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CHAPTER SERVICES ADDRESS
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October
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Newsletter Sponsor
This year’s conference focuses on the theme “It’s in the Connections: Creating Community to Leverage Learning,” and we hope participants will do just that—connect with one another, discuss ideas, and build new knowledge they can share with their colleagues and apply to the workplace. Sociologists, including Robert Putnam in his book Bowling Alone, argue the importance of “social capital” in our lives. The relationships we establish and the networks we build have a positive impact on society, helping to ensure our neighborhoods remain safe, our educational systems are more productive, and our government performs more efficiently and more openly. The concept of social capital applies specifically to the training and development field as well. We know effective learning does not arise from one-time events carried out in isolation—but it instead grows out of the connections we create and the opportunity to learn throughout the year. The key to developing strong training and development programs is to build our own social capital through a foundation of learning communities. Putnam argues the two key concepts vital to sustaining social capital are the flow of information and reciprocity, and we’ll offer both at the conference. We’ve developed structured learning events in which facilitators will present new concepts and ideas, and we’ve built in time for participants to discuss what they’ve learned and to solicit input from others. We’ve arranged a variety of vendors who will be able to share new tools and techniques to help participants carry out their work. And most important, we’ve committed to carrying on the conversation after the conference ends, by forming ongoing learning communities which will help CIASTD’s members widen their networks and deepen their knowledge. Many of us are familiar with Peter Senge, who defines a learning organization as one in which you cannot NOT learn because learning is so insinuated into the fabric of life. By forging stronger connections, widening our networks, and building communities, we make important strides toward creating Senge’s idea of a learning organization. CIASTD hopes the conference will provide an excellent opportunity to begin that journey, and we hope you will attend. For more information about the conference,
including a link for registration, visit http://www.ciastd.org/conference.htm.
We look forward to seeing you on November 7!
Speaker:
Scott Livingston, RPh, MBA, PCC - IntegratEI Scott’s coaching style is best described as having both “heart and edge”. Not only is he friendly and engaging with clients but he also holds them accountable to meeting coaching objectives. He makes an immediate connection with his client and is not afraid to ask the tough question. His relational style of coaching puts clients at ease and fosters trust and accountability. With over 20 years
experience in leadership roles, Scott knows how to apply both theoretical
and practical leadership
skills. During his
career, he held responsibility for leadership development design and
delivery both in sales and across the general population for global
companies. Scott is a two time winner of the Sales Manager Coaching
Award and four-time winner of the distinguished Master Performer award
at a leading pharmaceutical firm. He has also earned recognition as
a Chairman’s Ovation Finalist, the top award given at the company.
Don't
forget to mark your calendar for 2007! To order online, click here. You can also contact Mark Records at (317) 841-8202.
By: Sharon McGuire "Is That Your Baby Face?" Have participants send in a baby photo prior to the seminar session. Make a display of the photos on a poster board, chart paper, or scan and combine them on a one-page sheet to distribute. Number the photos and have participants guess which baby picture belongs to which participant. Those that guess the most correct could win a small prize or make it a group challenge to see how many the whole group can get right without telling their own. This activity can serve several purposes. First, it is a GREAT icebreaker. It is always fun to see someone else’s baby pictures (because ALL babies are cute). Second, it is a great equalizer if you have participants from different levels in the organization in one classroom—we all started out on the same level. Lastly, you can use baby pictures of participants when the topic of a course is about change. It is a great to way demonstrate how much change each of us has already been through and how change is inevitable. Have fun with this activity and be sure participants are being respectful as they look at others’ pictures. Graduation pictures are another way to modify this activity.
Sponsored by Cummins Inc
Wednesday, November 7, 2007 The Central Indiana Chapter of the American Society for Training & Development presents their annual Fall Education Conference A full day of Learning
Plus,
informative breakout sessions including:
• Improv
Your Business (And You Thought Improv Was Only for Comedy Sports) Rates
Join us on November 7, 2007, 7:30 a.m.-4:30 p.m. Great
Deal! For group rates of 5 or more, please call the CIASTD office at (317) 841-1395
More
Information $400 for a table top exhibit space, plus one ticket to the event and a banner ad in our newsletter for one month. You also are in all our literature at the conference. Contact Maureen Hunzicker at 317-845-1550 or Chuck Quakenbush at 317-844-0853 for more information. Sponsors: Various sponsorship levels are available from $500 to $1500. Contact Vic Holove or CIASTD Executive Director Mark Records (317-841-1395) for more information!
By LuAnn Irwin When product experts teach sales representatives about the product they need to sell, they should avoid putting learners in a position where they don’t understand and feel “stupid” to ask the basic questions. One way to provide the basics is by pre-reading or pre-work. Information can be covered at the learner’s own pace before the program begins (they can skip if they already know it) without taking valuable class time to bring everyone up to the same level of understanding. If you are teaching computer software to new learners – you can have them complete pre-work by going on line and completing the basic tutorials for the software, before they enter the course. Quick Start Guides, Job Aids and Training Manuals with lots of section labels and white space can all be helpful to the learner and greatly speed up the time needed to learn to perform the required tasks. The majority of time in a technical training program should be spent in practice. Most technical topics can be taught by allowing the trainees to look up the needed information such as term definitions, steps to perform tasks and trouble shooting questions and answers, when practicing. Time is valuable and costly. Trainees don’t need to learn it all, some things can wait until later or may not need to be taught at all. The Learning and Development Professional can be the best guide to the technical expert in sorting out the “need to know” from the “nice to know” information. This saves time and confusion for the learners. Agree early on Learning Objectives for the program – then it is much easier to decide what goes in the program and what should be put in the reference material. Short crisp sentences with a minimum of jargon can be grasped by learners more quickly than technical terminology. Pictures help learners remember concepts and make the program more interesting than just words. Enjoyable but challenging games or exercises that the learners complete in pairs enable performance of the necessary tasks. Let’s take the bore out of learning technical topics and make them enjoyable opportunities to quickly attain knowledge and skill which ensure success.
By: Kris Taylor Good news for Workplace Learning and Performance Professionals who are called upon to lead, manager or facilitate change efforts in their organization – ASTD has developed a CHANGE model and a two day certificate program that can build your professional competency in the area of change management. As a practitioner and change management consultant for the last 5 years, I draw on several different change models and methodologies, all depending on my client’s needs. I found the ASTD Change Model to be a comprehensive, actionable model that follows the current best practice in the field. The six step process begins Challenge the Current State and answers the big question of “Why Change?” Sometimes initiated by outside factors and dynamics, but often are key leaders who see the need for change and paint the picture of the desired future state. Harmonizing and Aligning Leadership is step two. Having a unified leadership body that works in concert to effect the desired change is the underpinning of successful efforts. Step Three is Activate Commitment. This is the move from planning into design and involving a wider audience allows for thorough consideration of implications, options and effects. Pushing involvement out to an every widening circle also begins to create momentum and buy in. With the upfront analysis done, the next step is the Nurture and Formalize a Design. There is much to be done here, including designing systems, processes, procedures, technology, tools, skills, jobs, organizational structures, and physical facilities – to name a few. The fifth step is to Guide Implementation. At this point, focus shifts from planning and designing to doing. There is much activity and the change professional works to ensure there are short term wins, which they are acknowledged and celebrated and that motivation and momentum continue to move the change initiative forward. The final step is to Evaluate and Institutionalize the Change. Too often, focus is lost at this point and the organization slips back into old ways of doing things. The change professional’s job at this stage is to evaluate progress in the spirit of improvement and organizational learning and to make the change a part of the status quo.
Interested in speaking at a future CIASTD meeting? Visit www.ciastd.org for more information.
CIASTD wants to support your growth! If you are interested in pursuing the CPLP designation and want more information, please contact Andrea Moore, VP of Workplace Learning and Certification at amoore@FlashPointHR.com.
Each month we are highlighting a training tip. If you have one that you would like to share, please submit to info@ciastd.org by the 10th day of the month.
In each issue of The Facilitator, we will list members that have joined or re-joined CIASTD since the previous issue. Since the last issue of The Facilitator, we have signed 17 new members. Robin Price,
Baker & Daniels |
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As
October progresses, CIASTD’s leaders are busy making final
plans for our annual fall education conference. We have a great
lineup of programs this year, and I encourage you to attend.
The conference takes place on Wednesday, November 7, at the
Fountains in Carmel. 
Announcing
our Keynote address by former First Lady of the State of Indiana,
Judy O’Bannon... sure to be rousing and informative!