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September2014

What's In This Issue?

Top 10 Reasons to Join theBoard

The Journey of Mentoring

Put It To Use

Employee Learning Week

Social Media and TalentDevelopment

Feedback and Suggestions

New and RenewingMembers

Calendar of Events

Omaha's local chapter of theAmerican Society for Training andDevelopment. ASTD Nebraska is an organizationdedicated to providing professionaldevelopment for its members toimprove workplace learning andperformance.

September Newsletter Dear Contact,

Fall is upon us and many changes are coming for our chapter. As you havehopefully heard, we are in the process of changing our name. With thischange, we are going to need your help. We will be sending out a vote tochange the name in our bylaws. When you see the email, please vote!

This month's newsletter is also full of information about EmployeeLearning Week, how to use the information you get from newsletters, andhow you can join the board or get a mentor. I hope you enjoy! Sincerely, Jennifer LabrieDirector of Marketing

Coaching: The "Stickiness" ThatEvery Organization Wants

Excerpt by Andrew Neitlich, Founder of The Center forExecutive Coaching

Submitted by: Amber Hutchinson

As a training and development professional, you probably already providesome form of coaching to your clients. Given the acceptance of coachingas a standard leadership development tool, now might be the time for youto make a more formal commitment to coaching. Improve and sustain resultsMy interviews with hundreds of training and development professionalsrevealed that coaching improves and sustains the results of otherdevelopment efforts, especially traditional training programs.

For instance, development professional Paul Longanbach notes, "Coachingcan add significantly to the transfer of training from the classroom to aparticipant's everyday behavior. The coach-coachee dialogue helps

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learners to answer two key questions: 'What will that concept look likewhen you actually apply it on the job?' and 'How did that work for you?'"

Similarly, Deb Calvert, president of People First Productivity Solutions,shares, "I routinely offer coaching as a follow-up to training because thereis no better way to reinforce the training and give it the 'stickiness' thatevery organization wants. Coaching after group training ensures that myclients get real change, not just another classroom encounter." Viewed as a strategic partnerIn addition, by providing broader solutions and results that stick, youposition yourself as even more of a strategic partner. There are manyways to deliver content and results; coaching is one of them, along withtraining, facilitating, and consulting. It is a natural addition for anyone whois committed to being seen in a more comprehensive and strategic way bytheir clients and constituents Jeffrey G. Soper, who provides a range of development solutions to hisclients, is a good example. "Approximately 90 percent of learning isachieved through experience and mentoring," he observes. "Coaching isthe logical - and requisite - tool for the T&D professional." Likewise, Mindy Morrow, who does development work in a rapidly growingtechnology company, shares, "Coaching gets people into dialogue andmoves the dial on goals. Without it people seem to just be flying blind.That's the tie to my development work."

2012© Andrew Neitl ich. Used with permission. Andrew Neitl ich is the founder and director of the Center for ExecutiveCoaching, and co-author of Guerril la Marketing for Coaches

Top 10 Reasons to Join theATD Nebraska Board

Submitted by: Jill Banaszak Everyone loves a Top 10 list. You have a remarkable opportunity right nowto apply for open ATD Nebraska board positions for the 2015 term. If youhaven't already heard the great benefits that can be gleaned from servingon the board, below are 10 reasons why you need to apply for a boardposition now:

1. Grow professionally through training and developmentopportunities.

2. Find self-satisfaction in serving the members of our L&Dcommunity.

3. Enjoy being around a great group of people who are passionateabout our mission.

4. Innovate our Chapter to help shape the future of TD in ourcommunity.

5. Connect with a diverse membership through networking.6. Gain skills in areas you currently don't have exposure to in your job

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role.

7. Be a part of a National organization that is expanding worldwide.8. Excel in an organization that recognizes and rewards contributions.9. Flexibility to contribute on the board while maintaining work-life

balance.10. Be a member of a Chapter that is recognized nationally for its

success and stability.

Open positions for next year include: Director of Communications, Directorof Marketing, Director of Education, and VP of Membership. Want to know more about these roles? Have a question? Contact JillBanaszak at presidentelect@astdnebraska.org. Want to join our team? Fillout an application today at www.astdnebraska.org.

The Journey of MentoringSubmitted by: Jill Idelman

Ancient Chinese proverb says, "If you continually give, you will continuallyhave." I recently read the book Indispensable! by David Cottrell. In thebook Cottrell inspires readers to mentor and teach. Most of us understandthat the more we give the more we receive. That should not be the reasonwhy we mentor...however, Cottrell says this: "You give so that you willhave more opportunities to give." And yes, you will ultimately receive whatyou have given. Read that again...and think about it. If we giveencouragement, help, hope, knowledge and support, we will ultimatelyreceive those same gifts. If we give hate, fear, doubt, harsh criticism, thenwhen we need help...there will not be many, if any, people to help us out. My father used to say, "You reap what you sow."

By being a mentor we have the ability to give away knowledge by sharingwith others. The benefit then truly is, the more you teach the morecommitted you become to what you are teaching. Cottrell gives readers achallenge to find people who are interested in a similar field of expertise,and then teach them how to get better. He says that as we teach others,we can then hone in and update our own skills. Give your knowledgeaway, and you will become more knowledgeable!

Mentoring has helped me in so many ways. I listen more actively. Mycoaching skills have improved. Most importantly, I am developing a newfriendship that allows me to broaden my networking circle.

Are you interested in being a mentor? Or, do you want to be paired with amentor who is willing to share their knowledge and learn from you? If so,join the ATD Nebraska Mentoring Program. We are currently takingapplications for Managers of Development (mentors) as well as mentees.

Please contact Jill Idelman, Director of Mentoring,at directormentoring@astdnebraska.org for more information.

Put It To Use

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Submitted by: Krishna Clay

How many newsletters (like this one), white papers, webinars, email tips,magazines, newspapers, articles, programs, etc... do you receive orattend each month? If you're anything like me, you've landed yourself onmany mailing lists. Some I signed up to receive. Others I receive because Iattended an event or took a class, while others I have no idea how theygot my contact information. Sometimes I can't even find time to read themall, and they get deleted or trashed untouched. But, when I do find thetime to read one, I always find something interesting or helpful and thinkto myself, "I should try that!" Then...nothing. As a workplace learning professional for over 10 years, I know that thebest way to learn anything new is to learn by doing. This is the way Icreate training courses. This is the way I train the employees I work with. Why am I not taking that same approach myself? A couple of reasonsspring to mind. First, there are just so many good ideas! How can I possibly incorporateall of them? I can't. Therefore, I incorporate none of them. (Sigh...) Second, when I'm working on a deadline it's easy to stick with thetechniques I've already perfected. What I should be doing is tracking all of these great ideas and selectingone technique I want to work on at a time. Then, I need to think long andhard about why I want to use this idea and how I will incorporate it intomy work or life. Next I need to break it down into small steps. For example, many peoplesay they are going to get in shape or lose weight. Those are big goals andnot easy to accomplish. Here are some possible steps to getting in shapeor losing weight:

Set the alarm clock 45 minutes early.Have workout clothes laid out the night before.Have a healthy lunch prepared the night before.Stock the fridge with healthy snacks you can grab quickly.Plan all meals a week or month in advance and shop accordingly.Schedule exercise and meals into your daily plan.

I can take this same "small steps" approach to the new technique or task Iwant to incorporate. Once I've got my steps, I need to be very specificabout when and how often I will use this new technique. If I think "I'll usethis on a project this year," it will probably never happen. But, if I say "Iwill use this technique in the eLearning course I'm developing for thecredit card servicing project," I've got a specific goal in mind. Beingspecific implies a commitment to the goal. There's so much great information coming to us from multiple resources. Don't let it all go to waste. Pick something and put it to use!

Does Your Employer Participate in

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Employee Learning Week?Submitted by: Ralph Wojcinski

Employee Learning Week (ELW) is an awareness campaign highlightingthe important connection between learning and achieving organizationalresults. Originating from the ATD National organization, EmployeeLearning Week has taken roots in organizations across the country. Employers are encouraged to set aside time during ELW to support theiremployees with various learning sessions. These sessions are intended tohelp inform and develop employees and, in turn, the business. This year, December 1 - 5 is designated as Employee Learning Week.Check with your employer to see if plans are being made to celebrate theweek of learning. If your training/learning department or HumanResources groups haven't heard of it, this is your opportunity to be apioneer in your organization! Here are some things you can do to coordinate ELW sessions at yourorganization:

1. Start by collecting ideas for topics. Learning sessions can be onlineusing a web collaboration tool, or in a classroom or conferenceroom. Sessions can be any length appropriate to communicate thesubject matter.

2. Talk with those in your organization who are facilitators and/orinstructors; find willing participants.

3. Assemble a recommendation, and present your ideas to theleader(s) who can become your champion(s).

4. After gaining their approval and support, start planning an agendafor ELW, identifying the session topics and titles, times, andlocations.

5. Promote the week through your organization's newsletter, intranet,or e-mail blast.

6. Author a short intro to be read by facilitators at the start of eachsession, which includes the reason for hosting ELW and the goal ofdeveloping employees. If your schedule permits, you can be theperson who delivers the introduction.

There you have it! You just established ELW in your organization!

Social Media andTalent Development

Submitted by: Kim Whiteside

The shift from ASTD to ATD has me thinking more and more about talentdevelopment, especially best practices and emerging strategies in talentdevelopment. Social media platforms are quickly becoming tools of choicewhen it comes to learning, knowledge, and talent management.

Blogs, podcasts, Twitter, Google+, LinkedIn, Facebook, Pinterest, andothers have the potential to communicate information almost

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instantaneously and receive feedback on user impact just as quickly. Hereare 11 ways you can use social media (SM) to develop talent at yourorganization:

1. Build a business case for integrating SM into talent development.2. Identify SMEs and encourage them to share their expertise,

successes, and lessons learned via SM.3. Share instructional information via SM that staff can use right

away.4. Create Communities of Practice on SM platforms for key

performance indicators in your organization.5. Take a page from ATD National's playbook and communicate SOS

presentations via SM.6. Encourage user-generated SM content.7. Use SM for on-demand learning.8. Add collaboration via SM to project management processes.9. Create a Pinterest board dedicated to talent development.

10. Schedule a Google+ Hangout event to discuss critical successfactors within your organization.

11. Create a Twitter hashtag specifically for talent managementdiscussions at your organization.

As your Director of Social Media, I encourage you to use the ASTDNebraska social media platforms (Linkedin, Facebook, Twitter, Google+,and Pinterest) to discover what others are doing in the areas of training,learning management, and talent development. In addition, "hit us up" viasocial media to share your successes at using social medial as learningand development tools.

Request for Feedback andSuggestions for Newsletter ContentASTD Nebraska is always looking for ideas for articles or other content. Ifyou are currently receiving the newsletter, wewould like to know what you think. How are wedoing so far? Do you find the informationuseful? Do you have any suggestions for futureeditions of the newsletter? If you have articles or ideas and would like tosubmit them for consideration, please send them and/or your feedbackto DirectorCommunications@ASTDNebraska.org.

New and Renewing Members

Melanie Caster, PayPalRhonda Derby, Lincoln Financial GroupTamara Dowling, Lincoln Financial GroupAllyson Durnal, Farm Credit Services of AmericaSherry Havranek, Lincoln Financial GroupKelli Hinshaw, AvantasAbbey Howard, Kiewit CorporationPatricia Johnson, PayPalShanika McPhaull, Mutual of OmahaElizabeth Messel, AFLAC

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Tamala Miller, AFLACStefanie Patterson, Applied Underwriters Inc.Angie Pohlman, AvantasBrandon Raddish, Bellevue UniversityRebecca Rogers, MosaicScott Sare, Valmont IndustriesRobyn Schroeder, Mutual of OmahaPatti Schutte, No Tears LearningCherlyn Wilson, Creighton University

Calendar of Events

Creating a Culture of Coaching Within Your OrganizationDay: Wednesday, September 10Time: 7:30 a.m. - 11:00 a.m.Location: Scott Conference Center, 6450 Pine Street, Omaha, Nebraska

ASTD-Lincoln and Southeast Community College Present: MidwestVideo Summit for Learning with Top-Selling Author andInternational Presenter Jonathan HallsDay: Tuesday, September 9 - Wednesday, September 10, 2014Time: 8:00 a.m. - 5:00 p.m.Location: Room 303, Southeast Community College Continuing EducationCenter, 301 S. 68th St. Place, Lincoln, NE 68510

ASTD-Lincoln Presents: Truly Transformative LearningDay: Thursday, September 11, 2014Time: 7:15 a.m. - 9:00 a.m.Location: Room 302, Southeast Community College Continuing EducationCenter, 301 S. 68th St. Place, Lincoln, NE 68510

ASTD Nebraska Board MeetingDay: Friday, September 19, 2014Time: 7:30 a.m. - 9:00 a.m.Location: Security National Bank, 1120 S. 101st Street, Omaha, Nebraska

ASTD NebraskaP.O. Box 85793Lincoln, Nebraska 68501

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(402) 850-6710contactus@astdnebraska.orgcontactus@astdnebraska.org

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