Chapter Blog

Learn what's going on with the ATD Hawkeye Chapter.

  • 03 Jun 2020 7:26 AM | Nicole Soer

    Our communities and country are aching. How can we have the difficult and necessary conversations to help heal? Here are some resources that our learning and development community can use to increase our own personal awareness as well as share with our organizations:

    If you have other useful resources please share.

  • 21 Mar 2020 10:58 AM | Nicole Soer

    Mindful@Home — Live Meditations from on Monday, Wednesday, Friday 3 ET, 2 CST

    Strategies for Overcoming Stress

    How to Build Mindfulness into Your Day (and Ways to Help Tame COVID-19 Angst)  Nicole and Mary Lynn shared these in the March program

    Resources from our March Program - Bridging the Communication Gap in the Workplace: A Mindful Approach These are available for ATD Hawkeye members when they login to the website

    2 Minutes of Deep Breathing

    Coronavirus Support Guide: How to Stay Strong & Navigate this Time Together

    A Guide to Working (from Home) Parents

    How to Work from Home Alongside Your Partner

    20 Tips for Working from Home

    Resources for Virtual Training Design and Facilitation

    Keep Remote Employees Enthused, Energized, and Engaged

  • 02 Mar 2020 7:32 AM | Nicole Soer

    Your ATD Hawkeye Chapter received an SOS (Sharing our Success) award. The SOS award acknowledges our chapter’s willingness to share best practices that can immediately help other chapters to improve their management and services. In addition, our work will help ATD to share non-traditional ways to consider sponsor engagement.

    Here is a synopsis of our submission:

    At the ATD Hawkeye Fall Conference in 2019, a new three pronged approach to sponsor networking was put into action.

    • Attendees received a small jar as their registration gift when they entered the conference. Each of the sponsors had a different type of candy at their table. Attendees were encouraged to create their own “candy dish” by visiting the sponsors and filling up their jar.
    • Nametag ribbons with a variety of sayings were placed at sponsor tables later in the day, and attendees were given time to find the ribbons they wanted to add to their nametags, which also got them mingling with the sponsors.
    • At various times throughout the event, sponsors where assigned specific tables where they networked with attendees. They were timed, and when time ran out, they moved to the next table. It worked something like “speed dating”.

    The outcome was great from both the perspective of the sponsors and the attendees. Attendees felt more comfortable talking to sponsors when there was an element of fun involved (candy, ribbons, group discussions at their tables). Sponsors felt they got more time to network and had the opportunity to speak with more attendees than usual.  

  • 06 Feb 2018 3:12 PM | Nicole Soer

    Train-the-Trainer provides a practical, how-to overview of the entire training function. New trainers will gain a strong foundation in critical training skills and seasoned trainers will be introduced to new approaches for delivering powerful training. And of course, there are a lot of resources to help you, including our own Train-the-Trainer workshop and these books that speak to the how-tos of great training.

    Train-the-Trainer workshop on March 14th & 15th This session is designed for the new trainer, a subject matter expert who is tasked with training, or as a refresher for experienced trainers. We also offer a "buy 2, get 1 free" discount, making it an even more affordable option for your organization!

    You can use our chapter's ChIP code, CH6101, and we earn a percentage of the revenue yet it costs you the same amount!

    The Art and Science of Training by Elaine Biech

    Telling Ain't Training, 2nd Edition, Updated, Expanded, Enhanced by Harold D. Stolovitch and Erica J. Keeps

    Effective SMEs: A Trainer's Guide for Helping Subject Matter Experts Facilitate Learning by Dale Ludwig and Greg Owen-Boger

  • 06 Sep 2017 2:28 PM | Anonymous

    By the Arbinger Institute

    *ATD Hawkeye Chapter is excited to offer Arbinger’s Developing and Implementing an Outward Mindset training as part of our Fall Conference. To set some context for this event, Arbinger has written this blog post about their research, approach, and client results.*

    Why Does Mindset Matter?

    Leadership and organizational development experts have struggled to explain why 70% of organizational change efforts fail. One of the critical reasons is that change efforts usually focus on behavior, rather than what drives behavior: mindset.

    Put simply, mindset is how we see. It is the lens through which we see our work, our relationships, and our world. It is at the foundation of all that we do and shapes how we do it.

    In the behavioral approach to organizational transformation, leaders adjust systems and processes with the aim of motivating or incentivizing employees to behave in certain ways. They might try to inspire employees to adopt desired behaviors, or enact policies that require them. In most cases, once the initiative is over—once leadership’s attention focuses elsewhere—people revert to the behaviors that reflect their unchanged mindset. Without a change in mindset, newly adopted behaviors won’t stick and results will suffer. In fact, studies show that efforts to change both mindset and behavior improve outcomes by 400% over efforts to change behavior alone.

    Two Mindsets

    Arbinger’s research indicates that people operate at any given time from one of two mindsets: an inward mindset or an outward mindset.

    From an inward mindset, we focus only on our own personal goals and objectives, without consideration for our impact on others. With this self-focused inward mindset, we see others not as people with their own needs, challenges, and objectives, but as objects. We see them as:

    • Vehicles to achieve our own objectives and results
    • Obstacles that are in our way or causing problems
    • Irrelevancies that can be ignored

    When we have an inward mindset, we are blind to what others need and therefore can unwittingly get in the way of others’ efforts. We might blame others for our own frustrations or failures. Focused only on our own objectives, we might even hamper our organization’s effectiveness or results while thinking we’re doing a good job!

    By contrast, with an outward mindset we see others as people who matter like we do. We take into account their needs, challenges, and objectives. And we focus on collective results. We feel responsible to do our jobs and do them well, but also to do them in a way that supports others in doing their jobs—because we know their jobs contribute to the organization’s results just like ours do.

    When we have an outward mindset—when others matter to us—we naturally want to be helpful to them. So we adjust our own efforts to make their work easier however we can. Sometimes simple adjustments on our part can make a big difference to those we impact. Rather than blaming others for our frustrations or feeling like victims of our circumstances, we begin to see new possibilities and solutions to our most vexing or long-standing problems. 

    What Kind of Mindset Change is Needed for Organizational Transformation?

    You guessed it—a change from an inward mindset to an outward mindset.

    Because organizations are made up of individuals, organizational mindset shifts as the individuals in the organization change. Organizations can only resolve internal problems and achieve breakthrough results by maximizing the extent to which their employees work with an outward mindset, taking into account their impact on others and focusing on the needs of the organization as a whole.

    Shifting to an outward mindset is the one change that most dramatically improves performance, sparks collaboration, and accelerates innovation.

    What’s Possible with an Outward Mindset?

    With an outward mindset, organizations are far better prepared to address their challenges and achieve superior results. An outward mindset is the foundation from which common and complex problems—including weak individual performance, lack of accountability, ineffective leadership, poor teamwork, interpersonal conflict and functional silos—can be effectively addressed and resolved. Results include lower employee turnover, seamless communication and decision-making, and greater profitability.

    We encourage employees at all levels to experiment with an outward mindset. What would it look like to really see your leaders, coworkers, customers, and direct reports as people? What would it mean to account for their needs, challenges, and objectives? And how could you apply this new mindset to the problems you face today?

    To learn more about mindset change and outward mindset, please visit

    To register for our upcoming event, please visit ATD Hawkeye 2017 Annual Fall Conference.

  • 10 Mar 2017 7:41 AM | Meg Dindinger

    Did you know there are multiple times throughout the year when you can take the CPLP exam? The next testing window which would allow for time to study prior to the exam is in July (7/1-7/22). The last one in 2017 fall in October (10/7-10/28). 

    We will be organizing a study group to help members prepare for the October exam window. Study sessions will be held throughout September. More details to come soon. We hope you will consider joining us to learn more about Training and Development. Even if you do not intend to take the exam this year, it is a great opportunity to spend time learning with your peers!



  • 12 Jan 2017 4:54 PM | Meg Dindinger

    I received an email last week from ATD reminding me that my CPLP renewal is coming up. I can't believe that it has been almost 3 years since I became a Certified Professional in Learning and Performance!

    I earned my certification by attending the Hawkeye ATD Chapter study group, and with additional study on my own. Chapter members supported and encouraged me through the process, and I would like to do the same for YOU!

    To learn more about the certification check out the national ATD site We will be organizing a study group later this year. Please feel free to contact me with questions at




  • 06 Dec 2015 9:12 PM | Nicole Soer

    I love blogs about learning. They provide quick snippets of information and fit nicely into a busy work day - just two or three minutes of reading allows me to keep learning and to stay on top of trends. Of course, ATD has a great selection of blogs you should check out!

    • Check out one of the newest posts from Harvard Business Review on the topic  Proof that Positive Work Cultures are More Productive.
    • The Rapid E-Learning Blog from Tom Kuhlmann presents great elearning resources as well as digital images and other visual offerings. It's helped increase my PowerPoint skillset tremendously! (You may have to sign up for a login, but it is free).
    Which learning blogs do you follow?

ATD Hawkeye Chapter
P.O. Box 10847
 Rapids, IA 52410-0847

Phone: 319-244-8482

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When registering or ordering at ATD, remember to enter our chapter ChIP Code: CH6101

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