This highly interactive, informative, fun and fast paced program engages new and experienced internal and external consultants.
Join us and network with fellow ATD-OC members as ATD-OC’s BizSIG backdrops bias and healthy dialogue – okay Healthy Conflict - through Case Study Lite .™
Innovation rarely exists or delivers without healthy conflict in its development. Neuropsychologists continue to find unconscious biases affecting nearly every decision in the workplace. If you don’t learn to engage in healthy dialogue (conflict), you are operating with your mental fingers tied up in knots and "NOTS."
You will gain:
Facilitated by Rona Lewis, Co-founder and CEO of Playful Mind Project and Jeffrey Hansler, CSP and ATD-OC Past President.
Visit the SIG page for the Schedule of Topics for 2021
About the Facilitators:
Rona Lewis is the co-founder and CEO of Playful Mind Project, a company that changes corporate culture and assists remote workers to ignite engagement and explode productivity utilizing aspects of Purposeful and Attuned Play. She is a professional speaker and has over 10 years consulting experience and 20 years of corporate experience, ending with a VP of Ad Sales title. She is an expert in “playing” with corporate employees for productivity and creativity, team building, brainstorming and more.
Jeffrey Hansler, CSP, CMP, author of Sell Little Red Hen! Sell! published in eleven languages, is a consultant and educator. An expert at organizational development, leadership, and persuasive communication, which includes skills of innovation, influence, negotiation, sales, body language, micro-expressions, finance, and authority. He has been part of the L&D industry since 1988 and is experienced in construction, healthcare, government, tech, manufacturing, and service.
He may be reached at BizSIG@atdoc.org
For 2021, BizSIG meetings are applications of knowledge, models, and theories for your work. Join alone or with mentors and coaches you work with currently.
Our agenda is always:
Information and worksheets may be shared with attendees prior to the meeting as part of facilitation. You are encouraged to share your knowledge and skills with fellow attendees.
We will be using Zoom for this virtual call, so be sure to click on the link in your confirmation email to complete your virtual registration.
This session will inspire you to play BIG. No more playing small!
BIG isn’t about ego, title or money. It’s about who you are when you are in your most resourceful state.
KImberly Roush will teach us that:
BIG is a state of mind that you can step into at any time.
BIG starts from within—from your own core values, strengths, skills and gifts.
BIG is easy—from this resourceful state, you stop working at anything and start playing with everything—work flows with ease.
BIG is game changing—not only at work but also in life.
About the Presenter:
Kimberly Roush, Founder of All-Star Executive Coaching, holds people BIG! She is dedicated to inspiring and empowering people to tap into their most valuable talents and gifts that allow their unique magnificence to emerge. She is an executive coach, best-selling author, keynote speaker and leadership facilitator. Through her work with senior executives and their teams, Kimberly has helped thousands discover their individual values-based authentic leadership thus paving the way for more meaningful work and greater success, both professionally and personally.
Kimberly is a Charter Member of ForbesSpeakers and is a member of the C-Suite Thought Council. In addition to speaking on the principles included in the book she co-authored, Who Are You…When You Are BIG?, Kimberly is a frequent speaker on All-Star Leadership, Personal Branding: A Marketing 101 Approach, Work-Life Balance, NetPLAYing ™ (taking the work out of networking), Playing with Perspectives – Upping Your Game in Emotional Intelligence and Influence, Playing with Conflict, Playing with Emotions and Ethics and Integrity – The Spectrum of Right.
Contact SIG Leaders:
Kim-Khue Chieffo, (661) 644-3119
How can you start integrating emerging technology into your learning initiatives?
Could using chatbots help you reduce the struggle of creating sustained behavior change from your learning initiatives?
One-and-done approaches to learning typically fail, but one-on-one coaching post-event can really make the learning stick. Although ideal, it's not often realistic, as it's difficult to scale due to available resources and time constraints. Until now.
Chatbots are an example of an emerging technology that can be used to deliver on and demonstrate the learning outcomes your organization needs and wants, at scale. No previous technical experience is required to gain benefit from this conversation.
Through the power of Zoom, it is our great pleasure to bring you Emma Weber in Australia to share how she has fast-tracked her own learning in the field and what you can do to support your own learning.
Through attending this session you will:
Sydney-based learning transfer authority and CEO/Founder of Lever – Transfer of Learning, Emma Weber, has made it her mission in life to make a difference to learning transfer worldwide. Frustrated by the amount of great learning which is wasted when it fails to make it across the knowing–doing gap, Emma created the "Turning Learning into Action" methodology to solve that problem.
Driven to create impact through transfer, Lever now delivers "Turning Learning into Action" programs throughout 20 countries and in 12 languages. Emma's methodology is now also deployed by Coach M, an artificially intelligent chatbot who is challenging the industry's thinking of what’s possible in learning transfer.
She shares her passion and expertise through her writing, "Turning Learning into Action: A Proven Methodology for Effective Transfer of Learning,'" and "Making Change Work: How to create behavioral change in organizations to drive impact and ROI", co-authored with Jack and Patti Phillips of the ROI Institute, both published by Kogan Page.
5:45 PM Registration, Networking
6:00 PM Main Program
7:15 PM Event Close
Each ATD-OC Learning Event will be aligned to one Talent Development Capability, as identified by ATD National.
Disruption via technology will continue to be a reality for organizations and talent development functions.
To find out more about the ATD Capability Model for the Training and Development Profession, visit http://tdcapability.org.
For evening meetings: Pre-registration closes at noon on the day of the meeting, but walkins are welcome.
For breakfast & lunch meetings: Pre-registration closes at noon on the day before the meeting, but walkins are welcome.
Cancellation/refund deadline is noon on the Monday before the meeting. No shows will be charged in full.
As part of your registration, you will be required to indicate your acceptance or rejection of the statement below:
I hereby give the Association for Talent Development, Orange County Chapter, its clients, agents, and assigns, full permission to use, publish and copyright photographic images, film images, video images, sound recordings, and any reproductions from these materials of me and/or my property or any part thereof, either in conjunction with or without using my name, and make changes or alterations therein and/or alterations thereto Worldwide in perpetuity. Some places these images and recordings may be used and posted include, but are not limited to, the Internet, emails, social media, etc.
If I do not provide permission, I understand I will not activate my web camera during the session.
Keeping your ideas alive is critical to your mental health and value to the organization. While it’s easy to blame others, keeping your ideas alive depends on a skill set based in knowledge of human nature, influence, negotiation, persuasion, and decision-making. Why wait when you can chalk up victories now.
Facilitated by Rona Lewis, Co-founder and CEO of Playful Mind Project and Jeffrey Hansler, CSP, CMP and ATD-OC Past President.
According to a recent ATD research study, 80% of
In this informative, highly engaging webinar you will learn practical tips and guidelines on how to write Level 2 test questions that produce valued data. Particular emphasis will also focus on writing test questions that measure job application and not the mere recall of facts.
In this webinar, you will:
Ken Phillips delivers all programs and workshops in his signature style: professional, engaging, and approachable.
Ken is the founder and CEO of Phillips Associates and the creator and chief architect of the Predictive Learning Analytics™ (PLA) learning evaluation methodology. He has more than 30 years of experience designing learning instruments and assessments. Ken also is the author of more than a dozen published learning instruments. Ken regularly speaks to Association for Talent Development (ATD) groups, university classes, and corporate L&D groups. Since 2008, he has spoken at the annual ATD International Conference and Expo on topics related to measurement and evaluation of learning.
"Ken supported the material with relevant examples and activities and I was able to relate the correct method to my company’s current Level 2 evaluation practice." Ann Arbor ATD Chapter member
11:45 PM Registration, Networking
12:00 PM Main Program
1:00 PM Event Close
Talent development professionals should be able to implement a multilevel, systematic method for gathering, analyzing, and reporting on information about the effectiveness and effort of learning programs.
BOR....ING! Come so you can get into invited into the C-Suite
and make more in a week than you did in a year.
Finance is the empire of business – profit and non-profit alike – yet many people in business have not received skills to understand the numbers or are terrified by the thought of financial discussions. Skills in finance and accounting support the needs of your team to a higher degree. Increased competition for resources and tighter profit margins make it critical for you to understand the money behind the decisions being made at your organization: Tie your projects to the financial objective of your organization
Understand the numbers and open a world of opportunities for your career.
Performance evaluations contribute to L&D efforts – providing a communication record of the experience. And while discoveries in neuroscience provide further insights into learning, change, and bias, evaluations remain relatively the same, like a telegraph communicating with a smartphone. And the issue is not technology. It’s our natural resistance to change. Need proof? Think of the organizational arguments against working from home before Covid-19. Covid-19 forced organizations to accept working from home and surprise, surprise, productivity, and job satisfaction are higher. With this in mind, it is beneficial to rethink evaluations and what we expect from them.
We type messages often, and we do not always take time to write “more better.” Texting and the deluge of emails pit time against thoughtful writing. Power spheres affect message sending and receiving. Without the context of tone, messages create apprehension, based on assumptions. What and how you write has more of an impact on your career than you think.
Changing organizational culture is one of the most difficult tasks for organizational development practitioners. People fear real change – the fear is hardwired in us! New CEO’s often replace entire executive teams because it is easier than changing the corporate culture in place. The biggest mistake you can make is underestimating the challenges involved with even minor shifts in organizational culture. A change of culture in one area is assaulted by the existing culture, just as a foreign substance is attacked by the body’s defense mechanisms.
Innovation has been a driving force for organizations – yet most fail at delivering innovative solutions. Why? Because innovation does not come from mission or vision statements. It comes from its people and how they see possibilities of growth in an organization. Learning how to think differently to spur innovation is key to the success of an organization. Only from people will Innovation become part of the DNA of an organization. Musk, Bezos, and Jobs have all been praised and studied for their innovative approaches and outcomes. As the CEO’s, they demanded and lead innovation. What about you and your organization? What about the CEO’s who desired innovation and failed to deliver? How can you bring innovative solutions to your organizations?
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