News (Blog)

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.

  • Mon, November 09, 2015 11:47 AM | Susan Klick

    Great SIG meeting on 11/6 about this topic and a couple of helpful resources were shared:

    Hope to see you at a future event!
  • Mon, November 02, 2015 2:41 PM | Robert Peter II (Administrator)

    Please review the following meeting minutes.  If you have any questions regarding the information please let us know.  If you are interested in becoming part of our volunteer team, contact a current BOD member to discuss your interest.  Thank you.

    ·         Recruiting for new VP of Technology to manage website and support social media initiatives
    ·         Chapter Sponsor membership registration and payment option will include company name and general email
    ·         CARE Plan will be initiated by Julie (ATD Chapter Affiliation Requirements (CARE) are a set of performance guidelines designed to help chapters deliver consistent benefits to members. CARE consists of elements in five key areas that are necessary for running a chapter like a business: administration, financial, membership, professional development, and communication)
    ·         ROCATD membership restructuring plan recommended and confirmed by BOD to include the packaging professional development programs and SIGS with local membership dues, group memberships will be converted to Sponsorship programs that include multiple members, effective January 2016
    ·         ROCATD SIGs (special interest groups)
    o   November and December SIG group meetings
    o   BOD will develop a SIG agreement that outlines leader responsibilities (coordination, administration and reporting)
    o   Reinforce local chapter membership of all SIG participants following initial meeting
    o   Meet with Jenifer to discuss current Corporate L&D SIG and see if there is member volunteer interested in re-engaging the OD SIG
    o   Addition of Healthcare and Higher Education Learning & Development SIGS in 2016
    ·         Chapter Communication Plan
    o   Structured to ensure accurate, timely and clear communication of chapter programs as well as SIG events
    o   Plan will include pre and post membership/participant communication
    o   Align and link ROCATD email, blog and social media resources
    ·         Professional Development
    o   National Employee Learning Week, December 7-11
    o   December 9th Program Event: Learning Management Systems
    o   January 2016 – A New Year Celebration, Special Event
    o   2016 PD Program Calendar and Special Events – dates/topics to members by mid-December
    o   Spring All Member Event to be scheduled for April/May 2016
    ·         Welcome Michelle Campanella to our BOD, position TBD and announced by next BOD meeting
    ·         Reviewed ROATD goals and planning areas for strategic meeting to be scheduled in December
    ·         Next BOD meeting TBD


  • Tue, May 12, 2015 12:02 PM | Susan Klick

    If you are an Instructional Designer - or want to be - Wegmans just asked us to post an open position to our site. Check out the Jobs section today!

  • Fri, April 24, 2015 12:17 PM | Robert Peter II (Administrator)

    What you missed...one of the best locally delivered programs that I have been to in a while, thank you Michelle - Bob.

    “What's New in Training Effectiveness - How Does Your Current Learning & Development Stack Up?” April 15th program.

    Here is the focus of today’s presentation:

    • Management priority should focus on the process, people, and structure (in order) 
      • The process should be logical & repeatable
    • Lack of Learning Transfer
    • Breakthrough Learning
      • Common language
      • Learning aligned with goals
      • Becomes strategic
      • Needs top down support & reinforcement
      • Training needs to be an experience; not a single event
    • Six Disciplines of Breakthrough Learning
      • Define (objective)
      • Design 
      • Deliver
      • Drive
      • Deploy
      • Document (the results)
    • How to Turn Training & Development into Business Results

    In closing, we were left with “The best way to predict the future is to create it”.  Peter Drucker

    Note: Each of these highlights were discussed in much greater detail

    Presenter: Michelle M. Campanella, Director of Operations – Client Success Team, AXIOM Sales Force Development. 

    --Thank you Joyce Schmidt for providing the program summary.



    What you don't want to miss...All Member Meeting - Neuroscience Research - What We Need To Know About Its Impacts on Learning & Development

    • 21 May 2015
    • 5:30 PM - 7:30 PM
    • Holiday Inn Brooks Avenue, Rochester

    Registration: http://gvastd.org/event-1886032/Registration



    Sophisticated brain-imaging tools allow researchers to study the brain and revolutionize the understanding of how we learn. As a result, today we know more about learning than ever before, which provides great opportunities for training and development professionals to harness new insights and apply this new knowledge to advance the field.

    Neuroscience can be complicated and over-simplification can easily lead to misleading neuromyths. It’s well worth L&D practitioners delving deeper into neuroscience by attending this event which elaborates on neuroscience in the context of L&D.

    Our presenter:


    Rachel Wu, Assistant Professor at the University of California Riverside, www.rachelwu.com.

    Rachel Wu is a postdoctoral fellow in Brain and Cognitive Sciences at University of Rochester and received her diploma in Fine Art and Design in London. She has had many exhibitions worldwide, and her paintings were recently displayed at the URMC Miner Library in a solo exhibition. Rachel's researchat the University of Rochester’sBabylab uses brain activity (EEG) and behavior (eye-tracking, manual responses) to investigate how we learn from infancy to older adulthood. Her latest study teaches older adults how to learn like infants (via painting) to promote healthy cognitive aging.


  • Sun, April 12, 2015 4:53 PM | Susan Klick

    If you make a purchase from ATD, (formally ASTD), look for the "ChiP/International Partner" drop-down menu when you check out, select the Genesee Valley chapter in NYS, and part of your payment will be sent to us. 

    Thank you in advance!

  • Tue, September 30, 2014 8:44 AM | Robert Peter II (Administrator)

    Laurie Allan facilitated a great learning and development session on September 25th at the University of Rochester Facilities Learning Center (Michelle Lewis, thank you for hosting).  There were eleven participants whose experience ranged from fairly new to training to seasoned training professionals.  


    The session incoroporated learning activies focused on engaging adult learners with an emphasis on practice and reflection.  Areas covered included:

    • Ice breakers
    • Adult Learning Principles
    • Ground rules
    • Training, Learning and Development
    • Task & Process
    • Metaflow (learning process)
    • Learning activities
    • Best practices in rapid engagement
    • Five Levels of Human Energy
    Participants brought a current training program/module that they are working on with them to the session and applied their new learnings working in small groups.  This resulted in improved learning processes focused on learner engagement and retention.

    If you'd like more informaiton about this program/topic, please contact Laurie Allan @ http://www.laurieallanassociates.com/.  If you'd like this program to be offered in our 2015 GVASTD calander year, please send us an email with your interest.

  • Sat, April 05, 2014 11:41 AM | Deleted user

    Conscious Capitalism and Firms of EndearmentBy:  Roberta Favitta and David Bullock

    On March 26, the community was treated to an introduction to Conscious Capitalism at the GV ASTD Chapter Meeting. Tom Brady, Founder of the Rochester Chapter of Conscious Capitalism, gave the keynote address. His segment was followed by a panel discussion where Tom was joined by Patty Kaminski of Wegmans Food Markets, and Jim Nortz, and international expert on ethics and compliance. Here is a summary from the meeting.

    Why Care? Why Now? Can we get there? Is there light at the end of this tunnel?

    This is how the meeting started, which brought to light the essence of Conscious Capitalism is… it’s a business culture that believes that life and business should hold a deep meaning and profound purpose. It isn’t about the bottom line but about the way we get there which is through cultural empathy.

    92% of millennials believe that business should be measured by more than just profit and should focus on a societal purpose.

    The movement for Conscious Capitalism has been increasing by leaps and bounds which is refreshing in this age of greed and immediate gratification. It speaks to the value starting with the employee. When the employee feels valued in the organization, everything else rolls much smoother.

    Engagement improves as well as the impact of trust on the business.

    Management can manage bottom up (conscious) or top down (dictate). The goal is to satisfy growth needs of the company through the employee. This “reflection of leadership” value will filter up to the management team and impact the organization positively rather than negatively. The companies who have realized this have been listed in “Firms of Endearment” .

    In 2007, Wegmans was one of 31 companies in the Firms of Endearment. Today there are over 70. This is a huge kudos to the realization that the success of an organization starts with its’ people. These companies believe that by spending 80-90% of their time developing their people. A high engagement level will reduce turnover which can lead to higher wages which ultimately will improve the bottom line faster than anything else they may do.

    • Highly engaged employees identify with the company.
    • They care passionately about the future of the company.
    • They bring passion and purpose to their work.
    • They are willing to invest their discretionary effort to make the company a success. (WANT to…not HAVE to)
    • They want the company to do the right thing.
    • They want to feel pride in the way the company behaves.
    Today is the day of Conscious (the act of being aware with a purpose) Capitalism (of the impact of the conscious activities in a company to its probability of success and growth). It boils down to a single equation: Trust = Relationship x Time.

  • Fri, October 18, 2013 11:17 AM | Jim Darby

    GV ASTD sends a special shout-out to several chapter members for their roles in helping ESL Federal Credit Union earn an ASTD BEST Award for the third time in four years. The national ASTD organization ranked ESL No. 21 in its 2013 awards competition for excellence in employee learning and development.

    Six chapter members comprise ESL’s award-winning Learning & Development organization:

    Kelli Loveless, President, GV ASTD, CPLP®
    Julie Demo, President-Elect, GV ASTD, CPLP®
    Yvette Charleton, CPLP®
    Jim Darby, Marketing and Communications Team, GV ASTD, CPLP®
    Alexis McLaughlin
    Mary Polle,
    CPLP®

    ESL was among 28 companies from the U.S., Canada, India, Taiwan, and Turkey honored at a ceremony October 1 in Washington, D.C. (View ASTD’s press release.) Equally impressive, ESL is among 13 companies on the list who have earned this prestigious international award three times or more. As part of the recognition, ESL is profiled in the October 2013 issue of T+D magazine along with the other award recipients.

    “We’re honored to earn a place on this distinguished list once again,” says Kelli, who manages the learning function at ESL in addition to her leadership role for GV ASTD. “The BEST award acknowledges ESL’s commitment to investing in the training and development of our people,” Kelli says. “It also affirms the tremendous professionalism, dedication, and skill of our learning team.”

    Widely regarded as the training industry’s most coveted recognition, the 11th annual ASTD BEST Awards honors organizations that demonstrate excellence in workplace learning and development across their enterprise.

    This year, 70 organizations from nine countries submitted information about their learning and development practices and programs. Their applications were assessed by members of the BEST Awards advisory committee through a rigorous blind review process. ASTD scrutinizes the investment a company makes in its learning function and in the solutions it uses to create an engaging learning environment that drives performance excellence.

    In addition to garnering this impressive award, ESL also will receive valuable benchmarking data from other award-winning companies. ESL’s Learning & Development team will use this data to compare our strategy and activities with the best practices of some of the world’s finest organizations.

  • Wed, September 25, 2013 9:15 PM | Suzanne Choma

    By Christine Herrman, MS, PHR

    “Measuring Strategic, Visible and Costly Programs” was the focus of GV ASTD’s September 12 meeting, which took place in Bad Fish Consulting’s conference space at the Village Gate. TJ Kupchick from Chicago based Knowledge Advisors delivered the presentation via webinar, while Bob Peters provided the technical interface and facilitated questions and discussion with the live audience in the conference room.

    KnowledgeAdvisors is a leader in learning and talent analytics. Metrics that Matter is a learning analytics system offered by KnowledgeAdvisors which helps organizations measure and improve talent development.

    At the beginning of the webinar, TJ gave us staggering figures showing that an exorbitant amount of money is wasted each year on “scrap learning” – learning that is not able to be applied on the job.

     KnowledgeAdvisors suggests asking two questions when evaluating learning to ensure it is not “scrap”:

    1.  Does the training lead to increased performance? and
    2.  Can we improve the training experience?
    By collecting and analyzing data that answers those questions, organizations can cut or improve programs that aren’t providing an impact.

    TJ discussed the five level learning evaluation framework familiar to most learning and development professionals:

    • Level 0 – Activity, Cost
    • Level 1 – Satisfaction with Learning
    • Level 2 – Learning Effectiveness
    • Level 3 – Job Impact
    • Level 4 – Business Results
    • Level 5 – Return On Investment (ROI)

    Research shows that Levels 0, 1 and 2 are not considered important to senior management; the most important data to senior management regarding learning are Levels 3 through 5. Most organizations do not have the right systems in place to evaluate this data. Surveys can only go so far – we have to find ways to measure results on the job and in the overall business.

    We can begin moving in the right direction by asking Levels 3 through 5 questions on our surveys to turn “smile sheets” into “smart sheets”. Some examples are:

    • Level 3: What percentage of new knowledge and skills learned from this training do you estimate will directly apply to your job?
    • Level 4: This training will have a significant impact on which of the following: increasing quality, increasing productivity, increasing employee satisfaction, decreasing costs, increasing sales, increasing customer satisfaction?
    • Level 5: What about this class was most useful to you? Provide a tangible example of how you will apply it.

    As a group we discussed the need for follow-up two, three, four months down the road. A question to follow up with would be “Were you able to apply your learning within the first six weeks – why or why not?” One of our colleagues suggested following her model in using a “learning log” in each module, which would ask learners to identify the most memorable and valuable items they had gleaned from that session.

    We talked about the lack of support from management in application of learning and the follow-up, and how important the manager is in this process. One case study TJ shared with the group to help with this is to follow the model of Prep Up, Step Up, Follow Up. Managers should build understanding of expectations and create goals with learners before the learning event, as well as follow up on these with the learners in order to achieve tangible results. Creating accountability around learning impact is paramount. Some tools from this case study were a pre-training impact plan completed with manager/learner, followed with a discussion forum to encourage ongoing interaction with manager/learner and then an application opportunity identification worksheet completed with manager/learner as follow-up.

    One of the key takeaways from this discussion to me was that measurement doesn’t begin after training – there has to be an evaluation plan, just as much as there has to be an implementation plan for the learning. If you don’t know how you’re going to measure what you’re trying to improve, then how will you know if improvement has been made? What’s the point?

    Thank you to Christine Herrman for writing up this program summary. Christine is a Learning Specialist at ABVI and Goodwill of the Finger Lakes.

    Thank you to Badfish Consulting for for allowing us to use its very cool meeting space at the Village Gate.

  • Fri, June 28, 2013 3:54 PM | Suzanne Choma

    We are pleased to announce our 2013-2014 GV ASTD Board of Directors:

    Kelli Loveless, President
    Julie Demo, President-Elect
    Suzanne Choma, Immediate Past President
    Jen Beldue, Vice President, Membership
    Bob Peter, Vice President, Professional Development
    Chrystie Barker, Vice President, Marketing and Communications
    Phil Minarik, Vice President, Finance
    Tom Stone, Vice President, Technology and Social Media
    Bob Whipple, Vice President, Special Events and National Liaison

    GV ASTD board member terms are one year, running from July to June. Board elections are held in June to approve returning board members and elect new leaders to open positions. GV ASTD board members must be members in good standing. GV ASTD board positions are professional volunteer commitments. There are no paid staff members.

    Thank you to the GV ASTD members who participated in this year's elections.  Based on the results of our survey, 29% of our membership voted with a 100% approval rating.

    The Board would also like to welcome Fred Dewey as our Chair of Sponsorships and Special Projects.  Fred is a retired CEO and serial entrepreneur, who now focuses his full-time energy on teaching people how to be more effective and happy at work. He is a Partner at G-Force, which delivers the Emotional Intelligence AT WORK™ program to professionals who want to boost their personal and team productivity by learning how to stay focused on goals and objectives, while avoiding the emotional hijackings that are so common in the work place.  He has produced more than a hundred personal and professional growth seminars, and worked with thousands of people, giving them the ability to be much more in charge of themselves and their results. Fred will be working with the leadership team.

    We look forward to an exciting new year!
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