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  • Tuesday, April 21, 2020 3:23 PM | Jan Szmanda (Administrator)

    By: Megan Torrance

    Have you ever conducted an experiment that required several rounds of testing? Or rehearsed a presentation in front of your friends before doing it in front of a live audience? You’ve worked iteratively. It’s not rocket science. 

    How does it make a project better?

    Iterative development focuses the team on a near term deliverable and holds team members accountable to deadlines & budgets. Ever started a project with a ton of grand ideas only to realize halfway through that you don’t have the bandwidth to execute them? It’s not fun. It’s disappointing. And it can cause your team members or project sponsors to question your ability or lose trust in future work. 

    Iterative development approaches like Agile and LLAMA® can help you prevent these types of situations from occurring because it forces you to analyze and evaluate things at planned, defined stages. It also breaks big projects down into manageable increments, which helps alleviate the stress of a giant deliverable that may seem scary and nearly impossible at first glance. By breaking a project up into iterations, you not only give yourself and your team more opportunities for feedback, you also tie in a different level of control that may have been missing before.

    What does iterative development mean in an instructional design context? 

    At its most basic level, instead of following a linear, waterfall shaped ADDIE approach, we’re going to incorporate frequent rounds of implementation and evaluation throughout the project in order to get needed insights from learners into the process. 

    At each iteration, we're looking at what worked, what didn't work, and what still needs to be done. Developing in iterations helps us ask the right questions. 

    • What prevents us from releasing right now? 

    • Does this solve the problem? 

    • Are we even asking the right question itself? 

    Each iteration then kicks off a new round of design and development. And we keep doing this until we run out of time, resources, or things worth fixing. This last piece is key: If we run out of things to fix, it may mean it may mean that we're releasing something earlier than we thought we would... because we finished it! 

    To reiterate a key point: Once we’ve landed on something that works, we don't do an additional polishing round on it. This allows us to broaden the footprint of the material, the content, and the business problem that we solve, because we're not overworking each individual piece.

    So why iterate? 

    The iterative process gives us the ability to find out mistakes earlier. Are we going off track? Where have we crossed paths in our assumptions? Are we solving the right problem? We find those big mistakes very early on in the development.

    It also means that we always have a useful product. Iterations always give us the ability to release something of value. It may not be beautiful yet, but it is something of value. This happens all the time: Organizations’ budget priorities get changed. A new emergency project comes in in the middle of something else. A global pandemic forces us all to change our plans drastically. With iterations we have a useful deliverable that can be handed off and used in some fashion to teach from at any point in the project. That’s a really powerful reason to do this.

    Finally, it simply feels good to deliver something. We hit this milestone, we released this thing.  Working on a project for an extended period of time without seeing any deliverables is just a soul-sucking way to live. Being able to release an iteration, and reflect and learn, that's really powerful. 

    How can you use iterative development to your advantage right now?

    With the COVID- 19 pandemic upon us, our projects are changing rapidly and frequently in terms of budget, bandwidth, timelines, deliverables and available resources. This is a perfect opportunity to use iterative development, releasing a minimum viable product (MVP) much earlier in your project timeline than you otherwise might have. While the idea of this can be scary or intimidating at first, it provides the team with a real deliverable that can be seen, tested, evaluated, and expanded upon down the road. Furthermore, if an MVP is met with awesome feedback and minimum requested changes, you might be done with your project sooner, and ready to take on something new.

    With iterative development, what we're trying to do is to make small mistakes earlier and maybe skip the big mistakes all together. In today’s world, we’re being asked to do more, with less ... now faster and under stress. That likely won’t change anytime soon, so making strides to adapt is something to consider sooner rather than later. Using Agile’s techniques to guide your business in making these adaptations is not only an excellent step in the right direction, it helps you do more, with less, faster and under stress. 

    Stay safe out there.

  • Tuesday, March 03, 2020 9:18 AM | Jan Szmanda (Administrator)

    By: Mike Stefonik

    The ATD Competency model has long been the standard against which we, as talent development professionals, measure our skill and ability. It is also a measure that has helped to define what our role encompasses. There have been several iterations of the Competency Model with the most recent update in 2013. While it was a long-standing model for our industry, ATD began the process of updating it in October of 2018. In fact, as a member of ATD you may have participated in the survey and research that was completed by over 3,000 respondents.

    After all the research was completed, the conclusion was made that there is enough changing in our environment of work that major changes were needed to the model. While Competency focuses on the current state, Capability is about meeting the future needs. 

    The new Capability Model is broken down in to 3 domains of practice, defined by ATD:

    • Developing Professional capability: This domain of practice embodies the knowledge and skills talent development professionals should possess to be effective in their roles of creating the processes, systems, and frameworks that foster learning, maximize individual performance, and develop the capacity and potential of employees.

    • Impacting Organizational Capability: This domain of practice embodies the knowledge, skills, and abilities needed by professionals to ensure talent development is a primary mechanism driving organizational performance, productivity, and operational results.

    • Building Personal Capability. This domain of practice embodies the foundational or enabling abilities all working professionals should possess to be effective in the business world. These largely interpersonal skills, often called soft skills, are needed to build effective organizational or team culture, trust, and engagement.

    Each of the domains are made up of several capabilities that you may find familiar, like Instructional Design, Performance Improvement and Training Delivery. However, there are also several new capabilities like Learning Sciences and Future Readiness. In the domain of Building Personal Capability, skills like Communication, Cultural Awareness and Collaboration are now their own capabilities, where they used to fall under the broad topic of Global Mindset. 

    One of the best parts of the new Capability model is the interactivity. ATD has created a hands-on interface that helps you explore each domain, learn about the capabilities and take a self-assessment. If you haven’t taken the time to check out the model, I recommend perusing https://tdcapability.org/#/. Take the self-assessment and see where you can build your Talent Development Capability.

    Disclaimer: ATD-MAC is proud to have a blog that features local ATD-MAC members as authors and contributors. We’d like you to know that the views and opinions expressed in this article or by any author/contributor in publications outside of this article do not necessarily reflect the official policy or position of ATD or ATD-MAC.

  • Monday, February 17, 2020 10:56 AM | Jan Szmanda (Administrator)

    By: Curt Klinkner

    I’m really out of the loop.  That might not seem strange to those of you that know me personally.  The context however in this case is our industry - talent development (TD).  I work for a large multi-national organization with over 12,000 employees in 31 countries, and there are about 35 employees across the global dedicated to TD.  That’s one TD professional for every 343 employees. My gut tells me that’s a bad number, but I don’t really know.  

    This is just one reason why I love the annual “State of the Industry” report from ATD.  It keeps me in the loop and has valuable benchmarking data. Turns out that a ratio of 1/343 is on par with the 2018 industry stat of 1/335 for BEST organizations when NOT adjusted for outsourcing (page 21).  But we outsource a ton; vendor management is an increasing section on my resume. The report has that answer too! The ratio for BEST organizations is 1/293 when adjusted for outsourcing. I guess we have some room for improvement.

    What about spending per employee?  Learning hours per employee? What content areas are in demand?  Is instructor-led delivery still on its way out? Should I be developing learning that’s accessible on mobile devices?  So many questions, but thankfully - it’s all in the report.

    I’d love to sit down with you over a cup of coffee and get your perspective.  Please join me on Thursday, February 20 – 8:30 – 10 am at Cool Beans on Eagan Rd to discuss the above and more.

  • Friday, January 24, 2020 10:40 AM | Jan Szmanda (Administrator)

    By Ryan Panzer

    How does one start a successful training consulting business? 

    What skills are needed, what attitudes are required, what challenges should one expect? Elaine Biech, author of The New Business of Consulting, and Halelly Azulay, host of the TalentGrow Podcast, discussed these questions and more in a December webinar with the ATD Madison Area Chapter. Biech, who now lives in Virginia, is a native of Portage, WI and was formerly a member of the ATD-MAC board. During the webinar, Biech and Azulay shared several insights from their 50+ years of talent development consulting. 

    Elaine’s latest book, The New Business of Consulting, is an approachable and authoritative resource for learning and development professionals. The chapter sequence aligns to the entrepreneurial journey: from converting an idea into a business plan, to acquiring one’s first clients, to scaling the business and refining one’s niche. Each chapter begins with anecdotes of challenges for new consultants. Biech then describes specific practices for engaging those challenges and leaves the reader with actionable tools and resources. Not to leave out tenured consulting professionals, sections conclude with advice for the consummate pro. Throughout each chapter, Biech’s assessment of the consulting business is grounded but decidedly positive. She never shies away from describing the challenges: long hours, lots of travel,  occasionally difficult clients. But she is resolute in her position that consulting is rewarding, fulfilling, and personally meaningful - especially for those in the talent development industry. 

    I found three pieces of advice to be particularly intriguing. The first: hire an accountant. Given the complexity of business structures, bookkeeping, and tax law, a trusted accountant is a must-have. Second: be honest about start-up expenses. From equipment to marketing and professional dues, new consultants face a wide range of potential expenses. While Biech shares that a “consulting practice can be surprisingly inexpensive,” it’s important to know where the money will come from - and where it will be allocated. Finally: be realistic yet assertive while pitching clients. Biech encourages new consultants to pitch to enterprise clients, who require more consulting services than small businesses or non-profits. She also shares that charging too little is one of the most common mistakes made by new consultants. 

    The New Business of Consulting is an important and thoughtful read for the transition to the gig economy. All training development professionals, even those who are not currently considering consulting, would do well to read it.

    After the webinar, I had a chance to sit down with Elaine to discuss the book. Biech offered several meaningful pieces of advice to prospective consultants in the Madison-area. 

    Before one launches a consulting business, she recommends an intentional focus on building the skills that lead to consulting success. These skills aren’t directly related to training and development, in which many would-be consultants are already strong. Rather, these are the skills of networking, communication, and customer focus. “Most people who think about consulting are already skilled in what they want to consult on - like talent development, design, or delivery,” said Biech. “What you need to have is entrepreneurial skills… You absolutely have to be customer-oriented, all of the time.” 

    After one launches the business, Biech encourages consultants to be comfortable with not knowing an answer. “You can’t fake it until you make it when your name is associated with the business,” she said. “Be familiar with what you do not know, and be willing to look into a situation before providing a client with an answer.” 

    And for those in the Madison-area, Biech advises consultants to consider the industries for which Wisconsin is a hub. “If you consult in an industry with a large presence in an area, clients are more likely to refer you. Wisconsin is a hub for many things, and increasingly for healthcare.”  Biech added that the small yet approachable Dane County airport offers a convenience factor for those who choose to build their niche in other regions. 

    The New Business of Consulting and The New Consultant’s Quick Start Guide are available now on Amazon.com.


    Ryan Panzer (@ryanpanzer), the Co-VP of Professional Development for the Madison-Area Chapter, is a Senior Instructional Designer with Zendesk.

    Disclaimer: ATD-MAC is proud to have a blog that features local ATD-MAC members as authors and contributors. We’d like you to know that the views and opinions expressed in this article or by any author/contributor in publications outside of this article do not necessarily reflect the official policy or position of ATD or ATD-MAC.

  • Monday, January 20, 2020 7:10 PM | Jan Szmanda (Administrator)

    By Derrick Van Mell

    ATD-MAC’s “Speed Networking” last fall got me thinking about new ways to network.  There are in fact a lot of introverts quietly writing about it.

    Research says introverts are the minority, but I don’t buy it.  It’s just that extraverts naturally draw more attention, and they’re the ones who organize open networking events--and then get surprised when half the people don’t mingle. 

    Several years ago, prompted by Susan Cain’s great TED talk on introverts (23,000,000 views—this is a minority?), Downtown Madison Rotary created “Rotary LinkUp,” structured networking with a quick round robin of introductions, two discussion topics and a stopwatch (video).  Not too different from the Speed Networking event ATD-MAC held last fall.

    There’s another structured form of networking, designed by and for introverts, called the “Circle of Six.”

    Years ago a friend told me, "Your career will depend on the support of six people. The trick is finding those six".  Here’s the podcast, but the gist is you can move your career along just as well by getting to know six people really well as by having a loose network of 100.  The key is to give the small group structure and a purpose

    The Circle of Six I’m in isn’t based on lead-sharing, golf or some vague faith we’ll eventually help each other.  We actually accomplish something: organizing CEO roundtable “intensives” in Madison and Milwaukee, which are still going strong.  But we started with four people who felt they could help each other in a substantial way, not just who liked hanging out.  It took a year of meeting monthly (with an agenda of course) to really get to know each other and to fill in our six, but “networking” became productive and enjoyable—and recognized and supported by our firms. 


    Let me know:  How do other ATD members build networks that doesn’t require faking an interest in sports and drinking wine from a plastic glass?

    Disclaimer: ATD-MAC is proud to have a blog that features local ATD-MAC members as authors and contributors. We’d like you to know that the views and opinions expressed in this article or by any author/contributor in publications outside of this article do not necessarily reflect the official policy or position of ATD or ATD-MAC.

  • Friday, January 10, 2020 1:22 PM | Jan Szmanda (Administrator)

    It’s been said that not all heroes wear capes. 

    Rather than masks and leotards, some heroes are equipped with slide decks, facilitator guides, and participant workbooks. But make no mistake - those who develop talent in a rapidly changing workplace are superheroes. It’s to superheroes like you that we dedicate 2020 with ATD-MAC!

    Each month, we’ll gather to learn about the many superpowers of talent development professionals across South Central Wisconsin. As we learn from superheroes in the fields of facilitation, coaching, instructional design, leadership development, diversity and inclusion, and many more, you’ll build powers of your own. Perhaps not the power of flight or the ability to leap tall buildings in a single bound, but certainly the power to take the latest and greatest L&D insights back to your day to day work! 

    We do, of course, recognize that superheroes work very different schedules. Some prefer to work under the cover of darkness, others zip around in bright daylight, heroically shuffling through beltline traffic en route to their next meeting. Never fear! In 2020, we’ll offer monthly programming to meet many different types of schedules. We’ll still have our traditional Thursday afternoon workshops, but we’ll also offer morning coffee conversations, evening webinars, and even a lunchtime “mini-conference” on the future of talent development! Every month, we’ll also feature blog posts and insights related to the “superpower of the month!”

    We would like to invite you to join us to learn more about how you can develop your training super powers this year. 

    Join your fellow ATD-MAC members for our annual State of the Chapter meeting, Tuesday, January 28th at Care Wisconsin! At this free kickoff event, we will provide you with updates on the chapter, share some exciting events for 2020, and provide plenty of opportunities for you to network, snack and share feedback with the board. There will even be prizes and giveaways to help your superpowers take flight. Space is limited, so register today!

    At our kickoff event, you’ll also have the chance to learn about our new membership structure. Rather than charging a registration fee for each and every monthly event, we’re introducing a new, all-access membership package that includes free and unlimited access to all of ATD-MAC’s events! 

    We all know that busy calendars can be our Kryptonite! So while you’re here, take a moment to save the date for a few of our first events of the year (many more will be added shortly!): 

    • February 20th: Coffee with Curt (8:30 AM - 10 AM) - Build your superpower for managing learning programs, as we gather at Cool Beans Coffee to discuss ATD’s latest State of the Industry report to learn how superheroes like you are finding new ways to develop talent!

    • March 19th: Kickstart with Collaboration with Nancy Kalsow. Learn how to integrate the power of collaboration in your organization’s culture!

    • April 16th: Convert Your Training to the Digital Age with Ryan Panzer. Learn how to use the powers of instructional design to eliminate lectures and fire-up the creativity of your learners!

    It’s time for your superpowers to take flight - welcome to 2020 with ATD MAC! We’re just like the Avengers, but with more practical costumes and events that last under three hours! 

  • Wednesday, October 30, 2019 3:06 PM | Jan Szmanda (Administrator)

    The Madison Area Chapter of ATD is seeking presenters, speakers, and facilitators for our 2020 programming year! Whether your learning superpowers include instructional design, training, facilitation, coaching, leadership, or the countless others related to L&D, you have a message that our members want to hear! 

    Why might you want to submit a speaker proposal for a 2020 ATD-MAC event? 

    First, you’ll build your network! As a presenter, you will immediately strengthen your connection to the Madison-area L&D community. In just one afternoon, you will add 20-40 new friends to your professional network. 

    Second, you will be seen as a thought leader in your area of expertise. Speaking at an ATD-MAC event is a rapid resume builder that strengthens your professional reputation and improves the likelihood you’ll be selected for L&D speaking engagements like the ATD ICE conference. 

    Finally, you will have the opportunity to pause and reflect on your experience. Learning requires opportunities to reflect on and contextualize your experience and your expertise. Simply by preparing a presentation, you’ll learn new things about your subject matter - and yourself!  

    We have two (2) options for presentation format:

    Option 1 – In Person/Virtual Classroom

    • A two-hour instructor-led presentation or workshop on a topic of choice

    • Examples of past events include personal branding, project management techniques, L&D tools, and more!

    Option 2 – Coffee Connection 

    • A 90-minute round-table on a topic of choice, typically held at a coffee shop or bar

    • Examples of past events include discussion on industry trends and ATD certifications

    Submit your ideas on this form to vp.prodev2@atdmac.org

    by Thanksgiving 2019! The selection committee will follow up with the next steps by mid-December.

    -Ryan Panzer, Co-VP of Professional Development

  • Tuesday, October 08, 2019 12:54 PM | Jan Szmanda (Administrator)

    Anyone that has been an ATD-MAC member for even a short amount of time has likely met Ryan Panzer. And as you have quickly learned his passion for training, coaching, the CPLP and Badger football is contagious. I recently got a chance to grab lunch with Ryan and we talked about what the CPLP means to him and answer some questions I had as someone in the midst of prepping for the CPLP skill exam myself.

    Mike Stefonik: Why did you decide to obtain the CPLP?

    Ryan Panzer: I took the CPLP because after designing training and leading workshops my whole career I wanted to explore some different areas of talent development. Specifically, I wanted to learn more about coaching, project management and as someone who works for a business with offices across the world, I wanted to understand what it means to have a global mindset.

    Now that you have your CPLP certification, what does it mean to you?

    It helps give me a little confidence that I know what I’m talking about and not just trying to fake it until I make it. It also helps me to see L&D as a much larger system. The training we do is connected to change management which is connected to project management and all of these things are interrelated. To be a really good TD professional and trainer you need to know these points of connection and overlap.

    When you were studying for the CPLP, what kind of things did you find valuable?

    Strong coffee… Being disciplined about studying. Friday afternoons are slow at my office. I set aside 1 hour on Friday’s to go through the learning system online. Every Friday afternoon I would do 60 minutes of studying and take the quiz questions. As I was going through the system, I was making flashcards with the app Quizlet. I would definitely recommend flashcards as a study tool.

    For anyone that is currently studying for the CPLP, what advice would you give them?

    Get the study system. If you're going to take the exam you need the study system. That to me is a must. I didn’t take the class. I got a print out of the study system and it was a big thick stack of papers. Don’t try to learn it all at once. Do a little bit at a time.

    For someone that is considering the CPLP, what advice would you give them?

    I would ask them to what extent would it be valuable to have a deeper understanding of the integration between Training and development and all the other areas of the business. Ultimately as trainers we are consultants for business growth and that is what this exam really shows you. If you feel like you are stuck it’s a great tool to get unstuck. If you feel like you’re not confident with what you are creating it’s a great tool to build your confidence.

    While you were studying for the CPLP, what did you learn?

    The first thing I learned is that learning doesn’t happen because you tell somebody something and it doesn’t happen because you attended a workshop. Learning takes place within a much broader system. To really understand how to effect learning you need to understand that system. Its really helpful to know how to write a learning objective or build a slide deck but what the CPLP will show you is a better landscape you are navigating and how to best achieve your goals along that landscape.

    What from the studying for the CPLP or taking the exam have you been able to take away and apply to your everyday job as an Instructional Designer?

    One of the big things the exam stresses is the importance of having a project team with clear roles and responsibilities. I think before the exam I was probably doing too much instructional design just by myself, head down get it done. Since I passed the test, I have had more subject matter experts involvement. I have been more intentional about seeking out feedback on the courses we are building. I’ve been more focused on managers taking ownership of their own learning as well as their team's learning.

    When you were studying, which of the 10 competencies did you enjoy the most and which one was the most challenging.

    I enjoyed Project Management the most because that is what I was the newest to. Examining the frameworks of project management and looking at the different roles on a project team. Then thinking, how do we incorporate those into a training context. That actually surprised me because I didn’t think I would enjoy that but I found it incredibly interesting.

    I think project management was also the most difficult because I realized there are mistakes I’m making with my projects. There are things that I am doing that could have better involvement of stakeholders. I could be more clear about the skill gap that training is supposed to close. So, it was difficult in the sense that I am doing instructional design pretty well but there is so much more I could do and so much more potential out there. So many more creative tactics and processes I could adopt to really get into a better spot.

    What else do you have to say about the CPLP?

    I jokingly said ‘find out how a multiple-choice test can become the most rewarding professional development experience of your career’ and it really wasn’t that much of a joke. It was incredibly expansive of my perspectives it strengthened my networking community. I just had a very strong sense of accomplishment and achievement having passed it. I did an epic fist pump when I got the email that I passed the exam.


  • Monday, August 26, 2019 10:53 PM | Jan Szmanda (Administrator)

    A group of about 20 L&D professionals had the opportunity to participate in Building Your Speaking Credentials on August 15th. Amy Lins, Sarah Gibson, and Alicia Steindorf, who are all former ATD-MAC board members, lead us through a session that was engaging and had a lot of great takeaways.

    Sarah Gibson started the session with some discussion as to why anyone would want to speak at a conference. The reasons range from personal(Amy Lins wanted to begin speaking to have an opportunity to travel) to professional – speaking is a great way to build your resume or gain CPLP continuing credits – to altruistic – giving your story and knowledge to better others.

    Regardless of why you want to speak, it takes something to get there. That something is a story. Coming up with a compelling story is finding the middle ground between:

    Passion: What you can't stop doing or talking about

    Expertise: What you know a lot about

    What's Hot: What are people talking about now or what would they want to hear you talk about

    Then take that story and tie it back to your audience. Your audience is a key factor why you think about speaking, the same as it would be when you are training. However, you need to keep in mind that your first audience is the selection committee. The direct example of this that was used is the ATD competency model. Anyone that plans on speaking at ATD either locally or nationally should keep this in mind within that junction of passion, expertise and what’s hot.

    Just because you have a topic and a story doesn’t mean that you are done or even ready to start speaking. In fact. that is only the beginning. You still need to gain experience, apply to speak, get recognized by the selection committee and make yourself memorable, hopefully in a good way.

    Amy poses two question to the group: 

    1.    What do you need to do before you even apply to speak at a conference?

    2.    How do you gain experience for speaking when you don’t have speaking experience?

    To the first question, much of the discussion was set around knowing the organization, track or theme of the conference and understanding who is going to be attending. However, the advice that was given might seem even more obvious. First create an outline draft of your presentation. Maybe include a few slides. Second, write a bio so people know who you are. And lastly, get a professional looking headshot.

    The second question created some great discussion. As trainers, many of us discovered that we have some experience and building on it is about starting small. Speaking locally can open opportunities to speak regionally and eventually move to nationally. But there are other ways. One way is through your network, by connecting with conference leaders and opening doors. Another way is by doing some volunteer speaking at community events, nonprofits or even a local university or school.

    When it comes to the actual application for speaking or RFP, the point is to get noticed by the selection committee. The easiest way to do that is to go back to your audience. What do they want? What problem can you help them solve? Answer those questions in your proposal. As someone that is part of the selection process, Alicia was able to give several points to what makes them notice a proposal. The first and one of the most important might be that it is engaging, interactive, and interesting for the audience. Another way to set your presentation apart is to have a unique perspective on an old topic. Using ATD as an example, not many people are going to be inclined to attend a presentation titled Instructional Design Basics. But you might fill a room with a presentation titled Inspiration is Everywhere: Using your Surroundings to Design Instruction.

    Another word of advice that came out of the discussion was to not get discouraged if you don’t get selected. For ATD-ICE they may get 200 or more applications to fill 20-30 slots.

    To sum up the session, there were many takeaways. For a presentation on building speaking credentials, a surprising amount of what I learned I can, and have, since started applying to my daily job.


    For anyone that is interested in building their own speaking credentials, we have two opportunities. ATD-MAC is currently taking speaker proposals under the Get Involved tab; complete the Presenter Proposal. The Greater Madison Area Society for Human Resource Management (GMA SHRM) is also seeking presenters for their 2020 programming calendar of events as well as their Human Capital Conference.


    We invite you to complete the attached Call for Presentation (CFP) for consideration.  You can also access the CFP from the GMA SRHM website. This document is the core document that you will use to describe your proposed program and make the case why and how your program is a good match to our programming priorities.  Please note that all presentations must be tailored to our HR audience and speakers must provide a takeaway deliverable such as a tool kit, exercise, or practical resource that participants can take back to work with them and implement.  We are also interested in your presentation background and if your topic has already received SHRM Certification or HR Certification Institute (HRCI) approval for General or Strategic Management credits. (Prior accreditation of the program is not a requirement.)

    If you are interested in presenting a program for our chapter in 2020, please submit your completed CFP document, in MS Word format, to chapteradmin@gmashrm.org no later than Tuesday, September 10, 2019.  Please note in the Subject Line: Call for Presentation.

    Thank you for your interest in sharing your knowledge with GMA SHRM members.  We look forward to hearing from you!

  • Tuesday, July 09, 2019 7:53 AM | Jan Szmanda (Administrator)

    On Thursday, June 20th, ATD-MAC hosted 20 members and guests at Token Creek Park for networking, resource sharing, and good, clean fun. 


    Focus on you! As things get hectic make time to relax and recharge.  Remember that your ATD-MAC peers are here to help! 

    With the sun shining, the butterflies fluttering, and the summer beats blasting, ATD-MAC members and guests got busy catching up, swapping tips, poring over the book exchange and, in true trainer fashion, practicing training skills. Among the skills practiced were games new and familiar, from Kubb to Shut the Box

    Book swap offerings spanned a wide range of themes. 

    Picnic in the Park reminded us to “focus on you” - to serve both the professional and personal needs of our members - nourishing the professional with networking and knowledge sharing, and nourishing the person with fun, friends, and food. As you work to find the best balance for yourself, we’ll be there to cheer you on! 

    Never heard of Kubb? Neither had we, but that didn't stop us from learning!

    See you next time, keep in touch! 

    The connection and growth won’t stop here! See our 2019 calendar below and check out our events page to RSVP ASAP! Keep in touch via email or through social media - we’d love to hear from you!

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