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 A
Message From The President
From
Sharon Boller
President, CIASTD
I've
Got Fall Forum on My Mind
Potato
soup is simmering on the stove, I'm wrapped in a sweatshirt,
and it's Sunday evening. Fall is definitely in the air - even
if the temperature did reach 80 today. Every year for the
past nine years, CIASTD has hosted a one-day conference in
November. Our highly original name for this event is Fall
Forum. The word forum helps convey the idea that this
event is an opportunity for training and development professionals
to communicate ideas and best practices with one another.
The word Fall helps convey the idea that this great
event happens in the….Fall!
I'm
amazed at how this event has grown and grown up over the past
nine years. The first conference involved about 40 attendees,
and it was held at the Primo South. Gradually, planning committees
got more sophisticated, the conference break-out sessions
became more numerous, the number of exhibitors increased,
and the event GREW! More and more people started to come and
the space we needed got bigger and bigger. This year's event
is targeted to attract 200 attendees!
Under
the direction of Vic Holove (VP of Special Events), this year's
event will blow away last year's event in terms of quality
and diversity (and last year's event was awesome!). The theme
Reality Revolution is timely in a way the committee
probably couldn't even have envisioned when they chose it
at the end of 2002. The caliber of speakers and presentations
is simply outstanding. For the first time ever, we have pre-conference
events (Calculating ROI, Using Extended DISC, and Creating
Fun in the Workplace) and an evening cocktail hour to kick
off the main event. We have an oh-so-timely keynote presentation
on the issue of trust in the workplace (can you say Enron,
Xerox, and Arthur Anderson)?
We
have encore presentations from Len Mozzi (using theater techniques
in training) and Leslie Yerkes (creating fun in the workplace).
I personally saw both of these presenters during the year,
and I can honestly say they were among the most powerful,
helpful presentations I've ever attended through CIASTD. We
have some of our own chapter members contributing including
Dan Johnson and Karen Valencic, two of our members' perennial
favorites.
If
you attend no other CIASTD event this year, do NOT miss the
Reality Revolution. I truly believe it can revolutionize the
way you view performance and the way you improve performance!
See
you on November 8.
Sharon
is the founder and president of Bottom-Line Performance, Inc.
She has been in the field of training and development for
more than 15 years and has gained extensive experience in
instructional design and performance consulting.
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October
11 CIASTD Meeting
By
Scott Horvath, CIASTD Newsletter Committee
Improving
performance is a key factor for any organization and its employees.
In October, CIASTD presents, 'Program Results Based Performance
Improvement,' a short seminar to assist you in developing
performance consulting, analysis, and evaluation strategies
for any intervention.
This
workshop will improve the way your work group influences the
performance of the organization by using proven techniques
and methods used in progressive organizations. The results
oriented approach of guest speaker, Patrick Whalen, will help
you develop interventions with the focus on the expected results
providing lasting solutions that constitute a true results-oriented
approach.
You
will be provided with skills to better understand the basic
criteria and fundamental elements for developing performance
improvement interventions, determine the components and steps
of results-based performance consulting, analysis, and evaluation
throughout the entire process and discuss the key issues surrounding
potential implementation, and ultimate payoff of results-based
performance improvement.
Patrick
Whalen is Director of Analysis and Measurement for the Jack
Phillips Center for Research, a division of Franklin Covey.
He provides consulting and facilitation services for a variety
of organizations. In addition, Whalen has authored and co-authored
several articles and chapters on topics such as improving
job performance, measuring ROI, and performance consulting
and analysis. He has presented at numerous professional conferences.
The
October 11th participative workshop will be divided into two
distinct sections. The first part of the presentation is a
brief discussion of key issues driving this results based
approach. Throughout the remainder of the presentation, the
comprehensive process is explored using several exercises
taken from actual situations. A variety of handouts are used
to enhance understanding. All sections of the presentation
involve a combination of lecture, group discussion, and activities.
Participants will also receive a comprehensive quick reference
Results Based Process guide.
Please
remember to come early to capture the best seats and to enjoy
light snacks and beverages at our Cranberry Juice Cocktail
Hour starting at 7:30 a.m. Registration for the program will
begin at 8 a.m. and walk-ins will be subject to a $5.00 door
fee. The presentation will be 8:30 - 11:00 a.m. at the Ivy
Tech State College, Fourth Floor Auditorium. Ivy Tech State
College is located at 1 West 26th Street near downtown Indianapolis.
Free parking is available behind the building (enter just
north of Fall Creek off Illinois St.).
Click
Here to Register Securely on the Web
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September
Meeting
CIASTD meetings always feature excellent presentations.
The September meeting was no exception.
 "Let's
start at the very beginning…" Pat Todd opened her
presentation with a song. "When you read you begin with
ABC; when you train you begin with ADDIE." She explained
that in the ADDIE (Analysis, Design, Development, Implementation,
Evaluation) training development model, the E (evaluate) comes
last, but we really should think of it at the very beginning.
Pat
said there are many reasons to do evaluation. Evaluation helps
us to do continuous quality improvement. Evaluation helps
us demonstrate the value of the training. Evaluation should
also validate that the training met the established business
objectives. Because evaluation should be closely tied to the
business objectives, it should be planned and considered at
the very beginning of the training development project.
She
showed a flowchart the depicted the entire scope of the evaluation
process. Throughout the flowchart, she emphasized loop-backs
that took the information learned during evaluation and used
it to improve future training.
Pat
encouraged us to utilize an evaluation strategy. There are
many benefits to having an evaluation strategy in place. The
strategy helps to establish priorities by linking products
and services to the business objectives. The strategy encourages
everyone to view evaluation as a process and not simply an
event.
 Typically,
when we think of evaluation we think of Kirkpatrick's levels
of evaluation, and we focus on the four levels. Pat pointed
out that there are really five levels of evaluation. The first
four levels are:
-
Measures Reaction… how did the students react to the
training?
-
Measures New Knowledge… what did they know after they
left versus what they knew before they started the training?
- Measures
Behavior Change… how do they use the training? What
do they do differently after the training?
- Results…
did the change in behavior positively impact the organization?
Pat
then explained that the fifth level of evaluation was has
to do with ROI (return on investment).
If
you can't always do level one evaluation, there are certain
times when it is very important. Pat asked the group to brainstorm
on when these times might be. The audience came up with some
good ideas that included:
- When
you first roll out a new course
- When
there is a change in content in a course
- When
you have a new instructor.
- When
you are delivering a program to a new location
- When
there is a potential problem with a program that may need
monitoring
What
are the criteria for conducting level two evaluations? The
audience came up with the following:
- You
need to make sure that people have reached a certain level
of knowledge before allowing them to progress to a different
level - this becomes a type of pre-screening to make sure
that those going to the next level are prepared
- When
you need to demonstrate knowledge transfer
- When
it is critical that individuals learn the content of a program
(safety, certification, regulatory, etc.)
When
should you do level three? There are times when you can't.
For example, if you are a vendor providing training for other
companies, you may not be allowed to get in and measure changes
in environment. However there are times when level three is
particularly important:
- When
you need to evaluate to see if the environment is supportive
of changed behavior
- When
the training will impact the business drivers
- When
training is expensive it becomes even more important to
document changed behavior
- When
behaviors are critical
- When
trying to determine if there are environmental behaviors
that are preventing change
- When
there have been past failures with similar training
- When
management requires it
 How
about level four? It becomes particularly useful when trying
to predict future outcomes. It is useful for preparing to
quantify the outcomes or results of specific training.
Level
five information came form the Jack Phillips Institute on
Research. There are very important times to conduct this level
of evaluation. There is actually a lot of overlap with level
four, since level four in many ways paves the way for level
five. Overall, level five becomes very strategic when it is
important to demonstrate that the training was cost-effective.
Pat
continued the presentation by returning to the Evaluation
Strategy. She had attendees discuss a strategy that she handed
out and analyze different parts of it. She then concluded
the presentation by having us construct an action plan. She
asked the audience to identify what we would do differently
now that we had studied evaluations. In a sense, this exercise
was a level two activity. By completing the action plan document,
attendees were demonstrating their knowledge of what they
learned. This also was a good lead-in to level three. Participants
can check in the future as to whether or not they followed
the plan that they worked on in class. She encouraged everyone
to bring the evaluation back to the October meeting, when
Patrick Whalen, a representative from the Jack Phillips organization,
would be able to review our action plans and discuss Level
5, ROI.
Pat
Todd is an associate consultant in Global Marketing and Sales
Training at Eli Lilly and Company. She earned her Ph.D. in
Instructional Research and Design from Purdue University in
1997. Pat's experience includes eleven years in the pharmaceutical
industry and four years in automotive industry. The last four
years have been devoted to conducting training evaluation
and competency assessments.
Note:
for examples of tools used for the different levels of evaluation,
check out the CIASTD web site. Pat's complete PowerPoint presentation
is available to be downloaded.
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Member
Profile
by
Judy Hasselkus, CIASTD Newsletter Committee
Meet
Pamela Eddy,
Sr. Training Associate,
Eli Lilly and Company
 It
was back to school time for Pamela Eddy. As she readied her
son for another year in elementary school, Eddy prepared herself
for a return to the classroom. At 40, she resigned her job
with Indiana University and entered the masters program there
in Instructional Technology. "My return to school was
partly out of a desire to retool for the 21st century,"
says Eddy, "and partly out of a desire to more significantly
participate in the field of learning and technology."
After months of intensive study, Eddy emerged with a broadened
skill set-degree in hand and a new career in the offing.
A senior training associate with Eli Lilly and Company, Eddy
has spent the past year working as project manager for an
eLearning initiative. Her work has involved creating 14 hours
of asynchronous learning focused on software training and
process changes in clinical trial data collection. Eddy reports
that the major challenge she faces in her work is completing
her own projects while also learning about all of the performance
improvement efforts within the company.
Prior to redirecting her career, Eddy's work was in international
program administration. "All my work has been associated
with adult learners and/or international program administration,"
Eddy explains, adding that she has an abiding passion for
improving adult learning initiatives in developing countries.
Her international interests have been fueled, in part, by
time spent living overseas in China, Taiwan, Israel, Japan,
and the Philippines.
Having entered the field of performance improvement directly
from a degree program, Eddy is a proponent of formal learning
to prepare for entry into the profession. "I find it
difficult to imagine entering this field without some formal
learning-either school or well-regarded instructional design
workshops," she says. When asked what advice she would
offer to newcomers to the field, Eddy also stresses the importance
of ongoing, self-directed learning. Her recommendation? "Constantly
scrutinize performance improvement principles and concepts
and find innovative ways to put them into practice."
Eddy joined CIASTD this year. She hopes to become more familiar
with the training community in Indianapolis through her membership
and participation in the organization.
Favorite book or resource?
Planning Programs for Adult Learners-a Practical Guide
for Educators, Trainers, and Staff Developers by R.S.
Cafarella, published by Jossey-Bass Publishers ("It covers
all the basics, but in the context of human dynamics,"
Eddy notes.)
Original career goal?
Eddy once wanted to become an archaeologist. Experiential
learning changed her mind. "Fortunately, I participated
in a semester of archaeology study in college," Eddy
says. "It effectively cured my desire to dig in the dirt."
Unique or interesting accomplishment?
Eddy once climbed the pyramids in Egypt. "Verboten but
fantastic!" she exclaims.
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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 signed
several members. To see a list of the new members, click
here. If you are a member of CIASTD, and would like access
to the complete membership list, visit our site at www.CIASTD.org.
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