"The manager’s challenge is to build individual capabilities at the same time he or she encourages individuals to tackle new challenges that build their competencies in preparation for the future." from the Dale Carnegie Training whitepaper: Talent Management.
If your company's performance review period is like mine, you're just wrapping up your mid-year reviews. And if you're company's like mine, you're realizing that performance management is still driven primarily by deadlines.
Maybe you've grown accustomed to that.
"Coaching is a small part of the job description for most managers. Nearly half spend less than 10% of their time coaching others." reported Forbes.com back in 2010. Wonder if that number's gone up in the past four years, or down, or remained about the same.
Coaching is widely recognized as an important component of performance management. Articles in Forbes, Inc., and Harvard Business Review (to name a few) all study how strong performers can grow and improve when coaching is done well, and the impact of coaching when done poorly or not at all.
Just as equally recognized: effective performance management requires ongoing coaching discussions.
The Dale Carnegie Perspective: "Most development occurs on the job and in the context of work activities. It is not limited to off-the-job training."
This perspective is evident in Dale Carnegie's Growth and Change cycle. It's a little different than the performance management cycle you may have shared with your managers when kicking off another "performance year," but it similarly establishes an accountability between manager and employee for the employee's development. It also points out where most performance management stops -- at least until new goals are set.
You can learn more about Dale Carnegie's Growth and Change Cycle at this month's ATD-OC Learning Event.
"The future is not given. Especially in this time of globalization and the network revolution, behavior at the individual level will be the key factor in shaping the evolution of the entire human species. Just as one particle can alter macroscopic organization in nature, so the role of individuals is more important now than ever in society." Ilya Prigogine, 2000
In preparation for this month's Learning Event, presenter Denise Lamonte begins by asking: "Is your organizational change effort failing because the wrong people are leading it?" She goes on to suggest that the people with the titles are not necessarily the right drivers of organizational change, other individuals are.
Denise won't be quoting Belgian physical chemists, but will be referring to the research conducted by Dr. John Kotter, a best-selling author and authority on leadership and change. Dr. Kotter identified an 8-Step Process for leading change, one step of which is assemble a group of the right individuals with the power and energy to lead and support a collaborative change effort -- or, building a guiding coalition.
This session will draw from Denise's real experiences in building a guiding coalition at St. Joseph Heritage Healthcare, and promises to be an insightful exploration of Dr. Kotter's process for successful organizational change.
Are you a manager involved in a project that will likely create some organizational change? Do you, yourself, wish to change the world? Join us over lunch this Wednesday, February 25.
American Society for Training & Development is now Association for Talent Development
Earlier this month, on May 6, ASTD National announced to members and to the world that the American Society for Training & Development, ASTD, has changed its name to the Association for Talent Development, ATD (see the email at the bottom of this message).
As soon as I read this announcement, my first response was curiosity about the history behind this decision. Even more, I wanted to know the implications for our Chapter. Key answers to those questions were provided to me and other West Coast Chapter leaders in a recent conference call with our National representatives.
Here are the first things to know:
I believe the spirit of the change makes sense. This new name and brand reflect more clearly our profession's mission, which covers more than Training Delivery and Instructional Design. Our Competency Model includes Coaching, Performance Improvement, Change Management, and other disciplines, all of which are needed for effective learning in the workplace.
President Elect Jolynn Atkins has graciously stepped up to lead our transition from ASTD-Orange County to ATD-Orange County. Your questions about it may be directed to her at firstname.lastname@example.org.
Yesterday at our 2014 International Conference & Exposition, the ASTD Board of Directors and I announced that
ASTD is changing its name to the Association for Talent Development (ATD).
Since some of our members and customers were not able to join us in Washington, D.C. for the conference, I wanted to be sure that you heard about the change first hand.
As I shared with conference attendees, this change comes after years of consideration of ASTD's brand, a thoughtful review of major trends and changes in the profession, and a reflection on the positive and significant impact of our members' work.
Since ASTD was founded in 1943, the profession has transformed dramatically. T&D professionals' roles are much broader and deeper than ever before. You and your peers are responsible for a wider scope, have a greater impact on the organizations you serve, and have become critical business partners.
What hasn't changed in 70 years is the purpose of the field-to develop people: their knowledge, skills, and capabilities.
ASTD is changing to the Association for Talent Development to demonstrate how this profession's work-and the impact that our members and customers have-stretches beyond training.
Rest assured that training and development remain at the core of ATD. We have been your professional home, and my personal pledge to you is that our service and commitment is stronger than ever. While we are excited about this bright future, we are deeply appreciative of the 70-year history that is the foundation of this vibrant and global community.
We will be implementing the change in our name and brand over the next year. You'll see some immediate changes to the website, which will be co-branded for a time. We've also created a special website (www.astdnews.org) where you can find out more information about the change-including a timeline that maps out when you will see certain products transition to the new brand.
If you have questions about this change, please reach out to us by emailing email@example.com.
Today is the beginning of an exciting future for everyone in our global member community. Together, we are creating a world that works better, and we're excited to partner with you on this journey.
President and CEO
Association for Talent Development (ATD)
E-Learning Instructional Design
Project Management for Learning Professionals
It’s hard to believe that we’re at the end of 2012. The ASTD-OC leadership team had the last board meeting of the year and spent time reflecting on the year: our accomplishments and how each of us has contributed to the chapter. When we looked at all that was achieved this year, it was gratifying to know that 2012 was a successful year. A few highlights include:
More than the chapter successes were the personal connections and enrichment that came from serving the chapter. The leadership team shared the value they gained from each other. I know I feel fortunate to have worked side-by-side with so many talented people!
We have great plans for 2013 and I can’t wait to see what we accomplish! Wishing everyone a fabulous 2013.
ASTD-OC, 2012 Chapter President
E-Learning Instructional Design Certificate Program
It is critical that training professionals remain up-to-date with changes to how training is produced and delivered. UC Irvine Extension’s fully online E-Learning Instructional Design certificate program provides the foundation for today’s instructional development that focuses on aligning skills and knowledge needed to achieve organizational strategic goals and objectives. The courses also provide knowledge and skills in planning and designing e-learning instruction in training areas to match today’s varied company business needs based on identifiable learning objectives, rapid authoring tools, content requirements, and outcomes.
Here is the link to our program page: http://unex.uci.edu/certificates/business_mgmt/elearning/. This describes the program and requirements in detail. Here is a direct link to the course schedule as well: http://unex.uci.edu/certificates/business_mgmt/elearning/courses.aspx. Here you will see all six of the course descriptions and what quarters they are offered. Each of these six required courses are eligible for the discount.
Click here for the full brochure.
UC Irvine Extension offers a 10% discount on courses in this program to ASTD-OC members. You must maintain active membership ASTD-Orange County for the life of the program to be eligible for the discount.
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