs, as you reflect on your current field of practice for today and tomorrow. Access the model and take your self-assessment: https://www.td.org/capability-model/access
February is a special month when we nationally celebrate Black History, Valentine’s Day, and President’s Day, each holiday having its own theme of special recognition and in the spirit of love to be all we are capable of being – personally, professionally, organizationally, and as a blessed nation!
To be capable is to be prudent in work/life success. Successful talent development (TD) professionals understand that leadership and learning go together like bread and butter. For example, formal training is good, but it’s better when it’s spread with opportunity to apply that learning through relevant work experiences and meaningful feedback from mentors, bosses, and co-workers. Becoming capable requires intentional learning that produces confidence to lead and perform successfully. That means you intentionally learn to understand, so that you can prudently apply knowledge and skill in the work you do. As you progress, you also intentionally learn to apply critical thinking to differentiate trends, spot abnormalities, and anticipate problems before they occur to improve processes. Intentional learning is an attribute of prudent leadership to develop personal and professional capabilities, which include ethical considerations to build trust and produce work/life success.
What I like about the new ATD Capability Model is its holistic application of work/life success for the whole person. All three domains (personal, professional, and organizational) intersect to form a triple point of performance excellence for the TD professional / leader. Whereas, the individual domains help guide development planning, the triple-point combination can build a sense of complete confidence to lead and perform successfully. It’s kind of like making a great-tasting cake. Each ingredient by itself does not make for a great-tasting cake. But, when you mix all the ingredients together by prudently following the instructions, and allow the process of time to bake, a great-tasting cake can be an outcome of excellence. Likewise, the ATD Capability Model provides us with a recipe for talent development success to be capable, especially when you consider that work/life experiences form 70% of our development via experiential learning – with 20% coming from social learning and 10% from formal learning.
February 2020 is a great month with an extra day (Leap Year) to apply the ATD Capability Model for intentional learning and development! You can personalize the model for your needs, as you reflect on your current field of practice for today and tomorrow. Access the model and take your self-assessment!
Today, many organizations are going through digital transformations, using data analytics and integrating artificial intelligence into workplace processes, changing the way jobs are performed, and shifting the composition of the workforce with part-time and contract workers. Staying relevant in the digital age of advancing technology means ongoing learning to be capable as a TD professional and prudent leader, poised with confidence and wisdom, which also includes ethical considerations.
I am excited to have Dr. William Moskal as our featured speaker for this month’s TD event! Dr. Moskal will provide insightful discussion on understanding your Decency Quotient (DQ) in the context of ethical capability for building trust and promoting integrity for work/life success. Dr. Moskal is a leading authority in the areas of team building, leadership development and executive coaching with more than 35 years of consulting experience enhancing human performance.
Come join us on Wednesday, February 26, 2020 at 8:00am – 9:30 am, CareerSource, 6800 Shoppes at Plantation Drive, Fort Myers, FL 33912
To register, click here!
Together, We Create a Southwest Florida Community that Works better with You!
I look forward to seeing you at CareerSource for the February 26th TD Event!
LauraAnn Migliore, Ph.D.
ATD – Southwest Florida President
Happy 2020! With a new decade upon us, the ATD Southwest Chapter of Florida is poised and ready for exciting adventures in talent development to empower our members to operate at full potential and create better workplaces in Southwest Florida by using the new ATD Capability Model.
With special thanks and heart-felt gratitude to Past President, Rebecca Ruding for her steadfast leadership, I humbly accept the torch to carry on the tents of talent development for our chapter. I so appreciate our Board Members and their dedication to serve the needs of our chapter and its members – thank you for all you do! It is a privilege and honor to work with esteemed who are highly educated and experienced in talent development and personally committed to professional excellence of the ATD Southwest Florida Chapter.
Together, we have put together a fresh line up of programming and events to develop the whole person (professional, personally, and with impact to their workplace organization). Our chapter’s events provide meaningful networking opportunities aligned to research-based talent development training topics for application in the workplace. Each month our chapter will provide insightful in-person events to expand individual capabilities and excel leadership impact to inspire, equip, and empower participants to transform organizations. Webinars will also be available to accommodate those who cannot attend the in-person events.
Our first in-person event is Wednesday, January 29, 2020 “ATD Capability Model – Let’s Get Growing” 6:00pm – 7:30pm at the Holiday Inn Fort Myers Airport – Town Center.
To Register, click here:
I invite all current and aspiring leaders of people, entrepreneurs, and dreamers to come experience the difference in our chapter’s culture of community, trust, and integrity to develop the best talent in Southwest Florida. Our chapter is committed to inspire leadership and learning excellence to attract like-minded talent development professionals. We show up every day with a personal commitment to each other to be the best versions of ourselves and to be a blessing to the people and organizations in which we live and work.
Our vision and mission are listed below along with our 2020 goals. We are focused on connecting and engaging our chapter members via the new ATD Capability Model, optimizing our chapter’s organizational processes, and growing our chapter’s financial capacity (through grants, corporate donations, and advertising initiatives). With increased financial capacity, we will conduct cutting-edge research in education and learning technologies and provide training & development solutions to advance the global profession of talent development. We aspire to be recognized as an ATD Chapter of Excellence. Come join the power of “We”!
Vision: We create a Southwest Florida Community that Works Better.
Mission: We empower our Chapter’s members to operate at their full potential in developing workplace talent by using the new ATD Capability Model.
2020 Strategic Objectives/Goals:
LauraAnn Migliore, Ph.D.
ATD – Southwest Florida President