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On March 24, 2006, CIASTD welcomes Carrie Van Daele of Van Daele & Associates. Her presentation, “Learn How to Capture Your Human Capital—Businesses Who Can Harness Employee Knowledge Will Survive,” will address how we as training professionals are managing organizational knowledge.

“Do you have a plan in place to retain Human Capital over time?”
“Is your Human Capital effectively protected and leveraged?”
“Is your business structured to optimize Human Capital?”

The next wave of economic growth is going to come from knowledge-based businesses – those with the intellectual capital to enable them to make smart products and services. No matter what type of business it is- manufacturing, retail, service- it will be necessary to manage the knowledge of that company’s personnel to achieve economic growth. Companies that create infrastructures to promote innovation and continual learning will flourish. Those that do not will struggle to stay in business.

As a result of attending this workshop, you will learn:

To learn about how knowledge is captured and moved around at your company.
To learn about your responsibility for knowledge at your company.
To learn about how you would react if 21.3% of your work force retired today.
To learn how to cultivate, develop and retain the knowledge at your company.
To learn how to protect and leverage the knowledge at your company

Time: 8:00 - 8:30 a.m. - Registration
8:30 - 11:00 a.m. – Program

Location: Marrott Apartments
Meridian and Fall Creek

Register Now!

Friday, March 24, 2006 8:30 a.m. to 11:00 a.m.
Topic:	Learn How To Capture Your Human Capital—Businesses Who Can Harness Employee Knowledge Will Survive
Speaker:	Speaker: Carrie Van Daele Van Daele & Associates
Agenda:	8:00 - 8:30 a.m. - Registration 8:30 - 11:00 a.m. - Program
Location:	Marrott Apartments Meridian and Fall Creek
Cost:	CIASTD Member - $25 Non- Member - $35 Student - $15

Register Now!

Save the Date for our April Meeting:

Speaker: Andy McGuire, Manager
Learning Methods and Technologies
Roche Diagnostics

Presentation Summary
Presentation title: What is the real cost of training?

Please select one of the following areas of expertise you are prosing to present on (single selection).
Note: The program’s committee will be selecting only one presentation from each area of expertise. You may propose in more than one topic area.

Designing Learning
Delivering Training
Facilitating Organizational Change
Coaching
Career Planning & Talent Management
Improving Human Performance
Measuring & Evaluating
Managing the Learning Function
Managing Organizational Knowledge

Which of the following competencies do you plan to highlight in this presentation (multiple selection)?

Building Trust
Communicating Effectively
Influencing Stakeholders
Leveraging Diversity
Networking & Partnering
Demonstrating Adaptability
Modeling Personal Development
Analyzing Needs & Proposing Solutions
Applying Business Acumen
Driving Results
Planning & Implementing Assignments
Thinking Strategically

This presentation will cover:

how to determine the true and total cost of training initiatives,
how and when to use the information, and
a demonstration of a training cost analysis tool.

After attending this session you will be able to:

State the value of doing a complete and thorough training cost analysis
Describe a training cost analysis process
Compare cost for different delivery methods

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February Meeting

The February CIASTD meeting was a lot of fun! And well it should have been, because the meeting featured Ed Scannell, CSP author of Games Trainers Play.

After a quick review of some basic laws of adult learning, Ed identified a “learning organization” and how easily you can develop one in your own institution. With that foundation, he addressed several ways to “set the stage” and show the importance of climate setting.

The entire presentation was interactive and engaging. Ed had the audience play “games” in all of the areas of his presentation. The time went by quickly, the participants enjoyed themselves, and they learned!

Learning Outcomes:

Four basic laws of adult learning
The precepts of “andragogy” vs. “pedagogy” in working with adults
The basic ingredients of a “learning organization”
Six ways to strong openings and closings
Twenty six parts of the “Trainers Alphabet”
To have fun in so doing!

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Member Profile

Dr. Craig Overmyer
Written by Elizabeth Rubens, Facilitator Staff

This month’s profile features Dr. Craig Overmyer, director of coaching for the Canterbury Financial Group; a principle in the firm Business Inside Out (B.I.O.); and a member of the National Speakers Association.

Dr. Overmyer has been training business for over 30 years. He earned a bachelor’s degree from Ball State University and doctoral degree from the Christian Theological Seminary. Until 1999 he practiced as a pastoral counselor at the St. Vincent Hospital Stress Center. Since that time his firm, Business Inside Out (B.I.O.), has provided training, coaching, and motivational speeches for employees, middle managers, and senior-level executives who are interested in improving team development and leadership potential. Using the process of RealTime CoachingTM developed by Ron Ernst, Dr. Overmyer helps organizations to improve their human capital by empowering leadership qualities in all of their employees. In addition to the process of RealTime Coaching, he mentioned that in his work with team development he often uses the Belbin assessment instruments to identify specific team roles and help organizations develop these roles in an effective manner. He also uses a suite of tools entitled Hallmarks of Excellence in LeadershipTM as instruments for leadership development. These instruments analyze individual leadership traits and benchmark them against traits found in those who are thought to be highly effective leaders. His clients have ranged from large companies such as Microsoft, Allison Transmission, and Eli Lilly to smaller companies such as Milestone Construction.

For the last two years he has also worked with the Canterbury Financial Group portfolio management team, coaching clients who are nearing retirement (or experiencing other transitions in their lives) to create a dynamic vision for their future and maximize their personal wealth. In this role he works primarily with high net worth individuals who are also seeking to improve their leadership roles with respect to philanthropic interests. He has recently written the forward to Never Too Old to Rock and Roll: Life After 50-The Best Years Yet, a book that challenges clients to imagine their retirement years as a time when they can live with great vision, abundance, and health. He has also been a contributing author in the book Dynamic Health and a co-author of Success is a Decision of the Mind.

In answer to my question about the greatest challenge we face in the workplace today, he wrote:
“ The workplace can be full of stress. However, it is better to manage the health energy, than managing stress. Be pro-active in having work-life balance and discover how to be your best by bringing out the best in others. You can be a leader who gets more done with and through others, and who goes home at the end of the workday energized.”

When asked what advice he would give to new professionals in the field he focused on the following: “I would advise new professionals to become experts in asking the right questions. There are three questions in life: Who am I? Where am I going? Who am I going with? But, never, ever get those questions backwards! Many people in your teams are there because it is who they are going with, but they are not living their true passions and purpose...being who they really are. Thus, I suggest that you do Business Inside Out....B.I.O. Learn to gain your livelihood without losing your life.”

“I have a motto, "listen to learn; ask to empower." That is a superior leadership process beyond "hearing to fix; telling to solve." Also, when training, make sure that the participants are having fun while they are discovering how to integrate the information you are sharing with them.”

Dr. Overmyer also shared a little bit of information regarding his personal life and hobbies: “My wife and I train horses on our horse farm just north of Zionsville. I learned a lot from Monty Roberts, the "horse whisperer" about how his technique of "joining up" is a great parallel with the work I do when I train managers in RealTime Coaching.”

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Books in Review

Presence: An Exploration of Profound Change in People, Organizations, and Society
By Peter Senge, C. Otto Scharmer, Joseph Jaworski, and Betty Sue Flowers

APA Citation:
Senge, P. & Scharmer, C.O. & Jaworski, J. & Flowers, B.S. (2005). Presence: An exploration of profound change in people, organizations, and society. New York: Doubleday.

Peter Senge is at it again. In the 80’s, he brought us The Fifth Discipline which popularized concepts like “the learning organization,” “systems thinking,” and “continuous improvement.” In his most recent book, Presence, (2005) he joins forces with C. Otto Scharmer, Joseph Jaworski, and Betty Sue Flowers to help describe the profound changes that are occurring.

In the introduction, the authors explain that we are witnessing the evolution of a whole new life form, the international organization. According to the authors, this new species is affecting life for all other species on the planet. “Prior to the last hundred years, there were few examples of globe-spanning institutions. But today, global institutions are proliferating seemingly without bound, along with the global infrastructures for finance, distribution and supply, and communication they create” (p.8). The authors do a nice job of explaining why global-spanning institutions should be seen as living systems. There is some interesting discussion of biology and the role of DNA and how organisms grow from a single cell using the instructions from the DNA and the resources taken from the surrounding environment. They also discuss the ability of a living organism to completely recreate itself. So when we see an organism, what we are really seeing is a work in progress. For example, a person’s is made up of cells that are constantly being replaced. “What seems tangible is continually changing: in fact, a hand is completely re-created with a year so. So when we see a hand – or an entire body or any living system—as a static ‘thing,’ we are mistaken” (p. 6). Interestingly, the pattern for the whole organism is contained within every single cell. “…every cell contains identical DNA information for the larger organism, yet cells also differentiate as they mature –into eye, or ear, or kidney cells. This happens because cells develop a kind of social identity accordin to their immediate context what is needed for the health of the larger organism” (p. 6). The authors note that when cells lose their “social identity” and begin to grow and divide blindly, they are called cancer, and they can threaten the health of larger organism. These observations become very powerful when the authors apply them to globe-spanning institutions.

The implications for organizational learning are considerable. If parts of the institution begin to grow and divide without the requisite awareness of the larger “organism” they too are in danger of becoming a cancer to the institution. “In short, the basic problem with the new species of global institutions is that they have not yet become aware of themselves as living. Once they do, they can then become a place for the presencing of the whole as it might be, not just as it has been” (p. 10). In a sense, this book takes organizational learning and systems thinking to a whole new level.
Much of the book in a chronicle of how the authors came together and how their individual work contributed to their overall understanding of their evolving theory of “presence.” I believe that this book is excellent reading for anyone working in the area of training and development. It will expand your vision and cause you to see the change process in a whole new light. While it doesn’t pretend to have all of the answers, it does a good job of asking the right questions. As the authors state, “In blending our theory and our story, we hope to encourage others to join the journey with curiosity, skepticism, and vulnerability. We don’t have answers” (p. 17).

A Call for Articles

Wouldn’t you like to get published? The CIASTD Facilitator could be just the vehicle you are looking for. We are on the lookout for articles that further learning in the areas of training and development. While we may not be able to publish every article we receive, we believe that each issue of the Facilitator could be enriched by the addition of a few articles. And it’s always nice to be published! Submit articles by emailing them to jmcnaught@cinergy.com. We prefer files in Microsoft Word format.

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New Members

In each issue of The Facilitator, we will list members that have joined or re-joined CIASTD since the previous issue. Since the last issue of The Facilitator, we have had these new members.

Kylie Bauer
Jennifer Bertram
Linda Kaiser
Doug Ruggles
Donna Sartini
Marilyn Sadler
Andra Meyers

Theresa Skaggs
Barry Krauss
Michael Chance
Walter D'Ambrosio
Debra Barrie
Ruth Boldt
Cheryl Corvette
Dan Stevens

If you are a member of CIASTD, and would like access to the complete membership list, it is available on our web site at www.ciastd.com.

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