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  • 06 Feb 2018 3:12 PM | Nicole Soer (Administrator)

    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 (Administrator)

    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 (Administrator)

    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 (Administrator)

    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?
  • 29 Mar 2015 5:36 PM | Marcie Van Note

    In class last week one of the students asked me what my favorite activity was to get participants into groups.  Since I am a chocoholic my response was to have everyone pick a mini chocolate bar and then tell them whatever they pick is the group they are in.  Then she asked, what's your favorite way to pick a leader.  My response was, the person  with the biggest shoe size.  

    What are your favorites?

  • 29 Mar 2015 4:32 PM | Melanie Hoffner

    Book Giveaway: Trust Precedes Accountability—Do Your Employees Trust You? (Respond by 4/3 to enter contest)

    March 26, 2015  -  by  Erika Garms  from  Human Capital Blog 

    This blog article describes how trust and accountability work together in an organization—and how you can use the intersection of the two to build employee engagement in your workplace. More »

    Human Capital

    Engagement and Motivation Performance Improvement Leadership Development Management Development

  • 21 Jan 2015 9:19 PM | Melanie Hoffner

    Due to the postponement of the January program, the length of our February site program is being increased by one hour, with registration from 7:45-8:00, and the program from 8:00-10:30. This program will include the information scheduled for both the January and February programs!

  • 14 Nov 2014 6:23 PM | Melanie Hoffner

    We invite you to share how you are planning to celebrate Employee Learning Week at your company. You may add a comment to this blog, post on our Facebook page, Hawkeye Chapter ASTD, or tweet @HawkeyeASTD. For more ideas, logos and other support materials, visit

    From the ATD list of 2013 Champions of Learning
    Crescent Electric Supply Company (Dubuque) celebrated Employee Learning Week with daily emails to staff, including helpful tips regarding the use of email, telephones, and customer service. On the last day of the week, Crescent Electric celebrated and congratulated all the staff who completed rigorous training programs from the past year by posting a list for all to see. Throughout the year, Crescent Electric hosts a Celebrate Learning site on their intranet, which archives all the tips that were distributed throughout Employee Learning Week, as well as additional tips added during the year.

    In order to be recognized on the 2014 Champions of Learning roster, submit your Employee Learning Week activities by January 5, 2015 to 

    Thank you!
    Melanie Hoffner, VP Technology

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

Phone: 319-244-8482

© 2018 ATD - Hawkeye Chapter

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