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ASTD September Chapter of the Month —  Cascadia Chapter
Serving Oregon and SW Washington

The Cascadia Chapter is proud of its rich and varied history. It has been fortunate to have visionary leaders who were willing to tackle operational issues, along with building cutting-edge programs, and fostering networking among training professionals. Cascadia will be celebrating its 60th anniversary next year, and ride it in with a healthy, growing and invigorated chapter. It currently has more than 500 members, and over 100 active volunteers making it a busy and engaged chapter.

Cascadia started the 2006 term with a leadership retreat in November 2005. The board took a visual approach to big picture planning. The outcome is shown in the graphic (above), which  demonstrates the actual visual picture the board developed, as well as the translation into a focus on three key areas: Marketing, Technology, and Content. Using the visual approach also helped the chapter emphasize its strong commitment to values of diversity, building community, and continuing to build a sustainable chapter with wise integration of resources.

Even with a tough economic climate over the last five years, the chapter has continued to grow. And Cascadia is doing so by marketing increased personal connections with members. The chapter is proud of its efforts to continue to meet the needs of different audiences through targeted projects. Cascadia has been able to attract back to the chapter more senior level training professionals through its efforts with a targeted Senior Forum. Leaders are currently reaching out to professionals at the start of their T&D careers with a Student Club; and teh chapter continues to reach niche audiences through Special Interest Groups such as e-learning and mediation. 

Technology has been a key piece to the success of recent years. Back in 1999, cascadia was awarded a national ASTD award for being one of the first chapters to design and implement a website. Oh, how things have evolved! Cascadia is now pleased to be awarded the Chapter of the Month award for its efforts again at being a front runner in using technology to offer resources to members via a podcast program called PodCascadia. ASTD encourages you to visit and listen to some of the recent podcasts to find out more about the chapter, its members, its dedicated volunteers, and some hot topics in the industry.

PodCascadia has been a great way for the chapter to integrate all of its focus areas this year. Clearly, from a technology perspective, it has given Cascadia the opportunity to reach members in an easy and approachable manner. Cascadia has had so many chapters and members inquire about the technology side of “how do you do a podcast” that it prepared a podcast on just that--check it out on episode 6. 

The podcast has also provided the newly formed marketing team with a great new tool to reach a wider, more diverse audience. The marketing team, podcast team, and events teams have worked together to book upcoming speakers to assist in the overall marketing efforts for monthly programs and other special events. 

Finally, PodCascadia has helped the chapter in its quest to stretch  member boundaries with cutting-edge content. The podcast team has pulled together an impressive round of relevant T&D content, and often with local experts contributing their expertise. Look for future tie-ins to some of our great programs, like Jim Smith Jr. in September 2006, and big events like a regional conference in March 2007. 

With members' and volunteers' help, the Cascadia Chapter continues our efforts to be the premier resource for training and development professionals in our service area. We encourage you to visit us in the great Pacific Northwest or online at www.astdcascadia.org.

ASTD August Chapter of the Month — Central Iowa

The Central Iowa Chapter is proud and honored to be among the oldest ASTD chapters. Launched in September of 1947, the chapter became affiliated with National ASTD on December 3, 1948. Its goal from the beginning has been to provide networking and learning opportunities for our members…a goal we continue to pursue.

The Chapter strives to provide new and creative ways to fulfill the goal, most of which is done at minimal cost, or even no direct cost, to its membership. This includes monthly chapter meetings that feature experts on a wide range of relevant topics, networking opportunities that give area learning and development professionals the chance to connect with each other in a more casual manner, and such trade publications as a monthly chapter newsletter, which was upgraded recently to a full-color, electronic format.

The Central Iowa Chapter is able to combine this level of activity with low fee amounts because of two key ingredients: 1) unlimited creativity of its Board and committee volunteers and 2) sound fiscal policies that, over the years, have afforded us the ability to keep membership fully engaged. The Chapter has been honored this year to receive recognition for each of these strengths from the Sharing Our Strengths (SOS) committee.

A financial investment program, entitled “Maximizing Chapter Finances,” was recognized in early 2006 with an SOS award. The program discusses how the Finance Committee established a plan to better utilize money that the by-laws required the Chpater hold as Reserve Funds. 

“This was money that our by-laws mandated had to be available for emergencies but it wasn’t supposed to be touched for any other purpose,” explains Central Iowa Finance VP Paul Smith. “With that in mind, we felt that it made good financial sense for us to find a way to solidify those boundaries, assure the safety of membership funds, but also have those funds earn a higher rate of interest.”

In its first year alone, the program added more than $1,000 in income to the Chapter’s budget. This money was then used to implement a web-based/email-based registration and notification program to increase communication with chapter members. Having access to this additional funding allowed the Board to launch this member-driven initiative while still fully funding all scheduled events and activities.

The Central Iowa Chapter was also acknowledged with an SOS award for its submission of a “16-Month Chapter Events Planner.”  This effort brought together the combined talents and skills of those Board members and committee volunteers with responsibilities for planning networking, professional development, and programming. The result was a comprehensive and coordinated calendar of events. These events addressed topical needs requested by chapter members and coordinated them with the CPLP certification program.

Chapter President Craig Mills facilitated creation of the Event Matrix. “Our goal in creating the matrix was to integrate our chapter’s offerings in a way that allowed members at varying levels of tenure in the profession to develop personal ‘tracks’.  By providing a rolling 16-month snapshot of activities scheduled, including select National events, we were able to spotlight opportunities that may have previously gone undetected.”

Looking ahead, the Central Iowa Chapter will continue to build on its successes with members’ creativity and financial responsibility empowering our members in “Advancing the Profession.”

ASTD July Chapter of the Month — San Diego

Fresh, Focused and Aligned in 2006

The ASTD San Diego Chapter has a history of innovation and contribution to our organization and profession. ASTD San Diego has been a sustainable chapter that is consistently CORE compliant. This year the chapter has proactively embraced the principles and standards that Certified Professional in Learning and Performance (CPLP) credentialing standard embodies through their strategic planning approach. Their approach earned them a recent Sharing Our Success (SOS) Award and contributed to their Chapter of the Month award for July 2006.  

VISION:

This year, the chapter took on a commitment to align all of their programs and initiatives around the Competency Model and CPLP.  They created a vision in the form of a strategic intention and commitment to their membership and community at large to be FRESH, FOCUSED, and ALIGNED in 2006. They defined this as:

FRESH: Innovative programs that provide depth and growth to our members and participants. These programs will facilitated by subject matter experts (SME) with a solid reputation in their respective Areas of Expertise (AOE).

FOCUSED: The programs and the services we offer are focused on getting you what you need to be successful.  One program does not fit everyone since we have members with varied levels of experience.  Our programs will be focused on the AOE’s that will take you to the next level.

ALIGNED:  The programs and services we offer are aligned with your feedback from the 2005 Member Survey and standards that set you up for success as a WLP professional. The topics are relevant and promise growth.

CHAPTER DEVELOPMENT MODEL

This process began with the Board Development Model created by their Governance Committee of Past Presidents-Maureen Orey, Sharon Leider, Willa Mae Heitman, Barbara Greenstein, Dyana Berwin and Phillip Tanzilo facilitated by Board Development Director Alicia Allegrini. This model has taken the components of the Competency Model and translated them into a foundational model that facilitates Board alignment and sustained growth. The model is bordered by the same Competency Model Success Formula: Foundation + Focus = Successful Execution. 

BALANCED SCORECARD

Their Chapter Development Model has been topped with six points of their balanced scorecard. These six points were determined and defined jointly by the Board leadership as areas essential for clear and balanced focus to assure they accomplish their chapter mission in 2006 and beyond. After defining these areas, the chapter leaders developed a SMART goal for each component to measure their success.

They defined their balanced scorecard components as follows:

1.      Chapter Integrity: Doing what we say we are going to do and demonstrate industry standards in our programs

2.      Effective Communication: Provide timely, clear and focused communication using appropriate tools

3.      Member Satisfaction: Gaining new members and retaining current members

4.      Community Outreach: Recognized as a professional resource for Workplace Learning and Performance (WLP) in the community

5.      Financial Stability: Operating programs with fiscal responsibility

6.      Succession Planning: Ensure chapter stability and effective management of knowledge resources

STRATEGIC PLANNING WORKBOOK

Their balanced scorecard paved the guiding groundwork for their strategic planning for this year and years to come. Board members were provided with a workbook to complete as they prepared for their annual strategic planning meeting in December. The workbook required them to meet with their functional teams and team leads and develop SMART goals that aligned to support the chapter goals.

Additionally, they outlined their programs and set SMART goals for each. The plans included identifying stakeholder support, risks and contingency plans. 

This research created alignment and support from the teams. It also served to assure everyone was focused on supporting the chapter goals for 2006. 

STRATEGIC PLANNING MEETING

The Agenda for the meeting was created with feedback from the Board. The objectives included final alignment on chapter goals, team building, brainstorming, presenting Board team goals, and create a forum for gaining stakeholder support. They also had a panel discussion which included neighboring ASTD chapter representatives from LA and Orange County, ODNet, ISPI, and SHRM. 

The Chapter President-Phillip Tanzilo, engaged the support of Past Presidents, their ASTD NAC-Toni Johnson representative and ASTD Area Manager-Maureen Orey to facilitate the strategic planning meeting.  Utilizing the support of someone from outside of the chapter created open discussion and assured buy-in on the goals.  This allowed the President to participate as part of the process. 

The day started with a South African drumming activity that laid a foundation for thinking out of the box and full self-expression of each person’s creativity and the value of their ideas.  

An activity was also created that allowed each area to meet with other stakeholders to enroll their support. Final plans were presented which included stakeholder support. Goals were presented that supported the chapter goals. 

A long-term vision was also reached to diversify revenue streams starting in 2006 as they proactively prepare to host ICE in 2008.  Their annual conference which yields $30K in revenue may be impacted through availability of resources.  So, the chapter has begun to prepare sustainable income sources through workshops and other means.

RESULTS

Member satisfaction levels have increased as programs are FRESH, FOCUSED and ALIGNED. Members are generous with their feedback and it has evolved to one of higher satisfaction and clear focus on meeting their needs.

Their successes this year include breakthroughs in many of their success measures. Others include the creation of some innovative programs that have been set in stone and successfully negotiated to occur in 2006. These include:

·         memmbership levels have increased each month and fewer members are leaving

·         chapter meetings have had the highest attendance levels on record

·         meet and mingle events have gone from 4 attendees to 20 to 30 attendees

·         special interest groups focused on the CPLP Areas of Expertise (AOE’s) have been well received

·         first workshop in over two years is scheduled here in San Diego on HPI

·         created jointly branded Train the Trainer program with San Diego State University to provide college credit units and preparation for CPLP on Designing Learning and Delivering Training

·         resurrected their Organization of the Year program to spotlight businesses embracing the Competency Model and CPLP

·         maintained a $35K minimum balance in reserves to support growth of chapter programs and services in 2006 and 2007

·         marketing of programs support One Voice and include alignment of with CPLP

·         joined San Diego Regional Chamber of Commerce which has created greater community awareness and more members 

·         chapter conference program earned an SOS award in June and is expected to yield over $40K in profit this year

·         engaged affiliate organizations in joint programs and creative joint membership plans

·         expected to go live with the web portal by August

·         successfully deployed cVent for event registration

·         scheduled to co-host Insight Out Partnership Event with c-level executives in San Diego

·         initiated process to implement new ASTD logo branding on materials.

MID-YEAR RETREAT

The chapter conducted a mid-year retreat to gauge their success on reaching their goals and review results of their Level-1 Board Assessment. A few changes were made in the timeliness and availability of success measure results and improving outreach to their membership base for feedback.

SHARED LEADERSHIP

They have found that the Competency Model and CPLP have given them clear direction on what is essential to be successful in the newly emerging Workplace Learning and Performance industry.  Their direction continues to be “walking the talk” and educating their community leaders. Their leaders remain engaged and participate in ICE with over 43 local members and 8 chapter leaders in attendance. 

They continue to plan for the future and look beyond 2006.  Not only are they looking to 2008, but beyond as they expect their membership to grow as CPLP grows in popularity and membership demands evolve.

Their volunteer leaders and members are committed to making a difference in key areas and others with innovative programs that are rolling out this year to create greater and sustainable visibility for ASTD and the local chapter. They are a team that is clearly FRESH, FOCUSED, and ALIGNED. 

ASTD Chapter of the Month— Arkansas (Little Rock)

Background:

Little Rock has been home to the Arkansas Chapter of ASTD since 1973. Over the past 33 years, the chapter has been “home” to many of the leading HRD practitioners, and executives in Central Arkansas. Approximately 100 members currently enjoy the chapter programs, activities, and networking.

Special Achievement:

The Arkansas chapter has always taken great pride in innovative programs to meet the needs of its members. One of the most enduring programs has been “The Mountain Harbor Experience.”  Designed as a weekend retreat for members, and prospective members from around the state, the Mountain Harbor Experience is known throughout Arkansas as “the” event of the year.  It is also known outside the Arkansas borders as ASTD members from Louisiana, Texas, New Mexico, and Oklahoma have also attended and participated in the experience.

Situated at Mt. Harbor Resort, on beautiful Lake Ouachita, the event is everything a trainer’s retreat should be – restful, peaceful, fun, and a true learning experience.  The Experience begins on a Friday evening, typically in October, with a cookout, networking, and opening activities. Saturday brings a variety of train-the-trainer sessions, ranging from experiential activities to essential classroom management.  After working all day, the fun really begins on Saturday night as participants enjoy a progressive supper in which the occupants of each condo not only provide one course of the meal, but also provide an icebreaker activity for the entire group.  The evening is not over, however, until the entire group has made a trek “to the mountain” – Hickory Nut Mountain, which overlooks the lake.  Sunday morning provides a wrap-up for the weekend’s event, answering the “What, So What and Now What” questions that are vital for a true learning experience.  By noon the participants leave for home, armed with new tools, and techniques, and with a new group of networking partners with whom they have bonded.

Lessons Learned:

  • This is an event that is best managed with a small group – 25 to 35 participants. Activities, socialization, and learning are better managed in this controlled environment.
  • This is not a chapter “money-making” event, but rather a true member benefit. The planning team ensures that it is “break-even” in terms of costs so that it is not a financial burden for the chapter.
  • Participants always, always bond due to the team-building environment in which the event is conducted. Participants who attended the Experience 10-12 years ago are still close friends and excellent resources for each other to this day.

Quotes from Past Participants:

  • I most enjoyed the fact that everything was done very professionally, yet the atmosphere was refreshingly relaxed.  I got some great new ideas and felt it was time well invested.
  • Participating and interacting with others in the training and development field.
  • I enjoyed all of it.  I liked the sharing and networking with other trainers.  I enjoyed the new training techniques that I learned.  I think the whole weekend as a package was what made it so special.  The progressive dinner was even more fun than I expected it to be. 
  • Thank you all for your hard work in putting on this wonderful retreat.  I will never forget it or the people that I have met and now consider friends!!!        
  • A special thanks to the facilitators and planners.

May 2006 Chapter of the Month Northern New Jersey Chapter of ASTD

Submitted by Robert (Bob) B. Richards, SPHR, Chapter President

Over the past three years our goal has been to strengthen the processes, and foundation of the Chapter to improve member benefits. By improving the value of membership, and building our financial, and communication foundation, the Chapter has become stronger. Here are some of the member benefits which have made the Chapter strong:

  • Utilization of a “MarCom” process combining Marketing and Communications, which has received national recognition developed by Pam Sammarco to enhance and support internal and external communications. Pam received the honor of the Sharing Our Success (SOS) Award for her development of the MarCom process. SOS is an initiative launched by ASTD to salute local ASTD chapters for sharing best practices and chapter resources.  Pam provided a presentation at the 2005 Leadership conference on the development and operation of this process.  The Leadership Conference is attended by leaders throughout the US.
  • Ten member meetings each year which provide outstanding presentations in our learning community.
  • A website - the foundation for communications to our members and the learning community, providing electronic registration for meetings and events via use of credit cards.
  • Four Free Special Interest Groups which meet three or more times a year to address member’s specific interests. 
  • Executive Breakfasts are events which invite executives in the field of learning to attend and “chat” among themselves and others.  Special presentations are made to meet their specific interests.  These meetings are scheduled twice each year and are held at a member company’s facility.
  • Professional Development programs.  These programs held periodically throughout the year address specific developmental topics which members and non members may attend.  Some of the topics presented in the past include: E-Learning, Train the Trainer, Program Development, and more…
  • Our Chapter E-Zine which highlights the coming month’s events and is e-mailed to every member at least once each month. 
  • Meeting Sponsorship.  Every membership meeting is sponsored by one or more sponsors.  This sponsorship helps to defray the expense of the meetings and the behind the scenes costs of communicating meetings, running the web site, etc.
  • Strong Chapter financial stability.  While other Chapters are raising the price of admission to their meetings, we are trying to hold the line on prices to our members.  We are considering charging non-members a minimal fee of $5.00 for SIGS and will keep the SIGS “free” to members.  The Chapter remains financially stable with the Balance Sheet up 32% since the end of March of 2005. 

The following are some of the activities which are already under way or planned for 2006 development.

  • A new web site.  $2500 has been set aside for the development of a new, efficient and effective web site for the marketing of our Chapter with improved convenience of our members. 
  • Improved Communications through a new Adopt-A-Mailing program which will provide information flow from the Chapter to members and members of National ASTD.
  • Development of Strategic Alliances.   Participation with other organizations who share our interests has been increased this year with three programs shared with other groups like the National Coaches Association, the Central Jersey Chapter of ASTD and the North Jersey Chapter of the Society for Human Resource Management (SHRM). 
  • Development of an Executive Advisory Board formed of key executives in the Learning Community who participate in the Chapters operations and programming
  •   Development of a Certified Professional in Learning and Performance (CPLP) test Preparation Program.  ASTD National has developed a credentialing program to certify professionals in Learning and Performance.  This program credentials individuals in nine competencies.  More information will be available on this later in the year. 

Clearly this award comes very early in my time as President and justly belongs to those Chapter Leaders who have served before me including Vince Varallo, Pam Sammarco and Mike Schiavoni.  Through the efforts of these leaders with support from me and other members of the Board of Directors, this Chapter has demonstrated a leadership within our learning community. 

April 2006 Chapter of the Month: ASTD-Twin Cities Chapter

ASTD-TCC: Who We Are

Minnesota, known for its 10,000 lakes, also has a thriving Workplace Learning and Performance (WLP) community, which is reflected in the ASTD-Twin Cities chapter.  One of the top 10 ASTD chapters in the nation, our 676 individual and 39 corporate members work together to make ASTD-TCC the place for WLP professionals to Learn, Connect, Grow.

Founded in 1944, we’ve been going strong for 62 years, and it just keeps getting better.  Some of the highlights of our chapter include:

  • Monthly meetings with dynamic, nationally-recognized speakers like Robert Brinkerhoff and Bob Pike  that draw in 120 – 200 members and guests each month
  • A monthly e-Newsletter, Spectrum, that features articles each month around a particular topic of interest to WLP professionals
  • Nine active Special Interest Groups (SIGs) that draw in members and guest alike for topics such as coaching, diversity, elearning, spirit in work, training, and much more
  • ASTD-U, a series of workshops that get deeper into current WLP issues so that our members can increase their professional knowledge and value
  • A highly active membership, with a volunteer rate of over 50%

Goals and projects for 2006 include:

  • ASTD-TCC Regional Conference and Expo - Designing Our Future:  Business Savvy, Skills and Influence for the Learning and Performance Professional on November 16, 2006 – a one-day extravaganza filled with great speakers, hands-on workshops, targeted networking, and delicious food, of course.
  • An online members-only Discussion Forum

Sharing Our Success (SOS) submission:

The ASTD-TCC Season Pass

One of the things we are most excited about is our Season Pass program.  Designed and implemented by our Programming committee, the group responsible for our fantastic monthly meetings, the Season Pass debuted in 2005.  It’s been used by almost 100 members in its first two years.

What is it?

The Season Pass is:

  • An automatic registration for the first 6 monthly programs of the year
  • A $30 discount on the one-time registration fee to the 6 monthly programs
  • A $10 discount on any one ASTD-U session
  • A $10 discount on your ASTD-TCC annual membership renewal ($85 regularly)

Why is it so great?

  • Members save money – a total of $50 over the year.
  • Members are automatically reminded each month they are registered for a program – if they are unable to attend, they simply let the office know, and their registration is transferred to a program later in the year.
  • Automatic registration for monthly programs – it’s a done deal and you just have to show up.
  • It’s only $120 for all of this peace of mind and cost savings.

How do we market it?

  • We market the Season Pass with articles in the Spectrum and testimonials from pleased Season Pass holders.
  • We announce the program at monthly meetings in October and November to remind people to sign up for it beginning the first of the year.
  • Each Season Pass holder has a ribbon on their nametag at the monthly program, thus visually reminding members each month that the program exists.

For more information on this SOS submission, please consult the SOS home page on the leader community section of the ASTD website.

So, if you’re ever in Minnesota visiting one of our umpteen lakes, drop in and visit ASTD-TCC and see why so many WLP professionals make it their place to Learn, Connect, Grow.

ASTD Chapter of the Month Mississippi Life Goes On After Hurricane Katrina

Gulfport, MS, Jan.30 –The Jack and Patti Phillips Workplace Learning and Performance Institute (WLPI) of The University of Southern Mississippi, located on the Mississippi Gulf Coast found itself severely battered in the wake of Hurricane Katrina.  Furniture, phones, computers, teaching tools, and reference materials were all destroyed.  As the entire Gulf Coast was dealing with unprecedented devastation, many students in the WLPI Master’s of Science in Workforce Training and Development (MSWTD) program thought the fall semester would be cancelled.  Graduates of the MSWTD program were affected too.  Mandy Stevens, for example, a training specialist at the New Orleans Zoo, experienced a layoff as a result of Katrina, as did many others in the region.  The overall picture was grim.  A familiar story similar to thousands of others in South Mississippi.  So, what’s life like after Katrina?  The good news is that nearly six months later, the WLPI is up and running and moving full speed ahead!

Of course, the recovery has been ongoing since last August, and although there is much left to do, the WLPI is grateful.  A silent auction held in December by the ASTD Mississippi Chapter was very successful in raising funds for the recovery of the institute.  And just recently, ASTD donated reference library materials and resources to the WLPI to help rebuild the library destroyed by the storm. 

The institute is still working to replace much of its technology, but all of the MSWTD graduate students are back in class, a feat accomplished just two months after the storm.  The University of Southern Mississippi WLP Institute has made it a priority to work with the ASTD Special Interest Group Board on the Gulf Coast to help resume bi-monthly ASTD meetings.  The ASTD Special Interest Group recognizes that this is prime time for training and performance improvement professionals to help rebuild organizations on the coast.  And, Mandy Stevens was able to leverage her MSWTD education and WLPI contacts to land an outstanding position as a Project Coordinator at Microsoft in Seattle, WA.  Mandy is delighted with the way things worked out and she is proud to say, “My career would be nowhere near where it is now without my Master's degree in WTD.  It is a world class program with world class professors that prepares people to work for world class organizations like Microsoft.”

So, what is the WLPI up to these days?  A lot.  And, the list keeps growing!  The institute will launch an executive format doctoral program in Human Capital Development in Fall 2006.  Of course, the master’s program in Workforce Training and Development continues to provide students with the tools they need to better understand factors that affect and enhance job performance.  Based on ASTD's key competencies, the WLPI is also offering a certificate program to training and human resource development professionals, allowing for the immediate transfer of knowledge on the job. The WLPI also offers a free to the public webinar series, with upcoming sessions; Human Capital Development: Top 10 Reasons to Develop People and We’re All Fishing From the Same Pond… a Strategy for Human Capital Alignment. The WLPI remains the repository for Return-On-Investment In The Public Sector research studies and it continues lead high growth industries in competency model development.  For more information, visit www.usm.edu/wlpi/.

Greater Cincinnati Chapter – Celebrating it’s 50th Anniversary

Submitted by: Tracy Sterling, 2005 President

The Greater Cincinnati Chapter has over 200 members and hosts monthly programs, an annual one-day conference, and periodic special events such as a not-for-profit event and one-day workshops with industry legends. We publish a quarterly electronic newsletter and offer our members free participation in four special interest forums – elearning, consultants, training managers, and job search – each with their own monthly meetings and/or email distribution networks. During a charity drive this year, we collected 27 business suits or dresses and 35 other professional women’s clothing items (slacks, skirts, jackets, blouses, pairs of shoes) for Dress for Success, a non-profit welfare-to-work organization for women attempting to enter the workforce.

A year ago, the Chapter was struggling with declining membership, minimal volunteerism, and a insufficient funds. Needless to say, we were concerned about the future viability of the organization.

Through the commitment of a three-member Board and a handful of dedicated committee members, the Chapter has noticeably turned around. We are back to our former 200+ size and have a comfortable checking balance to fund next year’s programs.

Our sixth annual Fall Conference in October was a huge success. There were 105 attendees, 34 of whom became new members along with their registration. The day was so impactful and energizing that several new members have come forward and expressed a desire to get involved.

So what turned us around, from a point of despair and looming dissolution to one of fresh spirit and renewed strength? We started having ‘different conversations.’ We (the Chapter leaders) stopped rehashing our position of scarcity and started focusing on our areas of abundance. What did we do well? What were our assets – tangible and intangible? What relationships and abilities could we leverage? What would we be doing differently if we didn’t have financial problems and minimal help? We refocused on our mission – to become the leading resource in Cincinnati for workplace learning and performance - for our members and the business community at large.

The challenge was/is to balance the time spent on problem resolution with the time needed for new initiatives and processes, and growth. We’re still learning and improving, but we’ve come a long way in one year, against tough odds. I think each of the Chapter leaders was determined not to let the Chapter fade away after 50 years of service. Not on our watch!