ATD Competency areas: Instructional Design, Delivery, Coaching, and Business Skills
Being deeply curious is an essential part of our work as training and talent development professionals. In this session you will gain a deeper understanding of curiosity and how this human behavior can enhance your role as a talent development professional.
We will explore curiosity as a human behavior and a state-of-mind by reviewing current research, learning from today's thought leaders, and engaging in a dynamic discussion about the power of curiosity. We will also explore ways to recognize curiosity and how it impacts growth and development.
The session details the four components of curiosity through an interactive dialog for participants to gain a fresh perspective on openness, inquisitiveness, problem solving and distress tolerance. The full benefit of curiosity is achieved when we break it down into actionable parts and design a path to cultivate it within ourselves and ultimately within our teams and organizations.
Sadly, current trends are eroding our ability to stay curious. When harnessed, curiosity moves us forward in nearly every aspect of professional and personal life. Together, lets learn how to fully leverage curiosity to impact our ability to make better decisions, navigate challenging conversations, remain optimistic, drive personal growth, manage uncertainty, and improve learning and memory.
Paul Winston is a Learning & Development leader, Executive Coach and Youth Ministries Director. He is passionate about all things related to moving individuals to a higher level of competence and confidence.
His 20-year Human Resources career has spanned small family businesses, city government, and a F100 company. Paul has held US and international leadership roles in learning & development, leadership development, and employee & career development.
Paul recently traversed a curiosity journey of his own when he recognized that two decades in corporate America resulted in his curiosity going nearly dormant.
He spent the last two years rediscovering his own curiosity and founded The Curiosity Company, an organization intent on enabling individuals, teams and organizations to revisit the benefits of getting curious again. Paul believes the most effective learning and development comes only once we become curious. Join Paul, as he shares personal stories, recent research and leads a dynamic discussion about the power of curiosity.
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Dinner and networking: 5:30-6:00pm
Program: 6:00-7:30pm
Join us for a fun night of bowling and networking!
We have six lanes reserved. Lots of room for socializing and strikes.
Includes bowing, shoes, food and soft drinks. Please register by Sunday, August 18th. After that, registration is closed.
The CineBowl & Grille bowling experience at Cary is not to be missed! Enjoy knocking down a few pins in a state-of-the-art bowling lane.
We'll put up bumpers because it's not about the bowling; it's about the networking (and the fun)!
ATD Competency Model: Learning Technologies
The concept of “open-source” — that is, software for which the original “source” code is made freely available for others to add on, modify, and improve — radically changed the way software is developed, and has played a large part in enabling the technology boom we see around us today.
But the open-source idea isn’t just for software engineers. Some of the core ideas associated with open-source approaches can offer interesting new directions for L&D teams too.
As decentralization, openness, sharing, and collaboration become the new norm in many organizations, the idea that anyone can share their expertise broadly, and that individuals and teams can access and build on each other’s know-how perfectly encapsulates this concept of ‘open-source learning’ perfectly.
In this presentation, you will learn from the experiences of a technology company on applying the concepts of open-source software development to development of another kind – that of your staff.
a) fundamentals of “open-source learning”
b How these relate to knowledge sharing and learning within an organization
c) How to make open-source learning happen
d) The role of the L&D professional in driving an open-source learning culture
Sam is Vice President of Employee Experience at Panopto, the fastest-growing provider of video software for training, teaching and presenting. In this role, Sam has broad responsibility for talent planning, recruiting, learning, compensation, HR administration, and work environment. Before joining Panopto, Sam led the talent management consulting practice at PeopleFirm with a particular focus on talent strategy, HR transformation, performance management, and HR technology.
Sharing this event on social media? Don't forget to tag it! #opensourcelearning #learnergeneratedcontent
As a member of ATD-RTA you have benefits at 2 other professional organizations in the RTP area.
Join us to learn more about the partnerships between the Association of Talent Development (ATD)-Research Triangle Area (RTA), the International Coaching Federation (ICF)-Raleigh, and the Triangle Organization Development Network (TODN).
This structured networking event will give you the opportunity to learn more about each organization and connect with colleagues from all 3 organizations!
Light refreshments will be served.
Free to members of all 3 organizations. Guests $10 per person.
Register today!
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This event sponsored by: ATD-RTA, ICF-Raleigh, and TODN
Talking about this event on social media? Don't forget to tag it! #ATD-RTA #TODN #ICF
ATD Competency areas: Instructional Design and Performance Improvement
Did you know that within the first 48 hours of your employees attending a traditional training or learning event, their knowledge retention drops to 33 percent? Did you also know that research now shows that nearly 80 percent of learning in the workplace takes place informally? So why are training departments still spending the vast majority of their budgets on formal training efforts?
Everyday L&D is being pressured more and more to show an ROI, or Return on investment, for the dollars spent in “training”. Performance Support can help us move into the workflow and measure impact in ways training alone can never do. It also has a profound effect on training events, often reducing them by up to half the time needed, while making them even more impactful.
This session will introduce the methodologies behind Performance Support (learning while doing), and how it can help us have a different level of conversation with those we serve and help us influence the effectiveness of the business in remarkable ways!
In the session we will review answers to the following questions:
Attend the 5 Moments of Need Workshop.
Bob Mosher is a senior partner, and the Chief Learning Evangelist, at APPLY Synergies, a strategic consulting firm that specializes in helping learning organizations design, develop and measure effective learning and performance support strategies to meet the 5 moments of learning need.
Bob has been an active and influential leader in the learning and training industry for over 30 years and is renowned worldwide for his pioneering role in e-learning and new approaches to learning. Bob came to APPLY Synergies from Ontuitive, a learning technology provider the Performance Support Software industry, where he was the Global Chief Learning Evangelist. Before joining Ontuitive he was with Microsoft, where he was Director of Learning Strategy and Evangelism, a global business at Microsoft Corporation featuring innovative learning products that help individuals and organizations learn more and go further using Microsoft technologies. Bob helped guide and communicate the direction of Microsoft Learning’s products both externally to their customers, and internally throughout Microsoft.
Bob started his career in adult education with Element K. He was their Executive Director of Education for 16 years where he helped direct and influence their learning model and product.
He has acted as an influential voice in the Learning and Development industry by speaking at conferences and by being an active participant and author within industry associations such as ASTD, the Masie Consortium, the e-Learning Guild, and CLO Symposium/Magazine.
Bob has received two lifetime achievement awards in the Training industry. In 1997, Bob received the ITTA's Eddy Award for Excellence, awarded to individuals who exemplify excellence in the IT education industry. And most recently he received the Institute for IT Training’s 2006 Colin Conder award presented to a person who has made a significant and lasting contribution to the IT training industry.
He is the co-author of two books: Training for Results and Innovative Performance Support: Tools and Strategies for Learning in the Workflow. Bob also spent five years as a teacher in New York's public schools, and has a master's degree in computer education from Nazareth University in Rochester, NY.
Sharing this event on social media? Don't forget to tag it! #5Momentsofneed #performancesupport #bobmosher
As a training professional, you fill learning gaps. You know training needs to be effective in the classroom, transferred to the job, and impactful to the organization. But how do you know when you’ve succeeded? You know smile sheets and attendance data aren’t enough, so how do you prove the real value of your training programs? Ultimately, it comes down to measurement...measuring the impact of your training program on your organization. For too long, the training industry struggled to show organizational impact. We’ve been convinced that training ROI can’t be captured. No more.
This event will provide an overview of how to determine organizational impact for every training program you design. Following the ROI by Design™ method presented in this event, you will learn:
Join us to take the mystery out of measurement and add understanding of the measurement to your professional practice.
Laura Paramoure, EdD, has 25 years of experience in performance improvement, training design, and evaluation. She is the author of ROI by Design™ (2014) and a featured speaker on the topic of return on investment for training organizations such as Association of Talent Development (ATD). Her private sector experience includes Director of Training and Development with Parata systems where she was responsible for the establishment and deployment of both domestic and international training. She is currently the CEO of eParamus, a company which helps organizations of all types and sizes optimize and verify the impact of their training programs.
One of the biggest challenges for learning professionals is showing how their learning programs contribute to business success. The Learning Evaluation Certification provides learning professionals with the knowledge and ability to make clear connections between their training design, behavior outcomes, and business results.
Quantifying learning outputs and measuring how learning leads to business outcomes is effectively being used in organizations today. This certification provides the latest methods being used by companies in a variety of industries such as healthcare, pharmaceutical, financial, manufacturing, and hospitality.
Identifying how learning programs transfer into changes in business performance and organizational metrics is a new skill requirement for trainers. The Learning Evaluation Certification is a one-day program that prepares learning professionals to design programs that can be measured, measure programs so they can be evaluated, and evaluate programs to show business outcomes.
It provides clarity on how to define the behavior results from training, measure the behavior, and connect behavior changes to the associated metric. This certification prepares you to identify points of failure, understand accountability for failure, and define the means to repair failure as learning progresses from the classroom, to the job, and ultimately to organizational results.
The Learning Evaluation Certification is a component of the ROI by Design program and provides you with an easy-to-follow chain of evidence linking training programs to business outcomes.
Participants will walk away with a complete picture of how to show learning impact. You will learn the simple steps necessary to create the impact chain of evidence including what type of data to collect, when/how the data is collected, interpretation of the data, and how to communicate the results to stakeholders.
When you order tools, books or other materials from ATD National, or when you register for a National event, please enter the RTA CHiP code so that a percentage of your purchase price comes back to your chapter.
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