Corporate Panel Discussion
GCATD began its Valentine’s Day celebration at the Corporate Panel event at the Doubletree in Blue Ash discussing the topic of “The Modern Learner”. The participants included the following Talent Professionals: Daniel Pacheco & Elisha Hill, Macy’s; Dustin Shell, Tier1; Greg Goold, Paycor; and Tonia Murphy, Great American Insurance. The session was moderated by VP of Membership, Mary Tettenhorst and began with a review of the description of the “modern learner” based on Bersin Research, Inc. (LINK to documents)
All presenters agreed that the modern learner includes most learners, not just millennials, especially with the onslaught of more and more technology, personal and professional responsibilities and potential distractions. There was lots of robust discussion from the audience as well as the panelists. Some key themes/comments include:
• "The manager is the fulcrum" seemed to be a theme throughout the discussion, that it is the manager’s role to coach and give feedback and HR/s role to reinforce the message.
• When asked about social learning, one panelist suggested using Yammer as a learning platform.
• Harvard’s Manage Mentor was referenced for its breadth and depth of readily available content to support individual, self-driven, just in time learning.
• One company’s trend is to look for “influencers” who promote learning within the organization rather than subject matter experts to create the content.
The session ended with a drawing for a box of chocolates to eat or share and a call to action from our President, Randi Sandlin for recommendations and volunteers to help GCATD support and assist modern learners. The conversation has continued via our LinkedIn site. Check out the posts and join the discussion. Look for a webinar soon on the same topic from our National ATD perspective.
Click here to view and download presentation materials from the panel discussion.
Note, you must be a chapter member to view.
Leading at all Levels - Bob McEwan
The snowy day did not keep members away from the networking and breakfast meeting provided by 84 51. Hooray!
THANK YOU Annette Brown and Barb Warinner for providing breakfast and the opportunity for networking as people arrived! The room and accommodations were perfect.
Lisa Kappesser, Senior Consultant at LEI Consulting and EQ Coaching Solutions, LLC and Bob McEwan, owner of Bob McEwan Management Consulting, LLC co-led a 1-hour presentation on the importance of using emotional intelligence in leadership roles.
Lisa kicked-off the session by talking us through the components of effective leadership communication which includes EQ and Credibility as well as IQ. To demonstrate EQ, one must have Four Components of Emotional Intelligence: self-awareness, self-management, social awareness, and social skills.
Bob took it from there to talk us through his 5 Fundamentals of Leadership: firm, fair, friendly, family, faith. Bob’s amusing and colorful stories brought to life the best practices he learned throughout his career at GE. He had us laughing at some of his most challenging situations that he was only able to successfully navigate using his EQ skills. Lisa concluded the presentation with some tips for integrating EQ into anyone’s leadership style.
A special thanks to Bob for providing of his book, 5 Fundamentals to Unleash Millennial Talent, to raffle to attendees for guessing what the five fundamentals were before his presentation. His book is also available on Amazon for those that did not win the raffle or attend the session. Keep an eye out for more great sessions like this one in 2017!
Please contact us if you are interested in facilitating a session or hosting a session at your work location.
Harnessing Your Accomplishments - Dean Waggenspack
Career and Life Coach, Dean Waggenspack led an engaging webinar on "Harnessing Your Accomplishments" in December.
Participants learned to recognize that we do not always clearly describe our accomplishments. Instead, we tend to overestimate what others know about the situation and under communicate what is important to convey.
Dean discussed two tools: STAR and FUN, which can help anyone better describe accomplishments in story format to overcome the challenges of overestimating what others know and under communicating the important points.
Dean exhibited a STAR situation making the time interactive and FUN by using the collaboration functionality of the WebEx platform.
The link to the recording is here: Webinar Archive.
Note that this is a Member Only area. To access the link members must be logged into the website to view. If you are a member and need assistance, please contact firstname.lastname@example.org.
Unfortunately the recording begins 10-15 minutes into the webinar. However, we did capture the STAR and FUN models discussion, however.
Watch for emails and information on the GCATD website regarding new webinars in January.
Shades of Instructional Design Featuring Cammy Bean
On Wednesday, June 15, 2015, GCATD hosted the Shades of Instructional Design Lunch and Learn Webinar featuring Cammy Bean, author of “The Accidental Instructional Designer.” This webinar marked the conclusion of our second quarter topics: Performance Consulting, Learning Analysis and Instructional Design.
Cammy began the webinar by informing us that most us of who have instructional design responsibilities have different titles and “are here by accident.” Unfortunately this job is not one we grow up saying that WE want to be. This is what she refers to as the shades of instructional design.
Instructional designers focus on four key areas: learning, creativity, technology or business. “In simple terms we are informing or raising awareness, building knowledge or skills, solving complex problems and changing attitude or behavior.” She spent the remainder of the hour helping us to “sharpen our pencils” by providing tips and pointers and when to use them. Some of the tips included the use of The Knowledge and Skill Builder, making learning relevant, putting the learning in someone else’s shoes, focusing on the journey and not the event, making interaction count, and making managers accountable and part of the journey.
During this webinar we introduced our new WebEx platform that allowed us to use polling, transfer presenting rights and offer more chat capabilities. Check us out in the third and fourth quarters when our topics will be Learning Delivery and Learning Technology. We will resume our learning activities with the Corporate Panel on September 20, 2016.
Training that Delivers Results -- Instructional Design that Aligns with Business Goals
Dick Handshaw of Handshaw, Inc. visited GCATD on April 19 and 20. On April 19th he facilitated a very interactive and interesting discussion of training needs analysis methodologies based on a reliable process that connects learning solutions with strategic business goals. After a lively discussion around many examples of conversations attendees had in the past with clients (both internal and external), Dick presented his model (aligned with the ADDIE process) for consulting with a client from the expected performance perspective and linking those findings with instructional design.
The Performance Consulting process is based on identifying the ‘True Client,’ the gaps in performance (Should, Is, Cause) determining the task analysis to be done, and establishing the agenda for the ‘Blue Print Meeting.’
The hour-long session included many examples from the audience and much discussion of how to build successful performance consulting skills with various types of clients. Dick presented several examples of ‘real-life’ performance consulting and training design that delivered highly successful results.
The meeting ended with Dick sharing the definitions of various types of evaluations (Reaction, Learning, Application, Business Impact, and Return on Investment - ROI). Many in the audience were not surprised to learn that although business executives want to know the percentage of trainees who can apply what they learn (61%) the impact of the new information on the business (96%), and the ROI of training (74%), the training professionals tend to measure reaction (53%) and learning (32%). Only 22% and 28% of business executives are interested in those results. These results were published by Jack and Patti Phillips of The ROI Institute.
Asking Powerful Questions
On April 20th Dick also facilitated a 5-hour workshop focused on guiding principles for everyone who consults with business leaders to understand the business need. Centered around asking ‘Should, Is, Cause’ questions to complete a Gaps Map, this highly interactive session focused on how to obtain performance data and identify the gaps in expected performance versus actual performance.
Based on identifying ‘Business Needs, Performance Needs, and Business and Individual Capability Needs, Dick led discussions on several typical conversations between training professionals and business clients with a training need.
Concentrating on the business and performance ‘Should and Is’ and Organization and Individual Causes and Solutions, participants identified performance needs for several different real-life situations. This then led to a discussion of the components of the Gaps Map, how to identify the ‘True Client,’ and completing the Gaps Map.
Dick also introduced the ‘Reframing Meeting.’ The purpose this Meeting is to refocus the client that comes to the learning professional with a solution (I need training on…..). Using the powerful ‘Should, Is, Cause’ questions, the learning professional guides the client in a conversation following the precepts of the Gaps Map. The result creates an opportunity for the learning professional/performance consultant to become a strategic partner rather than an ‘order taker.’ Focusing on open-ended questions, business goals, successful behaviors, root causes and many other tried and true methods, performance consultants will become true ‘strategic partners’ to their clients.
Using some real-life examples, participants practiced using the Should/Is/Cause questions, the Gaps Map and the Reframing Meeting to instill more confidence in their ability to become successful Performance Consultants.
Professional Development Team Member
On March 1st GCATD hosted a second learning event on the topic of Organizational Change Management (OCM). Sarah Sontheimer, Senior Change Management Consultant at Nationwide Insurance, presented a case study of a large scale change effort she led to implement new Customer Relationship Management software.
Sarah led an engaging discussion of how she applied Prosci’s change management methodology to help leaders, managers and employees understand and effectively demonstrate their role in change. She described how she used assessments to understand the group’s readiness for change and how partnering with others in Training and Communication was vital to success.
Prosci uses a goal-oriented methodology called ADKAR® which ties change activities to specific business results. The discussion included the five parts of ADKAR - Awareness, Desire, Knowledge, Ability and Reinforcement - these are the milestones an individual must achieve for change to be successful.
One member felt a key take-away of the session was "… that Sarah made a strong point that it is important to have the right team working on a change initiative. It is not a one-person task!” The member “…also enjoyed the discussion that each level of feedback simply gave data to inform the next decision. And stated that “many of us feel as if we have to have it all figured out up front and she spoke to the fact that it isn’t the case.”
Our final learning event on the topic of Change Management will be a lunch and learn webinar on March 30th where we’ll discuss the importance of properly diagnosing organizational issues. Check the website for a link to a recommended reading list on the topic.
The topics for next quarter will be Performance Consulting, Need Analysis and Instructional Design. In April GCATD will host a learning event, workshop, and virtual book club, ending the quarter with a lunch and learn webinar. Stay tuned for details soon.
Michele P. Miller
VP of Professional Development