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ASTD Chapter Newsletter
March 2013 Issue
President's Message

In conversations with peers I heard “doing more with less,” “creating an intake process for my organization’s training requests,” and “can you start Monday?” – all before noon on the first day of my work week today.  As a learning consultant I am selling and scoping work, leading the development and design of innovative training solutions, and integrating change management plans into analysis projects. Like you, I wear many hats as a workplace learning professional.

With technology, globalization, and economic forces our profession has gone through significant changes in the last decade.  This spring, ASTD is launching the new ASTD Competency Model.  The new competency model redefines the skills and knowledge required for workplace learning professionals
to be successful.

ASTD’s competency model is "a lens for viewing the training and development profession from many angles.”  The model shows the competencies that are important to everyone in the training and development field: business skills, global mindset, industry knowledge, interpersonal skills, personal skills, and technology literacy.  In addition, the model emphasizes the specialized knowledge and actions required by specific roles including instructional design, training deliver, coaching, learning technologies, and others.

Whether evaluating your current job or planning for a future one, ask yourself: What areas
do I need to develop and how?  Use the Career Navigator tool and free job aids at www.astd.org/model to create your own professional development action plan.

And, as always, ASTD Puget Sound Chapter will continue to provide opportunities for you
to grow.

Karen Thornton

Upcoming Chapter Meeting
Wednesday, March 20th from 5:00 - 7:00 PM

2100 24th Avenue South
Seattle, WA 98144

The Pace of Facilitation: Balancing Action with Process

Whether you are working inside an organization or as an external consultant, facilitation skills are crucial to your success.  Most experienced facilitators know firsthand the importance of striking a balance between moving toward outcomes and staying present to group dynamics as they unfold.  Yet too often it’s easy to tip the scales one way or the other either getting stuck in process or moving too quickly and stepping over important information. In this highly interactive session, participants will build awareness of their own facilitation strengths through experiential exercises, conversation and small group practice.

5:00-5:30 PM Registration, refreshments, networking
5:30-6:45 PM Announcements and presentation
6:45-7:00 PM Networking

About the Presenter:

Nina Simonds is an internationally recognized leadership and relationship coach with expertise in interpersonal dynamics, change management, systems thinking and emotional intelligence.  Nina coaches with leaders and teams in the Fortune 500 and works with professionals, small business owners and couples in her private practice.  She has a proven track record in helping successful executives, managers and business owners bring their authentic best to their leadership.  Nina is a certified Professional Co-active Coach and has achieved the designation of Professional Certified Coach through the International Coach Federation.  She teaches systems coaching skills internationally for CRR Global.

Register here...
Research Corner
Research and Learning Science: The Research Corner
by Rob McGowan

Each month, we speak to learning professionals and students in the Puget Sound area to hear about the work they do, how they use learning research, and where research and learning science could help them.This month, I spoke to a training manager in Bellevue.

While I've recently spoken to many professionals who have not been able to implement research-based instructional technology in the workplace, February's interviewee noted that he regularly uses ADDIE, and he incorporates Bloom's Taxonomy, Kirkpatrick's Four Levels of Learning Evaluation, and Gagne's Five Domains on every training project. In addition, this practitioner noted that it's a challenge to keep up with the latest learning science, but he books time on his calendar every two weeks to read research-related blogs and websites to stay up to date or review portions of books to refresh his knowledge.

He'd love to see more research and tangible recommendations on reducing cognitive load and increasing transfer of training to performance. There is so much change and related training in organizations these days that knowing how much is too much and how to reduce cognitive load is important. Additionally, if learning does occur in class but the learning is not applied on the job, the training is of little value so doing what you can to make the transfer of training to performance likely is vital, too.

Much of the research he has done in the last couple of years has been related to testing, evaluation, and certification. He was involved in developing a certification program a few years ago and business leaders over the last few years seem to be asking for training departments to raise the bar in how they evaluate training programs. In all the training organizations he's been in he's used Level 1 evaluations. But in my current role, he is also performing Level 2 evaluations for almost all his classes, and he's occasionally performed a Level 3 evaluation He believes that the informal feedback really useful – those conversations with training attendees that occur in the hallways or by the water cooler after the class has occurred can provide some great insights on what is working and what is not. Research on how to collect such feedback would also be valuable.

I'd love to hear members' thoughts about these areas -- do you have recommended research I could pass along?  Email me at robmcgowan@msn.com
Member Spotlight
Member Spotlight on Nina Simonds
by Kathy Englert

Last September our chapter gained a dynamic new member, Nina Simonds, w
ho is already making a significant contribution to ASTDps in several key areas. Nina has taken on the coordination of our chapter's social media communication and is also serving as an Ambassador (a volunteer position whose purpose is to
help integrate new members into our organization). It is
no coincidence that Nina chose volunteer roles that
center around communication, as communication and relationship-building are Nina's passions and are at the heart of what she does in her professional life.

Nina has her own business, Nina Simonds Coaching, in which she works with leaders, teams, and couples to help them thrive and have more ease in their work and in their relationships. Nina views her role as helping people discover their own answers and live and work more authentically from their core values. She facilitates the process as they build on their inherent strengths and talents. Her ultimate goal as a coach and instructor is to help people become a creative force in their organizations, with their families, and in their communities.

Nina began her coaching business twelve years ago. She had just finished a Master of Social Sciences degree from the University of Chicago and had a strong desire to run her own business. A friend commented that she would excel as a life coach, so she began exploring the possibilities. After a brief stint as a career coach, she concluded that her real niche was helping shift organizational culture through coaching and leadership development. Nina completed a two-year training program at the Coaches Training Institute followed by a certification in Organization and Relationship Systems Coaching (ORSC) at the Center for Right Relationship (CRR Global). In addition to her own coaching business, she now travels the world as a faculty member for CRR Global, leading the ORSC coaching curriculum. Through her work and travels, she has witnessed the great need for more effective relationships between leaders and teams as well as within teams. She feels fortunate to have the opportunity to work with such gifted and caring people.

Nina came to Seattle from Madison, Wisconsin two and a half years ago, and still maintains clients in the Midwest because her two children (an 8-year-old son and 11-year-old daughter) are still in school there.  She knows firsthand the power of relationships because the catalyst for her move to Seattle was meeting her (now) husband while facilitating  a 4-day leadership development event at Microsoft.

Nina loves being a part of ASTDps, especially having the opportunity to network with other professionals in the learning and development field. She encourages each of you to keep up with our chapter via social media.  She maintains ASTDps information on Twitter (@astdps), Facebook (ASTD Puget Sound), and LinkedIn (ASTD Puget Sound).  And if you happen to see her on her phone during a chapter meeting, please don't think she is being rude. There's a good chance she is tweeting or commenting about the chapter!  

You can read more about Ninaís work on her web site at www.ninasimondscoaching.com

2013 Networking Event

Networking for ASTDps is going fabulously! We are meeting people who share our passion for training, sharing great ideas and encouraging each other. Come out an join us this month as we discuss:

Vendors- Which vendors do you use and for what purpose?

We meet at the Wilde Rover Irish Pub located at 111 Central Way - Kirkland, WA 98033  (425) 822-8940 5:00 PM-7:00 PM. Parking around the back of the building is inexpensive ($1/hour) and ample.

If you have questions, please contact Libby Powers: libby.powers@live.com
Volunteer Opportunities

Want to get the most out of your ASTDps membership? Becoming a volunteer is the best way to get known and get to know others in our great chapter! Here are some of our open positions for members. Check them out yourself or forward these descriptions to someone you know who may be a fit.

Registration Team Member
Be one of the first smiling faces people see in the morning! Help welcome and check attendees in to the monthly chapter meetings. Responsibilities include set-up at about 7:15 am and put-away after 9:30am. There are two or three evening meetings a year as well. Contact Judi Jones at jjones1@msn.com to express your interest.

Ambassador: New Member Outreach
We are looking for a few personable folks to welcome new members to our Chapter. The New Member Ambassador is responsible for actively promoting one-to-one relationships between experienced ASTDps members and new ASTDps members for the purpose of improving on-boarding, member engagement, and member retention. Mentors contact new members and connect them with the ASTDps resources, people, and information that will make their membership a richer experience. Estimated commitment is 2-3 hours per month for a period of one year. If you would like to meet new people and be one of the first faces (or voices) to greet new members, consider becoming a Mentor. For more information please contact Amanda Klein at memservices@astdps.org.

Ambassador Manager
If you are more of an organizer or coordinator, consider becoming the Manager of the New Member Ambassador Program. This person helps recruit Ambassadors, assigns new members to them, provides support and information for Ambassadors to forward to their members, and attends New Member Orientations quarterly. Estimated commitment is 2-3 hours per month for one year. For more information please contact Amanda Klein at memservices@astdps.org.

If these opportunities do not speak to you, but you are interested in becoming more involved in your ASTD chapter, please contact your mentor or Director of Membership Services Amanda Klein at memservices@astdps.org.
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