Your Personal Professional Development
ASTD 2008 Copyright
Success is no accident
Tracey, Brian
T+D, v62 n6 p76-78 (2008 Jun)
Development. Success is not happenstance or luck. This article presents eight steps toward success: 1. decide exactly what you want; 2. write it down; 3. set a deadline; 4. list everything that you can possibly do to enable you to achieve your goal; 5. take action; 6. take daily action to advance toward your most important goal; 7. determine the additional knowledge and skills that you will need to achieve your most important goal; and 8. keep persevering.
Career path: take charge of your career
Brown, Marshall A.
T+D, v62 n6 p84-85 (2008 Jun)
Career Development. Career development and job satisfaction are an individual’s responsibility. Here are ten steps to help find work satisfaction in a changing work world: be self-managing; know what you have to offer; keep on learning; understand business trends; prepare yourself for areas of competence, not jobs; find a mentor; build financial independence; network, network, network; keep your resume up-to-date; and create a vision.
Recharge your enthusiasm for your job
Sindell, Milo; Sindell, Thuy
T+D, v62 n5 p82-84 (2008 May)
Development. Employees, more than ever, are expressing a disconnect with low job satisfaction and the desire to work but feeling that their time and energy is spent fulfilling the goals and dreams of others. This article dispels three workplace myths and outlines a twelve-week process that works to engage employees in their own career contribution and success.
Learning pathfinder
Laff, Michael
T+D, v62 n4 p38-41 (2008 Apr)
Helping managers and other employees formally chart their career development and progression within an organization often falls by the wayside. Valspar, based in Minnesota, is one company that has taken on the challenge of defining skills to succeed in various positions throughout the organization and produced a development resource guide. While its highly valuable for employers to create an on-boarding program for managers to establish strong bonds, most employers do not implement that practice. The more common practice is managers devising their own self-directed learning practices to fill in the gaps. With more and more information and training available in podcasts and webcasts, technology is helping to support management development.
2007 salary survey: what affects earning potential in learning and performance?
ASTD
T+D, v62 n2 p38-42 (2008 Feb)
The results of the 2007 salary survey are presented in this article. The findings indicate that at every level men earn more money than women, the men and women in the profession are well-educated and well-compensated with an average annual income of $48,000. The survey results are displayed by span of control, experience, education levels, areas of expertise, industry, and gender.
Credibility can make or break your career
McArdle, Sherri; Ramerman, Jim
T+D, v62 n1 p76-78 (2008 Jan)
Development. Credibility is earned and not automatic; this concept can be a hard-learned lesson. This article looks at credibility at the organizational level, with others, and on a personal level. Here are specific behaviors to increase credibility: live a set of unquestionable values; align your role with your natural talents; execute with consistency and meaningful results; step back and try to view your credibility as a leader; request
feedback from your peers, as well as your manager; and demonstrate accountability with the commitments you make and the advice you give.
Developing you!
McCullough, Cathy
T+D, v61 n12 p64-67 (2007 Dec)
Development. This article urges training and workplace learning professionals to look at their personal career development through a new lens--the beginner's mind. With this approach, take nothing for granted and create your personal strategy for growth--which is made up of six elements.
Stretching: good for mind and body
Salopek, Jennifer J.
T+D, v61 n10 p18-20 (2007 Oct)
Trends. This article asserts that stretch assignments can prove to be challenging and rewarding for professionals who want to take on new opportunities. The signals that the time might be right for a stretch assignment are covered as are tips for designing such an assignment. One issue to overcome is supervisor resistance; for that reason, the article includes seven points to present when seeking support for a stretch assignment.
Facing retirement--now what?
Edwards, Beverly; Gibbons, Gale
T+D, v61 n9 p76-78 (2007 Sep)
Development. Planning the next stage of one's career and life is becoming a priority for the baby boom generation. Topics such as finances, health, staying in the workforce, becoming an entrepreneur, and maximizing social and volunteer activities are discussed.
Turn your blind spots into assets
Shelton, Claudia
T+D, v61 n7 p76-78 (2007 Jul)
Development. Recognizing and doing something about personal blind spots can make a significant difference in career success. The article covers ways to identify and manage blind spots.
Career insecurity
Baber, Anne; Waymon, Lynne
T+D, v61 n6 p62-66 (2007 Jun)
This article urges employers to start publicizing ways employees can take an active role in managing their career. It presents eight tools to help employees gain career security.
Match made!
Novak, Clare
T+D, v61 n3 p40-44 (2007 Mar)
This article discusses the "leader-advisor" relationships of four workplace learning professionals. Representing different industries, each leader covers how having an advisor/coaching/mentoring relationship has influenced their career.
Assessing time, career, and life directions
Maxey, Cyndi; O'Connor, Kevin E.
INFOLINE, 16p (2007 Feb)
Stock no.250702. This Infoline booklet explains how to tell it is time to make a change, provides suggestions for improved time and career management, offers tools to assess talents, and presents ways to handle setbacks. This career development tool contains sidebars on ways to boost creativity, ways to talk to your boss, and a list of interview guidelines. The Job Aid is "Ready, Set, Go: Are You Ready for a Change?"
Financial intelligence unlocks career growth
Berman, Karen; Knight, Joe
T+D, v61 n1 p72-73 (2007 Jan)
Development. Understanding how the business works is a new skill that training professionals need to acquire for their professional success.
Create a brand-new online you
Schawbel, Dan
T+D, v61 n8 p62-63 (2007 Aug)
Development. More and more employers are using the Internet to find out about potential employees, their likes, preferences, and what is important to them. Sites such as MySpace, Linkedin, blogs, and other social networking tools are enabling employers to find out about prospective staff. It's important to consider your reputation when you decide to share experiences, photos, and videos online.
Develop resiliency skills
Siebert, Al
T+D, v60 n9 p88-89 (2006 Sep)
Development. Resiliency skills are linked with reducing stress, problem solving, self-esteem and self-confidence, flexibility, and positive attitudes. The study of resiliency psychology, an emerging new field of science, outlines a five-level hierarchy of ways to increase and fine tune skills that help to manage change.
Career moves: take charge of your training career now!
Reitman, Annabelle; Williams, Caitlin
ISBN: 13-978-1-56286-456-9 174p (2006 Sep)
This book presents a fresh look at the changing in the Workplace Learning and Performance (WLP) profession. The authors take a close look at the changing workplace and the implications for the profession and for professionals in the field. This revised edition incorporates the new ASTD Competency Model and how to use it as a guide for managing a career in this field. Exercises and examples illustrate the guidance
provided by the experienced authors.
Industry experts discuss education, profession, and future
Ketter, Paula
T+D, v60 n8 p32-34 (2006 Aug)
Four industry experts talk about the future of the profession saying that to be successful this industry needs to become more strategic. The experts state that being proactive and working cross-functionally provides a broader context that will keep work focused on organizational needs. These leaders assert that the role and expectations of trainers have evolved bringing value to this profession and changing the way trainers are viewed in the workplace.
Basic trainer competencies
Mitchell, Jennifer K.
INFOLINE, 16p (2006 Jun)
Stock no.250606. This Infoline booklet focuses on the core characteristics all successful training professionals should possess. These competencies mirror the foundational competencies identified in the ASTD 2004 competency model. The foundational competencies are divided into three major categories: business/management, interpersonal, and personal. The Job Aid is a self-rated foundational competency assessment tool that can be used in developing a personal performance plan.
Credentialing: it matters to you; it matters to the profession
Davenport, Rex
T+D, v60 n5 p60-61 (2006 May)
Three workplace training and performance professionals respond to questions about the value of a credential for this field for both the individual and the organization.
Certification: a new industry trend
Salopek, Jennifer J.
T+D, v60 n2 p24-25 (2006 Feb)
Trends. This article reports on the new groundbreaking Certified Professional in Learning and Performance (CPLP) program being launched by the ASTD Certification Institute.
12 habits of successful trainers
Biech, Elaine; Naughton, Jennifer
INFOLINE, 16p (2005 Sep)
Stock no.250509.This Infoline provides background information on the 2004 ASTD Competency Study and weaves its elements into the 12 habits or practices for successful trainers. Armed with the knowledge of designing learning, the 12 successful habits are: prepare for training delivery; align solutions with objectives/needs; convey objectives; use various learning methodologies; facilitate learning; encourage participation, build motivation; establish credibility; manage the learning environment; deliver feedback; create positive learning climate; ensure learning outcomes; and evaluate solutions.