You’re convinced that you want to attend ATD 2019, and we really want you there; now it’s time to convince your boss! Most managers will be concerned about the return on investment—every dollar has to be justified, and so does the time away from the office. But don’t worry, we’ve got you covered. Use these tools to show why your organization needs to invest in ATD 2019!

Tools to Make a Business Case to Attend

Use the following tools to demonstrate the tangible benefits of attending ATD 2019 to your manager. These tools will show your manager that you’ve done your research, built your business case, and are serious about attending.

Manager Letter

Customize this letter to help your manager understand why ATD 2019 is one of the most cost-effective and valuable conferences for you.

Session and Exhibitor Worksheet

Customize this worksheet to outline the sessions you will attend, and detail how these sessions will help solve any workplace challenges. Additionally, list the exhibitors you plan to visit; if you’re currently reviewing suppliers, this is the perfect opportunity to request demonstrations and see the products and services firsthand.

Investment Worksheet

Fill out this worksheet to approximate the financial investment required for you to attend.

Support  Central Mass ATD and use our CHiP Code: 1201!  We'll get a financial report directly to the chapter!

ATD’s Talent Development Across Industries (TDI) conference is coming up in New Haven on October 18-19. There is a special discounted rate that has been extended to ATD chapter leaders and chapter members: by entering the coupon code 25TDI at checkout, you can receive 25% off the conference registration! Your chapter can also earn CHIP revenue for any TDI registrations when your ChIP code (1201)is entered at checkout. Please feel free to share the below blurb and attached flyer with your membership, and don’t hesitate to reach out with any questions.

What are you doing to create compelling and effective compliance training? ATD’s Talent Development Across Industries (TDI) conference will address the challenges of creating impactful compliance training. This conference brings learning professionals from three highly regulated industries—financial services, manufacturing and life sciences—to learn best practices from each other and experts in their fields on compliance training and creating a culture of innovation.

Chapter members receive an additional 25 percent off the member price—saving you more than $200! Join us at Yale School of Management on October 18 and 19 for TDI!

As part of ATD Member Week, taking place September 10-14, you can receive a 10 percent discount on your ATD membership dues on top of the $30 discount that Power Members (members of both ATD and their local chapter) already receive. Join or renew your ATD membership online or by contacting ATD’s Customer Care team at 703.683.8100. Remember to select our chapter on the drop-down menu online during checkout or mention our chapter’s name over the phone to receive the Power Member rate.

Our chapter is partnering with more than 40 ATD Chapters to create an online book club for L&D professionals around the country. The group will connect virtually through an online forum to discuss books related to L&D, training, organizational development and much more. You can learn more and sign up for the book club here: https://www.pbc.guru/td/ . The program is completely free so feel free to pass the opportunity on to friends and colleagues.

The book club will give participants the opportunity to:

• Read interesting books related to Talent and Development
  
• Connect with other TD professionals around the country to grow their professional network and learn from their peers
  
• Participate entirely online so the program can work with people's busy schedules
  
• Hold themselves accountable to reading by being part of a cohort
  

The book club will be moderated by Zach Rubin, Co-Founder and CEO of Professional Book Club Guru. PBC Guru manages virtual professional book clubs for companies and will be hosting the group for the chapter. You can learn more about PBC Guru at www.pbc.guru and email Zach Rubin at zach@pbc.guru with any questions about the book club.

Our September speaker, Sarah A. Scala has shared a recent blog posting in advance of our meeting September 18th!

I first learned about coaching with the Positive Emotional Attractor (PEA) and Negative Emotional Attractor (NEA) through the courses “Inspiring Leadership through Emotional Intelligence” and “Conversations That Inspire: Coaching Learning, Leadership and Change” at Case Western Reserve University (CWRU) Massive Open Online learning Courses (MOOCs).

The goal of coaching is to support positive behavior change. Compassion coaching is focused on the coachee’s vision and ideal self, while Compliance coaching focuses on the organization’s objectives and goals (CWRU, 2014). Through Compassion coaching, we activate the PEA by focusing on strengths and the coachee’s positive vision of the future. The PEA is reached when we focus on “optimism, hope, possibilities, dreams, vision, strengths, compassion, curiosity, learning, and experimentation” (CWRU, 2014).

Compliance coaching is used when we focus on problems, tasks, fears, weaknesses, and expectations, which activates the NEA (Howard, 2015). Compliance coaching often taps into the NEA, arousing a stress response. This can occur when we need to make a decision, solve problems, and focus (CWRU, 2014). “NEA focuses on performance and weaknesses, activates the sympathetic nervous system, releasing hormones, increases blood pressure, heart rate and stress response” (Jack et al, 2013 as cited in Boyatzis, Smith, & Blaize, 2006; Sapolsky, 2004).

I have found when using a Compliance approach in coaching, clients tend to become defensive and tense, which in my opinion, may not open them up to welcoming change. Defensiveness and tenseness are not bad responses, and in some cases are appropriate. At other times, being relaxed may be better for the client. Through activation of PEA, I support the client to be less tense during coaching sessions.

It may be very easy for coaches to perceive NEA as an approach to avoid, and one that is bad. However, NEA is important and essential to survival. NEA simply isn’t needed as often as PEA for positive behavior change and learning.

How often should coaches use PEA and NEA with coachees?

Over the last 20 years, “coaching has refocused toward strengths based approaches, orienting individuals to focus on things they do well” (Fredrickson, 2009). Research indicates a best result with a ratio of 3-6 PEA to every 1 NEA in coaching (CWRU, 2010). World renowned positivity researcher, Dr. Barbara Fredrickson shares in her book Positivity, that a 3 to 1 ratio of positive to negative emotions supports resilience to adversity, strengthens relationships, relieves depression, and improves health (2009). The ratio can be slightly different for each person, and that “80% of Americans fall short of the 3-to-1 positivity ratio that predicts flourishing” (Fredrickson, 2009).

How do we provide coaching experiences that support PEA and NEA with clients?

PEA is triggered during times of hope, playfulness, Compassion, and mindfulness, while NEA is triggered during times of fear, shame, anxiety, and guilt (CWRU, 2014). PEA and NEA are built into the ICT model. Having the coachee discuss the Ideal Self is an approach that is focused on a positive view of the future. This puts the coachee in a place of hope and PEA. When looking at the Real Self, the coachee may move into both the NEA and PEA as they look at current successes and development areas. Remembering that NEA is not bad, a coach simply needs to activate more PEA than NEA. NEA is very important for solving problems and completing tasks—critical elements necessary for successful organizations.

Questions? Let’s connect. I would love to hear your success stories. Please send them to: hello@sarahscala.com or visit www.sarahscala.com

Resources:

Case Western Reserve University. (2014). ‘Conversations That Inspire: Coaching Learning, Leadership and Change’, lecture notes. Viewed on November 8 2016. .

Case Western Reserve University. (2017). ‘Coaching'. Viewed on February 22, 2017. https://weatherhead.case.edu/executive-education/coaching/

Fredrickson, B. (2009). Positivity: Top-notch research reveals the 3 to 1 ratio that will change your life. New York: Three Rivers Press.

Howard, Anita R. (April 24, 2015). Coaching to vision versus coaching to improvement needs: a preliminary investigation on the differential impacts of fostering positive and negative emotion during real time executive coaching sessions. Frontiers in Psychology, 6, 2-13. doi: 10.3389/fpsyg.2015.00455.

Kauffman C. (2006). “Positive psychology,” in The Science at the Heart of Coaching, eds Stober D. R., Grant A. M., editors. (Hoboken, NJ: John Wiley; ).

Seligman, M. (2011) Flourish: a visionary new understanding of happiness and well-being. New York, NY: Free Press.

Visit her website

 Our chapter has met the CARE requirements for ATD chapter affiliates for 2018. This is a significant accomplishment for us, as it attests to our health as a chapter and our commitment to serving your needs.

CARE stands for Chapter Affiliation Requirements (CARE), which are performance guidelines designed to help ATD chapters deliver consistent benefits to members. CARE consists of 18 elements in five key areas that are necessary for running a chapter like a business: administration, financial, membership, professional development, and communication. We met all 18 elements.

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ATD has extended 2017 rates until January 16, 2018. That means you can still join ATD at $229 for Professional membership or $349 for Professional Plus membership. Both rates are now increasing as of January 17, 2018, so act now for your last chance to lock in 2017 rates.

Plus, if you join today you’ll get a bonus research report on social learning!

Don't forget to join the Central Mass chapter and using the ChIP code 1201!

by. . . Patty Gaul

You’ve heard it dozens of times: Change is hard. So it stands to reason that serving as a change agent isn’t easy. In fact, it requires knowledge about group developmental theory and processes, emotional intelligence and people skills, and years of experience.

In the January 2018 issue of TD at Work, “7-Phase Consulting Model for Change Projects,” Alan Landers taps into his 40 years of practice to offer tips on the consulting process: initial contact, contracting, entry, assessment, goal setting and planning, implementation and feedback, and ending or expanding a contract. Read More here. . .