• May 11, 2016 6:02 PM | Andy Marris, CPLP (Administrator)

    From Dr. Ken Phillips, CPLP (CEO of Phillips Consulting and May 20th SEWI-ATD guest speaker):

    Imagine the possibilities if you could know at the conclusion of a learning program which learners are most and least likely to apply what they learned back on the job.

    …Or, imagine if you had data indicating which managers did a good and poor job of supporting the learning they sent their employees to attend.

    …Or, imagine if you had an objective way to compare the overall quality of one learning program with another so that you could revise or eliminate those programs that aren’t delivering value. 

    Now all this and more is possible using Predictive Learning Analytics™ (PLA).

    PLA is a revolutionary new way to apply data based decision-making to learning. The PLA methodology doesn’t replace traditional measurement and evaluation of learning, but rather builds upon it and provides two new exciting possibilities:

    1) it focuses on individual learners and not on programs or cohorts; and
    2) it focuses on predicting future behaviors or actions and not on documenting what has already happened. 

    These two differences make Predictive Learning Analytics™ a game-changer, enabling L&D professionals to proactively and strategically increase training transfer while at the same time increasing their personal credibility with the business executive stakeholders they support. 

    If you would like to learn more about Predictive Learning Analytics™ and how it can add value in your organization, come join me and your fellow Southeastern Wisconsin ATD Chapter members on Friday, May 20 to learn about the new tools and new rules for improving training transfer through the use of Predictive Learning Analytics™. 

  • May 09, 2016 12:38 PM | Andy Marris, CPLP (Administrator)

    Have you heard the term, "scrap learning?" It's a problem that occurs far too often within the L&D profession. Scrap learning is when people attend training, but don't apply what they learned. In this insightful post, Dr. Ken Phillips, CPLP and our upcoming speaker, shows us how to get learning to not only stick, but to transform behavior and produce results.

    Want to learn more? Join us May 20, as Dr. Phillips speaks on this problem.

  • May 05, 2016 7:59 AM | Andy Marris, CPLP (Administrator)

    Many Learning and Development Professionals are struggling to keep up with the current trends in predictive analytics in business, and yet they can play a pivotal role in talent development. This article by Ryann K. Ellis demonstrates the advantages of using analytics in learning.

  • May 04, 2016 9:04 PM | Andy Marris, CPLP (Administrator)
    One of the major goals of this blog is to keep you abreast of the latest learning technologies, and to create awareness of what is coming in the future. On September 22, 2016, SEWI-ATD will hold its 2016 Annual Event, and this year it will be:

    The Future...How Will You and Your Organization Remain Relevant?

    Classroom Augmented Reality, Emerging Educational Technologies, Wearables and Beyond!

    The event will be held at the majestic Schlitz Audubon Nature Center in Milwaukee, so block off your calendar now so you can attend this incredible event.

  • May 03, 2016 1:28 PM | Andy Marris, CPLP (Administrator)

    At the Southeastern Wisconsin Chapter of ATD, our combined vision and mission is to "Partner with individuals and organizations we serve to develop highly skilled and talented professionals" in the SEWI workforce. That especially applies to great Learning and Development Professionals like you. As the current VP of Communications for our chapter, I can think of no better way to do this than to develop a "must read" resource for you to stay current, and sift through all the noise.

    Meet the SEWI-ATD Blog. We will work to bring you the best in talent and development research and enrichment, so that you can consider this blog a one-stop-repository to keep you abreast of what's current and what's next.

    In the past, we've posted great information here casually to keep you informed, but going forward, we are committing to you to make this blog the go-to resource for you in the talent development field. Please take a moment to look back at the excellent content that we've already posted in the past, but make sure to check-in frequently to see the awesome content this blog will now provide on an ongoing and continual basis. Please tell us how we're doing as a blog, a website, and most importantly a chapter to help make you the best at what you do

    Thanks for reading!

    Andy Marris

    P.S. If you're interested in blogging compelling information here, please don't hesitate to contact me at communications@sewi-atd.com.

  • April 28, 2016 8:54 AM | Andy Marris, CPLP (Administrator)

    Change is hard. Especially when one feels that one's credibility or competence will be challenged by the change. Yet every organization is looking for innovation. "Encouraged change." This article by Dorothy Leonard offers some unique perspectives on how fresh eyes, not just new ones and she explains the difference, can lead to innovations in the workplace (such as the space exploration team at NASA).

  • April 12, 2016 3:24 PM | Andy Marris, CPLP (Administrator)

    Doing more with less has been a mantra of organizations for better than a decade now. In fact, on April 22, SEWI-ATD will be offering an event on lean learning. Getting the right competencies in place to ensure your people are as effective as they can be in this environment is critical. This piece by Jim Graber is a great place to start.

  • April 07, 2016 1:20 PM | Andy Marris, CPLP (Administrator)

    If you are a Talent Development professional with five years or more in the industry, you have a wealth of experience. Are you recognized for what you know and do to improve workplace performance and drive productivity?

    The CPLP® (Certified Professional in Learning and Performance®) credential tells the world you are the best in the field. You know how to analyze an organization’s needs and design learning programs that have a positive impact on the bottom line. You not only know it; you have demonstrated it in your organization.

    The CPLP® credential gives you a competitive advantage in the marketplace, increases your earning potential, and differentiates you from your peers. Global organizations across a wide spectrum of industries seek CPLP® professionals. This includes Hilton Hotels, Allstate, Coca-Cola, Ralph Lauren, Walmart, and Whole Foods to name a few.

    Are you interested in learning more? Would you like to join a study group to prepare for the exam or Skills Assessment? SEWI-ATD offers free informational webinars and hosts study groups. Our chapter CPLP® professionals are here to support you on your journey.

    To earn the CPLP® credential, you must have five years of talent development experience. Next, you take an exam that covers talent development’s 10 Areas of Expertise. After passing the exam, you complete a Skills Assessment Exam, where you apply what you know to business cases in your specific area of expertise (e.g., Instructional Design, Change Management, Learning Technologies, etc.).

    **This blog post was authored by Marilyn Zwissler, 2016 Past-President of SEWI-ATD, and a credentialized CPLP.

  • March 23, 2016 10:18 AM | Andy Marris, CPLP (Administrator)

    How often have you heard or maybe said yourself that talent development deserves a seat at the senior team table? CLO Magazine is named after the concept of a Chief Learning Officer, yet they are often few and far between. As learning professionals, we need to not only know our business, but the business that we serve. In essence, get out of training and into the business you're training for, making them better at what they are in business to do. This article from Sara Fister Gale brings this concept home.

  • March 15, 2016 1:15 PM | Andy Marris, CPLP (Administrator)
    With organizations spending so much money on training their people (and let's face it, that money is going to many of us), how can we ensure that knowledge  gained isn't knowledge lost? How do we get the participants to actually apply what they've learned? This Art Kohn article is an excellent read, as it speaks to boosting both retention and application.
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