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From the desk of the VP for Professional Development (February 2020) 

John Carter, VP of Professional Development

Friends, we kicked off the new year with a dynamic, compelling presentation by chapter member Marvin DeJean, Sr. Managing Partner/ Organizational Design Strategist of Gilead Sanders. Marvin led us through a high-level introduction to innovation in the L & D space, which we all found extremely relevant and practical. We’re hoping to have Marvin back later in the year for a half-day workshop that builds on this learning.

Thanks to Sue Schindler, a Professional Development committee member, for helping us put on the event. We cannot do these things without dedicated volunteers on the committee. Thanks, Sue!

The response to Gamification webinar has been overwhelming! 95 registrants so far, including 37 from other Ohio ATD chapter members. Cooperating with other chapters in the state is an initiative that grew out of the October ATD Leaders Conference. I had a chance to meet my counterparts from the four other chapters in Ohio. I hope it’s the beginning of closer collaboration to provide more learning opportunities for the chapter members.

We have several other learning events planned this year so stay tuned to chapter website as the details emerge. In short, we will have a reprise of the LinkedIn learning event from last year, an exploration of new technology in the applicant tracking process (will your resume pass the screens that companies use?), and an exploration of evaluating learning impact.

Do you know that there’s a new capability model for Talent Development? It was unveiled to the public in January 2020 and replaces the competency model. Instead of six foundational competencies and ten areas of expertise, the new capability model identifies three core competencies: personal, professional, and organizational. It’s conceived as a response to the trends that affect is all three of these areas: digital transformation, data analytics, information availability, and partnerships between talent development and business.

Here is an example from each part of the model (personal, professional, organizational)

Communication is one example of a personal capability in the new model. Communication is the skill to express thoughts, feelings, and ideas in a clear, concise, and compelling manner.

Learning Sciences is in the professional capability area of the model. It means having knowledge of the foundational learning theories of behaviorism, cognitivism, and constructivism.

Business insight is in the organizational capability area of the model. It means the knowledge of business and/or organizational processes, operations, and outputs, for example governance structures, business models, products, and services.

So, with each capability identified, there is a corresponding knowledge and skill set to put that capability in action.

If you want to learn more, the national organization has put together a web page to explore the new model as well as a new assessment tool (https://tdcapability.org/#/).

Stay tuned to this space for continuing information on the new model and how it works.

We on the Professional Development Committee aim to be responsive to the interests of the chapter membership. If you have any comments about the Professional Development Committee or would like to volunteer, please reach out to me: john.carter@learningdesignco.com

Best wishes,


John Carter

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