ROC ATD currently is using this blog to provide news and other information to ROC ATD members and others visiting this website. For information on our upcoming programs, please visit the events calendar.

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  • Fri, June 11, 2021 12:33 PM | Nancy Curtis (Administrator)

    Hello, fellow ROC ATD members!  The most recent BOD minutes are posted on the private page.


    ROC ATD Board Secretary

  • Tue, May 18, 2021 8:09 AM | Nancy Curtis (Administrator)

    Hello, fellow ROC ATD members!  The most recent BOD minutes are posted on the private page.


    ROC ATD Board Secretary

  • Tue, May 11, 2021 5:26 PM | Nancy Curtis (Administrator)

    Hello, fellow ROC ATD members!  The April 2021 BOD minutes are posted on the private page.

  • Tue, April 06, 2021 4:18 PM | Robert Peter (Administrator)

    Local group of several diversity, equity and inclusion professionals is looking for a volunteer to support the lead training professional and the rest of the group in developing a curriculum for an upcoming workforce readiness training program. 

    This role is unpaid and is a great opportunity for someone with at least 1 year of experience in workforce training and/or combination of education and experience.  Prior experience with diversity, equity, and inclusion programs is preferred. 

    Group members work on tasks separately and come together virtually biweekly or as needed to share progress updates and move the project forward.  For more information or to indicate interest in this role, please contact and/or

  • Fri, March 12, 2021 1:51 PM | Nancy Curtis (Administrator)

    Hello, fellow ROC ATD members!  The March 2021 BOD minutes  are posted on the private page.

  • Mon, February 15, 2021 9:00 AM | Nancy Curtis (Administrator)

    Hello, fellow ROC ATD members!  The February 2021 BOD minutes  are posted on the private page.

  • Tue, January 19, 2021 8:55 AM | Nancy Curtis (Administrator)

    Hello, fellow ROC ATD members!  The January 2021 BOD minutes along with minutes from 2020 and prior are posted on the private page.


    Nancy Curtis

    Secretary, ROC ATD Board of Directors

  • Tue, November 10, 2020 1:29 PM | Robert Peter (Administrator)

    Thanks for a great zoom session.

    Some of the best practices that we shared:

    To address the challenge of split groups (virtual/live)

    • Use Reaction Icons during session (be sure that you show participants how to use them at the beginning of the session)
    • Encourage all participants to have laptop/phone and be logged-into session, use CHAT to keep everyone engaged
    • Don't go it alone, have a producer, chat monitor, or meeting admin work with you (facilitator) to help with information flow and interactive elements - this can be someone on your team or your client's team
    • Place all virtual participants in their own break-out room and allow for others to visit them there (controls in-person session distractions)
    • Utilize peer coaching by having partners share phone numbers and complete activities together during the session

    To address the challenges of break-out groups:

    • Consider whether visiting the breakouts is beneficial to the flow or a distraction, plus you need to re-share sound and reset other options once you leave the main room as the facilitator
    • How much time in the break-outs is the right amount?  Consider 3 of participants and activity/goal of the breakout.  Also, provide clear expectations around groups, timing, and recall
    • Upon return of break--out groups to main room, keep break-out groups window open with video window so you can call on participants and scroll feeds
    • Consider pre-assigning a group lead to help facilitate the break-out activities as well as report on results
    Article-based discussion points:
    • Best amount of time for virtual training, depends on session, content, and audience
    • 1.5hr -4hr blocks seemed to be consensus ensuring "bridge" activities between training sessions/modules
    • Run a pilot prior to sessions, start early to check all technology and equipment, remember to start recording(s) if applicable
    • Know the technology and equipment you are using (don't experiment during the session)
    • Run dual monitors, one as facilitator other as cohost or participant depending on your goals
    • 90/20/4 rule, most content to max of 20min with participant re-engagement every 4min.
    • Re-engagement tools:
      • Chat
      • Survey/Polls (limit for most effective uses - gaging experience, comparative among participants, direction/focus/priority)
      • Whiteboard (interactive, review how to access and the tools prior to use with participants)
      • Questions and response via text, share your number with your trainees
      • Reactions
      • Videos (ensure applicable, best a combo of expertise with graphical context vs. just another speaker speaking)
      • Break-out groups (ensure clear instructions for activities and desired outcomes)

    Articles we discussed: a Training Magazine Sep/Oct article, The Virtual Trainer (Part 1) p40.

  • Thu, September 10, 2020 9:16 AM | Robert Peter (Administrator)

    Zoom meeting September 9, 2020

    This was an opportunity to discuss consulting challenges, what has been working, and thoughts on sustaining and growing business moving into 2021.  

    Three articles to review.

  • Tue, August 11, 2020 3:55 PM | Robert Peter (Administrator)

    Lindsey joined us for our ROCATD Consultant's CoP on Aug 11th and requested she share this information with our network (Bob P.).

    Lindsey E.

    I recently registered for Training Industry's Certified Professional in Training Management (CPTM) program. This program is focused on the training manager role, with an emphasis on building training programs that align with business needs. The program has three steps: approximately 50 hours of online content, a four-day live practicum, and an exam, together estimated to take about 2-3 months to complete.

    As a current Training Manager, I had my eye on this for a bit. My formal educational background is in teaching secondary education and now I've been in the corporate environment for nearly nine years. With recent changes to my team structure increasing our reach within the organization, I wanted to build on my Bachelor's in Secondary Education, Masters in Management and experience in training software to customers, taking the next step in managing a training department at the organizational level. And as a passionate L&D professional, I'm always eager to learn more and build my portfolio.

    The relaxed social obligation calendar, thanks to a global pandemic, created an opportune time to place energy in personal and professional development. Having reviewed a few programs, I settled on the CPTM for the specificity on training management, as well as the open eligibility requirements. I'm about half way into the online content and I'm really enjoying it. It's placing definition and reasoning behind things I already felt and filling the gaps on what I didn't previously understand or recognize.

    Here is the link for more information:



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